Deck 7: Organizational Relations and Employee Retention in Healthcare

Question 1

High turnover rates in the first few months of employment are often linked to __________.

A) Unexpected relocation of a spouse
B) Inadequate selection and screening efforts
C) Miscommunication about job responsibilities
D) Failure to pass drug screening

Answer 1

Inadequate selection and screening efforts

Question 2

Work flexibility can be accomplished through __________.

A) Parent shifts
B) Telecommuting
C) Compressed work week
D) All of the above

Answer 2

All of the above

Question 3

Pay and benefits must be competitive,which means they must be "close" to what other employers are providing. Close is defined as being within what percentage of the market?

A) 5%
B) 10%
C) 15%
D) 20%

Answer 3

10%

Question 4

Flextime,signing bonuses,and relocation cost reimbursement are effective recruiting strategies when __________.

A) Trying to recruit types of workers where there is critical shortage
B) Organizational budget is tight
C) When base pay is below market benchmarks
D) Trying to recruit talent from competitors

Question 5

Programs that encourage employees to pursuer new opportunities without leaving their current organization are considered:

A) Internal transfer plans
B) Career planning
C) Training continuity planning
D) Promotion programs

Question 6

It is estimated that __________ workers in U.S.organizations are relatively satisfied with their jobs?

A) 1 in 10
B) 1 in 3
C) 1 in 6
D) 1 in 5

Question 7

One important organizational value that affects employee loyalty is (a)__________.

A) Focus on mergers and acquisitions to grow the business
B) Culture of trust
C) Use of contract and part-time staff
D) All of the above

Question 8

Organizational culture is __________.

A) The way an organization plans strategy
B) Defines what an organization is willing to do
C) A pattern of shared values and beliefs
D) All of the above

Question 9

Which of the following components is considered most important to increasing an organization's retention of employees?

A) Job design
B) Flexible work hours
C) Commuting distance
D) On-site food source

Question 10

One example of a reward as a retention determinant is __________.

A) Career planning
B) Recognition
C) Work/life balance
D) Autonomy

Question 11

Job satisfaction __________.

A) Can be influenced by an employee's rapport with management
B) Can be predicted using a simple formula
C) Is clearly related to productivity
D) Is not correlated to organizational commitment

Question 12

What is a sign of the importance of employee retention in healthcare?

A) Compensation packages are increasing for healthcare workers
B) Hospitals are cutting back services for the elderly
C) Employers are evaluating managers on retention as part of their performance reviews
D) Employee satisfaction surveys are given more frequently

Question 13

Surveys of employees consistently show that the most important reasons why individuals stay or leave their jobs is:

A) Career opportunities and compensation
B) Compensation and hours worked
C) Conflict with their supervisor and length of commute
D) Compensation and conflict with their supervisor

Question 14

What is one of the arguments against variable pay for executives and employed physicians is that __________.

A) It does not motivate them to improve quality of work
B) It takes away what can be given to lower level healthcare employees
C) It contributes to the high cost of healthcare
D) It does not result in gaining a competitive advantage

Question 15

What relationship with the employee,if poor,can outweigh all the other positive efforts extended by the organization?

A) Staff
B) Human Resources
C) Supervisor
D) Client

Question 16

The term used to define an employee's relationship with an organization,which refers to the unwritten expectations that employees and employers have about the nature of their work relationship is called __________.

A) Loyalty
B) Employment agreement
C) Psychological ownership
D) Psychological contract

Question 17

One example of an organizational component of the retention is __________.

A) Job security
B) Co-worker relations
C) Training continuity
D) Special benefits and perks

Question 18

Many women view hospitals and nursing homes as unattractive places to work because __________.

A) The hours are unpredictable
B) The work can be dangerous
C) Workers fail to garner respect from physicians and administrators
D) All of the above

Question 19

When employees feel that they have some control and perceived rights in the organization,they are more likely to be committed to the organization. This is a concept called __________.

A) Loyalty
B) Employment agreement
C) Psychological ownership
D) Psychological contract

Question 20

Which of the following can have a negative affect on employee loyalty?

A) Decreased use of temporary and contract labor
B) Centralizing work processes
C) Competitive benefits
D) Organizational mergers

Question 21

Common turnover rates can range from almost zero to 100%.

Question 22

What is cited in the text as impacting the need to ensure that all employees have nondiscriminatory treatment?

A) The increasing demographic diversity of the workplace
B) The increasing legal risk with discriminatory treatment
C) The high cost of replacement when employees leave due to discrimination
D) All of the above

Question 23

A critical part of conducting an attitude survey is to provide feedback to those who participated in it.

Question 24

Key employees rarely leave an organization because of organizational culture.

Question 25

The purpose of offering special benefits is to communicate to individuals that the employer cares about the employees and recognizes the challenges of balancing work/life demands.

Question 26

In general,healthcare organizations that have measurable turnover objectives for managers experience lower turnover rates.

Question 27

When supervisors are providing clear performance expectations,valuing the employees' contribution,ensuring a safe work environment,and listening to the employees' concerns,they are likely having an impact on __________.

A) Discriminatory treatment
B) Work/life balance
C) The psychological contract
D) Retention

Question 28

By asking employees to respond candidly to an attitude survey,management is __________.

A) Breeching the trust factor
B) Building expectations that action will be taken to respond to concerns
C) Distracting employees from their primary duties and responsibilities
D) Violating the Civil Rights Act of 1991

Question 29

Employee attitude surveys can provide valuable insight into assessing and measuring retention.

Question 30

Job dissatisfaction occurs when an employee's expectations of positive job experiences are not met.

Question 31

During an exit interview the employee is asked __________.

A) For feedback about his/her supervisor
B) Questions about satisfaction with compensation
C) The reasons for his/her departure
D) His/her plans for the next 12 months

Question 32

Employees who participate in tuition assistance programs have been found to have higher retention rates than individuals who do not do so. As a result,offering such a program is sufficient to improve employee retention rates.

Question 33

Using reward as a retention determinant can be done through special benefits and perks.

Question 34

Turnover data can be gathered and analyzed in a number of ways,including which of the following:

A) Length of service
B) Education and training
C) Demographic characteristics
D) All of the above

Question 35

To ensure that appropriate actions are taken to enhance retention and reduce turnover,it is important that management decisions are made using:

A) Subjective impressions
B) Selected individual situations
C) Data and analysis
D) Any of the above

Question 36

Technical professionals and those under 30 years rank promotion above compensation as a retention concern.

Question 37

More detailed analysis of turnover rates is not important.

Question 38

HR professionals should use the information on retention determinants and the assessment information to:

A) Develop feedback mechanisms for the managers in their organization
B) Identify what changes are needed to improve retention
C) Target training opportunities for new employees
D) To market test compensation and benefit programs

Question 39

While supervisors can do many things to impact retention,how have individual employees defined a "good" boss?

A) The supervisor provides coaching and career development
B) Performance reviews are given timely and respectfully
C) Communication is open and the supervisor listens and responds to the employees' concerns
D) All of the above

Question 40

Only intangible items,such as loyalty,fair treatment,and job security are encompassed by psychological contracts between employers and employees.

Question 41

It is never appropriate to guarantee an employee confidentiality in the exit interview because all details shared must be provided in reporting to upper management.

Question 42

It is preferential to develop employee surveys in-house because the HR professionals know what questions to ask.