MHA 702 Exam 6 Questions With All Correct Answers Verified Answers 2025 Marking Scheme New Update

MHA 702 Exam 6 Questions With All Correct Answers Verified Answers 2025 Marking Scheme New Update terminations of employment are.. - Answer- inevitable involuntary termination - Answer- end of employment upon the decision of management; includes discharges for cause, such as violations of policies or work rules, dismissal for reasons of substandard performance layoffs - Answer- traumatic occurences that sever personnel from their employment and adversely affect the morale and motivation of survivors discharge - Answer- usually occurs after employees break the organizations work rules or violate organizational policies dismissal - Answer- occurs for reasons of job performance, such as failure to pass the probationary period or failure to meet the minimum standards of the job what must occur before a termination? - Answer- manager must work with HR and agree on the terms of the termination and must agree that all required info is complete and available terminations involving the least risk to an organization are... - Answer- those for which a good cause is evident most critical dimension of termination for cause - Answer- ensuring the managment and HR observe all essential steps of the process pitfalls of a wrongful termination lawsuit - Answer- frustration, costly, time consuming best protection against wrongful termination charges - Answer- fair personnel policies consistently applied the organization must have ______ _____ of employee wrongdoing to support a discharge - Answer- clear evidence dismissal relates to.. - Answer- performance, not conduct or behavior who is eligible for unemployment compensation? - Answer- a DISMISSED employee what happens when claim for unemployment compensation is not protested? - Answer- compensation is usually granted constructive discharge - Answer- Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign. when does constructive discharge become an issue? - Answer- when the former employee registers a legal complaint alleging that the organization made life so difficult that the individual HAD to resign for the sake of his/her physical and mental well being "for the record" resignation - Answer- when an individual is allowed to "resign" in lieu of discharge; looks better for personnel record, however can expose organization to certain negative claims ("I was forced to resign.") reasons for reducing numbers of employees - Answer- -downsizing -re-engineering -mergers -aquisitions -combo of all reengineering - Answer- systematic redesign of a business' core activities, starting with desired outcomes and establishing the most efficient possible processes to achieve those outcomes other names for re-engineering - Answer- downsizing, rightsizing, reorganizing, repositioning, revitalizing, modernizing healthcare organization statistic with re-engineering - Answer- by 1998, 81% had reduced their staff through layoffs or attrition and nearly half had laid off managers what has led hospitals to turn to less costly staff to deliver certain needed services? - Answer- increasing demand for healthcare services associated with decreasing reimbursement payments for such services mergers, acquisitions, and other forms of affiliation have become common without healthcare. what does this usually mean for jobs? - Answer- loss of jobs throughout these organizations for-profit organization are more likely to be... - Answer- specialized; they are far less likely to maintain services that are not profitable not-for-profit organizations are more likely to... - Answer- carry unprofitible services for the sake of remaining full serviced to the communities they serve are hospitals belonging to multiorganizational systems more efficient than freestanding hospitals? - Answer- evidence suggets not mergers usually lead to... - Answer- reduction of management jobs as well as staff positions the process of consummating a merger is usually.. - Answer- more difficult and more expensive than anticipated the human side of a merger is often... - Answer- neglected, rarely given any attention manager's role in helping staff during a merger - Answer- -maintain dialogue with employees -listen to concerns, and keep them informed all realistic steps that do not involve layoffs should be... - Answer- taken prior to release of employee some steps to consider during layoffs - Answer- -eliminate use of temp employees -hiring freeze -closing open positions incentive offers from management when reduction is extensive - Answer- -voluntary termination incentive -early retirement incentive - just be careful with discrimination of age who is involved in making decisions based on who goes vs stays? - Answer- department managers how are most selections of layoffs accomplished? - Answer- according to seniority what other factors to consider about employees during layoff time? - Answer- performance appraisals, attendance, conduct bumping - Answer- occurs when the job of an individual is eliminated; persons of greater seniority are allowed to displace or "bump" persons having lesser seniority from their positions what is important during layoffs? - Answer- consistency in how guidelines are applied what happens if employees are represented by a union? - Answer- a collectively bargained agreement between employer and union usually determines how employees are chosen for layoffs goal of an ideal layoff - Answer- a resulting organization that has reduced its personnel costs but retained its best employees department - Answer- a cost center or set of cost centers having common positions, tasks, functions, or duties that report to the same manager department seniority - Answer- an individual's uninterrupted service time as a full time or part time employee of the present department or unit, adjusted for approved leaves of absence incumbent employee - Answer- an employee currently occupying an apporved full-time or part-time position organizational seniority - Answer- an individuals uninterrupted service as full time or part time employee, adjusted for approved leaves of absence qualified employee - Answer- an individual who possesses the stated qualifications for a specific position by virtue of education, experience, or both, and can either presently perform in that position or achieve standard performance within the normal introductory period after a layoff, every affected employee should be offered a... - Answer- exit interview effect of layoffs that are phased in over a period of time - Answer- morale and producitivity decrease as everyone waits and wonders who will be next