MHA 702 EXAM 6 QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
terminations of employment are..
inevitable
involuntary termination
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
traumatic occurences that sever personnel from their employment and adversely affect
the morale and motivation of survivors
discharge
usually occurs after employees break the organizations work rules or violate
organizational policies
dismissal
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?
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...
,those for which a good cause is evident
most critical dimension of termination for cause
ensuring the managment and HR observe all essential steps of the process
pitfalls of a wrongful termination lawsuit
frustration, costly, time consuming
best protection against wrongful termination charges
fair personnel policies consistently applied
the organization must have ______ _____ of employee wrongdoing to support a
discharge
clear evidence
dismissal relates to..
performance, not conduct or behavior
who is eligible for unemployment compensation?
a DISMISSED employee
what happens when claim for unemployment compensation is not protested?
compensation is usually granted
constructive discharge
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?
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
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
-downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering
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
downsizing, rightsizing, reorganizing, repositioning, revitalizing, modernizing
healthcare organization statistic with re-engineering
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?
increasing demand for healthcare services associated with decreasing reimbursement
payments for such services
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
terminations of employment are..
inevitable
involuntary termination
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
traumatic occurences that sever personnel from their employment and adversely affect
the morale and motivation of survivors
discharge
usually occurs after employees break the organizations work rules or violate
organizational policies
dismissal
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?
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...
,those for which a good cause is evident
most critical dimension of termination for cause
ensuring the managment and HR observe all essential steps of the process
pitfalls of a wrongful termination lawsuit
frustration, costly, time consuming
best protection against wrongful termination charges
fair personnel policies consistently applied
the organization must have ______ _____ of employee wrongdoing to support a
discharge
clear evidence
dismissal relates to..
performance, not conduct or behavior
who is eligible for unemployment compensation?
a DISMISSED employee
what happens when claim for unemployment compensation is not protested?
compensation is usually granted
constructive discharge
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?
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
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
-downsizing
-re-engineering
-mergers
-aquisitions
-combo of all
reengineering
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
downsizing, rightsizing, reorganizing, repositioning, revitalizing, modernizing
healthcare organization statistic with re-engineering
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?
increasing demand for healthcare services associated with decreasing reimbursement
payments for such services
