Leadership Exam 3

26. As part of a quality improvement initiative, administrators are conducting outcomes analysis and have included nursing-sensitive outcome measures. These outcome measures will: A) highlight the aspects of nursing that are contentious or controversial. B) cause the quality improvement process to prioritize nurses over other providers. C) separate out the unique contributions that nurses make to client outcomes. D) require other members of the health-care team to rate nurses' contributions.

C

22. A nurse filed a grievance against the employer and the matter has proceeded to arbitration. What is true about this employee's grievance? A) Arbitration is likely the initial step in resolving the grievance. B) A neutral third party will impose a solution to the grievance. C) The grievance took place at a public health-care organization. D) The employer is likely trying to avert a strike.

B

29. The managers of a clinic have been accused of creating an unpleasant work schedule and increased workload for a nurse who helped lead an unsuccessful union drive. How should the managers' actions be best interpreted? A) Creating schedules and work assignment are valid management roles. B) These actions are violations of labor relations law. C) Management is within its rights but in violation of ethics standards. D) These actions are criminal offenses.

B

20. What is one of the most powerful yet frequently overlooked or underused motivators that the manager can use to create a motivating climate? A) Continuing education B) Fair and objective punishments C) Positive reinforcement D) Adequate self-care

C

22. How should the nurse-manager implement McGregor's hot stove rules when setting standards for employee behavior on the unit? A) Any rule that is outdated or irrelevant must be eliminated promptly. B) Rules should be called "norms" in an effort to make them less authoritarian. C) All employees should be made aware of the rules and associated punishments beforehand. D) Rules should be reviewed on a regular basis to ensure they are necessary.

C

26. A nurse-manager works in a nonunionized medical unit that employs numerous RNs. The manager can best prevent conditions that would promote a union drive by: A) rotating the nurses' work assignments frequently. B) offering to assist with bedside care during busy times. C) demonstrating genuine concern for the well-being of the nurses. D) ensuring that the terms of the current contract are adhered to.

C

17. McClelland's studies state that all people are motivated by specific, basic needs. What are these needs? Select all that apply. A) Self-esteem B) Self-actualization C) Achievement D) Power E) Affiliation

CDE

12. A nurse-manager will be participating in negotiations around the skills mix in the organization. Before these negotiations begin, the manager should perform what action first? A) Identify the ideal skills mix for the organization B) Choose an appropriate negotiation strategy C) Interact with the other party to identify any hidden agendas D) Learn as much as possible about the issue

D

13. A nurse who provides care at a county hospital is involved in a unionization drive. This nurse's right to unionize is enacted in which of the following? A) Civil Rights Act of 1964 B) Fair Labor Standards Act C) The Equal Pay Act of 1963 D) Kennedy Executive Order 10988

D

18. A nurse-manager is opposing the expansion What argument against the PPS should the manager cite? of the prospective payment system (PPS). A) Diagnosis-related groups have caused an increase in health-care costs. B) The PPS has unnecessarily increased the length of hospital stays. C) The PPS is linked to increased prices for pharmaceuticals. D) The PPS has been linked to a decline in the quality of care.

D

29. The nurse-manager is mediating a conflict between two nurses on the unit. What goal should the manager prioritize when addressing this conflict? A) A solution is chosen that minimizing the effect on other employees. B) The nurses emerge from the resolution with a close personal relationship. C) A solution is identified that can be easily and quickly implemented. D) The nurses agree to a solution that is mutually beneficial.

D

17. A manager is preparing to confront an employee regarding suspected chemical impairment. What response should the manager anticipate? A) Emphatic denial and defensiveness B) Reluctant acceptance C) Gratefulness for finally being discovered D) Silence

A

2. A charge nurse has assisted two employees to resolve their conflict, with the outcome being that the twvo opposing goals were discarded and new goals were adopted. What is this an example of? A) Smoothing of conflict by the leader B) Facilitating collaboration C) A majority rule approach D) A good lesson in compromising

B

12. Which assessment should the RN prioritize when assigning tasks to nursing assistive personnel (NAP)? A) Determining the NAP's skills and knowledge level B) Assessing which tasks the NAP is motivated to perform C) Evaluating the NAP's ability to follow instructions D) Asking colleagues to appraise the NAP's strengths and weaknesses

A

9. Under which circumstance could the manager of an oncology unit deviate from the federal guidelines for handling chemotherapy agents? A) The state has instituted a policy that is more restrictive than the federal one. B) The director of nurses requested more personalized guidelines be put in place. C) The organization has been accident-free for the last 10 years. D) The state has a less restrictive policy that supersedes the federal one.

A

19. The nurse-manager is completing a competence assessment of an unlicensed care provider (UAP) on the unit. What components should the manager evaluate? Select all that apply. A) The UAP's knowledge level for giving care B) The UAP's skill level C) The UAP's completion of assigned tasks D) The UAP's personality traits E) The UAP's career aspirations

AB

27. A large health-care organization has struggled to meet mandated electronic health record (EHR) standards. What actions address the likely challenge that this organization is facing? Select all that apply. A) Improving communication between managers at the organization's various sites B) Increasing the organization's budget for technology C) Investing more in employee training D) Engaging clients and families with the process E) Increasing the use of evidence-based practice

BC

1. A nurse-manager is communicating with a subordinate. What component of this communication would be considered as part of the external climate? A) The clarity of the message B) The subordinate's personality C) The culture of the organization D) The manager's stress level

C

1. A nurse-manager oversees approximately 12 employees. What strategy should the manager prioritize when trying to motivate the employees? A) Offer praise for exceptional performance B) Advocate for an increase in pay C) Apply motivational strategies that are personally meaningful to each employee D) Apply punishments objectively and fairly

C

11. What action should the manager take when implementing the second step in the progressive disciplinary process? A) Suspend the employee from work for a specified period of time B) Explain in detail the nature of the inappropriate behavior C) Complete a formal written reprimand D) Verbally instruct the employee not to repeat the infraction

C

11. Which statement best defines conflict? A) It involves an internal struggle resulting from value-related discord. B) Its basis is the violation of personal rights or values. C) It centers on either internal discord or external discord between individuals. D) It is the outcome of a visible struggle between individuals.

C

15. Which of the following statements best describes an aspect of intrinsic motivation? A) It is within a person and is unalterable. B) It involves a quest for external rewards. C) It can be influenced by others. D) It is sufficient to motivate most workers.

C

18. The nurse-manager is taking action to avoid the recency effect when conducting employees' performance appraisals. What is the manager's best action? A) Avoid conducting performance appraisals more than once per year B) Avoid conducting performance appraisals more than every 18 months C) Keep ongoing notes on each employee's performance D) Ask for employees' feedback on their performance appraisals immediately after they are completed

C

21. An experienced RN has seen a significant increase in the need for delegation skills over the past several years. This change is most likely attributable to: A) increased numbers of uninsured clients. B) increased lengths of stay. C) increases in the use of NAP. D) decreases in nurse-client ratios.

C

25. A nurse sits at the foot of a patient's bed during an admission interview. This positioning supports the proxemics concept of which psychological comfort zone? A) Intimate relationships B) Personal interactions C) Social exchange D) Public distance

C

1. One of the urses comes to the manager and reports, "I didn't receive overtime pay when I acted as ambulance support last week. Our union contract says that we're supposed to. Will you please follow up and see that I get the overtime on my next check?" What is this an example of? A) An issue around the implementation of a contract B) An employee contributing to a toxic workplace setting C) A formal grievance about a contract D) A problem that needs to be reported to the director of nursing immediately

A

10. Which statement conceming the 1967 and 1987 Age Discrimination and Employment Acts is true? A) Maximum age restrictions were lifted for almost all job categories. B) Employees can be forced to retire at age 70 years if their health is poor. C) Underage minors can be employed up to 20 hours per week. D) Individuals seeking retirement before the age of 60 years may be exempt from company pension plans.

A

16. A client was treated in the hospital for a stroke and was the client's family members assert that the client was discharged too early and did not receive sufficient rehabilitation. The client's early discharge may have been attributable to: A) the effect of diagnosis-related groups. B) a sentinel event. C) the application of total quality management. D) deliberate malpractice.

A

16. The Omnibus Budget Reconciliation Act of 1987 established regulations for the education and training of which category of health-care worker? A) Certified nurse aide (CNA) B) Registered nurse (RN) C) Licensed practical nurse (LPN) D) Ward clerk

A

16. The nurse-manager has learned that two employees are in conflict. The manager's fact gathering reveals that the conflict exists because each employee misunderstands the job description and role of the other employee. What conflict management strategy should the manager implement first? A) Responsibility charting B) Confrontation C) Behavior change D) Third party consultation

A

17. An employee has come to the manager with a long list of complaints about a coworker, all of which are attributable to personality factors rather than unsafe practice. What is the manager's best initial action? A) Encourage the employee to speak directly with the coworker B) Ask the employee to email or text message the complaints to the coworker C) Arrange for third-party mediation D) Acknowledge and document the employee's complaints

A

20. Which practice has the U.S. Food and Drug Administration suggested in order to decrease the risk of medication errors? A) Computerized order entry with a drug bar code system B) Medications automatically dispensed to clients at predetermined times C) Use of medication nurses to administer all ordered medications D) Have clients' medications secured at the bedside for self-administration

A

21. What action should the nurse-manager perform to increase the likelihood that performance appraisals will motivate employees and be seen as fair? A) Reflect carefully on his or her own biases and values and their possible effect on appraisals B) Offer rewards to employees who have the best performance appraisals C) Avoid getting to know employees on an individual level to ensure objectivity D) Include no more than one deficiency in an employee's appraisal

A

23. A negotiating session has just concluded with a compromise agreement. What is the manager's best action? A) Clearly restate the terms of the compromise to all involved before dispersing B) Give feedback to the members of the other negotiating team on their behavior and performance C) Evaluate the fairness of the compromise to all involved parties D) Restate each party's original bottom line

A

23. What goal should the nurse-manager prioritize when preparing performance appraisals? A) Promotion of employee growth B) Compliance with institutional policies and legal regulations C) Identification of ineffective staff D) Providing a basis for staff wage increases

A

24. Which is a management function associated with dealing with a problem employee? A) Applies a progressive discipline model when employees fail to meet standards B) Ensures that the rights and the responsibilities of both the manager and the employee are considered in addressing worker grievancesst C) Examines the work environment for stressors that contribute to substance abuse D) Understands group norms and is able to work within those norms to mold group behavior

A

25. Which action is associated with the nursing leadership role in quality improvement? A) Inspiring staff to establish and maintain high standards regarding patient care B) Being aware of the changes in quality control regulations C) Reviewing research results upon which to base changes D) Identifying outcomes that support quality nursing care

A

27. A hospital system is trying to address some of the deficits in care that were described in To Err Is Human. When addressing the errors that this report identified, the hospital's leaders should focus on what factor? A) Systemic flaws in health-care delivery B) Malice on the part of some health-care providers C) Lack of education for health-care workers D) Increased use of nursing assistive personnel

A

28. Working conditions have deteriorated in recent months at a hospital, and there is a strong impetus for unionization. As a result, a majority of the nurses have signed interest cards. What will happen next in the steps to starting a union? A) A vote on the matter will be held among eligible staff members. B) A union will be established at the hospital. C) Management will have the opportunity to respond to the issue. D) A final decision will be made by the state board of nursing.

A

29. After the first few months on the job, the nurse-manager has recognized that an experienced practical nurse at the clinic is a marginal employee. What strategy by the manager is most likely to be effective? A) Create a personalized improvement plan with the nurse and work with the nurse to promote improvement B) Place the nurse on probation and set firm requirements for reinstatement C) Arrange for the nurse to receive an education leave and complete remedial courses in basic nursing knowledge D) Apply disciplinary measures that have the potential to motivate the employee

A

29. An inexperienced nurse-manager has been excessively favorable to employees in their performance appraisals in an effort to garner their approval and acceptance. This strategy is likely to lead to what unintended consequence? A) Employees will be unable to gauge their improvements in subsequent years. B) Employees will be less likely to approve of the manager. C) The manager's ability to gather performance data in subsequent years will be reduced. D) The manager's more experienced peers may adopt the same approach.

A

3. A nurse-manager is focusing on management controlling functions that are associated with quality control. What task best addresses this goal? A) Periodically evaluating the unit mission and philosophy B) Creating the daily client care assignments to distribute workload evenly C) Contributing to the development of the annual budget D) Distributing staffing policies related to the choice of vacation time

A

3. What action should the manager take to arrive at a more fair and accurate assessment during performance appraisals? A) Written anecdotal notes regarding the employee's performance should be maintained throughout the evaluation period. B) Evaluation criteria that reflect on the employee as a person rather than just on work performance should be used. C) Data gathered by the manager in preparation for the performance appraisal should be limited to not more than two sources, so no conflicting information is received. D) The manager should rate all employees using central tendency whenever possible.

A

30. A nurse-manager discovered that a nurse was retrieving narcotics from sharps containers and has been abusing these medications for several months. When addressing this behavior and assisting the nurse, what factor should the manager prioritize? A) The safety of clients and families B) The integrity of the unit C) The nurse's well-being D) The nurse's personal growth

A

6. By contract, employees are to receive overtime pay when their workday exceeds 8 hours. A staff member attended a mandatory, hospital-sponsored CPR certification class after working an 8-hour shift. What type of paycheck adjustment can the employee expect? A) Overtime for the time spent in the class B) Regular pay for the class because there was no charge for the class C) No pay for the class because it was identified as mandatory D) Equal compensated time back during the next pay period

A

8. Which statement is accurate when describing performance deficiency coaching? A) It is less spontaneous and requires more planning than ongoing coaching. B) It is a one-time way of solving problems. C) It requires the manager to assume the role of enforcer rather than supporter or enabler. D) It occurs as a component of an employee's annual performance appraisal.

A

A nursing aide has been given a formal written warning regarding arguing repeatedly with the team leader about the given assignment. Today, the nursing aide has taken four lengthy personal phone calls during work time. This is the first offense of this nature. How will the manager deal with this disciplinary situation? A) Provide a verbal warning that includes the rules related to personal telephone calls B) Monitor the employee's behavior closely for the next few weeks C) Present the employee with a formal written reprimand D) Suspend the employee for a week

A

14. During orientation to a new job, a nurse is reviewing the relevance of labor standards to the new position. What aspects of the job will these standards affect? Select all that apply. A) The number of hours that the nurse will work, B) The nurse's right to a safe workplace. C) The way the nurse's salary is determined and paid. D) The nurse's continuing education requirements. E) The murse's accountability to his or her supervisor.

ABC

15. Which members of a private health-care organization have their right to join a union protected by the National Labor Relations Act? Select all that apply. A) A registered nurse with 6 months of experience in the organization B) A licensed practical nurse C) A first-level manager D) A registered nurse with 2 years' experience in the organization E) A mid-level manager

ABD

19. Which of the following behaviors should the nurse-manager identify as workplace violence, incivility, or bullying? Select all that apply. A) A group of nurses consistently refuse to help a nurse when that nurse has a heavy workload, despite having time to do so. B) Staff menmbers assign an unwanted nickname to a colleague. C) A nurse's specific vacation request is denied by the manager for 2 years in a row. D) A nurse asks a colleague to assess a known verbally abusive client without warning to see how the colleague will respond. E) A nurse tells a nursing student to rush to room 311, knowing that the unit has no room

ABDE

19. A health-care organization has experienced a rise in medical errors and has committed to implementing Leapfrog initiatives. What aspects of health care should the organization address? Select all that apply. A) Expanding the use of computerized physician-provider order entry B) Increasing the budget for continuing education for nurses C) Ensuring that hospital referrals are evidence-based D) Utilizing the Leapfrog Safe Practices scores E) Ensuring that adequately trained intensive care physicians are easily accessible

ACDE

16. The performance appraisal system in a health-care organization has been replaced by performance management. Under this new system, the nurse-manager should perform what actions? Select all that apply. A) Work with employees to set performance goals B) Hold frequent, informal evaluations with employees C) Delegate performance appraisal to experienced employees D) Provide leadership training to employees E) Provide coaching to employees on an ongoing basis

ADE

3. The nurse-manager is updating the unit rules and is trying to ensure that they are fair and effective. What actions should the manager perform? Select all that apply, A) Make sure all employees know that rule violations will result in discipline. B) Avoid issuing more than two warnings before an employee's rule violations are punished. C) Maximize the number of rules and regulations so employees are clear about expectations. D) Make sure that discipline for rule violations is consistent and impartial. E) Administer discipline as soon as possible after a rule is broken.

ADE

22. The nurse is admitting a new client and is reviewing the results of the medication reconciliation. What data will be included in the client's medication reconciliation? Select all that apply. A) The medications that the client was taking prior to admission B) The client's expectations for treatment with medications during admission C) The client's medication administration record from any previous admissions D) The results of the nurse-manager's review of the client's treatment plan E) The list of medications the client has been prescribed by the admitting physician

AE

1. What should the manager do in completing an annual performance appraisal? A) Consider the employee's good intentions as well as actual performance B) Base the appraisal on a standard to which all are held accountable C) Prioritize subjective data over objective data whenever possible D) Closely observe the employee for several days preceding the appraisal conference

B

10. The nurse-manager can apply Skinner's theory of motivation by performing what action? A) Assigning employees outcomes and having them decide how to achieve them B) Distributing rewards and punishments to influence behavior C) Forming individualized, collaborative relationships with employees D) Prioritize the role of financial rewards and incentives

B

12. In order to adhere with the recommendations of The Joint Commission around employee performance appraisals, the manager should: A) conduct appraisals at least every 6 months and more often with new employees. B) ensure the appraisal is based on employee job descriptions. C) ensure there is a witness present when conducting an employee's appraisal. D) base appraisals on employees' personal goals.

B

12. What is the greatest limitation of the Health Plan Employer Data Information Set (HEDIS)? A) The Joint Commission has not updated the HEDIS since 2009. B) Managed care organizations are not required to collect HEDIS data. C) Performance indicators are exclusively process focused rather than outcome focused. D) HEDIS performance measures focus on medical interventions and do not address nursing actions.

B

13. A nurse-manager is participating in negotiations around the allocation of resources in the organization. During the negotiations, the manager should: A) try to speak the same amount or slightly more than the other party. B) use open-ended questions rather than yes-no questions. C) declare his or her bottom line at the start of negotiations. D) ensure that the negotiations proceed at a rapid pace.

B

14. The nurse-manager is preparing for the unit ward clerk's annual evaluation and sends out a short questionnaire requesting feedback on the ward clerk's job effectiveness in her job. The nurse-manager sent the request to one doctor who uses the unit frequently, to a staff nurse on each shift, to the housekeeping department head, and to the head of the volunteer program. In addition, the nurse-manager interviews three clients to determine how courteous the ward clerk is when answering call lights from the unit desk. What is this an example of? A) Peer review B) A 360-degree evaluation C) An overreaching performance review D) An anecdotal performance review

B

17. A focus group has been organized so that employees can give feedback on their manager's work performance. What characteristic of the focus group will best ensure a productive and positive process? A) Hold the focus group off of the organization's property to ensure confidentiality B) Have an impartial employee relations officer facilitate the discussion C) Provide a monetary bonus for employees who participate D) Limit the focus group to employees who have at least 2 years of experience on the unit

B

17. A nurse-manager has referred staff members to a clinical practice guideline (CPG) that addresses the prevention of pressure ulcers. What is a characteristic of this CPG? A) The CPG will lay out the criteria that the health-care organization must meet in order to be reimbursed for treating a client's pressure ulcer. B) It will describe interventions for nurses to follow in an effort to provide evidence-based care. C) It will describe the treatment for pressure ulcers that is provided at the best performing organizations. D) The CPG will summarize the etiology and diagnosis of pressure ulcers.

B

18. The manager has learned that some of the more experienced nurses on the unit have been playing pranks on a newly hired nurse and delegating their most challenging tasks to the nurse. What is the manager's best response after confirming that these events took place? A) Offer support and encouragement to the newly hired nurse B) Confront the more experienced nurses directly about their behavior C) Implement a structure change so the experienced nurses no longer work at the same time as the new nurse D) Arrange for third-party consultation involving the more experienced nurses, the manager and the new nurse

B

18. Which organizational characteristic is most likely to make the employees view a union as an appealing option? A) This organizational mission is perceived as being too broad or ambitious to be achieved. B) The organization is perceived as being insensitive to employees' needs and well-being. C) The employees earn less than the average salary of comparable employees in the region. D) The organizational mission is insensitive to the population it serves.

B

19. A unionization drive is taking place in a health-care organization. The National Labors Relations Board (NLRB) requires that what criterion must be met before an election for unionization can be held? A) Employees must demonstrate substandard wages or working conditions. B) At least 30% of the employees must sign an interest card. C) Management of the organization must give their written approval. D) A court order must be obtained by the organizers of the union drive.

B

20. The manager of a hospital unit has heard rumors about a unionization drive for several weeks and has just learned that the employees on the unit are planning to launch a formal drive. What is the manager's best action? A) Arrange meetings the organizers to independently address the factors that have prompted the drive. B) Collaborate with upper management and the personnel department to best address the workers' concerns C) Apply disciplinary action to the employees who are leading the unionization drive D) Strengthen relationships with employees who are known to be skeptical about the drive

B

20. Two groups in the health-care organization have been unable to reach an agreement after prolonged negotiation. The groups have agreed to arbitration. What will happen during this process? A) A neutral party will facilitate new negotiations, starting from the beginning. B) A neutral party will listen to both groups and then present a binding recommendation. C) A neutral third party will act as a "go between" in the negotiations. D) Negotiations will continue in a court setting, and a lawyer will mediate between the groups.

B

21. A nurse-manager is attempting to help a group of staff members reach a consensus on a sensitive issue. What is a consequence of using a consensus-based approach? A) One group will be perceived as the "winner" and one group as the "loser." B) It is likely that neither group will achieve their desired "ideal" outcome. C) A solution that is ideal to both groups will be selected. D) There is an increased risk for similar conflict in the future.

B

21. When creating a clinical practice guideline for the management of aggressive behavior on a mental health unit, the nursing committee should perform what action first? A) Interviewing senior staff for practice suggestions B) Conducting a search of the literature for research results C) Reviewing client satisfaction data to identify the unit's strengths and weaknesses D) Educating all unit nursing staff on the need to adhere to established guidelines

B

22. What factor contributes most to a performance appraisal being viewed as valid and relevant by the employees? A) The ratio of deficiencies to strengths containing in the appraisal B) Belief that it is based on the performance of job description-related tasks C) The perception that the manager truly likes and approves of them personally D) The formality with which the appraisal is conducted and presented

B

23. What is the principle that guides constructive discipline? A) Constructive discipline is fair but punitive in nature. B) The focus of constructive discipline is employee growth. C) Constructive discipline employs the manager as a counselor and support. D) Increased motivation is the desired outcome of constructive discipline.

B

24. A nurse-manager is engaged in a negotiation with staff representatives when the discussion becomes controlled by a particularly aggressive member. Which action will the nurse-manager take to assure that the process is successful? A) Ask that the aggressive individual recognize the rights of all the other members B) State, "I need to have time to think over all that we have discussed." C) Halt any discussion until new representatives can be appointed D) Share with the members that aggressiveness negatively impacts the negotiations

B

24. An organization is attempting to prevent unionization. Which intervention demonstrates the administration's lack of understanding regarding employee motivation and satisfaction? A) Establish a well-developed formal procedure for handling employee grievances B) Promote some of the potential union organizers to management positions C) Have an effective performance appraisal system in place D) Ensure that all managers are well-trained and effective

B

24. During a quality improvement initiative, the leadership of a health-care organization have worked with senior managers to implement the principles of Lean Manufacturing. This initiative will focus on what factor? A) Identifying sentinel events B) Identifying and preventing waste C) Engaging all staff members D) Performing root cause analysis of errors

B

25. Which personal characteristics will best help meet the psychological needs of conflict negotiation? A) Perseverance and assertiveness B) Calmness and self-assuredness C) Compassion and reflectiveness D) Organization and self-reflection

B

27. A nurse-manager has been managing a medical unit several weeks and has just learned that a nurse has a reputation among colleagues for avoiding work responsibilities. What is the manager's best initial action? A) Canvas the employees on the unit to identify for any history of violence B) Review the employee's available personnel records and files C) Contact the client and family and apologize for the nurse's action D) Inform the client's health-care provider about this incident

B

29. A nurse-manager and several colleagues are reviewing the results of the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey. These results will allow the team to make what assessment? A) The root causes of adverse incidents B) Clients' perspectives on the care they received C) Consumers' health outcomes at 3 and 6 months after discharge D) Clients' health status at admission versus at discharge

B

3. What event tends to be the primary reason for an increase in the numbers of unions being formed? A) Salaries are not keeping pace with the economy. B) Organizations are insensitive to employees' needs. C) There is an economic downturn. D) Jobs are scarce.

B

30. The nurse-manager will be using management by objectives (MBO) to appraise employees' performance. When using MBO, the manager should: A) finalize a list of the employee's performance outcomes before the initial meeting with the employee. B) coach and support the employee in an effort to help the employee meet goals and outcomes. C) clearly describe the negative consequences if the employee does not meet performance targets. D) prioritize the role of personality type and personal traits in appraisal.

B

5. The leadership of a large health-care organization is considering the adoption of Behaviorally Anchored Rating Scales (BARS) for the performance appraisal system. This change in practice may require what task by the nurse-manager? A) Conducting performance appraisals of employees that he or she has little interaction with B) Helping develop a separate rating form for each job classification C) Conducting performance appraisals that focus on personal traits rather than performance of duties D) Creating a template for performance appraisal that can be completed without face-to-face interaction between the supervisor and employee

B

6. High-achieving nursing students were found to have studied in small groups, attended class 100% of the time, took frequent rest breaks during study sessions, and ate a balanced diet for one week before the examination. What type of audit provided data about the students' preparation? A) Structure B) Process C) Outcome D) Concurrent

B

6. What action should the nurse-manager perform when preparing for and conducting a disciplinary conference? A) Soften criticisms to reduce the employee's defensiveness and emotional response B) Schedule the conference in advance at a time agreeable to both the employee and the manager C) Ask a small number of trusted employees to join the conference so it can be used as a teaching tool D) Adopt a nurturing and counseling role to ensure the conference ends on a positive note

B

8. An employee believes that the performance appraisal was unfairly influenced by a drug error that the employee committed several weeks ago. The employee states, "The manager focused almost exclusively on this one mistake, and that event characterized my entire appraisal." This employee may have experienced what phenomenon? A) A halo effect B)A horns effect C) Central tendency D) A job dimension scale

B

8. A senior manager is ensuring that organizational policies for compensation align with the Equal Pay Act of 1963. What domains of work should the manager examine? Select all that apply. A) The potential for promotion or advancement in the job B) The working conditions associated with the job C) The amount of responsibility that the job carries D) The effort that is required to perform the job E) The level of job satisfaction associated with the job F) The skill that is needed to perform the job

BCDF

15. When monitoring medication inventories for possible diversion or theft by nurses who abuse chemicals, what medication classifications should the manager monitor most closely? Select all that apply. A) Anticholinergics B) Opioid analgesics C) Central nervous system stimulants D) Antidepressants E) Benzodiazepines F) Nonsteroidal anti-inflammatories

BCE

9. Which of the following would be considered sentinel events that should be reported to The Joint Commission. Select all that apply. A) A client with ischemic heart disease dies of a myocardial infarction. B) A client with dementia falls and suffers a hip fracture while trying to walk to the bathroom. C) A client files a formal complaint about the inattention of staff while he was in the hospital. D) A client experiences nephrotoxicity and requires dialysis because of a medication error. E) A client experiences a transfusion reaction after receiving the wrong type of packed red blood cells.

BDE

1. A novice nurse-manager is a member of a team that will oversee quality control in a health-care organization. What action should the nurse and the other members off the team perform first? A) Take corrective action to address standards that are known to be challenging B) Collect the essential data that will give a general overview of performance data C) Determine the specific criteria and standards by which quality will be measured D) Assign tasks between the team members to address identified standards

C

1. What is an inappropriate reason for delegation? A) To empower subordinates by "stretching" them in their work assignment B) To free the manager to address more complex unit needs C) The manager does not find the task intellectually challenging. D) Someone else is better qualified to do the task.

C

10. Which is a true statement regarding TQM? A) It is based on the premise that the organization knows what is best for the consumer. B) Its guiding purpose is to save the organization C) It recognizes that the customer is the focal element on which production and service depend. D) It assumes that inspection and removal of errors lead to the delivery of quality services.

C

11. What action should the nurse-manager and other leaders in the health-care organization perform in order to ensure that a quality control program will be effective? A) Set a goal of meeting federal and state standards B) Set quality control standards at minimum acceptable levels so the organization will score well on self-assessment audits C) Integrate quality control through all levels of the organizational hierarchy D) Focus quality improvement efforts on reacting to problems that have been identified

C

11. Which is the manager's best example of coaching used to encourage and improve an employee's daily work performance? A) "I want to tell you how to become a better nurse." B) "Did you enjoy working as team leader this weekend? Having you in that role would greatly reduce my workload." C) "Would you consider taking on the role of preceptor?" D) "I'd like to help you become more assertive when communicating with physicians during care conferences."

C

12. A nurse executive wants to decrease the chances of unionization of the nursing service department. To accomplish this goal, where should financial and energy resources best be directed? A) Publicizing the potential cost and harm of unionization B) Increasing the quality and amount of equipment available to nurses C) Implementing a shared decision-making model in the department D) Emphasizing the identity of nursing as a "helping" profession that prioritizes others' needs

C

13. A nurse-manager is planning a performance appraisal of an employee who has a number of performance deficiencies. What is the best approach to the performance appraisal of this employee? A) Tell the employee that he or she is not performing well and ask the employee where improvement is needed. B) Prepare a list of the employee's deficiencies and give him or her time to look it over before asking for a response. C) Acknowledge the employee's strengths, focus on the key deficiencies, and create a long-term coaching plan. D) Tell the employee that he or she is liked as a person but is not meeting the requirements for the job and will need to brush up on skills during the next year.

C

14. The nurse-manager is negotiating for the funds necessary to purchase several new isolettes for the facility's newborn nursery. The chief financial officer (CFO) states, "Tve always been curious about that piece of equipment; how does it actually work?" What negotiation action has the CFO engaged in? A) Collaborating B) Smoothing C) A diversionary tactic D) Appropriate fact finding

C

14. What is the best course of action to stimulate broad participation of employees in quality control efforts? A) Encourage regular meetings between middle management and upper management B) Educate staff about the relationship between the organization's accreditation and their own licensure C) Engage closely with the frontline staff who provide client care D) Educate staff about the correct way to document and report sentinel events

C

15. A nurse-manager is participating in a hospital's quality control efforts and is collating data sources. What data source should the manager identify as a qualitative source? A) The hospital's rate of nosocomial infections B) The hospital's readmission rate C) Results of interviews with discharged clients D) The previous year's budget for continuing education initiatives

C

15. Several RNs on the unit want to address the possibility of initiating flextime on the unit because they state that the current scheduling system is unfair. What is the manager's best initial response? A) Assuring the RNs that every effort is being made to streamline the current scheduling system B) Asking the RNS to circulate a partition to be signed by employees who support the change C) Arranging for the RNs to air their views at the next staff meeting D) Sharing with the RNs that they need to address the issue with upper management

C

16. A nurse is uncharacteristically extroverted on today's shift, with an unsteady gait. The manager suspects that the nurse may be chemically impaired. What is the manager's most appropriate action? A) Document this finding and communicate with the personnel department B) Monitor the nurse's behavior closely for the remainder of the shift C) Promptly confront the nurse to discuss this suspicion D) Ask the other nurses and staff members on the unit if they have noticed the same thing

C

19. What consideration should the nurse-manager prioritize when creating a program to deal with the issue of substance abuse by employees? A) The program should emphasize punishment due to the safety risk posed by impaired employees. B) The program may be unnecessary because state boards of nursing have authority over this issue. C) The program should emphasize screening, prevention and early intervention. D) For confidentiality reasons, the program should be planned and executed by the personnel department.

C

2. As a result of downsizing in the 1990s, a nursing surplus appeared in some parts of the country. What occurs in this type of situation? A) Nurses tend to join unions to protect their jobs. B) No change would be expected in the rapid unionization of nurses. C) There would typically be less union activity by nurses. D) There is no historical perspective that indicates what nurses would do.

C

2. How can the nurse-manager best promote the development of self-discipline in employees? A) Eliminate punishment from the unit's culture and procedures B) Allow employees full autonomy in choosing tasks and the means for carrying out those tasks C) Clearly communicate expectations, rules, and policies to employees D) Hire employees who have a history of being compliant and collaborative

C

2. The nurse-manager recognizes that performance appraisals can be intense and wants to make sure that the process will have a positive outcome for employees. What action best promotes this goal? A) The manager refrains from making any specific comments about employees' performance. B) Each employee is required to identify three areas of satisfactory performance. C) The employees provide input into developing the performance standards. D) The manager identifies no more than three areas of deficient performance for each employee.

C

21. A nurse became frustrated with a client and deliberately damaged the medication cart in a subsequent outburst. How should the manager discipline this employee? A) Dismissal B) Suspension C) Written admonishment D) Verbal warning

C

21. What is the nurse-manager's initial action when it becomes obvious that the unit will not meet staffing levels? A) Ask for volunteers to work overtime B) Close the unit to additional admissions C) Notify upper level management of the situation D) Begin transferring patient to units with lower censuses

C

22. An employee who is involved in a dispute has sought the assistance of the organization's ombudsperson. What role will the ombudsperson play in resolving the employee's conflict? A) Providing expert testimony in conflict cases B) Providing psychosocial support to employees in distress C) Investigating the employee's grievance against the other party D) Monitoring the implementation of the terms of a conflict's compromise

C

25. An inexperienced nurse-manager has provided vague and ambiguous feedback to an employee during a performance appraisal. What is the most likely outcome of this practice? A) The employee receives the information in a positive manner. B) The manager is able to avoid the appearance of being too negative. C) The employee is uncertain of the value of the feedback. D) The manager is viewed as being an ineffective communicator.

C

25. What aspect of the collective bargaining and unionization process is most likely to present an ethical dilemma for a nurse? A) Navigating relationships with managers in the organization B) Identifying career goals that can be achieved by unionization C) Deciding whether participating in a strike is appropriate D) Adhering to the Occupational Safety and Health Act (OSHA)

C

26. One of the experienced nurses on a unit frequently approaches the manager to provide feedback on a recently hired nurse's performance. When preparing the new nurse's performance appraisal, how should the manager integrate the experienced nurse's feedback? A) Ask the experienced nurse to put the feedback in writing so that it can be included in the new nurse's performance appraisal B) Disregard the nurse's feedback because it is likely that the nurse has ulterior motives C) Consider the nurse's feedback but supplement it extensively with data from several other sources D) Educate the experienced nurse about the fact that performance appraisal is the manager's exclusive responsibility

C

27. A recent graduate has begun working at a health center and finds the behaviors of colleagues stressful and intimidating. The nurse's colleagues whisper when she is around, roll their eyes at her, and laugh when she asks for assistance or clarification. What is this recent graduate's best action? A) Organize a meeting to confront the colleagues about their behavior B) Avoid the offending colleagues whenever possible C) Report these behaviors to the nurse-manager D) Seek assistance from the organization's ombudsperson

C

27. The nurse-manager has received a memo from the director of human resources stating that the organization will be adopting a performance management system. The manager should recognize what implication of this announcement? A) The manager will likely be assigned a coach from outside the work unit. B) The results of employees' performance appraisals will be available to their peers. C) Annual performance reviews will likely be discontinued. D) Managers will now be appraised by their subordinates.

C

27. What statement by a nurse most directly reflects a common complaint about the roles of the American Nurses Association (ANA)? A) "It doesn't seem fair that every nurse contributes to the ANA but nurses in only a few states benefit from it. B) "It's incompatible for the ANA to represent staff nurses and nursing managers at the same time. C) "It doesn't seem right that the ANA simultaneously tries to advance the nursing profession while it bargains for nurses' contracts. D) "It could be unethical for the ANA to promote nurses' rights in a profession that was founded on helping others."

C

28. A hospital is using the guidelines of the Leapfrog Group to inform safety improvements in the organization. What action will best incorporate these guidelines? A) Replacing practical nurses with registered nurses whenever possible B) Eliminating the use of high-risk medications and increasing the role of pharmacists C) Purchasing a computerized physician-provider order entry system D) Converting shared rooms to single-occupant rooms

C

28. A hospital unit is in a major transition from a nursing model that was exclusively RNs to one that involves a mix of RNS, LPNS, and NAPS. The transition has resulted in several conflicts between staff. What conflict resolution strategy will the manager most likely need to use? A) Third-party consultation B) Behavior change C) Responsibility charting D) Structure change

C

28. The nurse-manager has had difficulty improving the performance of a registered nurse who is a marginal employee on the hospital medical unit. The manager no longer wishes to work with the employee and has arranged a transfer to the postsurgical unit of the hospital. What type of transfer has the manager arranged? A) Lateral B) Downward C) Inappropriate D) Accommodating

C

4. How did the Civil Rights Act of 1964 affect employees? A) It defined sexual harassment and specified penalties for violation. B) It allowed veterans to return to jobs they held before their military service. C) It prohibited job discrimination based on factors unrelated to job qualifications. D) It eliminated discrimination on the basis of age.

C

4. What task will best allow a health-care organization to benchmark its performance? A) Comparing its performance on key indicators to its performance the previous year B) Setting ambitious but realistic goals for the coming year C) Comparing the organization's performance with that of best performing institutions D) Seeking input from clients and families about the organization's performance

C

4. Which principle should guide the manager's use of self-appraisals for employees? A) Self-appraisal is known to be more objective than the other types of appraisal. B) Self-appraisals are intended to provide an opportunity for giving positive feedback to employees. C) Self-appraisals usually require reflection and introspection on the part of the employee. D) Self-appraisals should always be read before the supervisor does an appraisal.

C

5. A nurse has accepted a position in a health-care organization that is a "closed shop." How will this characteristic most affect the nurse? A) There will be a "lockout" that prevents employees from working until a union contract is signed. B) Employees are currently refusing to work because of unsettled grievances. C) The employee will be required to join the union. D) The employce will have the option of joining a union, usually after a probationary period.

C

5. An employee is found to have grossly mistreated a client, which the employee has never done before. What consequence should be administered to the employee? A) Suspension with pay B) Suspension without pay C) Termination D) Written admonishment

C

5. Thirty-eight percent of the people who attended a smoking cessation clinic were not smoking 1 year after completing treatment. What type of audit provided this type of data? A) Structure B) Process C) Outcome D) Concurrent

C

6. Which statement correctly describes using self-appraisal as a performance appraisal tool? A) It should be unstructured so employees can write about whatever they believe is important. B) It is as effective as other methods because most professional nurses are self-aware and rate themselves accurately. art.comest C) It works best when used in conjunction with other appraisal tools rather than in isolation. D) It relieves the manager of the responsibility for preparing the performance appraisal.

C

7. A nurse-manager is overseeing an organization that uses the nursing minimum data set (NMDS). What will the use of the NMDS achieve? A) Comparing the quality of nursing care and medical care with reference to standardized data B) Identifying minimal levels of quality necessary for nurses to maintain licensure C) Standardizing the collection of nursing data for use by multiple users D) Identify only "nursing-sensitive" client outcome measures

C

7. An affirmative action plan has been established in the jurisdiction where a nurse works. The nurse should understand what characteristic of this program? A) The terms of the plan are laid out in United States Equal Employment Opportunity legislation. B) It aims to prevent workplace discrimination on the basis of age or sexual orientation. C) It actively seeks members of underemployed groups to fill job vacancies. D) Few affirmative action programs still exist because they encourage reverse discrimination.

C

7. Following much debate, a health-care organization has adopted a system of peer review for the first time. How can the success of this system be best promoted? A) Ensure that employees are not made aware of the peer who completed his or her review B) Require that personal and professional relationships not influence reviews C) Orient employees thoroughly to the purpose and process of the new system D) Have members of other health disciplines perform nurses' reviews and have nurses review members of other disciplines

C

7. The nurse-manager is preparing to terminate an employee for continuous rule breaking. What is the manager's best action? A) Arrange for the employee to be escorted from the building by security staff B) Collaborate with the employee to work out a 2-week termination period C) Describe what, if any, references will be supplied to future employers D) Arrange for a meeting between the employee and senior administration

C

8. What role has The Joint Commission assumed in ensuring quality at the organizational level? A) Establishing clinical practice guidelines B) Reducing diagnosis-related group reimbursement levels C) Standardizing clinical outcome data collection D) Assessing monetary fines for organizations that fail to meet standards

C

9. A nurse-manager is using management by objectives (MBO) as a performance appraisal tool. When using this form of performance appraisal, the manager should: A) determines the objectives each employee should accomplish during the upcoming evaluation period. B) delegate the performance appraisal process to senior employees. C) support employees to help them reach mutually identified goals. D) set highly challenging goals in an effort to stretch the employees to their full potential.

C

1. A nurse-manager needs to discipline an employee and wants to ensure that it leads to constructive outcomes. What is the primary difference between constructive and destructive discipline? A) The manager is more empathetic to the employee in constructive discipline than in destructive discipline, so that their relationship becomes closer. B) Constructive discipline excludes punishment, but destructive discipline is primarily focused on punishment. C) The person who has received constructive discipline always appreciates it, whereas destructive discipline is always resented. D) Constructive discipline helps the person grow to meet organizational goals; destructive discipline focuses more on punishment.

D

10. An employee has had a performance appraisal and signed the appraisal form at the conclusion of the meeting with the manager. What does the employee's signature denote? A) The employee agrees with everything written on the form. B) The employee accepts the goals specified on the form. C) The employee acknowledges the truth of the manager's evidence. D) The employee has read the appraisal information and met with the manager.

D

10. What event is most likely to result in an employee filing a grievance? A) The manager and employee have a relationship that precedes an episode of discipline. B) An employee knowingly breaks an established rule C) An employee wants to have an impartial third party impose a solution. D) The employee believes he or she has been disciplines unjustly.

D

11. Which action by the manager is most likely to reduce the incidence of sexual harassment in the workplace? A) Limit one-on-one interaction between female and male employees whenever possible B) Encourage workers to confront the "harasser" directly and resolve the conflict C) Provide desensitivity training to minimize employee reactions D) Actively pursue an investigation of all complaints

D

13. A novice nurse-manager admits to feeling nervous about the possibility of disciplining employees. How should the manager be encouraged by superiors to view discipline? A) As a necessary means for controlling an unmotivated and self-centered workforce B) As a "big stick" that management can use to eliminate behavior that conflicts with organizational goals C) As a means of narrowing the power-authority gap D) As a necessary part of fostering excellence in the organization

D

13. As part of the quality control process, managers have set standards for performance and assessed whether these standards are being met. It has been determined that several standards are not being met. What is the prioritize response to this finding? A) Release the findings to the public to ensure transparency B) Compare the organization's results to benchmarks C) Determine whether similar organizations in the region are experiencing similar results D) Perform interventions that will correct the deficiencies

D

14. What variable should the nurse-manager prioritize when dealing with employees who break the rules? A) Terminating employment when necessary B) Modelling empathy C) Counseling employees to promote their personal and professional growth D) Ensuring organizational goals are met

D

15. A nurse-manager is preparing to perform a 360-degree evaluation of a nurse on the unit. What is the manager's best action when preparing to do this type of evaluation? A) Compare the nurse's personality traits with his or her behaviors on the unit B) Ask the nurse to prepare a self-evaluation that focuses on each area of the job description C) Give the nurse at least 10 days' notice to write an essay before the appraisals D) Take action to protect the nurse's right to confidentiality

D

16. Why does membership in the American Nurses Association (ANA) pose a conflict in loyalty for some nurses in management positions? A) It fails to support male nurses sufficiently. B) Minorities are not represented on its board of directors. C) Membership is based on years of nursing experience. D) It acts as a professional association and a collective bargaining agent.

D

17. A situation has occurred in a health-care organization where it is important to determine whether a particular nurse is categorized as a "staff nurse" or as a supervisor. What criterion should be used to make this differentiation? A) The nurse's position in the hierarchy of the unit based on years of experienced B) The nurse position on the organization's salary scale C) The nurse's level of influence on his or her peers and colleagues D) The percentage of time that the nurse spends as charge nurse versus giving direct client care

D

18. The nurse-manager is contributing to the plan for the workplace reentry of an employee with a history of chemical abuse. What should be included in the reentry plan? A) The nurse should have a 50% work assignment for the first several months. B) Clients and families should be made aware of the nurse's history. C) Reentry should not occur until the nurse has been chemical-free for at least 18 months D) The employee should agree to random urine screening.

D

2. An RN is a supervisor in an organization that has total quality management (TQM) as the basis for its organizational goals and objectives for quality control. How should the RN practice TQM on the unit? A) Encourage colleagues to create vision and mission statements B) Develop a quota system for number of clients cared for C) Explain to the staff that "if it's not broke, don't fix it" D) Promote teamwork rather than individual accomplishments

D

20. A job dimension scale will be used to appraise the performance of clinic staff. In order to apply this tool correctly, what is needed? A) Knowledge of each employee's personality type B) A neutral, third party to interview the client C) Personal experience with the same job as the employee D) A detailed job description for each employee

D

20. The nurse-manager oversees an experienced employee who is earnest and pleasant, but who struggles to maintain minimum performance standards. What is the manager's best initial approach to this employee? A) Arrange for the nurse to complete extra continuing education B) Provide interventions that will increase the nurse's motivation C) Affirm the nurse's strengths in an effort to encourage excellence D) Provide coaching that addresses the employee's main deficiencies

D

23. In order to improve the likelihood that errors in the health-care system will be reported, nurse-managers should: A) give professionals the choice of whether or not to report errors. B) establish firm and meaningful punishments for staff who commit an error. C) assign "safety officers" whose exclusive role is to monitor for, identify, and follow up errors. D) foster a climate where analysis of errors is not solely focused on blame.

D

23. Which management function (in contrast to leadership role) related to collective bargaining and unionization should the nurse-manager perform? A) Examine the work environment periodically to ensure that it is supportive for all members B) Create a work environment that is sensitive to employee needs, reducing the need for unionization C) Actively seek a culturally and ethnically diverse workforce D) Understand and appropriately implement union contracts

D

24. Which factor should the nurse-manager prioritize when writing an employee's performance evaluation? A) Knowledge level B) Individual skills related to providing care C) The employee's level of experience D) History of completing required tasks

D

25. The manager is working with a staff member who has twice arrived late for assigned shifts over the past few weeks. What is the fundamental rationale for conducting a disciplinary conference for this employee? A) This behavior disrupts the efficiency of the nursing team. B) The tardiness is costing the facility money. C) This behavior encourages other staff to disregard rules. D) The problem will get worse if it is ignored.

D

26. The nurse-manager works at a unionized health-care facility and is preparing for a disciplinary conference for an employee with a history of unexcused absences. What activity should the manager prioritize in this conference? A) Promoting rapport with the employee in order to protect their future working relationship B) Requiring the employee to present compelling evidence to prove that he or she is innocent of rule breaking C) Presenting a grievance that summarizes the way that the employee has failed to meet organizational standards D) Presenting objective evidence that demonstrates the employee's deficient performance

D

28. Which employee is most likely experiencing the Matthew effect in his or her performance appraisal? A) A nurse whose performance appraisal describes nearly twice as many deficiencies as strengths B) A nurse whose overall appraisal has benefited from his occasional willingness to work overtime when no other nurse is willing C) A nurse who was caught calling in sick to go shopping and who believes this event tainted her overall appraisal D) A nurse whose performance appraisal has included the same points for several consecutive years

D

30. A nurse has over four decades of work experience and is weighing the benefits of retiring versus continuing to work. How will the Age Discrimination in Employment Act affect this nurse? A) The nurse may continue to work but must forfeit job security. B) The nurse will be required to retire once he or she turns 70 years. C) The nurse will be required to retire once he or she turns 65 years. D) The nurse may retire, or continue to work, as long as he or she is capable of performing the job

D

30. Two nurses in a small community are in conflict because the first nurse's son committed a violent assault on the second nurse's son. In recent weeks, workplace interactions between the two have become increasingly tense. What is the nurse-manager's best strategy for resolving this conflict? A) Confrontation B) Soothing C) Responsibility charting D) Structure change

D

30. What piece of data should the nurse-manager include in an outcome audit? A) Nursing handoffs occur at the client's bedside and include family input. B) Client-nurse ratios are capped at 3:1 in the day and 4:1 at night. C) Technology is acquired so documentation can be completed at the bedside. D) At discharge, a client was able to ambulate 40 feet unassisted.

D

4. The nurse-manager is initiating the process of progressive discipline in response to an employee's tardiness. The manager should: A) write a brief letter of warning to the employee without providing a copy to the personnel department. B) write a brief letter of warning to the employee and send a copy to the personnel department. C) avoid confronting the employee but observe the employee's behavior closely in the near future. D) privately administer a verbal reprimand to the employee.

D

9. The nurse-manager is working in a unionized health-care organization. When administering discipline to employees, the manager should: A) communicate with the union's attorneys rather than directly with employees. B) defer to the organization's personnel department rather than administering discipline directly. C) assist employees with filing grievances. D) follow specific steps and penalties within an established time frame.

D

26. The nurse-manager is participating in negotiations that have become confrontational and unproductive. As a result, both parties have agreed to mediation. This mechanism for dispute resolution will have what characteristies? Select all that apply? A) The mediator will be a respected person from within the organization. B) Both parties are required to accept the mediator's decision. C) The mediator addresses the process but not the issues. D) The mediator meets with each group separately as well as meeting with them together. E) The mediator is an individual who has no vested interest in the outcome

DE

10. A new nurse-manager has been warned by colleagues about the prevalence of "the grapevine in the organization's communication." What is the manager's best initial response to this phenomenon? A) Seek to understand the patterns and contributors of this pattern of communication B) Inform subordinates about the harmful effects of grapevine communication and that it will not be tolerated C) Instruct subordinates to use formal patterns of communication rather than informal patterns D) Use grapevine communication to disseminate messages that are accurate and respectful

A

18. A nurse-manager is new to the unit and is worried about being perceived as incompetent or underqualified by subordinates. The manager should recognize that this creates a risk for what problem? A) Underdelegating B) Overdelegating C) Improper delegating D) Inappropriate delegating

A

19. Feedback from a nurse-manager's peers suggests that the manager's face-to-face communication is often ineffective. The manager should consider what potential cause of this problem? A) Incongruence between the manager's verbal and nonverbal messages B) Incffective listening skills on the part of subordinates and colleagues C) Inadequate formal training on communication skills D) Carcer stagnation by the nurse-manager

A

2. What strategy best increases the likelihood that a nurse-manager's communication will be accurately interpreted? A) Using more than one mode of communication B) Using face-to-face communication C) Producing clear, simple, written communication D) Repeating the message as often as possible

A

21. How can the Internet be best used as a means of improving one's personal nursing practice? A) Accessing the latest research and best practice information B) Communicating with other health-care team members C) Minimizing the need for paper documentation D) Securing client information for confidentially

A

23. Which action on the part of a unit's nurse-manager demonstrates the mark of a great leader? A) Acknowledging the accomplishments of staff members at the unit meeting B) Providing onsite in-services on new equipment for the staff C) Including funds in the unit's budget of staff development D) Stressing the importance of patient safety to all new employees

A

24. 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 toward the recruitment of management personnel. D) "We are willing to extend the recruitment search until we have the best positive person for this management position.'

A

28. A nurse delegated some tasks to a nurse several hours ago. The manager has now learned that the nurse did not complete any of the delegated tasks. What is the manager's best initial action? A) Determine exactly why the nurse did not complete the delegated tasks B) Assertively state the expectation that delegated tasks will be completed on time C) Document the nurse's insubordination and arrange a private meeting D) Take action to reestablish the authority power gap

A

29. A nurse-manager is in a new position and has observed that many of the employees appear to be unmotivated. The manager can promote employees' motivation by: A) establishing trusting and respectful relationships with the employees. B) making expectations for motivation clearly known. C) assigning preceptors to each of the unmotivated employees. D) increasing recruitment efforts to add new employees to the unit

A

4. Which factor is most likely to provide intrinsic motivation to an employee? A) The employee's ambitious career aspirations B) The employee's need to elicit approval from the immediate supervisor C) The employee's need to avoid punishment for unsafe practice D) The employee's fear of being passed up for a promotion

A

5. A nurse-manager has accepted a new position on a hospital unit. An experienced nurse on the unit tells the manager, "We all work really well with each other. There's never any conflict." How should the manager interpret this statement? A) The unit may be lacking in growth and new ideas. B) There is a need for the manager to introduce conflict. C) The manager needs to ensure that this characteristic continues. D) There is likely conflict that the nurse is not recognizing or acknowledging.

A

6. A nurse-manager has recently established a "best practice committee" at the clinic. Which behavior by the committee members suggests that it is in the "storming" stage? A) Members attempt to impress each other with their credentials. B) The short- and long-term goals for the group are agreed upon. C) Group members achieve their stated goals. D) The members receive their instructions and mandate from the manager.

A

8. A nurse-manager is orienting a new graduate nurse to the unit and has found this individual's charting regarding assessment to be inadequate. What is the most appropriate statement to initiate a discussion with the new RN? A) "I'm concerned that your assessment charting seems to be unclear. Can I help you with this?" B) "Unfortunately, your charting is inadequate in every way." C) "Do you think a refresher course in charting would help you?" D) "Are you having difficulty assessing your client?"

A

8. 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

9. A nurse is in a conflict with a colleague, but both nurses are committed to collaboration. To promote collaboration, the nurses should: A) identify a common goal that is important to both of them. B) possess the ability to negotiate without having emotion get involved. C) have a relationship that existed before the conflict. D) ask a neutral third party to mediate in the conflict.

A

14. A nurse-manager has chosen the most appropriate candidate for an internal promotion. What action should the manager perform when handling this promotion? A) Ask the successful candidate for help with backfilling her old position B) Inform each unsuccessful candidate that he or she did not get the promotion C) Inform each unsuccessful applicant why the successful candidate got the promotion D) Reward unsuccessful candidates in order to motivate them

B

19. The nurse-manager is overseeing a culturally diverse group of staff. The manager should consider what variables when planning delegation? Select all that apply. A) Communication style B) Concepts of time C) Intelligence D) Biologic variations E) Social organization

ABDE

20. An RN is leading a care team on a busy hospital unit. What tasks is the RN justified in delegating to NAP? Select all that apply. A) Feeding a client who has unilateral weakness B) Repositioning an immobile client every 2 hours C) Assessing a client's surgical wound D) Weighing a client who has chronic heart failure E) Transporting a client to a diagnostic test

ABDE

13. Which course of action would be most apt to help a demotivated nurse-manager with personal and professional renewal? A) Begin job hunting in a new field B) Start practicing self-care C) Take a management class D) Reduce work hours whenever possible

B

15. The nurse is caring for a client with a diagnosis of chronic obstructive pulmonary disease and who is experiencing a new onset of dyspnea. When contacting the client's care provider, the nurse should state the client's admitting diagnosis in what stage of the SBAR tool? A) S B) В C) A D) R

B

20. The nurse-manager has consulted the hospital information system to address a clinical issue. What characteristic is the hospital information system most likely to have? A) It is likely based on a social media platform. B) It is probably not freely available from the Internet. C) There is a high likelihood thatlit is out of date. D) It is probably accessible only from desktop computers, not wireless devices.

B

22. A member of a work group that the nurse-manager leads is aloof and dismissive of the group's role. The member has occasionally made jokes during serious discussions and seems skeptical that the group will meet its goals. What role is this member playing? A) Blocker B) Playboy C) Dominator D) Recognition seeker

B

22. A subordinate is reluctant to accept a task that the nurse-manager wants to delegate. The manager suspects that the subordinate's reluctance is due to a lack of self-confidence. What is the manager's best initial action? A) Teach the subordinate bout the value of self-confidence B) Try to empower the subordinate C) Offer a reward to the subordinate in order to motivate D) Restate the importance of the task to the subordinate

B

23. 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 promotion polices will be followed consistently C) Publishing the promotion criteria where it can be viewed by all interested employees D) Encouraging staff with the needed skills and knowledge to apply for the position

B

28. A nurse-manager has been distributing rewards to employees but has not identified a resulting increase in motivation. What characteristic of the manager's rewards may have limited their effect on motivation? A) The manager did not clearly communicate the intent of the rewards. B) The manager has not been distributing the rewards consistently. C) There is no precedent of giving rewards in the organization. D) The manager's supervisor does not acknowledge the benefits of rewards.

B

28. The nurse is caring for a client's health-care provider, how should the nurse best address the "A" component of current analgesia regimen. When using the SBAR model for communicating with the postoperative client whose pain is not being relieved by the the model? A) "The client is postoperative day 2 following total hip arthroplasty." B) "The client's pain control might be inadequate because she's been rating it at 9 out of 10 for the past hour." C) "The client also has type 2 diabetes and atrial fibrillation." D) "An increase in her hydromorphone dose is probably a good idea."

B

29. A registered nurse has been leading teams of NAP for several years and will soon be leading licensed practical nurses for the first time. In preparation for delegating to these nurses, the RN should: A) delegate the same tasks to the LPNS that the RN normally delegated to NAPS. B) review the practical nurse scope of practice in the jurisdiction where they are working. C) ask each LPN what tasks he or she is comfortable performing. D) consult a decision tree for delegation to unlicensed assistive personnel.

B

3. A manager needs to delegate some tasks. What consideration should the manager prioritize when identifying the appropriate person to whom to delegate a specific task? A) Whose turn it is to delegate a task B) The qualifications of the person regarding the task C) The fiscal cost of delegating the task D) Whether the person has experience with similar tasks

B

3. Which principle should guide the nurse-manager's use of nonverbal communication? A) It is generally consistent across cultures, unlike verbal communication. B) It supersedes verbal communication when the two are incongruent. C) Nonverbal communication should be minimized because it confuses the receiver regarding the true intent of the message. D) Nonverbal communication is a significant part of the communication exchange only when it is not congruent with the verbal exchange.

B

30. A health-care organization has laid off several RNs and hired numerous NAPS in their place. What effect is this change most likely to have on the remaining RNs? A) There will be a risk of the RNs underdelegating. B) The RNs' level of liability will increase. C) Cultural variables will become a larger consideration. D) The RNs' scope of practice will become expanded.

B

4. What statement about conflict most closely reflects the interactionist theories of organizational conflict? A) "The most important response to conflict is to deal with it immediately." B) "Conflict can actually be a good thing and can help us to grow." C) "The presence of conflict in our workplace shows that there is bad management." D) "The best organizations are places where there is no conflict."

B

5. A hospital is downsizing, but the RNs have been assured that everyone on the unit will keep their jobs and that downsizing will occur through normal attrition. Today, the evening charge nurse reported to the manager that the staff was discussing rumors about mass layoffs. What is the best approach to take? A) Tell an informal leader the truth and let the leader spread the news informally B) Hold a meeting for all staff members and tell them that the rumor is not true C) Ignore the rumor because it will soon pass D) Find out who started the rumor and correct the information

B

5. A manager's subordinate is having difficulty carrying out a delegated task. What is the manager's best initial action? A) Release the subordinate from the task so he or she will not become demoralized B) Be available to the employee as a role model and resource for the task C) Assign another more experienced employee to help with the task D) Reassign the employee a different, less complex task

B

7. According to Maslow, what statement best describes motivation? 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

8. A nurse-manager competing approach. This approach is evident in what circumstances? was involved in conflict where the other individual adopted a A) When fair play is important to all involved parties B) When ome party wins at the expense of the others C) When managers need to control a volatile situation D) When an appropriate political strategy is necessary

B

29. The nurse-manager has been approached by an angry employee whose vacation request was denied. What should the manager do when communicating with this employee? Select all that apply. A) Tell the employee that anger will not be tolerated and then leave the situation. B) State, "I understand that you are angry that your vacation request wasn't approved." C) Allow the employee sufficient opportunity to express what she wants from the manager. D) Tell the employee how her mode of communication is hindering the message. E) Ask the employee, "Are you accusing me of bullying you by turning down your request?"

BC

18. A nurse-manager can best implement Gellerman's theory of motivation by performing what action? A) Distributing praise and rewards equitably to all employees B) Establishing authentic relationships with employees C) Being transparent and accountable when administering punishments D) Empowering employees by giving them authority to make decisions

D

27. A nurse-manager has begun a new role in a community health center and will need to delegate tasks often to subordinates. What actions should the manager perform when delegating tasks? Select all that apply. A) Choose the most time-consuming tasks to delegate to subordinates B) Evaluate the skills and education of subordinates before delegating C) Ensure that subordinates know the goal of any delegated task D) Avoid monitoring the subordinate unless there is evidence of a problem E) Evaluate subordinates' performance after they have completed a task

BCE

26. A nurse-manager has delegated some administrative tasks to an experienced RN. How does this act of delegation differ from the usual practice of assigning work to subordinates? Select all that apply. A) The nurse's task will be beyond his or her scope of practice. B) The manager transfers the authority for the task to the nurse. C) The nurse is practicing on the manager's license. D) The manager is released of the need to oversee the nurse. E) The manager remains accountable for the task.

BE

10. Periodically during the day, the RN checks with the team members to determine whether they are having difficulty completing their assigned tasks. This describes which manager role? A) Skills evaluation B) Client safety C) Effective delegation D) Micromanagement

C

11. For several months, a nurse-manager has been rewarding employees' performance in an effort to motivate them. The nurse-manager should be aware of what unintended consequence of this practice? A) Employees may set unrealistically high goals for themselves. B) Unhealthy competition may develop between coworkers. C) Employees' intrinsic motivation may become blunted. D) Employees may expect a corresponding increase in salary.

C

12. The nurse-manager is sitting on a practice committee and has adopted the role of gatekeeper. What action should the manager perform in this role? A) Acknowledge and praise each member's contributions B) Mediate, harmonize, and resolve conflict when it arises C) Facilitate and promote participation by all group members D) Record the group's process and provide feedback to the group

C

12. Which statement is typically true of job satisfaction levels? A) They are generally 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

13. Which task would the director of a home health agency not delegate another staff RN? A) Assigning home health aides to specific client care B) Serving on a diabetic study committee of community resources C) Meeting with the agency's administration regarding budget cuts D) Reviewing the care assignment for the following shift

C

14. What principle should guide the nurse-manager's understanding of gender differences in communication? A) Research has disproven any gender-based differences in communication that were thought to exist. B) Gender is the variable that has the greatest effect on an individual's communication style. C) Men and women communicate and use language differently. D) In contrast with stercotypes, women have been shown to be more competitive communicators.

C

15. What must managers delegate to another RN in order to assure completion of a task? A) Time and space B) Leadership and creativity C) Authority and responsibility D) Personnel and knowledge

C

16. A nurse-manager wants to express appreciation to an employee. What statement is most effective? A) "You're doing an excellent job of provided care for you clients." B) "I really admire everything that you do on the unit." C) "You did an exemplary job of handling a very heavy workload this shift." D) "Your performance demonstrates a strong commitment to the profession."

C

17. The nurse-manager is using the GRRRR model of listening when interacting with a colleague who exhibits challenging behaviors. What is the final action that the manager should implement when using this model? A) Confirm an action plan B) Request any necessary information from the colleague C) Thank the colleague for the collaborative conversation D) Reflect privately on the quality of the interaction

C

18. A nurse-manager is having a difficult conversation with a subordinate whose performance has long been inadequate. The emotional component of the manager's message will be most clearly conveyed by: A) the formality or informality of the words the manager chooses. B) the pace and pitch of the manager's speech. C) facial expressions, body movements, and gestures. D) the amount of time that the manager lets the employee speak before interrupting.

C

2. A performance appraisal states that the manager often underdelegates. What is potential cause of this delegation error? A) A high degree of trust in subordinates B) A democratic leadership style C) A need for perfectionism D) Sufficient time to accomplish unit goals alone

C

21. When attempting to create a work environment that includes appropriate and effective monetary incentives, the nurse-manager will initially address which issue? A) Whether incentives are traditionally used in 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

23. Which nursing action demonstrates compliance with the American Nurses Association (ANA) principles for social networking by nurses? A) Strictly avoiding the use of social networking in a professional setting B) Ignoring any information that appears to have the potential to harm a patient's C) Participating in the development of institutional policies governing online conduct welfare D) Realizing that social networking is not related to a nurse's professional boundaries

C

24. The nurse-manager has asked an NAP for an update on delegated tasks and the NAP has said, "I'm swamped right now." What is the manager's best response? A) "Don't be afraid to let me know if you feel the project is overwhelming you." B) "Time management is key to keeping on schedule with your tasks." C) "I can give you a few solutions to help manage this heavy workload." D) "Do you want more time to complete your work?"

C

24. Which vocal delivery suggests to a listener that a person is asking a question rather than making a statement? A) Loudness B) Frequent pauses C) Tentativeness D) Rapid delivery

C

25. A nurse has successfully completed a difficult and complex task that the manager delegated. What is the manager's best action? A) Document the fact that the nurse completed the task B) Assign a slightly more difficult task the next time C) Acknowledge the nurse's significant accomplishment D) Ask the nurse to act as a role model for other staff members

C

26. Electronic health records (EHRS) have recently been introduced in a health-care organization, and the steering committee is ensuring that the system meets the criteria for meaningful use. This characteristic of the EHR ensures that the system: A) is readily accessible in any care setting, nationwide. B) uses language that is accessible to and understandable by clients. C) contains data that has the potential to improve client outcomes. D) means the same thing to every user.

C

3. Which is a true statement about destructive negotiation tactics? A) Ridicule often takes the form of ambiguous or inappropriate questioning and is a diversionary tactic. B) Most managers successfully resist the helplessness tactic because of their nursing preparation. C) Negotiation tactics can sometimes be manipulative; thus, managers must be cognizant of the other party's motives. D) Nurses are known to be particularly vulnerable to the tactic of flattery.

C

30. There has been an opening on the unit for several weeks and the nurse-manager has proposed recruiting externally. What possible advantage of this strategy should the manager cite? A) The organization can save money versus hiring internally. B) Existing employees will become motivated in they fail to receive the position. C) New ideas and new energy can enter the organization. D) The hiring process will be more efficient.

C

4. A nurse-manager delegates many tasks in the course of a day. Which practice should the manager reconsider or discontinue? A) The manager grants temporary authority to support completion of a delegated task. B) The manager confirms that the person to whom a task is delegated is adequately qualified. C) The manager provides employees with exact instructions for each step of completing the task. D) The manager asks for regular updates from the employee when tasks take a long time.

C

4. An RN is a team leader for a small module of clients. While listening to a recorded report on a client, one of the team members remarks, "My mother lives near him, and she says his home life is in chaos." How should the RN best respond? A) Politely ask the team member to be quiet B) Include the information in report for the next shift C) Ask the team member how this information relates to the client's care D) Ignore the team member's comment

C

6. A nurse-manager who is operating from the position of McGregor's Theory X will most likely hold what assumption about employees? A) Putting forth effort comes naturally for employees. B) Workers are inherently diligent, responsible, and helpful. C) Workers are fundamentally uncreative and indifferent toward their work. D) It is impossible to accurately identify what motivates an employee.

C

6. What principle should guide the nurse's delegation of tasks to unlicensed nursing assistive personnel (NAP)? A) It is safe to assume that the NAP has at least a high school diploma as a minimum hiring criterion. B) Like all members of the care team, NAP stands to lose their licensure in case of negligent practice. C) No federal or community standards have been established for training the broad classification ofNAP. D) The nurse is protected from liability when allowing the NAP to perform only those tasks the employer includes in their job description.

C

7. A nurse-manager has a reputation as being an assertive communicator. How does this manager most likely communicate? A) Through confrontation and intimidation B) In an unfeminine way that is clear and direct C) Directly and honestly, while respecting the rights of others D) In a clear, but occasionally offensive, manner

C

7. Which action is considered a leadership role associated with delegation? A) Creating job descriptions for all personnel B) Providing formal recognition or reward for completion of delegated tasks C) Demonstrating sensitivity to how cultural phenomena affect transcultural delegation D) Reprimanding employees who demonstrate overt resistance to the tasks they are delegated

C

7. Which of the following workplace situations would be categorized as latent conflict? A) A nurse expresses frustration to a colleague who did not perform some tasks that were clearly delegated. B) A nurse expresses anger to the manager, accusing the manager of preferential treatment toward other nurses. C) The most experienced nurses on a unit are allowed to self-schedule, but less experienced nurse are not. D) Two nurses were in conflict about inequities in their work assignment but were able to resolve the conflict.

C

8. Which statement is true regarding the general delegation liability of the registered nurse (RN)? A) It is minimal because subordinates alone are held accountable for practicing within the accepted scope of practice for their job classification. B) It is high because the RN is automatically held liable for the tasks delegated to all recognized subordinates. C) It is reduced when the RN delegates appropriately and supervises the completion of the tasks. D) It is avoided entirely as long as the nurse delegates only other licensed personnel.

C

9. The RN overhears the nurses' aide speaking in a harsh tone to a client with early Alzheimer's memory loss. Which statement should the RN make to begin addressing this issue? A) "You must remember to watch your tone of voice with clients. Someone might overhear." B) "Do you think it would be a good idea to have an in-service on dealing with Alzheimer's patients?" C) "I am concerned about your conversation with the client. It sounded short and impatient." D) "I have decided to reassign that client to another aide."

C

30. A manager is careful to address nonverbal aspects of communication when communicating with employees. What practices should the manager adopt? Select all that apply. A) Have communications in public places as much as possible to reduce intimidation B) Stand between 12 and 18 inches from an employee when having an important conversation C) Be thoughtful about aspects of appearance that can be controlled by the manager D) Avoid crossing arms across the chest E) Limit eye contact with employees to avoid being perceived as aggressive

CD

1. The nurse-manager is preparing for negotiations. When negotiating, what is the manager's most appropriate action? A) Be willing to win at any cost B) Communicate only when asked direct questions C) Compromise only as a last resort D) Begin with a high but realistic expectations

D

10. A registered nurse reports to the nurse-manager that the team's nursing assistant regularly fails to complete assigned tasks. The nurse-manager responds that it is the nurse's initial responsibility to talk with the nursing assistant about this problem. The manager is engaged in what aspect of conflict? A) Conflict avoidance B) Conflict smoothing C) Encouraging competitive conflict resolution D) Facilitating conflict resolution

D

11. A member of the team has been delegated some tasks and reports, "I've been given too much to do and I'm not going to be able to complete the work on time." What is the RN's best initial action? A) Assign the work to another team member B) Take on the responsibility of the tasks C) Have the team member perform only the most necessary tasks D) Examine the workload and assist the individual in reprioritizing

D

11. A nurse-manager is drafting a memo that will be distributed within the organization. When using this form of communication, the manager should: A) send it to everyone in the organization to ensure equal access to information. B) begin with at least one page of background information to ensure clarity. C) avoid using headings so the reader is not confused. D) include only essential information.

D

13. What statement about the maintenance of confidentiality is true? A) It is the right of every client and must never be breached. B) It is made easier with electronic technology. C) It is primarily the duty of the medical records staff D) It can be violated when there is a legitimate professional need.

D

14. An RN needs to confirm the specific delegation parameters for RNs. The RN should refer to guidelines from what organization? A) The Joint Commission B) U.S. Department of Health and Human Services C) National League for Nursing (NLN) D) The state board of nursing

D

16. What is the best example of downward communication by a nurse-manager? A) The manager reports a nurse's serious error to the chief nursing officer. B) The manager seeks advice from a colleague about how to deal with an employee who is chronically late. C) The manager contacts a client's physician to confirm the client's scheduled transfer. D) The manager reviews the results of a nurse's performance appraisal with the nurse.

D

17. An RN was working with an NAP and delegated some tasks to the NAP. The NAP exceeded his scope of practice and caused injury to a client. Ultimate responsibility for this adverse event lies with whom? A) The NAP B) The facility's director of nursing C) The unit's nursing manager D) The RN

D

19. The nurse-manager recognizes the need to avoid burnout and maintain a high motivation level. The manager can best achieve this by: A) working on as large a variety of projects as possible. B) asking supervisors to keep him or her closely accountable for work performance. C) asking subordinates and superiors to provide positive reinforcement whenever possible. D) reflecting on his or her own needs and seeking help when necessary.

D

2. 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 an event will affect their behavior.

D

22. Which is the basic factor involving staff engagement and 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

25. 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 has perfect attendance. C) The entire staff is treated to a pizza party cach time the unit earns a client satisfaction award. D) A staff member is eager to obtain an advanced practice credential and is working toward this end.

D

26. A nurse-manager recognizes the need to foster creativity among employees. What action will best promote creativity? A) Encourage regular turnover of employees B) Hire young employees whenever possible C) Demote employees who show a lack of creativity D) Avoid micromanaging employees' behaviors

D

27. What characteristic of a workplace is most likely to result in creativity and risk taking? A) There are frequent changes in management and supervision. B) There is a high proportion of recent nursing graduates. C) Employees have frequent performance appraisals with the manager. D) The employees feel empowered to advocate for change.

D

3. A nurse-manager is applying Herzberg's motivation-hygiene theory. What strategy would the manager most likely use to motivate employees? A) Advocating for an increase in salary B) Approving vacation requests C) Protecting employee's job security D) Praising an employee's exceptional achievement

D

5. According to McClelland, what motivates an achievement-oriented employee? 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

6. Which nurse is experiencing intrapersonal conflict? A) A manager who has received a negative performance appraisal and who wishes to dispute the findings B) A manager who has to confront a nurse who made a medication error but did not follow up with documentation C) A manager who is in conflict with a long-standing employee who often ignores the manager's directives D) A manager who perceives a dilemma between loyalty to staff and loyalty to the organization in a particular situation

D

9. A nurse-manager is applying the theory of Saul Gellerman to motivating employees. What action by the manager would best exemplify Gellerman's theory? A) Determining whether employees are achievement-oriented, affiliation-oriented, or power-oriented B) Allowing employees to be self-directed in their choice of tasks and schedules C) Providing constructive and positive feedback on a regular basis D) Occasionally assigning employees tasks that are more difficult than usual

D

9. What action should the nurse-manager perform when supporting the delegation of a task to a subordinate? A) Holding the subordinate's professional development as the highest priority B) Frequently reassuring the employee that if they are incapable of completing a delegated task, it will be reassigned C) Drafting a preliminary plan of how the task will be redone if the outcome does not meet stated expectations D) Occasionally providing learning or "stretching" opportunities for employees

D