MHA 702 Exam 4 Q&A 100% Solved

MHA 702 Exam 4 Q&A 100% Solved Succession planning - Answer- Described as "career planning", involves the preparation of a single, designated successor to a position. In the healthcare industry - Answer- Succession planning is a structured HR process intended to prepare the organization for a strong leadership transition. It is a proactive approach ensuring continuity of leadership at the highest and most critical level of administration in an organization. Reasons for succession plans - Answer- To avoid negative effects on organizational performance To ensure smooth leadership transitions Provides time and effort for outside persons to learn how to navigate a new environment Motivating factors behind Succession plans - Answer- 1. The presence of a governing board member or CEO having had previous succession planing experience. 2. Having a person within the organization coordinate the effort. 3. Recognition of benefits of succession planning to the organization. hospital CEO's remain in their positions - Answer- No longer than 5 years Experts recommend succession planning start - Answer- 4 years before a CEO steps down 5 Principles of CEO Succession Planning - Answer- 1. Should be a board-driven, collaborative process & should be one of the most important tasks. 2. Succession planning must be a continuous process, as a CEO can depart unexpectedly at any time. 3. Key leadership criteria and competencies must be defined for any potential successor. 4. Specific goals and succession timelines should be created and monitored. 5. Once the transition has taken place, a post succession assessment should be conducted to evaluate the results of the process. The process of assessing the inside bench - Answer- When an organization inventory's their employees when contemplating grooming a successor CEO. Why organizations do not create executive succession plans - Answer- The task is overridden by more pressing issues. Lack of experience with the process & lack of knowledge of it's benefits. Belief that it is somehow hastening the CEO's departure. Do not want to imply a loss of confidence in their CEO. Some organization's believe that an outside person should be recruited to replace the CEO. An appropriate succession plan - Answer- Clearly defines a successor's qualifications Establishes a time frame for the transition Is tailored to an organization's unique needs Succession planning for middle managers is called - Answer- Career planning When succession planning below executive level - Answer- Grooming too many people can foster unhealthy competition. Preparing for management succession - Answer- Should begin at the lowest level with the first-line supervisor Potential downside of succession plans - Answer- A potential candidate may leave for an opportunity elsewhere. Two potential successors may try to undermine and out do each other. Managers must be encouraged to view training and development as important - Answer- True, because they keep valuable employees interested and challenged. Factors that motivate employees - Answer- Are found primarily in the work The strongest motivating factors are - Answer- The opportunity to do interesting and challenging work and the opportunity to learn and grow. (They are also the employees most likely to leave in search of these things) The manager's role in employee training - Answer- Mostly educated in the fields in which they work. Have practical education acquired through experience. Possess greater technical knowledge in the areas or activities they manage. From a manger's perspective - Answer- Teaching is an important part of delegation, as it requires teaching the person who will undertake a delegated task. External Requirements for continuing ed - Answer- The Joint Commission (TJC) publishes requirements for the continuing ed of physicians, nurses, and other personnel. The accrediting organization checks via surveys whether employee orientations are routinely scheduled and attended. Healthcare practitioners are required to maintain a certain number of continuing ed units each year to maintain their professional licensure. Healthcare department managers should have a new employee orientation plan for their department - Answer- True, because they are required by accreditation and regulatory agencies. A department orientation should provide - Answer- Introduction to: The people in the department Program area Physical space Equipment Processes Special department policies On the job guidance for getting started doing the work they were hired for. Many employees fail at their jobs because - Answer- They were inappropriately trained Insufficiently oriented Inadequately supported If a variety of learning needs a present throughout a department - Answer- It is helpful to conduct a needs analysis for basic remediation. It will allow the assessment of all employees in terms of whether their skills are adequate to meet normal job expectations. Those that fall short indicate a learning need.