Sue, a nurse manager, discusses her concerns about the hospital's ...

[erika]

Sue, a nurse manager, discusses her concerns about the hospital's employee appraisal system with her work group, noting that it includes only 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 appraisal 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.

Question 2

You have hired a new RN to replace a well-respected and experienced nurse in your outpatient department. The new RN recently graduated and is nervous about stepping into a role that was previously filled by someone who was so competent.
 
  You recognize anxiety and set up regular, frequent meetings during which you explore how she is dealing with her anxiety, provide 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.

[dellikani2015]

Answer to Question 1

ANS: B
A combination of several methods is probably superior to any one method. The primary success of any performance appraisal lies in the skills and communication abilities of the manager.

Answer to Question 2

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 outcome that the employee performs at an optimal level.

[erika]

TY

[dellikani2015]

Happy to Help