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MHA 702 Exam 3 Questions And Accurate Answers
The management philosophies governing employee relations are identified as Authoritarian, legalistic, and humanistic
Authoritarian schools of employee relations First school of thought, followed by legalistic and humanistic
Pure authoritarianism is Infrequently found in American business and is steadily declining
Authoritarian management encompasses The beginnings of organized enterprise, including master-slave relationships
Authoritarian management minimizes The importance of people
Exploitative autocrat are Generally cruel leaders who literally exploit their followers for personal gain
Benevolent autorcrats Look after their followers and make sure that they are well taken care of and looked after, this benevolence only extended while the followers do exactly as they are told, without question
Legalistic movement began in
The 1930s with the passage of wage-and-hour laws and the enactment of labor laws
Under legalistic management, managers now deal with employees out of A strong regard for employee rights
Two significant influences have resulted in the emergence of humanistic management
- The still growing system of legislation which brought in legalistic management and legally obliged humane treatment of employees
- Found in the continuing impact of the human relations movement in management, which began to develop and grow during the mid-1900s
The human relations movement granted employees' rights Prior to the law imposing this
A legalistic manager acts in a certain way because The law demands it
Humanistic managers act the same way because They believe it is the right thing to do
Most supervisors have traditionally received their concepts of management from On-the-job experience
Authoritarianism in employee relations was abetted, extended, and strengthened by the development of A system that came to be called scientific management
In likert's cooperative motivation system Varied work prevails
Management with the cooperative motivation system is Necessarily people centered and focused on human elements
Management that is inclined toward authoritarianism is Much more likely to fail in an environment where cooperative motivation often flourishes
The work of Douglas McGregor contributed To the human relations movement in management
Within both theory X and theory Y Management is assumed to be responsible for organizing and applying the elements of productive enterprise
Theory X assumes that Employees are indifferent, passive, and resistant to organizational needs
My Gregor's theory X has several underlying assumptions People are lazy by nature and want to do as little work as possible. Most people do not have ambition, do not like responsibility and wish to be directed
Theory Y assumes that people are Not passive or resistant to organizational needs by nature and if they have become so it is through experience in organizations
McGregor's work included a
Hierarchy of human needs that paralleled one described by A.H. Maslow
McGregor vs Maslow first hierarchy of need Physiological: air, food and water. Same for both
McGregor vs Maslow second hierarchy of need Safety needs and include the need for protection from harm and for shelter. Same for both
McGregor vs Maslow third hierarchy of need Social versus love needs: to belong, be accepted, belong to groups
McGregor vs Maslow fourth hierarchy of need Ego vs psychological: include need to feel good about oneself McGregor vs Maslow fifth hierarchy of need Self-fulfillment vs self-actualization: they represent the ultimate in need satisfaction that can be described as actions bringing individuals personal fulfillment and satisfaction Inherent in the work of both McGregor and Maslow is the belief that A satisfied need ceases to be a motivator of behavior Shortly after the conclusion of World War I Social scientists began to examine the negative aspects of scientific management, and this signaled the start of the human relations movement
Studies conducted during the mid-century demonstrated that when workers' hostilities, resentments, suspicions, and fears were substituted by Favorable attitudes a marked increase in production resulted
What legislation has had a greater impact on society than most other recent legislation
One of HR's primary responsibilities is to Maintain an organization's compensation structure
Annual pay recommendations often Include recommendations on the timing of the changes and the justification for the recommended allocation of increases
When it comes to pay and benefits who gets first questions Managers and department heads
A manager should know when merit increases or scale increases can normally Be anticipated and how and when other types of pay increases are awarded
All benefits other than those mandated by law are Provided at the discretion of the employer
In a larger department the cumulative effects of several years of Hiring at different levels, merit, probationary, and annual pay increases may mask inequity until an employee raises the issue
In the early 1990s the US department of justice Put a stop to the direct sharing of wage and salary information as part of a consent decree involving the settlement of a civil antitrust complaint
Wage surveys are permitted but only When carried out in line with laid down rules and regulations
A manager shall not Give a firm financial offer at the time of the interview
A departmental manager shall have general benefit information available to the employees At the very least, this must be within the personnel policy and procedure manual and the employee handbook
Managers should be fully conversant with The benefit structure to answer simple questions and to know the appropriate person in HR to refer employees for inquiries about benefits
The use of flexible benefits plans reflects that The majority of employees prefer to have some control over their benefits
The three benefits most preferred by the majority of employees, in order of preference are Health insurance, a pension plan, and paid vacation
Younger vs older employees Younger prefer more vacation or paid time off while older pay more attention to pension plans
A sequential development from flexible benefits is The utilization of benefits vouchers
The health insurance portability and accountability act (HIPAA) deals with An aspect of benefits portability by providing for continuation of coverage when
unemployment insurance, While the program varies throughout the country, employers are commonly Subject to experience rating
In many states, not-for-profit businesses, which includes most health care organizations Pay for their unemployment on an actual dollar-for-dollar basis rather than as a function of paying a tax as a percent of payroll
In a few states employees that are on strike Can receive unemployment after a certain period, usually six weeks or more following the beginning of strike
Unemployment Costs Costs are associated with time of service with an organization Severance at the completion of the probationary period assists in keeping costs lower
Temporary Help When the necessity for help is expected to be short-term, a manager should take into consideration the use of temporary help Hiring a regular employee to cover a given need and then laying the person off when the need has passed increases unemployment costs
Short term disability is Not a universal legal requirement
The premium for disability is Linked to usage, and technically an experience rating
The single action that can have the greatest impact on an organizations overall disability costs is A corporates decision to become self-insured
From the department manager's perspective, involvement with a legal action may Take the form of brief periods of extremely intense and demanding activity interspersed with lengthy stretches in which little or no visible activity occurs
A complaint reaching EEOC first is automatically Referred to DHR for initial processing
The initial point of contact for EEOC and DHR is human resource
Using no particular schedule or set frequency the Occupational safety and health administration may Send representatives to conduct routine surveys of safety practices or to investigate specific complaints or allegations of unsafe practices that have been received
Human Resources is heavily involved in Each claim for unemployment compensation
Under the provision of the Homeland Security act of 2002, the immigration and naturalization services (INS) was dismantled in 2003 and separated into three components U.S. Citizenship and immigration services [USCIS], Immigration and customs enforcement [ICE], and customs and border protection [CBP]
Essay A supervisor periodically describes employee performance at whatever length is considered necessary, the essay is signed by both parties and employee is given a copy and one is placed in the personnel file
Critical incident Any positive or negative event that occurs outside of the ordinary is written up and retained for the next formal performance discussion
Employee comparison In a group, the employees are compared with each other and rank ordered from best performer to poorest performer
Checklist An evaluating manager is required to describe employee performance by choosing from among a number of prepared statements
Management by Objectives (MBO) A participative approach commonly used with higher-level technical or professional employees and mangers. The individual is evaluated on achievement of or progress toward specific objectives developed by the individual with the manager's occurence
What appraisal system is most useful and equitable when applied correctly Rating-scale approach
If evaluation is not taken seriously by an organization Managers will view performance appraisal as little more than a paper-pushing activity that has little relevance
Appraisal results may be Converted to scores when used to determine pay increases
Older systems of performance appraisal often relied heavily on Assessing personality characteristics
The appropriate way to appraise performance is to Base the evaluation on what an employee foes rather than on what an employee is or knows
The correct approach to appraisal is to Base an evaluation on how well employees are performing the jobs they are expected to do
A sound performance appraisal is based upon A quality position description
The single most prevalent weakness in most position descriptions is How much detail its author tries to include
For most entry-level jobs or nonprofessional positions Five to eight items that describe the most time-consuming job responsibilities in descending order of time devoted to them will be adequate
Bringing all employees up to an acceptable minimum or higher level of performance
Standard is conventionally used As the minimum acceptable level of performance
An employee's initial performance appraisal typically occurs At the end of the probationary employment period, in most instances at either 3 or 6 months of service
Completing all appraisals at the same time can support A pay-for-performance compensation system by allowing the precise distribution of a pre-determined amount of money because all the appraisal scores are known simultaneously. Anniversary date appraisal opponents often argue that The process requires constant monitoring by higher management and HR rather than oversight for only a limited period An appraisal interview is required A manager's appraisals are not considered complete until all employees have had an opportunity to discuss their appraisal in detail
If an appraisal involves objectives as well as ratings Supervisors should review the objectives well beforehand and be prepared to discuss them
As with any other kind of interview, the most important parts of an appraisal interview occurs While the evaluator is listening, not speaking
Neither the written performance appraisal nor the appraisal interview should
Contain surprises for an employee
Self appraisal Draws employees more deeply into the process
Individual evaluations rendered in a team environment can be troublesome because They tend to undermine teamwork and cooperation by stressing individuals competitiveness
Individual performance appraisals do not Support team building because they lack a means of identifying the effects of individuals on the group or the group on individuals
A major weakness of most performance appraisal systems is Attempt to correct far too much detail
Performance appraisals often Serve as a primary basis in wrongful discharge cases
An organization is Not necessarily legally bound to have performance appraisal system
Human Resources' role in performance appraisals includes Keeping job descriptions and evaluation criteria current. Ensuring these are always up to date and currently applicable
In regards to appraisals, Human Resources should
