Questions based on the article, "Disability Management Through Organizational Thought"

1. An administrator responsible for the design and operation of a disability management program has to appreciate the significance of:

the bargaining units demands
psychosocial aspects of work
nuances
semantics

2. “Workplace disability can be managed, even prevented”:

true
false

3. The “lexicon of workplace disability” can assist business leaders to formulate more effective:

employees handbooks
policies and procedures
ADA guidelines 
public relations

4. Knowing the difference between _____________ is critical in effectively managing workplace disability:

policies and procedures
medical impairment and occupational disability
any illness and workplace injury
contrast and comparison

5. “Lost time from work following injury or illness” can be:

critically expensive
inconsequential or not
induced
disruptive

6. “Litogenic” disability is the result of an alliance between the ____________ and the legal advocate:

   injured party
   employee’s supervisor
   Board of Trustees
   the Human Resources department

7. A disability that is unwittingly precipitated, aggravated, or induced by a health care provider’s attitude, examination, comments, or treatment is termed:

   being inconsequential and/or an unproductive rationale
   litogenic
   iatrogenic
   psychogenic

8. Replicated studies show that after six months of lost time following an occupational injury, ______ percentage of injured workers never return to gainful employment:

   20%
   30%
   40%
   50%

9. Co-malingering is the result of __________ in keeping the injured party out of work:

   collaboration
   co-ordination
   conspiracy
   a congenitally induced cause

10. As technology continues to advance, job accommodation becomes increasingly more  _________:

    costly and expensive
    feasible and practical
    un-feasible and impractical
    self-defeating

Questions based on the article, "Conducting Compelling Vocational Disability Evaluations:
Three Required/Critical Understandings for the Evaluator"

1. Thorough histories are critical in establishing the source and extent of a problem as established in the research literature by each of the following except:

medical
psychological
educational
social

2. Vocational/disability can serve as a basis for arguing total disability if indeed it exists:

True
False

3. The notion that a person’s familial values and personal beliefs are fundamental to an individual’s vocational identity was posited by:

S.H. Osipow
John Holland
Ken Mitchell
Donald Super    

4. A thorough understanding of an individual’s past psychological adjustment can be critical in understanding that person’s potential for:

psychological counseling
work
Workers’ Compensation
“light duty”

5. Forensic vocational expert’s must work toward gathering as much information as possible in order to answer the legal questions of all of the following except:

occupational disability
earning power
residual employability
eligibility for compensatory time

6. Vocational/disability evaluation involves a review of which of the following:

   relevant medical and psychological information
   the ethnicity of the person
   the level of religious faith of the person
   the qualifications of the person’s medical treatment providers

7. Among the challenges for the clinician and the vocational evaluator is the ongoing effort to distinguish among all of the following except:

   disability.
   impairment.
   temperament
   functionality

8. Employees who malinger are often manipulating the disability insurance system to gain which of the following:

   fame and recognition
   compensation and avoid work
   the employer’s acceptance
   the sympathy of family and friends

9. According to Ken Mitchell, co-malingering is always the result of an intentional act on the part of either the worker or the employer:

   true
   false

10. The misleading phrase “the patient is totally disabled” is generally ascribed to:

    lawyers.
    employers.
    employees.
    physicians

Questions based on the two-part article, "Explaining Acquired Disability & The Workplace Approach to Managing It"  

1. Vocational disability may be a function of which of the following:

psychobiological development
psycho-neuropsychology
psychosocial dynamics
psychochemical imbalances

2. The employee-employer relationship is invariably susceptible to:

bargaining unit grievances
the quality of the company’s wellness program
conflict
bitterness

3. The statement, “When the pressures and demands exceed our tolerance for stress, we are susceptible to illness and/or injury.” is:

true
false

4. The idea that certain individuals “are more vulnerable than others to the customary pressures of life” is called:

disability preference and suitability
disability tolerance
disability intolerance
disability proneness

5. The term used to define how people make sense of their worlds is:

attribution theory
occupational disability theory
impairment avoidance theory
causal theory

6. An understanding of how injured workers perceive loss of control in the workers’ compensation system is the concept of:

   Learned Hopefulness
   Learned Pessimism
   Learned Helplessness
   Learned Optimism

7. Occupational disability and lost productivity can often be explained by understanding acquired disability can be all of the following except:

   encouraged
   innate
   prompted
   influenced

8. The missing term in the sentence “It is important to recognize that lack of adequate __________ can lead to unnecessary or inadequate medical treatment” is:

   medical record
   personnel records
   supervisor’s evaluation
   history taking

9. The “fear of creating change can be a roadblock to”:

   health and prosperity
   health and welfare
   health and sociability
   health and a work promotion

10. Some organizations tend to deny that their most valuable resource is their:

    ability to manage labor conflicts.
    employee population.
    relations with the blue-collar work force
    capacity for creating job accommodations

     

11. One reason why a Disability Management Program (DMP) is crucial is:

the aging population
the dwindling of qualified applicants
to resolve labor-management disagreements
to avoid over zealous medical determinations

12. Collecting data to document absences, causes, and costs is considered a “direct cost”:

true
false

13. Which of the following questions should employers ask in terms of their Disability Management:

Do we really want a Disability Management program?
Is our company large enough to consider implementing a Disability Management program?
Is our work force disability prone?
Are there experienced professional resources available to assist in program improvement?

14. Every company, regardless of size, will benefit from demonstrating proactive assistance to their:

stockholders
executives
union members
employees

15. “One of the most effective models for how Americans can enrich their lives is”:

Positive Psychology
Causal Attribution
Positive Employee-Employer Relations
Learned Hopelessness

Questions based on the article, "Causal Attributions of Acquired Disability: 
Who Is Qualified to Make the Call?"

1. The Guide to the Evaluation of Permanent Impairment is published by the:
   

American Psychological Association
American Society of Disability Professionals
American Medical Association
American Association of Bargaining Units


2. The vocational expert is far better able than any other medical professionals to state with certainty whether a particular individual possesses residual employability:
   

True.
False.


3. In the first case study of the longshoreman, he argues that he may be unable to perform heavy work but that he can do the:
   

essential functions of his job
easy part of his job
paperwork related to his job.
non-toxic aspects of his job


4. In the longshoreman case, the Defendant countered the “non-medical expert” claim with the fact that:
   

vocational professionals are trained in medical issues
the plaintiff attorney is not a medical expert either
disability is a non-medical issue
the defendant had an impairment not a disability


5. Physicians are trained and qualified to offer opinions with “medical certainty” as to why an individual can or cannot work:
   

True.
False.


6. A vocational expert is frequently confronted with the problem of assessing the employability of individuals with a history of:
   

   emphysema
   Parkinson’s disease
   partial paralysis
   multiple medical impairments

7. The key occupational disability determinants are:
   

   age of the employee
   work history
   availability of suitable employment
   functional capacity and job demand

8. The medical professional is best qualified to identify and describe medical impairment and, in some cases, the person’s:
   

   residual functional capacity
   likelihood to return to work
   tolerance of workers’ compensation incompetence
   need to return to work

9. Functional capacity evaluations provide information on the patients ability to do each of the following except:
   

   lift
   endure
   reach
   squat

10. “Disability” is an alteration of an individual’s capacity to meet personal, social, or occupational demands and is assessed by:
    

    medical means
    non-medical means
    the Human Resources department
    indifferent/impartial observers

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