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5300 Quiz 1 > 5300 Quiz 1 > Flashcards

5300 Quiz 1 Flashcards

1
Q

Which of the follow items in the health care arena does not show an emphasis on the bottom line?

A

Inability to fill vacant positions, even when there is an over supply of some professional groups

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2
Q

Which of the following is NOT an outcome when a hospital focuses too much on costs and not enough on human concerns?

A

Successful reengineering efforts

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3
Q

How does managed care help reduce health care costs?

A

Lower cost through restricting payments and access to health care services

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4
Q

What percentage of employees who have health care benefits are enrolled in managed care plans?

A

85%

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5
Q

Of the following, which HAS NOT been an outcome of managed care on delivery of various health care services?

A

lost coverage when their HMO would no longer accept their Medicare cards for payment

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6
Q

How have hospitals and doctors been affected by changes in Medicare spending?

A

Reduced reimbursements

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7
Q

How have Medicare recipients been impacted by the managed care movement? Many Medicare recipients

A

lost coverage when their HMO would no longer accept their Medicare cards for payment

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8
Q

What fact must be kept in mind when marketing health care?

A

Most patients do not select or pay for their own health care

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9
Q

What has been the impact of a flattened organization on health care professionals as first-line managers?

A

Broader scope of responsibility and increased span of control

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10
Q

Which of the following is NOT an essential principle for success as a health care manager?

A

Assert yourself as THE most important team member

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11
Q

Above all else, what skill must a manager possess to be effective in today’s health care arena?

A

Self-motivation

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12
Q

What is the major human resource problem faced by today’s health care manager?

A

Poor morale

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13
Q

What can you do to enhance your chances of job security in the health care field?

A

Continually learn, grow, and change

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14
Q

What is the single most forceful factor driving change in health care?

A

Costs

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15
Q

What is required for viability in a health care organization?

A

A balance of the bottom line concerns with the human concerns

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16
Q

What propelled the adoption of managed care?

A

Employers attempt to contain health care benefit costs

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17
Q

Why is self-motivation an essential quality for a health care supervisor today?

A

Leaders’ attitudes must be positive to enhance morale and motivation among employees

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18
Q

When considering reengineering, you should begin the process by establishing what?

A

desired outcomes

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19
Q

What is one constant in reengineering?

A

A reduction in the workforce

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20
Q

The U.S. Equal Employment Opportunity Commission (EEOC)

A

Enforces Federal Equal Employment Opportunity (EEO) Laws. Provides oversight & coordination of all federal equal employment opportunity regulations, practices, & policies.

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21
Q

Title VII of the Civil Rights Act of 1964

A

Prohibits employment discrimination based on race, color, religion, sex, or national origin

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22
Q

Equal Pay Act of 1963

A

Protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.

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23
Q

Age Discrimination in Employment Act of 1967

A

Protects individuals who are 40 years of age or older.

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24
Q

Title I & Title V of the Americans w/ Disabilities Act of 1990

A

Prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments.

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25
Q

Sections 501 & 505 of the Rehabilitation Act of 1973

A

Prohibit discrimination against qualified individuals w/ disabilities who work in the federal gov.

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26
Q

Title II of the Genetic Info Nondiscrimination Act of 2008 (GINA)

A

Prohibits employment discrimination based on genetic info about an applicant, employee, or former employee

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27
Q

Civil Rights Act of 1991

A

Provides monetary damages in cases of intentional employment discrimination

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28
Q

Title VII

A

Prohibits intentional discrimination, and practices that have the effect of discriminating against individual because of their race, color, national origin, religion, or sex.

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29
Q

Immigration Reform & Control Act (IRCA)

A

Requires employers to assure that employees hired are legally authorized to work in the U.S. Verification must be obtained from all applicants

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30
Q

What is the difference in health care management and management in industry? In health care, management is different because hospitals

A

tend toward the cooperative motivation system

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31
Q

How would you characterize the job organization system?

A

Repetitive work is dominant. Advanced and detailed approach to management. Jobs lend themselves to high degree of organization

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32
Q

What is the basis for the cooperative motivation system?

A

Work is highly variable; jobs not defined in great detail

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33
Q

What is required to fulfill the principle of supportive relationships that Likert deemed essential for participative management?

A

Relations based on trust, respect, and personal worth. Group decision making and reciprocal influence. High performance expectations – setting challenging goals

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34
Q

As manager of a maintenance department, what factors must Morton consider when dealing with Thompson’s job performance?

A

Employe initiative, motivation, and self confidence

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35
Q

Why is it difficult to modify job descriptions, fostering less rigidity and greater employee flexibility and initiative?

A

Union contracts limit management ability to change job descriptions

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36
Q

What external factors influence how health care managers do their jobs?

A

Cost containment. Competition among hospitals. Focus on excellence in quality care.

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37
Q

In health care management, who is a functional specialist? One who…

A

is a practicing health care professional

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38
Q

What are examples of the work of a management generalist?

A

Scheduling, personal management, budgeting

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39
Q

What is the Peter Principle?

A

In a hierarchy every person tends to rise to his level of incompetence

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40
Q

What can a health professional promoted to management do to avoid incompetence?

A

Continual management development

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41
Q

What are the major responsibilities of health care management?

A

High quality patient care. Employee need for security and challenging work. Accountability ot the board of trustees and the community to fulfill the stated mission.

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42
Q

What is a major source of conflict for health care managers?

A

Needs of patients, employees, or the community within limits of available resources

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43
Q

Bottom line, what is the nature of health care supervision?

A

Getting things done through people

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44
Q

What does Sandra (presented in the chapter situation) need to learn?

A

Participative management does not mean giving up responsibility

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45
Q

How would you categorize responsibility for this task: provide patient education?

A

Functional specialist

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46
Q

How would you categorize responsibility for this task: do paperwork for the biweekly payroll?

A

management generalist

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47
Q

How would you categorize responsibility for this task: enforce employee policies regarding sick leave and vacation days?

A

management genreralist

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48
Q

How would you categorize responsibility for this task: update job descriptions?

A

management generalist

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49
Q

How would you categorize responsibility for this task: administer a patient treatment?

A

management generalist

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50
Q

How would you categorize responsibility for this task: develop a strategic plan?

A

management generalist

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51
Q

How would you categorize responsibility for this task: develop procedures for use of specialized equipment?

A

functional specialist

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52
Q

How would you categorize responsibility for this task: represent your department on a multidisciplinary team?

A

functional specialist

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53
Q

How would you categorize responsibility for this task: coordinate patient care services?

A

management generalist

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54
Q

What is the definition of management used in the textbook?

A

Effective use of resources to accomplish the goals of the organization

55
Q

How is the “supervisor” defined by McConnell in the course text book?

A

First-line manager

56
Q

In a hospital, what title could be used to describe a middle management position?

A

Vice President

57
Q

In a Hospital what does someone do who has a “line function”?

A

Contributes in some way to patient care

58
Q

In a hospital, those departments with “staff” functions support the work of …

A

all departments that provide patient care.

59
Q

Management is a cycle, and the functions of management help describe activities that need to be done in the process of management? T/F

A

True

60
Q

Creating a work schedule is a task within which function of management?

A

Planning

61
Q

What is meant by the function of “organizing”?

A

Structuring the framework for getting work done

62
Q

Communicating is a part of which management function?

A

Organizing

63
Q

Within which function of management would a supervisor determine division of labor in the department?

A

Organizing

64
Q

Defining lines of authority is associated with which management function?

A

Organizing

65
Q

Describe activities related to the function of “controlling”?

A

check departmental performance and take corrective action as needed

66
Q

What function of management encompasses assigning responsibilities and resources; running the organization on a day to day basis?

A

Directing

67
Q

Motivation is associated with which management function?

A

Directing

68
Q

What are the functions of management?

A

Planning, Organizing, directing, coordinating, controlling

69
Q

“Span of Control” is associated with which management function?

A

Organizing

70
Q

“Unity of Command”

A

Someone is assigned to each task in the department

71
Q

What is “span of control”?

A

Number of employees a supervisor controls

72
Q

What factors determine a reasonable span of control?

A

Manager’s knowledge and experience. Amount of supervision the employees require. Variability of employees’ tasks

73
Q

What attributes are directly associated with a manager’s work in the basic function of “Directing”?

A
  1. Leadership 2. Motivation 3. Communication
74
Q

What terms are most descriptive of the basic function of “Controlling”?

A

Follow-up and action

75
Q

Which level of management spends the most time Controlling?

A

Supervisors

76
Q

Which level of management spends the most time Organizing?

A

President or CEO

77
Q

How does a supervisor spend most of his/her time?

A

Directing

78
Q

What is the danger of looking at management as a series of processes such as planning, controlling, delegating, scheduling, interviewing, etc.

A

Management is about people

79
Q

Management titles are generally organized in a hierarchy with chief executive officer (CEO) at the top and supervisor at the bottom of the managerial rankings?

A

True

80
Q

Those with “staff” functions work primarily within one department; their work is limited to a small segment of a hospital.

A

False

81
Q

Why do managers fail to delegate authority to their employees?

A

Old habits, perceived lack of time, prefer to do a task themselves, feel employee isn’t capable, fear competition from employees

82
Q

With which function of management is delegation associated?

A

Organizing

83
Q

What is the best definition of “delegation”?

A

The process of assigning work to an employee

84
Q

What is meant by the “condition” of delegation?

A

Mutual understanding between the supervisor and the employee of the work to be done and how to accomplish it

85
Q

What is the best description of how delegation is used by most managers today?

A

Incomplete and ineffective, limited to delegating organizational delegation

86
Q

What is the link between delegation and “empowerment”?

A

They are identical

87
Q

Of the following, which is the best reason for you as a supervisor to delegate?

A

Your time is best spent communicating, planning, and assuming greater responsibility from your supervisor

88
Q

Failure to delegate is often a reason that supervisors are not promoted to higher positions?

A

True

89
Q

What is the most prevalent barrier to delegation for supervisors?

A

Perceived lack of time to teach someone how to do the delegated task

90
Q

What is the most constructive way for you to view YOUR SUPERVISOR regarding delegation?

A

I’m just one of many; I need to make it easy for my boss to delegate things to me

91
Q

What is the best way for you to approach your supervisor when you have a problem?

A

Here’s the problem and how I think I can fix it; here’s what I need from you

92
Q

What kinds of tasks are best delegated? Those that

A

are routine and occur regularly

93
Q

What is the steps when delegating a task?

A

Select the task. Select the appropriate person. Instruct and motivate the person. Maintain reasonable control.

94
Q

What does maintaining reasonable control mean?

A

Give reasonable deadlines and timely follow-up; do not over- or under-control.

95
Q

Who is usually at fault when delegation doesn’t work out?

A

Supervisor

96
Q

In addition to the task, what else should be delegated?

A

Authority

97
Q

Why does delegation often fail?

A

Superiors are reluctant to accept the decisions of employees

98
Q

What activity related to hiring is generally handled by the Human Resources department?

A

Recruit qualified people to an open position

99
Q

What activity related to hiring would generally be handled by your department?

A

Hiring a person for the job

100
Q

What would you find in an Institutional Position Description that is lacking from an online job description?

A

Percent of time devoted to major responsibilities

101
Q

Compared to 20 years ago, what is different about today’s job application forms?

A

Much more “sketchy”

102
Q

How should an interviewer use a job application?

A

Use written information as a lead in to discerning, open-ended questions

103
Q

Why are behavioral interview questions preferred over other types?

A

Past behavior is the best predictor of future performance

104
Q

Why should interview questions be based on bona fide occupational qualifications?

A

Focus on job requirements

105
Q

How should you rate this question: “Do you wish to be addressed as Miss, Ms, or Mrs?”

A

Illegal

106
Q

How would you rate this question: “Give an example of how you achieved cost reductions in your department.”

A

Legal

107
Q

How would you rate this question: “Have you ever worked here under a different name?”

A

Legal

108
Q

How would you rate this question: “Do you have a car or other means of transportation to get to work?”

A

Ilegal

109
Q

After an interview, who should get to work references from previous employers?

A

Personnel

110
Q

What is the best way to end an interview?

A

Describe what will happen next and the expected timeline

111
Q

What is the best way to ask about someone work at a previous employer?

A

Please describe your work at Riverside Hospital

112
Q

What is appropriate after an interview when you do not offer the person a job.

A

Send a short, polite letter

113
Q

The Uniform Guideline could assist a supervisor in ____.

A

complying with federal regulations when developing a hiring process, promotion process, termination process

114
Q

The job specification includes ___.

A

Employee qualifications required for the position.

115
Q

Are employment tests and in selection procedures helpful?

A

The use of tests for selections may be a very effective means of determining which applicants are most qualified for a job.

116
Q

What is disparate treatment?

A

Situation in which protected class members receive unequal treatment or are evaluated by different standards.

117
Q

With regards to your department, what kind of authority is vested in the Human Resource Department?

A

Staff authority

118
Q

In what way does the HR department fill a “staff” function?

A

It supports the work of the organization by helping managers work with their most important resource: people

119
Q

What are major forces affecting the role of the HR department?

A

Expanded number of employee-related functions. Proliferation of laws pertaining to employment. Fewer middle managers = need for more support among first line supervisors

120
Q

You can go to the HR department for help when a group of employees think they deserve a salary adjustment?

A

True

121
Q

What are basic HR functions?

A

Recruitment of new employees. Wage and salary administration. Employee relations

122
Q

Most hospitals use a standard evaluation form for all employees in a category, regardless of their department?

A

True

123
Q

Regarding the situation of Marge Nelson and Carrie James presented at the beginning of the chapter, how should you respond?

A

Ask for verifiable details

124
Q

What 3 categories of laws impact the work of a supervisor?

A

The National Labor Relations Act. Wage and hours laws. Affirmative action and equal opportunity laws.

125
Q

What Act is the basis for most labor laws in the U.S.?

A

National Labor Relations Act

126
Q

What act relates specifically to union organizing?

A

Taft-Hartley

127
Q

What Act deals with wage and hour laws?

A

Fair Labor Standards Act

128
Q

What groups of individuals are exempt when it comes to wage and hour laws?

A

Professional. Executives. Administration.

129
Q

Does the law require that only nonexempt employees receive a minimum wage?

A

NO.

130
Q

What is another term used for exempt employees?

A

Salaried

131
Q

Which set of laws create the framework for hospital policies related to overtime?

A

Fair Labor Standards Act

132
Q

What is a work week?

A

Seven consecutive 24-hour periods. Don’t have to be calendar days, and does not have to match a calendar week.

133
Q

An employee deserve to get overtime pay when they work more than 80 hours in a 14-day period?

A

True

5300 Quiz 1 (6 decks)

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