Deck 17: Selecting, developing, and Evaluating Staff

Question 1

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."

Answer 1

"I will be in contact with all candidates by telephone by next Friday.It has been a pleasure to meet you."

Question 2

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.

Answer 2

Whether mentoring is included in the position description.

Question 3

The final section of a performance appraisal is a rating scale.This scale is very detailed and relates to competency standards specific to surgical patients.The scale is a summary of performance directly observed or documentation reviewed and is specific to patient 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 BARS.

Answer 3

A BARS.

Question 4

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.

Question 5

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).

Question 6

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.

Question 7

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.

Question 8

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.

Question 9

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.

Question 10

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 likes best about each 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.

Question 11

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.

Question 12

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.

Question 13

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.

Question 14

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."

Question 15

John's performance was satisfactory during the first month,but after that time he was 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 patient,who is a close friend of the clinical manager.This patient donated new furniture for the staff lounge in John's name to show appreciation for his care.Joshua'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 effect of personality on the appraisal of performance.
D) The effective use of a BARS.

Question 16

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.

Question 17

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.

Question 18

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.

Question 19

As a manager,you are interested in developing behavioural questions for an interview.You know that there is team conflict at times on your unit.Which of the following questions would satisfy your interest in behavioural 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?"

Question 20

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.

Question 21

In staff development which of the following would support retention of nurses? (Select all that apply.)

A) Residency-type programs for new graduates.
B) Preceptorship program.
C) Nonexistent ongoing staff development plan.
D) Orientation to the role and the organization.

Question 22

The chief nursing officer establishes a shared governance model to help empower the nursing staff,thus empowering the organization.Common characteristics of empowered organizations are:

A) Shared values,high salaries,and a human focus.
B) Shared values,flexibility,and a human-capital focus.
C) Commitment to communication,high salaries,and flexibility for evaluations.
D) Creation of community and of effective stress management in the midst of divergent goals.

Question 23

Coaching is an approach that retains nurses.Which of the following are coaching behaviours? (Select all that apply.)

A) Is costly.
B) A learned process.
C) Promotes optimal performance.
D) Is a personal approach.

Question 24

An environment that fosters misunderstanding and that hinders effective communication leads to:

A) Role conflict.
B) Role ambiguity.
C) Role clarity.
D) Role certainty.

Question 25

During the performance appraisal session,what should the manager do? (Select all that apply.)

A) Maintain a relaxed and professional manner.
B) Inquire about the employee's personal life and how it is affecting performance.
C) Allow the employee to express opinions orally and in writing.
D) Plan to give specific examples only for poor performance.

Question 26

You have hired Bumika as a new staff member on your unit.Although she is an experienced intensive care unit nurse,this is her first educator role.A month into her new position she confides that she feels really incompetent in her new position and bursts into tears.Your response is based on application of your understanding of:

A) Role acquisition.
B) Role conflict.
C) Role complexity.
D) Performance appraisal.

Question 27

Nurse Managers are increasingly being held accountable for nurse retention.Which of the following actions should a nurse manager focus on to retain nurses? (Select all that apply.)

A) Support and encourage employees.
B) Clarify the organization's mission.
C) Be unclear about expectations.
D) Select the right person for the right position.

Question 28

Nora,a new nurse manager,writes certain assumptions regarding the organization's objectives into her budget.Her supervisor tells her that the objectives implied in her assumptions are not entirely consistent with the organization and that she needs to clarify these objectives with her supervisor.Nora apologizes and says she had more latitude with the budget where she previously worked.This is an example of:

A) Role complexity.
B) Role ambiguity.
C) Role conflict.
D) Time-dependent roles.

Question 29

A survey of staff satisfaction is conducted.The results indicate that staff members are satisfied,are loyal to the organization,and believe that they have reasonable control in their individual responsibilities.The findings best exemplify:

A) Clarity in roles and valuing of contributions.
B) Satisfaction but not empowerment.
C) Effective coaching of new staff.
D) Role attachment.