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MHA 702 exam 4/Questions and Answers A+ Graded
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MHA 702 exam 4/Questions andAnswers A+ Graded
before it becomes a problem - -the best time to address a problem is
-prevention - -should be practiced whenever possible
-improves morale - -preventing problems before they begin reduces stress
and
-visible attention - -employee tardiness and absenteeism deserve a
managers
-avoid problems - -conscientious and common sense management helps to
minimize or
-pervasive - -issues of employee privacy and confidentiality are
-business needs - -employee privacy and confidentiality conflicts usually
amount to individual rights versus
-american society - -the rights of individuals to privacy and confidentiality
have been a growing concern in
-9/11 - -the rights of individuals to privacy has been growing since
-apprehension - -______ about how government might use information is
also growing
-employ - -businesses are widely perceived as exercising their legal right to
review computers and electronic documents and to monitor telephone
conversations as they attempt to know more about the people they seek to
-detriment - -employees are increasingly open with the details of their
personal lives being detailed openly on social media often to their own
-protected - -employees expect that their privacy will be
-legitimately needed - -many people believe that organizations ask for more
personal information than is
-individual rights - -are continually giving way to perceived needs for drug
testing especially concerning people in occupations having responsibility for
public health and safety
, -AIDS - -this controversy was largely responsible for adopting universal
precautions under which all bodily fluids are regarded as potentially
hazardous
-employee polygraph protection act of 1988 - -adverse reactions to the
routine use of polygraph tests led to the passage of this
-individual privacy - -title vii of the civil rights act of 1964 and the privacy
act of 1974 were the first major laws to have a significant impact on
-privacy act of 1974 - -law that ensures record confidentiality guarantees
employees the right to examine the personnel files and requires that no info
be disclosed without the consent of affected employees
-states - -the privacy act has served as a model for privacy laws in many
-selected employees - -the polygraph protection act allows for testing of
-fair credit reporting act - -limited organizational access to personal
financial data; keeps employers from receiving reports about employees with
the exception of specifically defined purposes related to work
-workplace - -agencies serve subpoenas, summonses, and warrants to
employees in the
-HR - -if legal order servers enter via administration they will be referred to
-external request - -any _____ _____ for information about an employee
should be referred to HR
-signed release - -with the exception of responding to legal orders HR
should not release any information to outside parties without first securing a
_____ ____ from the affected employee
-employee searches - -searches of desks and lockers are sometimes
necessary but organizations should have a published policy governing these
-perception of discrimination - -any search policy should be applied evenly
and consistently to eliminate any
-including managers - -no employees ______ ______ should be exempt from
search
-employee consent - -should be requested before a search although it is not
necessarily required by law
, -moral and ethical principles - -the case study emphasizes
-ethics - -are important in any situation involving management
-chief executive officer - -this case is related from the perspective of the
organizations
-primary responsibilities - -one of the ____ _____ of a leader is the effective
and efficient use of resources to support and further the mission of an
organization
-nonprofit organization - -this case scenario takes place in a ____ _____
where the primary resources consist of its employees
-board of directors - -is responsible for oversight and policy making for the
organization
-CEO - -is responsible for policy implementation and day to day operations
including all personnel matters
-recently promoted - -at the time this case study started the CEO had been
____ ____ into the position
-removed - -at the time of this case study the previous CEO had been
recently ______ by the board
-evolving - -when the new CEO was put in place a renewed team spirit was
reemerging and cohesive relationships were
-full board - -a new position of membership manager was proposed by a
board member and accepted by the
-fill this position - -once approved, the board member who suggested the
new position went on to propose that a past board member be contacted to
-proposed candidate - -was enthusiastic about the job opportunity and the
organization; had an impressive resume; had an established relationship with
the organization that would reduce training time
-all other positions - -the CEO had sole and full responsibility for filing and
maintaining
-hire the past member - -the CEO felt pressure from the board and decided
to
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