Liberty University BUSI 311 quiz 6 complete solutions correct answers A+ work

Liberty University BUSI 311 quiz 6 complete solutions correct answers A+ work

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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:

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