HSA 530 QUIZ 1 (TWO VERSIONS POSTED 40 QUESTIONS)
VERSION 1
Statutory benefits are:
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Optional benefits available to employees. |
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The organization’s basic benefits package. |
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Benefits provided under contract by external suppliers. |
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Benefits required by state and federal law. |
Many the personnel departments’ image problems were owing to the performance and behavior of personnel practitioners who were not fully prepared for the times.
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True |
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False
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The human resources specialty of labor relations was established for the purpose of dealing with labor unions.
[removed]True
[removed]False
Federal and state wage-and-hour laws had little effect on the activities of the personnel department.
[removed]True
[removed]False
A professional employer organization (PEO) provides the means for some smaller organizations to obtain most of their human resource services externally.
[removed]True
[removed]False
The principal role of human resources may best be described as:
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Exerting control and direction over other organizational elements. |
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Serving as the organization’s primary resource on employment-related legal issues. |
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Providing service and advice to other organizational elements. |
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Keeping all employees in line with policies and work rules. |
The majority of chief executive officers (CEOs) ordinarily expect their human resource departments to:
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Supervise recruitment, administer compensation and benefits, and maintain personnel records. |
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Provide advice and counsel on employee matters. |
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Keep the organization out of employment-related legal trouble. |
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All of the above. |
The most effective reporting relationship for the human resources director is:
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Reporting to the chief operating officer (COO). |
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Reporting to the organization’s financial executive. |
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Reporting to the chief executive officer (CEO). |
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Any of the above. |
It is essential that every department manager be intimately familiar with all provisions of the organization’s benefits plans.
[removed]True
[removed]False
All of a health care organization’s training and development activities are usually centralized in human resources.
[removed]True
[removed]False
A health care organization’s employee pension fund is ordinarily managed by an outside specialist rather than by the organization’s HR department.
[removed]True
[removed]False
The payroll office, once a constant feature of HR departments, was removed from HR primarily because:
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Payroll became too much work for the human resource staff. |
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Human resources lost a political struggle with the finance department for the control of the payroll activity. |
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It was seen as more efficient to have payroll done by an outside service. |
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The most applicable knowledge and expertise became centered in activities having to do with accounting and finance. |
The National Labor Relations Act (1935) established a number of rules for the conduct of both unions and employers in labor organizing and situations.
[removed]True
[removed]False
Under the provisions of the Employee Polygraph Protection Act (EPPA):
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At the option of an employer, all job applicants may be required to take polygraph tests. |
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Routine use of polygraph tests is permitted in organizations that are concerned with nuclear power. |
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An employee’s failure of a polygraph test must result in the employee’s discharge. |
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Any employer is permitted utilize polygraph testing as long as the employees to be tested are selected at random. |
If the same subject is covered by federal legislation as well as by state laws, the federal law always takes precedence over the state law.
[removed]True
[removed]False
Of legislation in place prior to 1964, the regulations primarily affecting managers:
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Were non-existent. |
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Affected only those managers working in financial capacities. |
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Concerned only human resource managers. |
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Were essentially limited to the Fair Labor Standards Act and the National Labor Relations Act. |
It is strongly recommended that all managers describe their management styles in detail to their employees so the employees will know what to expect.
[removed]True
[removed]False
The people-centered manager is must primarily focus on in getting the necessary work done through the efforts of people.
[removed]True
[removed]False
People-centered management is appropriate, and in fact essential for efficient operation, when:
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Most jobs are repetitive and routine, requiring the workers to follow the same few specific steps. |
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The primary concern of the manager is to turn out a predetermined number of product units each day. |
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When all of the group’s workers are assigned to specific fixed work stations. |
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Tasks are irregular and varied and output scheduling is difficult. |
The most effective managers invest considerable effort in developing a one-top-one relationship with each employee.
[removed]True
[removed]False
VERSION 2
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It has been repeatedly proven that most health care workers are primarily motivated by the promise of material rewards.
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It is unnecessary for department managers to be knowledgeable of compensation practices as long as there is a capable HR department in the organization.
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It is essential that every department manager be intimately familiar with all provisions of the organization’s benefits plans.
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The payroll office, once a constant feature of HR departments, was removed from HR primarily because:
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The Health Maintenance Organization (HMO) Act (1973) took precedence over all state regulations that presented any barriers to the formation of health maintenance organizations.
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If the same subject is covered by federal legislation as well as by state laws, the federal law always takes precedence over the state law.
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The National Labor Relations Act had the principal effect of:
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Labor Management Relations Act of 1947, commonly referred to as the Taft-Hartley Act, amended the National Labor Relations Act and:
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Technological changes are always good for the organization because they almost always lead to reductions in the cost of delivering health care.)
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A professional employer organization (PEO) provides the means for some smaller organizations to obtain most of their human resource services externally.
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The most effective reporting relationship for the human resources director is:
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Competition is increasing in health care in part because elements of a shrinking hospital system are struggling to acquire or retain a specific market share.
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The “employment office” gradually evolved into “human resources” because:
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Statutory benefits are:
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The National Labor Relations Act (the Wagner Act):
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Federal and state wage-and-hour laws had little effect on the activities of the personnel department.
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Managers in some health care departments must necessarily address the needs of employees of greatly varying education and capabilities.
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The most effective managers invest considerable effort in developing a one-top-one relationship with each employee.
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The people-centered manager is must primarily focus on in getting the necessary work done through the efforts of people.
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Maintaining a genuine open-door policy is easier for a first-line manager than for a higher-level manager because:
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