Chapter 24 performance appraisals

What does a competence assessment evaluate? 1. Knowledge and education to perform the task 2. Skills to perform the task 3. Experience to perform the task 4. How well the individual completes the task A) 1, 2, 3 B) 1, 2, 4 C) 1, 3, 4 D) 2, 3, 4

Ans: A Feedback: A competence assessment evaluates whether an individual has the knowledge, education, skills, or experience to perform the task, whereas a performance evaluation examines how well that individual actually completes that task.

What is the primary goal of a performance appraisal? A) Promotion of employee growth B) Compliance with stated regulations C) Identification of ineffective staff D) Providing a basis for staff wage increases

Ans: A Feedback: A performance appraisal wastes time if it is merely an excuse to satisfy regulations and the goal is not employee growth. None of the remaining options express the goal of a performance appraisal.

Although some subjectivity is inescapable in performance appraisals, what action can the manager take to arrive at a more fair and accurate assessment? A) Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period B) Evaluation criteria that reflect on the employee as a person rather than just on work performance should be used C) Data gathered by the manager in preparation for the performance appraisal should be limited to not more than two sources, so no conflicting information is received D) The manager should rate all employees using central tendency whenever possible

Ans: A Feedback: Because a manager will tend to remember an employee's performance better in the weeks or months directly preceding the appraisal, a manager should take notes on an employee's performance throughout the year. The other options are less affective in proving a balanced appraisal.

How does a leader effectively use a performance appraisal? A) To motive staff B) To identify staff educational needs C) To follow up on identified deficiencies D) To provide feedback on work performance

Ans: A Feedback: Leaders use the appraisal process to motivate employees and promote growth. The remaining options are manager responsibilities.

Which method rates a person against a set standard, which may be the job description, desired behaviors, or personal traits? A) Trait Rating Scale B) Checklist C) Essay D) MBOs

Ans: A Feedback: Trait Rating Scale is a method of rating a person against a set standard, which may be the job description, desired behaviors, or personal traits. The Trait Rating Scale has been one of the most widely used of the many available appraisal methods. None of the other options rates a person against a set standard.

8. What is the term used to identify the effect that results when some negative aspect of an employee's performance unduly influence all other aspects of performance? A) A halo effect B) A horns effect C) Central tendency D) A job dimension scale

Ans: B Feedback: Data should be gathered from many different sources and must reflect the entire time period of the appraisal to avoid the horns effect, which is when some negative aspect of an employee's performance unduly influences all other aspects of his or her performance. None of the other options accurately identifies this outcome.

What should the manager do in completing an annual performance appraisal? A) Consider good intentions as well as actual performance B) Base the appraisal on a standard to which all are held accountable C) Always make an effort to include subjective data D) Closely observe the employee for the 2 weeks preceding the appraisal conference

Ans: B Feedback: For an objective appraisal, the manager must have a fair performance appraisal tool that is used for all employees in the same classification.

In preparation for an appraisal conference, how many days of advanced notice will the manager give the employee? A) 1 B) 2 to 3 C) 4 to 5 D) 6 to 7

Ans: B Feedback: Give the employee 2- to 3-day advance notice of the scheduled appraisal conference so that he or she can be prepared mentally and emotionally for the interview.

What factor contributes most to a performance appraisal being viewed as relevant by the employees? A) Its influence on whether a raise will be awarded B) Belief that it is based on the performance of job descriptionñrelated tasks C) The perception that the manager truly likes and approves of them personally D) The formality with which the appraisal is conducted and presented

Ans: B Feedback: If employees believe that the appraisal is based on their job description rather than on whether the manager approves of them, they are more likely to view the appraisal as relevant. The remaining options are not viewed as being factors in the view that the appraisal is relevant.

The nurse-manager is preparing for the unit ward clerk's annual evaluation and sends out a short questionnaire requesting feedback on the ward clerk's effectiveness in her job. The nurse-manager sent the request to one doctor who uses the unit frequently, to a staff nurse on each shift, to the housekeeping department head, and to the head of the volunteer program. In addition, the nurse-manager interviews three patients to determine how courteous the ward clerk is when answering call lights from the unit desk. What is this an example of? A) Peer review B) A 360-degree evaluation C) An overreaching performance review D) An anecdotal performance review

Ans: B Feedback: Seeking feedback from patients, staff, and other departments who interact with an employee to determine his or her effectiveness in his or her job is called a 360-degree evaluation. None of the other options are associated with the scenario described.

Which statement is true regarding the Behaviorally Anchored Rating Scale (BARS)? A) Has long been used as a performance appraisal tool in the health-care industry B) Requires that a separate rating form be developed for each job classification C) Is often referred to as a free-form review D) Is a rapidly scored and administered performance appraisal tool

Ans: B Feedback: The BARS key areas of responsibility are delineated and ranked by importance. This system reduces subjectivity, but has the drawback of being time-consuming.

What does the Joint Commission advocate about employee performance appraisals? A) They be conducted at least every 6 months B) They be based on employee job descriptions C) They be documented by anecdotal notes D) They be reflective of employees' personal goals

Ans: B Feedback: The Joint Commission advocates that employee performance appraisals be based on employee job descriptions. None of the other options are identified for this purpose.

Which statement accurately reflects self-appraisals? A) Self-appraisals are more objective than the other types of appraisals B) Self-appraisals provide an opportunity to give positive feedback to employees C) Self-appraisals usually require some introspection on the part of the employee D) Self-appraisals should be read before the supervisor does an appraisal

Ans: C Feedback: Although they require some work on the employees' part, self-appraisals can provide introspection and personal growth. The remaining options are not accurate statements.

A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee? A) Tell the employee that he or she is not performing well and ask the employee where improvement is needed B) Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response C) Recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan D) Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year

Ans: C Feedback: An employee who is overwhelmed with negative feedback during the performance appraisal cannot grow as a result of the appraisal. The manager should recognize the employee's strengths, focus on one or two key deficiencies, and create a long-term coaching plan.

Which statement correctly describes using self-appraisal as a performance appraisal tool? A) It should always be totally unstructured so employees can write about whatever they want to B) It is effective because most employees are self-aware and rate themselves accurately and appropriately C) It works best when used in conjunction with other appraisal tools D) It relieves the manager of the responsibility for preparing the performance appraisal

Ans: C Feedback: Because employees cannot be objective concerning their own performance, a self- appraisal is most effective when used in conjunction with other appraisal tools. The remaining options are incorrect statements regarding self-appraisal tools.

Which is the best example of coaching used to encourage and improve daily work performance? A) ìLet's discuss how to improve your charting notes.î B) ìDid you enjoy working as team leader this weekend?î C) ìWould you consider taking on the role of preceptor?î D) ìYour interpersonal skills have shown great improvement.î

Ans: C Feedback: For coaching to be effective, it must be specific, not self-serving, directed toward behavior that can be changed, well timed, and understood by the employee. This is the only option that fulfills those criteria.

What increases the likelihood that the performance appraisal will have a positive outcome? A) The manager refrains from making any comments about the worker's performance B) The employee is encouraged to identify three areas of satisfactory performance C) The employee provides input into developing the performance standards D) The manager identifies not more than three areas of deficient performance

Ans: C Feedback: If the employee has some input into developing the standards or goals on which his or her performance is judged, there is more of a chance that the appraisal will have a positive outcome. The remaining options fail to contribute to an effective performance appraisal.

In performance management, appraisals are eliminated. What does the manager do in place of the appraisal? 1. Periodical coaching 2. Mutual goal setting 3. Leadership training of subordinates 4. Employee accountability for own actions A) 1, 2 B) 1, 4 C) 2, 3 D) 3, 4

Ans: C Feedback: In performance management, appraisals are eliminated. Instead, the manager places his or her efforts into ongoing coaching, mutual goal setting, and the leadership training of subordinates.

What is the outcome when a manager provides vague and ambiguous feedback to an employee during a performance appraisal? A) The employee receives the information in a positive manner B) The manager is able to avoid the appearance of being too negative C) The employee is uncertain of the value of the feedback D) The manager is viewed as being an ineffective communicator

Ans: C Feedback: Indirectness and ambiguity are more likely to inhibit communication than enhance it, and the employee is left unsure about the significance of the message. The employee is not likely to feel positive about the process. When the feedback is present appropriately, the manager will not be viewed as too negative but rather honest and helpful.

Which statement identifies an important consideration when using management by objectives (MBO) as a performance appraisal tool? A) The manager determines the objectives each employee should accomplish during the upcoming evaluation period B) Employees determine the objectives their manager should accomplish during the upcoming evaluation period C) The manager's role is supportive, assisting employees to reach goals by counseling and coaching D) Managers should encourage employees to set lofty, difficult goals in an effort to stretch the employees to their maximum

Ans: C Feedback: MBO is in use when the manager supports employees to reach goals they identify for themselves. None of the other options are associated with the use of MBO as a performance appraisal tool. Page 3

Why have health-care organizations been slow to adopt peer review? A) It tends to be an inaccurate performance appraisal tool B) Colleagues generally have little data they can contribute regarding a peer's work performance C) It requires staff be oriented to the process effectively D) It works better for professionals such as physicians than for nurses Ans: C Feedback: Peer review is effective only when adequate time is spent orienting staff to the process and the necessary support is provided to complete the process. The remaining options are not generally considered barriers to the use of peer reviews.

Ans: C Feedback: Peer review is effective only when adequate time is spent orienting staff to the process and the necessary support is provided to complete the process. The remaining options are not generally considered barriers to the use of peer reviews.

Which term is used to identify the effect that occurs when the appraisal is based on recent performance over less recent performance during the evaluation period? A) Halo B) Horns C) Recency D) Mathew

Ans: C Feedback: Taking regular notes on employee performance is a way to avoid the recency effect, which favors appraisal of recent performance over less recent performance during the evaluation period. None of the other options accurately identifies this effect.

Which factor is the focus of an individual's performance evaluation? A) Related knowledge B) Individual skills C) Appropriate experience D) History of task completion

Ans: D Feedback: A competence assessment evaluates whether an individual has the knowledge, education, skills, or experience to perform the task, whereas a performance evaluation examines how well that individual actually completes that task.

What type of evaluation has been proved to increase productivity and commitment in employees? A) Rating scale B) Checklist C) Essay D) MBO

Ans: D Feedback: MBO has been proved to increase productivity and commitment in employees. Research does not support that claim related to the other options.

What does the employee's signature on the performance appraisal form denote? A) The employee agrees with everything written on the form B) The employee objects to what is written on the form C) The employee agrees that a merit raise is due D) The employee has read the appraisal information

Ans: D Feedback: The employee's signature on the performance appraisal form denotes that the employee has received and read the appraisal information. The signature does not mean that the employee agrees with or disagrees with the appraisal.