Which of the following is one of the sources used to determine the reason for voluntary turnover?

Correct Answer: D

Rationale: The correct answer is D: Exit interviewing. Exit interviews involve conducting structured interviews with employees who are leaving an organization voluntarily to understand their reasons for leaving. This method provides valuable insights into the factors contributing to turnover. Exit interviews are a direct way to gather feedback and identify patterns or issues that may be leading to voluntary turnover. A: Following-up phone calls may not provide in-depth information or allow for a structured approach to understanding the reasons for turnover. B: Employee questioning is vague and does not specify a method for gathering feedback, unlike the structured approach of exit interviews. C: Benchmarking involves comparing data with industry standards and may not provide specific insights into individual reasons for voluntary turnover within an organization. In summary, exit interviewing is the most effective source for determining the reasons for voluntary turnover as it offers a structured and direct approach to gathering valuable feedback from departing employees.

Correct Answer: D

Rationale: The correct answer is D: Leniency error. This occurs when a rater consistently rates employees higher than deserved. This leads to inflated performance evaluations, hindering accurate assessment and feedback. Recency error (A) is when recent performance influences ratings. Absolute judgment (B) is when a rater uses the same rating scale for all employees. Halo error (C) is when one positive trait influences overall rating. In this case, leniency error best describes the problem of overrating staff performance.

Correct Answer: C

Rationale: The correct answer is C: Block staffing. Block staffing involves scheduling a fixed number of employees per day consistently, typically in blocks of time. This type of staffing is efficient for roles that require a consistent number of staff members each day, such as in healthcare settings where a certain number of nurses are needed for each shift. Rationale: 1. Block staffing ensures consistent coverage: By scheduling a set number of employees each day, organizations can ensure that they have adequate coverage for their operations. 2. Predictability and stability: With block staffing, employees know when they are expected to work, providing stability in scheduling. 3. Efficient resource allocation: Block staffing allows for efficient allocation of resources by matching the workforce to the demand for services. Other choices are incorrect: A: Flexible staffing involves adjusting the number of employees based on fluctuating demand. B: Mixed staffing combines different types of staffing models based on varying needs. D: Creative staffing involves innovative approaches to staffing, which may not necessarily involve consistent scheduling

Correct Answer: C

Rationale: The correct answer is C: Job description. Job description is NOT an outcome of a job analysis. Job analysis is the process of gathering information about a job to identify its duties, responsibilities, and requirements. Job specification, option A, is an outcome of job analysis as it outlines the qualifications and skills needed for a job. Job evaluation, option B, is also an outcome of job analysis as it involves assessing the relative worth of different jobs in an organization. Job performance, option D, is indirectly influenced by job analysis as it helps in setting performance expectations. Only job description, option C, is not directly derived from the process of job analysis, making it the correct answer.

Correct Answer: C

Rationale: The correct answer is C: Role conflict. Role conflict occurs when there are conflicting demands from different roles a person holds. In this scenario, the staff nurse faces a conflict between her roles as a nurse and as a committee member due to the babysitter canceling. The nurse must now balance attending the meeting and finding alternative childcare. Intergroup conflict (A) involves conflicts between different groups, not roles. Perceived conflict (B) refers to the perception of conflict, not conflicting roles. Structural conflict (D) involves conflicts within an organization's structure, not conflicting roles.