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SELECTING, DEVELOPING, AND EVALUATING STAFF YODER-WISE: LEADING AND MANAGING IN NURSING, 7TH EDITION CHAPTER 21: EXAM SET QUESTIONS AND ANSWERS$13.49
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SELECTING, DEVELOPING, AND
EVALUATING STAFF YODER-WISE:
LEADING AND MANAGING IN NURSING,
7TH EDITION CHAPTER 21: EXAM SET
QUESTIONS AND ANSWERS
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. - Answer-ANS: A
Performance appraisal tools and processes should reflect the organizational mission
and philosophy, as well as position requirements.
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. - Answer-ANS: B
In management by objectives, the employer and the employee jointly establish clear
and measurable objectives for the next performance period.
3. John notes that the next section is specific to the organizational philosophy and has a
4-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 graphic rating scale. - Answer-ANS: D
Graphic rating scales are commonly used in evaluation and reflect generalizations
rather than specific behaviors.
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 - Answer-ANS: B
A combination of tools is likely superior to any one method in any situation.
5. As part of orientation to your unit, you decide to administer Kolb Learning Style
Inventory (LSI) to new staff. The most likely reason for your decision is that the use of
Kolb 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. - Answer-ANS: D
Administration of Kolb 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.
6. 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-ANS: C
An employment interview should always conclude with information as to how and when
follow-up to the interview will occur.
7. In determining the fit of a candidate with the culture on your unit, which of the
following interview questions might be asked?
a. "Could you review your résumé 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." - Answer-
ANS: C
The nurse manager wants the most qualified individual for the position who also fits the
culture of the organization. Asking behavioral questions in the interview allows you to
assess how a candidate may function in real-life situations and to assess if this behavior
is compatible with the culture on the unit.
8. The biggest challenge in the recruitment of staff is:
a. finding well-qualified candidates who can function well within your particular
work culture.
b. recruiting individuals with the appropriate qualifications and experience.
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