Deck 23: Performance Appraisal

Question 1

The tools and methods for a comprehensive performance appraisal system involve a job description, personnel selection, staff development, and:

A) a reward system.
B) a supportive culture.
C) knowledgeable management.
D) mentoring.

Answer 1

a reward system.

Question 2

A preceptor is orienting a new graduate nurse to the critical care unit (CCU). She and other nurses exhibit caring, respectful behaviors toward all families and clients and toward each other. Peers do not tolerate negative attitudes. The CCU nurses also question physician orders when necessary and provide ongoing teaching to clients and families. This scenario depicts the importance of the group's:

A) attitudes.
B) behaviors.
C) culture.
D) feelings.

Answer 2

culture.

Question 3

This management technique is used to help employees improve their ability to do their job and increase future potential. This technique, which uses various activities, such as role modeling, hiring carefully, encouraging growth, creating a positive environment using praise, and encouraging stretch goals, is known as:

A) coaching.
B) counseling.
C) goal setting.
D) mentoring.

Answer 3

coaching.

Question 4

Performance management includes the processes of human resources management. The purpose of this system as related to the employee includes job productivity, compensation, job performance recognition, and:

A) compensation administration.
B) job analysis.
C) planning for professional development.
D) structuring educational programs for staff.

Question 5

The process by which a manager examines and evaluates an employee's work behavior by comparing it with pre-set standards, documents the results of the comparison, and uses the results to provide feedback to the employee is:

A) coaching.
B) peer review.
C) self-evaluation.
D) performance appraisal.

Question 6

The nurse manager is evaluating Brandon, an emergency department (ED) nurse. The manager obtains input about Brandon's performance from another nurse in the ED, the ED physician, a patient-care assistant, and Brandon himself. The type of performance evaluation the nurse manager utilizes is:

A) just culture.
B) peer review.
C) 360-degree evaluation.
D) management by objectives.

Question 7

A nursing unit is frequently short-staffed. Many agency nurses work to fill staff nurse vacancies. The manager has hired many new graduates, but most leave in less than 1 year. This may be the result of a lack of:

A) continuity of care.
B) formal leadership.
C) ethical behaviors.
D) shared assumptions.

Question 8

Jennifer is evaluating her own performance over the past year and comparing it to the standards set by the organization. Jennifer is performing a(n):

A) peer review.
B) intervention.
C) self-evaluation.
D) performance appraisal.

Question 9

An experienced critical care nurse left a CCU staff nurse position to finish a master's degree. Periodically, he would return to work as a per diem nurse in the CCU. The staff was impressed with the nurse's performance; however, one staff member complained that he was unfamiliar with the new telemetry monitors when he first returned to work several months ago. This comment showed up in his evaluation, resulting in a poorer overall evaluation from the nurse manager compared with previous evaluations. This is an example of:

A) a halo effect.
B) a horn effect.
C) recent behavior bias.
D) similar-to-me effect.

Question 10

The collection of physical and mental capacities that enable a person to exhibit a skill or set of skills is:

A) ability.
B) acuity.
C) aptitude.
D) motivation.

Question 11

Carrie, the manager of the pediatric floor, is being evaluated by her director. Carrie set goals last year such as increasing patient satisfaction on her unit by 20% and decreasing staff turnover by 10%. Carrie's performance appraisal today is based on how well she achieved those goals. This type of performance appraisal is called:

A) just culture.
B) peer review.
C) 360-degree evaluation.
D) management by objectives.

Question 12

Karen is a nurse manager who rewards positive behavior and disciplines individuals who behave negatively on the unit. Karen's leadership style is:

A) democratic.
B) laissez faire.
C) transactional.
D) transformational.

Question 13

The process of performance appraisal includes (select all that apply):

A) setting goals.
B) disciplinary action.
C) assessing progress.
D) evaluating performance.
E) determining merit raises.

Question 14

Performance attributes of an individual are determined by ability and:

A) aptitude.
B) knowledge.
C) motivation.
D) skill.

Question 15

The tools and methods for a comprehensive performance appraisal system include (select all that apply):

A) job description.
B) reward system.
C) client feedback.
D) staff development.
E) personnel selection.

Question 16

A performance-based career advancement system provides a means to recognize and reward clinical:

A) attitudes.
B) behaviors.
C) expertise.
D) teamwork.

Question 17

Ben has reported to work late four times in the last three months. His manager brings this to his attention and asks him to meet her in her office tomorrow at 10 AM to discuss the issue. At their meeting, Ben is given an opportunity to explain his tardiness. Together they come up with an action plan to reduce Ben's tardiness. This type of management of consequences is called:

A) coaching.
B) mentoring.
C) precepting.
D) counseling.

Question 18

Performance tools capture the critical behaviors and outcomes that result from effective nursing care and use criteria that are appropriate, meaningful, and useful in measuring what they are intending to measure. The determination of the extent that these characteristics are being measured effectively using this tool is known as:

A) accuracy.
B) objectivity.
C) reliability.
D) validity.

Question 19

The informal performance appraisal process includes:

A) coaching.
B) mentoring.
C) preceptoring.
D) teaching.

Question 20

A performance appraisal tool that is able to measure the same person at multiple intervals in a stable and consistent manner has achieved:

A) equivalence.
B) construct validity.
C) inter-rater reliability.
D) test-retest reliability.

Question 21

The definition of _____ is the execution of an action; something accomplished; or the fulfillment of a promise, claim, or request.

Question 22

Self-appraisal is an important component in the appraisal process. Self-appraisal promotes (select all that apply):

A) peer input.
B) personal responsibility.
C) individual accountability.
D) a nonpunitive environment.
E) feedback regarding job performance.

Question 23

The term _____ is used to establish that the criteria are appropriate, meaningful, and useful in measuring what they are intending to measure.

Question 24

Stakeholders who might be represented within the process of performance appraisal of a CCU nurse include (select all that apply):

A) patients/patient families.
B) the CCU social worker.
C) the chief financial officer.
D) organizational board members.
E) nurses in the ED.

Question 25

_____ is an informal process that uses ongoing, face-to-face collaboration and influence to improve skills and performance.

Question 26

The goals of a performance appraisal should include (select all that apply):

A) improving performance.
B) improving communication.
C) punishing negative behavior.
D) providing a basis for termination if necessary.
E) providing a raise if earned through positive behavior.

Question 27

The process by which nurses systematically evaluate the quality of nursing care provided by peers as measured against professional standards is called _____.