Question 1

A newly hired nurse is requesting information about the Family and Medical Leave Law of1996. What is the best explanation of this benefit?

Accepted Answer

1. The law only provides for 12 weeks of unpaid sick leave.
2. Adoption is one of the covered situations.
3. The law pertains to employers of 50 or more employees who work within a 75-mile radius.
4. This is the description of the law.

Question 2

Which question is appropriate to ask a nurse during the job interview?

Accepted Answer

1. The interviewer cannot ask this question because it might lead to discrimination based upon religion.
2. The interviewer cannot ask this question because it might lead to discrimination based upon family status.
3. The interviewer can ask questions such as this one in order to assess the applicant's fit within the organization.
4. The interviewer cannot ask this question because it might lead to discrimination based upon age.
5. The interviewer cannot ask this question because it might lead to discrimination based upon nationality.

Question 3

The newly licensed RN has accepted a position in a hospital. What are logical actions expected of this new employee?

Accepted Answer

1. It is not an expectation of employers that new employees be proficient in all technology. Technology varies from facility to facility and from nursing program to nursing program and it changes frequently.
2. It is not an expectation that the new nurse be proficient in the new job in a month.
3. Employers expect that the new employee know where to go or who to ask for clarification of hospital policies, and that they eventually understand them.
4. Employers expect that after passing NCLEX-RN the new graduate have the ability to provide basic patient care and to possess some critical thinking abilities.

Question 4

The nurse who has applied for a new position has been called for an interview. Several staff members will be on the interview committee. What can the nurse expect from this process?

Accepted Answer

1. The chairperson of the interview committee will be in charge of the flow of the interview.
2. This is a common practice. All interview committee members should have access to information about the person being interviewed.
3. Generally, questions are asked by all or several of the committee members.
4. The committee may have other candidates to interview, so the decision is generally released to the applicant at a later date.

Question 5

What method might an HCO use to avoid EEOC problems during staff recruitment and employment?

Accepted Answer

1. EEOC is not concerned with staff satisfaction about their jobs.
2. Using a standardized form helps to reduce discrimination when all are asked for the same information that meets legal requirements such as for the EEOC.
3. EEOC is not concerned with career advancement for staff.
4. It is important to keep notes about applicants and also for staff promotions and terminations to document decision making.

Question 6

Which question, asked by the nurse applying for a new position, is the least critical?

Accepted Answer

1. The least important of these questions is about salary. Salary is often negotiable during the application process.
2. The applicant must decide if the level of work expected meets the nurse's career goals and personal goals.
3. The applicant should assess the leadership to see if the style is comfortable for the applicant.
4. The applicant should ask about the possibility of advancement. Asking about a clinical ladder will provide information about the organization's focus on advancement and learning.

Question 7

The staff nurse has a question regarding an employment benefit. The nurse manager is unable to answer the question and suggests that the nurse contact the human resources department. The nurse states, "Oh never mind, they are so unfriendly down there and can never help you anyway." This statement reflects what basic issue?

Accepted Answer

1. There is no evidence that this nurse cannot ask the question in a logical manner.
2. The nurse manager does not have to know everything, but should be able to lead the staff to a place where answers are obtainable.
3. The job of the human resources department is to support the employees and to display a helpful attitude. If this nurse's comment is correct, the HR department in this facility has failed to do so.
4. There is no indication that this nurse is lazy.

Question 8

The nurse who wishes to apply for a job in a healthcare organization is asked to visit the human resources department. What services can the nurse expect to be delivered through this department? Select all that apply.

Accepted Answer

1. The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.
2. The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.
3. The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.
4. The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.
5. Licensing staff is not under the jurisdiction of human resources, but is the responsibility of state and national boards.

Question 9

The newly licensed nurse has accepted her first hospital position and has been scheduled to attend orientation. The nurse had a previously scheduled vacation booked for the orientation week and asks the human resources director, "What is orientation? Is it okay if I miss it for my vacation?" What is the director's best response?

Accepted Answer

1. This is a fact, but it is not a clear explanation of the benefits of this nurse's attendance.
2. This is a fact, but it is not a clear explanation of the benefits of this nurse's attendance.
3. This is the long-term part of orientation. This statement does not address the need for the nurse to attend orientation.
4. This is the clearest explanation of why orientation is essential to this nurse.

Question 10

Healthcare organizations have used numerous strategies to resolve the nursing shortage. Which of these strategies has been least successful?

Accepted Answer

1. Use of mandatory overtime has become a common strategy for handling the staffing shortage, and one that has had serious consequences affecting ability to work, health of staff, retention, quality, and safety.
2. Use of float staff is a strategy that has had some success in helping relieve shortages.
3. Teaching staff how to cope with inadequate staffing does not supply additional staff, but does help staff make the best use of resources available.
4. This has been a strategy that has met some resistance, but can be helpful if used with planning and education of staff.

Question 11

The nurse is about to experience the first performance appraisal of a new job. What should the nurse expect about this appraisal? Select all that apply.

Accepted Answer

1. The manager should provide feedback throughout the work time, not just during performance appraisals.
2. Support and encouragement are particularly important for a beginning nurse.
3. If there are areas in which the nurse needs improvement, this is a good time for a private discussion of those needs and planning how to improve.
4. This is the global purpose of performance appraisals.
5. Competency based performance appraisals are becoming the norm.

Question 12

An employee who works in the dietary department of the hospital develops HIV. The employee does not have a record of excessive absences or errors. What law protects the employee from being fired?

Accepted Answer

1. The Americans with Disabilities Act of 1990 prohibits discrimination in hiring and job assignments based on disability.
2. The Wagner Act of 1935 and the Taft-Hartley Act of 1948 prohibit discrimination based on union membership.
3. The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, religion, or national origin.
4. Affirmative Action is a set of executive orders, not laws, that protect minority groups but apply only to government agencies and organizations that do business with the government. These organizations must hire members from these protected classes, "In proportion to the population of people in each class in their community."

Question 13

Many strategies have been identified to prevent or decrease stress and incivility in the work setting. What strategies would be helpful? Select all that apply.

Accepted Answer

1. Clarifying expectations will leave no doubt of what is to be done and will combat the passive resistance for fulfilling tasks that is common in passive-aggressive behavior.
2. Holding high expectations will combat the passive resistance for fulfilling tasks that is common in passive-aggressive behavior.
3. Apologizes and excuses for work undone or problems caused by employee's passive-aggressive behaviors should not be tolerated.
4. The manager should avoid being defensive.
5. Seeking the truth and expecting facts will drive performance.

Question 14

The nurse manager has been asked to update all of the position statements for the unit. What sources should this manager use to learn more about each position? Select all that apply.

Accepted Answer

1. Observing the performance of the job will give the manager direct information about what the job description should include.
2. Input from staff members who actually perform the job will be helpful in writing a job description.
3. The Governing Board is not likely to have significant information about individual jobs in the organization.
4. Examples and feedback from organizations with similar job positions can be helpful to this work.
5. Discussing the job with other supervisors and managers and getting their feedback can be helpful with this work.

Question 15

The director of human resources is explaining procedures to a newly hired administrative assistant. Which instruction should the director provide to this employee?

Accepted Answer

1. Candidates should be required to complete the organization's application to protect the organization legally and to provide one consistent source of information.
2. Careful review of applications as they are submitted can lead to time savings in the long run.
3. The format or style of a resume should be easy to review and should provide an overall picture of the candidate.
4. Screening of candidates is done at various times in the enrollment process.

Question 16

The nurse has a performance appraisal appointment with the nurse manager today. What topics would the nurse be surprised to find discussed in this appraisal? Select all that apply.

Accepted Answer

1. Salary negotiations are a part of this appraisal.
2. The performance appraisal is not a time for the manager to discuss systems that do not work. Rather, the manager should discuss systems that would help the nurse improve.
3. Changes in positions are a part of this discussion.
4. It is not appropriate for the manager to discuss another nurse's work during a performance appraisal.
5. The manager should discuss the nurse's accomplishments during the performance appraisal.

Question 17

Choose the typical components of a job or position description. Select all that apply.

Accepted Answer

1. Schedule is important to include.
2. Education is part of qualifications and needed.
3. Work experience needed to meet current requirements should be described.
4. Stress is typically not listed; stress is highly subjective.
5. Including gender can be interpreted as discrimination and would not be listed.

Question 18

The nurse manager is reviewing the resumes of several applicants for an open position. What items should alert the nurse manager to possible problems with an applicant? Select all that apply.

Accepted Answer

1. This can be an indicator that the applicant did not supply all of the information or that there was a gap in the applicant's work history or academic progress. What happened in the gap?
2. This may indicate that the applicant has very little practical experience in the field.
3. This is a common format for listing experience, jobs, education, and recognitions.
4. This can indicate inadequate education, poor attention to detail, or poor command of the English language.
5. This may indicate that the recent job performance was unsatisfactory.

Question 19

The nurse has submitted applications for several positions and has been interviewed for three of the positions. However, the nurse has not been offered any of the jobs or been asked to come for a second interview. What should the nurse do? Select all that apply.

Accepted Answer

1. The nurse is getting some interviews, so the resume is not likely to need revision.
2. The nurse may not be presenting him- or herself in the best possible manner.
3. The nurse may lack the ability to communicate well with the committee.
4. The nurse is getting some interviews, so the resume cover letter is not likely to need revision.
5. The nurse may be overemphasizing strengths or not emphasizing them enough.

Question 20

An employee's performance has been worse than expected. Which comment would be a barrier to an effective performance evaluation?

Accepted Answer

1. It would be effective to begin with some positive feedback, if possible.
2. It would be appropriate to reschedule the interview if the employee cannot control personal emotions.
3. The interviewer should not become defensive, but should stay on the subject of performance and expectations.
4. The supervisor may recommend that the employee seek assistance from the EAP for emotional problems or substance abuse problems.

Quiz 8: Recruitment and Retention: Meeting Staffing Requirements