Ch. 16

23. The nurse-manager can begin to promote the needs of a culturally diverse staff by: A) viewing diversity as an opportunity rather than a threat. B) clustering staff members according to their culture whenever possible. C) focusing educational activities on the needs of staff from minority groups. D) adopting a neutral teaching style that is equally accessible to all cultures.

A

11. Before starting an educational session, the nurse-manager has determined that participants possess readiness to learn. What does this imply about the participants? A) They have acquired the skills necessary for what is to be learned. B) They are motivated to learn the necessary material. C) The participants are contributing to a positive atmosphere. D) The participants are mature individuals with much experience.

A

17. The nurses and managers of a clinic have agreed on a commitment to becoming a learning organization. What change in practice would suggest progress toward this goal? A) Recognizing that mistakes are an inevitable part of the learning process B) Exclusively hiring RNs with baccalaureate degrees C) Encouraging a variety of individual visions among the nursing staff D) Stressing the need for individual learning

A

21. Which action by the nurse-leader best demonstrates the leadership role to the socialization and education of new nursing staff during their orientation? A) Discusses organizational values and unit culture B) Addresses all questions regarding the responsibilities of the RN C) Schedules orientation sessions at times when client acuity is at its lowest D) Applies sanctions appropriately so new staff become socialized

A

30. A nurse with more than 15 years of experience in an adult medical setting has just transitioned to a job in the day surgery department. What should the manager of this department do to aid the resocialization of this experienced nurse? A) Avoid making assumptions about the nurse's ability to perform the job roles B) Encourage the nurse to mentor new graduates as a gesture of respect for the nurse's experience C) Emphasize the importance of evidence-based practice in the culture of the unit D) Arrange for a nurse residency to help the nurse transition to a new site

A

9. A nurse-manager has organized a 1-day workshop that is open to all the staff members on the unit. What characteristic of the workshop would most clearly suggest that it is an educational workshop rather than a training workshop? A) The workshop is focused on the broad intellectual development of the participants. B) Participants will be able to apply the material from the workshop immediately completing it. C) The workshop provides skills for performing a specific task. D) The workshop specifically addresses a common deficiency in the work performance of participants.

A

19. A nurse-manager's interactions with a staff member suggest that the person is experiencing difficulties with resocialization. What potential causes should the manager consider? Select all that apply. A) Role ambiguity B) Lack of a dedicated coach, mentor and preceptor simultaneously C) Inability to meet job demands D) Role overload E) Lack of motivation

ACDE

27. New mechanical lifts for client transfers are being introduced at a health care facility. The manager plans to implement the principles of social learning theory in the necessary training. What actions should the manager facilitate? Select all that apply. A) Having an expert demonstrate the correct use of the mechanical lift B) Uploading a video for staff to watch on their own time C) Providing opportunities for hands-on practice D) Distributing an information packet to staff 1 week before education sessions E) Encouraging staff to work in groups during education sessions

ACE

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

B

13. New intravenous pumps are being introduced in a health-care organization. How can educators best implement social learning theory into the necessary education and training? A) Encouraging each learner to give feedback about other learners' performance B) Demonstrating the use of the pump to groups of learners and then letting them practice C) Organizing an informal teaching session that allows learners to socialize with each other D) Maximizing the size of the group that attends each teaching session

B

15. The nurse-manager is developing an educational program for an órganization. What action should the manager perform first? A) Identifying the facilities available to meet the needs B) Identifying the desired skills or knowledge the staff should have C) Explaining to the team the benefits that will result from the program D) Assessing the staff who is willing to learn new skills

B

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

B

28. The integrated leader-manager has recognized a need to promote evidence-based practice on the unit. What action is most appropriate? A) Requiring staff to research the evidence base for each of their nursing actions B) Supporting staff who are trying to change old practices that are not evidence-based. C) Implementing the principles of andragogy whenever possible D) Expanding the role of mentors within the organization

B

4. The manager overheard an experienced nurse say to a new nurse, "Sorry you won't be able to join us for our weekly get-together at the yogurt shop. I see you are going here charting for a while yet." How should the manager best interpret this nurse's statement? A) The experienced nurse's positive sanction has the ability to affect the new nurse's behavior. B) The experienced nurse has applied a negative sanction regarding group norms. C) The experienced nurse is giving constructive feedback about expected group norms. D) Desired behavior is being role modeled for the new nurse.

B

7. The unit supervisor is working with an RN who has just been promoted to charge nurse. What action by the supervisor will best help the RN adjust to this new role? A) Take the RN out to lunch to congratulate the nurse on the promotion B) Arrange for the RN to meet with staff peers in the organization C) Explain to the RN on the need for underling respect D) Inform the RN of the past performance of employees that he or she will manage

B

10. The nurse-manager is applying the principles of andragogy during an educational offering. What is the manager's most appropriate action? A) Competition is prioritized over collaboration during learning activities. B) The manager seeks to establish a highly structured learning environment. C) The manager openly values participants' life experiences. D) The manager leads the majority of learning activities.

C

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

C

2. A nurse-manager is helping a newly graduated RN adjust to the professional nursing role. What is the manager's most appropriate action? A) Advise the new RN to avoid confrontations with health-care providers whenever possible B) Advise the new RN that the "real world" of nursing is fundamentally different from the one described in textbooks C) Be alert to signs and symptoms of the shock phase of the nurse's role transition D) Be alert to signs that the new RN has not shed nursing school values

C

22. The responsibilities for staff development have recently been decentralized in a large health care organization. The nurse-manager should take action to prevent what possible consequence of this change? A) Poor staff retention B) Deficient nursing care C) Increased role ambiguity D) Decreased nursing autonomy

C

25. The nurse-manager stresses the benefits of learning a new skill to achieving the unit's goal of client satisfaction. The manager will break the skill down into its component parts and teach the subskills in sequence. This demonstrates understanding of which concept of education? A) Readiness B) Motivation C) Task learning D) Transfer of learning

C

29. One year ago, a hospital implemented a 6-month internship program for new hires who are recent graduates. When evaluating the success of this transition to practice program, what piece of data should leaders and managers prioritize? A) Rates of absenteeism in participants compared with more experienced staff B) The incidence of sentinel events (safety violations) in periods before and after the program C) Retention rates among participants of the program compared with nonparticipants D) Response rates to the personnel department's recruitment campaigns

C

12. The staff at a community health clinic will require training on the use of the new electronic health record system. How should the nurse-manager organize the necessary education in order to enhance learning? A) Schedule a long, uninterrupted session B) Explain the most complicated part of the system first C) Use a dynamic lecture technique D) Teach in several short, frequent sessions

D

16. The nurse-manager needs to determine the effectiveness of a staff workshop on establishing IV access. What is the manager's best method for determining this? A) Having class participants evaluate the instructor and the class B) Giving participants an examination or test at the conclusion of the course C) Having a documented decrease in the unit's IV site infections D) Observing staff implement and document the practice

D

18. What goal is most congruent with being a learning organization? A) Staff development is the main priority in the organization. B) The organization employs a dedicated staff member for providing in-house education. C) There is dedicated time each shift for staff to pursue education. D) Continuing education for staff exceeds the requirements for licensure.

D

20. Training and education are important parts of staff development. Responsibility for these activities lies with: A) preceptors. B) the education department. C) the manager and preceptor. D) the manager and the education department.

D

26. The leadership of a health-care organization have declared their intention to make the facility a learning organization (LO). What action is most likely to achieve this goal? A) Assigning mentors to each new employee and to employees who have relocated in the organization. B) Requiring each employee to prove that he or she has met the continuing education requirements for license renewal. C) Offering the facility to university researchers as a site for conducting health-care research. D) Acknowledging and rewarding employees who participate in continuous learning.

D

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

D

5. The nurse-manager is attempting to promote closer adherence to the principles of evidence-based practice. What is the manager's best action? A) Stress the need to base practice on research findings during orientation of new graduates B) Include a statement of the need for evidence-based practice in the unit vision statement C) Impose sanctions on nurses who do not use research during the annual evaluations. D) Arrange for easy online access to academic databases

D

6. An experienced nurse has accepted a half-time management position on the unit. As well, the nurse works half-time providing direct client care on the unit. This nurse's immediate supervisor should identify the nurse's risk of: A) exhaustion. B) negative sanctions. C) role overload. D) role ambiguity.

D

8. The manager is organizing a class to prepare nurses to function in the neonatal ICU. What is the manager's initial action? A) Identify available learning resources that will assist with role transition B) Evaluate the professional attributes of the nurses who already work on the unit C) Evaluate the educational background and credentials of the new nurses D) Identify the learning needs of the new nurses

D