IPMA-HR Module 1 Exam Study Guide with Complete Solutions Transitional Leadership - Correct Answer Mayors, County Executives, and Governors are elected for specific and generally limited terms, usually due to voter approval or agreement with their state goals or objectives. Provide greater emphasis on programs and operations previously deemed less important, and comply with different fiscal, budgetary and taxation objectives.Transparency - Correct Answer There is a clear expectation, reinforced with "sunshine" laws (i.e.open meeting/record laws), that business will be transacted in pubic, subject to oversight and close scrutiny of the citizenry.Merit System - Correct Answer Established to assure fair and nonpartisan practices with respect to employment throughout Federal, state, and local governments. A system of rules and policies established through formal administrative rules, regulations, and procedures which address employment practices; job classification, compensation, grievance and layoff procedures.The Pendleton Act 1883 - Correct Answer Introduced the merit system concept to the Federal government. It established the institutional framework for Federal human resources management.Created a bipartisan Civil Service Commission as a buffer against partisan pressures from the executive and legislative branches. Served as a model for reformers seeking to change state and local governments.Tides of Reform - Correct Answer The framework in considering the merit system came from Paul Light in his book, Making Government Work (1997).The four philosophies of Tides of Reform - Correct Answer Scientific Management, War on Waste, Watchful Eye, Liberation Management Scientific Management - Correct Answer Focuses on efficiency via tight hierarchy, specialization, clear chains of command. Frederick Taylor states that he developed this management theory, to prove that the best management is a true science, resting upon clearly defined laws, rules, and principles, as a foundation.Brownlow, First Hoover Commissions, CFO Act. - Correct Answer Examples of Scientific Management War on Waste - Correct Answer The second reform movement, with its emphasis on economy, using auditors, investigators, and inspectors general to achieve this goal. 1 / 2
Inspector General Act (IG); hearings on conference spending. - Correct Answer Examples of War on Waste Watchful Eye - Correct Answer The third reform movement, emphasized fairness and openness via sunshine.The 1957 Administrative Procedure Act (APA) - establish regulations, (Admin Procedures Act, Freedom of Information Act (FOIA), Federal Advisory Committee Act (FACA). - Correct Answer Examples of Watchful Eye Liberation Management - Correct Answer Puts premium on performance by letting managers manage, with market pressure as supporting tool for accountability.GPRA, National Security Personnel System, Performance Based Organizations. - Correct Answer Examples of Liberation Management Title VII - Civil Rights Act of 1964 - Correct Answer Employment discrimination based upon one's race, religion, sex, national origin and color, became illegal. Organizations with 15 or more employees are required to adhere to the rules set forth by Title VII.Pregnancy Discrimination Act 1978 - Correct Answer Amendment to Title VII which made it illegal to discriminate against pregnant women in matter related to employment.Affirmative Action - Correct Answer Actions take to overcome barriers to equal employment opportunities and to remedy the effects of past discrimination, introduced by President Kennedy.Age Discrimination Employment Act (ADEA) - Correct Answer Prohibits any employer from refusing to hire, discharge, or otherwise discriminate against any individual because of age for employees at least 40 years of age.American with Disability Act 1990 - Correct Answer Covers employment and requires that employers of more than 15 people must make reasonable accommodations that allow a qualified job applicant with a disability to complete the application process or a disabled employee to carry out the duties of his or her job. An individual is considered to have a disability if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.
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