BUSI 311 quiz 6 solutions complete correct answers

BUSI 311 quiz 6 solutions complete correct answers 

 

Which of the following is an example of an "employee retention" function?



Employee Suggestion Programs:



The best way for management in HSOs to avoid unions is to:



Which of the following is a typical measure used by senior management to directly assess performance of HR efforts?



All of the following are conflicts of interest EXCEPT:



Overwork of nurses and high patient to nurse ratios leads to:



Which of the following items should NOT be on a work like analysis?



The largest category of healthcare workers is:



Predictive analytics or Human Resource Analytics are used by Human Resources managers to identify:

 

MBTI stands for:

 

One of the critical questions to ask when assessing a potential team member is:

 

Incentive compensation is believed to have what effect on employee performance?

 

Nurse quit jobs when they:

 

LPNs/LVNs:

 

Job analysis is necessary to:

 

Negotiation of an employment offer by a candidate occurs:

 

Midlevel practitioners:

 

Physician turnover:

 

Best practices of high-performing organizations include all of the following focal areas EXCEPT:

 

Residency training lasts from ________, depending on the specialty.

 

All of the following are examples of FP core privileges for care of infants and children, adolescents, and adults for most illnesses, disorders, and injuries EXCEPT:

 

Guidelines for teamwork cannot:

 

Costs of teamwork do NOT include:

 

Which of the following is NOT correct about emotions?

 

Behavioral-based interviews are helpful to the hiring organization in understanding a candidate's:

 

 

A team is:

 

Physician credentialing is:

 

The highest forecast percentage growth in health occupations employment by 2022 is for which of the following occupations?

 

CNAs:

 

The Human Resources staff use of third-party websites can assist in:

 

Disruptive behaviors include:

 

Physician resistance to acknowledge nurses as colleagues can lead to:

 

Overwork of nurses and high patient-to-nurse ratios leads to:

 

The MBTI cannot be used to:

 

The low supply of some health care workers (e.g., nurses) has led to which of the following impacts on HSOs?

 

The Sunshine Act requires:

 

A wicked problem does NOT have which of the following features?

 

Nurses quit jobs when they:

 

Which of the following is an example of a "workforce planning and recruitment" function?

 

Which of the following is an example of an HSO's Employee Relations and Engagement efforts?

 

Question 1 Frequent, positive organizational communication does NOT:

Question 2 Virtual teams are being used for:

Question 3 Teams go through the following stages, in the following order:

Question 4 A 360-degree performance appraisal is helpful because it:

Question 5 Which of the following is NOT a benefit of effective health care teams?

Question 6 Flexible benefits are helpful to employees because:

Question 7 Which of the following items should NOT be on a work life analysis?

Question 8 Human resources decisions need to be strategic because of:

Question 9 Home Health Aides who work for agencies reimbursed by Medicare and Medicaid must:

Question 10 A free rider is:

Question 11 Social facility does NOT include:

Question 12 Tame problems can be ______; wicked problems are _______.

Question 13 The impetus to change resident work hours was:

Question 14 TeamSTEPPS is:

Question 15 Major federal law affecting human resources primarily addresses:

Question 16 Incentive compensation is believed to have what effect on employee performance?

Question 17 Participation in the VHA Medical Team Training program was NOT associated with:

Question 18 CNAs:

Question 19 Eisenhardt, Kahwajy & Bourgeois (1997) found that teams with minimal interpersonal conflict do NOT:

Question 20 Performance appraisals are useful to:

Question 21 All of the following are midlevel practitioners EXCEPT:

Question 22 Teamwork is NOT taught in:

Question 23 Higher nurse education can lead to:

Question 24 Which of the following is not true about BSNs?

Question 25 Which of the following is NOT correct about Cross Functional Teams (CFTs)?

Question 26 Licensure is:

Question 27 The largest category of health care workers is:

Question 28 To convince higher-level management that teamwork is worth the effort, one should NOT point to:

Question 29 Gainsharing or goal-sharing programs:

Question 30 One of the questions you should ask when you are assigned to a team is:

 

Question 1 Licensure is:

Question 2 One of the critical questions to ask when assessing a potential team member are:

Question 3 The National Labor Relations Board provides guidance for HR in addressing:

Question 4 "Benefits" include all of the following except:

Question 5 Leadership Development Programs in HSOs:

Question 6 Board certification is:

Question 7 The perspective that HSO employees should be viewed as a strategic asset means:

Question 8 Staff shortages can lead to:

Question 9 Eisenhardt, Kahwajy & Bourgeois (1997) found that teams with minimal interpersonal conflict:

Question 10 Costs of teamwork include:

Question 11 Which of the following indicates the need for more health care workers in the future?

Question 12 One of the ways to engage medical staff is to:

Question 13 Residency Training lasts from ___to ___, depending on the specialty.

Question 14 LPNs/LVNs

Question 15 Tame problems can be ______; wicked problems are _______.

Question 16 A team is:

Question 17 Not all HR functions are carried out exclusively by HR staff. Which of the following would be carried out by line managers?

Question 18 A 360­degree performance appraisal is helpful because it:

Question 19 Teamwork is taught in:

Question 20 Position descriptions are necessary to:

Question 21 Crew resource management is:

Question 22 Recent information from the literature concerning employee perceptions suggests that:

Question 23 Flexible benefits are helpful to employees because:

Question 24 Some of the benefits of effective healthcare team are:

Question 25 Employee Assistance Programs address:

Question 26 To convince higher level management that teamwork is worth the effort, one should point to:

Question 27 All of the following are examples of Conflict of Interest EXCEPT:

Question 28 Incentive compensation is believed to have what effect on employee performance?

Question 29 IMGs

Question 30 Major federal law affecting human resources primarily addresses:

 

CME is:
Board certification is:
Nurses quit jobs when they are:
IMGs
Resident work hours have changed due to:
Physician turnover is:
LPNs/LVNs
BSNs

Disruptive behaviors include

All of the following are examples of FP Core Privileges for care of infants and children, adolescents and adults for most illnesses, disorders and injuries except:
Physicians should have:
Nurse Residency Programs can:
Higher nurse education can lead to:

All of the following are Mid-Level Practitioners EXCEPT:
All of the following are examples of Conflict of Interest EXCEPT:
Licensure is:
Criminal Background Checks for nurses and physicians are:
Home Health Aides who work for agencies reimbursed by Medicare and Medicaid must
CNAs
Mid-Level Practitioners



 

Virtual teams are being used for:
A. Telemedicine
B. Telecommuting
C. Most patient care
D. A & B
E. None of the above
Some of the benefits of effective healthcare team are:
A. Improved coordination of care.
B. More efficient use of health care services.
C. Increased job satisfaction among team members.
D. Higher patient satisfaction.
E. All of the above.
Crew resource management is:
A. The application of airline industry training to the hospital.
B. A new way to assess team mates.
C. An unproven model of teamwork.
D. All of the above.
E. None of the above.
Nursing turnover costs are about:
A. $65,000 per lost nurse.
B. $2,000 per lost nurse.
C. $100 per lost nurse.
D. Nothing per lost nurse, they are a dime a dozen.
E. None of the above.
One of the critical questions to ask when assessing a potential team member are:
Does she bring good snacks to the meetings?
B. Have the knowledge, skills, and disposition to do the job at hand?
C. Do you know her?
D. Does your boss know her boss?
E. All of the above
A wicked problem has which of the following features?
A. No stopping rules
B. No test of a solution
C. Is a symptom of another problem(s)
D. All of the above
E. None of the abov
Frequent, positive organizational communication can:
A. Increase team trust
B. Empower employees
C. Improve job satisfaction
D. Retain nurses
E. All of the above
Eisenhardt, Kahwajy & Bourgeois (1997) found that teams with minimal interpersonal conflict:
A. Maintained a balance of power and injected fun into the process
B. Worked with more information, not less
C. Debated facts, not personalities
D. Had multiple alternatives to enrich debate
E. All of the above
One of the questions you should ask when you are assigned to a team is
A. When do I get paid?
B. Will I get better parking?
C. When will I be promoted?
D. What are the goals of the team?
E. All of the above
Guidelines for teamwork can:
A. Improve communication
B. Establish goals
C. Delineate responsibilities
D. All of the above
E. None of the above
MBTI stands for:
A. More Better Team Initiative
B. Make Beds Turn Inventory
C. Myers-Briggs Type Inventory
D. Move Betty Toward Ivan
E. None of the above
Participation in the VHA Medical Team Training program was associated with:
A. Higher patient satisfaction
B. Increased productivity
C. A lower surgical mortality rate
D. Greater costs of healthcare delivery
E. None of the above
Teams go through the following stages, in the following order:
A. Warming, Storming, Norming, Performing, Adjourning
B. Forming, Avoiding, Storming, Warming, Exploding
C. Forming, Storming, Norming, Performing, Adjourning
D. Performing, Norming, Forming, Storming, Adjourning
E. None of the above
A team is:
A. A group of people working together to achieve a common goal.
B. A short term group pulled together to address a specific agenda and disbands after a report is issued.
C. A long-term entity with revolving members, elected for 3 year terms, staffed by a full-time employee.
D. None of the above.
E. All of the above.
Costs of teamwork include:
A. Opportunity costs
B. Costs of rearranging schedules to meet
C. Coffee
D. Interpersonal costs, loss of face
E. All of the above
A free-rider is:
Someone who does all the work and gets no credit in a team.
B. Someone who does none of the work and gets credit on a team.
C. A social loafer.
D. B and C.
E. A and C.
Lucente, Rea, Vorce & Yancey's (1995) examination of a new multidisciplinary team organization demonstrated that:
A. Patient education decreased.
B. Overtime increased.
C. Patient satisfaction improved.
D. Staff did not like change.
E. All of the above
Which of the following is NOT correct about emotions?
A. We are hard-wired to learn emotions through mimicry and mirroring.
B. Emotions are communicated in nanoseconds.
C. Women and people in helping professions are more sensitive to emotions.
D. Emotions are contagious.
E. None of the above.
Teamwork is taught in:
A. Nursing school
B. Medical school
C. All health care management programs
D. All of above
E. None of the above
The MBTI can be used to:
A. Determine leadership strength
B. Assess followership
C. Evaluate introversion
D. Estimate extroversion
E. All of the above
 
Which of the following is an example of an "employee retention" function? 
Job Analysis 
Establishing position descriptions 
Managing compensation and benefits 
Advertising for employees
Incentive compensation is believed to have what effect on employee performance? 
Increase retention 
Increase motivation 
Decrease performance 
No effect
Performance appraisals are useful to: 
Identify areas of performance needing improvement 
Adjust compensation based on performance 
Decide promotions of staff 
All of the above
Flexible benefits are helpful to employees because: 
They can choose benefits in line with their needs 
Coverage is limited to high quality providers 
Employer covers total cost 
All of the above
Recent information from the literature concerning employee perceptions suggests that: 
Compensation is more important than benefits 
Benefits are more important than compensation 
Benefits and compensation are equal in importance 
None of the above
Position descriptions are necessary to: 
Define employer expectations for the job 
Specify job duties 
Identify knowledge, skills and training required for the job 
All of the above
Human resources decisions need to be strategic because of: 
Increasing competition among HSOs 
The need to analyze jobs 
Trends in using incentive compensation 
All of the above
Major federal law affecting human resources primarily addresses: 
Protections for applicants and rights of employees 
Safety of the workplace 
Accommodations for people with disabilities 
All of the above
Employee Assistance Programs address:
Incentive compensation for employees 
Employee problems
Retirement plans 
All of the above
Employee Suggestion Programs: 
Usually do not reward top suggestions 
Are viewed by employees as positive because of the opportunity to have input 
Are the same as Employee Assistance Programs 
None of the above
The National Labor Relations Board provides guidance for HR in addressing:
Unions and collective bargaining 
Employee retirement plans 
Recruitment 
Equal Opportunity
The best way for management in HSOs to avoid unions is to: 
Foster positive communication with employees 
Encourage feedback from employees 
Show interest in and meet the needs of employees 
All of the above
"Benefits" include all of the following except: 
Retirement Plan 
Vacation 
Health Insurance 
Salary
Staff shortages can lead to: 
Dissatisfied staff 
Staff turnover 
Longer work hours for staff 
All of the above
The perspective that HSO employees should be viewed as a strategic asset means:
Organizational performance is based on individuals 
Staff salaries and benefits are costly and affect the HSO's competitiveness 
Staff should be used in multiple roles to create flexibility 
Staff should report to only one manager
Which of the following is an example of a HSO's Employee Relations and Engagement efforts? 
"Walk-arounds" by managers 
Job analysis 
Job pricing 
Assessing an employee's job performance