HSCI 416 END OF COURSE EXAM QUESTIONS WITH
ANSWERS 2025/2026 GRADED A+
Strategies that do not increase morale but improve retention - Improving screening of
applicants, monitoring turnove in key areas, and tracking turnover of key employees
Strategies that increase morale and improve retention - Establishing staffing ratios,
provide career ladders, implementing buddy programs, allowing flexible scheduling
Performance management - Refers to a set of tools and practices used for setting
performance goals with employees, measuring individual performance, designing
strategies with emplouees to make and sustain improvement, monitoring emplouee
progress toward achieving goals ad providing ongoing feedback.
All of an organization's activities related to individual performance, including
measurements using performance information
It's not all about annual evals.
Ongoing, specific goals,
Annual performance linked to - incentives
Stellar employees
Problematic daily - intrinsic compensation
daily
Purpose to annual evals - Administrative: promotions and firing
Development: we see gaps between evals and performance so we send you to training
Job appraisals start with - job analysis and job description
When update job description? - Specific times
Downsizing
Expectations communicated in the job
They have copy of job description and they knew when hired
C suite Higher level organizational goals: - Bottom line and patient satisfaction
How do we make sure the c suite implement the goals? - mission statements
how does management implement c suite the goals? - Incorporate it into job description
and evaluations
Accountable to higher level goals
Criterion deficiency: - evaluate on the limited amount of elements: nurse does 50 other
does 100 but the one that does 50 spends longer time with patients and those patients
are more happy. It's not fair to eval based # of visits alone. Health indicators and pt
satisfaction
, Criterion contamination - eval unfairly the employee has no control over. Nurse eval
based on complaints by patients because the nurse delivered it late. But issue was
really with lab.
-understaffed and the nurses are overworked and you have lower pt satisfaction scores.
Not within nurse's control
Reliability - same evaluation consistently
Validity - measuring what it's created to measure.
What are the characteristics of useful criteria? - Criteria should have strategic relevance
to the organization as a whole.
Criteria should be comprehensive and take into consideration the full range of an
employee's major functions as defined in the job description.
Criteria should be reliable and valid
Traditionally how data is generated - supervisors observe. Limited face time with
supervisor's can be an issue.
Alternatives approaches to obtaining performing data - Self appraisal reminds you of
things but biased
Subordinate appraisal: staff submits appraisals, can be intimidated,
Caveat can't perform this if the subordinates can't have anonymity
Team based appraisal: group evals. One or two people did most of work.
Multi source appraisal/ 360 degree appraisal/ multi rater assessment: supervisor
subordinates, clients, patients, other directors outside of your department.
Graphic rating scale - refers to any rating scale that uses points along a continuum and
that measures traits or behaviors. Most common way to assess performance.
Pros and cons to graphic rating scale - pros: easy to construct and can be used for
many different employees
cons: subjective, general, low reliability
Behavioral observation scale - system that asks the rater to indicate the frequences with
which the employee exhibitis its specificed highy desirable behaviors identified through
job analysis
Performance management activities - Annual appraisals
Daily performance management
Continous feedback
Management of performance problems as they occur
Legal implications in forced ranking - Drop lower 15% they will be motivated and
working
ANSWERS 2025/2026 GRADED A+
Strategies that do not increase morale but improve retention - Improving screening of
applicants, monitoring turnove in key areas, and tracking turnover of key employees
Strategies that increase morale and improve retention - Establishing staffing ratios,
provide career ladders, implementing buddy programs, allowing flexible scheduling
Performance management - Refers to a set of tools and practices used for setting
performance goals with employees, measuring individual performance, designing
strategies with emplouees to make and sustain improvement, monitoring emplouee
progress toward achieving goals ad providing ongoing feedback.
All of an organization's activities related to individual performance, including
measurements using performance information
It's not all about annual evals.
Ongoing, specific goals,
Annual performance linked to - incentives
Stellar employees
Problematic daily - intrinsic compensation
daily
Purpose to annual evals - Administrative: promotions and firing
Development: we see gaps between evals and performance so we send you to training
Job appraisals start with - job analysis and job description
When update job description? - Specific times
Downsizing
Expectations communicated in the job
They have copy of job description and they knew when hired
C suite Higher level organizational goals: - Bottom line and patient satisfaction
How do we make sure the c suite implement the goals? - mission statements
how does management implement c suite the goals? - Incorporate it into job description
and evaluations
Accountable to higher level goals
Criterion deficiency: - evaluate on the limited amount of elements: nurse does 50 other
does 100 but the one that does 50 spends longer time with patients and those patients
are more happy. It's not fair to eval based # of visits alone. Health indicators and pt
satisfaction
, Criterion contamination - eval unfairly the employee has no control over. Nurse eval
based on complaints by patients because the nurse delivered it late. But issue was
really with lab.
-understaffed and the nurses are overworked and you have lower pt satisfaction scores.
Not within nurse's control
Reliability - same evaluation consistently
Validity - measuring what it's created to measure.
What are the characteristics of useful criteria? - Criteria should have strategic relevance
to the organization as a whole.
Criteria should be comprehensive and take into consideration the full range of an
employee's major functions as defined in the job description.
Criteria should be reliable and valid
Traditionally how data is generated - supervisors observe. Limited face time with
supervisor's can be an issue.
Alternatives approaches to obtaining performing data - Self appraisal reminds you of
things but biased
Subordinate appraisal: staff submits appraisals, can be intimidated,
Caveat can't perform this if the subordinates can't have anonymity
Team based appraisal: group evals. One or two people did most of work.
Multi source appraisal/ 360 degree appraisal/ multi rater assessment: supervisor
subordinates, clients, patients, other directors outside of your department.
Graphic rating scale - refers to any rating scale that uses points along a continuum and
that measures traits or behaviors. Most common way to assess performance.
Pros and cons to graphic rating scale - pros: easy to construct and can be used for
many different employees
cons: subjective, general, low reliability
Behavioral observation scale - system that asks the rater to indicate the frequences with
which the employee exhibitis its specificed highy desirable behaviors identified through
job analysis
Performance management activities - Annual appraisals
Daily performance management
Continous feedback
Management of performance problems as they occur
Legal implications in forced ranking - Drop lower 15% they will be motivated and
working
