C HAPTER 20: S ELECTING , D EVELOPING ,
AND E VALUATING S TAFF
Yoder-Wise: Leading and Managing in Nursing, 8th Edition
MULTIPLE CHOICE
1. A nurse manager in the ICU works with his staff to devel op an appraisal
instrument that includes quantitative data and respects standards for an
RN working on that unit. This t ype of appraisal is a:
a. rating scale.
b. collaborativel y based appraisal system.
c. narrative instrument.
d. behaviorall y anchored rating scale.
ANS: D
Behaviorall y anchored rating scales (BARSs) describe performance
quantitativel y and qualitativel y.
TOP: AONE competency: Business Skills
2. You have hired a new RN to replace a well -respected and experienced
nurse in your outpatient department. The new RN recentl y graduated and
is nervous about stepping into a role that was previousl y filled by
someone who was so competent. You recognize anxiet y and set up regular,
frequent meetings during which you explore how she is dealing with her
, anxiet y, provid e feedback, and discuss strategies/ideas that will enhance
her performance. What development approach are you using?
a. Performance appraisal
b. Counseling
c. Empowerment
d. Coaching
ANS: D
The overall evaluative process can be enhanced if the manager employs
the technique of coaching. Coaching is a process that involves the
development of individuals within an organization. This coaching
process is a personal approach in which the manager and the employee
interact on a frequent and regular basis with the ultimate ou tcome that
the employee performs at an optimal level.
TOP: AONE competency: Business Skills
3. Sue, a nurse manager, discusses her concerns about the hospital ’s
employee appraisal system with her work group, noting that it includes
onl y one rating scale and that it means nothing unless the manager has
effective relationship skills. 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 appra isal is enhanced by a combination of
methods and effective communication skills.
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: B
A combination o f several methods is probabl y superior to any one
method. The primary success of any performance appraisal lies in the
skills and communication abilities of the manager.
TOP: AONE competency: Business Skills
4. During a performance appraisal, Joanne, the nu rse manager, indicates that
Al ysha has difficult y mentoring students on the unit. Al ysha responds that
this is not her responsibilit y. In responding to Al ysha, Joanne needs to
consider:
a. Al ysha’s level of confidence.
b. whether mentoring is included in the pos ition description.
c. whether mentoring is an essential component of the position
description.
d. whether mentoring can be accuratel y observed and measured.
ANS: B
Employees must have clear role expectations, clearl y understand what
is expected of their perfor mance, and understand the ramifications of
not meeting those expectations. Position descriptions provide written
guidelines detailing the roles and responsibilities of a specific position
within the organizational context.
TOP: AONE competency: Business S kills
AND E VALUATING S TAFF
Yoder-Wise: Leading and Managing in Nursing, 8th Edition
MULTIPLE CHOICE
1. A nurse manager in the ICU works with his staff to devel op an appraisal
instrument that includes quantitative data and respects standards for an
RN working on that unit. This t ype of appraisal is a:
a. rating scale.
b. collaborativel y based appraisal system.
c. narrative instrument.
d. behaviorall y anchored rating scale.
ANS: D
Behaviorall y anchored rating scales (BARSs) describe performance
quantitativel y and qualitativel y.
TOP: AONE competency: Business Skills
2. You have hired a new RN to replace a well -respected and experienced
nurse in your outpatient department. The new RN recentl y graduated and
is nervous about stepping into a role that was previousl y filled by
someone who was so competent. You recognize anxiet y and set up regular,
frequent meetings during which you explore how she is dealing with her
, anxiet y, provid e feedback, and discuss strategies/ideas that will enhance
her performance. What development approach are you using?
a. Performance appraisal
b. Counseling
c. Empowerment
d. Coaching
ANS: D
The overall evaluative process can be enhanced if the manager employs
the technique of coaching. Coaching is a process that involves the
development of individuals within an organization. This coaching
process is a personal approach in which the manager and the employee
interact on a frequent and regular basis with the ultimate ou tcome that
the employee performs at an optimal level.
TOP: AONE competency: Business Skills
3. Sue, a nurse manager, discusses her concerns about the hospital ’s
employee appraisal system with her work group, noting that it includes
onl y one rating scale and that it means nothing unless the manager has
effective relationship skills. 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 appra isal is enhanced by a combination of
methods and effective communication skills.
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: B
A combination o f several methods is probabl y superior to any one
method. The primary success of any performance appraisal lies in the
skills and communication abilities of the manager.
TOP: AONE competency: Business Skills
4. During a performance appraisal, Joanne, the nu rse manager, indicates that
Al ysha has difficult y mentoring students on the unit. Al ysha responds that
this is not her responsibilit y. In responding to Al ysha, Joanne needs to
consider:
a. Al ysha’s level of confidence.
b. whether mentoring is included in the pos ition description.
c. whether mentoring is an essential component of the position
description.
d. whether mentoring can be accuratel y observed and measured.
ANS: B
Employees must have clear role expectations, clearl y understand what
is expected of their perfor mance, and understand the ramifications of
not meeting those expectations. Position descriptions provide written
guidelines detailing the roles and responsibilities of a specific position
within the organizational context.
TOP: AONE competency: Business S kills
