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Question
The Occupational Safety and Health Act of 1970, the Vocational Rehabilitation Act of 1972, and the Americans with Disabilities Act of 1990 are all examples of federal legislation designed toa. Ban smoking in the workplace.
b. Ban discrimination on the basis of race, creed, or ethnic group.
c. Protect workers from sexual harassment.
d. Keep the workplace safe and accessible to workers.
Answer
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When a HIM manager is using a systematic process to gather and analyze information to describe data analytic jobs, she is using
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b. Job evaluation.
c. Job analysis.
d. Pay structure.
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Employee assistance programs (EAPs) typically deal with which of the following?
a. Alcohol and/or alcohol abuse
b. Compulsive gambling
c. Eating disorders
d. All of the above
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When dealing with a poorly performing employee, a HIM manager should
a. Immediately fire the employee.
b. Refer the problem to HR.
c. Ignore the poor performance and give the employee another opportunity to succeed.
d. Begin a progressive discipline process with the employee.
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Which of the following is allowed under the Family and Medical Leave Act?
a. Time off to care for an ill/elderly parent
b. Birth of a child
c. Adoption of a child
d. All of these
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Which of the following are potential outcomes of a job analysis?
a. Eliminating obsolete or irrelevant job requirements
b. Providing data useful for fair compensation management
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d. All of the above
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Which statement best describes the concept of equal employment opportunity?
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b. Equal employment opportunity ensures that women have an equal chance for hiring and promotion with men.
c. Equal employment opportunity is giving all people a fair chance to succeed without discrimination that is based on factors unrelated to job performance such as sex, age, race, religion, or national origin.
d. The existence of equal employment opportunity legislation has eliminated racial discrimination and stereotyping in the workplace.
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The Patient Self-Determination Act requires that health care organizations inquire whether patients have advance directives.
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By use of incident reports, nursing staff repeatedly report a physician for yelling at patients and their families. This action by the nurses may be grounds for the physician to claim that his good name is damaged or defamed.
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When a surgeon promises there is no chance of disfigurement resulting from plastic surgery and disfigurement happens, a breach of guarantee has occurred.
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In deciding malpractice cases against physicians in highly technical cases, the jury uses the standard of the "reasonable man."
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Repetitive strain or stress injuries are a potential problem for medical transcriptionists.
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A Gantt chart can be used for personnel planning, resource allocation, and budgeting.
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In the process of determining the ____________________ for health information services, answers must be developed for these questions: "Who are we?" and "What are we?"
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The task of strategic planning in an organization would most likely be completed by
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The primary advantage of using a decision matrix in the decision process is
a. All relevant information can be displayed and viewed at the same time.
b. The matrix clearly displays the flow of information.
c. The matrix makes the decision for the individual or group.
d. The matrix identifies all potential problems.
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The health information management director of Lakeview Hospital is gathering data to help in the preparation of departmental productivity standards. She finds there are three hospitals of approximately the same size and service model that have achieved a 3- to 4-day turnaround from patient discharge to billing the payer. She has contacted these facilities to learn more about how the organizations are achieving this standard. The activity described is called
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An organization as open system survives by shielding itself from all influences and forces in its environment.
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Codes of ethics, if well-written and comprehensive, should be able to resolve all ethical issues and conflicts faced by the health information manager.
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The National Labor Relations Act requires all employers under its jurisdiction to bargain with any employees who claim to represent the majority of their fellow workers.
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Employee orientation need not be structured formally because the best approach is for the new employee to learn from his or her mistakes on a trial-and-error basis.