NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Chapter 17: Selecting, Developing, and Evaluating Staff
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The nurse manager schedules evaluations of staff members by using a newly developed p erf
ormance appraisal tool. The development of a performance appraisal tool should include
:
The organizational mission and philosophy and the position requirements.
A generalized overview of the duties of a position.
A skills checklist and accreditation requirements.
An ordinal scale that ranks all employees.
ANS: A
Performance appraisal tools and processes should reflect the organizational mission and ph
ilosophy, and also position requirements.
DIF: Cognitive Level: Understand REF: Page 317e.8 TOP: Nursing Process: Planning
2.
Joshua, a new graduate, reviews the employee evaluation for his new position. The first se
ction requires that he list his own specific objectives to be accomplished. This is an examp
l e of:
a. The traditional rating scale.
b. Learning goals or management by objectives.
c. A forced distribution scale.
d. A behaviourally anchoredNratRingIscaGle (BA.RCS).M
USNT O
ANS: B
In management by objectives, the employer and the employee jointly establish clear and
m easurable objectives for the next performance period.
DIF: Cognitive Level: Understand
REF: Page 317e.10 TOP: Nursing Process: Implement
ation
Joshua notes that the next section of the evaluation tool is specific to the organizational p hil
osophy and has a four-
point ordinal scale that describes performance from ―always meets expectations‖ to ―d
oes not meet expectations.‖ This type of evaluation is most commonly known as:
A BARS.
Management by objectives/learning goals.
The forced distribution scale.
A traditional rating scale.
ANS: D
Traditional rating scales are commonly used in evaluation and reflect generalizations rathe
r than specific behaviours.
DIF: Cognitive Level: Understand
REF: Page 317e.10 TOP: Nursing Process: Evaluation
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
On your unit, despite efforts to build a strong sense of team, conflict between some of the st af
f is ongoing. Nonetheless, you want to proceed with developing a systematic and effectiv
performance appraisal system. Which of the following approaches would be most appropr
iate for you to implement?
Peer review.
A combination of tools.
Anecdotal notes.
Rating scale.
ANS: B
A combination of tools is probably superior to any one method in any situation. Peer revie
w would not be recommended alone or in combination because it is not useful in an environ
ment characterized by a high degree of mistrust or conflict.
DIF: Cognitive Level: Understand
REF: Page 317e.11 TOP: Nursing Process: Implement
ation
Which of the following is a strategy that clinical nurse educators can use to ens ur
e understanding and retention of information in newly hired staff nurses?
Provide written information of all orientation topics.
Evaluate whether there is fit between learner and organizational values.
Develop a range of strategies that cover a variety of learning styles.
Organize group sessions for orientation to increase cost effectiveness.
ANS: C
Preceptors teach newly hired nurses in the clinical setting. Clinical nurse educators can ass
ist in developing strategies that cover a variety of learning styles of new employees. This
a
llows the preceptor to ensure uptakNeUanRdSreIteNnGtioTnBo.fiCn fOoMrm a t i o n in t
he newly hired staff member.
DIF: Cognitive Level: Analyze
REF: Page 317e.5 TOP: Nursing Process: Implement
ation
Which of the following might best conclude an interview?
―Thank you for your interest. Someone will be in touch with you soon.‖
―Before you go, we will make sure that we have your contact information. T
ha nk you for coming.‖
―I will be in contact with all candidates by telephone by next Friday. It has b
ee n a pleasure to meet you.‖
―We have several excellent candidates so I am not sure about the outcome o
f t he 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 w
h en follow-up to the interview will occur.
DIF: Cognitive Level: Apply
REF: Page 317e.5 TOP: Nursing Process: Implement
ation
In addressing the primary challenge in recruitment of new staff, which of the followi n
g interview questions might be asked?
―Could you review your resume for us, highlighting your certifications
an d experience?‖
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Chapter 17: Selecting, Developing, and Evaluating Staff
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The nurse manager schedules evaluations of staff members by using a newly developed p erf
ormance appraisal tool. The development of a performance appraisal tool should include
:
The organizational mission and philosophy and the position requirements.
A generalized overview of the duties of a position.
A skills checklist and accreditation requirements.
An ordinal scale that ranks all employees.
ANS: A
Performance appraisal tools and processes should reflect the organizational mission and ph
ilosophy, and also position requirements.
DIF: Cognitive Level: Understand REF: Page 317e.8 TOP: Nursing Process: Planning
2.
Joshua, a new graduate, reviews the employee evaluation for his new position. The first se
ction requires that he list his own specific objectives to be accomplished. This is an examp
l e of:
a. The traditional rating scale.
b. Learning goals or management by objectives.
c. A forced distribution scale.
d. A behaviourally anchoredNratRingIscaGle (BA.RCS).M
USNT O
ANS: B
In management by objectives, the employer and the employee jointly establish clear and
m easurable objectives for the next performance period.
DIF: Cognitive Level: Understand
REF: Page 317e.10 TOP: Nursing Process: Implement
ation
Joshua notes that the next section of the evaluation tool is specific to the organizational p hil
osophy and has a four-
point ordinal scale that describes performance from ―always meets expectations‖ to ―d
oes not meet expectations.‖ This type of evaluation is most commonly known as:
A BARS.
Management by objectives/learning goals.
The forced distribution scale.
A traditional rating scale.
ANS: D
Traditional rating scales are commonly used in evaluation and reflect generalizations rathe
r than specific behaviours.
DIF: Cognitive Level: Understand
REF: Page 317e.10 TOP: Nursing Process: Evaluation
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
On your unit, despite efforts to build a strong sense of team, conflict between some of the st af
f is ongoing. Nonetheless, you want to proceed with developing a systematic and effectiv
performance appraisal system. Which of the following approaches would be most appropr
iate for you to implement?
Peer review.
A combination of tools.
Anecdotal notes.
Rating scale.
ANS: B
A combination of tools is probably superior to any one method in any situation. Peer revie
w would not be recommended alone or in combination because it is not useful in an environ
ment characterized by a high degree of mistrust or conflict.
DIF: Cognitive Level: Understand
REF: Page 317e.11 TOP: Nursing Process: Implement
ation
Which of the following is a strategy that clinical nurse educators can use to ens ur
e understanding and retention of information in newly hired staff nurses?
Provide written information of all orientation topics.
Evaluate whether there is fit between learner and organizational values.
Develop a range of strategies that cover a variety of learning styles.
Organize group sessions for orientation to increase cost effectiveness.
ANS: C
Preceptors teach newly hired nurses in the clinical setting. Clinical nurse educators can ass
ist in developing strategies that cover a variety of learning styles of new employees. This
a
llows the preceptor to ensure uptakNeUanRdSreIteNnGtioTnBo.fiCn fOoMrm a t i o n in t
he newly hired staff member.
DIF: Cognitive Level: Analyze
REF: Page 317e.5 TOP: Nursing Process: Implement
ation
Which of the following might best conclude an interview?
―Thank you for your interest. Someone will be in touch with you soon.‖
―Before you go, we will make sure that we have your contact information. T
ha nk you for coming.‖
―I will be in contact with all candidates by telephone by next Friday. It has b
ee n a pleasure to meet you.‖
―We have several excellent candidates so I am not sure about the outcome o
f t he 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 w
h en follow-up to the interview will occur.
DIF: Cognitive Level: Apply
REF: Page 317e.5 TOP: Nursing Process: Implement
ation
In addressing the primary challenge in recruitment of new staff, which of the followi n
g interview questions might be asked?
―Could you review your resume for us, highlighting your certifications
an d experience?‖
