Leadership Roles and Management Functions in Nursing, Theory and Application 8th Edition-Bessie L Marquis - Huston
Leadership Roles and Management Functions in Nursing, Theory and Application 8th Edition-Bessie L Marquis - Huston
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Chapter 24 Leadership Roles and Management Functions in Nursing, Theory and Application 8th Edition
Complete Chapter Questions With Answers
Sample Questions Are Posted Below
| 1. | What should the manager do in completing an annual performance appraisal? | |
| 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 | |
| Ans: | B | |
| Feedback: | ||
| For an objective appraisal, the manager must have a fair performance appraisal tool that is used for all employees in the same classification. | ||
| 2. | What increases the likelihood that the performance appraisal will have a positive outcome? | |
| 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 | |
| Ans: | C | |
| Feedback: | ||
| If the employee has some input into developing the standards or goals on which his or her performance is judged, there is more of a chance that the appraisal will have a positive outcome. The remaining options fail to contribute to an effective performance appraisal. | ||
| 3. | Although some subjectivity is inescapable in performance appraisals, what action can the manager take to arrive at a more fair and accurate assessment? | |
| 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 | |
| Ans: | A | |
| Feedback: | ||
| Because a manager will tend to remember an employee’s performance better in the weeks or months directly preceding the appraisal, a manager should take notes on an employee’s performance throughout the year. The other options are less affective in proving a balanced appraisal. | ||
| 4. | Which statement accurately reflects self-appraisals? | |
| 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 | |
| Ans: | C | |
| Feedback: | ||
| Although they require some work on the employees’ part, self-appraisals can provide introspection and personal growth. The remaining options are not accurate statements. | ||
| 5. | Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)? | |
| 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 | |
| Ans: | B | |
| Feedback: | ||
| The BARS key areas of responsibility are delineated and ranked by importance. This system reduces subjectivity, but has the drawback of being time-consuming. | ||
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