MHA 702 Exam 1 A+ Pass 2026 Brand
New!!
supporting employee growth; reacting to the environment not promoting it, provide
resource, stress training and development, advocate for employees; **common in
Healthcare - Answer- Counseling model
requires unions; HR guided by contracts; activities and procedures are specified by
contract, facilitates meetings, not much flexibility - Answer- Industrial Model
HR part of main staff; Japanese taught model; uncommon in America, HR has
substantial power, bureaucratic (common Japanese) - Answer- Control Model
HR seen as "expert resources"; functions are "consultive" **common in large orgs,
doing what you ask them to do - Answer- Consulting Model
perceived within organization: clerical model, counseling model, industrial model,
control model, consulting model - Answer- traditional HR models
paperwork based - Answer- clerical model
Based on Perception within organization, describe what they see - Answer- Traditional
HR Models are based upon
functions HR performs for org, org goals, how HR performs and functions: alternative
clerical, legal, financial, managerial, humanistic, behavioral science - Answer-
alternative HR models
Acquire data, maintain records, file reports (HR is seen as passive and relatively weak)
- Answer- Alternative Clerical Model
compliance to law and regulations, most common in unionized, HR viewed as
bureaucratic, intrusive, obstructive, max attention to compliance w/law - Answer- Legal
Model
HR well-versed in finances; focused on money, not how they treat people; *places
finances over employee relations, this is a hazard because they are always looking at
money not how we treat people - Answer- Financial Model
Same goals as line MANAGERS. HR is "de-centralized", everyone interprets same
guidelines differently, no central core, inconsistency in application of HR practices -
Answer- Managerial Model
, higher quality of work, enhancing work life balance of individuals, **common for more
professionals, education, sophisticated. Promotes human value and potential - Answer-
Humanistic Model
managers and employees=more sophisticated; using social psych to drive HR;
employee incentive programs; using psych data; humanism with scientific support -
Answer- Behavioral Science Model
Organizational, Operational, Functional...how they actually function, functions of HR
performance for org, org goals and mission, - Answer- Alternative HR Models are based
on -blank-
perception and org goals. traditional models and alternative models. - Answer- bigger
orgs will have the HR department structured by _____
Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs) - Answer- Three Significant Changes Facing
Healthcare Orgs
"down-sizing, retrenchment; focus is desired outcome, not the current situation" what is
the outcome we want and how can we re-engineer everything most effectively and
efficiently to get that outcome.
**HR is often affected by staff reductions driven by reengineering programs - Answer-
Define Re-Engineering
when HR loses their specialists to Re-Engineering - Answer- Define "Flattening"
companies cut money and costs - Answer- Define De-Centralization
a disagreement between jurisdictions, federal law supersedes state and local statutes -
Answer- Supremacy Clause of the Constitution
Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. - Answer- Examples
where supremacy clause is irrelevant
encouraged union formation and activities - Answer- Norris LaGuardia Act (1932)
Wagner Act, formed the Natl Labor Relations Board, compelled management to
negotiate with unions - Answer- Natl Labor Relations Act (1935)
est social security insurance; then in 60s medicaid and medicare reformed - Answer-
Social Security Act (1935)
est minimum wage for first time - Answer- Fair Labor Standards Act (1938)
New!!
supporting employee growth; reacting to the environment not promoting it, provide
resource, stress training and development, advocate for employees; **common in
Healthcare - Answer- Counseling model
requires unions; HR guided by contracts; activities and procedures are specified by
contract, facilitates meetings, not much flexibility - Answer- Industrial Model
HR part of main staff; Japanese taught model; uncommon in America, HR has
substantial power, bureaucratic (common Japanese) - Answer- Control Model
HR seen as "expert resources"; functions are "consultive" **common in large orgs,
doing what you ask them to do - Answer- Consulting Model
perceived within organization: clerical model, counseling model, industrial model,
control model, consulting model - Answer- traditional HR models
paperwork based - Answer- clerical model
Based on Perception within organization, describe what they see - Answer- Traditional
HR Models are based upon
functions HR performs for org, org goals, how HR performs and functions: alternative
clerical, legal, financial, managerial, humanistic, behavioral science - Answer-
alternative HR models
Acquire data, maintain records, file reports (HR is seen as passive and relatively weak)
- Answer- Alternative Clerical Model
compliance to law and regulations, most common in unionized, HR viewed as
bureaucratic, intrusive, obstructive, max attention to compliance w/law - Answer- Legal
Model
HR well-versed in finances; focused on money, not how they treat people; *places
finances over employee relations, this is a hazard because they are always looking at
money not how we treat people - Answer- Financial Model
Same goals as line MANAGERS. HR is "de-centralized", everyone interprets same
guidelines differently, no central core, inconsistency in application of HR practices -
Answer- Managerial Model
, higher quality of work, enhancing work life balance of individuals, **common for more
professionals, education, sophisticated. Promotes human value and potential - Answer-
Humanistic Model
managers and employees=more sophisticated; using social psych to drive HR;
employee incentive programs; using psych data; humanism with scientific support -
Answer- Behavioral Science Model
Organizational, Operational, Functional...how they actually function, functions of HR
performance for org, org goals and mission, - Answer- Alternative HR Models are based
on -blank-
perception and org goals. traditional models and alternative models. - Answer- bigger
orgs will have the HR department structured by _____
Technological (past 15-20 yrs)
Financial (Decreased reimbursement)
Social- (what society expects of HC orgs) - Answer- Three Significant Changes Facing
Healthcare Orgs
"down-sizing, retrenchment; focus is desired outcome, not the current situation" what is
the outcome we want and how can we re-engineer everything most effectively and
efficiently to get that outcome.
**HR is often affected by staff reductions driven by reengineering programs - Answer-
Define Re-Engineering
when HR loses their specialists to Re-Engineering - Answer- Define "Flattening"
companies cut money and costs - Answer- Define De-Centralization
a disagreement between jurisdictions, federal law supersedes state and local statutes -
Answer- Supremacy Clause of the Constitution
Minimum wage, Medicaid guidelines, Inc. statutes, Insurance regs. - Answer- Examples
where supremacy clause is irrelevant
encouraged union formation and activities - Answer- Norris LaGuardia Act (1932)
Wagner Act, formed the Natl Labor Relations Board, compelled management to
negotiate with unions - Answer- Natl Labor Relations Act (1935)
est social security insurance; then in 60s medicaid and medicare reformed - Answer-
Social Security Act (1935)
est minimum wage for first time - Answer- Fair Labor Standards Act (1938)
