From 2003-2008, the U. Department of Labor projects that the two fastest growing demographic groups will be: Select one: Asians and Hispanics b….

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From 2003-2008, the U.S. Department of Labor projects that the two fastest growing demographic groups will be:

Select one:

a. Asians and Hispanics

b. Asians and non-Hispanics

c. Hispanics and Whites

d. Asians and Whites

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All of the following are tips for managing experienced older workers except:

Select one:

a. Place older workers in the least stressful jobs

b. Be prepared to provide alternative forms of training

c. Provide flextime or other work-life balance options

d. Identify and utilize these workers’ knowledge, skills, and abilities

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A skills inventory, in its simplest form, is a list of the ____________________ of the people working for the organization.

Select one:

a. characteristics

b. names

c. skills

d. All of the above.

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Which of the following is not considered a contingent worker?

Select one:

a. Subcontractors

b. Independent professionals

c. The company’s traveling salesmen

d. Part-time workers

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A skills inventory and a management inventory are used to determine all of the following about employees except:

Select one:

a. Personality

b. Abilities

c. Skills

d. Experiences

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Which method of skills inventory is the fastest and least expensive when many employees are involved?

Select one:

a. Expert opinion

b. Questionnaire

c. Interview

d. Observation

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A critical part of any successful succession plan is a comprehensive ____________________ plan.

Select one:

a. retention

b. All of the above

c. compensation

d. recovery

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Which of the following is the best way to safeguard privacy in an HRIS?

Select one:

a. Keep employees from discovering what kind of information is kept and how it is used

b. Allow employees to inspect and correct the information maintained on them

c. Keep all information on an employee in a single location

d. Collect as much information as possible

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____________________ is the foundation upon which all other HRM activities must be constructed.

Select one:

a. Government regulation

b. Employee analysis

c. Market analysis

d. Job analysis

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The Functional Job Analysis assumes that jobs can be described in terms of basic relationships that the incumbent has with his or her work. Which of the following is not one of those relationships?

Select one:

a. Interacting with people

b. Interacting with the artificial intelligence of machines

c. Physically relating to things

d. Using mental resources to process data

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Conducting a job analysis for managerial jobs offers a significant challenge to the analyst because of all of the following except:

Select one:

a. Disparity across positions

b. Disparity between managers

c. Disparity across levels in the hierarchy

d. Disparity across industries

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Job ____________________ tries to design jobs in ways that help incumbents satisfy their needs for growth, recognition, and responsibility.

Select one:

a. enrichment

b. growth

c. expansion

d. motivation

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Which of the following is does not contribute to a sense of meaningfulness on the job?

Select one:

a. Task significance

b. Skill variety

c. Task identity

d. Autonomy

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Before an organization can fill a job vacancy, it must find people who are not only qualified for the position, but who also ____________________ the job.

Select one:

a. need

b. have performed

c. Both A and C

d. want

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The job search is a process that begins with ____________________.

Select one:

a. notifying friends and relatives of the job search

b. creating a resume

c. self-assessment

d. searching the Internet

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At a ____________________ a group of firms sponsors a meeting or exhibition at which each has a booth to publicize available jobs.

Select one:

a. job fair

b. symposium

c. job roundup

d. job convention

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Which of the following is the reason for internships?

Select one:

a. They allow interns to expose themselves to potential employers

b. It offers trial-run employment

c. All of the above.

d. They allow organizations to get specific projects done

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One of the most noticeable effects of the downsizing epidemic of the last two decades has been a dramatic rise in the use of ____________________.

Select one:

a. college recruiters

b. summer internships

c. temporary employees

d. All of the above

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Realistic job previews (RJPs) are intended to set the job expectations of new employees at ____________________ levels.

Select one:

a. pessimistic

b. optimistic

c. unnatural

d. realistic

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____________________ addresses the questions of what a test measured and how well it measured it.

Select one:

a. Reliability

b. Validity

c. Vindication

d. Interrator reliability

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The degree to which a test, interview, or performance evaluation measures the ability to perform a job is called ____________________.

Select one:

a. content validity

b. construct validity

c. criterion-related validity

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All of the following are errors that can occur in the employment interview except:

Select one:

a. First impression error

b. Asking the same questions that were asked of other applicants

c. Halo effect

d. Excessive talking by the interviewer

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A job sample performance test requires that the applicant actually do a sample of the work that the job involves. Which of the following is not an example of a valid performance test.

Select one:

a. Driving test for delivery persons.

b. Programming test for computer programmers.

c. Taste test for fast-food counter help.

d. Typing test for secretarial help.

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The ____________________ is a comprehensive paper-and-pencil test that generates two scores: the verbal score and the performance score.

Select one:

a. psychomotor ability simulation

b. Wechsler Adult Intelligence Scale

c. California Test of Mental Maturity

d. Wonderlic Personnel Test

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Which of the following is an indirect cost of a selection process?

Select one:

a. Interviewer’s salary

b. Changes in the organization’s public image

c. Drug testing

d. Equipment used in a work sample test

 

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debate paper outline

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Debate paper outline:

You are required to write a debate paper outline by addressing the requirement listed below. The debate paper outline should have an introduction, a main body and a conclusion.

 

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week-9-module-4-response-to-classmate

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By Day 3 of Week 9

Respond to at least two of your colleagues’ plans by:

  • Assessing your colleagues’ ideas.
  • Asking questions about any portion of the data analysis strategy that was not clear to you.
  • Making recommendations as appropriate.

 

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Application: Taking a Stand

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Application: Taking a Stand

Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.

As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.

At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.

For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.

To prepare:

  • Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources. (Democratic, authoritative, or Laissez-Faire)
  • To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style (Democratic), including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
  • Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
  • What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between ethical, moral, and legal leadership.
  • Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?To complete:Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper. 1) Consider  an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it. ( an example is ” a Jehovah witness refusing blood even though it is needed to save his or life”)2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue. 3) Consider your leadership styles (Democratic) identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.     Required Resources Readings 
  • Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
    • Chapter 4, “Ethical Issues”

      This chapter examines ethical frameworks for decision making and principles of ethical reasoning. You are also introduced to the ANA Code of Ethics and Professional Standards, MORAL decision-making model, and ethics committees.

    • Chapter 5, “Legal and Legislative Issues”

      Chapter 5 provides an overview of the many legal and legislative issues of which leaders and managers need to be aware. As you read this chapter, keep these issues in mind.

    • Chapter 6, “Patient, Subordinate, and Professional Advocacy”

      Nurses are the best advocates for patients and the profession. This chapter examines more closely the role of becoming an advocate, patient rights, subordinate advocacy, whistle-blowing, professional advocacy, advocacy in legislation and public policy, and media.

  • Cianci, A. M., Hannah, S. T., Roberts, R. P., & Tsakumis, G. T. (2014). The effects of authentic leadership on followers’ ethical decision-making in the face of temptation: An experimental study. The Leadership Quarterly, 25(3), 581-594. doi:10.1016/j.leaqua.2013.12.001

    Abstract excerpt: The present research investigates the impact of authentic leadership on followers’ morality, operationalized as ethical decision-making, in the face of temptation. This experiment finds that authentic leadership and temptation interacted to affect individuals’ ethical decision-making. Specifically, authentic leadership significantly inhibited individuals’ from making unethical decisions in the face of temptation, whereas followers of neutral or less authentic leaders were more likely to succumb to temptation..

  • Disch, J. (2014). Using Evidence-Based Advocacy to Improve the Nation’s Health. Nurse Leader, 12(4), 28-31. doi:10.1016/j.mnl.2014.05.003

    Abstract excerpt: Evidence-based practice is 1 of the 5 competencies that the Institute of Medicine has identified for all health professionals. Its intent is to employ evidence-based practice and integrate best research results, clinical expertise, and patient values to make patient care decisions. This article will explore the concept of evidence-based advocacy and describe ways in which one prominent nursing organization, the American Academy of Nursing, uses evidence-based advocacy to positively impact the nation’s health and advance the nursing profession

  • Martin, M. B. (2014). Transcultural Advocacy and Policy in the Workplace: Implications for Nurses in Professional Development. Journal for nurses in professional development, 30(1), 29-33.  doi: 10.1097/NND.0000000000000027

    Abstract: This article introduces the role of nursing professional development specialists in serving as a resource for both patient and staff advocacy regarding cultural and linguistic matters. The impact of changing demographics, support for civil rights, and established policy related to culture and linguistics is emphasized. An overview of policy at local, state, and national levels is suggested to promote nursing professional development in the interest of culturally and linguistically compliant nursing practice.

  • Woods, M. (2014). Beyond moral distress preserving the ethical integrity of nurses. Nursing Ethics, 21(2), 127-128.  This guest editorial discusses the difficulties involved in dealing with those sometimes-painful moral problems encountered in practice.  Media 
  • Laureate Education, Inc. (Executive Producer). (2012a). Ethical, moral, and legal leadership. Baltimore, MD: Author.

    Note: The approximate length of this media piece is 8 minutes.

    In this week’s media presentation, expert Terry Buttaro discuss how today’s health care organizations can capitalize on the strengths of nurse leaders to plan for and navigate change effectively. 

 

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