Author Question: A nurse manager gives every staff nurse on the unit the same positive performance appraisal. The ... (Read 83 times)

krzymel · **on:** Jul 8, 2018

A nurse manager gives every staff nurse on the unit the same positive performance appraisal. The nurse manager's supervisor questions the results.

The nurse manager states, I was unable to watch all of them perform, but as a whole, the unit is performing well on our leading indicators. Which of the following errors as occurred?
1. Halo effect error
2. Recency effect error
3. Sunflower effect
4. Rater temperament effect

Question 2

15. The nurse manager is preparing to conduct performance appraisal interviews with the nurses on the unit. The nurse manager ensures that the recency effect error does not occur by doing which of the following things?

1. The nurse manager is careful to evaluate only information that is personally known about the nurse's skills and attributes.
2. The nurse manager ensures that the evaluation tool guidelines are defined.
3. The nurse manager evaluates each nurse every 3 to 6 months.
4. The nurse manager is careful to review each nurse's file to acquire information about events that have occurred over the last year

DylanD1323 · **Reply #1 on:** Jul 8, 2018

Answer to Question 1

Answer: 3

Rationale: The halo effect is when the nurse manager knows only positive information about the quality of a nurse's work but hasn't seen the nurse perform everything that is needed to give a positive evaluation. The nurse manager assumes that the nurse does every skill well. The recency effect occurs when the nurse manager uses some recent event to judge the performance of a nurse. The sunflower effect occurs when the nurse manager gives every nurse on the unit the same performance appraisal based on the overall group performance. The rater temperament effect happens when different nurse managers weight some skills or attributes more heavily than do other skills or attributes.

Answer to Question 2

Answer: 4

Rationale: It is appropriate to conduct performance appraisal interviews annually. It is important to evaluate information that is personally known by the manager about the nurse's skills and attributes. This helps prevent the guessing and central tendency errors. To adequately perform a meaningful evaluation of a nurse employee, it is imperative that the tool is useful, with well-defined and clear guidelines for use. Nurse managers should not perform performance appraisals as frequently as every 3 to 6 months unless the nurse requires an interim evaluation due to poor behavior. To prevent the recency effect error, the nurse manager should review the nurse's file containing information about events that have occurred during the last year. The nurse manager will be able to weigh events that have occurred separately and more equitably. This is a much better way to prepare for an evaluation than relying on memory.