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lhise7 lhise7
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6 years ago
The biggest challenge in the recruitment of staff is:
 
  a. Finding well-qualified candidates who can function well within your particular work culture.
  b. Recruiting individuals with the appropriate qualifications and experience.
  c. Screening out candidates who are unable to function well within a team.
  d. Determining if candidates have had previous negative experiences in a work environment.

Question 2

In determining the fit of a candidate with the culture on your unit, which of the following interview questions might be asked?
 
  a. Could you review your resume for us, highlighting your certifications and experience?
  b. If we were to ask your references, what would they list as your strengths? Weaknesses?
  c. We have a number of older adult patients on this unit. If you noticed another staff member addressing one of these patients impatiently, how would you respond?
  d. Tell us about your work and academic experiences and qualifications.

Question 3

As part of orientation to your unit, you decide to administer Kolb's Learning Style Inventory (LSI) to new staff. The most likely reason for your decision is that the use of Kolb's LSI:
 
  a. Reduces the cost of orientation.
  b. Determines if there is fit between learner and organizational values.
  c. Develops the strengths of the new staff member.
  d. Enables individualization of learning to the learner's needs.

Question 4

The chief nursing officer establishes a shared governance model to help empower the nursing staff, thus empowering the organization. Common characteristics of empowered organizations are:
 
  a. Shared values, high salaries, and a human focus.
  b. Shared values, flexibility, and a human-capital focus.
  c. Commitment to communication, high salaries, and flexibility for evaluations.
  d. Creation of community and of effective stress management in the midst of divergent goals.

Question 5

Which of the following might best conclude an interview?
 
  a. Thank you for your interest. Someone will be in touch with you soon.
  b. Before you go, we will make sure that we have your contact information. Thank you for coming.
  c. I will be in contact with all candidates by telephone by next Friday. It has been a pleasure to meet you.
  d. We have several excellent candidates so I am not sure about the outcome of the interview, but I will let you know. Thank you for coming.

Question 6

John notes that the next section is specific to the organizational philosophy and has a four-point ordinal scale that describes performance from always meets expectations to does not meet expectations.
 
  This type of evaluation is most commonly known as:
 
  a. A behavior-anchored rating scale.
  b. Management by objectives/learning goals.
  c. The forced distribution scale.
  d. A graphic rating scale.

Question 7

John, a new graduate, reviews the employee evaluation for his new position. The first section requires that he list his own specific objectives to be accomplished. This is an example of:
 
  a. The traditional rating scale.
  b. Learning goals, or management by objectives.
  c. A forced distribution scale.
  d. A behavior-anchored rating scale.

Question 8

The nurse manager schedules evaluations of staff members using a newly developed performance appraisal tool. The development of a performance appraisal tool should include:
 
  a. Organizational mission, philosophy, and position requirements.
  b. A generalized overview of the duties of a position.
  c. A skills checklist and accreditation requirements.
  d. An ordinal scale that ranks all employees.
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estherevestherev
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6 years ago
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lhise7 Author
wrote...
6 years ago
I just wanted to write to say thanks a bunch for the answer!
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