MHA 702 Exam 3 Questions and Answers(A+ Solution guide)

MHA 702 Exam 3 Questions and Answers(A+ Solution guide) In healthcare organizations - Answer- The nature of a specific department or the personal style of senior managers usually sets the tone for the entire department or organization. Management styles affects employee relations - Answer- True In healthcare - Answer- Employees and providers are more likely motivated by compassion and service than by economic considerations Management philosophies of Employee Relations - Answer- Authoritarian Legalistic Humanistic Management experts - Answer- Hesitate to use the philosophy terms too freely because the eras they represent overlap significantly, and all coexist in varying degrees among contemporary organizations. Authoritarian schools of employee relations arose first - Answer- True, although pure authoritarianism is infrequently found in American business and is steadily declining. Authoritarian Management - Answer- The beginning of organized enterprise including master-slave relationships Minimizes the importance of people Was the generally accepted form for centuries A boss gives orders and expects them be carried out Fundamental motivating force is fear Assumes people have to be pushed and constantly told what to do in order to obtain the most output The only option followers have is to do as they are told or leave The approach steadily diminished during the 1900s Exploitative Autocrat Authoritarian - Answer- Cruel leaders who exploit followers for personal gain "Atilla the Hun School of Management" Benevolent Autocrat Authoritarian - Answer- Look after, care for, and protect their followers as long as they do exactly as they are told "Father Knows Best School of Management" Legalistic Management - Answer- Has been shaped, defined, and bounded by legislation Began in the 1930s with the passage of wage-and-hour laws & enactment of labor laws Blossomed significantly with the Civil Rights Act of 1964 Managers now interact with employees with a strict regard for employee rights Employee relations changed because managers want to stay out of trouble Humanistic Management - Answer- Holds the optimistic view that satisfied workers produce best Growth has been influenced by still-expanding legislation of legalistic management and humane treatment of employees, the other influence is the lasting effects of the human relations movement in management Fundamental difference between legalistic and humanistic management - Answer- Legalistic behaves in a particular manner because the law requires, and humanistic behaves in this manner because of their belief that it is the right and proper thing to do Residual Authoritarianism - Answer- Still continues due to tradition, most managers were trained by emulating their role models who were authoritarian and human behavior changes slowly Scientific Management "Taylor System" - Answer- The goal is efficiency, defined largely by the amount of time required to perform any given task. Focused on process and production while ignoring people. Less time to accomplish the same work equated to increased efficiency because more tasks could be completed per unit of time. Made contributions to American manufacturing through assembly lines and other repetitive work processes Production centered management Pioneers of Scientific Management - Answer- Frederick W. Taylor Frank & Lillian Gilbreth Henry L. Gantt Frank Bunker They were largely responsible for defining the discipline of industrial engineering Authoritarinism in employee relations was aided, prolonged, and intensified by scientific management - Answer- True Parallel Management Systems - Answer- Job organization system Cooperative motivation system Developed in the early decades of the 1900s Job organization system - Answer- Repetitive work is dominant Specific job descriptions are possible Output & Input can be scheduled with accuracy Speed of a process is maintained & predictable Inefficiencies are minimal Management is production centered Tight controls are possible The people are carried along with the system Ex: Line workers Cooperative motivation system - Answer- Varied work prevails Job descriptions are loosely organized with a wide variety of activities/responsibilities. Are all encompassing & decidedly nonspecific Output cannot be scheduled with accuracy Primary input is unpredictable, some secondary input can be scheduled well Speed of process cannot be maintained at a predictable level Management is people centered and focused on human elements Tight controls are not possible The people move the system Ex: The work of a RN in healthcare The operation of a cooperative motivation system depends on - Answer- Individual enthusiasm, motivation, and commitment to one's job and employer Most healthcare situations fall under the cooperative motivation system - Answer- True Douglas McGregor - Answer- Created opposing views of employees in his classic paper "The Human Side of Enterprise" (1957), in the form of Theory X and Theory Y Theory X & Theory Y Similarities - Answer- Management is assumed to be responsible for organizing and applying the elements of productive enterprise, including: Resources Initially Money Equipment Materials People Theory X - Answer- Assumes employees are indifferent, passive, & resistant to organizational needs Managers must continuously intervene to direct subordinates, motivate them, control their actions, & modify their behavior to fit the needs of an organization. Pessimistic view of people holds that employees must be persuaded to do what is needed, rewarded for doing their assigned tasks correctly, and punished for doing them incorrectly.