HUMAN RESOURCE MANAGEMENT- TEST Essay

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The nurse manager should view the HR staff as
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internal consultants. NOT: antagonists, researchers.
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_______________sets the wage paid for each job classification.
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Human resources. NOT: CFO, nurse manager, physical therapy
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The Joint Commission Staffing Effectiveness
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CHOICES:? Family complaints and patient complaints *don’t think so. ?UNDER STAFFING AS COMPARED TO THE ORGANIZATION’S STAFFING PLAN. NOT: SICK TIME AND STAFF INJURES ON THE JOB. LOOK UP AND SEE:: NOT staff turnover and vacancy rates. They are HUMAN RESOURCE INDICATORS.
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Nursing students on a unit for clinical experience
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happy, content, and positive role models.-not staff that habitually complain.
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Is the following interview question lawful -allowed- or unlawful- not allowed-: ?At what school did you receive your professional training?”
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Lawful.
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_________________is the highest need in Maslow’s hierarchy of needs.
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Self-actualization. -NOT esteem, safety. or social.
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From an organizational perspective, human resources could best be described as actions taken to:
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ensure that qualified, motivated personnel are available to staff the organization.
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Title VII of the Civil Rights Act of 1964 forbids employment discrimination based on:
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Possibly:THINK SO. Answer was “Gender, race, national origin, religion.” age, citizenship status, national origin, race, religion. Or citizenship status, color, disability, race, veteran status. Or color, gender, national origin, race, religion. was NOT age, disability, gender, national origin, veteran status.
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Motivation, reinforcement, retention and transference must occur for education to be effective.
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True.
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All of the following are disadvantages to tests during recruitment EXCEPT:
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WRONG: Validity/Reliability. Remember that tests assist in screening applicants in a consistent manner. Possibly finding skilled monitors; possibly time and expense of administration. Possible variety of systematic applications and forms.
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Which of the following options best represents reasons for recruitment?
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Organizational growth, change in services rendered and vacancies in positions. -NOT organizational growth and vacancies in positions; NOT change in services rendered and vacancies in positions. NOT change in services rendered and organizational growth.
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External and internal recruitment is an ongoing planned activity.
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TRUE. With turnover a constant in the healthcare workforce, the question “When to recruit?” has become the statement “plan to recruit.”
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Which of the following is an inexpensive, efficient and effective recruitment method for experienced hires?
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EMPLOYEE REFERRALS. NO to internet, job fairs, campus recruitment are inexpensive, they are not efficient and/or effective recruitment method for experienced hires.
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Detailed paperwork, employee handbooks, and policy manuals are sufficient and effective ways to orient a new employee.
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False. Orientation should do more than provide information. It should also assist new employees in adjusting to their jobs and to instill a positive work attitude from day one.
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In the delivery of constructive feedback, all of the following are true EXCEPT:
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Not sure. NOT: It is better to be specific and stick to facts and observations rather than to your own opinions or judgments as to why they engaged in a certain behavior or practice. Could be IT IS BETTER TO INCLUDE AN OPPORTUNITY FOR THE PERSON TO SHARE HIS OR HER PERSPECTIVE OR ADDITIONAL INFORMATION TO BE CONSIDERED. Could be IT IS BETTER TO DELIVER FEEDBACK IN AN ENVIRONMENT THAT IS PRIVATE AND NOT WITHIN EAR SHOT OF OTHERS. Think it is IT IS BETTER TO BEGIN AND END WITH PRAISE SO THAT THE PERSON WON’T FEEL BAD ABOUT THE CONSTRUCTIVE FEEDBACK YOU GIVE THEM.
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One of your star performers has agreed to lead a patient safety project on your unit. You know in terms of SITUATIONAL LEADERSHIP THEORY they are willing and able. Therefore the best action for supporting them is:.
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Letting them make decisions and encouraging their autonomy. This is an example of supportive behavior for an employee who is WILLING AND ABLE. NOT- having them report to you every day what they are doing so that you can catch them if they make a mistake. NOT- closely supervising them; NOT- making decisions for them so that they know you are trying to be helpful.
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Jane is a shift charge nurse and as you prepare for her performance evaluation, you are unsure how to rate her ability to make effective staff assignments. About 10 months ago, you noted that she was having difficulty managing multiple staff request and ended up making poor staffing assignments. You worked with her and coached her and for the past seven months she has been doing well you should:
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Rate her as PROFICIENT, since she is making assignments well at this point, but reflect that she had an issue and following coaching, has been doing well. NOT: rate her a exceeding expectations, since she responded to coaching and is still doing well, because you know it is hard to change behavior. NOT: rate her a proficient, since she is making assignments well at this point, and make no mention of the prior problems. NOT: rate her as needing improvement, since she needed coaching to achieve adequate performance because you don’t know if she will sustain adequate performance.
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Experienced staff don’t need you to review performance expectations each year. It is reasonable to expect that they know what their job is.
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FALSE. All staff need to review the expectations of their position. While you won’t go in-depth like with a new hire, you may focus on areas where there is a gap in performance or a new performance expectation.
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According to situational leadership, a staff member who has just finished orientation and is performing competently but is often heard express doubt that “they don’t know everything” would be considered:
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WILLING AND ABLE: Willing and unable: WRONG. BEING ABLE MEANS THEY CAN PERFORM THEIR WORK COMPETENTLY. Unwilling and unable- wrong. Unwilling and unable-wrong.
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You should encourage staff to talk about a high profile termination so they can move on from it faster.
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FALSE.
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Which of the following are reportable occurrences.
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Nurses who remove narcotics from the hospital for sale or personal use.
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It is important to partner with Human Resources early in the disciplinary process because.
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HR can provide suggestions for dealing with difficult employees and ensure that you provide the employee with a fair process that will support any future decisions to move toward stronger discipline.
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The only role of Human Resources in the disciplinary process is to make sure the hospital will not get sued.
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FALSE.
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As a nurse manager, you want to be able to use turnover rates to guide for future planning. Turnover rate is calculated by
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Numberof departures x number of employed x 100. WRONG: number of employed divided by number of departures x 100. ? number of departures x number of employed x100. ?number of RNs Ă· number of unlicensed personell, number of direct reports versus number of transfers × 100.
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The cost of one employee turnover is between one and two times the employee’s annual salary.
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TRUE.
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The nurse manager can control the amount of employee recognition on a nursing unit.
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TRUE.
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Turnover within the organization, as when, for example a nurse moves from one nursing unit to another to gain more experience in some specialized area, is called.
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Internal turnover. NOT: external turnover. NOT uncontrollable turnover. NOT: unexpected turnover.
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By definition, an employee’s job satisfaction is an example of which kind of factor influencing a turnover decision?
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psychological factor. -NOT human resources factor. NOT: individual factor. NOT: organizational factor.
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Lucy is a nurse you have suspected of taking drugs from the unit supply. Today you have a patient tell you that he did not receive any pain medication the day before. When you check the assignment, you see that Lucy was his nurse for that shift. You check the record and see that she had signed out two doses of hydromorphone 2 mg injectable from the stock. You check the patient’s record and notice that there are no doses recorded in his medication record for that shift. Before you can get to HR, Lucy comes in on her day off asking to meet with you . Shortly into the conversation, she confides in you that she has developed an addiction to pain meds since her back unjury. Which of the following statements describe your next step?
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Ask Lucy to go with you to the Human Resources to discuss the situation with the director. NOT: tell Lucy that you will have to let her go because you can’t have a nurse working who is taking drugs all the time. NOT: tell Lucy to go home and get some help for this situation and that you will cover her her by telling everyone that she has a sick family member who she must travel to see. NOT: tell Lucy that you can understand how she got addicted, since the back injury was so severe, and put her out of work for several months.
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You should encourage staff to talk about a high profile termination in great detail so that they can move on from it faster.
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FALSE.
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Which of the following is a reportable occurrence to the Board of Nursing?
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Nurses who remove narcotics from the hospital for sale or personal use. NOT: nurse who express support in a union organizing campaign. NOT: nurses who get a ticket for speeding. NOT: nurse who participate in the circumstances leading to a medical mistake.
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It is important to partner with Human resources early in the disciplinary process because:
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HR can provide suggestions for dealing with difficult employees and ensure that you provide the employee with a fair process that will support any future decisions to move toward stronger discipline. NOT: HR needs to authorize all termination. so it is best to get them involved at the beginning of the process as well. NOT: calling on HR can save you a lot of the work in the discipline process since they will take it over for you. NOT: HR will see that you are holding people accountable.
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The only role of Human Resources in the discipline process is to make sure that the hospital will not get sued.
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FALSE.
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Many nurses today will not reach retirement age for 20 to 30 years.
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False. The retirement of large groups of baby boomers is creating a shortage today and into the future.
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All of the following steps will help Jill avoid a poor posting EXCEPT:
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WRONG: COMBINING THE ACTIVITIES TO CREATE A JOB DESCRIPTION ?analyzing the skills required for the job; ?Creating a profile of the last person in the job. ?identifying job activities, necessary skills, and time required.
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Job analysis is best described as:
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WRONG: a written report about a job and the types of duties it includes. ?the process of obtaining information about jobs by determining the job duties, task and activities. ?determination of the essential functions for job performance to match and accommodate those with disabilities. ?the personal qualifications an individual must possess to perform the duties and responsibilities associated with a particular job in the organization.
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A ________________ is a written statement that describes the duties, responsibilities, required qualifications and reporting relationships of a particular job.
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JOB DESCRIPTION. Not job specification; NOT job analysis; NOT compensation document.
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In a recruitment push, which of the following is the most efficient way to conduct a job analysis?
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INCUMBENT INTERVIEWS, SUPERVISOR INTERVIEWS, OBSERVATION. Remember too this is not a comprehensive analysis to reclassify a job description but to push recruitment for an established position. Not: review of job classification, expert panel, checklists. NOT observation. WRONG:OPEN ENDED QUESTIONNAIRES, INCUMBENT WORK LOGS, TASK INVENTORIES.
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The ______________ manager develops challenging goals for the staff through continuous quality improvement in patient care and practice on the unit.
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ACHIEVEMENT ORIENTED.NOT: directive, supportive or participative.
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Is the following interview question lawful -allowed- or unlawful-not allowed:”At what school did you receive your education?”
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Lawful
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What are examples of a nurse manager’s responsibilities with his or her employees? – choose all that apply.
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*ASSURE THAT THE UNIT’S POSITION DESCRIPTIONS ARE CURRENT. *LEARN CONTENT OF LABOR LAWS FOR THE PRACTICE SETTING: NOT;advocate for employees in a conflict-grievance situation. Not organize job categories to assure wage equity.
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Information from exit interviews of department employees is frequently reviewed when planning a recruitment program. Exit interview information
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may reveal sources of job dissatisfaction that can be remedied. NOT: is inevitably colored by the emotional state of the departing employee. NOT is useless unless it is collected by an impartial interviewer. NOT: rarely provides information helpful to the recruitment process.
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All of the following are factors in the projected nursing shortage EXCEPT:
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Decreased career opportunities for women. That’s correct. INCREASED career opportunites for women is a factor in the estimated 400,000 RN vacancies by 2020.
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All of the following steps will help Jill avoid a poor response to her job posting except:
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NOT: combining the activities to create a job description.
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Job analysis is best describes as
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NOT A written report about a job and types of duties it includes.
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A ___________ is a written statment that describes the duties, responsibilties, required qualifications and reporting relationships of a particular job.
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job description
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In a recruitment push, which of the following is the most efficient way to conduct a job analysis?
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INCUMBENT INTERVIEWS, SUPERVISOR INTERVIEWS, OBSERVATION. Remember this is not a comprehensive analysis to reclassify a job description but to push recruitment for an established position.
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The ______manager develops challenging goals for the staff through continuous quality improvement in patient care and practice on the unit.
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achievement oriented ? participabie ?supportive NOT DIRECTIVE.
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Is the following interview question lawful -allowed- or unlawful-not allowed: “At what school did you receive your professional training?”
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Lawful.
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Which are examples of a nurse manager’s responsibilities with his or her employees -choose all that apply?
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*ASSURE THAT THE UNIT’S POSITION DESCRIPTIONS ARE CURRENT. *Learn content of labor law for the practice setting.
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INFORMATION FROM EXIT INTERVIEWS OF DEPARTMENT EMPLYEES IS FREQUENTLY REVIEWED WHEN PLANNING A RECRUITMENT PROGRAM. EXIT INTERVIEW INFORMATION:
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May reveal sources of job dissatisfaction that can be remedied.
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A patient has requested to speak with you about her nurse, Janet. The patient tells you that Janet has not been in her room but once all morning. The patient has been waiting to get washed up so that she will look good for her grandchildren who are visiting that afternoon.
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You ask the patient if she has called for assistance and the patient states that she hasn’t but that she had assumed Janet would have washed her up by now. You leave the room after telling the patient that you’ll have someone come right away to help her get washed up. You find Janet in the break room having a bagel and coffee. continued.
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You ask her about washing up the patient and she replies, “That is all that lady is fixated on-getting a bath for her grandchildren. She has told me that every time I’ve gone in her room today.” You ask Janet whether she’s been in the patient’s room and she replies, “Sure, I’ve given her pain medication and her morning pills and I’ve gotten her up to the bathroom twice.”
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Janet’s account certainly doesn’t match the patient’s story but it is not the first time that you’ve had a patient complain about Janet. You ask Janet to get moving with the bath and you go down to HR. You tell HR about the complaints and indicate that you want to terminate Janet for this behavior. The director of HR pulls up Janet’s file and doesn’t find any other documentation. continued.
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The director tells you that you cannot terminate Janet at this point. What statement best describes the reason for the director’s reply?
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NOT: You have not followed the progressive… ?You NEED A WITNESS TO THE PATIENT’S ACCUSATION. ?You need a written statement from the patient.
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Employees have the right to know when they are not meeting the expectations of the organization.
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TRUE.
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It is important to partner with Human Resources early in the discipline process because:
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HR can provide suggestions for dealing with difficult employees and ensure that you provide the employee with a fair process that will support any future decisions to move toward stronger discipline.
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Yesterday on your way out of the unit, you noticed Jeff, an evening shift RN, swiping in to begin his shift forty minutes late. You also noticed that he wasn’t dressed in scrubs, but in clothes that were covered in paint. You didn’t have time to ask him about it because you were already later for another appointment, but today you decide to look into this.
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You pull his time card and notice that he has actually been late three days in the last two weeks by more that thirty minutes each time. You are concerned. Which of the following answers describes your best plan for what to do next? CHECK JEFF’S SCHEDULE AND PLAN TO MEET WITH HIM AT THE START OF HIS NEXT SHIFT TO DISCUSS HIS TARDINESS.
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TURNOVER IS A PHENOMENON THAT SEEMS TO HAPPEN AS MULTI-STEP PROCESS, RATHER THAN A SINGLE EVENT.
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TRUE
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As a nurse manager, you want to be able to use turnover rates to guide for future planning. Turnover is calculated by:
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Number of departures divided by Number of employed x 100.
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By definition, an employee’s job satisfaction is an example of which kind of factor influencing a turnover decision?
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psychological factor.
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Turnover within the organization, as when, for example, a nurse moves from one nursing unit to another to gain more experience in some speciaitlzed area, is called.
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Internal turnover.
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According to situational leadership, a staff member who has just finished orientation and is performing competently but is ofter heard expressing doubt that “they don’t know everything” would be considered:
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?Unwilling and able. WILLING INDICATES COMMITMENT OR WILLINGNESS TO ENGAGE IN THEIR WORK OR ROLE. THIS INDIVIDUAL WOULD NOT BE CONSISIDERED FULLY WILLING BECAUSE S/HE LACKS CONFIDENCE.
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As a manager, you meet with a newly hired RN as part of the orientation process. You review the job description and the critical element of her job expectation. You spend additional time reviewing patient safety behaviors and your values and expections regarding a safe patient culture. This would be an example of ______ phase of the performance management process.
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PLANNING NOT REVIEWING. This would be a review of the individual’s performance against the expectations articulated in the position description as well as any specific goals for that employee.
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Clear and effective goals included six important elements. The following goal is not clear enough on which of the following elements: during the next year, you will provide two in-services on private safety to the night shift staff?
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NOT -TIMELY.
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In the 1990s, downsizing in healthcare organizations became a widely used tactic when there was wide implementation of managed care and financial pressures. Downsizing is best defined as:
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Employer imposed cuts in human resources aimed at reducing expenses.
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The nurse manager is the initial ______ of all prospective applicants.
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FOCUS.
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The acuity of patients in hospitals has
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increased.
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The long term strategies to address the workforce shortage included all except:
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UNHEALTHY WORK ENVIRONMENTS.
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All of the following are factors in influencing workplace desireablity except:
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?detailed job descriptions. high level patient care is desireable. What elements make an exciting and attractive work environment.
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Employee orientation reduces start-up costs, employee anxiety, and workforce turnover.
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True. In addition to saving time for the supervisor, orientation also helps new employees develop realistic job expectations and positive attitudes. This in turn increases job satisfaction and improves employee retention.
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Detailed paperwork, employee handbooks and policy manuals are sufficient and effective ways to orient a new employee.
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FALSE. Orientation should do more than provide information. it should also assist new employees in adjusting to their new jobs.
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With a systematic evaluation of the job and its requirement one can target recruitment efforts and materials, screening processes, and selection criteria.
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Job analysis.
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The gap between the demand for nurses and the supply of nurses has grown, creating a nursing shortage. This shortage is primarily due to:
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Large numbers of nurse retirements with too few replacement nurses. The Baby Boomers are aging. Retirement of large groups of baby boomer nurses is creating a shortage right now and in the near future.
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Employee rewards are an important retention strategy. A comprehensive rewards strategy helps improve the workplace partnership between the employer and the employee. An example of this kind of strategy is:
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Not culture where staff feel valued. Culture is a very important aspect of a healthy work environment but is not especially considered a reward strategy. COMPETITIVE EDGE IN COMPENSATION.
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Which one of the following statements accurately describes the concept of turnover?
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The turnover process has two stages: dissatifaction and the decision to stay or leave.
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Turnover is a phenomenon that seems to happen as a multi-step process, rather than a single event.
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TRUE.
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This initial step in employee turnover is when the employee
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Perceives aspects of the job that are not satisfying.
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When you coach someone, it is important to consider what the goals of the coaching are because
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you can then make sure there is mutual understanding of the expectations or desired outcomes of the coaching process.
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Only the manager has accountability during the process of tracking performance.
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False. Tracking speaks to the ongoing attention and monitoring of performance. It is a shared responsibility between the manager and the employees since everyone is responsible for his/her own performance.
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When documenting counseling sessions, all you need to record is the date and the topic discussed. This will be sufficient documentation should a question arise later about your managerial actions.
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False; tracking speaks to the ongoing attention and monitoring of performance. It is a shared responsibility between the manager and the employee since everyone is responsible for his/her own performance. DOCUMENTATION SHOULD BE MORE COMPLETE THAN DATE, TIME AND TOPIC DISCUSSED.
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All of the following are true of a human resource performance management system EXCEPT:
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gives the HR staff a system for determining which software programs to use for managing new hires.
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Fully effective nurses have competence in all three of these performance areas:
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NOT intellectual, interpersonal, and work ethic. ?intellectual, intergenerational, and Judgment; ? caring, judgment, and Scientific; ?intellectual, interpersonal and judgment.
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Nurses are prone to chemical dependency because they have risk factors associated with substance abuse. Which of the following statements is a risk factor for substance abuse?
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Nurses focus on the needs of others, often to the exclusion of meeting their own personal needs.
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Yolanda has been involved in her third medication error in the last month. This one involved giving a patient an overdose of heparin at ten times the prescribed amount. Unfortunately, the patient developed bleeding in his urine and had to have a diagnositic procedure cancelled until the anticoaguation issue was reversed. You have been busy and have never addressed any of these issues with Yolanda. You are sure that this is such a serious situation that you will have to suspend Yoland immediately.
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TRUE
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Employees have the right to know when they are not meeting the expectations of the organization.
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True.
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The ________ leader is friendly and offers concern for the employees’ well-being.
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Supportive.
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Employees held to the Family Medical Leave Act of 1993 must grant eligible employees up to 12 days of unpaid leave during any 12 month period.
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FALSE,
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Is the following interview question lawful- allowed- or unlawful- not allowed: “what foreign languages do you speak or write fluently?”
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Lawful
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The __________ manager develops challenging goals for the staff through continuous quality improvement in patient care and practice on the unit.
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Achievement-oriented.
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As a nurse manager in a system that hires many new nurses each year, you decide to propose that every new applicant be required to pass a test on medication administration and another test on basic computer skills. You know that employment tests must meet which of the following criteria: choose all that apply.
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*They must not be used in violation of federal regulation. *They must be predictive of job performance.
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Is the following interview question lawful- allowed- or unlawful- not allowed? “To what organizations, clubs, and societies you belong?”
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Unlawful.
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In the __________ Theory, leaders are flexible and change their style as the situation demands.
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Path-Goal.
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Is the following interview question lawful or unlawful: “At what school did you recieve your professional training?”
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Lawful.
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Gender, race, religion and national origin are questions that cannot be asked in an interview.
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TRUE.
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Sometimes employees refuse to meet, or are not capable of meeting job expectation. When this occurs, what action should you take?
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Terminate employment.
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Which of the following is NOT a step in the counseling process?
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Ask the employee for information on other employees’ behavior.
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Katie is a unit secretary who has a son with a chronic illness. She is using intermittent family leave on a fairly regular basis to provide care for him when he has an exacerbation of his condition. Recently, she has begun calling in sick often in addition to using the intermittent family leave and she looks very tired on the days when she makes it into work. You are concerned for her situation but you don’t think you should pry into her family life.
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Which of the following actions would be most appropriate? Arrange to meet with Katie on her next scheduled shift and start the conversation by asking her how she is doing, but eventually get to the point of her attendance.
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All of the following are advantages of screening applicants EXCEPT:
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may eliminate candidates who failed to document complete information. A disadvantage to screening applicants is that it might eliminate candidates who failed to document complete information.
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External and internal recruitment is an ongoing planned activiety.
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TRUE.
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As you finish discussing the evaluation of this year’s performance, it would be appropriate to do all of the following EXCEPT:
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ask them about any concerns they have with their coworkers and what type of rating those coworkers should receive. RIGHT ANSWERS: talk with them about opportunites for improvement, learning and development; develop a mutually agreed upon set of goals for next year’s performance plan; ask them for feedback about how you could better support them in their role or in acheiving their goals.
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The cost of one employee turning over is between one and two times the employee’s annual salary
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True.
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Building a sense of partnership among unit staff involves a culture in which all staff feel valued.
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TRUE.

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