Chapter 16, RHIA & RHIT Professional View Guide
In your department, employee performance is rated using a continuous scale range of unsatisfactory through average to outstanding. Some other departments use a discrete system in which the supervisor assigns "fails to meet standards," "meets standards," and "exceeds standards." Both systems being used are A rating scales B checklists C critical incident methods D ranking meethods
A
Jason, an HIM educator, plans to lecture on department design and the legislative act or agency that was created to ensure that workers have a safe and healthy work environment. Which of the following legal issues will he describe? A OSHA B Wagner Act C Taft-Hartley Law D Labor Management Relations Act
A
Gregg is a recent graduate who has applied for a Trauma Registry position at a Chicago hospital while he prepares to apply to graduate school. In making the decision, he considers the offer of $15 per hour for a 40-hour week, benefits of 27.5% of his salary and tuition waivers of six credits per year at $145. He calculated that his total compensation, rounded to the nearest dollar, would be A $40,650. B $39,563. C $38,599 D $31,030
A
Health care is known for rapid change. Melissa, an RHIA who has just been hired as a system analyst in Information Technology, understands the importance of being a positive change agent. Which of the following approaches would be LEAST likely to support her approach? A easing up on delegating B holding on to the vision C being available to listen to staff D measuring and celebrating success
A
Human Resources has recently provided training for and implemented for a new performance appraisal system that includes input from managers, peers, and staff. This approach is typically known as A 360-degree evaluation B group appraisal C holistic appraisal D multi-factor evaluation
A
Human Resources use a systematic procedure to determine the relative worth of a position to the organization. When this approach is used, compensation for the position is most likely based on A job evaluation B job planning C job survey D job ranking
A
Selena works 40 hours per week at Rio Grande Radiology, which pays time-and-half for overtime and double-time for holidays. During the past week, Selena took 6 hours of unpaid personal leave and worked an 8-hour holiday. How many hours will Selena be paid? A 34 B 42 C 48 D 50
B
Conflict is inevitable. What is the LEAST effective way to manage conflict? A Do not intervene: Creative solutions often comes from conflict. B Encourage the parties to compromise by each willing to lose part of their position. C limit or control interaction when emotions are intense. D Use an objective third party to seek a constructive outcome for both parties
A
Employers are required to report the status of employees to the federal government. You plan to hire an ICD-10 trainer for 6 months with the skills to perform the training. This employee would likely be reported as A a project based independent contractor B a leased employee C a full-time employee D a part-time employee
A
As HIM director, you receive a call from the CEO informing you that she has received a complaint from a patient. The patient reported that one of the coders in your department revealed his diagnosis to his neighbor. What action is recommended? A Gather all the facts prior to meeting with the employee. B Give the employee a written warning. C Terminate the employee immediately for violation of the confidentiality policy. D Immediately call a departmental meeting to discuss the importance of maintaining confidentiality.
A
As manager of release of information, you supervise an employee who has been a correspondence clerk for many years. Her performance has gradually diminished and has become substandard. What method would most likely prove to be INEFFECTIVE in assisting this employee in improving her performance? A threatening to fire the employee B asking the employee to cross-train with other employees C delegating special assignments D creating an action plan with the employee
A
At orientation, a new employee receives the employee handbook. All of the following information about the employee handbook is true EXCEPT that A it provides a contractual obligation to continued employment. B it provides policies and procedures developed by management. C a receipt must be documented in writing. D it must be reviewed periodically by legal counsel to avoid legal risk.
A
Chris and Amy, two coders on your team, have come to you complaining that Jane, the discharge clerk, is deliberately holding back charts, causing a coding backlog. You are not sure Jane is really the cause of this problem because Chris and Amy have a history of blaming others for their work-related delays. To determine if Jane is truly a "problem employee" it would be best to first A determine the source of conflict B discretely ask other employees if they are having similar problems with Jane C request assistance
A
Keith is director at a medical center that includes a daycare center and has several employees who have young children. He knows that it is important to be familiar with the provisions of the Family Medical Leave Act (FMLA), which includes all the following provisions EXCEPT A ensuring any job the employee is qualified for upon return B that both men and women qualify under the FMLA C that it covers leave to care for spouse, child, or parent. D that it provides up to 12 weeks of unpaid leave annually.
A
Kimberly Wolf wants a Mercedes and the position of vice president of Information Services. She feels that achieving these goals will provide her with a sense of achievement,, prestige and reputation in the eyes of others. At what level of Maslow's hierarchy of needs is she operating? A esteem B safety C self-actualization D basic physiological
A
Madison Taylor, RHIA, will be attending an AHIMA conference on information governance on Friday from 7:00 PM to 9:00 PM and Saturday from 8:30 AM to 4:30 PM with 90 minutes for lunch. This represents ______ of her hours for her continuing education cycle. (Report a whole number) A 28% B 32% C 36% D 43%
A
Mission Health Systems has contracted with an agency to conduct recruitment and screening of potential candidates. This approach is called A outsourcing B partnership C consulting D decentralized hiring
A
Natalie was an orientation counselor in college and knows that a well-designed program can help those new to setting feel comfortable. As a new manager, she continues her commitment and contributes to new employee orientation. Which of the following statements about orientation programs is NOT true? A A good orientation program can substitute for a job-specific departmental training. B The most meaningful training program includes a peer "show and tell" format. C The orientation assists the employee in learning about the workplace culture. D Proper training can enhance employee satisfaction.
A
One of your new employees has just completed orientation, receiving basic HIPAA training. You are now providing more specific training related to her job. She asked whether the information she provided during the hiring process, as well as benefit claims, are also protected under HIPAA. Which of the following can you assure her that the Human Resources Department protects? A all personal health information (PHI) B benefits enrollment C. Employee Assistance Program contracts D OSHA information
A
The advantages of teams or committees over individuals in complex situations include all of the following EXCEPT: A decision making is accomplished more quickly. B complex problems can be better assessed. C authority can be counterbalanced D coordination and cooperation can be increased.
A
The staff in the Human Resource Department is proposing a cloud training program for 200 employees and needs to prepare a budget for the time and cost of the training. *The training program will be 30 minutes in length *The employees can take the training online at any time. *The rate of pay for 50 of the employees is $15.50 per hour. *The rate of pay for 50 employees is $12.00 per hour. *The rate of pay for the other 100 employees is $18.00 per hour. Question: What would be the average cost for training an individual employee? A $7.94 B $9.00 C $15.50 D $15.87
A
The teaching method selected by an instructor influences the student's ability to understand the material. Instructor-led classrooms work best when A in-depth training and interaction are desired. B there are three shifts of employees to train. C you want to minimize the cost for training D employees from all departments must be trained.
A
The transcription area has an opening for a transcriptionist with demonstrated skill in medical and surgical reports. Which of the following types of tests should be administered? A. skill B. personality C intelligence D stress
A
To ensure consistency of coverage among trainers, you may want to develop A training manuals B meeting handouts and minutes C signed confidentiality statements acknowledging receipt and understanding of any training attended D ongoing training to keep the issues in front of the workforce
A
University Health Systems is focusing on fostering a learning environment in the organization. Which of the following characteristics is NOT required? A academic organization B formal and on-the-job training C reflection on learning D intentional careerdevelopment
A
Using Donabedian's framework for quality assessment (structure, process, and outcome), which of the following is an appropriate human resource outcome? A Turnover rate is reduced B Organizational climate is improved C Salary and benefits are comparable to competitors D None; Donabedian is a clinical framework
A
Which of the following scenarios best describes job enrichment as a motivational technique? A Anna is an effective data analyst. In addition to her regular job duties, her supervisor has assigned her to special projects and committee assignments. B Becky prefers to work where she can be active and have personal contacts. The supervisor rotates her through all clerical jobs in the department so that she can have variety in her work C Cheryl's job keeps her fully occupied all day. In fact, she frequently has to rush to get the work completed daily. Cheryl's supervisor decides to remove some responsibility from her job so she has less stress. D Derek has worked in the department for several years. His supervisor decided to combine several jobs and add other tasks to enable Derek to use his knowledge and skills gained in school. With these increased responsibilities he is increasing his chances of being promoted.
A
After receiving completed requisitions to fill positions within the HIM Department, Human Resources can be most effective in recruiting qualified applicants with the assistance of a A departmental organizational chart B current job description C salary schedule D employee benefit handbook.
B
Amanda, an EHR project manager, wants to increase her implementation staff's problem-solving skills. which of the following approaches is likely to have the best and most long-lasting results? A Hire a consultant to assess the EHR implementation strategies B Provide training to develop an EHR implementation work team. C Take a field trip to a neighboring facility known for project management. D Request that Human Resources provide an online module teaching program-solving skills.
B
As telecommuting becomes more common, HIM supervisors will increasingly need to evaluate employees for these virtual office opportunities. Typical criteria include all the following EXCEPT that the employee A is computer literate B independently identifies required work products C successfully plans a work production schedule. D checks in frequently with the supervisor.
B
At Great Plains Regional Hospital, record processing takes approximately 18 minutes. If there are 15,620 discharges for the month, how many staff hours are needed for this volume of work? A 2,891 B 4,686 C 5,496 D 3,394
B
Charles Jones is employed as a regional coding consultant by a corporate hospital chain. In the organization chart, this position would be A shown as a line position B shown as a staff position C not shown,, because it is consulting position D not shown, because this function is outsourced.
B
Employee turnover is expensive and stressed on staff and reflects poorly on managers. The best defense against employee dissatisfaction is A the employee handbook B open and honest communication C written policies and procedures D weekly departmental meetings
B
Employers may be able to demonstrate that age is a reasonable requirement for a position. What is such an exception to the Age Discrimination in Employment Act (ADEA) called? A job description essential B bona fide occupational qualification C essential element for employment D There is no such exception to ADEA.
B
Federal legislation has a significant impact on the workplace. Which of the following requires employers to make reasonable accommodations for individuals to perform essential job functions? A Age Discrimination Act B Americans with Disabilities Act C. Rehabilitation Act D. Equal Opportunity Employment Act
B
Gina is the HIPAA Privacy and Security Officer and primary trainer for a regional health system. In determining how a certain department staff position uses health information, she must certainly review the A past performance evaluations of persons in the position. B position or job description. C facility policy on protecting health information. D facility policy and procedure on documenting training.
B
Grace Holt, RHIA, is the HIM department manager. She is reviewing interviewing techniques with Maria Hernandez, RHIT, as she prepares to interview for a new analyst. Grace recommends that Maria should A ask questions that encourage a yes or no response. B politely interrupt as necessary to seek clarification. C talk down to the applicant to show authority. D phrase questions so the expected answer is encouraged.
B
In developing a training "to-do list," Susan is reviewing the staff and what general training and specialized training topics would be necessary. What tool would be most helpful in organizing the information? A Gantt chart to show who gets trained when B spreadsheet with grids identifying who needs what type of training C a "train-the-trainers" training manual to help in consistency in training D documentation of previous orientation training to see what has already been covered
B
Julian supervises the department's coding section. He notices that the coding technician is working 30 additional minutes each day before clocking in at her scheduled starting time. After discussing her timecard with her, he discovers that she is starting work early in order to check the unbilled account report. Under which act are you required to pay her for all hours worked? A ERISA B Fair Labor Standards Act C National Labor Relations Act D Equal Pay Act
B
Krista combined her HIM and legal education and is now a risk manager. An employee has a complaints that may be considered a grievance. She should listen to the employee and then A put the complaint aside to see if other employees complain about the same issue. B deal with the issue as if it were a bona fide grievance. C deal with the complaint only if the employee seldom complains D ignore the complaint until it is in writing
B
Mallory, data integrity unit supervisor, must determine the number of full-time employees (FTEs) needed to code 600 discharges per week. It takes an average of 20 minutes to code each record and each coder will work 40 hours per week. How many coders are needed? A 6.0 B 5.0 C 12.0 D 4.5
B
Mark Beck is a new graduate preparing for an interview. In school, he had the opportunity to role-play a technique that requires applicants to give specific examples of how they have performed a specific task or handled a specific problem in the past. This technique is becoming more popular and is known as a(n) A audition interview B behavioral interview C structured interview D targeted interview.
B
Nina is participating in Human resources training for new supervisors and has a question for the presenter. "I have an employee who is at the top of the pay scale for her position. Do I still need to do a performance evaluation?" The presenter most likely answers A "Yes, at this stage,, she should be asked to participate in evaluating other staff." B "Yes, every employee deserves to know how he or she is performing and to set goals." C "No, once no salary increase can be provided, an evaluation is not necessary." D "Maybe, it is typically an optional process at this stage of employment."
B
Part of the employment application process is completing documentation required by the IRC. This compliance requirement is related to A HIPAA B immigration C criminal background check D disabilities
B
Samantha is the evening discharge analysis clerk. As the evening supervisor, you personally trained her regarding the correct job procedures and policies. Within the last 2 months, Samantha has received an oral and written warning for failure to follow job procedures. Your facility utilizes a progressive discipline system. What is the next appropriate step? A demotion B suspension C oral reprimand from the evening supervision D written warning from the director of the department
B
Summer is the document imaging manager. She has had a meeting with the scanning clerks. They are complaining that the pay rate for their position is too low in their facility. What would be the best way to deal with this complaint? A Submit a request for merit raises for all scanning clerks B Work with HR on a job evaluation and current wage and salary survey. C Explain that health care cost containment means little money for raises. D Listen to the complaint and recommend applying for a higher position.
B
Tara is an RHIA who works at a large academic medical center. Her salary of $37,540 is paid 60% from research grants as clinical trial coordinator and 40% by HIM as a database manager. The hospital's fringe benefit rate is 23%. How much must the HIM director include in the budget (rounded to the nearest dollar) to cover Sarah's database management role? A $15,016 B $18,470 C $22,524 D $27,705
B
The employee selection process increasingly involves a background check. All of the following are true EXCEPT A that it requires the employee's consent B that the extent depends on the level of the employee's authority C it may include criminal and credit checks D it is most useful in selecting the best candidate
B
Under the Immigration Reform and Control Act, all of the following apply EXCEPT A undocumented workers may not be hired B US citizens must be given preference. C noncitizens may not be discriminated against. D applicants must have I-9 documentation
B
Use the following statistics from Utah Home Health to calculate the absenteeism rate Month: January Number of employees 20;Number of workdays 22; Total work days lost 25 A 0.44% B 5.68% C 5.8% D 0.568%
B
Which of the following employees is exempt under the Fair Labor Standards Act? A an RHIA who performs record analyst and coding 90% of the time and who supervises three employees B an RHIT who manages the Health Information Services department and is involved with planning and decision-making activities 90% of the time C the department secretary who spends 100% of her time performing clerical duties for the director of Health Information Services D a file clerk who spends 100% of the time on filing activities
B
You are preparing a training program for specific functional areas of the department (e.g., coding, transcription). Which of the following is the primary factor to consider in developing an effective training program? A credentials of the employees B objectives of each functional area C cost of training the employees D number of employees to be trained
B
You work in a unionized organization and have filed a grievance. Which of the following will most likely take place? A You can be terminated for registering a grievance B The grievance procedure regulations stipulated in the union contract will be followed. C The facility policies and procedures for prompt and fair action on any grievance will be followed. D The time from complaint to resolution should be no longer than 90 days.
B
Your organization's employees consist of a mixture of women and men. The women are of all ages, some are single mothers, others are married women with no children, and still others are women who care for older parents at home. The men also have varying personal lifestyles. Human Resources has designed a new benefit program that allows employees to choose from an array o benefits based on their own needs or lifestyle. The new benefit program is called a(n) A prepaid benefit plan B cafeteria benefit plan. C flexible benefit plan. D employee-driven benefit plan
B
A union is engaged in an organizing campaign in a hospital facility. Which activity should management personnel AVOID during this time? A telling employees that they are free to join or not to join any organization without threat to their status with the facility. B telling employees of the disadvantages that may result from belonging to a union C promising employees a pay increase or promotion if they vote against the union D telling employees the benefits they currently enjoy
C
According to Frederick Herzberg, challenging work, recognition of workers and their accomplishments, and employee self-improvement are examples of A maintenance factors. B needs. C motivators. D hygienic factors.
C
All of the following principles are illustrated in an organizational chart EXCEPT A chain of authority B unity of command C unity of direction D span of control
C
As the manager of the billing department, Jessica has heard from her employees that rumors have been circulating throughout the hospital concerning centralization and layoffs. At a meeting with the CFO all departments were asked to cut back 15%. What should Jessica tell her employees? A Nothing; it would only depress them. B No one in the HIM department will be laid off. C Share with employees the facts because she knows them from the meeting. D Tell one employee who likes to spread rumors so employees will learn from each other.
C
Dana has prepared a performance appraisal for one of her employees. As the HIM director reviews the evaluation, he notes that the employee received an overall rating of "needs improvement." After reading the comments, the director asks Dana to document specific performance improvement recommendations. Dana is unable to do so because she is basing her assessment on her memory of incidents that have occurred over the past year. The director suggests that Dana reassess the employee's evaluation because, ideally, performance appraisals should A be signed off by two supervisors. B contain a day-by-day assessment. C document specific performance levels. D praise all staff workers to avoid a lawsuit
C
Emma Miller, RHIA, interviewed one applicant for the new position of data analyst and subsequently hired the applicant. During the 20-minute interview, she told the applicant about the department and hospital and what the job entailed. Much to Emma's disappointment, this newly hired employee did not work out. What went wrong? A Emma asked too many questions during the interview B Emma should not have told the applicant anything about the hospital because that is the responsibility of Human Resources C Emma failed to interview enough applicants. D Emma did not allow enough time for the interview
C
Eva Pulaski supervises the electronic document management (EDM) section. She is preparing a report that includes a graphic that displays data over time and provides an excellent visualization of quality and quantity trends. This style of a report is called a A.Pareto chart B correlation analysis C run or control chart D scatter diagram
C
Fareeda's methods improvement objectives are to use an organized approach to determine how to accomplish a task with less effort in less time or at a lower cost while maintaining or improving the quality of the outcome. Frequently, methods improvement is referred to as A benchmarking B work distribution C work simplification D data quality improvement
C
Human Resource managers increasingly advise which of the following as the best approach for obtaining a legally sound and reliable reference? A a telephone reference from a personal friend of an applicant B a written reference from a former supervisor of the applicant C a telephone reference from a former supervisor of the applicant D a written reference from the HR department of the applicant's former employer
C
Human Resources provide training for new supervisors. It includes discussion of the Equal Pay Act, which was passed to eliminate discrimination based on which of the following? A merit of the employee B seniority of the employee C employee gender D personal productivity, such as in an incentive compensation system
C
LaToya Evans has accepted a new position and has given her current manager one month's notice. Human Resources has made an appointment with LaToya to discuss her benefits, investment plan, and an exit interview. The primary value of an exit interview is A changing the employee's mind. B. compliance with labor laws C improving the organization D finding out more about the competition.
C
One of the most common rater biases that affect an employee's evaluation is the "halo effect," which suggests that the supervisor A rates everyone as average B is too lenient or too strict in rating employee performance C rates the employee on the basis of a strong like or dislike of the person D bases the employee evaluation on behavior in the most recent period rather than the entire evaluation period.
C
Rachel's work performance has diminished over the last two weeks. In addition, she has uncharacteristic mood swings and has exhibited difficulty concentrating. She is also having difficulties with tardiness and attendance. As her supervisor, you meet with Rachel to discuss your concerns. She reveals that she is struggling financially. What action should you take? A Assure her that as long as she can perform her job acceptably, her personal life is none of your concern. B Put her on probation. C Refer her to the Employee Assistance Program. D Terminate her
C
Rebecca, the revenue cycle manager, has received permission to check references for the candidate she would like to add to her team. Which o the following questions is the candidate's previous employer least likely to answer? A what was her previous position? B what was her previous salary? C what were her managers' personal impressions of her? D what was the reason for her leaving her previous position?
C
The HIPAA Privacy and Security Rule requires that training be documented. What methods of documenting training efforts need to be used? A retention of training aids and handouts B meeting handouts and minutes C training contents, training dates, and attendee names D signed confidentiality statements
C
The staff in the Human Resource Department is proposing a cloud training program for 200 employees and needs to prepare a budget for the time and cost of the training. *The training program will be 30 minutes in length *The employees can take the training online at any time. *The rate of pay for 50 of the employees is $15.50 per hour. *The rate of pay for 50 employees is $12.00 per hour. *The rate of pay for the other 100 employees is $18.00 per hour. Question: How many employee clock hours will be needed to complete the training? A 200 hours B 150 hours C 100 hours D 50 hours
C
There is an opening for a coder in a 150-bed acute care hospital. The position requires someone who can code from a wide variety of medical records using both ICD and CPT. Of the following candidates interviewing for this position, which would be the most appropriate to hire? A a high-school graduate who has applied for entry into the 2-year college RHIT program B a recent graduate of a 4-year HIM program, RHIA eligible,, who hopes to become a department manager within 1 year C a graduate of a 2-year community college HIT program, RHIT eligible, with 1 year of outpatient coding experience D an RHIA with 5 years of supervisory experience in medical records who recently moved to this city and can find no other available position as a supervisor at this time
C
Tina, the coding supervisor at Highlands Hospital, has heard rumors that her facility is starting a coding training program. Rumor also has it that the HIM director is trying to recruit the coding supervisor from a neighboring hospital to head up the training position. Tina makes the following statement to the assistant director: "I'm obviously not good enough for the training position. Perhaps I should resign." How should the assistant director respond? A Ignore Tina's statement B Refer Tina to the Employee Assistance Program C. Assist Tina in developing her career goals D Guarantee Tina that she will be considered for the position
C
Ty Ngynn is assistant director on Information Services. He has made an appointment with the director of Human Resources to discuss his recent trip to the state HIM meeting with his director, Wendy Richards. During the trip, Wendy repeatedly asked Ty to her room, suggesting they work on new plans for the department. When Ty declined, Wendy suggested it might not be worthwhile for him to attend future state meetings. The HR director should A explain that off-site events are outside the scope of the HR Department B provide Ty with additional training on resisting unwanted advances C take the complaint seriously and begin a sexual harassment investigation D explain that it is the director's right to select who attends professional meetings.
C
Virginia is the Record Processing Coordinator, which is a lead position. She has an excellent work record and is able to assist in most work areas of the department. She knows that she could easily get another job within the hospital for the asking. Recently, she has been arriving late and has been uncooperative in dealing with others. As her immediate supervisor, what is the BEST first step in dealing with this situation? A Institute progressive discipline. B Ignore the situation and hope she will return to being a good employee C Counsel her by encouraging self-analysis and problem-solving processes D Suggest that she transfer to another department
C
Which of the following HIPAA components would the general New Employee Orientation training most likely cover? A marketing issues B business associate agreements C physical/workstation security D job-specific trianing (e.g., patient's right to amend record)
C
Yanique is a new supervisor at a mental health facility. She discovers that one of her employees has shared her password with a coworker. This action violates policies and procedures and is the first occasion of difficulty with this employee. Disciplinary action should be taken by A waiting for another occurrence to act. B referring the action to Human Resources C asking for guidance from Human Resources and then acting. D immediately dismissing the employee.
C
Your job description states that as assistant director of the HIM Department, you will supervise day-to-day operations for the record processing, transcription, and release of information areas. What principle of management is described? A specialization B centralized authority C span of control D delegation
C
As an HIM supervisor, one of your employees reports that a coworker has returned from lunch on numerous occasions with the smell of alcohol on his breath. What is the best approach in handling this problem? A Confront the employee and place him on suspension for 1 week. B Terminate the employee immediately. C Ignore the report because it is hearsay. D Handle the situation as you would any other disease that affects an employee's work.
D
Christina is a pharmacy tech who recently earned her RHIA. She is interviewing to become a representative of an international pharmaceutical firm. She would work from home, log in to the corporate website several times a day, and make calls on various pharmacies in her territory. She would visit headquarters about once a quarter. This proposed work arrangement can best be described as A flextime B outsourcing C consulting D telecommuting
D
Gary's primary concern is job continuity and adequate health insurance for his large family. What level of Maslow's hierarchy of needs does Gary operate from? A physiological B self-actualization C esteem D safety
D
Hannah arrives for work Monday through Friday any time between 7:00 and 9:00 AM, is on the job until at least 3:00 PM, and then may leave any time between 3:00 and 6:00 PM. Hanna's schedule is an example of A the 8/80 workweek B the staggered work hours program C variable work schedule D flextime
D
Holly is the day supervisor who works from 7:00 AM to 4:00 PM. Kim is the evening supervisor who works from 2:00 PM to 11:00 PM. Sarah is a transcriptionist who works from 10:00 AM to 7:00 PM, which overlaps the day and evening shifts. Sarah asked Holly, the day supervisor, if she could leave early for personal reasons. Holy said Sarah could leave early if Kim the evening supervisor, agrees. which theory of management does this situation violates? A span of control B formal theory of authority C specialization of labor D unity of command
D
In your new position as director of Health Information Service, you have noticed that department supervisors arbitrarily allow employees to make up missed time due to absences. You decide that you need a policy to reinforce the attendance policy to reinforce the attendance policy and cut down on tardiness and absences. Which policy statement would support your overall departmental goals? A Advance approval is required for changes in work schedules and depend on departmental operations. B Sick days can be used in lieu of time missed due to tardiness or absences. C No makeup time for absences and tardiness is allowed. D Changes in work schedules must be approved in advance and depend on departmental operations.
D
Mary Ellen Smith has been an excellent biller for the past 5 years. Lately, you have noticed that she has the highest error rate and the lowest productivity rate of the entire billing section. She also seems to be distracted and unhappy. You have a conversation with her and she confides that she is having many "personal problems" that are causing her enormous stress. As her supervisor, you A accept this explanation and determine that it is probably a temporary situation. B issue a verbal warning to Mary Ellen to shape up. C issue a written warning with a date to review her progress D refer her to the Employee Assistance Program
D
Miranda has decided to accept a position as a manager in a large health system. A key factor was the opportunity to work for a transformational leader. In determining whether the Health Information director is a transformational leader, which of the following characteristics would concern her? A risk taking B mentoring C charisma D dependency
D
Niagara Falls Health Center needs occasional help in coding to remain current. Rena, the coding manager, is seeking an individual who is available evenings and weekends and will be responsible for his or her own actions. At a regional HIM meeting, Rena announces that she is looking for a(n) A. consultant B statutory employee C part-time employee D independent contractor
D
Postage charges for Health Information Services have increased over the last quarter. As the director, you have seen mail envelopes that have been meter-stamped that did not appear to be official hospital business. The best course of action is to A remove the postage meter from the department B keep a watchful eye to see who is using the postage meter improperly C call a department meeting and issue employee warnings. D put one person in charge of the meter
D
Puget Sound Health System has set hiring goals and taken steps to guarantee equal employment opportunities for members of protected groups (e.g., American Indians, veterans). It is complying with A Affirmative Action B Equal Pay Act C Minority Hiring Act D Civil Rights Act
D
Research has shown that productivity increases with all of the following actions EXCEPT when A employees are rewarded for extra output. B it becomes the primary goal of management C it is measured D the office environment is reengineered
D
Rita Mizner, MBA, RHIA, is director of Information Services for Mt. Sinai Medical Center. She is well respected for a management style that empowers her staff. All of the following are characteristics of effective delegation, EXCEPT A explaining exactly what needs to be done B agreeing on performance standards C providing necessary resources D retaining authority to make key decisions
D
Southwest Health System has numerous semiretired staff. The Human resources Department has provided training regarding the Age Discrimination in Employment Act (ADEA). They emphasized that it protects employees and applicants between what ages? A 50 and 75 B 45 and 99 C 62 and 85 D 40 and 70
D
The staff in the Human Resource Department is proposing a cloud training program for 200 employees and needs to prepare a budget for the time and cost of the training. *The training program will be 30 minutes in length *The employees can take the training online at any time. *The rate of pay for 50 of the employees is $15.50 per hour. *The rate of pay for 50 employees is $12.00 per hour. *The rate of pay for the other 100 employees is $18.00 per hour. Question: How much should the training staff request in the budget for doing the computer-based training program? A $3,175.00 B $1,975.00 C $1,887.50 D $1,587.50
D
There are a variety of approaches to career development. Which of the following is NOT one of the recognized strategies? A Supervisors may identify employee potential and set goals, particularly in performance evaluations. B Mentors have a formal relationship with the proteges, providing expert advice based on personal career experience. C Coaches focus on the learning process, guiding the employee in developing knowledge and skills D HR recruiters refer employees for new opportunities within the organization.
D
Trevor is a new scanning technician. To fulfill your responsibility as a supervisor and to help him learn and complete his work correctly, the best training resource to use would be a(n) A. job description B service level agreement. C organization policies and procedures manual D job procedure.
D
Under the Americans with Disabilities Act (ADA), prior to employment, it is illegal to require a A math aptitude test B typing skill test C coding proficiency test D physical exam
D
When analyzing discipline problems, which of the following should be considered? A the prior performance of the employee in question B the frequency of the problem C the seriousness of the problem D All answers apply
D
Which appraisal method places the employees into a set of ordered groups (e.g., top 10% above average 20%, middle 40%) on the basis of a global measure? A critical incident method B behaviorally anchored ranking scales C management by objectives D forced ranking
D
Which of the following is NOT an advantage teams? A Team-based decisions are generally more widely accepted than managerial decisions. B Teams can develop new leaders C Teamwork can enrich jobs and provide a variety in work assignments D Successful teams have a dominating leader.
D
You are interviewing a candidate for a subpoena clerk position in the release of information section. Which of the following is the LEAST appropriate information to ask an interviewee to provide? A Do you have transportation for attendance at depositions and court? B Please share an experience where you had to determine applicable state law. C. Please provide a copy of your most recent CE certification and AHIMA membership. D. Do you have family responsibilities that would keep you from remaining at a trial?
D