224 Ch 9 Questions

Organizational culture is best defined as: 1. The stated vision and mission of an organization 2. Policies and procedures 3. The type of décor that was chosen for the facility 4. An enduring set of shared values and beliefs

Answer: 4 1. An organization's philosophy, mission, and vision are based on its values. 2. Policies and procedures are written to translate mission, vision, and values into action. 3. An organization's décor may be selected based on its mission, vision, and values. 4. Shared values and beliefs are the foundation of organizational culture.

Which of the following is a characteristic of a bureaucratic organization? 1. Organic structure 2. Flexible teams 3. Rigid unit structures 4. Self-correction and self-control

5. Answer: 3 1. Organic structure is more dynamic, more flexible, and less centralized than the static traditional hierarchical structure. In organically structured organizations, many decisions are made by the people who will implement them, not by their bosses. 2. Flexible teams are organic in nature. These teams are responsible for their own self- correction and self-control; although they may also have a designated leader, the tears supervise and manage themselves. 3. Rigid unit structures are characteristic of a bureaucratic organization. They are very organized and formal. Organizational charts depict each department, and decision making is a very formal, organized process. 4. Self-correction and self-control are characteristics of an organic structure.

What is the best explanation of authority? 1. It is position dependent. 2. It is based upon the ability to lead others. 3. It is expertise-driven. 4. It resides primarily in the clients served.

Answer: 1 1. Authority is position dependent. It is assigned based on the organization's hierarchy. For example, a nurse manager has authority over the staff nurses on that unit. Unless a job description or the person hiring requires expertise, leadership, or collaboration with this manager's staff, authority is entirely dependent on where the position falls on the organizational chart. The higher the position, the more authority. 2. This manager's authority is not derived from his or her ability to lead people. 3. This manager may not be required to have expertise even though he or she may be expected to manage a group of experts. 4. Staff members reporting to this position have no formal authority over this manager based on the fact that the manager is in a position above them on the organizational chart.

There are numerous sources of power in an organization. Several are available to nurses. Which one is not? 1. Authority 2. Reward 3. Control of information 4. Coercion

Answer: 1 1. Nurses do have the authority to control clinical resources and make patient care decisions by virtue of their position and licensure. 2. Bedside nurses are limited in their ability to tangibly reward staff in any organization. 3. Nurses control information about their clients and daily clinical care that, if shared or withheld, can directly impact care delivery and outcomes. 4. Unfortunately, coercion--whether real or implied--exists. Threatening to report a colleague or giving someone a perception that a call light may not be answered are two examples

If you are employed at a hospital owned by a corporation listed on the stock market, in which category does your facility belong? 1. Publicly (government) supported 2. Voluntary, not-for-profit 3. For-profit 4. All of the above

Answer: 3 1. Public hospitals are funded by federal, state, or local funds and are considered not-for-profit. 2. Voluntary not-for-profit hospitals are usually private or community hospitals and are privately funded. 3. For profit hospitals are corporately owned and listed on the stock market. Decisions are driven by the shareholders. 4. All of the above

Communities and regulatory agencies continually challenge hospitals, skilled nursing facilities, and home health companies to enhance, improve, or change care delivery and the care environment to ensure safe, high-quality care. Which factors are important in improving a hospitals care environment? 1. Adequate staffing 2. Collegial relationships among staff 3. Emphasis on staff development 4. All of the above

Answer: 4 1. Adequate staffing ensures that staff members have time to provide care to clients. The number of patients assigned to a nurse can affect patient clinical outcomes. 2. Collegial relationships contribute to staff engagement, teamwork, and morale, which are linked to better outcomes. 3. Staff development ensures clinical competence and promotes learning, which enhances the capabilities of nursing staff. 4. All of the above

Several of your colleagues are going to join the American Nurses Association (ANA). You know the annual dues are a little more than you can afford right now, but you want to learn more. Your friends think that joining the ANA will help empower them. How do professional organizations empower nurses? 1. They represent nurses in the political arena. 2. They equalize power between employees and staff. 3. They provide opportunities for promotion. 4. They provide health insurance.

Answer: 1 1. Professional organizations create a collective voice for nurses that can be stronger and more likely to be heard. especially at the national, state, and local levels. Your membership and participation let your voice be heard. 2. Professional organizations have no involvement in the management of hospital and health-care organizations, but they do provide opportunities for nurses to work with the professional organization membership on nursing issues. 3. Opportunities for promotion come from the health-care organization, not memberships in professional organizations. However, professional organizations may enhance nurse competence through publications, continuing education, and certifications, which can prepare a nurse for promotion. 4 Health-care and other benefits are provided by a nurse's employer. Some professional organizations may offer liability insurance for their membership but seldom, if ever, health-care benefits.

Nurses who feel empowered can make significant contributions to a health-care organization. Feeling empowered includes feeling as if you make a difference, that colleagues value your opinion, and that your voice is important. What is essential to nurse empowerment? 1. Belonging to a professional organization 2. Participating on a unit practice council 3. Reasonable work assignments 4. A rewards and recognition program

Answer: 2 1. Belonging to a professional organization can offer nurses a sense of support from a larger group. It can offer ways to grow professionally through continuing education and allow the nurse to have a stronger voice on community and legislative issues. 2. Direct control over work and the ability to influence clinical and organizational decisions are essential to feeling empowered. Participating on a unit practice council is an opportunity to contribute to the nursing unit and even the organization, make a difference in clinical practice, and know that her opinion and ideas are valued and important. 3. Reasonable work assignments can help nurses by giving them time to accomplish tasks and may contribute to a nurse feeling empowered; work assignments are not essential to a nurse's ability to feel empowered. 4. Rewards and recognition programs are not necessary for nurse empowerment but can contribute by creating an environment where staff accomplishments and actions are publicly recognized, which can make a nurse feel valued.

You have been asked to serve on your unit practice council. This is an important role and one that you are excited to perform. What should you know about professional governance so that you are prepared for this work? Professional governance in nursing involves: 1. Working longer hours 2. Attending a lot of meetings 3. Nurses setting nursing standards for daily practice 4. Changing the organization's culture

Answer: 3 1. Professional governance rarely requires working longer hours; rather, it enhances communication and can streamline or simplify nursing practice. 2. Although meetings are necessary for professional governance, they are kept to a minimum. 3. Nurses set nursing standards of practice for their organization. Because you are closest to the bedside, you see and experience the realities of clinical practice. Your input ensures that clinical practice standards are relevant and that nursing care is delivered in a safe, high-quality manner. 4. Professional governance sets nursing standards that may or may not influence the culture of an organization

Creating, a culture, of safety requires organizational commitment to preventing harm. Which of the following is not a key feature of a culture of safety? 1. Provision of adequate resources to provide care and service 2. Use of interprofessional collaboration to solve problems and asses risk 3. Adherence to staffing ratios 4. Encourages the reporting of errors and near misses

Answer: 3 1. Providing adequate resources such as support services makes care delivery easier, which can reduce safety risks. 2. The use of interprofessional teams improves root cause analysis, which improves problem-solving and contributes to sustained improvement. 3. Although stating ratios may improve patient safety, they are not required to ensure a culture. 4. Work environments free of reprimand and punishment create an atmosphere of trust and result in open sharing to solve problems in care and practice.