Question 1

A 2018 Harvard Business Review article defined two primary dimensions that help to define an organizational culture:

Accepted Answer

A)  How People Interact and Response to Change 
B)  Reliability and Flexibility 
C)  Functional Orientation and Process Orientation 
D)  Internally focused and Externally Focused 
E)  Short term and long term 
A)  How People Interact and Response to Change 
B)  Reliability and Flexibility 
C)  Functional Orientation and Process Orientation 
D)  Internally focused and Externally Focused 
E)  Short term and long term A

Question 2

Individual executive development plans in the Beta Health case study included activities like serving on a community board and working with a community partner. These are examples of:

Accepted Answer

A)  Development through education 
B)  Development through exposure 
C)  Development through experience 
D)  Performance support 
E)  All of the above 
A)  Development through education 
B)  Development through exposure 
C)  Development through experience 
D)  Performance support 
E)  All of the above C

Question 3

Coaching and mentoring are development approaches that:

Accepted Answer

A)  Build knowledge and understanding 
B)  Provide opportunities to observe others who are successful in the application of important knowledge and skills 
C)  Provide feedback and offer opportunities to practice and improve 
D)  Support execution 
E)  Are best done 1:1 
A)  Build knowledge and understanding 
B)  Provide opportunities to observe others who are successful in the application of important knowledge and skills 
C)  Provide feedback and offer opportunities to practice and improve 
D)  Support execution 
E)  Are best done 1:1 B

Question 4

Which of these is not usually included in a competency-based success profile?

Accepted Answer

A)  Credentials 
B)  Knowledge 
C)  Skills 
D)  Experience 
E)  Behaviors 
A)  Credentials 
B)  Knowledge 
C)  Skills 
D)  Experience 
E)  Behaviors

Question 5

Population health leaders ensure the workforce supports the organization's population health strategy by (pick all that apply):

Accepted Answer

A)  Creating the necessary training programs 
B)  Providing input on the required organizational outcomes 
C)  Acting as sponsors of a workforce development plan 
D)  Seeking new, external talent 
E)  Reinforcing the right culture 
A)  Creating the necessary training programs 
B)  Providing input on the required organizational outcomes 
C)  Acting as sponsors of a workforce development plan 
D)  Seeking new, external talent 
E)  Reinforcing the right culture

Question 6

In deciding whether to develop (build) or recruit (buy) the talent for critical roles (pick all that apply):

Accepted Answer

A)  Recruiting is more likely to deliver the talent with the skills you need. 
B)  Internal talent will usually produce results sooner. 
C)  Internal development costs are higher than the cost of recruiting. 
D)  Consider how long each approach will take to closely meet the needs. 
E)  Consider the availability of talent internally and externally. 
A)  Recruiting is more likely to deliver the talent with the skills you need. 
B)  Internal talent will usually produce results sooner. 
C)  Internal development costs are higher than the cost of recruiting. 
D)  Consider how long each approach will take to closely meet the needs. 
E)  Consider the availability of talent internally and externally.

Question 7

Roles that are critical to achieving a population health strategy are:

Accepted Answer

A)  Leadership roles 
B)  Roles that are new to the organization 
C)  Most often found in operations 
D)  Can be found anywhere in the organization 
E)  Control the most resources 
A)  Leadership roles 
B)  Roles that are new to the organization 
C)  Most often found in operations 
D)  Can be found anywhere in the organization 
E)  Control the most resources

Question 8

To link development to business outcomes which of these is NOT one of the 4 questions you need to answer.

Accepted Answer

A)  What business need will be met? 
B)  Which development approach will get the desired result? 
C)  What will people do better as a result of the development? 
D)  What change will be observable? 
E)  What are meaningful measures of success? 
A)  What business need will be met? 
B)  Which development approach will get the desired result? 
C)  What will people do better as a result of the development? 
D)  What change will be observable? 
E)  What are meaningful measures of success?

Question 9

The most important takeaway for population health leaders from this chapter is:

Accepted Answer

A)  To be successful, a population health strategy requires that people have the necessary competencies 
B)  The right culture is fundamental to an effective workforce development plan 
C)  A workforce development plan focuses on competencies that drive the desired results 
D)  You need to actively contribute to and be key sponsors for a workforce development plan to be effective. 
E)  All of these are important 
A)  To be successful, a population health strategy requires that people have the necessary competencies 
B)  The right culture is fundamental to an effective workforce development plan 
C)  A workforce development plan focuses on competencies that drive the desired results 
D)  You need to actively contribute to and be key sponsors for a workforce development plan to be effective. 
E)  All of these are important

Question 10

To reinforce the desired culture population health leaders need to:

Accepted Answer

A)  Make decisions and take actions aligned with the culture 
B)  Ensure organizational communications reinforce the culture 
C)  Require reward and recognition programs support the culture 
D)  Set performance objectives aligned with the culture 
E)  All of the above 
A)  Make decisions and take actions aligned with the culture 
B)  Ensure organizational communications reinforce the culture 
C)  Require reward and recognition programs support the culture 
D)  Set performance objectives aligned with the culture 
E)  All of the above

A 2018 Harvard Business Review article defined two primary dimensions that help to define an organizational culture:

Individual executive development plans in the Beta Health case study included activities like serving on a community board and working with a community partner. These are examples of:

Coaching and mentoring are development approaches that:

Which of these is not usually included in a competency-based success profile?

Population health leaders ensure the workforce supports the organization's population health strategy by (pick all that apply):

In deciding whether to develop (build) or recruit (buy) the talent for critical roles (pick all that apply):

Roles that are critical to achieving a population health strategy are:

To link development to business outcomes which of these is NOT one of the 4 questions you need to answer.

The most important takeaway for population health leaders from this chapter is:

To reinforce the desired culture population health leaders need to:

The Population Health Promise

Epidemiology

On the Path to Health Equity

Structure, Systems and Stakeholders

Reimbursement Models to Support Value-Based Care

Population Health Data and Analytics

Health Promotion and Health Behavior

Consumer Engagement and Technology

Accountability for Outcomes

Changing Organizational Culture

Coordinated Care Delivery Models

Policy and Advocacy

Building Cultures of Health and Wellness Within Organizations

Filters

Exam 7: Developing the Workforce to Enhance Population Health

A 2018 Harvard Business Review article defined two primary dimensions that help to define an organizational culture:

Individual executive development plans in the Beta Health case study included activities like serving on a community board and working with a community partner. These are examples of:

Coaching and mentoring are development approaches that:

Which of these is not usually included in a competency-based success profile?

Population health leaders ensure the workforce supports the organization's population health strategy by (pick all that apply):

In deciding whether to develop (build) or recruit (buy) the talent for critical roles (pick all that apply):

Roles that are critical to achieving a population health strategy are:

To link development to business outcomes which of these is NOT one of the 4 questions you need to answer.

The most important takeaway for population health leaders from this chapter is:

To reinforce the desired culture population health leaders need to:

The Population Health Promise

Epidemiology

On the Path to Health Equity

Structure, Systems and Stakeholders

Reimbursement Models to Support Value-Based Care

Population Health Data and Analytics

Health Promotion and Health Behavior

Consumer Engagement and Technology

Accountability for Outcomes

Changing Organizational Culture

Coordinated Care Delivery Models

Policy and Advocacy

Building Cultures of Health and Wellness Within Organizations

Filters