Chapter 18 and 16 Teaching and motivation

Which statement most accurately defines intrinsic motivation? A) Motivation that is directly related to a person's internal level of aspiration B) Motivation that is enhanced by the job's environmental conditions C) Motivation that is not shaped by personal values D) Motivation that is not related to achievement

A Feedback: Intrinsic motivation comes from within the individual. To be intrinsically motivated at work, the worker must value job performance and productivity. The other options are not as relevant to this factor.

Which statement made by the Director of Nursing demonstrates the value of internal promotion of nursing staff? A) "This facility values the efforts made by its nursing staff to perform at their highest levels of knowledge and practice." B) "A facility thrives on the injection of fresh, new ideas from those in manager positions." C) "Our budget allows for monetary incentives directed towards the recruitment of management personnel." D) "We are willing to extend the recruitment search upon we have the best positive person for this management position."

A Feedback: There are obvious advantages and disadvantages to recruiting for promotions from both inside and outside the organization. Recruiting from within can help to develop employees to fill higher-level positions as they become vacant. It can also serve as a powerful motivation and recognition tool since all employees know that opportunities for advancement are possible, and this encourages them to perform at a higher level. There are advantages to recruiting from outside the organization, however. When promotions are filled with people outside the organization, the organization is infused with people with new ideas. This prevents the stagnation that often occurs when all promotions are internal. External candidates, however, often cost more in terms of salary than internal ones. This is because external candidates generally need a financial incentive to leave their current positions for something else.

What did Victor Vroom emphasize the importance of? A) Managers knowing each employee's expectation of reward B) Managers being honest with their employees C) Making sure that the employees' lower-level needs are met D) Understanding that individuals react in a stimulus-response mode

A Feedback: Victor Vroom emphasized the importance of managers knowing each employee's expectation of reward. The other options are not related to Vroom's theory.

Which action demonstrates the leadership role to the socialization and education of new nursing staff during their orientation? A) Discusses the value the unit places upon patient satisfaction B) Addresses all questions regarding the responsibilities of the RN C) Schedules orientation sessions at times when patient acuity is at its lowest D) Plans for budget constraints so that educational needs are minimally impacted

Ans: A Feedback: Clarifying unit norms and values to all new employees is a leadership responsibility; the remaining options are appropriate management responsibilities.

What term is used to identify previously acquired skills that are necessary for further learning? A) Experiential factors B) Transfer of learning C) Reinforcement D) Chunking

Ans: A Feedback: Experiential factors are skills previously acquired that are necessary for the next stage of learning. Transfer of learning refers to the goal of training to transfer new learning to the work setting. Once the behavior or skill is learned, it needs continual reinforcement until it becomes internalized. Chunking occurs when two independent items of information are presented and then grouped together into one unit.

Which is a common feature of a learning organization? A) A tolerance of mistakes B) Hiring RNs with baccalaureate degrees C) Encouraging a variety of visions D) Stressing individual learning

Ans: A Feedback: Learning organizations have a shared vision and promote team learning. A common feature of learning organizations is their tolerance for mistakes. The mistakes should be learning opportunities. The remaining options do not support this aspect of a learning organization.

What does readiness to learn imply for individuals? A) Have acquired the skills necessary for what is to be learned B) Have the necessary motivation to learn C) Are in an atmosphere that encourages learning D) Are mature students with much experience

Ans: A Feedback: Readiness means that the individual has the prerequisites to move to the next stage of learning. The prerequisites could be behavior or prior learning. None of the other options accurately describe readiness to learn.

What contributes to a nurse's difficult resocialization? Select all that apply. A) Role ambiguity B) Role overload C) Inability to meet job demands D) Past work experience

Ans: A, B, C, D Feedback: Difficulties with resocialization usually center on unclear role expectations (role ambiguity), an inability to meet job demands, or deficiencies in motivation. Role strain and role overload contribute to the problem. Past work experience is not a factor in creating a difficult resocialization.

What does social learning theory suggest? A) Mentors are not effective in social learning B) Most behavior is learned by direct experience and observation C) Individuals who make mistakes learn better than those who do not D) Individuals learn best when left on their own

Ans: B Feedback: According to social learning theory, knowledge is frequently obtained through vicarious experiences, such as observing someone's actions. None of the other options accurately describe a true statement regarding the social learning theory.

What is the first step to developing an educational program for an organization? A) Identifying the resources available to meet the needs B) Identifying the desired skills or knowledge the staff should have C) Explaining to the team that human resources should be doing this work D) Assessing the staff's willing to learn new skills

Ans: B Feedback: Identifying the desired skills or knowledge the staff should have is the first step in developing an educational program. While the other options are relevant, they lack the organizational priority of the correct option.

You overhear an experienced nurses say to a new nurse, "Sorry you won't be able to join us for our weekly get-together at the local yogurt shop. I see you are going to be here charting for a while yet." What is this an example of? A) Behavior that supports positive sanctions B) An application of a sanction regarding group norms C) Constructive feedback about expected group norms D) Role modeling desired behavior

Ans: B Feedback: Negative sanctions provide cues that enable people to evaluate their performance and modify behavior when needed. In this case, the experienced nurse is letting the new nurse know that the group's weekly outing is important, and on that day the staff makes sure they finish their work on time. It may also suggest that detailed charting is not valued.

Which statement demonstrates understanding of the concept of the knowledge of results? A) "These are the goals for today's lecture." B) "Today each of you demonstrated an understanding of patient focused care." C) "As RNs on this unit, you will need to be proficient in assessing for depression." D) "There will be a short quiz on today's material to assure you understand the material."

Ans: B Feedback: Research has demonstrated that people learn faster when they are informed of their progress. The knowledge of results must be automatic, immediate, and meaningful to the task at hand. People need to experience a feeling of progress, and they need to know how they are doing when measured against expected outcomes. The other options failed to demonstrate an understanding of that need.

Which statement best describes mentorship? A) The intensity and duration of relationships are similar in mentorship and preceptorship B) Staff cannot be assigned to become mentors. It is a role voluntarily chosen by the mentor C) "Mentees" must be willing to put aside their personal goals and beliefs in an effort to identify more closely with their mentor D) Most nurses will have the opportunity for many mentor relationships during their careers

Ans: B Feedback: The mentor makes a conscious decision to assist the protégé in career development, with the relationship usually lasting several years. The remaining statements are not accurate regarding mentorships

Which intervention by the unit supervisor best assist the RN who has just been promoted to charge nurse to adjust to the new role? A) Take the RN out to lunch to congratulate the nurse on the promotion B) Encourage the RN to meet with staff peers in the organization C) Explain to the RN on the need for underling respect D) Inform the RN of the past performance of new employees

Ans: B Feedback: There should be a management group in the organization with which the new manager can consult. The new manager should be encouraged to use the group as a resource. The remaining options are limited in their importance in successfully adjusting to a management role.

What negative outcome can result from the decentralization of the responsibilities of staff development? A) Poor staff retention B) Deficient nursing care C) Increased role ambiguity D) Decreased nursing autonomy

Ans: C Feedback: Some difficulties associated with decentralized staff development include the conflict created by role ambiguity whenever two people share responsibility. Role ambiguity is sometimes reduced when staff development personnel and managers delineate the difference between training and education. None of the other options are recognized as a result of decentralization of staff development.

Which statement about education is the accurate? A) Education generally has an immediate use B) Managers have a responsibility to see that their staff is well educated C) Recognizing and encouraging educational pursuits are a leadership role D) Education always results in increased productivity

Ans: C Feedback: Although training has an immediate use, education is designed to develop the person in a broader sense. A leader will encourage continuous learning from all employees. Education is not a guarantee of productivity.

Which statement best describes andragogy? A) Andragogy techniques are usually ineffective for mature learners B) Andragogy relies on structure and direction C) Andragogy works well with people who have had life experiences D) Andragogy works best with teacher-led activities

Ans: C Feedback: Andragogy works well with those who have had life experiences, because they are mature and can take part in their own learning experiences. In this type of learning the learner is self-directed rather than dependent. None of the remaining options accurately describes andragogy.

The nurse-manager stresses the importance of learning a new skill to achieving the unit's goal of patient satisfaction. This demonstrates understanding of which concept of learning? A) Readiness B) Motivation C) Task learning D) Transfer of learning

Ans: C Feedback: If learners are informed in advance about the benefits of learning specific content and adopting new behaviors, they are more likely to be motivated to attend the training sessions and learn. Telling employees why and how specific educational or training programs will benefit them personally is a vital management function in staff development. None of the other options demonstrates association with this concept of learning.

What is the emphasis for the manager in the coaching role? A) Solving problems for the employee B) Showing employees how to work within the system C) Helping employees reach an optimum level of performance D) Redirecting employees to meet organizational goals

Ans: C Feedback: In coaching, the emphasis is on assisting the employee to recognize greater options, to clarify statements, and to grow. The other options are focused on doing for the learner rather than encouraging the learner to do for themselves.

What would be the most helpful intervention to take to help a new RN adjust to the professional nursing role? A) Advise the new RN to avoid confrontations with doctors whenever possible B) Advise the new RN that this is the real world not the textbook one C) Be alert to signs and symptoms of the shock phase of role transition D) Be alert to signs that the new RN has not shed nursing school values

Ans: C Feedback: Managers should be alert to signs and symptoms of the shock phase of role transition. Managers should also ensure that some of the new nurse's values are supported and encouraged so that work and academic values can blend. The remaining options do not address the needs of the new RN appropriately.

What is the initial task when organizing a class to prepare nurses to function in the new neonatal ICU? A) Identifying possible learning resources B) Identifying any difference between current and needed skills C) Identifying current level of knowledge D) Identifying the knowledge or skill needed

Ans: D Feedback: Developing a training program starts with identifying the knowledge or skill needed. The other options are relevant but do not have the priority of the correct option.

What is the best method for determining the effectiveness of a staff development program for managing IV puncture sites? A) Having class participants evaluate the instructor and the class B) Giving participants an examination or test at the conclusion of the course C) Having a documented decrease in the unit's IV site infections D) Observing staff implement and document the changes recommended

Ans: D Feedback: Instructor evaluation supports effective teaching but not learning of the new skills. Testing someone at the end of educational training does not confirm that the learning changed behavior, which is the primary goal of staff development. There needs to be some method of follow-up to observe whether a behavior change occurred, showing that the education was effective. Observation of the staff will fulfill this need. Having a decrease in IV site infections may or may not be the result of the staff implementing the educational program.

Training and education are important parts of staff development. Who is responsible for the education and training of staff? A) Preceptor B) Education department C) Manager and preceptor D) Manager and education department

Ans: D Feedback: Managers and education department staff have a shared responsibility for the education and training of staff. It is not the responsibility of the other options.

Which statement best describes the manager's role in socialization? A) Providing the employee with organizational rules and regulations B) Providing the new employee with a good preceptor C) Ensuring that there are sufficient numbers of good role models D) Sharing organizational values, expected attitudes, and history

Ans: D Feedback: New group members must be socialized into the group, and these socialization efforts are led by the manager.

Which action would be the most likely to result in encouraging evidence-based practice? A) Stress the need to base practice on research findings during orientation of new graduates. B) Include a statement of the need for evidence-based practice in the philosophy. C) Reprimand nurses who do not use research during the annual evaluations. D) Provide a computer program to nurses for access to the latest nursing research.

Ans: D Feedback: Providing available research for the staff is the most concrete action an organization could take to encourage nurses to incorporate research in practice. None of the remaining options provides the staff with the tools to implement or encourage evidence-based practice.

What are often neglected areas of the indoctrination process? 1. Induction 2. Orientation 3. Socialization 4. Re-socialization A) 1, 2 B) 1, 3 C) 2, 4 D) 3, 4

Ans: D Feedback: Socialization and re-socialization are often neglected areas of the indoctrination process. The other options are generally addressed in the indoctrination process.

What is the relationship between an employee and a role model? A) Active B) Nonverbal C) Encouraged by the role model D) Passive

Ans: D Feedback: The relationship between an employee and a role model is passive in that the role model does not actively seek the emulation of the employee.

How can the RN best teach a patient how to self-administer insulin? A) Schedule a long, uninterrupted session B) Explain the most complicated part first C) Use a dynamic lecture technique D) Teach in short, frequent sessions

Ans: D Feedback: When learning motor skills, spaced practice is more effective than massed practice. The other options would be less effective

What managerial characteristic is essential in assuring that employees will find joy at work? A) Attending to the organizational climate B) Forming respectful relationships C) Effectively supervising employee work D) Partitioning for salary increases

B Feedback: Employees value a trusting and helpful manager who lets them know their uniqueness is understood. The remaining options are not essential to facilitating employee work-related joy.

Which course of action would be most apt to help a demotivated RN with personal and professional renewal? A) Begin job hunting in a new field B) Start practicing self-care C) Take a management class D) Start leaving work early

B Feedback: For self-care, the manager should seek time off on a regular basis to meet personal needs, have recreation, form relationships outside the work setting, and have fun. Friends and colleagues are essential for emotional support, guidance, and renewal. A proper diet and exercise are important to maintain physical as well as emotional health. The remaining options are not practical and lack the focus on self.

Which is a motivating factor identified in Herzberg's motivation-hygiene theory? A) Money B) A chance for promotion C) A well-lighted parking lot D) Free meals in the cafeteria

B Feedback: Herzberg maintained that motivators such as promotion are present in work itself; they give people the desire to perform well. The other options were viewed less impactful on motivation.

What is the implication in a hierarchy of needs? A) All needs have equal power in motivation B) Unsatisfied needs trigger behavior C) Lower level needs are less valued D) Some individuals have hereditary needs

B Feedback: Hierarchy of need implies that people are motivated to satisfy certain needs, ranging from basic survival to complex psychological needs, and people seek a higher need only when the lower needs have been predominantly met.

According to Skinner, how should rewards used as a way to reinforce behavior be given? A) At established intervals B) Specific to a particular performance C) Sometime after the event for maximum reinforcement D) Very sparingly to make them more valuable

B Feedback: If rewards are to succeed as motivational strategies, they should represent genuine accomplishment on the part of the employee. Rewards can be spontaneous, as long as they are truly deserved. The other options are not supportive of Skinner's thoughts on rewards.

Which action by the nursing manager will have the greatest impact on staff satisfaction regarding the filling of an assistant management position? A) Making the decision to fill the position with an internal recruitment search B) Assuring the staff that established recruitment polices will be followed consistently C) Publishing the promotion criteria where it can be viewed by all interested employees D) Encouraging staff that has the needed skills and knowledge to apply for the position

B Feedback: Regardless of what the organization decides, the policy should be consistently followed and communicated to all employees. While making the decision to hire internal has both advantages and drawbacks. Publishing the criteria is appropriate but does not have the impact that consistent policies have on the staff's satisfaction with the process. Encouraging qualified staff to apply may be ineffective if they feel pressured to accept the promotion.

Which is an example of a hygiene factor according to Herzberg? A) Achievement B) Recognition C) Salary D) Work

C Feedback: A hygiene factor is salary. Motivators include achievement, recognition, and work.

What is the purpose for a manager to engage in "networking"? A) To bolster self-esteem B) To unwind from work C) To further professional goals D) To meet altruistic needs

C Feedback: A manager networks by joining a professional group to which one can contribute and that serves to further professional goals. The goal of networking is not stated by any of the other options.

What is employee behavior best reinforced by? A) Praise from a supervisor B) An increase in their pay C) A personally valued reward D) Threat of punishment

C Feedback: Each person is a unique individual who is motivated by different things. The other options lack that element of personal value.

What is intrinsic motivation directly related to? A) Work environment B) External rewards C) Personal aspiration D) Completion of work

C Feedback: Intrinsic motivation comes from within the person, driving him or her to be productive such as personal goals and aspirations. Rewards resulting from extrinsic motivation (which is motivation that is enhanced by the work environment) occur after the work has been completed.

Which statement is typically true of job satisfaction levels? A) They are higher for subordinates than for management staff B) They decline as the level of participation in unit decision making increases C) They are related to the degree of work life control subordinates perceive they have D) They are fairly static given that unit cultures are traditionally very difficult to change

C Feedback: Job satisfaction levels can be correlated with the degree of control subordinates perceive they have over their work life. The remaining statements are not true regarding job satisfaction.

McClelland's studies state that all people are motivated by three basic needs. What are these needs? A) Physiological, security, esteem B) Safety, social, self-actualization C) Achievement, affiliation, power D) Responsibility, supervision, job security

C Feedback: McClelland's studies state that all people are motivated by three basic needs: achievement, affiliation, and power. McClelland does not include the other options as needs associated with motivation.

According to McGregor, what do Theory X assumptions hold? A) Putting forth effort is natural B) Workers are diligent, responsible, and helpful C) Workers are lazy, uncreative, and indifferent toward work D) Increased rewards will motivate workers

C Feedback: McGregor believed that how the manager views the employees will affect motivation and productivity. Theory Y managers thought workers were motivated, but Theory X managers thought they were lazy, uncreative, and indifferent. The remaining options are not addressed by these assumptions.

When attempting to create a work environment that includes appropriate and effective monetary incentives, the nurse-manager will initially address which issue? A) Whether the incentives are allowed by the policies of the institution B) Whether the budget will allow for monetary rewards large enough to create incentive C) Whether the staff views monetary incentives as having the greatest value D) Whether other nurse-managers feel that monetary incentives are appropriate

C Feedback: Organizations must be cognizant of the need to offer incentives at a level where employees value them. This requires that the organization and its managers understand employees' collective values and devise a reward system that is consistent with that value system. While the other options represent reasonable areas to explore, they are not the initial issue to be addressed.

What is one of the most powerful yet frequently overlooked or underused motivators that the manager can use to create a motivating climate? A) Intrinsic motivation B) External motivation C) Positive reinforcement D) Self-care

C Feedback: Positive reinforcement is one of the most powerful motivators the manager can use and is frequently overlooked or underused. The other options are personal in nature.

What did Gellerman state about most managers in organizations? A) They undermanage subordinates B) They define responsibilities too broadly C) They stretch employees' comfort levels too much D) They fail to give employees sufficient decision-making power

D Feedback: Gellerman states that most managers in organizations over-manage, making the responsibilities too narrow and failing to give employees any decision-making power or to stretch them often enough.

What did the motivational theorist Saul Gellerman argue? A) Individuals should be "stretched" on a regular basis to increase their productivity and motivation levels B) "Stretching" should be used as a motivational strategy only for affiliation-oriented individuals C) "Stretching" should be used as a motivational strategy only when an individual is already demotivated D) Employees should be "stretched" intermittently to complete tasks more difficult than what they are used to doing

D Feedback: Gellerman suggested stretching, which involves assigning tasks that are more difficult than what the person is used to doing. Stretching should not, however, be a routine or daily activity. The remaining options are not true statements regarding "stretching."

Which reward is an example of intrinsic motivation? A) The prized locker is awarded to the staff member voted "most helpful" by their peers B) An extra vacation day is awarded for every 6 months a staff member is "call off" free. C) The entire staff is treated to a pizza party each time the unit earns a "patient satisfaction" award D) A staff member is awarded a trip to a nursing conference based on the written request that was submitted

D Feedback: Intrinsic motivation comes from within the individual. It is driven by a need to improve and be more productive such as attending a nursing conference. Extrinsic motivation is motivation enhanced by the job environment or external rewards. Rewards and reinforcements are given to encourage certain behaviors and/or levels of achievement. The remaining options are examples of extrinsic motivations.

According to McClelland, what does achievement motivation focus on? A) The extrinsic rewards to be acquired B) A need to nurture others C) A need to have legitimate power over others D) The intrinsic need to be successful

D Feedback: McClelland stated that achievement-oriented people will focus on improving (succeeding) through action. None of the other options have that impact on motivation.

What is the most important strategy for avoiding burnout and maintaining a high motivation level? A) Intrinsic motivation B) External motivation C) Positive reinforcement D) Self-care

D Feedback: Perhaps the most important strategy for avoiding burnout and maintaining a high motivation level is self-care. The other options are not as impactful in avoiding burnout and sustaining motivation.

Which is the basic factor involving staff motivation and its relationship with the achievement of unit-oriented goals? A) The autonomy the staff has to achieve the stated goals B) The input the staff has in establishing the unit goals C) The value the staff places on the stated unit goals D) The relationship staff has with their management

D Feedback: The interpersonal relationship between an employee and his or her supervisor is critical to the employee's motivation level. We often forget that the only way to achieve our goals is through the people who work with us. While the other options reflect factors that may impact goal achievement, they are not considered the basic factor.

What did motivational theorist Victor Vroom state? A) Personal motivators could be separated from job satisfiers B) People are motivated by three basic needs: achievement, affiliation, and power C) A manager's assumptions about workers directly affect the intrinsic motivation of the workers D) Employees' expectations about their work environment or a certain event will affect their behavior

D Feedback: This theory is called Vroom's expectancy model.