HCA 410 – History – Flashcards
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Nurses in early hospitals tended to avoid hiring because of potential legal pitfalls.
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False
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The first area of activity to be taken from line managers by personnel workers was paying employees
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True
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Federal and state wage-and-hour laws had little effect on the activities of the personnel departmen
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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.
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false
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Most negotiations with labor unions are accomplished by line managers
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true
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Before 1960 the image of the typical personnel department was that of an employment and record-keeping service.
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true
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The sole external agency of concern to the personnel department is the Equal Employment Opportunity Commission (EEOC).
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false
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At one time health care organizations were seen as low-pressure environments that offered escape from high-stress business environments.
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true
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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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Personnel's image problems were solved by changing the name of personnel to human resources.
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true
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The "employment office" gradually evolved into "human resources" because:
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Work organizations grew larger.
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The primary benefit of establishing an employment office was:
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It freed managers from the necessity of personally having to find workers.
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"Outsourcing" of payroll refers to:
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Having payroll services provided by an outside vendor.
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Statutory benefits are:
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Benefits required by state and federal law.
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The National Labor Relations Act (the Wagner Act):
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A. Provided legal protection to labor unions and employees who were interested in organizing B. Created people-related work for organizations that became subject to union organizing efforts
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In growing organizations, why did it become advantageous for managers to have employment-office help available?
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to provide assistance with a big workload
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Initially, what were the two significant activities pertaining to employees and their needs?
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They need to be hired and paid
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Following employment and payroll, what were the next activities to be identified as functions of the personnel department?
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Fringe benefits, statutory benefits, affirmative action.
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How did the name "personnel" most likely arise for that department?
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it was a more professional name according to the Job
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What was the most significant addition to so-called "fringe benefits" during the late 1940s?
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Workmen's Compensation
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The most generally preferred operating mode for a human resources department is known as "the clerical model."
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True
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. It is always recommended to have employee assistance program (EAP) referrals handled by someone external to the organization for the sake of employee confidentiality.
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True
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Every human resource department must be staffed by a number of specialists, one or more for each area of activity (employment, compensation and benefits, employee relations, etc.).
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True
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Reengineering has brought about a two-fold increase in the size of the average health care human resource department.
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False
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In a significant number of organizations human resources is regarded as bureaucratic and inflexible.
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True
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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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False
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The present method of performing any particular task is the most important factor to consider in reengineering that task.
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True
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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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true
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On issues of employee conduct it is the responsibility of human resources to initiate action and tell department managers what they must do.
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false
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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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true
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The principal difference between "line" and "staff" is:
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B. Line activities do the work; staff activities support the line activities.
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The most effective reporting relationship for the human resources director is:
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C. Reporting to the chief executive officer (CEO).
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The principal role of human resources may best be described as:
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C. Providing service and advice to other organizational elements.
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The human resource model most common in hospitals and other labor-intensive service organizations is the:
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B. Clerical model.
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The majority of chief executive officers (CEOs) ordinarily expect their human resource departments to:
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D. All of the above.
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Why are outplacement services almost always subject to outsourcing?
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its infrequently needed
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Which model of human resources service delivery is commonly considered to represent the "personnel department" prior to 1964?
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Clerical model
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What are the three kinds of changes facing today's health care organizations?
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technological, financial, social
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Define the essence of reengineering in as few words as possible.
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to redo; to engineer again
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What are the usual components of the "clearance" that must occur before a newly hired employee can begin work?
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background check, reference check, physical
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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. employers.
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true
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Most legislation affecting employment relationships was passed during the final four decades of the twentieth century
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true
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The National Labor Relations Act (1935) established a number of rules for the conduct of both unions and employers in labor organizing and situations.
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true
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The National Labor Relations Board (NLRB) was eliminated by the passage of the National Labor Relations Act (NLRA).
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false
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The Fair Labor Standards Act (FLSA) was passed primarily because the individual states had not addressed wage-and-hour issues.
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true
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Union organizing was first legalized by the passage of the Norris-LaGuardia Act.
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true
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The most significant regulation of the employer-employee relationship by the government occurred with the passage of the Civil Rights Act of 1964.
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true
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The Immigration Reform and Control Act (IRCA) applies to employers of 10 or more persons.
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false
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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
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true
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The 1991 amendments to the Civil Rights Act made it more difficult for employees to sue employers for alleged violations and thus reduced potential legal costs for employers.
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false
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. The Civil Rights Act of 1964 had the effect of:
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B. Establishing a completely new direction for government in its concern for the citizens of the United States.
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The National Labor Relations Act had the principal effect of:
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C. Made it illegal for an employer to refuse to negotiate with a union.
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Of legislation in place prior to 1964, the regulations primarily affecting managers
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D. Were essentially limited to the Fair Labor Standards Act and the National Labor Relations Act.
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Under the provisions of the Employee Polygraph Protection Act (EPPA):
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B. Routine use of polygraph tests is permitted in organizations that are concerned with nuclear power.
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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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A. Did not apply to not-for-profit general hospitals until it was later amended.
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The Immigration Reform and Control Act of 1986:
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D. Required employers to verify that job applicants are legally authorized to work in the United States.
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What caused the work of human resource departments to change dramatically during the 1960s?
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civil rights act
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What law eliminated compulsory retirement based on age?
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Age Discrimination Employment Act(1967)
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What regulatory body or agency first came into being with the passage of the National Labor Relations Act?
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National Labor Relations Board
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What action can be taken concerning an employee or job applicant who refuses to take a polygraph test?
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nothing
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. Essentially all of the tasks that may be performed found within a given HR department relate to some aspect of acquiring, maintaining, retaining or separating employees.
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True
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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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false
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All of a health care organization's training and development activities are usually centralized in human resources.
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false
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Affirmative Action programs must be an active concern of all HR managers and practitioners.
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false
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An employee assistance program (EAP) is intended to assist employees in addressing particular personal problems that can affect work performance.
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true
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Outsourcing is a currently popular business term that refers to the procurement of reengineering service from a specialized consultant.
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false
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The development and placement of employment advertising may be grouped under the heading of "maintaining employees."
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false
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A health care organization's employee pension fund is ordinarily managed by an outside specialist rather than by the organization's HR department.
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true
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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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true
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It has been repeatedly proven that most health care workers are primarily motivated by the promise of material reward
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true
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The typical human resources department will almost always be intimately involved in at least the three following employee-related activities:
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B. Compensation and benefits, training and development, and employee relations.
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An employee assistance program (EAP) can often be utilized to
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A. Help employees specifically address problems of productivity and quality of work
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The payroll office, once a constant feature of HR departments, was removed from HR primarily because:
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C. It was seen as more efficient to have payroll done by an outside service.
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Outsourcing of some particular task or activity may be undertaken because:
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B. There can be a cost saving involved in outsourcing it.
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. Concerning the organization's compensation and benefits programs, the department manager must:
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D. Become intimately familiar with benefits plans but leave compensation issues to human resources personnel.
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Why is it the preferred practice to have an employee assistance program (EAP) administered by an outside service?
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patient privacy
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Why should a department manager be conversationally familiar with the major features of the organization's benefits plans?
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to help other employees in some way
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Management in the majority of health care organizations must be primarily productioncentered.
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false
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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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true
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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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false
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A participative management style that involves soliciting employee input is applicable only to a department's more educated and sophisticated staff.
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false
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In a people-centered management environment, it is primarily the willingness of employees to work that maintains output.
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true
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Most department of a modern health care provider organization require strong production-centered management.
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false
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As far as a department manager's visibility and availability to employees are concerned, it is the employees' perception that prevails rather than the manager's actual visibility and availability.
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true
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As early on as possible every newly appointed or newly hired department manager should initially advise all employees that "the door is always open."
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true
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. It is strongly recommended that all managers describe their management styles in detail to their employees so the employees will know what to expect.
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true
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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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false
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It is suggested that every manager is in fact a manager of human resources because:
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D. Each manager is intimately involved in hiring, directing, and disciplining
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The phrase "heterogeneous work group" refers to
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C. A group composed of a number of differing backgrounds and different levels of education and skill.
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People-centered management is appropriate, and in fact essential for efficient operation, when:
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D. Tasks are irregular and varied and output scheduling is difficult.
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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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D. The first-line manager always has more time available for employee contacts than does the higher-level manager.
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What are often the principal consequences of the department manager's lack of visibility and availability?
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things can go bad
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What, if anything, might be wrong with the practice of describing one's management style to the employees?
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not every one will respond the same
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What is most likely the principal weakness in a first-line manager's tendency to "face upward" in the organization, focusing primarily on higher management?
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they can tend to forget about the employees under them
