Question 1

What is the term used to identify the effect that results when some negative aspect of an employee's performance unduly influence all other aspects of performance?

Accepted Answer

A)  A halo effect 
B)  A horns effect 
C)  Central tendency 
D)  A job dimension scale 
A)  A halo effect 
B)  A horns effect 
C)  Central tendency 
D)  A job dimension scale B

Question 2

In performance management, appraisals are eliminated. What does the manager do in place of the appraisal?
1) Periodical coaching
2) Mutual goal setting
3) Leadership training of subordinates
4) Employee accountability for own actions

Accepted Answer

A)  1, 2 
B)  1, 4 
C)  2, 3 
D)  3, 4 
A)  1, 2 
B)  1, 4 
C)  2, 3 
D)  3, 4 C

Question 3

What does the employee's signature on the performance appraisal form denote?

Accepted Answer

A)  The employee agrees with everything written on the form 
B)  The employee objects to what is written on the form 
C)  The employee agrees that a merit raise is due 
D)  The employee has read the appraisal information 
A)  The employee agrees with everything written on the form 
B)  The employee objects to what is written on the form 
C)  The employee agrees that a merit raise is due 
D)  The employee has read the appraisal information D

Question 4

What factor contributes most to a performance appraisal being viewed as relevant by the employees?

Accepted Answer

A)  Its influence on whether a raise will be awarded 
B)  Belief that it is based on the performance of job description-related tasks 
C)  The perception that the manager truly likes and approves of them personally 
D)  The formality with which the appraisal is conducted and presented 
A)  Its influence on whether a raise will be awarded 
B)  Belief that it is based on the performance of job description-related tasks 
C)  The perception that the manager truly likes and approves of them personally 
D)  The formality with which the appraisal is conducted and presented

Question 5

Which statement accurately reflects self-appraisals?

Accepted Answer

A)  Self-appraisals are more objective than the other types of appraisals 
B)  Self-appraisals provide an opportunity to give positive feedback to employees 
C)  Self-appraisals usually require some introspection on the part of the employee 
D)  Self-appraisals should be read before the supervisor does an appraisal 
A)  Self-appraisals are more objective than the other types of appraisals 
B)  Self-appraisals provide an opportunity to give positive feedback to employees 
C)  Self-appraisals usually require some introspection on the part of the employee 
D)  Self-appraisals should be read before the supervisor does an appraisal

Question 6

In preparation for an appraisal conference, how many days of advanced notice will the manager give the employee?

Accepted Answer

A)  1 
B)  2 to 3 
C)  4 to 5 
D)  6 to 7 
A)  1 
B)  2 to 3 
C)  4 to 5 
D)  6 to 7

Question 7

Which is the best example of coaching used to encourage and improve daily work performance?

Accepted Answer

A)  "Let's discuss how to improve your charting notes." 
B)  "Did you enjoy working as team leader this weekend?" 
C)  "Would you consider taking on the role of preceptor?" 
D)  "Your interpersonal skills have shown great improvement." 
A)  "Let's discuss how to improve your charting notes." 
B)  "Did you enjoy working as team leader this weekend?" 
C)  "Would you consider taking on the role of preceptor?" 
D)  "Your interpersonal skills have shown great improvement."

Question 8

What does the Joint Commission advocate about employee performance appraisals?

Accepted Answer

A)  They be conducted at least every 6 months 
B)  They be based on employee job descriptions 
C)  They be documented by anecdotal notes 
D)  They be reflective of employees' personal goals 
A)  They be conducted at least every 6 months 
B)  They be based on employee job descriptions 
C)  They be documented by anecdotal notes 
D)  They be reflective of employees' personal goals

Question 9

What increases the likelihood that the performance appraisal will have a positive outcome?

Accepted Answer

A)  The manager refrains from making any comments about the worker's performance 
B)  The employee is encouraged to identify three areas of satisfactory performance 
C)  The employee provides input into developing the performance standards 
D)  The manager identifies not more than three areas of deficient performance 
A)  The manager refrains from making any comments about the worker's performance 
B)  The employee is encouraged to identify three areas of satisfactory performance 
C)  The employee provides input into developing the performance standards 
D)  The manager identifies not more than three areas of deficient performance

Question 10

What type of evaluation has been proved to increase productivity and commitment in employees?

Accepted Answer

A)  Rating scale 
B)  Checklist 
C)  Essay 
D)  MBO 
A)  Rating scale 
B)  Checklist 
C)  Essay 
D)  MBO

Question 11

Which factor is the focus of an individual's performance evaluation?

Accepted Answer

A)  Related knowledge 
B)  Individual skills 
C)  Appropriate experience 
D)  History of task completion 
A)  Related knowledge 
B)  Individual skills 
C)  Appropriate experience 
D)  History of task completion

Question 12

Which statement correctly describes using self-appraisal as a performance appraisal
Tool?

Accepted Answer

A)  It should always be totally unstructured so employees can write about whatever they want to 
B)  It is effective because most employees are self-aware and rate themselves accurately and appropriately 
C)  It works best when used in conjunction with other appraisal tools 
D)  It relieves the manager of the responsibility for preparing the performance appraisal 
A)  It should always be totally unstructured so employees can write about whatever they want to 
B)  It is effective because most employees are self-aware and rate themselves accurately and appropriately 
C)  It works best when used in conjunction with other appraisal tools 
D)  It relieves the manager of the responsibility for preparing the performance appraisal

Question 13

Why have health-care organizations been slow to adopt peer review?

Accepted Answer

A)  It tends to be an inaccurate performance appraisal tool 
B)  Colleagues generally have little data they can contribute regarding a peer's work performance 
C)  It requires staff be oriented to the process effectively 
D)  It works better for professionals such as physicians than for nurses 
A)  It tends to be an inaccurate performance appraisal tool 
B)  Colleagues generally have little data they can contribute regarding a peer's work performance 
C)  It requires staff be oriented to the process effectively 
D)  It works better for professionals such as physicians than for nurses

Question 14

What does a competence assessment evaluate?
1) Knowledge and education to perform the task
2) Skills to perform the task
3) Experience to perform the task
4) How well the individual completes the task

Accepted Answer

A)  1, 2, 3 
B)  1, 2, 4 
C)  1, 3, 4 
D)  2, 3, 4 
A)  1, 2, 3 
B)  1, 2, 4 
C)  1, 3, 4 
D)  2, 3, 4

Question 15

What should the manager do in completing an annual performance appraisal?

Accepted Answer

A)  Consider good intentions as well as actual performance 
B)  Base the appraisal on a standard to which all are held accountable 
C)  Always make an effort to include subjective data 
D)  Closely observe the employee for the 2 weeks preceding the appraisal conference 
A)  Consider good intentions as well as actual performance 
B)  Base the appraisal on a standard to which all are held accountable 
C)  Always make an effort to include subjective data 
D)  Closely observe the employee for the 2 weeks preceding the appraisal conference

Question 16

What is the outcome when a manager provides vague and ambiguous feedback to an employee during a performance appraisal?

Accepted Answer

A)  The employee receives the information in a positive manner 
B)  The manager is able to avoid the appearance of being too negative 
C)  The employee is uncertain of the value of the feedback 
D)  The manager is viewed as being an ineffective communicator 
A)  The employee receives the information in a positive manner 
B)  The manager is able to avoid the appearance of being too negative 
C)  The employee is uncertain of the value of the feedback 
D)  The manager is viewed as being an ineffective communicator

Question 17

A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee?

Accepted Answer

A)  Tell the employee that he or she is not performing well and ask the employee where improvement is needed 
B)  Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response 
C)  Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan 
D)  Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year 
A)  Tell the employee that he or she is not performing well and ask the employee where improvement is needed 
B)  Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response 
C)  Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan 
D)  Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year

Question 18

Although some subjectivity is inescapable in performance appraisals, what action can the manager take to arrive at a more fair and accurate assessment?

Accepted Answer

A)  Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period 
B)  Evaluation criteria that reflect on the employee as a person rather than just on work performance should be used 
C)  Data gathered by the manager in preparation for the performance appraisal should be limited to not more than two sources, so no conflicting information is received 
D)  The manager should rate all employees using central tendency whenever possible 
A)  Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period 
B)  Evaluation criteria that reflect on the employee as a person rather than just on work performance should be used 
C)  Data gathered by the manager in preparation for the performance appraisal should be limited to not more than two sources, so no conflicting information is received 
D)  The manager should rate all employees using central tendency whenever possible

Question 19

Which method rates a person against a set standard, which may be the job description, desired behaviors, or personal traits?

Accepted Answer

A)  Trait Rating Scale 
B)  Checklist 
C)  Essay 
D)  MBOs 
A)  Trait Rating Scale 
B)  Checklist 
C)  Essay 
D)  MBOs

Question 20

Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)?

Accepted Answer

A)  Has long been used as a performance appraisal tool in the health-care industry 
B)  Requires that a separate rating form be developed for each job classification 
C)  Is often referred to as a free-form review 
D)  Is a rapidly scored and administered performance appraisal tool 
A)  Has long been used as a performance appraisal tool in the health-care industry 
B)  Requires that a separate rating form be developed for each job classification 
C)  Is often referred to as a free-form review 
D)  Is a rapidly scored and administered performance appraisal tool

Exam 24: Performance Appraisal

What is the term used to identify the effect that results when some negative aspect of an employee's performance unduly influence all other aspects of performance?

In performance management, appraisals are eliminated. What does the manager do in place of the appraisal? 1) Periodical coaching 2) Mutual goal setting 3) Leadership training of subordinates 4) Employee accountability for own actions

What does the employee's signature on the performance appraisal form denote?

What factor contributes most to a performance appraisal being viewed as relevant by the employees?

Which statement accurately reflects self-appraisals?

In preparation for an appraisal conference, how many days of advanced notice will the manager give the employee?

Which is the best example of coaching used to encourage and improve daily work performance?

What does the Joint Commission advocate about employee performance appraisals?

What increases the likelihood that the performance appraisal will have a positive outcome?

What type of evaluation has been proved to increase productivity and commitment in employees?

Which factor is the focus of an individual's performance evaluation?

Which statement correctly describes using self-appraisal as a performance appraisal Tool?

Why have health-care organizations been slow to adopt peer review?

What does a competence assessment evaluate? 1) Knowledge and education to perform the task 2) Skills to perform the task 3) Experience to perform the task 4) How well the individual completes the task

What should the manager do in completing an annual performance appraisal?

What is the outcome when a manager provides vague and ambiguous feedback to an employee during a performance appraisal?

A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee?

Although some subjectivity is inescapable in performance appraisals, what action can the manager take to arrive at a more fair and accurate assessment?

Which method rates a person against a set standard, which may be the job description, desired behaviors, or personal traits?

Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)?

Decision Making, Problem Solving Critical Thinking, and Clinical Reasoning: Requisites for Successful Leadership and Management

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Twenty-First-Century Thinking About Leadership and Management

Ethical Issues

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Patient, Sübordinate, Worklace, and Professional Advocacy

Organicational Planning

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Career Planning and Development in Nursing

Organizational Structure

Organizational, Politicil, Ane Personal Power

Organizing Pationt Care

Employec Recruitment, Selection, Placement, and Indoctrination

Socializing and Educating Staff in a Learning Organization

Staffing Needs and Soheduling

Creating a Motivating Climate

Organizational, Interpersonal, and Group Communication

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Collective Bargaining, Unionization, and Employment Laws

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Problem Employees: Rule Breakers, Marginal Employees, and the Chemically or Psychologically Impaired

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