Chapter 15: Selecting, Developing, and Evaluating Staff

Chapter 15: Selecting, Developing, and Evaluating Staff

 

Complete Chapter Questions With Answers

 

Sample Questions Are Posted Below

 

MULTIPLE CHOICE

 

1. The nurse manager schedules evaluations of staff members using a newly developed performance appraisal tool. The development of a performance appraisal tool should include:

a.	Organizational mission, philosophy, and 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.

 

ANS:   A

Performance appraisal tools and processes should reflect the organizational mission and philosophy, as well as position requirements.

 

REF:    Pages 300, 301

TOP:    AONE competency: Knowledge of the Healthcare Environment

 

2. John, 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 behavior-anchored rating scale.

 

ANS:   B

In management by objectives, the employer and the employee jointly establish clear and measurable objectives for the next performance period.

 

REF:    Page 302         TOP:    AONE competency: Leadership

 

3. John notes that the next section 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 behavior-anchored rating scale.
b.	Management by objectives/learning goals.
c.	The forced distribution scale.
d.	A traditional rating scale.

 

ANS:   D

Rating scales are commonly used in evaluation and reflect generalizations rather than specific behaviors.

 

REF:    Page 301

TOP:    AONE competency: Knowledge of the Healthcare Environment

 

4. 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

 

ANS:   B

A combination of tools is likely superior to any one method in any situation. Peer review would not be recommended alone or in combination, as it is not useful in an environment where there is a high degree of mistrust or conflict.

 

REF:    Page 303         TOP:    AONE competency: Business Skills

 

5. As part of orientation to your unit, you decide to administer Kolb’s Learning Style Inventory (LSI) to new staff. The most likely reason for your decision is that the use of Kolb’s LSI:

a.	Reduces the cost of orientation.
b.	Determines if there is fit between learner and organizational values.
c.	Develops the strengths of the new staff member.
d.	Enables individualization of learning to the learner’s needs.

 

ANS:   D

Administration of Kolb’s LSI enables identification of the learning styles of new employees, which assists in focusing the implementation of orientation goals and in individualizing learning to the needs and learning style of the employee.

 

REF:    Page 297         TOP:    AONE competency: Business Skills