Question 1

John,a new graduate,reviews the employee evaluation for his new position.The first section requires that he list his own specific objectives to be accomplished.This is an example of:
A) The traditional rating scale.
B) Learning goals, or management by objectives.
C) A forced distribution scale.
D) A behavior-anchored rating scale.

Accepted Answer

In management by objectives,the employer and the employee jointly establish clear and measurable objectives for the next performance period.

Question 2

As a manager,you are interested in developing behavioral questions for an interview.Knowing that there is team conflict at times on your unit,which of the following questions would satisfy your interest in behavioral questions?
A) "Tell me about a time you were involved in a conflict related to a project. What was your role in the conflict? In the resolution of the conflict?"
B) "If you were to employ one strategy for managing conflict, what would it be?"
C) "What is your preferred style of conflict resolution?"
D) "How effective are you in working in a group? In dealing with conflict?"

Accepted Answer

Behavioral questions seek demonstrated examples of behavior from the candidate's past experiences and concentrate on job-related functions and accomplishments.

Question 3

Anecdotal notes:
A) Should be completed only when there are performance concerns.
B) Can be used to support and justify fairness in termination discussions.
C) Are unnecessary if the evaluation instrument is thorough.
D) Need to be completed at the end of a performance period.

Accepted Answer

Anecdotal notes should be kept consistently throughout the evaluation period and should reflect both negative and positive behaviors if they are to provide an accurate assessment of performance.Anecdotal notes provide documentation to support rating scales and narrative evaluation summaries.

Question 4

John's performance was satisfactory during the first month,but after that time,he was found to be very inconsistent in the provision of nursing care.One month before the end of the rating period,he cared for a very wealthy and influential client,who is best friends with the clinical manager.This client donated new furniture for the staff lounge in John's name to show appreciation for his care.John's subsequent performance appraisal resulted in outstanding ratings in all areas.This is an example of:
A) A performance rating based on justifiable evidence.
B) A bias related to recent events.
C) The impact of personality on the appraisal of performance.
D) The effective use of a behavior-anchored scale.

Accepted Answer

To gain and to provide an accurate evaluation of performance over time,anecdotal notes need to be maintained throughout the evaluation period.This process assists in avoiding bias related to recent or sensational events that make a particularly strong impression.

Question 5

An outpatient clinic advertised for RN positions.Before authorizing an open position,the nurse manager should:
A) Review the position description and performance expectations for the opening.
B) Place an ad in the local newspaper and on the telephone job line.
C) Review all current applications on file.
D) Look for employees within the system who might best fill the position.

Accepted Answer

The position description provides the basis for this position within the organization and communicates expectations for the role.

Question 6

A nurse manager in ICU works with his staff to develop an appraisal instrument that includes quantitative data and respects standards for an RN working on that unit.This type of appraisal is a:
A) Rating scale.
B) Collaboratively based appraisal system.
C) Narrative instrument.
D) Behaviorally anchored rating scale.

Accepted Answer

BARS's describe performance quantitatively and qualitatively,and when staff members are involved in the development of these instruments,they are more likely to understand the importance of evaluation for each criterion selected and to have an understanding of their performance expectations.

Question 7

The biggest challenge in the recruitment of staff is:
A) Finding well-qualified candidates who can function well within your particular work culture.
B) Recruiting individuals with the appropriate qualifications and experience.
C) Screening out candidates who are unable to function well within a team.
D) Determining if candidates have had previous negative experiences in a work environment.

Accepted Answer

Choosing the right individual is the challenge for managers and involves finding qualified candidates who will work well within your culture.

Question 8

Which of the following might best conclude an interview?
A) "Thank you for your interest. Someone will be in touch with you soon."
B) "Before you go, we will make sure that we have your contact information. Thank you for coming."
C) "I will be in contact with all candidates by telephone by next Friday. It has been a pleasure to meet you."
D) "We have several excellent candidates so I am not sure about the outcome of the interview, but I will let you know. Thank you for coming."

Accepted Answer

An employment interview should always conclude with information as to how and when follow-up to the interview will occur.

Question 9

The primary disadvantage of the appraisal tool in Question 13 is that it is:
A) Situation specific.
B) Well understood by the staff.
C) Too generalized.
D) Expensive to develop.

Accepted Answer

BARS's take a considerable amount of time to implement,and although they are specific to the specialty of nursing and are potentially well accepted by staff,they are expensive to develop.

Question 10

Joanne is a likable and popular staff member.Despite occasional complaints from patients about inappropriate comments and rough handling of patients,Joanne continues to receive positive performance appraisals.This is an example of:
A) Halo effect.
B) Rare conflict.
C) Role ambiguity.
D) Evaluator bias.

Accepted Answer

Halo effect occurs when the performance rating is based on a characteristic of the individual that actually has nothing to do with the work traits being considered.Managers may give higher ratings to individuals they like (halo effect)and lower ratings to individuals they do not like (negative halo effect).

Question 11

The final section of a performance appraisal is a rating scale.This scale is very detailed and relates to competency standards specific to surgical clients.The scale is a summary of performance directly observed or documentation reviewed and is specific to client care situations in which the employee has been involved.This type of evaluation is most commonly known as:
A) A traditional rating scale.
B) Management by objectives/learning goals.
C) A forced distribution scale.
D) A behavior-anchored rating scale.

Accepted Answer

BARS's contain both quantitative (rating scales)and qualitative data.They are specific to situations and positions.

Question 12

During a performance appraisal,Joanne,the nurse manager,indicates that Alysha has difficulty mentoring students on the unit.Alysha responds that this is not her responsibility.In responding to Alysha,Joanne needs to consider:
A) Alysha's level of confidence.
B) Whether mentoring is included in the position description.
C) Whether mentoring is an essential component of the position description.
D) Whether mentoring can be accurately observed and measured.

Accepted Answer

Performance appraisal is tied to roles and responsibilities of the position,as outlined in the position description.If roles and responsibilities are not included specifically,then they cannot be appraised.

Question 13

On your unit,despite efforts to build a strong sense of team,conflict between some of the staff is ongoing.Nonetheless,you want to proceed with developing a systematic and effective performance appraisal system.Which of the following approaches would be most appropriate for you to implement?
A) Peer review
B) A combination of tools
C) Anecdotal notes
D) Rating scale

Accepted Answer

A combination of tools is likely superior to any one method in any situation.Peer review would not be recommended alone or in combination,as it is not useful in an environment where there is a high degree of mistrust or conflict.

Question 14

Sue,a nurse manager,discusses her concerns about the hospital's employee appraisal system with her work group,noting that all that it includes is one rating scale,and that it means nothing unless the manager is effective in her job.Sue's concerns reflect which best practices associated with performance appraisal?
A) Rating scales are too generalized to be considered valid or reliable.
B) The effectiveness of any appraisal system is tied directly to the skills and communication abilities of the manager.
C) BARS is considered superior to simple rating scales in terms of performance appraisal.
D) Rating scales need to be designed by users to be well accepted.

Accepted Answer

Rating scales are relatively easy to construct and easy to complete but usually consist of generalizations and nonspecific behaviors,and the rating is relatively subjective in nature.The effectiveness,however,of any system is tied directly to the skills and communication abilities of the person who is using it.

Question 15

Which of the following strategies might be effective in empowering staff?
A) Communication book in which new information on policies and processes is communicated and mistakes are highlighted.
B) Monthly staff meetings during which a portion of the agenda is devoted to sharing ideas and presentations on best practices for implementation on the unit.
C) Once-yearly summative evaluations based on what the manager best likes about the individual.
D) Immediate discussion of errors in care and with involved staff with direction as to how errors are to be prevented in the future.

Accepted Answer

Empowerment is a process that acknowledges the values and judgments of others and trusts their decisions.It allows freedom for making decisions while retaining accountability and provides an environment that is safe in which to explore.

Question 16

The nurse manager schedules evaluations of staff members using a newly developed performance appraisal tool.The development of a performance appraisal tool should include:
A) Organizational mission, philosophy, and position requirements.
B) A generalized overview of the duties of a position.
C) A skills checklist and accreditation requirements.
D) An ordinal scale that ranks all employees.

Accepted Answer

Performance appraisal tools and processes should reflect the organizational mission and philosophy,as well as position requirements.

Question 17

In addressing the primary challenge in recruitment of new staff,which of the following interview questions might be asked?
A) "Could you review your resume for us, highlighting your certifications and experience?"
B) "If we were to ask your references, what would they list as your strengths? Weaknesses?"
C) "We have a number of older adult patients on this unit. If you noticed another staff member addressing one of these patients impatiently, how would you respond?"
D) "Tell us about your work and academic experiences and qualifications."

Accepted Answer

The primary challenge in the recruitment of new staff is finding candidates who can function well within your work culture.Asking behavioral questions in the interview allows you to assess how a candidate may function in real-life situations and to assess if this behavior is compatible with the culture on the unit.

Question 18

As part of orientation to your unit,you decide to administer Kolb's Learning Style Inventory (LSI)to new staff.The most likely reason for your decision is that the use of Kolb's LSI:
A) Reduces the cost of orientation.
B) Determines if there is fit between learner and organizational values.
C) Develops the strengths of the new staff member.
D) Enables individualization of learning to the learner's needs.

Accepted Answer

Administration of Kolb's LSI enables identification of the learning styles of new employees,which assists in focusing the implementation of orientation goals and in individualizing learning to the needs and learning style of the employee.

Question 19

The validity of comments and ratings related to performance is enhanced by:
A) Maintenance of anecdotal notes over the entire evaluation period.
B) Quantity of information gathered for appraisal purposes.
C) Agreement of the employee with the ratings and comments.
D) Whether or not other individuals have contributed to the observations.

Accepted Answer

Anecdotal notes compiled consistently over the entire rating period are a much more equitable method of providing an accurate summary of the employee's performance.

Question 20

John notes that the next section is specific to the organizational philosophy and has a four-point ordinal scale that describes performance from "always meets expectations" to "does not meet expectations." This type of evaluation is most commonly known as:
A) A behavior-anchored rating scale.
B) Management by objectives/learning goals.
C) The forced distribution scale.
D) A traditional rating scale.

Accepted Answer

Rating scales are commonly used in evaluation and reflect generalizations rather than specific behaviors.

Quiz 15: Selecting, Developing, and Evaluating Staff

John,a new graduate,reviews the employee evaluation for his new position.The first section requires that he list his own specific objectives to be accomplished.This is an example of:

As a manager,you are interested in developing behavioral questions for an interview.Knowing that there is team conflict at times on your unit,which of the following questions would satisfy your interest in behavioral questions?

Anecdotal notes:

An outpatient clinic advertised for RN positions.Before authorizing an open position,the nurse manager should:

A nurse manager in ICU works with his staff to develop an appraisal instrument that includes quantitative data and respects standards for an RN working on that unit.This type of appraisal is a:

The biggest challenge in the recruitment of staff is:

Which of the following might best conclude an interview?

The primary disadvantage of the appraisal tool in Question 13 is that it is:

Joanne is a likable and popular staff member.Despite occasional complaints from patients about inappropriate comments and rough handling of patients,Joanne continues to receive positive performance appraisals.This is an example of:

During a performance appraisal,Joanne,the nurse manager,indicates that Alysha has difficulty mentoring students on the unit.Alysha responds that this is not her responsibility.In responding to Alysha,Joanne needs to consider:

On your unit,despite efforts to build a strong sense of team,conflict between some of the staff is ongoing.Nonetheless,you want to proceed with developing a systematic and effective performance appraisal system.Which of the following approaches would be most appropriate for you to implement?

Which of the following strategies might be effective in empowering staff?

The nurse manager schedules evaluations of staff members using a newly developed performance appraisal tool.The development of a performance appraisal tool should include:

In addressing the primary challenge in recruitment of new staff,which of the following interview questions might be asked?

As part of orientation to your unit,you decide to administer Kolb's Learning Style Inventory (LSI) to new staff.The most likely reason for your decision is that the use of Kolb's LSI:

The validity of comments and ratings related to performance is enhanced by:

John notes that the next section is specific to the organizational philosophy and has a four-point ordinal scale that describes performance from "always meets expectations" to "does not meet expectations." This type of evaluation is most commonly known as: