Leadership Ch.3 - Theories and Principles

6. A nurse who is endeavoring to increase emotional intelligence knows that what are the core components necessary to the development of this leadership characteristic? Select all that apply. 1. Empathy 2. Motivation 3. Intellectual skills 4. Leadership 5. Self-awareness

1. Empathy 2. Motivation 5. Self-awareness Empathy is one of the five components of emotional intelligence. Motivation is one of the five components of emotional intelligence. Self-awareness is one of the five components of emotional intelligence. Intellectual skills are not one of the five components of emotional intelligence, and it is thought that emotional intelligence is of greater value than intellectual intelligence. Self-regulation, not leadership, is one of the five components of emotional intelligence.

5. A nurse leader new to the organization has a transactional leadership style. The staff members who work with this leader are aware that what is the leader's focus? 1. The goals of the organization 2. The goals of the nursing unit 3. The welfare of the staff of the nursing unit 4. The satisfaction of the individual patients

1. The goals of the organization The transactional leader focuses on the goals of the organization, with a directive style establishing expectations for team members and motivating with the rewards. The leader is focused on getting the job done, so the goals of the nursing unit, the welfare of the staff, and the satisfaction of the patients would be important to the leader but not as much as the goals of the organization.

2. A nurse manager has begun to use transformational leadership theory and knows that this theory uses what aims of the Institute of Medicine (IOM)? Select all that apply. 1. Nurse-centered 2. Efficient 3. Timely 4. Safe 5. Inexpensive

2. Efficient 3. Timely 4. Safe The recommended aims that correspond to those of transformational leadership theory include the provision of safe, effective, patient-centered, timely, efficient, and equitable care. Nurses should reduce waste, but "inexpensive" is not one of the aims.

9. A nurse is aspiring to move from a staff nurse's position to a leadership and management role. What activity would be most helpful to this nurse in achievement of this goal? 1. Complete a leadership survey. 2. Enroll in a graduate leadership program. 3. Read a leadership book. 4. Request a change in position weekly from the charge nurse.

2. Enroll in a graduate leadership program. Most good leaders have high emotional intelligence, and emotional intelligence can be enhanced through educational activities, so enrolling in a graduate program of leadership would be most helpful to the staff nurse seeking a leadership position. The completion of a leadership self-awareness survey will be helpful to the individual who is seeking to understand what leader characteristics they possess, but it is not the most helpful to move from staff nurse to a leadership role. Reading a leadership book would give the staff nurse some insight into leadership but would not be as helpful as enrolling in a leadership program. Requesting a new position from the charge nurse on a weekly basis will not be helpful and may even annoy the charge nurse and make a change in position less likely.

A new chief operating executive believes that patients will receive better care and be more satisfied in a unit that is specific to their disorder. A nurse manager heads a unit that has functioned for the last 10 years as a general medical-surgical unit but will now become a specialty unit for patients with chronic respiratory issues. What is the nurse manager's priority responsibility during this transition? 1. Assist the staff to feel more comfortable in their new roles. 2. Ensure that the patients receive safe care by qualified staff. 3. Survey the patients daily to determine if needs are being met. 4. Hold briefings daily with the staff to determine common problem areas.

2. Ensure that the patients receive safe care by qualified staff. During times of transition, it is the nurse leader and manager's responsibility to ensure safety and quality. Though it is important to determine if there are common problems and also to determine if the needs of the patients are being met and helping the staff feel comfortable with the differences in the unit, the bottom line is that the patients must continue to receive safe and quality care while the change is occurring.

11. The nurse student is aware that what feature is now a part of the newest nursing leadership theories? 1. Self-discipline 2. Flexibility 3. Motivation 4. Visionary

2. Flexibility The current development of leadership theories is moving toward a more comprehensive view and incorporating flexibility. Self-discipline is an aspect of authentic leadership, and motivation and vision are characteristics of transformational leadership.

3. The nurse leader believes that a mentorship program for new nursing graduates would benefit the organization in what way? 1. New nurses will require no supervision after the mentorship program is completed. 2. Mentorship leads to new nurses remaining with the organization longer than those nurses who did not engage in a mentorship program. 3. The nurse who completes the mentorship program will understand better how to care for patients without assistance. 4. Engaging in a mentorship program helps that individual to work longer hours without fatigue.

2. Mentorship leads to new nurses remaining with the organization longer than those nurses who did not engage in a mentorship program. Mentorship leads to increased job satisfaction and higher nurse retention. A nurse who has completed a mentorship program may require less supervision than a new nurse who did not complete the mentorship program, but all nurses require supervision. Nurses who are mentored understand better how to function in an interdisciplinary team, not how to function independently. Mentorship would help a nurse to work more efficiently, not work longer hours.

14. A nurse seeking to advance to a leadership position within the health-care organization has become the mentee of a nurse manager. What is the primary responsibility of the mentee in this relationship? 1. Follow the mentor in all activities. 2. Work to dialogue with other nurse leaders and managers. 3. Request a monthly meeting with the mentor to discuss leadership attainment. 4. Ask the mentor to place the mentee in a minor leadership position.

2. Work to dialogue with other nurse leaders and managers. A mentee seeking to advance in leadership must embrace open-minded dialogues with other nurse leaders and managers. Following the mentor, meeting monthly with the mentor and asking for leadership positions may all occur during a mentor-mentee relationship, but the primary responsibility of the mentee is to actively participate in the process and learn from many people.

13. A nursing student is required to take a nursing leadership course and questions why this type of course is necessary when the initial primary role of the graduate nurse is to perform bedside patient care. What is the nurse educator's best response to this student? 1. "It is a part of the curriculum that is required by all state boards of nursing." 2. "Though new graduates begin at the bedside, most take on leadership positions within the first 6 months of employment." 3. "Leadership competencies are required even at the bedside to help in navigating the evolving health-care landscape." 4. "All nurses report to someone, so you have to understand leadership so you know who you report to."

3. "Leadership competencies are required even at the bedside to help in navigating the evolving health-care landscape." All nurses must recognize and embrace their leadership responsibilities and understand nursing leadership competencies to be able to navigate the evolving health-care landscape. Leadership is not required by state boards of nursing, but by individual colleges. Most new graduates will need longer than 6 months to begin a leadership position, and a leadership course is to give a nurse the tools to use leadership concepts, not to understand the individual organizational hierarchical structure.

4. The nurse manager is evaluating several nurses who have expressed an interest in leadership activities and knows that the nurse who demonstrates which type of followership has the most potential for a leadership role? 1. Standing by 2. Doing following 3. Resisting following 4. Passive follower

3. Resisting following Those in the "doing following" group represent positive role models and potentially could be groomed for leadership. A "standing by" group member participates but needs detailed guidance. The "resisting following" group member appears to bring negative energy to the group, and the passive follower is a dependent, uncritical thinker.

10. A new nurse leader has adopted a laissez-faire style of leadership that may result in what characteristics of those who report to this leader? 1. Team members may be very good at time management but poor on job satisfaction. 2. The staff may be very knowledgeable but have a lack of focus on the job at hand. 3. Team members experience disagreements among themselves. 4. Productivity is high with low job satisfaction.

3. Team members experience disagreements among themselves. Characteristics of those who work for a leader with a laissez-faire leadership style experience common intrateam disagreement. They lack focus or time management, which results in high job satisfaction with low productivity, and there is the risk that team members do not have the requisite knowledge to execute necessary tasks.

The nurse manager is aware that what aspect of leadership relates to the ability to make a promise, keep it, and carry through on that promise? 1. Compassion 2. Confidence 3. Connectedness 4. Commitment

3. connectedness Commitment is measured by how well a leader can be trusted to keep his or her word and is displayed in the leader's ability to make, keep, and carry through on a promise. Compassion involves recognizing individual strengths and weaknesses of team members. Confidence is a nonarrogant self-assurance and connectedness that demonstrates respect and authenticity.

12. The nurse leader is working with a team to develop a more effective admission assessment process. Which team member is an example of one who participates in the team by "standing by"? 1. A team member who often works with team members who are new to the team and helps to mentor them in his or her role 2. A team member who appears to function against the goals set up by the team leader 3. A team member who is flexible and ready to make any needed changes 4. A team member who requires detailed instructions concerning the leader's expectations

4. A team member who requires detailed instructions concerning the leader's expectations Team members who require detailed instructions to function are examples of "standing by." Team members who help to mentor new team members are an example of "doing following." Team members who function against the nurse leader's goals are an example of "resistant following." Team members who demonstrate flexibility are an example of "doing following."

7. A staff nurse approached the director of nursing to discuss steps that would be helpful in moving to an administrative position. The director of nursing told the staff nurse not to consider leadership because this nurse was not a "born leader." What leadership theory is the director of nursing using to make this judgement? 1. Behavioral theory 2. Situational leadership theory 3. Contingency leadership theory 4. Great Man theory

4. Great Man theory The Great Man Theory focused on the traits of a leader and noted that certain people are born leaders. Behavioral theories studies what a leader did, rather than innate traits. Situational leadership theory believes that a leader may be effective in certain situations and not in others. And contingency leadership involves a complex process of evaluating a leader's style, the relationship with others, and the task to be completed.

Behavioral theories

The emphasis of study was onwhat leaders did, rather than on innate traits centered on how leaders andmanagers conducted themselves.

Emotional intelligence

can be con-ceptualized generally as self-awareness and other awareness in terms of emotions,feelings, and points of view (

Transactional leadership

focuses on the goals of the organization, with a directive style establishing expectations for team members and motivating with rewards. one of the most common styles of leadership in health-care institutions.

Authentic leadership

hold firmly to their values, beliefs, and principlesand inspire their followers. in difficult and challenging times create an environment that is predictable, efficient,and steadfast.

Connective leadership

incorporates the needs ofdiverse stakeholders within the health-care environment through acknowledg-ment and use of the strengths of members and by including them in the leadershipprocess

Transformational leadership

involves an active involvement of both the leader and team members. It is a process in which leaders and team members "motivate each other to attain and achieve levels of success"

Quantum leadership

looks at the system, the processes, and the relationships between workers and tasks to determine efficiency and job performance. involves the premise of an increasingly complex, dynamically changing health-care environment.

Followership

not passive participants who go along for the ride. does not undermine the goals of a leader can interpret the overt and subtle objectives and adjust his or her work behavior to provide the best results for the organization's improvement of quality and safety. can fall into the categories of "doing following," "standing by," or "resisting following" can also be broken down into four types: 1) effective or exemplary, 2) alienated, 3) conformist, and 4) passive

Mentorship

primary tool of training. less formal process in which two people engage in a relationship designed to support the growth and development of the less experienced party.

Self-awareness

the ability to self-reflect on one's beliefs and biases and adapt be-havior accordingly