Leadership FInal

1. Leadership is best defined as

c. inspiring people to accomplish goals through support and confidence building.

6.The nursing manager wants to change the culture of the nursing unit. Some of the older nurses are bullying the newer nurses, which seems to be affecting self-confidence in their new nursing roles. Which of the following strategies would be helpful in this endeavor?

c. Interview each nurse about his or her perspective.

24. During periods of stress and change, which of the following strategies should managers use to provide emotional support to staff members? (Select all that apply.)

a. Reframe difficult questions. c. Provide active listening. d. Promote action steps and solutions. e. Keep staff informed of decisions. f. Communicate with participation.

18. A nursing executive is leading a multidisciplinary team of professionals who have worked well together on prior initiatives. Which of the following leadership styles might work best in

b. democratic

2. The use of a new idea or method is the definition of

b. innovation

10. _____ is an expected part of change and is often related to fear and anxiety.

b. resistance

Which of the following is true about negotiation? a. It commonly results in a win-lose situation. b. It is aimed at solving problems, conflicts, or disputes. c. It is used only in contract and labor union disputes. d. It is the exchanging of favors or trading activity.

ANS: B Negotiation is a dialogical discussion between two or more parties to arrive at an agreement about some issue. It is used to solve problems, conflicts, or disputes.

4. Characteristics of a Magnet hospital include

a multidisciplinary collaboration

19. Culture change within nursing homes was initiated by the

a. Nursing Home Reform Act.

19. Which of the following are crucial leadership traits to exhibit in the nursing profession?

a. The nurse leader needs to by dynamic

17. Organizational _____ affects the quality of nursing care and patient outcomes.

a. culture

23. Learning organizations adapt to change through their ability to be open, dynamic, and responsive to changes in the environment. Which of the following learning disciplines are true of these types of organizations? (Select all that apply.)

b. Viewing the organization as an interrelated system is known as systems thinking. c.Individuals utilize mental models to understand how their vision affects their decisions and actions. d.Shared vision is conducted within a group to determine plans to get to the preferred future.

13. almost all changes encounter

b. resistance

18. Which of the following exemplifies a safety climate within a nursing unit?

d. Asking staff to report near-misses of adverse events

2. Climate is best defined as the

perceptions that individuals have about an environment.

2. A medical-surgical unit reports higher rates of patient satisfaction coupled with high rates of staff satisfaction and productivity. Which of the following is attributed to the data findings?

A. Effective Leadership

2. The main components in a violence prevention program are: (Select all that apply.) a. a written plan. b. worksite analysis. c. criminal control. d. security staff training. e. record keeping and evaluation of the program.

ANS: a. a written plan. b. worksite analysis. e. record keeping and evaluation of the program. The main components in a violence prevention program are: (1) management commitment and worker participation, (2) worksite analysis and hazard identification, (3) hazard prevention and control, (4) safety and health training, and (5) record keeping and program evaluation. Violence prevention written plans demonstrate management commitment by disseminating a policy that violence will not be tolerated, ensuring that no reprisals are taken against employees who report or experience workplace violence, encouraging prompt reporting of all violent incidents, and establishing a plan for maintaining security in the workplace.

3. Examples of environmental designs that can improve worker safety include: (Select all that apply.) a. well-lit parking lots. b. critical incident debriefing. c. de-escalation training for all staff. d. metal detectors at hospital entrances. e. posting security guards in the main lobby.

ANS: a. well-lit parking lots. d. metal detectors at hospital entrances. e. posting security guards in the main lobby. NIOSH recognizes that workplace violence is a particular issue in the health care industry and recommends the following violence prevention strategies for employers: environmental designs, administrative controls, and behavior modifications. Environmental designs include signaling systems, alarm systems, monitoring systems, security devices, security escorts, lighting, and architectural and furniture modifications to improve worker safety.

1. Administrative controls that may affect workplace violence include: (Select all that apply.) a. adequate staffing levels. b. controlled access. c. development of systems to alert security personnel to threats of violence. d. conflict resolution. e. architectural modifications.

ANS: a. adequate staffing levels. b. controlled access. c. development of systems to alert security personnel to threats of violence. NIOSH recognizes that workplace violence is a particular issue in the healthcare industry and recommends the following violence prevention strategies for employers: environmental designs, administrative controls, and behavior modifications. Administrative controls include (1) adequate staffing patterns to prevent personnel from working alone and to reduce waiting times, (2) controlled access, and (3) the development of systems to alert security personnel when violence is threatened.

10. Nurse managers are in a position of impacting the stress levels of employees through improving work environments and creating a culture of enhanced staff satisfaction. Having structures and processes in place to prevent work-related stress from happening in the first place requires: a. genuine intention and corresponding action. b. additional evidence about the human and financial costs of work-related stress. c. more stability in the health care industry. d. decreased demands from payers, consumers, and regulators.

ANS: A It has always been challenging to secure the necessary resources for prevention, even for patient care. However, failure to do so puts employees at risk, which in turn can jeopardize the lives of patients. It is no longer possible to wait for more evidence about the human and financial costs of work-related stress. Waiting for more stability in the industry, which may never come, wastes precious time. Once that is embraced and there is genuine intention, then design and creation can begin in earnest.

13. When a nurse leader is able to fully embrace the American Association of Critical-Care Nurses' (AACN's) Healthy Work Environment and engage others in its achievement, what is the leader demonstrating? a. Authentic leadership b. Meaningful recognition c. True collaboration d. Skilled communication

ANS: A The nurse leader is demonstrating authentic leadership when he or she is able to embrace and model the AACN's Healthy Work Environment.

4. Nurses who must manage unplanned and regular responsibilities simultaneously may experience: a. complexity compression. b. resilience. c. moral distress. d. empowerment.

ANS: A When unexpected conditions are added to regular responsibilities, nurses may experience what experts call complexity compression, which has been linked to burnout, turnover, and other types of work-related stress (Krichbaum et al., 2007). Nurses experience this when they must manage unplanned (complexity) and regular responsibilities simultaneously (compression).

7. Conflict and stress in the workplace can be managed through building relationships. Organizations can foster the building of relationships through: (Select all that apply.) a. social media. b. informal social gatherings. c. mentoring. d. confidential meetings.

ANS: A, B, C Building relationships can be fostered in organizations by formal and informal social gatherings, mentoring, social media, and deliberate culture creation (Moreland & Apker, 2016). Perceived supportive work environments are characterized by perceptions that supervisors are supportive, there is fairness, and there is open communication. Stress is reduced when nurses feel that win-win solutions occur in the work environment

6. Managers have a key role in mitigating stress in the workplace. Which strategies will assist the manager in creating a more healthy work environment? (Select all that apply.) a. Recognize nurses for the value they bring to the organization. b. Partner with the nursing staff to make policies and lead organizational operations. c. Keep information confidential regarding safety concerns or initiatives. d. Ensure staffing is an effective match between patient needs and nurse competencies. e. Ensure that the manager maintains responsibility for all aspects of unit functioning.

ANS: A, B, D A healthy work environment (HWE) is one that is safe, empowering, and satisfying. Nurse managers can foster an HWE by recognizing nurses for the value they bring to the organization, partnering with the nursing staff to make policies and lead organizational operations, and ensuring that staffing is an effective match between patient needs and nurse competencies.

2. Which of the following responses may occur related to stress? (Select all that apply.) a. Increased heart rate b. Decreased blood glucose levels c. Emotional exhaustion d. Burnout e. Chronic health conditions

ANS: A, C, D, E Stress has a variety of induced changes, including increases in heart rate and blood glucose levels, emotional changes, and burnout, and it can lead to acute and chronic health problems.

17. Jenna, a registered nurse (RN), has been accused of gossiping and bullying a new graduate RN on her unit. This type of workplace violence is called _____ violence. a. horizontal b. co-worker c. threatening d. nurse-to-nurse

ANS: A: Horizontal A major source of violence against nurses is bullying from other nurses, also referred to as lateral or horizontal violence. There is much speculation as to why this occurs. Analysis of data from nurses in hospitals found that incidents are often sparked by unprofessional behavior resulting from disagreement over responsibilities for work tasks or methods of patient care and dissatisfaction with a co-worker's performance. Incidents also result from conflicts or aggression arising from failure to follow protocol, patient assignments, limited resources, and high workload (Hamblin et al., 2015).

13. An integrated effort across all disciplines and functional areas to protect the financial assets of an organization from loss by focusing on the prevention of problems that can lead to untoward events and lawsuits is called _____ management. a. risk b. threat c. total quality d. human resources

ANS: A: risk Risk management is an integrated effort across all disciplines and functional areas to protect the financial assets of an organization from loss by focusing on the prevention of problems that can lead to untoward events and lawsuits.

The process in which information, perception, and understanding are transmitted from person to person is: a. articulation. b. communication. c. evaluation. d. pronunciation.

ANS: B Communication is the process in which information, perception, and understanding are transmitted from person to person.

The transformational leader engages staff by: a. punishing errors. b. sharing vision and decision making c. taking a top-down approach to leadership. d. making unilateral decisions for the team.

ANS: B Effective transformational nurse leaders will engage their staff through role modeling and mentorship of inclusion behaviors such as developing rapport, sharing vision and decision making, providing constructive feedback, and communicating successful outcomes. The communication of transformational leaders is focused on positive interchanges, rather than punishment, and inclusion in decision making versus authoritarianism.

Which of the following are examples of patient privacy or security breaches? (Select all that apply.) a. Encrypted e-mail communications b. Fax transmission sent to incorrect physician office c. Prescription given to patient with wrong label attached d. Case management coordinator obtaining information about a patient's diagnosis e. Discharge summary given to patient's spouse

ANS: B, C Fax transmissions sent to the incorrect physician's office or prescriptions given to a patient with the wrong label attached are examples of privacy or security breaches under HIPAA. Electronic transmissions should be end-user encrypted for data security.

NVC communication processes are grounded in: (Select all that apply.) a. confrontation b. empathy c. compassion d. honesty e. assertiveness

ANS: B, C, D NVC communication utilizes a four-part communication process grounded in compassion, empathy, and honesty. The four parts include making an observation, expressing a feeling, expressing a need, and making a request without demanding.

5. What are some potential reasons that nurses experience higher levels of stress? (Select all that apply.) a. Nurses are skilled at setting boundaries. b. Nurses often put others' needs ahead of their own. c. Staff nurses are under pressure to do more with less. d. There are support staff cuts. e. There are fluctuations in staffing levels.

ANS: B, C, D, E Staff nurses are under constant pressure to do more with less, and this can cause professional and personal stress for staff as well as managers. Support staff have been cut, jobs are fewer, and staffing levels fluctuate. Nurses may have a difficult time dealing with stress, because they often put others' needs ahead of their own and need to be able to create healthy boundaries

7. An important role of the human resources department in limiting workplace violence is: a. allowing the local police force to control violence within the facility. b. delegating the control of workplace violence to individual unit managers. c. developing comprehensive violence prevention policies and procedures. d. empowering each nurse to assess each situation and react accordingly.

ANS: C: developing comprehensive violence prevention policies and procedures. Human resource management policies addressing hiring, discipline, counseling, training, threat assessment, threat management, and reporting are essential for the prevention and/or mitigation of violence from current or former workers in health care organizations.

5. Creating a safe, empowering, and satisfying work environment can be accomplished through implementation of: a. Institute of Medicine Coalitions. b. health care reform. c. the Troubled Asset Relief Program. d. Healthy Work Environment (HWE) standards.

ANS: D A Healthy Work Environment (HWE) is one that is safe, empowering, and satisfying. The American Association of Critical-Care Nurses (AACN) has established six standards that support Healthy Work Environments (AACN, 2005). Although developed for nurses, they are applicable for all types of employees

3. Jay, a nurse in the intensive care unit, has been caring for a patient with end-stage renal disease, congestive heart failure, and a stroke. The client has had four cardiac arrests in 4 days. Despite the grave prognosis, the client's family continues to want resuscitation at all cost. Jay knows that further medical care is futile. Jay is at risk for: a. confrontational conflict. b. resilience. c. burnout. d. moral distress.

ANS: D Moral distress is linked to issues related to patient care, including ethical dilemmas that can put professionals in difficulty and give rise to feelings of unease. It occurs when an individual knows what ethical action should occur but is prevented from doing so by either internal or external barriers (Rushton, 2006).

2. Nurses who are successful at time management: a. display an ability to set measurable goals and objectives. b. frequently volunteer for new and creative projects. c. hesitate to delegate because of perfectionist characteristics. d. tend to accomplish specific activities within a time frame.

ANS: D Time management is accomplishing specific activities during the time available. It is a process of managing

9. The first critical step in creating an environment to prevent and address work-related stress is: a. delegation. b. motivation. c. innovation. d. intention.

ANS: D To prevent and address work-related stress, creation and innovation are needed. A creation is something new that did not previously exist in that form and occurs in a multitude of fields, not just the arts (Creation, n.d.). Experts who study creativity may differ on the requisite attributes of creative individuals and exact steps in the creative process. However, most agree that intention is the critical first step (Ditkoff, 2010). Without intention, no action is ever taken.

A communication system developed originally to address communication patterns in critical situations is: a. VERA framework. b. NVC model. c. crucial conversations. d. TeamSTEPPS.

ANS: D Communication effectiveness becomes crucial in times of emergency or disaster. TeamSTEPPS was initially developed to address communication issues between nurses and providers during critical patient events.

Over lunch in the cafeteria, student nurses are sharing educational information about the patients for whom they are caring. This is a(n): a. breach of beneficence. b. example of maleficence. c. potential assault and battery charge. d. violation of the Health Insurance Portability and Accountability Act (HIPAA).

ANS: D HIPAA provisions have heightened awareness about and encouraged strategies to protect a patient's privacy in health care transactions. This is an example of breach of confidentiality.

Interpersonal communication is defined as: a. the conscious intent by one individual to modify the thoughts or behaviors of others. b. a combination of written and spoken communication. c. a theory used to describe a manner of communicating. d. communication between two or more individuals involving face-to-face interaction.

ANS: D Interpersonal communication is defined as communication between two or more individuals involving face-to-face interaction while all parties are aware of the others on an ongoing basis.

5. Staff nurses may be able to avoid bullying behavior through: a. increasing time spent with patients at the bedside. b.ignoring the assaults. c. filing a grievance. d. cognitive rehearsal training.

ANS: D: cognitive rehearsal training. On an individual level, cognitive rehearsal training can help nurses avoid bullying behavior. It can also teach nurses how to intervene in situations where they see others bullying (Stagg et al., 2013).

9. The most prevalent source of violence against nurses is from: a. a current or former employee. b. customers, clients, or patients. c. criminals with no other connection to the workplace but who simply intend to commit a crime. d. someone who is not employed at the workplace but has a personal relationship with an employee.

ANS: b. customers, clients, or patients. Customers, clients, patients, or students are regarded as the most prevalent source of violence against nurses

1. Regulatory guidelines for the prevention of workplace violence are derived from _________ under the U.S. Department of Labor.

OSHA

25. The probability of effectiveness of the change process can be increased through several techniques. Which of the following actions will likely increase effectiveness? (Select all that apply.)

a. Explain the rationale for a change so that individuals understand it. c.Give participants all the information they need. e.Help individuals cope with change.

13. How is culture represented at the unit level, with an underlying belief in patient-centered care?

a. Open visiting hours in the critical care unit (CCU)

23. To reach Magnet status the nursing service in a hospital must attain competency in which of the following areas? (Select all that apply.)

a. Professionalism c.Business skills and principles d.Leadership e.Communication and relationship management f.Knowledge of the health care environment

22. What drivers of change are impacting nursing care? (Select all that apply.)

a. Transparent communication c. Evidence-based practice d. Reduced acute care needs

21. The IOM report, To Err Is Human: Building a Safer Health System, recommends building a safety culture within an organization. This refers to keeping both patients and nurses safe. The organization supports nursing by (Select all that apply.)

a. moving from a reactive culture to one that is fair and just. d. providing a safe and efficient workspace.

17. A quality improvement team is working to enhance teamwork among the staff in a newly developed Alzheimer's program. Which of the following statements would be an expected behavior that illustrates quantum leadership?

b. "How would you describe an ideal collaborative practice environment?"

22. Which of the following statements are accurate descriptors regarding change? (Select all that apply.)

b. Change within an organization is often externally imposed. c. Change within an organization may originate internally. e. Change is often complex and irrational.

3. A staff registered nurse (RN) is leading a multidisciplinary clinical pathway team in the development of care for patients with total knee replacement. Which of the following statements exemplifies leadership behaviors in a clinical pathway team meeting?

b. Our pharmacist has provided some excellent pain control literature.

23. Why is it important for nursing staff to have insight into the culture of their unit? (Select all that apply.)

c. To enable nurses to understand staff behaviors d. To improve staff communication e. To allow nursing staff insight into expectations and norms

12. Nursing management is defined as

d. the coordination and integration of nursing resources by applying the management process to accomplish nursing care and service goals and objectives.

12. Nurses on the midnight shift are experiencing difficulty with receiving materials from the central supply department. Last night a patient was admitted to the unit from the emergency department with a heart dysrhythmia. The nurse requested that a temporary pacemaker kit be placed in the unit as a standby in case the patient required its use. The central supply unit did not comply until the patient required its emergent use. The nurse was stressed. This is an example of which type of stress? a. Job stress b. Overload of role c. Moral distress d. Role conflict

ANS: A Job stress is a tension that arises related to the person-in-environment demands of a person's role or job. Job stress, or "disquieting influences," can accumulate into levels that are too high, reach the point of burnout, and manifest as emotional and/or physical exhaustion and lowered job productivity

8. One of the several legal issues surrounding workplace violence is: a. an employer may be subject to liability claims. b. maintaining mandatory security ratios. c. Department of Labor laws requiring employers to report each incidence of workplace violence. d. the patient's right to unrestricted visitation.

ANS: A : an employer may be subject to liability claims. To date, 29 states have introduced legislation related to workplace bullying, often referred to as the Healthy Workplace Bill (HWB) or some version thereof (HWB, 2016; Mao, 2013). Basic provisions of the model HWB legislation, developed and introduced by Yamada in 2000, include a clear definition of an "abusive work environment," a legal right for those harmed by workplace bullying to seek recourse, and decreased employer liability when prevention and corrective policies and plans are implemented (Mao, 2013).

An example of an external variable that may affect communication is: a. circumstance. b. personality. c. thoughts. d. feelings

ANS: A Communication may be affected by the interaction of external variables (others, a situation) and internal variables (you). Internal factors are the only thing under our own control. We have little control over others or the situation, because those are external to us.

19. _____ may be useful in preventing loss caused by domestic violence that extends to the workplace. a. Employee assistance programs b. Stress leave for up to 6 weeks c. Termination of the perpetrator d. Arrest and conviction of the perpetrator

ANS: A Employee assistance programs Employee assistance programs can be very useful in preventing or mitigating loss caused by domestic violence that extends to the workplace (ASIS/SHRM 2011, p. 10).

A nursing preceptor is giving feedback to a new nurse who currently is being oriented. Her preceptor suggests a better method of interacting with a family member by saying, "You might want to be cognizant of your non-verbal behaviors when talking with clients. Rather than continuing to chart when you are talking with an American family, stop charting, move closer to the family and client, look at them during the conversation, and take time to let them share their concerns." This preceptor is giving advice about: a. interpersonal communication. b. clarity. c. image. d. intention.

ANS: A If the verbal message is clear, but the non-verbal communication is not congruent, then listeners may misinterpret, distrust, or not even hear the intended message. In this situation, the nurse's non-verbal behavior may suggest that she is not interested in interacting with the family.

A communication model that focuses on compassion, expression of emotion, and providing validation via support is the: a. validation, emotion, reassurance, activity (VERA) framework. b. situation, background, assessment, and recommendation (SBAR) Communication Theory. c. nonviolent communication (NVC) model. d. Human Relationship Model

ANS: A The VERA (validation, emotion, reassurance, activity) framework for communication was developed to meet a need for nursing students who were at a loss to communicate with persons with communication difficulties (Hawkes et al., 2015).

Organizational tones are based mostly on: a. unspoken cultural norms. b. commitment to success. c. communication behavior. d. leadership styles.

ANS: A The entire tone of the organization is based mostly on unspoken cultural norms. Because nurses make up the bulk of the health care workforce, having nurse leaders at the helm of the organization can influence the culture and climate of the organization as a whole.

2. A long-standing mental health nursing tool may be used in an aggressive or violent situation. The use of verbal and physical expressions of empathy, alliance, and non-confrontational limit setting is known as: a. de-escalation. b. chemical restraint. c. stress management. d. emergency assistance programs.

ANS: A a. de-escalation. De-escalation is a long-standing mental health nursing tool. De-escalation is defined as "a gradual resolution of a potentially violent and/or aggressive situation through the use of verbal and physical expressions of empathy, alliance and non-confrontational limit setting that is based on respect" (Cowin et al., 2003, p. 65).

11. A common-sense look at the workplace to find existing or potential hazards for workplace violence is: a. worksite analysis. b. risk management. c. administrative rounds. d. hazard prevention and control.

ANS: A worksite analysis. Worksite analysis is a common-sense look at the workplace to find existing or potential hazards for workplace violence.

10. Max is a nurse on the 7 PM to 7 AM shift on the orthopedic floor. He is the most experienced nurse on the unit during this shift, with 6 years of nursing experience. Max usually acts as charge nurse during his shift while caring for a group of patients. Recently there has been an influx of new graduates working on his shift. Some nights, he is expected to orient a new nurse, act as the charge nurse, and mentor other new nurses working on the floor. He is concerned that with all the new nurses, there are not enough mentors for all of them, resulting in less-than-optimal care delivery. Which factors have been shown to decrease stress for nurse leaders? (Select all that apply.) a. Support from others b. Autonomy c. Predictability d. Transparency

ANS: A, B, C High stress is experienced by nurse leaders and stems from the challenges of a multifaceted job with myriad sources of stress. Having support from others (e.g., supervisors, comanagers, and coworkers) is a factor that decreases stress (Kath et al., 2012; Shirey et al., 2010). The amount of autonomy and predictability in the job mitigates the negative effects of stress as well (Kath et al., 2012).

9. A staff RN is writing an article for a prestigious nursing journal. The deadline is in 1 week, and she is feeling overwhelmed about completing her work. She is unable to keep up with home management, and she is beginning to procrastinate on the project. She also has other responsibilities, such as taking her elderly mother grocery shopping and to health care appointments. She is married to a busy executive and has three children, all of whom are active in high school sports. Which of the following stress management strategies would be helpful? (Select all that apply.) a. Schedule "think time" appointments at least once a week for a block of time; get out of the office for these times. b. Bring a water bottle to work and refill as needed to keep hydrated. c. Cut extra activities out of her schedule, such as her morning walk. d. Create a "getaway" place at work where she can spend a few minutes in silence and thought.

ANS: A, B, D Scheduling "think time" appointments and spending a few minutes in silence can help her clear her mind and regroup. Keeping hydrated will help keep energy levels up. Exercise is important to help the nurse deal with stress and would not be wise to delete from her schedule, if possible

1. Definitions of stress are: (Select all that apply.) a. a negative emotional experience that is associated with biological changes that trigger the body to make adaptations. b. the accomplishment of specified activities during an available time period. c. a physical, mental, psychological, or spiritual response to an experience. d. a response that is evaluated by the individual as a threat to one's sense of well-being.

ANS: A, C, D Stress is a negative emotional experience associated with biological changes that trigger the body to make adaptations. It can be a physical, mental, psychological, or spiritual response to an experience that is evaluated by the individual as a threat to one's sense of well-being.

Effectiveness and sustainability of change is based on the skilled communication of leadership and stakeholders endorsing the change process. What are some barriers that can interfere with change? (Select all that apply.) a. Inwardly focused cultures b. Transformational leadership c. Fear of the unknown d. Arrogant attitudes e. Safety culture

ANS: A, C, D Kotter (1996) suggested the following are needed to empower people to make change: communicate the vision to employees, make structures compatible with the vision, provide the training employees need, align information and personnel systems, and confront supervisors who undercut needed change. Further, he suggested that structures, skills, systems, and supervisors are generally the four barriers to any transformational process.

Effective communication is fostered through which of the following ingredients? (Select all that apply.) a. Trust b. Humility c. Respect d. Empathy e. Sympathy

ANS: A, C, D Trust, respect, and empathy are the three ingredients needed to create and foster effective communication.

4. What are some methods that nursing staff can use to manage personal stress levels? (Select all that apply.) a. Take personal time each day. b. Take on extra shifts to keep the mind occupied. c. Get enough sleep. d. Pay attention to diet and exercise. e. Have a strong support network of friends and family.

ANS: A, C, D, E While stress management is unique to each person, some of the tools that may be effective include taking personal downtime each day, getting enough sleep, eating right, exercising, and having a strong network of friends and family for support.

E-mail is a great tool for communication. When should e-mail not be used? (Select all that apply.) a. When you are mad. b. When scheduling a meeting c. When you are canceling or apologizing d. If there is any chance your words could be misunderstood e. When rebuking or criticizing

ANS: A, D, E Electronic communication has assisted us to be better informed regarding our patients. However, within the professional health care realm, there is a tendency to rely on these modes of communication when other methods would be preferable and more appropriate. For instance, there are definite times when a face-to-face conversation is preferred to an e-mail. Warrell (2012) noted that there are four times you should never use e-mail: (1) when you are mad, (2) when rebuking or criticizing, (3) if there is any chance your words could be misunderstood, or (4) when you are canceling or apologizing. In our busy professional lives, it is easier to send off a quick e-mail than to pick up the phone or walk down the hall; however, e-mail distances us from others and is really only the preferred means of communication when information is simply being conveyed.

16. A nurse manager has several complaints from her staff that she is inaccessible during the day. What is the best strategy the nurse manager takes to improve her staff satisfaction? a. Notify staff when she will be out of the office. b. Block time for daily rounds with staff. c. Set realistic follow-up deadlines for staff issues, questions, and concerns. d. Ask the staff to communicate with her through their supervisors.

ANS: B Blocking time to round with staff is the best way the nurse manager can be on the unit and visible to her staff. Notifying staff when she is out of the office, setting realistic deadlines for following up with issues, and delegating certain activities to the supervisors are good time management strategies, however they don't address the staff's issue of not seeing her

15. In setting boundaries it is important to do which of the following? a. Set rigid boundaries. b. Set boundaries based on individual needs. c. Consider where one is in the lifespan when setting boundaries. d. Set boundaries even if it produces more stress than not having boundaries at all.

ANS: B Boundaries need not be exceedingly rigid and may change over time. Boundaries should be set based on individual needs, not gender, stereotypes, or even where someone is on the lifespan. The most important thing is that setting them should not induce more stress on the individual than not having them at all

11. There is evidence of a link between _____ employees with higher productivity and more satisfied customers. a. stressed b. empowered c. financially focused d. creative

ANS: B Employees who are empowered in their jobs are also more engaged and satisfied. Research indicates that structural empowerment leads to higher productivity and satisfaction for the employee, which translates to more satisfied customers.

7. An internal obstacle that may contribute to moral distress is: a. lack of resources. b. lack of confidence. c. lack of structure. d. lack of processes.

ANS: B Moral distress occurs when an individual knows what ethical action should occur but is prevented from doing so by either internal or external barriers (Rushton, 2006). Internal obstacles include personal characteristics such as fear or lack of confidence. External obstacles include a lack of resources, structures, or processes that prevent taking the desired and right action (McCarthy & Deady, 2008).

_____ communication patterns exist between colleagues and serve to contribute to a hostile work environment, high turnover, burnout, and job dissatisfaction. a. Defensive b. Disruptive c. Negotiating d. Humanizing

ANS: B Documentation in literature is extensive regarding disruptive and distracting communication interactions not only between nurses and colleagues but also between nurses and patients. The research indicates that nursing personnel experience high turnover rates, job dissatisfaction, and burnout; many registered nurses are leaving the profession. The work environment is described as hostile to nurses, and patient outcomes of increased severity of illness and mortality have been directly related to poor communication skills of the staff.

The number one cause of preventable medical errors is: a. hostile work environments. b. poor communication. c. ineffective leadership. d. staff competency.

ANS: B The Agency for Healthcare Research and Quality (AHRQ) has collected data regarding patient safety over many years. They discovered that poor communication was the number one cause of preventable medical errors (Kleiner et al., 2014). After discovering the staggering number of preventable medical errors and recognizing that communication problems were cited as the number one contributor, the AHRQ partnered with the Department of Defense (DOD) and developed the TeamSTEPPS program

Which communication format was developed to address the communication arm of the TeamSTEPPS model? a. NVC (nonviolent communication) b. SBAR (situation, background, assessment, and recommendation) c. VERA (validation, emotion, reassurance, activity) d. MI (motivational interviewing)

ANS: B To address the "communication arm" of the TeamSTEPPS model strategies such as SBAR have been created to enhance teamwork communication. One of the strategies that has been well documented and is familiar to nurses is SBAR, which stands for situation, background, assessment, and recommendation.

A client's wife is concerned about her husband's declining health. He has been admitted with an acute myocardial infarction and has had two myocardial infarctions before this admission. He is not a candidate for surgery. She and her husband have discussed "no breathing machine" for long-standing care, but she is unsure of his wishes if he were to need a "breathing machine" for a short period. The nurse discusses his current condition and care with the client and his wife. She also organizes a team meeting consisting of the client's physicians, social worker, pastoral care person, and nursing staff. During this meeting, the nurse helps the wife share her concerns and the client's concerns with the rest of the team. What type of communication technique is being utilized by the nurse? (Select all that apply.) a. Bargaining b. Negotiation c. Persuasion d. Spiritual assessment e. Collective action

ANS: B, C Persuasion is the conscious intent by one individual to modify the thoughts or behaviors of others. Negotiation is a dialogical discussion between two or more parties to arrive at an agreement about some issue. Persuasion and negotiation are used to ensure that all members of the teamwork together in a co-operative manner. The nurse, the patient, and the spouse all communicate the wishes of the patient to convince the team to abide by the autonomous decisions of the patient and spouse.

Which of the dimensions of spirituality should nurses assess for in care delivery? (Select all that apply.) a. Culture b. Beliefs c. Values d. Social e. Religious

ANS: B, C, D, E Nurses need to assess for social, spiritual, religious, and cultural values and beliefs because they may affect individual patients' health care decisions and preferences.

Group readiness levels can be assessed in four stages. Which of the following statements is accurate regarding group readiness? (Select all that apply.) a. Members are organized and secure about their roles in the forming stage. b. At the forming stage, the group needs direction in defining goals. c. During the storming period, there is more willingness to accept the group goals. d. The group becomes self-managing during the norming period. e. During the performing period, the members willingly perform the task.

ANS: B, C, E At the forming readiness level, the group needs direction in defining task goals and objectives as opposed to personal goals. The members are uncertain and insecure about their role in the group. This initial period is chaotic. During the storming period, there is more willingness to accept the group goals and objectives but there are still differences of opinion, competition for recognition, and attempts to influence the group. During the norming period, there is greater agreement on the task goals as the group develops cohesiveness and adjusts to the group and task. Finally, during the performing period, the members are thinking as one and willingly performing the task. There is camaraderie and team spirit as the group becomes self-managing.

3. Which of the following statements are true regarding job stress? (Select all that apply.) a. Job stress is related more to external demands that are brought into the workplace. b. Job stress can lead to burnout. c. Job stress is manifested as emotional and/or physical exhaustion. d. Job stress increases productivity. e. Levels of job stress that are too low or too high decrease individual productivity.

ANS: B, C, E Job stress is a tension that arises related to the environmental demands of a person's role or job. Job stress can accumulate to levels that are too high, reach the point of burnout, and manifest as emotional and/or physical exhaustion. Levels of job stress that are too low or too high decrease individual productivity.

Transformational leadership focuses on engaging staff to become stakeholders in a shared mission and vision. Which of the following are correct statements? (Select all that apply.) a. Transformational leaders have an authoritarian style of communication. b. Effective transformational nurse leaders engage their staff through role modeling and mentorship of inclusion behaviors. Communicating is a process competency. c. Transformational leaders have a rigid bureaucratic one-way communication network. d. The communication of transformational leaders is focused on positive interchanges. e. Effective transformational leaders listen more than they talk, are open to all new ideas, and create a culture of safety.

ANS: B, D, E Effective transformational nurse leaders will engage their staff through role modeling and mentorship of inclusion behaviors such as developing rapport, sharing vision and decision making, providing constructive feedback, and communicating successful outcomes. The communication of transformational leaders is focused on positive interchanges, rather than punishment, and inclusion in decision making versus authoritarianism. Transformational leaders also know how to share vision and mission and how to motivate the workforce. This is accomplished by communicating the vision with passion and commitment that is contagious. Transformational leaders need to listen more than they talk, be open to all new ideas, and create a culture of safety, transparency, and empathy

15. Health workers are at risk for workplace violence from a multitude of types and sources. Which of the following is the act or threat of violence, ranging from verbal abuse to physical assaults directed toward persons at work or on duty? a. Workplace incivility b. Workplace violence c. Workplace bullying b. Violence

ANS: B: Workplace Violence

6. Employee assistance programs: a. allow employers to place staff into anger management programs designed to help control potentially violent behavior. b. encourage employees to provide assistance to co-workers experiencing workplace violence. c. provide services to help employees cope with stressors that occur at home or work. d. train employees to deescalate violent situations.

ANS: C Employee assistance programs provide a range of services to help employees cope with stressors that occur at home and at work.

6. A staff nurse has a concern about a co-worker who may be diverting medications. The staff nurse would like to report the concern to a supervisor, but she is fearful of retaliation from her colleagues. The staff nurse knows that the ethical thing to do is report the concern for the sake of patient safety. This nurse is experiencing: a. stress. b. procrastination. c. moral distress. d. burnout.

ANS: C Moral distress occurs when clinicians know what is the ethical action to take, yet are prevented by either external or internal obstacles. Moral distress will contribute to stress and eventual burnout if the staff nurse does not take action.

14. A new nursing manager is falling behind on the staffing schedule, the monthly budget, and employee evaluations. She says to her director, "I'm working 60 hours per week and I still don't have enough time to do it all." The nursing director suggests which of the following to her? a. Setting priorities b. Obtaining additional preceptoring. c. Scheduling blocks of time for each activity to be accomplished. d. Giving up management and returning as a regular staff nurse.

ANS: C Time management involves a deliberative process of identifying, focusing, and completing activities needed to accomplish specific tasks and achieve goals. Blocking time to get tasks done is a strategy that can be used to for time management at work.

1. _____ is defined as the accomplishment of specified activities during the time available. a. Stress b. Mismanagement of resources c. Time management d. Self-management ANS: C

ANS: C Time management is defined as the accomplishment of specified activities during the time available. It is the process of managing the things an individual does with his or her available time. At its core, time management is self-management.

8. A new nurse manager is provided with a smartphone in order to efficiently manage her time. What is the most effective method of managing stress related to e-mail? a. Create an auditory cue that alerts the manager to incoming messages so they can be processed immediately. b. Set aside time during meetings to read and respond to messages. c. Schedule blocks of time to tackle e-mail. d. Delete e-mails that require a lengthier response.

ANS: C Time management will not be effective if the manager is expected to respond to messages as soon as they arrive. Managers can set a rule to check e-mails two to three times per day rather than constantly and should use a sorting a flagging methodology to effectively manage the need for follow-up. Managers should not utilize meetings in order to read and respond to messages.

3. The chief operations officer of a local hospital has issued a memorandum indicating that the modular waiting room furnishings will be replaced with stationary units. This is an example of which type of strategy for preventing workplace violence. a. Administrative controls b. Behavior modification c. Environmental design d. Fixture adaptation

ANS: C : Environmental design NIOSH recognizes that workplace violence is a particular issue in the healthcare industry and recommends the following violence prevention strategies for employers: environmental designs, administrative controls, and behavior modifications. Environmental designs include signaling systems, alarm systems, monitoring systems, security devices, security escorts, lighting, and architectural and furniture modifications to improve worker safety.

10. Jeff, the manager of security at Methodist Hospital, has required that all of his security guards attend de-escalation training. The workplace violence prevention strategy Jeff is promoting is: a. hazard prevention. b. environmental designs. c. behavior modification. d. administrative control.

ANS: C : behavior modification. Behavior modifications provide all workers with training in recognizing and managing assaults, resolving conflicts, and maintaining hazard awareness (OSHA, 2015b).

Which communication technique is most effective when handling patient complaints? a. Persuasion b. Bargaining c. Negotiation d. Non-verbal cues

ANS: C Negotiation is a dialogical discussion between two or more parties to arrive at an agreement about some issue.

Unspoken affective or expressive behaviors best describe which type of communication? a. Effective communication b. Ineffective communication c. Non-verbal communication d. Verbal communication

ANS: C Non-verbal communication is unspoken. It is composed of affective or expressive behaviors.

A human communication activity designed to influence another to change attitudes or alter behaviors by the use of techniques such as argument, reasoning, or pleading is known as: a. advisement. b. consultation. c. persuasion. d. suggestion

ANS: C Persuasion is a human communication activity designed to influence another to change attitudes or alter behaviors by the use of techniques such as argument, reasoning, or pleading.

8. Job stress can accumulate into: (Select all that apply.) a. better time management skills. b. feelings of elation. c. burnout. d. physical exhaustion.

ANS: C, D Chronic stress can lead to acute and chronic health problems. Job stress is a tension that arises related to the person-in-environment demands of a person's role or job. Job stress, or "disquieting influences," can accumulate into levels that are too high, reach the point of burnout, and manifest as emotional and/or physical exhaustion and lowered job productivity. Levels of job stress that are too low or too high decrease individual productivity.

16. The agency that oversees the safety and health of healthcare workers is: a. The Joint Commission (TJC). b. the Department of Public Health (DPH). c. OSHA. d. CMS.

ANS: C: OSHA. OSHA is the agency that provides health and safety programs for health care workers, through the U.S. Department of Labor.

4. A nurse executive is a member of a collaborative committee assigned to revise the violence prevention program. After reviewing the program, the committee has determined that the following components already were included in the existing program: a written plan available to all employees, a system for tracking work-related assaults, and specific strategies for reducing the severity of violent injuries. A primary revision recommended by the committee should be the inclusion of a: a. detailed description of last year's injuries. b. list of preferred work injury health care providers. c. method for evaluating the effectiveness of the program. d. way to determine whether an employee is at fault.

ANS: C: method for evaluating the effectiveness of the program. According to the Occupational Safety and Health Administration (OSHA), the main components in a violence prevention program are a written plan, a worksite analysis, hazard prevention and control, safety and health training, and record keeping and evaluation of the program.

14. County Hospital has purchased a computerized reporting system for reporting incidents, including acts of violence. Violence reports are aggregated, trended, and used to mitigate future incidences of workplace violence. This type of management framework is _____ management. a. risk b. threat c. total quality d. human resources

ANS: C: total quality In a systems approach, organizational culture is also considered an aspect of environment. A worksite analysis conducted by a TAT or similar task force is among the recommendations by OSHA and is consistent with a total quality management approach. Such an effort analyzes records, trends, workplace security, physical characteristics, operating policies, and screening surveys of staff to provide an overview of the work environment.

18. What is the primary component of a violence prevention program? a. Regulatory guidelines b. Employee commitment c. Financial commitment d. Management commitment

ANS: D: Management commitment Violence prevention written plans demonstrate management commitment by disseminating a policy that violence will not be tolerated, ensuring that no reprisals are taken against employees who report or experience workplace violence, encouraging prompt reporting of all violent incidents, and establishing a plan for maintaining security in the workplace.

1. What is the range of change a health worker is likely to endure physical violence at work? a. 5% to 10% b. 10% to 40% c. 50% to 75% d. > 75%

Ans: b. 10% to 40%

24. Researchers study organizational climate in order to examine how the work environment influences behaviors. Which of the following characteristics are utilized to study climate? (Select all that apply.)

a. Supervisor support c. Autonomy d.Peer cohesion e. Rewards and recognition

25. Hospitals and long-term care facilities wishing to achieve Magnet Recognition Program must meet which of these components? (Select all that apply.)

a. Transformational leadership c. New knowledge e. Empirical outcomes

15. The first stage of planned change involves

a. accepting the need for change

16.The postoperative patient with anterior cervical laminectomy is complaining of tightness in his throat. His voice is raspy. The staff nurse asks the unit secretary to page Dr. Julio stat. This is an example of _____ leadership.

a. authoritarian

20. Which of the following behavioral aspects are present in the feminist perspective leadership style? (Select all that apply.)

a. build relationships c. empowers others f. promotes personal growth

17. A nursing manager recognizes that the changes that she is expected by administration to implement will be met with staff resistance. She is committed to determining the root of the resistance and communicating positively with her staff. The nurse manager's actions characterize her as a(n)

a. change agent

3. A professor at the local college of nursing is teaching at a new clinical site. She notes that the nurses greet each other and their clients with warmth and a smile. She also notes that the policies and procedures encourage nursing autonomy. Nurses and physicians seem to have a collegial relationship. These observations best describe the _____ of the unit.

a. climate

21.A nurse manager at Great Lakes Hospital is meeting with the dean of a well-recognized university who is the keynote speaker today at the nursing conference. He remembers that one of the RNs is interested in attending a well-known university to obtain a doctorate. The nurse manager arranges for the RN to meet with this dean. The nurse manager is exhibiting leadership behaviors consistent with (Select all that apply.)

a. feminist perspective b. servant leadership d. transformational leadership

13. A nursing unit has demonstrated lower patient satisfaction scores during the last quarter. The manager of the unit has formed a small team to set long- and short-term goals for the unit with action plans to increase patient satisfaction. This is an example of which management process?

a. planning

8. Good leaders need to be able to demonstrate an intuitive skill of empathy and expressiveness when dealing with others in the workplace. This requires sensitivity and awareness of the emotions and moods of others and is known as

a. social awareness

4. A small critical care unit forms a team of nurses to implement bedside rounds at shift change. The nurses have researched the efficacy of bedside rounds and have determined that this evidence-based practice will lead to improved communication of patient status. Which type of change does this demonstrate?

a. transforming care at the bedside

25. Which of the following traits describe a transactional leader? (Select all that apply.)

a.Functions in a caregiver role. b. Surveys their followers' needs and sets goals for them d. Focuses on the maintenance and management of ongoing and routine work.

22. A nurse manager at Morgan Hill Community Hospital is known to be an excellent nursing manager by the personnel working on her nursing unit. The nurse manager exhibits which of the following behaviors? (Select all that apply.)

a.Knows the personnel and addresses them by name. d.Is visible on the nursing unit by all shifts on a frequent basis. e.Evaluates a number of aspects of problems prior to making decisions. g.Fosters collaboration.

24.Which of the following behaviors build trust between leaders and employees in an organization? (Select all that apply.)

a.Sharing relevant information c.Reducing controls d.Meeting expectations

20. An experienced nurse has recently taken a position on a telemetry unit in the local hospital. After 2 weeks on the job, he finds that the staffing is not what was discussed during his employment interview with the nurse manager. Which approach would be most appropriate for the nurse to take?

b. Discuss the situation with the nursing manager who interviewed him.

26. A group of nurses is showing resistance to changes the manager is making with regard to staffing. Which of the following ways can the manager deal with the emotionality of the situation? (Select all that apply.)

b. Give the nurses adequate notice of change. d. Explain the rationale and patient impact.

26. Which of the following definitions apply to management? (Select all that apply.)

b. It is the process of coordination and integration of resources to accomplish specific goals. c. It includes the activities of planning, organizing, coordinating, directing, and controlling. d.It is a process of planning and directing human effort to achieve established objectives. e.It is the directing of the organizations' money, facilities, and supplies to achieve results.

Which of the following statements reflects just culture within an organization? (Select all that apply.)

b. Just culture occurs when the organization is transparent about its mistakes. c. Interpersonal learning is balanced with personal accountability and discipline. d. Expectations for system and individual learning are apparent.

4. Which of the following is true of management activities?

b. Management is focused on task accomplishment.

7. The nursing manager of a telemetry unit has developed a policy in which all nurses automatically are scheduled to have a day off from work on their birthday unless they request to work on that day. He also gives a small gift to each nurse who becomes certified in his or her specialty area. This manager's actions are positively affecting the _____ of the unit.

b. culture

5. During a staff meeting, a group of RNs has complained that medications are not arriving to the unit in a timely manner. The nurse manager suggests that the group resolve this issue through the development and work of a multidisciplinary team led by one of these RNs. This scenario demonstrates

b. empowerment

16. The identification of forces that drive and restrain change is called a(n)

b. force field analysis

1. A hospital system is implementing an electronic health record. The facility conducts education and training for nursing staff, medical staff, and ancillary staff over a period of 6 months. This is an example of

b. planned change

11. The Institute of Medicine (IOM) report, Crossing the Quality Chasm, was useful in describing the challenges related to moving from _____-centered to _____-centered care.

b. provider; patient

14. A nursing unit has discovered a series of medication errors with regard to a particular computerized physician order set and the calculation within the order. The unit manager has a theory on changes that should be made within the order to decrease the confusion for nursing staff. However, the nurse manager realizes that changes would need to be made with pharmacy input as well as other nursing units within the facility and the multihospital system. Which of the following management theories is exemplified when the nurse manager considers the impact of change on the organization as a whole?

b. systems theory

11. The best leadership style for unfavorable conditions is

b. task-oriented structure

14. The charge nurse of a small nursing unit would like to gain staff acceptance of a time-intensive, budget-imposed change required by the hospital administration. She plans to emphasize several evidence-based research projects that have shown improved patient health outcomes as a result of implementing this change. This is an example of which of the following organizational change concepts?

b. transformation

7. According to the ___________ people move through a series of states when modifying their behavior.

b. transtheoretical stages of change model

21. The nurse manager on a medical-surgical unit wants to change to ―walking rounds" in the patients' rooms for change of shift report. In the past, it has been ―face to face" at the nurses' station. The nurse manager is meeting resistance from the staff, because they think that it will take longer, and the nurses will not finish their shift on time. What could the manager do to increase the nurses' acceptance of this change?

c. Ask the nurses to participate in the planning and implementation of the change.

20. The nurse manager of a medical-surgical unit realized that there are differences in dealing with the varied generations of her nursing staff. How does the nurse manager communicate effectively with the Generation Y staff members (those born after 1980)?

c. E-mails or text messages

8. A nurse is interviewing for a position at a prominent hospital in her community. She notes a separate physicians' dining room, but all other professionals and visitors eat in the same dining area. The physicians have a separate parking area. Nurse practitioners and physician assistants are asked to park in the staff lot. What might these observations suggest?

c. The values and actions may not be congruent.

12. What is the purpose of culture in an organization?

c. To provide a common bond so that members know how to relate to one another and show others outside the organization what is valued

6. A nurse is caring for an elderly patient who was admitted after sustaining a fall at home. When creating a care plan for the patient, she requests that the doctor order a home health visit to assess for home safety and medication compliance. In addition, the nurse is concerned about the nutrition of the patient and requests a dietitian evaluation. The nurse is demonstrating which of the following leadership skills?

c. care coordination

3. The chief nursing officer (CNO) of a hospital system works with senior leadership for approval to initiate an electronic health system. He recruits a nursing informaticist and a chief medical informatics officer to begin the process of planning the education and rollout of the new electronic system. The CNO could be viewed as the

c. change agent

9. Patient surveys reveal that patients do not know which caregiver is the registered nurse (RN). A task force consisting of nursing staff is formed to develop a plan to address this issue. Many ideas are discussed to reinforce the role of the professional nurse and to make it easy for patients to recognize the RN, such as changing the dress code. Decisions resulting from this task force will mostly reflect the

c. climate

9. The personal leadership skill for nurses that consists of self-awareness, discipline, motivation, social awareness, and relationship management is known as what?

c. emotional intelligence

15.The role of the _____ is to provide leadership and direction for all aspects of nursing services with a focus on integrating the system and building a culture.

c. nurse executive

15. A small geographic area within a larger hospital system, where nurses work interdependently to care for a group of patients, is known as the

c. nursing work group

12. The development of new practices in response to new evidence is called

c. planned change

11. Individual members of a group will adapt to change at different rates. Which of the following groups would take the longest to accept change?

d, laggards

9. An organization has encountered a serious patient safety event that was reported to the state, The Joint Commission, and the Centers for Medicare & Medicaid Services (CMS). An extensive plan of correction was received, and the organization had to make some immediate changes in practice. Additionally the organization anticipates a costly lawsuit. What is the best method of educating staff about the practice changes that were issued?

d. "This change is being made so that there is no further harm to another patient"

10. Determining the origin of errors with a focus on prevention is known as which of the following?

d. A root cause analysis

12. Employee assistance programs can be especially useful when mitigating which source of violence? a. Patients b. Current or former workers c. Criminals with no connection to the employer d. Current employee to assist with stressors

d. Current employee to assist with stressors The implications for management of the threat of workplace violence vary depending somewhat on the source of violence. In dealing with someone who has a personal relationship with an employee, employee assistance programs can be especially useful.

16. What is the purpose of a mission statement?

d. To offer a snapshot of strategic priorities

14. How is culture measured within an organization?

d. With a combination of qualitative and quantitative measures

19. A memo sent to the unit nurse manager reads that beginning next week; all nursing staff will be expected to conform to a new dress code selected by the hospital board of directors. The nurse manager understands that change will be more effective through which manner of communication?

d. email

10. _____ are vital to good leaders because they are able to take the vision of the leader and achieve the determined goals.

d. followers

5. A process used to achieve and internalize knowledge, skills, and behaviors of professional nursing in order to belong and participate is referred to as professional

d. insight

7. Interpersonal communication and the ability to apply _____ are two critical skills every nurse needs to enhance professional practice.

d. problem solving

8. A medical-surgical unit utilizes a group of nurses and patient care assistants to determine ways to reduce the number of falls in the unit. They conduct Internet research to locate best practice interventions. They create fall risk alerts in the unit, and they implement hourly rounding to assess the need for toileting. After putting these small changes into place, they will evaluate the data to determine effectiveness. This project is an example of

d. rapid cycle change

5. How is the refreezing stage of change similar to the nursing process?

d. refreezing is like evaluation in the nursing process

6. Which of the following factors is used to describe the degree to which successful planned change is thought to be better than the status quo?

d. relative advantage

18. A nurse manager recognizes that her staff's emotional responses to organizational change are similar to

d. the grief model

1. Culture is best defined as (the)

shared beliefs and values.