Chapter 18 Effective Leadership and Management in Nursing 8th Edition By Sullivan

Chapter 18 Effective Leadership and Management in Nursing 8th Edition By Sullivan

Complete Chapter Questions With Answers

Sample Questions Are Posted Below

Question 1

Type: MCMA

The nurse manager is completing employee evaluations. Which practices should the manager use when doing these appraisals?

Note: Credit will be given only if all correct choices and no incorrect choices are selected.

Standard Text: Select all that apply.

1. Appraising staff nurses every 18 to 24 months
2. Sharing the appraisal with staff nurses verbally and in writing
3. Requiring the staff nurse to sign the appraisal
4. Allowing the nurse to make written comments on the appraisal
5. Advising the nurse of the right to appeal the appraisal

Correct Answer: 2,3,4,5

Rationale 1: A staff nurse should be appraised at least every 12 months.

Rationale 2: The appraisal should be shared with the staff nurses both in writing and face-to-face discussion.

Rationale 3: The nurse should sign the appraisal to indicate that it has been received.

Rationale 4: The nurse should be allowed to make written comments on the appraisal.

Rationale 5: The nurse does have the right to appeal the findings of the appraisal and should be advised of this right.

Global Rationale:

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub: Management of Care

Nursing/Integrated Concepts: Nursing Process: Implementation

Learning Outcome: 18-2: Discuss different methods used to evaluate performance.

Question 2

Type: MCSA

Which statement would be inappropriate for a manager to write on an employee’s performance appraisal?

1. “The nurse’s attitude positively affects coworkers.”
2. “The nurse seeks learning experiences.”
3. “The nurse is frequently tardy.”
4. “The nurse is shy and quiet.”

Correct Answer: 4

Rationale 1: The nurse’s attitude is important because of its effect on coworkers, which the manager can see or measure.

Rationale 2: Seeking learning experiences is something the manager can see or measure.

Rationale 3: Tardiness is something that can be measured.

Rationale 4: A performance appraisal must focus on an individual’s job performance and not personal characteristics. Shy and quiet are personal characteristics. If the nurse has impaired communication skills because of being too shy and quiet, then that is related to job performance.

Global Rationale:

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub: Management of Care

Nursing/Integrated Concepts: Nursing Process: Implementation

Learning Outcome: 18-1: Describe criteria that can be used to evaluate staff performance.

Question 3

Type: MCSA

An ICU nurse manager prefers to use a “results-oriented system” when evaluating employees. Why would the manager prefer this system?

1. It allows for comparison between employees.
2. The employee knows in advance what is expected.
3. It is apparent when an employee stands out against peers.
4. It eliminates the category of “excellence” from the system.

Correct Answer: 2

Rationale 1: Comparative judgments measure employees against peers.

Rationale 2: A results-oriented system evaluates the employee based upon outcomes and the employee knows what is expected. This appraisal system is quantifiable, objective, and easily measured.

Rationale 3: Comparative judgments measure employees against peers.

Rationale 4: Systems have different scales, but “excellence” is almost universally included and is not excluded simply because the system is “results oriented.”

Global Rationale:

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub: Management of Care

Nursing/Integrated Concepts: Nursing Process: Implementation

Learning Outcome: 18-2: Discuss different methods used to evaluate performance.