Test Bank for Human Resources in Healthcare: Managing for Success, 4th Edition by Bruce Fried Chapter 1 1. Why should healthcare organizations be concerned about integratingbusiness
strategies and HR? a. To better align the business strategies with each other b. To determine which HR functions should be done in-house andwhich
should be outsourced *c. To enhance organizational outcomes d. To ensure the organization is included in various lists of “best places to work”
2. Which of the following is an HR metric? a. Market share
*b. Cost per hire c. Profitability d. Competitive advantage
3. The number of HR staff members in most organizations a. continues to increase. b. is remaining the same. c. cannot be determined.
*d. continues to decline.
4. Which of the following is not part of a balanced scorecard? a. Short-term and long-term objectives b. Internal and external performance perspective c. Financial and nonfinancial metrics
*d. Measures of the internal and external environments
5. Competitive advantage in the workforce is challenging to achievebecause a. it is enduring and difficult for competitors to duplicate. b. it requires alignment of all HR systems.
*c. it takes time to do so. d. HR practices’ impact on it is not clear.
6. Human resource management includes a. financial management. b. strategic management. c. marketing.
*d. informal management of employees by all administrators.
7. In a study of HR leaders in 1,000 organizations, what percentagereported they
belonged to the executive team? a. 27 percent b. 37 percent
*c. 67 percent d. 74 percent
8. Minorities made up approximately what percentage of the US workforcein 2012? a. 30 percent b. 38 percent c. 22 percent
*d. 34 percent
9. The HR scorecard is a. a measurement instrument and control system that looks at amix of
quantitative and qualitative factors to evaluate organizational performance. b. HR’s role as a strategic partner. *c. a modified version of the balanced scorecard. d. a lagging indicator of organizational performance.
10. Understanding the significance of HR management is as relevant toline
managers as it is to HR managers. *a. True b. False
11. Increasing status distinctions and barriers is one of the seven HRpractices for
effective healthcare organizations. a. True
*b. False
12. HR is moving from appraisals with multiple inputs to supervisorinput only. a. True
*b. False
13. Implementation of an HR strategy requires management of internaland external
stakeholders. *a. True
b. False
14. The immediate goal of building a strong HR brand is to attract andretain the best
employees. *a. True b. False 15. HR practices are “lagging” performance indicators. a. True
*b. False
Chapter 2 1. What are three areas addressed by the original Fair Labor StandardsAct (FLSA)
passed in 1938? a. Overtime pay provisions, discriminatory hiring practices, timeoff for family
illness *b. Minimum wage, overtime pay provisions, child labor c. Discriminatory hiring practices, illegality of disparatetreatment, child labor d. Illegality of gender-based discrimination, child labor,employment-atwill
2. Which of the following was not a provision of the 2008 amendments tothe
Americans with Disabilities Act (ADA)? a. Expanded definition of major life activities
*b. Further limited episodic conditions for ADA coverage c. Expanded the scope of “substantially limiting” major life activities d. Included “reading” as a major life activity 3. The concept of “disparate impact” was first established by
*a. Griggs v. Duke Power Co. b. Wards Cove Packing Co. v. Moody. c. Sutton v. United Airlines. d. Title VII of the Civil Rights Act of 1964.
4. Under the employment-at-will doctrine, a. an employer may fire an employee at any time but must give theemployee
timely notice as defined under the employment contract. b. an employer may fire an employee only with written justification. c. an employer may not fire an employee for an immoral reason. *d. an employee may quit a job at any time.
5. What are the three provisions of the Family and Medical Leave Act? a. Up to 6 months of leave for several medical and other family-related
reasons, continued compensation at a reduced rate duringthe leave period, guarantee of continuation of employer-paid health insurance during the leave period b. Up to 12 weeks of leave for several medical and other family-related reasons, continued compensation at a reduced rate duringthe leave period, guarantee of continuation of employer-paid health insurance during the leave period c. Up to 6 months of leave for several medical and other family-related
a. True
*b. False
14. Most healthcare professionals are employed by hospitals.
*a. True b. False
15. Many healthcare professionals are choosing to go into business ontheir own due
to the bureaucratic nature of healthcare organizations. *a. True b. False
Chapter 4 1. Which of the following does credentialing not involve? a. Collection b. Verification c. Assessment
*d. Communication
2. How many states have adopted a legal cause of action, or the rightof the patient to
sue the healthcare facility, over negligent credentialing or privileging? a. More than 20 b. More than 25
*c. More than 30 d. More than 35
3. Which professional is not subsumed in the credentialing and privileges of
independent practitioners or those who practice inhospitals under the guidance or supervision of physicians? a. Nurse anesthetist b. Midwife
*c. Physical therapist d. Psychologist
4. Which of the following is not among the origins of medical andsurgical
educational standards? a. American College of Surgeons b. American College of Physicians
*c. American Board of Medical Specialties d. American Medical Association
5. HITECH stands for
*a. Health Information Technology for Economic and ClinicalHealth. b. Health Information Technology for Economic and Client Health. c. Health Intelligence Technology for Economic and Client Health. d. Health Information Technology for Education and ClinicalHealth.
6. Which of the following is not an element of privileging? a. Licensure b. Association membership
*c. Medical education