Which of the following might best conclude an interview?

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.

ANS: C
An employment interview should always conclude with information as to how and when follow-up to the interview will occur.

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:

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.

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?

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.

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:

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 behaviorally-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.

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:

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 behaviorally-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.

During the performance appraisal session, the manager should (select all that apply):

During the performance appraisal session, the manager should (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.

ANS: A, C
During a performance appraisal, it is important to provide examples of both strong and problematic performance and to provide opportunities to express opinions. The supervisor needs to maintain a relaxed professional manner.

You have hired Chelsea as a new staff member on your unit. Although she is an experienced ICU 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:

You have hired Chelsea as a new staff member on your unit. Although she is an experienced ICU 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.

ANS: A
Acquisition of a role is time dependent and involves application of life experiences to each role and interpretation of the role within one’s own value system. As roles become more complex, an individual may take longer to assimilate the components of each role.

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

A survey of staff satisfaction is conducted. The survey indicates that staff members are satisfied, are loyal to the organization, and feel 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.

ANS: A
Satisfaction is linked to clear role expectations and a feeling that contributions are valued.

Joanne, 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. Joanne apologizes and says she had more latitude with the budget where she previously worked. This is an example of:

Joanne, 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. Joanne 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.

ANS: B
Role ambiguity in the workplace creates an environment for misunderstanding and hinders effective communication. Without clear expectations of performance, missteps in performance can occur.

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:

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.

ANS: B
Shared governance involves valuing the contributions of each member of the team, releasing the need to control, and understanding that accountability rests with members of the team.

Which of the following strategies might be effective in empowering staff?

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 best likes about the 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.

ANS: B
Empowerment is a process that acknowledges the values and judgments of others and trusts their decisions. It allows freedom for making decisions while retaining accountability and provides an environment that is safe in which to explore.

As a manager, you are interested in developing behavioral questions for an interview. Knowing that there is team conflict at times on your unit, which of the following questions would satisfy your interest in behavioral questions?

As a manager, you are interested in developing behavioral questions for an interview. Knowing that there is team conflict at times on your unit, which of the following questions would satisfy your interest in behavioral 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?

ANS: A
Behavioral questions seek demonstrated examples of behavior from the candidate's past experiences and concentrate on job-related functions and accomplishments.

John's performance was satisfactory during the first month, but after that time, he was found to be 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 client, who is best friends with the clinical manager. This client donated new furniture for the staff lounge in John's name to show appreciation for his care. John's subsequent performance appraisal resulted in outstanding ratings in all areas. This is an example of:

John's performance was satisfactory during the first month, but after that time, he was found to be 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 client, who is best friends with the clinical manager. This client donated new furniture for the staff lounge in John's name to show appreciation for his care. John'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 impact of personality on the appraisal of performance.
d. The effective use of a behavior-anchored scale.

ANS: B
To gain and to provide an accurate evaluation of performance over time, anecdotal notes need to be maintained throughout the evaluation period. This process assists in avoiding bias related to recent or sensational events that make a particularly strong impression.

The final section of a performance appraisal is a rating scale. This scale is very detailed and relates to competency standards specific to surgical clients. The scale is a summary of performance directly observed or documentation reviewed and is specific to client care situations in which the employee has been involved. This type of evaluation is most commonly known as:

The final section of a performance appraisal is a rating scale. This scale is very detailed and relates to competency standards specific to surgical clients. The scale is a summary of performance directly observed or documentation reviewed and is specific to client 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 behavior-anchored rating scale.

ANS: D
BARS's contain both quantitative (rating scales) and qualitative data. They are specific to situations and positions.

Sue, a nurse manager, discusses her concerns about the hospital's employee appraisal system with her work group, noting that all that it includes is one rating scale, and that it means nothing unless the manager is effective in her job. Sue's concerns reflect which best practices associated with performance appraisal?

Sue, a nurse manager, discusses her concerns about the hospital's employee appraisal system with her work group, noting that all that it includes is one rating scale, and that it means nothing unless the manager is effective in her job. Sue'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 is considered superior to simple rating scales in terms of performance appraisal.
d. Rating scales need to be designed by users to be well accepted.

ANS: C
Rating scales are relatively easy to construct and easy to complete but usually consist of generalizations and nonspecific behaviors, and the rating is relatively subjective in nature. The effectiveness, however, of any system is tied directly to the skills and communication abilities of the person who is using it.

The primary disadvantage of the appraisal tool in Question 13 is that it is:

The primary disadvantage of the appraisal tool in Question 13 is that it is:

a. Situation specific.
b. Well understood by the staff.
c. Too generalized.
d. Expensive to develop.

ANS: D
BARS's take a considerable amount of time to implement, and although they are specific to the specialty of nursing and are potentially well accepted by staff, they are expensive to develop.

A nurse manager in ICU works with his staff to develop an appraisal instrument that includes quantitative data and respects standards for an RN working on that unit. This type of appraisal is a:

A nurse manager in ICU works with his staff to develop an appraisal instrument that includes quantitative data and respects standards for an RN working on that unit. This type of appraisal is a:

a. Rating scale.
b. Collaboratively based appraisal system.
c. Narrative instrument.
d. Behaviorally anchored rating scale.

ANS: D
BARS's describe performance quantitatively and qualitatively, and when staff members are involved in the development of these instruments, they are more likely to understand the importance of evaluation for each criterion selected and to have an understanding of their performance expectations.

The validity of comments and ratings related to performance is enhanced by:

The validity of comments and ratings related to performance is enhanced by:

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 or not other individuals have contributed to the observations.

ANS: A
Anecdotal notes compiled consistently over the entire rating period are a much more equitable method of providing an accurate summary of the employee's performance.

Joanne is a likable and popular staff member. Despite occasional complaints from patients about inappropriate comments and rough handling of patients, Joanne continues to receive positive performance appraisals. This is an example of:

Joanne is a likable and popular staff member. Despite occasional complaints from patients about inappropriate comments and rough handling of patients, Joanne continues to receive positive performance appraisals. This is an example of:

a. Halo effect.
b. Rare conflict.
c. Role ambiguity.
d. Evaluator bias.

ANS: A
Halo effect occurs when the performance rating is based on a characteristic of the individual that actually has nothing to do with the work traits being considered. Managers may give higher ratings to individuals they like (halo effect) and lower ratings to individuals they do not like (negative halo effect).

An outpatient clinic advertised for RN positions. Before authorizing an open position, the nurse manager should:

An outpatient clinic advertised for RN positions. Before authorizing an open position, the nurse manager should:

a. Review the position description and performance expectations for the opening.
b. Place an ad 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.

ANS: A
The position description provides the basis for this position within the organization and communicates expectations for the role.