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MHSM 4310 Week 9 Chapters 13 & 14 final second guide questions and answers solution 2020

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MHSM 4310 Week 9 Chapters 13 & 14 final second guide questions and answers solution 2020 1-The interviewing manager should always rely on the employment recruiter to address apparent gaps in an app... licant’s employment history. 2-The employment recruiter Human Resources should not send an application along with the applicant unless recruitment is urgent. 3-All of today’s interviewing prohibitions concerning information that cannot legally requested came about with the passage of the Civil Right Act of 1964.- 4- The department manager should be the person who check references for whomever he or she whishes to hire, consistent with belief that the primary interviewer should do the reference checking.- 5-Through the overall course of an interview, the interviewer should on average do less talking than the applicant. 6- All employees can be successfully taught how to leave their problems and their work problems at work. 7-People-related problems and the frustrations accompanying them are a significant part of a first-line manager’s jobs. 8-Since the stated objective of disciplinary action is correction of behavior, all employee who violate personnel policies always get a least a second chance. 9-Performance related to employee performance should be addressed differently from behavior issues because:- 10-In appropriately addressing employee absenteeism, a department manager should:- 1-During the early minutes of an interview, the interviewing manager should:- 2-In certain specific instances it is legally permissible to ask an applicant if he or she has been arrested.- 4-The most effective interview questions are:- 6-When using the progressive discipline process, department managers should:- 7-When an employee exhibits behavior problem, it is not part of the manager’s role to analyze the cause of the errant behavior but rather to address the results of that behavior. 9-Many first-line managers fail to deal with problem employee behavior because of their discomfort with traditional disciplinary process and their hesitancy to criticize others. Any employee who appears to be getting close to a level of absenteeism that could result in a warning should be consulted in an effort to avoid formal - In preparing to interview a job applicant, the department manager should. - A first-line manager has the responsibility to determine what is behind a trouble employees’ problem and to provide advice for resolving the difficulty. In appropriately addressing employee absenteeism, a department manager should. - Problems related to employee performance should be addressed differently from behavior issues because:- In interviewing an applicant for an entry-level position, it is important for an interviewer to:- 9-A terminated employee’s eligibility for unemployment compensation is determined not by the human resources department but rather by an external agency. 10-Performance problems are difficulty that arise when employees violate an organization’s personnel policies or work rules.- 2-Concerning documentation of most occurrences of disciplinary action:- 3-Concering an applicant that was interviewed but not selected for the open position, if the individual telephone the interviewer directly and wants to know why he or she was not chosen, the interviewer should:- 10-It is not valid to try judging whether an applicant would “fir in” with the group; rather the sole basis for selection should be qualifications.- Week 10 Chapters 15 and 16 1. Effective managers remember that nobody knows the inner detailed workings of a job better than Answer: 2. Which of the following is true about employee participation and involvement? 3. All organizations should have flexible policies governing the release of information concerning both employees Answer: 4. The more levels of supervision that separate a decision maker and the person affected by it, the worse will be. Answer: 5. Which of the following should always be true for supervision who maintain personnel files on their own employee’s Answer: 6. An easy way to avoid with problems with different versions of job descriptions is simply to replace revised documents. Answer: 7. All employees have the right to review their own personnel file and may do so in private. Answer: 8. Which of the following statements is true concerning access to personnel files? Answer: 9. Which of the following statements is true about legal implications of employee documentation? Answer: 10. Which of the following should always be true from supervisors who maintain personnel files on their own employees? Answer: 11. Many organizations allow legal orders to be served to employees at any location in the work-site. Answer: 12. Supervisors are entitled to maintain secret files on selected individuals Answer: 13. Sexual Harassment consist of unwelcome sexual advances, demands or requests for sexual favors, or other conduct of a sexual nature. Answer: 14. Courts have held organizations liable for sexual harassment by a manager even if senior managers did not know about a relationship. Answer: 15. Employee handbooks, like employee contracts, may contain promises or guarantees. Answer: 16. Documentation related to employee should be completed on a timely basis Answer: 17. Which of the following is true about job description? Organization are vested HR, not clinical departments, should maintain all files related to employee licensure. Answer: 18. Every page of every document should have a unique page number and identifying title. Answer: 19. Which of the following is true about employee files kept by a manager/ Answer: 20. The more levels of supervision that separate a decision maker and the person affected by it, the worse will be the outcome. Answer: 21. Which of the following is true about employee searches? Answer: 22. When providing advice, a manager appearing to be knowledgeable is more important than actually possessing information. Answer: 23. Employee records can be kept by any employee with supervisory responsibilities. Answer: 24. Which of the following is true? Answer: 25. In terms of preventing violence in the workplace, which of the following is not true for supervisors? Answer: 26. Which of the following is true about job descriptions? Answer: 27. The threshold for retaining most employment documentation is: Answer: Week 11 Chapters 17 and 18 1. Which of the following statements is false concerning the board member and her hidden agenda? 2. The principle of benefit maximization means ensuring that all members of a group benefit from a proposed action. 3. The ethic of caring focuses on relationships from a person standpoint. 4. A chief executive officer is responsible for policy implementation and day- to day operations including all personnel matters. 5. Which of the following is true regarding the decision made by the CEO? Answer: 6. Discharge and dismissal are synonymous concepts? 7. A hiring freeze should be imposed after laying-off temporary employees. 8. When laying off employees seniority is the fairest and safest means of determining who leaves and who remains. 9. Individuals who are approaching termination for cause should be allowed to resign in lieu of discharge. 10. Which of the following is true regarding unemployment compensation? 11. Effective supervisors keep the __________ for their department's employees up to date. 12. The principal of equal respect means treating others as a person would like to be treated. 13. The ethics of justice asks questions about governance. 14. The board had responsibility for hiring evaluating and firing senior employees. 15. Which of the following was not an offense in the case study? 16. Which of the following is false regarding the propose candidate? 17. Occasionally managers will assign extra work to unwanted employees, making their lives miserable, until the people quit 18. Dismissal occur for reason related to performance. 19. Which of the following is true regarding unemployment compensation? 20. A hiring freeze should be imposed after laying off temporary employees. 21. An employee who is discharged for cause is legally eligible for unemployment compensation. Answer: I believe is false too? 22. The CEO had sole and full responsibility for hiring and supervising all project directors. 23. The ethic of critique continually questions a situation and the decision making progress. 24. Security commonly has the responsibility to recover keys, employee identification cards and other organizational property. 25. Which of the following is true about HR responses to claims for unemployment compensation? Week 12 Chapters 19 and 20 Which of the following statements is not a primary reason why worker join labor unions? When voting representation elections are conducted by a show of hands at an organizational meeting. When discussing union formation, managers can compare existing wages and benefits with those in unionized facilities. Most senior managers are well informed about what is on the minds of the people at the bottom of the structure. Which of the following statements is applicable to managers during a union organizing campaign? Which of the following is not a true statement? Scientific management was based on statistics to achieve precision. Which of the following is not true about authoritarian management? Most experts consider which of the following pieces of legislation to be the most far-reaching and important in personnel matters? Contented, well-treated employees who are dealt with fairly and equitably produce at about the same rate as those who are not so treated. Union-free organizations implement major changes only after giving ample notice and through explanations to all employees. Which of the following is not true about unions? A major objective of a union is remaining in place. The National Relations act of 1937, commonly known as the Wagner Act is the basis of most of the labor laws in the United States. The most significant influence on HR was the humanistic Movement. In most circumstances production-centered management is more effective in inspiring productivity than is people-centered management. Scientific management focused on process and production while largely ignoring people “your job is to get as much work as you can out of me. My job is to do as little as possible”. The goal of scientific management was efficacy. Week 13 chapter 21-22 Consultants usually receive benefits from a client. Which of the following is true? Outsourcing is usually permanent while consulting is temporary. Outsiders are needed when no employee in an organization has the needed skills or knowledge Process consultants have specific training or experience. Unwritten decisions are never allowed in arbitration. Arbitrators bound by precedent or rules of procedure. Arbitrators may visit sites outside of a hearing room, seek additional evidence, or call on expert witnesses. Arbitration may be voluntary or specified in a contract. Which of the following is not a true statement about HR arbitration? Consultants are becoming less commonly used by organizations throughout the United States. Engaging the services of a consultant is a form of outsourcing. Consultants, like all people, have some organization bias. Arbitration is used to resolve problems rather than simply stating or restating opinions. Which of the following is true about mediation? Which of the following is not a true statement about HR arbitration? The choice of an arbitrator, as defined in a contract does not limit options of individuals. Week 14 Chapter 23 Which of the following is not true about informal channels of communication? Which of the following is false: Human resources should be consulted when: Candidates may be rejected without providing a reason. Informal channels are slower than most legitimate means of communication. HR always welcomes complaints and complements. Effective supervisors have HR job descriptions for their employees up to date. Top management should not consider linking which of the following to the overall strategies of their organization? Supervisors should be required to complete HR refresher training biannually. Which of the following is likely to be true in the future of human resources? Department managers needing assistance should wait for HR to offer help. Employees with questions concerning HR should always be referred to HR. HR assistance in disciplinary actions is voluntary. Which of the following is true? HR should always be involved when resolving wage complaints. Effective supervisors correct misinformation before repeating it. [Show More]

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