MODULE E, F, G, H (TEST 2)

An applicant has accepted a position in the health-care organization and has begun the indoctrination process. This process should include what activities? Select all that apply. a. Educating the employee about the policies and procedures b. Orienting the employee to the specifics of the job role c. Socializing the employee to the workplace culture d. Scheduling the employee's continuing education activities e. Verifying the employee's references and credentials

a, b, c

A nurse-manager has been asked to write an article for the newspaper addressing a health-care issue of local concern. Which statement demonstrates the nurse's understandings of the appropriate way to respond to such a request? Select all that apply. a. "I'll include the latest data on the subject." b. "When will you need to have the final draft of my article?" c. "Are you comfortable with me focusing on three key points related to this topic?" d. "That isn't my field of expertise but I will contact a peer with that knowledge." e. "Working with the media is outside my scope of practice, but I'll recommend you to someone else.

a, b, c, d

The manager may be greatly or minimally involved with recruiting, interviewing, and selecting personnel. What factors can determine to the extent of the manager's involvement? Select all that apply. a. Size of the institution b. Existence of a separate personnel department c. Presence of a nurse recruiter within the organization d. Centralization or decentralization of nursing management in the organization e. The preferences of subordinates

a, b, c, d

The manager of a community health center is committed to acting as an advocate. What action by the manager best promotes this goal? a. Taking prompt action when working conditions appear unsafe b. Seeking formal and informal interactions with the media c. Communicating a vision that advocacy is something highly valued in the organization d. Pushing for the creation of a binding, national Bill of Rights for Patients

a

The new nurse-manager has committed to modeling the leadership roles associated with applying ethics in the workplace. What is the manager's best action? a. Demonstrate self-awareness about his or her own beliefs, morals, and values. b. Ensure that individual rights are always prioritized over collective rights. c. Delegate ethical decision making to staff nurses whenever possible. d. Ensure nurses are responsible for scrutinizing each other's behavior to monitor for ethical violations.

a

The nurse has applied the MORAL decision-making model to a situation that involved an ethical dilemma. The nurse should complete the process by: a. evaluating the effectiveness of the decision-making process. b. reaffirming the nurse's relationships with stakeholders. c. disseminating the results of the process to other nurses. d. leading the implementation plan.

a

The nurse is practicing in a challenging environment where ethical and moral issues must often be dealt with. Which statement describes how moral uncertainty occurs? a. An individual is unsure which moral principles or values apply and may even include uncertainty as to what the moral problem is. b. An individual knows the right thing to do, but organizational constraints make it difficult to take the right course of action. c . An individual witnesses the immoral act of another but feels powerless to stop it. d. An individual is forced to choose between two or more undesirable alternatives.

a

The nurse is reviewing the provisions of legislation that relates to nursing practice in the jurisdiction where the nurse provides care. The nurse should identify what primary purpose of this legislation? a. Protecting clients' rights and safety b. Organizing the overall structure of the health-care system c. Promoting a unique role for nursing in promoting wellness d. Ensuring nurses provide care that is ethical and moral

a

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

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

The nurse-manager is overseeing the care of a client who is taking a passive role in his care. How should the nurse begin to act in the role of an advocate? a. Inform the client of his rights and help him to understand them b. Teach the client the benefits of taking an active and assertive role in his care c. Assess the size and quality of the client's social support network d. Role-play with the client in order to teach him assertiveness skills

a

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

The preoperative admitting nurse witnessed a client sign an operative consent form. The nurse then cosigned the same document as a witness. The client suffered an injury during surgery and names the nurse in the suit because the nurse witnessed the consent form. What is the most likely outcome? a. The nurse is not likely liable because the signature only specifies that the nurse witnessed the client signing the consent form. b. The nurse is likely not liable because surgery is beyond the nurse's scope of practice. c. The nurse may be liable because cosigning the consent form makes the nurse an equal member of the surgical team. d. The nurse is liable because cosigning the consent form confirms that the client fully understood the risks of surgery.

a

The principle of autonomy would have the greatest bearing on what clinical situation? a. A client is discussing a do-not-resuscitate order with the care team. b. A client is unable to afford the treatment that carries the best chance for a cure. c. A nurse is considering whether to report a colleague's rough treatment of a client. d. The nurse is caring for two clients in pain and must choose which to treat first.

a

What initiative is most likely to promote open communication between clients and practitioners? a. Involving health-care consumers as active members of the health-care team b. Promoting the creation of cultures of client safety in health-care organizations c. Establishing a federal leadership locus for advocacy of client safety and health-care quality d. Building an evidence-based information and technology system that impacts client safety

a

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

Which statement is true regarding political action committees (PACs)? a. They attempt to persuade legislators to vote in a particular way. b. They are composed of volunteers who are interested in politics. c. Their focus is usually on defeating specific pieces of legislature. d. They appear to have less influence on lawmakers than in the past.

a

The nurse-manager can implement workplace advocacy and subordinate advocacy by performing what actions? Select all that apply. a. Creating an atmosphere that is free of violence or the threat of violence b. Providing education about injury prevention and safety c. Making efforts to ensure that nurses have reasonable and predictable work schedules d. Including nurses in the decisions that must be made at the facility e. Encouraging clients to provide feedback about the care they provide when they are discharged

a, b, c, d

The nurse-manager is designing a transition program for new nursing graduates. When planning this program, the manager should aim to address what issues? Select all that apply. a. Supporting practice autonomy b. Strengthening new clinical skills c. Introducing time management skills d. Socializing nurses to the clinical environment e. Enforcing adherence to institutional policies and procedures

a, b, c, d

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

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

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

A nurse had made a renewed commitment to career planning. What activities should the nurse perform in order to meet this goal? Select all that apply. a. Accepting more overtime shifts b. Introducing evidence-based practice changes regarding wound dressings c. Discussing the health needs of the homeless with local politicians d. Earning a bachelor's degree in nursing e. Working with a seasoned mentor

b, c, d, e

A nurse-manager is implementing strategies to maintain adequate staff in the health-care organization. What action by the manager will best achieve this goal? a. Proactively plan to hire two RNs for each unit each year. b. Use knowledge of turnover rates on their units for planning and hiring. c. Look at staff-to-client ratios at other health-care organizations in the area. d. Hire consultants to study national turnover rates to determine recruitment needs

b

A recent nursing graduate has begun working full-time and is committed to career planning. What action will be most likely to advance the nurse's career? a. Changing jobs every 12 to 18 months b. Obtaining professional certification c. Adhering to standards of ethical practice d. Participating actively in performance appraisals

b

A team of nurse-managers are attempting to make accurate predictions about variables that will impact future staffing decisions. What pieces of data should the team seek to identify? Select all that apply. a. Client satisfaction levels b. When staff resignations historically occur c. How long new hires usually stay employed d. Education of current nursing staff members e. Third-party insurer reimbursement levels

b, c, d, e

The nurse-manager of a hospital unit has set a goal of increasing client advocacy. What activities are likely to help the manager attain this goal? Select all that apply. a. Staffing the unit with a sufficient number of care providers b. Orienting staff on the safe use of a new mechanical lift c. Providing an in-service on culturally meeting clients' end-of-life needs d. Arranging for a client to have a meeting with a member of the financial office e. Organizing an equitable system for distributing vacation time to staff

a, b, c, d

Which statements concerning autonomy are true? Select all that apply. a. It is a form of personal liberty. b. Its legal equivalent is self-determination. c. It is based on a person's right to make a choice. d. It supports the process of progressive employee discipline e. It overrides paternalism but not beneficence.

a, b, c, d

A nurse is applying for a job and is now writing a cover letter. The nurse should integrate what characteristics of a cover letter? Select all that apply. a. Introduce the applicant. b. Briefly highlight key points of the resume. c. List the contact information for the nurse's references. d. Make a positive first impression. e. Always used when submitting a resume.

a, b, d, e

Which characteristics associated with being a client of the health-care system increase the need for advocacy? Select all that apply. a. Loss of physical freedom as a result of extended hospitalizations b. Decreased independence due to physical or psychosocial limitations c. Loss of legal rights due to being a client in a health-care facility d. Physical or psychosocial limitations negatively impacting autonomy e. Increased vulnerability due to impaired communication

a, b, d, e

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 members 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 311.

a, b, d, e

A nurse-manager is arguing for the establishment of a formal career development program in the health-care facility. What potential benefits should the manager describe? Select all that apply. a. Employee attrition can be reduced. b. Personnel can be used more effectively. c. Employees can increase earning power. d. Employment benefits are increased. e. New skills are brought into the organization

a, b, e

Which nurse could face discipline for committing an intentional tort? Select all that apply. a. A nurse who slapped a client when the client became verbally abusive b. A nurse who applied restraints to a client as a punitive measure c. A nurse who increased a client's analgesia dosage without a prescription d. A nurse who neglected to supervise a client, leading to a fall. e. A nurse who threatened an elderly client when the client did not participate in care

a, b, e

A nurse is preparing for a job interview. The nurse should prepare responses to what types of interview questions because they are difficult to respond to without advance thought? Select all that apply. a. Personal philosophy of nursing b. Professional organizations membership c. Individual strengths and weaknesses d. Career goals e. Days and times of availability

a, c, d

An applicant has disclosed a criminal record during an interview. When considering the implications of this disclosure on the hiring decision, the manager should consider what factors? Select all that apply. a. The time that has elapsed since the offense b. The geographic location where the offense occurred c. The severity or gravity of the criminal offense d. The relationship of the offense to the job duties e. The applicant's collaboration with other persons during the offense

a, c, d

A nurse is considering certification in an area of specialty. What potential benefits of certification should the nurse consider? Select all that apply. a. A personal sense of accomplishment ] b. Exemption from continuing education requirements c. Increased career options d. Increased potential for advancement and promotions e. Higher salaries

a, c, d, e

In which situations does the nurse-manager have a legal responsibility for reporting? Select all that apply. a. A nurse had to work 2 hours of overtime because another nurse failed to report for a shift. b. A nursing assistant has reported a suspected incident of elder abuse. c. A nurse is suspected of providing substandard medical care. d. A pediatric client reports physical abuse in the home. e. There is a confirmed case of a reportable infectious disease.

b, c, d, e

Which are common areas requiring nurse-client advocacy? Select all that apply. a. Maintaining current licensure b. Securing client informed consents c. Preventing medication errors d. Facilitating access to health-care services e. Promoting respect for client dignity and cultural values

b, c, d, e

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 speaks before interrupting.

c

Which nursing intervention demonstrates attention to the nursing values central to client advocacy? Select all that apply. a. Assuring clients that their wishes will be respected regarding the care they receive b. Reassuring the client that he or she will always make the right decision c. Identifying the client's religious dietary practices when discussing a prescribed diet d. Answering the client's questions regarding the alternatives to a proposed procedure e. Suggesting to a client that a social services consult would help with discharge needs

a, c, d, e

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

a, c, e

Which interview questions would be considered illegal? Select all that apply. a. "What is your current marital status?" b. "Which languages are you able to speak or write?" c. "What university did you attend?" d. "What city do you live in?" e. "In what year were you born?"

a, e

A charge nurse has assisted two employees to resolve their conflict, with the outcome being that the two 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

A charge nurse has discovered that a medication error was made on the previous shift. What is the nurse's best action? a. Share that information with the charge nurse on the previous shift. b. Document the incident and follow it up as per hospital policy. c. Write a memo to the nurse who made the error requesting an incident report be written. d. Document in the client's chart that an incident report will be completed.

b

The manager of a clinic is creating a system for career development for all employees. What should be included in this program? Select all that apply. a. Quarterly performance reviews for employees b. Appropriate use of transfers between work locations c. Policies and processes for handling promotions d. Long-term coaching e. Mandatory specialty certifications for all staff

b, c, d

A nurse is distressed by some of the examples of substandard care in the workplace and is considering whistleblowing. What is the nurse's best initial action? a. Seek contacts in the local media. b. Inform the manager of the nurse's intent. c. Carefully consider the possible ramifications of whistleblowing. d. Hire an attorney to assist with the whistleblowing process.

c

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

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

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 graduates 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

A recent graduate's mentor is explaining the importance of career planning. What should the mentor teach the recent graduate about career planning? a. It is ultimately the employer's responsibility. b. It should begin once the nurse has at least 12 months of client care experience. c. It requires development and implementation of a long-term plan. d. It functions best when the planning is episodic in nature.

c

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 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

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

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

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

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

A manager is conducting career coaching for an employee who is new to the organization. When coaching this employee, the manager should: a. conduct the coaching in a group of no more than six to eight nurses. b. encourage the nurse to share his or her plans with the other nurses in the organization c. help the nurse establish goals and make the attainment of the goals a condition of employment d. make sure not to intimidate the employee during questioning.

d

A nurse has accepted a new position as the manager at an ambulatory clinic. The nurse can best model subordinate advocacy in this new position by: a. abolishing formal performance reviews. b. increasing the number of part-time employees and reducing the number of full-time employees. c. adopting a laissez-faire leadership style. d. encouraging employees to participate in decision making.

d

A nurse has become dismayed at repeated instances of false documentation in the health-care organization. The nurse has become aware that documentation has been altered so that acts of negligence appear to be accidents. When preparing to blow the whistle on this behavior, the nurse should: a. attempt to edit the false documentation so that it is more accurate. b. resign from the health-care facility to reduce the risk of retaliation. c. seek permission from the nurse's immediate supervisor and head of the organization d. carefully document any prior attempts to address the issue with supervisors.

d

A nurse has more than four decades of experience. In order to ensure that the nurse is not seen as obsolete by peers and colleagues, the nurse should: a. seek a leadership position. b. offer to mentor newly graduated nurses. c. change jobs as frequently as possible. d. continually seek new knowledge and experience.

d

A nurse has recently graduated from nursing school and is transitioning into a nursing career. Which activity is the nurse's personal responsibility for career management? a. Developing career ladders b. Establishing career paths c. Providing challenging assignments d. Developing career goals

d

A nurse is constructing a resumé before beginning to search for a new job. When creating a resumé, the nurse should: a. give equal weight to strong and weak points. b. aim for at least four to five pages in length. c. use complex, scholarly language to demonstrate competence. d. ensure that the document is concise and easy to read.

d

A nurse is currently in the "momentum" career phase. What activity is most appropriate during this stage of the nurse's career? a. Adjusting from the student role to the professional role b. Avoiding obsolescence c. Beginning to participate in continuing education d. Being a role model to other nurses

d

A nurse is facing an ethical dilemma about whether to report a colleague's offensive comment, an action which is likely to jeopardize their relationship. What is a characteristic of this nurse's ethical dilemma? a. The dilemma can be solved by applying empirical data. b. The situation involves a breach of the law. c. The dilemma has no realistic solution. d. The situation involves two or more undesirable alternatives.

d

A nurse is interviewing for a position in a health-care facility. The interviewer identifies a long-term coaching program for career development as one of the benefits in the organization. The nurse should identify what characteristic of this program? a. It occurs annually at performance appraisal reviews b. It focuses on employee performance deficits. c. It requires the same intensity as a mentoring relationship. d. It occurs over the entire employment tenure of an employee.

d

A nurse is involved in a challenging clinical situation which requires the nurse to consider many people's interests. How can the nurse best implement Standard VII of the American Nurses Association (ANA) Scope and Standards of Practice? a. Allow the client to read the documentation about the situation. b. Seek legal advice promptly. c. Advocate for the organization's interests above those of individuals. d. Carefully consider the ethical aspects of the situation.

d

A nurse is selecting areas to focus on for continuing education and personal growth over the next year. During this process, the nurse should: a. prioritize learning that can take place in a college or university setting. b. ask the manager to perform this task, if possible. c. prioritize areas of study that are new to the nurse. d. engage in reflective practice.

d

A nurse-manager is discussing a proposed change in practice the interdisciplinary team. What question by the manager best reflects a utilitarian perspective? a. "Have we asked clients and families what they think?" b. "Does our code of ethics address this?" c. "Are the benefits greater than the risks?" d. "How many people will this benefit?"

d

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

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

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 manger is engaged in what aspect of conflict? a. Conflict avoidance b. Conflict smoothing c. Encouraging competitive conflict resolution d. Facilitating conflict resolution

d

The Genetic Information Nondiscrimination Act (GINA) protects which individual from discrimination? a. A client who has chosen genetic testing for her child b. A client who has received gene therapy c. A client who has been diagnosed with a health disorder that has a genetic component d. A client who is known to have a genetic predisposition to a disease

d

What action most directly addresses the projected nursing shortage? a. Increasing the number of unlicensed assistive personnel b. Increasing the number of nursing internships for recent graduates c. Expanding the nursing scope of practice d. Creating incentives for nurses to enter faculty roles

d

What characteristic of a nurse best indicates the attainment of an "expert" level of nursing experience? a. The nurse has more than 3 years of clinical experience b. The nurse is learning from experience how best to react in clinical situations. c. The nurse identifies long-term goals for career advancement. d. The nurse possesses an intuitive grasp of complex clinical situations.

d

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 on each shift for staff to pursue education. d. Continuing education for staff exceeds the requirements for licensure.

d

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

What should a nurse-manager do to reduce the potential for bias when interviewing candidates? a. Conduct single, rather than multiple, interviews. b. Trust his or her first impressions of an applicant. c. Avoid taking notes during the interview. d. Have at least one other colleague join in the interview.

d

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

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

A nurse is concerned about the implications of a new piece of legislation that is being debated by lawmakers. The nurse has decided to draft a letter to a legislator and should do what actions? Select all that apply. a. Self-identify as a constituent in the first paragraph. b. State the reason for writing in the second paragraph c. Sign the letter and include contact information. d. Address the legislator by his or her title. e. Hand deliver the letter to the legislator's office, if possible.

a, c, d

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

a, c, d, e

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 than the other party b. use open-ended questions rather than yes or no questions. c. declare his or her bottom line at the start of negotiations. d. ensure that the negotiations proceed at a rapid pace. abi

b

A nurse-manager was involved in conflict where the other individual adopted a competing approach. This approach is evident in what circumstances a. When fair play is important to all involved parties b. When one 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

The nurse-manager is developing an educational program for an organization. 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

What is the best reason that nurse-managers have an ongoing responsibility to be aware of legislation affecting nursing practice? a. Laws are created by people who are not nurses. b. Laws are fluid and subject to change. c. Awareness will help ensure ethical practice. d. Awareness is included in nursing standards of practice.

b

The interdisciplinary team is considering whether to apply the principle of paternalism in the care of a client. What question should guide the team's decision? a. Does the client have strong social or family support? b. What is the client's most likely prognosis? c. Is the client competent to make decisions? d. What interventions are in the client's best interest?

c

The A nurse is applying the ethical principle of justice when providing care for clients. What action best exemplifies this principle? a. Meeting continuing education requirements for license renewal b. Prioritizing actions that will benefit the largest number of clients c. Respecting clients' rights to make decisions about their care d. Ensuring that time and resources are distributed equitably to clients

d

Which nurse is experiencing moral distress? a. A nurse witnesses a colleague using a racial slur in a conversation with another nurse b. The children of a terminally ill client do not want the client's prognosis communicated to the client. c. A nurse knows that a colleague called in sick to work because the colleague had a social engagement. d. A heavy workload prevents a nurse from providing the care that each client requires.

d

Which of the following factors is most likely to benefit a health-care organization's recruitment and retention efforts? a. Being located in a rural area distant from major urban centers b. Dedicating several weeks to induction for new employees c. Offering incentives to employees with more than 10 years of service d. Ensuring high levels of employee engagement and satisfaction

d

Which question asked during an interview is acceptable? a. "Are you married?" b. "Have you ever been arrested?" c. "What is your religious preference?" d. "What professional organizations do you belong to?"

d

A small health-care organization has had a static group of employees for almost 2 years. The manager should identify what potential advantage of having some staff turnover in the organization? a. Fresh ideas b. Younger staff c. Cost containment d. Increased groupthink

a

Health disparities in the client care population are likely to occur when the health-care workforce lacks diversity in which areas? Select all that apply. a. Age b. Gender c. Ethnicity d. Education e. Personality type

a, b, c

The nurse has navigating a difficult situation that involved an ethical dilemma. Which factors should be considered when assessing the quality of the nurse's ethical problem solving process? SATA a. The outcomes of the process b. The process that was used to arrive at a decision c. The number of alternatives that the nurse initially generated d. The process the nurse used for data gathering e. Precedents in the organization involving similar situations

a, b, c

Which statement is true regarding criminal law cases in the context of nursing? Select all that apply. a. Incarceration is a likely consequence of being found guilty of a criminal offense. b. Intentionally giving an overdose of a potent narcotic is a criminal offense. c. A guilty verdict requires evidence beyond a reasonable doubt. abirb.com/test d. Most malpractice cases are tried in criminal court.e. A serious, inadvertent drug error is likely to bring criminal charges

a, b, c

A nurse is facing a malpractice suit after an incident where a client received the wrong dose of medication. Which elements must be present to prove malpractice? Select all that apply. a. Breach of duty b. Presence of injury c. Ability to foresee harm d. Causal relationship between inadequate care and injury e. Intent to cause harm

a, b, c, d

A nurse is preparing for a television interview to address an aspect of health care. What actions should the nurse perform? Select all that apply. a. Being focused on key points b. Introducing statistics that support the key points c. Repeating key points several times during the interview d. Providing background material related to the key points e. Using technical vocabulary to ensure precise communication

a, b, c, d

The nurse-manager of a clinic has launched a career development program for nurses. The manager should anticipate what benefits? Select all that apply. a. Increased retention of staff b. Decreased staff turnover c. Increased skill level of nurses d. Enhanced quality of work life for nurses e. Increased interdisciplinary cooperation

a, b, c, d

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 you 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

A nurse-manager is preparing to interview an applicant for a position. What is the most appropriate strategy for planning, conducting, and controlling the interview? a. If the applicant clearly lacks qualifications for the position, the manager should promptly and tactfully tell this to the applicant. b. Personal questions should be asked early the interview so rapport can be established between the manager and the applicant. abirb.com/test c. The manager should develop questions that can be answered with a yes or no answer. d. The manager should assess an applicant's perceptive skills by sending nonverbal cues to the applicant during his or her responses.

a

A nurse-manager is launching career coaching program in the workplace. What is the manager's best initial action? a. Observe employees to see who would most benefit from coaching. b. Publicize the program to elicit as many participants as possible c. Arrange a meeting to present the learning objectives for the program. d. Link participation in the program to employees' performance appraisals.

a

A nurse-manager is required to make decisions about the proper placement of employees within the organization. What practice should the manager follow? a. Attempting to place employees in units where they have the greatest chance of success b. Avoiding overemphasizing the match between the employee and the unit in order to prevent discrimination suits c. Placing new employees on units that have the greatest need for new staff d. Helping employees modify their personal values and beliefs to coincide with that of the unit on which they are placed

a

A registered nurse has admitted to the manager that she obtained her license on false pretenses and that she never actually graduated from a nursing education program. What is most likely to take place next? a. An investigation by the board of nursing b. A civil lawsuit by the health-care facility c. Criminal charges d. A fine levied by the jurisdiction where the event took place

a

A state Nurse Practice Act is an example of which source of law? a. Statutes b. Constitution c. Administrative d. Judicial

a

A health-care organization has advertised a position that requires a doctoral degree and several years of experience. These high standards for education and experience may have what unintended consequence? a. The position may remain unfilled for longer than desired. b. Applicants may lack applicable skills. c. Applicants' credentials may be difficult to verify. d. Applicants may find it difficult to collaborate with subordinates.

a

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

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

A nurse has asked a colleague for assistance with a complex wound dressing change. What response suggests that the colleague is at a novice level of nursing experience? a. "Sure. Can you give me directions and then I'll do what you say?" b. "I'm really busy right now. Can we do it sometime this afternoon?" c. "I can do it for you later, if that helps." d. "Definitely. I'll go and get the supplies and meet you at the bedside."

a

A nurse is facing a malpractice suit after a client was injured in a fall. When establishing whether the nurse committed a breach of duty, the court will consult with: a. other nurses who practice in similar settings and specialties. b. members of public who have been treated in similar care settings. c. the administrators of the health facility where the fall occurred. d. medical experts from the same area of specialty.q

a

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

A nurse will soon be creating a plan for continuing competence. What activity should the nurse prioritize when making this plan? a. Reflecting on his or her own practice b. Eliciting input from trusted nursing colleagues c. Eliciting input from members of other health disciplines d. Setting 3-year and 5-year career goals

a

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

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

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 after 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

A nurse-manager has proposed an expansion of the organization's indoctrination program to the organization's board of directors. What potential advantage of expanding the indoctrination program should the manager describe? a. Enhanced retention rates b. More efficient recruitment c. Higher proportion of internal applicants d. Reduced burden on unit managers

a

A nurse-manager has recently established a "best practice committee" at the clinic. Which behavior by the committee members suggest 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

A nurse-manager is appraising employees' competency levels during performance reviews. What goal should the manager set when performing competency assessments? A a. Helping nurses identify ways to exceed minimal licensing requirements b. Fulfilling state requirements for minimal nursing practice c. Facilitating each nurse's advancement up the facility's career ladder d. Satisfying institutional employment requirements

a

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 e-mail or text message the complaints to the coworker. c. Arrange for third-party mediation.d. Acknowledge and document the employee's complaints

a

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

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. Ineffective listening skills on the part of subordinates and colleagues c. Inadequate formal training on communication skills d. Career stagnation by the nurse-manager

a

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

In which situation would the nurse be justified in overriding a client's right to confidentiality? a. An older adult client discloses to the nurse that her son occasionally hits her. b. A client states that he does not want to know the results of his recent diagnostic test. c. A client does not want her husband to know that she is a client on the unit. d. A teenage client asks the nurse not to tell her parents that she is pregnant.

a

When do nursing shortages historically occur? a. When the economy is on an upswing b. When the economy is in recession c. When nursing salaries decline d. When client acuity increases

a

When evaluating the risk of a nursing shortage, the nurse-manager should prioritize which of the following variables? a. The economy b. Infectious disease prevalence c. Continuing education offerings d. Political climate

a

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

Which activity best demonstrates a nursing unit manager's attention to ANA standards for ethics required of that position? a. Refers complex dilemmas to the institution's ethics board b. Terminates a staff member for absenteeism c. Assures staff and patients that unit decisions are ethically sound d. Maintains current licensure

a

Which leadership role is most closely associated with advocacy? a. Creating a climate where advocacy and its associated risk taking are valued b. Giving subordinates and clients adequate information to make informed decisions c. Ensuring that the workplace environment is safe d. Seeking appropriate consultation when advocacy results in intrapersonal or interpersonal conflict

a

Which statement describes the induction phase of employee indoctrination? a. It occurs after hiring but before performing the role. b. It includes the activities performed by the personnel department. c. It relates to the information included in the employee's handbook. d. It is the responsibility of the staff development department.

a

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

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

A nurse has been asked to stay after a shift and work overtime because three nurses have called in sick. The nurse is reluctant to work the overtime because of a social commitment. Duty-based reasoning would dictate that the nurse: a. carefully weigh the effect of the decision on workplace relationships. b. work overtime because of the responsibility owed to clients. c. base the decision on recent precedents in the health-care organization. d. contact the three nurses to remind them of their obligation

b

A nurse has recognized that many older adult clients on the unit do not receive enough nutrition because they are unable to feed themselves independently. What action by a manager would be most likely to resolve the nurse's moral distress? a. Acknowledging and validating the nurse's observation b. Hiring more nursing assistants to help feed these clients c. Arranging to have the clients' diets changed so they are more nutrient-dense d. Providing a reference so the nurse can seek new employment

b

A nurse has repeatedly witnessed a physician being dismissive of clients' reports of pain and anxiety. The nurse recognizes that the best action would be to address this behavior with the physician, but the nurse strongly suspects that these concerns would be dismissed. What phenomenon is this nurse experiencing? a. Moral conflict b. Moral outrage c. Ethical relativism d. Ethical universalism

b

A nurse is currently in the "promise" phase of career development. What goal should the nurse prioritize during this stage? a. Acting as a role model to recent graduates b. Gaining exposure to a variety of experiences c. Avoiding obsolescence d. Graduating from nursing school

b

A nurse is described by peers and colleagues as having expert knowledge, skills, abilities, credentials, and education base. What career stage is this nurse most likely in? a. Promise b. Momentum c. Harvest d. Legacy

b

A nurse is integrating the code of ethics when making a decision about the best response to a challenging situation. What information will the nurse be able to obtain from this document? a. Legal guidelines to help the nurse make an ethical decision b. The principles that are most valued in nursing practice c. A model that will guide the nurse to make an ethical decision d. Guidelines that will help the nurse clarify his or her own value

b

A nurse is off-duty, in the community, and witnesses an adult suddenly collapse. The individual appears to be unconscious. How should the nurse apply Good Samaritan laws to this situation? a. The nurse should intervene because of the legal obligation to do so. b. The nurse is not required to intervene, even though intervening is an ethical act. c. The nurse should attempt to contact emergency services before intervening. d. The nurse attempt to determine if the individual has an advance directive before intervening.

b

A nurse who has transferred to a new workplace setting self-identifies as "competent" on Benner's continuum from novice to expert. What characteristic does this nurse most likely possess? a. A Bachelor of Science in Nursing degree b. Two to 3 years of clinical experience c. Basic health-care management skills d. A well-defined career plan

b

A nurse-manager has made a selection to fill a staff opening. When finalizing this selection, the manager should: a. identify the successful applicant's long-term career goals. b. inform the unsuccessful applicants that the position has been filled. c. negotiate the successful applicant's salary. d. inform the successful applicant about when he or she will be given promotions.

b

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

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

An experienced nurse-manager describes a recently hired nurse as "very promising." The manager can best promote this nurse's career development by: a. asking other nurses to model their behavior on the new nurse's behavior. b. providing the nurse with increasingly challenging work assignments. c. removing the nurse from client care responsibilities and assigning management tasks. d. providing the nurse with positive feedback.

b

For which client would right to die laws most likely apply? a. An adult client with major depression b. An adult client who has a terminal diagnosis c. A client who lives with intractable pain d. A client who has expressed suicidal ideation

b

How can a nursing professional best demonstrate advanced achievement of competencies? a. Participating in career planning b. Achieving a new specialty certification c. Transfer to a new department d. Maintaining ethical standards of practice

b

Interviews at a large health-care organization are conducted by various individuals and groups, due to the high number of positions and applicants. What action will best ensure interrater reliability when different individuals are conducting interviews? a. Use a semistructured format and have interviewers practice with one another. b. Create a structured interview format and adhere to it closely. c. Have at least two, but not more than four, interviewers conduct each interview. d. Use yes-no questions whenever possible, rather than open-ended questions

b

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 learner's 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

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

Two registered nurses have disagreed about their scope of practice regarding medication administration. What resource should the nurse consult? a. The attorney general's office b. The Nurse Practice Act c. The nursing standards of practice d. The code of ethics

b

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 managers 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

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 to be 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

The nurse is admitting a client to the health-care facility who is in the late stages of pancreatic cancer. In order to comply with the terms of the Patient Self-Determination Act (PSDA), the nurse should: a. ensure the client clearly understands each treatment option. b. determine whether the client has established an advance directive. c. document that the client's family has been included in care planning. d. assess the client's expectations for recovery.

b

The nurse is admitting a new client who is facing a serious health problem. The nurse can best apply the skills of advocacy when working with this client by: a. seeking opportunities to demonstrate professionalism. b. engaging closely and genuinely with the client and family. c. making decisions for the client and family in order to lessen their responsibilities. d. providing evidence-based care.

b

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. B c. A d. R

b

The nurse is caring for a postoperative client whose pain is not being relieved by the current analgesia regimen. When using the SBAR model for communicating with the client's health-care provider, how should the nurse best address the "A" component of 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 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

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 that it is out of date. d. It is probably accessible only from desktop computers, not wireless devices.

b

The nurse-manager has learned there is conflict between a nonresponsive client's family members about the best plan of care. The manager recognizes the complex ethics of this situation. What is the manager's best action? a. Base a decision on the most recent precedent in the organization. b. Make contact with the hospital's ethics committee. c. Refer the family to the hospital's spiritual care service. d. Ask an impartial staff member to mediate.

b

The nurse-manager is applying the MORAL decision-making model to a decision around a client's plan of care. The manager has engaged all the necessary stakeholders and collected as much data about the situation as possible. What should the manager do next? a. Assess the client's values and beliefs. b. Identify as many alternatives as possible. c. Choose the option that best aligns with ethical principles. d. Arrange to meet with the institution's ethics board.

b

The nurse-manager oversees the care of several dozen nurses. With which nurse should the manager review the provisions of the Health Insurance Portability and Accountability Act? a. A nurse who has discussed a client's status with a physician over the telephone b. A nurse who confirmed a new client's admission to the unit to a relative who telephoned c. A nurse who completed a client's documentation outside of the client's room d. A nurse who has initiated contact with the social worker to discuss a client's discharge planning

b

The nurse-manager responsible for personnel is checking the references of an applicant. The reference offers unsolicited information about the applicant's personal history. What should the nurse-manager do with this information? a. Contact the applicant to disclose this violation of confidentiality. b. Disregard the information unless it has a direct bearing on the applicant's ability to do the job. c. Document the information and note the fact that it was offered unsolicited. d. Corroborate the information with the applicant without mentioning the source of the information.

b

The policies in a long-term care facility specify that immobile residents should be repositioned at least every 2 hours. Despite this, it is well known that many residents endure long periods without being repositioned. How should the nurse best interpret this situation? a. It is necessary for the nurses at the facility to review the code of ethics. b. There is a need for actions to address this theory-practice-ethics gap. c. The nurses at the facility are experiencing intrapersonal conflict that affects their practice d. The nurses at the facility should apply the MORAL decision-making model to address this

b

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

What is the relationship between the national and local economy and an organization's ability to maintain an adequate workforce? a. When the economy is on an upswing, many unemployed nurses return to work and recruitment becomes easier. b. When a recession occurs, it causes many part-time nurses to return to full-time employment and others to delay their retirement. c.Although the economy tends to affect the size of the blue-collar workforce, professions such as nursing remain fairly stable regardless of economic changes. d. When there is an economic downturn, many nurses reduce their work hours from full time to part time.

b

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

Which action should the nurse prioritize when trying to prevent malpractice claims? a. Always carrying a personal liability insurance policy b. Always functioning with the scope of the nursing practice act c. Asking for assistance when engaged in complicated procedures d. Devoting time to establishing an effective nurse-client relationship

b

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. Participating in the development of institutional policies governing online conduct c. Ignoring any information that appears to have the potential to harm a patient's welfare d. Realizing that social networking is not related to a nurse's professional boundaries

b

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

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

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

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. d. Most nurses will have the opportunity for many mentor relationships during their careers

b

Which statement best describes the impact that the concept of respondeat superior has on the issue of nursing liability? a. It allows for equal liability among physicians, nurses, and health-care organizations. b. It supports the sharing of blame among all involved sources of health-care services. c. It encourages legal intervention when health care is thought to be substandard. d. It implies that the institution is responsible for errors, not the employee.

b

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

b, c

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?"

b, c

A nurse has been hired to manage a busy medical-surgical unit. What actions should the nurse-manager perform to ensure compliance with legal issues? Select all that apply. a. Develop a vision for the organization's future and communicates this vision. b. Remain current on all institutional policies and procedures. c. Delegate with consideration to appropriate scopes of practice. d. Require physical proof of appropriate professional licensure. e. Ensure client-nurse ratios do not exceed 3:1.

b, c, d

A nurse-manager is reviewing the provisions of the Consumer Bill of Rights and Responsibilities (Patient's Bill of Rights) with a group of new nurses. The manager should address what goals of this legislation? Select all that apply. a. Ensuring every client has access to quality, affordable health care b. Promoting strong relationships between clients and health-care providers c. Promoting clear communication between members of the health-care team d. Helping clients feel confident in the health-care system e. Assisting clients with understanding the provisions of their health insurance

b, d

A client has provided informed consent for surgery and is being assessed by the nurse. What statement by the client should prompt the nurse to contact the surgeon? a. "Why am I not allowed to eat and drink before the surgery?" b. "How long do you think I'll stay in the recovery room?" c. "Do you think this surgery is actually safe and necessary?" d. "What is the difference between the surgeon and the anesthesiologist?"

c

A client is preparing to be discharged from the health-care facility and has told the nurse that he would like to read his medical record. What is the nurse's best initial action? a. Arrange for the medical record to be provided to the client. b. Inform the client that this request will be communicated to the facility's ethics committee. c. Confirm the facility's policy around providing medical records to clients. d. Check whether this provision is included in the jurisdiction's Nurse Practice Act.

c

A health-care provider prescribes a medical procedure that the staff nurse has reason to believe will harm the client. Which principle should guide the nurse's choice of action? a. The staff nurse cannot be held legally liable for any harm to the client if the procedure is carried out with due care. b. The nurse may lose his or her license by refusing to carry out the procedure. c. The nurse can be held legally liable for any harm if the procedure is carried out without questioning it d. Liability rests with the health-care provider, not the nurse.

c

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

A nurse failed to supervise a confused client, and the client fell while transferring to the bathroom. The client was unharmed, but the client's family has launched a malpractice suit, citing the nurse's breach of duty. What is the most likely outcome of this case? a. The outcome will depend on the extent to which the client was responsible for the incident b. It will likely be successful, provided the family can prove the event was reasonably foreseeable. c. It will likely be unsuccessful because the client was not injured. d. The outcome will depend on how the nurse's actions compare to the established standard of care.

c

A nurse feels strongly that a proposed piece of legislation would be contrary to the interests of clients. How can the nurse most effectively oppose this legislation? a. Address the issue on social media sites as often as possible b. Send e-mails to legislators' offices expressing concerns. c. Collaborate with a group of professionals who feel the same way. d. Contact media outlets and ask to be interviewed.

c

A nurse has applied for a management position in a new organization. How can the manager best prevent intrapersonal conflict related to ethical issues to this role? a. Determine whether nurses in the organization are required to follow a code of ethics b. Identify a mentor in the organization who maintains high ethical standards c. Clarify his or her own values and beliefs and compare to those of the organization d. Become familiar with the nurse practice act in the jurisdiction where the organization is located

c

A nurse has applied for a new position and has presented a nursing portfolio to the human resources department. This portfolio will allow the nurse to: a. present his or her specific career goals. b. justify salary expectations. c. give examples of professional growth. d. showcase his or her academic credentials.

c

A nurse is applying the MORAL decision-making model to a dilemma involving a colleague's possible dishonesty in documentation. What is the nurse's initial action? a. Perform a critical self-reflection of the nurse's own morals and values. b. Think of as many alternatives as possible. c. Gather as much information about the situation as possible d. Engage the colleague in the decision-making process.

c

A nurse is being sued for malpractice after a client completed suicide on the medical-surgical unit. The nurse's attorney has pointed out that the client had no history of suicide attempts, had no history of mental illness, and denied suicidality on the standard intake assessment. This argument calls into question what component of a malpractice suit? a. Breach of duty b. Failure to meet standard of care c. Foreseeability of harm d. A causal relationship

c

A nurse is deeply concerned about a proposed piece of legislation. Which action will best influence a local legislator who will be voting on the legislation? a. Signing an online petition b. Phoning the legislator's office repeatedly c. Writing a succinct, personalized letter to the legislator d. Forwarding the legislator online articles that related to the legislation

c

A team of nurse-managers have finished interviewing qualified candidates for a position and have now begun the selection process. During this process, the managers should: a. review the results of the applicants' physical examinations. b. schedule times for induction and orientation. c. carefully verifying the chosen applicant's references and credentials. d. reflect on the overall efficiency of the hiring process.

c

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

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

An experienced nurse-manager is organizing management development classes for some of the nurses in the organization. What principle should the manager follow when planning the classes? a. They should be offered to every employee in the organization. b. They should be limited to employees with university degrees. c. The classes should include social learning activities. d. The classes should be offered in an online format.

c

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

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 upper management

c

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

The care team is working with a client who has mental illness and who has been deemed a threat to self and others. It may be justified to take away the client's right to: a. justice. b. confidentiality. c. self-determination. d. beneficence

c

The novice nurse can reduce the likelihood of being sued for malpractice by: a. beginning his or her career in a lower acuity setting. ] b. avoiding performing interventions without a witness present. c. establishing positive, therapeutic relationships with clients and families. d. engaging in lifelong learning.

c

The nurse at a long-term care facility became frustrated with a client who has dementia and is unable to be redirected from wandering. The nurse applied restraints to keep the client in bed during a night shift despite there being no order to do so. How should this nurse's actions be best interpreted? a. The nurse is guilty of malpractice. b. The nurse's action is permissible if it was in the client's best interest. c. The nurse could face charges of false imprisonment. d. The nurse's action may be grounds for an assault charge.

c

The nurse has been caring for a medical client for several shifts and the client has expressed frustration with his slow recovery. At the beginning of the shift, the client states to the nurse, "That's it. I want to read what they've written in my chart." What is the nurse's best response? a. "Certainly. I'll go and get it for you." b. "You'll have to get permission to do so, but I'll definitely pass on your request to the care team." c. "It sounds like you might have some questions about your health and your care. Can we talk about that?" d. "That's definitely within your rights, but you'll likely find that it's difficult to understand because of medical jargon."

c

The nurse made a medication error that injured a hospital client. The nurse's attorney has cited the concept of respondeat superior during the trial. This argument would focus on: a. the resources that were available to the nurse. b. the intent of the nurse's actions. c. the hospital's responsibility for the injury. d. the provisions of the nurse's malpractice insurance.

c

The nurse-manager is applying the principles of adragogy 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

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, "I've 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

The personnel department at a health-care organization has recently mandated preemployment personality testing for all applicants. How should a nurse-manager best interpret the results of this testing when making hiring decisions? a. Testing results should be disregarded until their legal status becomes more clear. b. Testing results should be prioritized over subjective data such as interviews and references. c. Testing results should be considered alongside interview results and reference checking. d. The applicant should be invited to review the results of the testing with the interviewers.

c

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

What action by the manager of a community health center best demonstrates workplace advocacy? a. Phoning the home of a nurse who has called in sick to confirm that the nurse is genuinely ill b. Asking clients to provide feedback on the care that they have received in their homes c. Ensuring nurses have all the personal protective equipment they need to perform home visits d. Assigning a different nurse to a client who had personality differences with his original nurse

c

What activity is most likely to promote a nurse's continued competence? a. Working in a variety of clinical settings b. Meeting minimal standards for relicensing c. Acquiring new knowledge and skills on a regular basis d. Submitting to regular performance reviews

c

What factor contributed significantly to the beginning of the acute RN shortage that originated in the late 1990s? a. Closing of nursing programs b. Lack of interest in nursing c. Hospital downsizing d. Poor nursing salaries

c

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

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 stereotypes, women have been shown to be more competitive communicators.

c

What should selectors do when processing employment applications? a. Reject applicants who have a criminal record. b. Require a physical examination before making a hiring decision. c. Always follow up on references and verify employment history d. Use unsolicited personal information about an applicant in the decision-making process.

c

What type of interview is the best predictor of job performance and overall effectiveness? a. Unstructured b. Semistructured c. Structured d. Informal

c

When applying the principles of advocacy, a nurse-manager should: a. defer to a leader whenever possible because advocacy is primarily a leadership function. b. prioritize the needs of subordinates over the needs of the organization. c. balance the need to advocate for several different individuals, groups, and organizations. d. recognize that advocacy can only be provided for individuals, not groups or organizations.

c

Which ethical principle is demonstrated when an adult child is legally given the right to make medical decisions for a cognitively impaired parent? a. Justice b. Fidelity c. Paternalism d. Beneficence

c

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 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

Which statement about the role of unit managers in recruitment and selection is accurate? a. The more centralized nursing management is and the more complex the personnel department, the greater the involvement of the unit manager. b. Unit managers should always leave such decisions to a centralized personnel department so consistency can be maintained. c. Regardless of the extent of their involvement, all managers must be aware of recruitment and selection constraints within their organization. d. Unit managers should assume total responsibility for recruitment and selection of personnel on their units.

c

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

Which statement is correct regarding the distinction between legal and ethical obligations in decision making? a. Ethical controls are clearer and philosophically impartial. b. Ethical controls are much clearer and individualized. c. Legal controls are clearer and philosophically impartial. d. Legal controls are much less clear and individualized.

c

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

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.

c, d

Which statements accurately describe the implications of a Good Samaritan law for a registered nurse? Select all that apply. a. A nurse has a legal responsibility to provide emergency services. b. Such laws are universally worded so as to minimize differences between jurisdictions. c. To be protected, nurses must provide care that is within their legal scope of practice. d. A nurse who provided out-of-scope care is not protected by the Good Samaritan law. e. A nurse can be held responsible for a person's injuries if he or she does not intervene.

c, d

A client has been diagnosed with a degenerative neurologic disease and has expressed interest in physician-assisted suicide. How should the nurse best advocate in this situation? a. Document the client's statements verbatim in the medical record as a resource for the care team b. Clearly explain the moral and ethical implications of physician assisted suicide. c. Implement interventions that directly address the client's fear and anxiety. d. Ask the client and family questions that help them identify and explore their values and beliefs

d

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

Even after a lengthy discussion concerning the ramifications a client wants to leave the hospital against medical advice (AMA). What should the nurse do in the role of client advocate? a. Instruct the client to wait until morning to leave the hospital. b. Ask family members to help talk the client out of the decision c. Encourage the client to leave and assist with the transition. d. Make sure the client has appropriate follow-up appointments.

d

For which client are the provisions of the Patient Self-Determination Act (PSDA) most likely to be significant? a. A client who has recently been diagnosed with HIV b. A client whose neonate has just died of sudden infant death syndrome (SIDS) c. A client whose reduced ability to perform activities of daily living (ADLs) has required an admission to long-term care d. A client who has just experienced an ischemic stroke and whose prognosis is poor

d

The leadership of a health-care organization has 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

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

The manager of a busy medical-surgical wants to establish a transition-to-practice program. The manager should cite what benefit of the proposed program to the hospital's administrators? a. More experienced nurses will be likely to apply for jobs. b. Nurses on the unit will be more motivated. c. Staffing costs will be reduced. d. Turnover of new staff will likely be reduced.

d

The managers of a hospital unit have been approached by a nurse educator who wants to conduct research into a particular nursing intervention. In order to ensure that the rights of clients who may participate are protected, the managers should: a. ask the hospital ethics committee to approve or deny the application. b. discuss the educator's values, beliefs, and ethics. c. compare the study methodology to the code of ethics. d. refer the educator to the institutional review board.

d

The nurse is faced with a situation that requires ethical decision making. What statement should guide the nurse's action? a. Outcomes are the main criterion for evaluating ethical decision making. b. Only desirable alternatives should be identified when solving ethical dilemmas. c. Critical ethical decisions should be made quickly so the situation does not worsen. d. Accepting some ambiguity and uncertainty is a part of ethical decision making.

d

The nurse is working with a client who has a terminal diagnosis and who is facing difficult decisions around end-of-life care? How can the nurse best advocate for this client? a. Teach the client how to make an effective decision. b. Offer to facilitate a referral to social work or spiritual care c. Arrange for the client to meet an individual who has faced the same decision. d. Ensure the client receives all the necessary information to make an informed choice

d

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

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

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

The nurse-manager is working with colleagues to update the policies and procedures at a health-care facility. To ensure that the policies align with the provisions of Title VII, the team should focus on what aspect of care? a. Falls prevention b. Timely and accurate documentation c. Relationships between practical and registered nurses d. Avoiding discrimination against clients

d

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 perform and document the practice

d

The only treatment alternative left for a client diagnosed with advanced cancer is a rare, highly experimental bone marrow transfusion with a 10% success rate. Some individuals are arguing that the high cost of the procedure could be better spent providing well-baby screening for 2,000 residents in the service area. What ethical principle is most directly involved in this situation? a. Unethical conduct b. Maleficence c. Paternalism d. Utility

d

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

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

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 nurses's managers best strategy for resolving this conflict? a. Confrontation b. Soothing c. Responsibility charting d. Structure change

d

Which statement best describes ethics? a. How our lives and relationships are led in day-to-day circumstances b. How people make decisions they see as legally and morally appropriate c. The conflict, power, and interdependency associated with the way we live d. What our conduct and actions should be regarding what is right and good

d

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

Which statement by a nurse most clearly demonstrates an intuitionist framework for ethical decision making? a. "I'll make the best decision if I choose the option that comes to mind first rather than overanalyzing the situation." b. "I'm trying to think of as many different options as I can rather than focusing on those that look most attractive." c. "It's important that I consider the effect of my decision on the organization, not just the people who are directly involved." d. "I've got to look at this situation on the basis of its unique characteristics, not by comparing it to other situations."

d

Which statement is true concerning political action of nurses? a. Political action is often contrary to codes of ethics. b. Political action mainly takes place through the American Nurses Association c. Nurses' primary focus is to speak out on consumer health-related issues. d. Nurses have not yet recognized the full potential of political activity.

d

Which strategy best demonstrates an understanding of the managers role as an advocate for his or her subordinates? a. Posting a copy of the code of ethics in the staff room b. Addressing an employee's high rate of absenteeism c. Establishing friendships with as many of the nurses as possible d. Working with primary care providers to expand standing nursing orders

d

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 characteristics? 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.

d, e