chapter 17 Flashcards
The nurse manager schedules evaluations of staff members by using a newly developed
performance appraisal tool. The development of a performance appraisal tool should include:
a. The organizational mission and philosophy and the 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.
A
Joshua, 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 behaviourally anchored rating scale (BARS).
B
Joshua notes that the next section of the evaluation tool 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 BARS.
b. Management by objectives/learning goals.
c. The forced distribution scale.
d. A traditional rating scale.
D
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.
B
Which of the following is a strategy that clinical nurse educators can use to ensure
understanding and retention of information in newly hired staff nurses?
a. Provide written information of all orientation topics.
b. Evaluate whether there is fit between learner and organizational values.
c. Develop a range of strategies that cover a variety of learning styles.
d. Organize group sessions for orientation to increase cost effectiveness.
C
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.”
C
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.”
C
The biggest challenge in the recruitment of staff is:
a. Finding well-qualified candidates who can function well within a 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 whether candidates have had previous negative experiences in a work
environment.
A
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.
B
An outpatient clinic advertised for registered nurse positions. Before authorizing a position
opening, the nurse manager should:
a. Review the position description and performance expectations for the opening.
b. Place an advertisement 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.
a
Yasmine is a likable and popular staff member. Despite occasional complaints from patients
about inappropriate comments and rough handling of patients, Yasmine continues to receive
positive performance appraisals. This is an example of:
a. A halo effect.
b. Rare conflict.
c. Role ambiguity.
d. Evaluator bias.
A
The validity of comments and ratings related to performance is enhanced by which of the
following:
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 other individuals have contributed to the observations.
A
A nurse manager in the intensive care unit works with his staff to develop an appraisal
instrument that includes quantitative data and respects standards for a registered nurse
working on that unit. What type of appraisal is this?
a. Rating scale.
b. Collaboratively based appraisal system.
c. Narrative instrument.
d. BARS.
D
The primary disadvantage of a BARS is that it is:
a. Situation specific.
b. Well understood by the staff.
c. Too generalized.
d. Expensive to develop.
D
Marcia, a nurse manager, discusses her concerns about the hospital’s employee appraisal
system with her work group, noting that all it includes is one rating scale, which means
nothing unless the manager is effective in her job. Marcia’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 are considered superior to simple rating scales in terms of performance
appraisal.
d. Rating scales need to be designed by users to be well accepted.
C
