Chapter 6 Flashcards

1
Q

Which statement regarding the responsibility of a manager in advocacy is accurate?
A) Advocacy is a management function and not a leadership role
B) Managers advocate only as needed to meet organizational goals
C) Managers should advocate for patients as well as subordinates
D) Professional advocacy is not a primary concern for most managers

A

C) Managers should advocate for patients as well as subordinates

Advocacy is helping others to grow and self-actualize. The manager must be an
advocate for patients, subordinates, and the nursing profession. The remaining
statements are not accurate descriptions of the manager’s role as advocate.

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2
Q

How is the action of advocacy described?
A) Informing others of their rights and making certain they have sufficient
information to make decisions
B) Learning about the need for a decision and then making a good decision for other
people
C) Supporting an individual’s right to make a decision even when they do not have
accurate information
D) Protecting the rights of patients in accordance with the law

A

A) Informing others of their rights and making certain they have sufficient
information to make decisions

The advocate informs others of their rights and makes certain they have sufficient
information to make decisions. The remaining options are incorrect when describing the
action associated with advocacy.

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3
Q

Even after a lengthy discussion concerning the ramifications, a patient wants to leave
the hospital against medical advice (AMA). What would the nurse do in the role of
patient advocate?
A) Encourage the patient to wait until morning to leave the hospital
B) Ask family members to help talk the patient out of the decision
C) Call the security guard to escort the patient off hospital property
D) Make sure the patient has appropriate follow-up appointments

A

D) Make sure the patient has appropriate follow-up appointments

As advocate for this patient, you have made sure he is informed of the ramifications of
leaving AMA; however, it is a patient’s right to refuse treatment. The other options fail
to recognize the patient’s right to make autonomous choices.

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4
Q

Which statement about a national Patient Bill of Rights is accurate?
A) Not yet been enacted by the federal government
B) Became the law of the land
C) Became legally binding in every state
D) Has not been beneficial to patients

A

A) Not yet been enacted by the federal government

Although there has been significant progress in the field of patient rights since 1960,
there is still no comprehensive federal legislation directed at the granting and protection
of patient rights.

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5
Q
Who plays a primary role in ensuring that workers have reasonable, working schedules?
A) Unions
B) Top administrators
C) Managers
D) Federal government
A

C) Managers

In workplace advocacy, the manager works to see that the work environment is both
safe and conducive to professional and personal growth for subordinates. The other
options play a role in such situations but the manager has the primary responsibility.

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6
Q
Which situation is a reality for whistle-blowers?
A) Retaliation against them is illegal
B) Fellow workers are supportive of them
C) Federal and State law protects them
D) They are often afraid to speak out
A

D) They are often afraid to speak out

Although whistle-blower protection has been advocated for at the federal level and has
been passed in some states, many employees are reluctant to report unsafe conditions for
fear of retaliation. Nurses should check with their state association to assess the status of
whistle-blower protection in their state. Retaliation and resentment still exist against
these individuals in many situations.

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7
Q

Which statement is true regarding political action committees (PACs)?
A) They attempt to persuade legislators to vote in a particular way
B) They are comprised of volunteers who are interested in politics
C) Their focus is the passage of specific pieces of legislature
D) They appear to have little influence with law makers

A

A) They attempt to persuade legislators to vote in a particular way

PACs of the Congress of Industrial Organizations attempt to persuade legislators to vote
in a particular way. Lobbyists of the PAC may be members of a group interested in a
particular law or paid agents of the group that wants a specific bill passed or defeated.
Currently, PACs appear to have a significant amount of influence on law makers and the
legislative process.

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8
Q

Which factor has the greatest influence on a legislator?
A) Form letters from group members
B) Individual phone calls from constituents
C) Meeting with a strong collective political group
D) A personal visit by an individual constituent

A

C) Meeting with a strong collective political group

Legislators and policy makers generally are more willing to deal with a group rather
than individuals; thus, joining and supporting professional organizations allow nurses to
become active in lobbying for a stronger nurse practice act or for the creation or
expansion of advanced nursing roles.

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9
Q

Which strategies would demonstrate an understanding of effective preparation for a
television interview to discuss issues affecting nursing today? Select all that apply
A) Be focused on key points.
B) Introduce statistics that support the key points
C) Repeat key points several times during the interview
D) Provide background material related to the key points

A

A) Be focused on key points.
B) Introduce statistics that support the key points
C) Repeat key points several times during the interview
D) Provide background material related to the key points

The best strategies for a television interview are to be prepared and to stick to three or
four key points that will drive home your message, and repeat them during the
interview. Concentrating on popular points is not necessarily where the focus should be
directed.

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10
Q

What statement is true concerning nurses as a political body?
A) They are very committed to both their profession and the political process
B) Many are active members of the American Nurses Association (ANA)
C) Their primary focus is to speak out on consumer health-related issues
D) They have not yet recognized the full potential of political activity

A

D) They have not yet recognized the full potential of political activity

As a whole, the nursing profession has not yet recognized the full potential of collective
political activity. Nurses must exert their collective influence and make their concerns
known to policy makers before they can have a major impact on political and legislative
outcomes. The remaining options are not true of nurses in general.

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11
Q

Which leadership role is associated with advocacy?
A) Create a climate where advocacy and its associated risk-taking are valued
B) Give subordinates and patients adequate information to make informed decisions
C) Ensure that rights and values of patients supersede those of the health-care
providers
D) Seek appropriate consultation when advocacy results in intrapersonal or
interpersonal conflict

A

A) Create a climate where advocacy and its associated risk-taking are valued

A leadership role associated with advocacy is to create a climate where advocacy and its
associated risk-taking are valued. Management functions include the following: give
subordinates and patients adequate information to make informed decisions; ensure that
rights and values of patients supersede those of the health-care providers; and seek
appropriate consultation when advocacy results in intrapersonal or interpersonal
conflict.

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12
Q

Which management function is associated with advocacy?
A) Awareness of current legislative efforts affecting nursing practice and
organizational and unit management
B) Role modeling proactive involvement in health-care policy through both formal
and informal interactions with the media and legislative representatives
C) Participation in professional nursing organizations and other groups that seek to
advance the profession of nursing
D) Assertively advocating on behalf of patients and subordinates when an
intermediary is necessary

A

A) Awareness of current legislative efforts affecting nursing practice and
organizational and unit management

A management function associated with advocacy is awareness of current legislative
efforts affecting nursing practice and organizational and unit management. Leadership
roles include the following: role models’ proactive involvement in health-care policy
through both formal and informal interactions with the media and legislative
representatives; participates in professional nursing organizations and other groups that
seek to advance the profession of nursing; assertively advocate on behalf of patients and
subordinates when an intermediary is necessary.

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13
Q

How can nurses act as advocates? Select all that apply.
A) Helping others make informed decisions
B) Directly intervening on behalf of others
C) Providing consent to treat for the cognitively impaired patients
D) Making health-care decisions for those who are not able to do so

A

A) Helping others make informed decisions
C) Providing consent to treat for the cognitively impaired patients
D) Making health-care decisions for those who are not able to do so

Nurses may act as advocates by either helping others make informed decisions, by
acting as intermediary in the environment, or by directly intervening on behalf of others.
Advocates do not make decisions or provide consent but rather educate patients so they
can be informed.

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14
Q

Which characteristic associated with being a patient increases 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) Physical or psychosocial limitations negatively impacted autonomy
D) Illness tends to make an individual more vulnerable to unethical activities

A

A) Loss of physical freedom as a result of extended hospitalizations
B) Decreased independence due to physical or psychosocial limitations
C) Physical or psychosocial limitations negatively impacted autonomy
D) Illness tends to make an individual more vulnerable to unethical activities

Patient advocacy is necessary because disease almost always results in decreased
independence, loss of freedom, and interference with the ability to make choices
autonomously. In addition, aging, as well as physical, mental, or social disability may
make individuals more vulnerable and in need of advocacy. It is not true that cognitive
function is impaired as a result of chronic and/or acute illness.
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15
Q

Which are common areas requiring nurseñpatient advocacy? Select all that apply.
A) Securing patient consents
B) Preventing medication errors
C) Facilitating access to health-care services
D) Respect for patient dignity and cultural values

A

A) Securing patient consents
B) Preventing medication errors
C) Facilitating access to health-care services
D) Respect for patient dignity and cultural values

Common areas requiring nurseñpatient advocacy include inadequate patient consents;
medical errors; access to health care; and respect for patient dignity and cultural values.
While hospitalization is expensive, education on this subject is not considered a nursing
advocacy role.

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16
Q

Which intervention demonstrates that the nurse-manager is to advocate for patients in
common areas of concern? Select all that apply.
A) Staffing a unit with sufficient care providers
B) Orienting staff to safely use a new patient lift
C) Providing an in-service on culturally meeting end-of-life needs
D) Arranging for patient consultations with members of the financial office

A

A) Staffing a unit with sufficient care providers
B) Orienting staff to safely use a new patient lift
C) Providing an in-service on culturally meeting end-of-life needs
D) Arranging for patient consultations with members of the financial office

Common areas for managers to advocate for patients include distribution of resources;
use of technology; end-of-life decisions; and health-care reimbursement. While
aesthetics is an important consideration, it is not a common area for managers to act as
advocators

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17
Q
Whose rights do the legislative controls of nursing practice primarily protect?
A) Patients
B) Subordinates
C) Managers
D) Administrators
A

A) Patients

The legislative controls of nursing practice primarily protect the rights of patients.
Protection of those identified by the other options while important is the primary focus
of the nursing practice legislative bodies.

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18
Q
Patients were often denied basic human rights until when?
A) 1940s
B) 1950s
C) 1960s
D) 1970s
A

C) 1960s

Until the 1960s patients had few rights; in fact, patients before then often were denied
basic human rights. Conditions improved by the 1970s.

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19
Q

The Patient’s Bill of Rights established by which body has the most legal authority?
A) A health-care organization
B) A professional medical organization
C) A regulation professional nursing organization
D) A specific state

A

D) A specific state

A bill of rights that has become law or state regulation has the most legal authority
because it provides the patient with legal recourse. A bill of rights issued by health-care
organization and professional associations is not legally binding but may influence
federal or state funding and certainly should be considered professionally binding.

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20
Q

Which standard of the American Nurses Association (ANA) Scope and Standards for
Nurse Administrators suggests that nurse administrators should advocate for
subordinates as well as patients?
A) II
B) III
C) IV
D) V

A

D) V

Standard V of the ANA Scope and Standards for Nurse Administrators suggests that
nurse administrators should advocate for subordinates as well as patients. This issue is
not addressed in the other options.

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21
Q

Which nursing intervention demonstrates attention to the nursing values central to
patient advocacy? Select all that apply.
A) Assuring the patient that their wishes will be respected regarding the care they
receive
B) Identifying the patient’s religious dietary practices when discussing a prescribed
diet
C) Answering the patient’s questions regarding the alternatives to a proposed
procedure
D) Suggesting to a patient that a social services consult would help with discharge
needs

A

A) Assuring the patient that their wishes will be respected regarding the care they
receive
B) Identifying the patient’s religious dietary practices when discussing a prescribed
diet
C) Answering the patient’s questions regarding the alternatives to a proposed
procedure
D) Suggesting to a patient that a social services consult would help with discharge
needs

The nursing values central to advocacy emphasize caring, autonomy, respect, and
empowerment. While appropriate, comforting a patient is not an act of advocacy in this
situation.

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22
Q

Which strategy demonstrates an understanding of the management’s role as advocate for
their subordinates? Select all that apply.
A) Staff representatives on all unit committees
B) Monthly ìbrown bag lunchesî with the staff
C) Requests revising criteria for granting a ìleave of absenceî
D) Working with primary care providers to expand standing nursing orders

A

A) Staff representatives on all unit committees
B) Monthly ìbrown bag lunchesî with the staff
C) Requests revising criteria for granting a ìleave of absenceî
D) Working with primary care providers to expand standing nursing orders

The following are suggestions for creating an environment that promotes subordinate
advocacy: Invite collaborative decision making; get to know staff personally; ìgo to batî
for staff when needed; and promote nurse autonomy. Rather than anticipating
educational needs, the manager advocates by asking for and then respecting their
suggestions by planning accordingly.

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23
Q
Managerial advocacy has resulted in which profession of nursing characteristics? Select
all that apply.
A) Ethical code
B) Legal recognition
C) Nurse Practice Acts
D) Professional licensing
A

A) Ethical code
B) Legal recognition
C) Nurse Practice Acts
D) Professional licensing

Managers must be advocates for the nursing profession. It was nurses who pushed for
accountability through state nurse practice acts and state licensing. Nurse-leaders
collaborated on defining the profession, achieving legal recognition of the profession
and establishing a culture for professional nursing which has continued to the present
time. Advocating for professional nursing is a leadership role. Professional issues are
always ethical issues. When nurses find a discrepancy between their perceived role and
society’s expectations, they have a responsibility to advocate for the profession. This
includes speaking out on consumer issues, continuing and expanding attempts to
influence legislation, and increasing membership on governmental health policy-making
boards and councils. Only then will nurses be able to influence the tremendous problems
facing society today.

24
Q

Which statement correctly identifies the composition of a letter to a legislator? Select all
that apply.
A) Identify yourself as a constituent in the first paragraph
B) State your reason for writing in the second paragraph
C) Sign the letter and include your contact information
D) Address the legislator by title

A

A) Identify yourself as a constituent in the first paragraph
C) Sign the letter and include your contact information
D) Address the legislator by title

Personal letters are more influential than formal letters, and the tone should be formal
but polite. The letter should also be concise (not more than one page). Be sure to address
the legislator properly by title. Establish your credibility early in the letter as both a
constituent and a health-care expert. State your reason for writing the letter in the first
paragraph, and refer to the specific bill that you are writing about. Then, state your
position on the issue and give personal examples as necessary to support your position.
Offer your assistance as a resource person for additional information. Sign the letter,
including your name and contact information. Remember to be persistent, and write
legislators repeatedly who are undecided on an issue. Display 6.5 displays a format
common to letters written to legislators.

25
Q

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
understandings the appropriate way to response to such a request? Select all that apply.
A) ìI’ll include the latest data on the subject.î
B) ìWhen will you need to have the final draft of my article?î
C) ìAre you comfortable with me focusing on 3 key points related to this topic?î
D) ìThat isn’t my field of expertise but I will contact a peer with that knowledge.î

A

A) ìI’ll include the latest data on the subject.î
B) ìWhen will you need to have the final draft of my article?î
C) ìAre you comfortable with me focusing on 3 key points related to this topic?î
D) ìThat isn’t my field of expertise but I will contact a peer with that knowledge.î

Tips of effective interaction with the media include respecting and meeting their
deadlines, having key facts ready to include, limiting key points to two or three, and not
being afraid to say you lack that specific expertise. One should assume, until proven
otherwise, that the reporter will be fair and accurate in his/her reporting.

26
Q

The nurse manager is concerned about the apparent lack of staff motivation to improve client care on a unit. How should this manager use motivational theories to help improve this situation?

  1. Choose one theory that the manager thinks best suits the situation.
  2. Review several theories but use no more than two.
  3. Combine theories to develop a plan for this specific unit.
  4. Review the motivational theories, but don’t depend on any of them to work in “the real world.”
A
  1. Combine theories to develop a plan for this specific unit.

The manager will encounter workers who are motivated in a variety of ways. The manager should learn about as many theories as possible and combine them to suit the specific population of the unit.

27
Q

There is substantial unrest among the staff of an intensive care unit that has resulted in negative client outcomes. Which employee factors should the manager assess first?

  1. Motivation and ability to be effective in the job
  2. The age of employees and their social background
  3. Gender and educational preparation of staff
  4. Experience base of employees and their attitude toward the job
A
  1. Motivation and ability to be effective in the job

Research has found an employee’s ability and motivation to be the two major dimensions that most affect the employee’s effectiveness.

28
Q

A registered nurse is dissatisfied with the wages and health benefits available in his current position and decides to seek other employment. This employee’s frustration is most linked to which motivational theory?

  1. Reinforcement theory
  2. Process theory
  3. Content theory
  4. Equity theory
A
  1. Content theory

Content theories explain why a person behaves in a particular manner, emphasizing the individual’s needs or the rewards that satisfy those needs—in this case, wages and health benefits.

29
Q

In an attempt to decrease tardiness, a hospital gives employees an extra hour’s pay for each wage period that the employee has not been late for work. This incentive program is an example of which theory?

  1. Expectancy
  2. Shaping
  3. Equity
  4. Goal-setting
A
  1. Expectancy

Expectancy theory emphasizes the role of rewards to the employee in order to increase a desired behavior.

30
Q

The hospital has initiated a new fall risk assessment tool. The nurse manager would like to reward those staff members who use the tool regularly. Which method of reinforcement would be most successful in getting long-term compliance?

  1. A coupon for free lunch for staff members each time they use the tool
  2. A counseling session with the nurse manager when the assessment tool has not been used
  3. A coupon for a free lunch for staff members who, according to a medical record review of nursing documentation, consistently use the tool correctly
  4. A pizza party for the staff when there is 100 percent compliance
A
  1. A coupon for a free lunch for staff members who, according to a medical record review of nursing documentation, consistently use the tool correctly

When giving reinforcement for desired behaviors, the reward should be seen as positive for the employee and based on continued performance.

31
Q

The nursing administration has instituted a “horizontal promotion” system within the nursing department. What benefit is this program to the staff nurse?

  1. The most competent nurses will rise to managerial positions.
  2. It rewards the nurse’s clinical excellence.
  3. Over time the nurse will move steadily upward through the levels.
  4. The process is practice based rather than research based.
A
  1. It rewards the nurse’s clinical excellence.

Horizontal promotion is a reward for clinical excellence.

32
Q
A nurse manager is investigating the application of the principles of equity theory to rewarding staff. Which options are rewards that the manager could influence?
Select all that apply.
1. Job satisfaction
2. Prestige
3. Pay
4. Ability
5. Effort
A
  1. Job satisfaction
  2. Prestige

Rationale 1: Job satisfaction is a reward that the manager could influence.
Rationale 2: The prestige associated with a job is a reward the manager could influence.

33
Q

The nurse manager has identified physical assessment skills lacking in a new registered nurse. Using goal-setting theory, which statement by the manager would be the most effective in enhancing the nurse’s assessment skills?

  1. “You need to work on your health assessment skills before your next employee evaluation.”
  2. “Get someone to help you with your health assessment skills by the end of the month.”
  3. “Read a health assessment book and practice your skills.”
  4. “Plan to study one body system a week and demonstrate your assessment skills to me every week.”
A
  1. “Plan to study one body system a week and demonstrate your assessment skills to me every week.”

Rationale 4: A measurable, realistic, and obtainable goal with a component of follow-up will be more motivating to the nurse.

34
Q

An experienced nurse often answers less experienced nurses’ questions about client care and teaches hemodynamics during orientation to the unit. The nurse has also participated in research into hemodynamic monitoring of ICU clients. Which clinical ladder designation does this nurse best exemplify?

  1. Clinical colleague
  2. Clinical mentor
  3. Clinical leader
  4. Clinical expert
A
  1. Clinical expert

Rationale 4: The clinical expert combines teaching and research with practice.

35
Q

A nurse manager has planned orientation activities for a new registered nurse. The new nurse is required to observe shift report and UAP delegation for a week. Then the new nurse is required to take shift report and delegate UAP assignments for a week. What is the rationale for making this orientation assignment?

  1. Delegation is not taught at all nursing schools.
  2. Shift report differs in all hospitals.
  3. Shift report and UAP delegation are minimal tasks and good for novice nurses.
  4. The manager should focus on those skills specific to the new nurse’s role.
A
  1. The manager should focus on those skills specific to the new nurse’s role.

Successful orientation requires that the nurse understand job responsibilities. The manager should focus on those items unique to the employee’s specific job. Learning how to delegate staff will take time, and orientation is a good opportunity to allow the employee to learn this role.

36
Q

The newly licensed nurse is delighted to have been hired at a Magnet hospital and says, “They even assigned me a mentor.” What is erroneous about this statement?

  1. Magnet hospitals do not hire new graduates.
  2. Magnet hospitals do not use mentor programs.
  3. Mentors are only assigned to experienced nurses.
  4. Preceptors are assigned; mentors choose protégés.
A
  1. Preceptors are assigned; mentors choose protégés.

The nurse is mistakenly describing a preceptor as a mentor. Preceptors are assigned, whereas mentors choose protégés.

37
Q

The nurse has expressed job dissatisfaction to the unit manager. The manager assigns another staff member as a coach for this nurse. What is the most important aspect of the coach’s job?

  1. Get the nurse to explain the cause of the dissatisfaction.
  2. Conduct the relationship in a confidential manner.
  3. Encourage the nurse to stay in the organization.
  4. Help the nurse increase bedside skill competency.
A
  1. Conduct the relationship in a confidential manner.

Rationale 2: The relationship and the information divulged must be treated in a confidential manner.

38
Q

The staff development nurse has elected to use coaching as a staff development technique. Which situation is an example of this technique?

  1. Pairing a newly licensed nurse with a nurse who has worked on the unit for 5 years
  2. Matching a newly hired male nurse with a newly hired female nurse
  3. Pairing a nurse with conflict management experience with an employee who has expressed dissatisfaction with the job
  4. Matching nurses who have similar educational and cultural backgrounds when selecting participants for an educational offering
A
  1. Pairing a nurse with conflict management experience with an employee who has expressed dissatisfaction with the job

Rationale 3: Coaching is a strategy suggested to address a nurse’s job dissatisfaction.

39
Q

The nurse manager tells a newly licensed nurse that having a mentor is a benefit to career development. What should the new nurse expect from a mentor–protégé relationship?

  1. The protégé will select the mentor.
  2. Once established, this relationship lasts forever.
  3. The relationship will develop through stages.
  4. Mentors are generally of the opposite gender as the protégé.
A
  1. The relationship will develop through stages.

These relationships move through a definable series of stages, just like most relationships.

40
Q

The nurse manager is reviewing the current staff to determine who should precept a newly licensed nurse. Which nurse is the most logical choice?

  1. A nurse who needs the temporary pay increase that accompanies precepting
  2. A nurse who is clinically competent and has the desire to assume the responsibility to train new staff
  3. A nurse who has expressed the desire for additional training and unit responsibilities
  4. The nurse who needs to work an 8-hour schedule for a few weeks while recovering from a work-related accident
A
  1. A nurse who is clinically competent and has the desire to assume the responsibility to train new staff

Clinical competence and concern for effective orientation of new nurses are critical attributes for the preceptor.

41
Q

After the second week of orientation the new nurse witnesses the death of a child in the ED. Which role should this nurse’s preceptor focus on at this time?

  1. Orientation of the nurse to protocols associated with this death
  2. Socialization of the nurse to the staff
  3. Counseling the new nurse
  4. Serving as a role model
A
  1. Counseling the new nurse

In this situation the most important role is counseling.

42
Q

Which findings associated with an employee are likely to be considered when discussing performance?

Select all that apply.

  1. The employee states, “I have to work so that we can have insurance coverage for our disabled child.”
  2. The employee has been tardy on one occasion when an unexpected snow fell just before shift change.
  3. The employee was involved in a motor vehicle accident last fall.
  4. The employee found a purse containing $200 in the cafeteria and turned it in to security.
  5. The employee made two work errors requiring incident reports in the last year.
A
  1. The employee has been tardy on one occasion when an unexpected snow fell just before shift change.
  2. The employee found a purse containing $200 in the cafeteria and turned it in to security.
  3. The employee made two work errors requiring incident reports in the last year.

Rationale 2: Punctuality is a performance measure.
Rationale 4: Honesty and trustworthiness are considered performance measures.
Rationale 5: Work errors are considered performance measures.

43
Q

A nurse manager wishes to use a model of job performance to help match employees and tasks to achieve the greatest effectiveness. What should the manager do first?

  1. Evaluate each employee’s educational and experiential background.
  2. Establish, in writing, the expectations of each task.
  3. Consider how much variation from standard is acceptable.
  4. Review unit statistics for incidents, errors, and accidents.
A
  1. Establish, in writing, the expectations of each task.

In order to know which employee can do the task, a description of how the task looks when it is done correctly must be established.

44
Q

Which job behaviors would the nurse executive consider troublesome no matter which unit employed the nurse?
Select all that apply.
1. The nurse made two medication errors today that resulted in poor client outcomes.
2. A nurse was tardy twice last month due to car trouble.
3. A manager reports that a nurse used a piece of equipment that had been taken out of service for malfunction.
4. A nurse did not report to work for 2 days and did not call in the absence.
5. A physician calls to complain that a nurse was rude.

A
  1. The nurse made two medication errors today that resulted in poor client outcomes.
  2. A manager reports that a nurse used a piece of equipment that had been taken out of service for malfunction.
  3. A nurse did not report to work for 2 days and did not call in the absence.

Rationale 1: Medication errors are serious no matter where they occur.
Rationale 3: Using malfunctioning equipment is a serious problem, no matter where it occurs.
Rationale 4: Not calling to report intended absence is a serious problem.

45
Q

A unit secretary is chronically late returning from breaks. The rest of the secretary’s work is excellent and he is always helpful and supportive of nurses and client families. The nurse manager has discussed the lateness with him, but it has not stopped. Thinking this might be an attention-seeking behavior, the manager decides to use extinction as a strategy. What should the manager do?

Select all that apply.

  1. Offer the secretary a free lunch if he can go 1 week without being late.
  2. Ignore the behavior.
  3. Place a large alarm clock in the break room and set it each time the secretary takes a break.
  4. Plan to be away from the secretary’s area during his break times.
  5. Tell the secretary that one more late return will result in a written critical incident report.
A
  1. Ignore the behavior.
  2. Plan to be away from the secretary’s area during his break times.

Rationale 2: Extinction occurs when the stimulus to continue the behavior is removed. In this case, the secretary will no longer get the manager’s attention.
Rationale 4: If the manager is not there to see the lateness and “reward” the employee with attention, perhaps the behavior will stop.

46
Q

A staff nurse is not meeting job expectations. The manager has followed some standard strategies such as counseling to try to motivate the nurse, but they have not been successful. When discussing the situation with the supervisor, the manager says, “I think I will try shaping strategies.” What can the supervisor expect of the staff nurse’s performance?

  1. It should gradually move toward the expected behaviors.
  2. The behaviors will likely get worse before they get better.
  3. The nurse will probably get frustrated and resign.
  4. Performance should be at expected levels within a week.
A
  1. It should gradually move toward the expected behaviors.

Shaping consists of moving the person toward desired behaviors a little at a time.

47
Q

A newly licensed nurse is considering a job offer at a hospital that offers a residency program. The nurse should expect to be in this program for up to _____ months.

A

18

Residency programs are 12- to 18-month programs designed to acclimate new graduates to the work environment.

48
Q

A nurse executive is trying to convince the hospital management team that a clinical ladder system would work well in nursing. Which points should the nurse include in this argument?

Select all that apply.

  1. Clinical ladders keep very good nurses at the bedside.
  2. These programs prove to be worth their cost.
  3. These programs reveal substandard nurses quickly so they can be terminated.
  4. Similar programs have been shown to improve nurse job satisfaction.
  5. Quality of client care increases with these programs.
A
  1. Clinical ladders keep very good nurses at the bedside.
  2. These programs prove to be worth their cost.
  3. Similar programs have been shown to improve nurse job satisfaction.
  4. Quality of client care increases with these programs.

Rationale 1: Nurses with excellent clinical skills are promoted, but not into management. They stay at the bedside.
Rationale 2: Evaluation of established programs has shown substantial positive fiscal impact.
Rationale 4: Improvement of job satisfaction has been shown to be a result of clinical ladder programs.
Rationale 5: The programs have been shown to increase quality of client care.

49
Q

A nurse executive says, “I would really like to develop our current nurses so they can take a greater leadership role in the future.” Why is this a good management plan?

Select all that apply.

  1. Employees with a long history at the facility are easier to control.
  2. This method of developing leaders has proved to be cost-effective.
  3. The leadership development can be varied according to the needs of the nurse.
  4. When leaders are developed from within, management is already aware of their strengths and weaknesses.
  5. The specific needs of the organization can be served.
A
  1. This method of developing leaders has proved to be cost-effective.
  2. The leadership development can be varied according to the needs of the nurse.
  3. When leaders are developed from within, management is already aware of their strengths and weaknesses.
  4. The specific needs of the organization can be served.

Rationale 2: Cost-effectiveness comes from retaining high-performing nurses.
Rationale 3: Many nurse leaders fail, not because they don’t want to be a leader, but because they don’t have the tools and skills they need. When a leader is developed from within, these tools and skills can be tailored to the individual.
Rationale 4: When a nurse has worked at the hospital as a staff nurse, strengths and weaknesses are revealed.
Rationale 5: Since the leaders are being developed from within, the organization can match strengths and interests to identified needs.

50
Q

During strategic planning, the committee finds a need to develop a succession plan for the facility. What committee findings would draw attention to this need?

Select all that apply.

  1. More nurses are electing to move into management positions.
  2. Many of the facility’s senior nursing managers indicate they will likely retire within 5 years.
  3. The nursing shortage in the area continues to worsen.
  4. Salaries continue to rise, making profitability low.
  5. Many of the nurses moved into leadership positions fail.
A
  1. Many of the facility’s senior nursing managers indicate they will likely retire within 5 years.
  2. The nursing shortage in the area continues to worsen.

Rationale 2: In general, nursing is experiencing retirement of many experienced and excellent nurses, both from the bedside and from management.
Rationale 3: As the nursing shortage worsens or continues, fewer nurses will be available to fill management openings.

51
Q

In order to develop a succession-planning program as rapidly as possible, the management team has elected to divide the processes up among team members. Which assignments would be expected?

Select all that apply.

  1. “Identify the most important things that managers do.”
  2. “Find out how much managers in the local area hospitals are paid.”
  3. “Decide which current nurses would make good managers.”
  4. “Analyze management training opportunities.”
  5. “Research generational change theory.”
A
  1. “Identify the most important things that managers do.”
  2. “Decide which current nurses would make good managers.”
  3. “Analyze management training opportunities.”

Rationale 1: This is identification of core competencies and is the first step in designing a succession plan.
Rationale 3: Identifying potential recruits is part of a succession plan.
Rationale 4: Providing opportunities for development and growth is a key part of a succession plan.

52
Q

A nurse manager often uses negative reinforcers as part of operant conditioning in order to inhibit undesirable behaviors. What often results from this action?

Select all that apply.

  1. The employee ducks into a client room each time the manager is seen.
  2. The undesirable behavior vanishes permanently.
  3. No improvement in the frequency of the undesired behavior is seen.
  4. The employee calls in sick more often.
  5. The manager must constantly monitor the situation.
A
  1. The employee ducks into a client room each time the manager is seen.
  2. No improvement in the frequency of the undesired behavior is seen.
  3. The employee calls in sick more often.
  4. The manager must constantly monitor the situation.

Rationale 1: Avoidance behavior can be a result of use of negative reinforcers.
Rationale 3: Often negative reinforcers, or punishment, do not result in a decrease in the undesired behavior.
Rationale 4: Calling in sick is a way of avoiding the punishment.
Rationale 5: If the manager stops monitoring the situation and does not consistently employ the negative reinforcer, the behavior resurfaces.

53
Q

A nurse manager has scheduled several on-the-job instruction sessions. Why would the nurse choose this format?

Select all that apply.

  1. It is very cost-effective.
  2. Travel expenses are minimized.
  3. The professional educators used are experts in adult learning.
  4. Transfer-of-learning issues are eliminated.
  5. The learners are motivated to learn.
A
  1. It is very cost-effective.
  2. Travel expenses are minimized.
  3. Transfer-of-learning issues are eliminated.
  4. The learners are motivated to learn.

Rationale 1: On-the-job instruction is one of the most cost-effective methods.
Rationale 2: When training is on-the-job there is no need to leave the facility campus.
Rationale 4: Since the nurse is learning while doing the skill or procedure, there is no issue with transfer of learning.
Rationale 5: Since the nurses are learning something they are actively doing, they are motivated to learn.

54
Q

A nurse has been asked to teach newly hired nurses how to operate some client care equipment that the unit has just received. The nurse says, “I’d love to do this, but someone else will need to take my clients today.” How should the manager respond?

  1. “You will need to work the education into your day as you take care of clients.”
  2. “This will be a good break for you.”
  3. “You can use the classroom in the hospital basement for your instruction.”
  4. “I will authorize your additional salary for the next pay period.”
A
  1. “You will need to work the education into your day as you take care of clients.”

The teaching assignment should not been seen as a chance to get away from caring for clients.

55
Q

A nurse manager is selecting nurses to serve as teachers in on-the-job instruction. What qualifications should these nurses hold?

Select all that apply.

  1. At least one nursing degree higher than those being taught
  2. Willingness to teach new nurses
  3. Ability to explain procedures accurately and clearly
  4. Formal instruction in educational methodology
  5. Experience as a clinical preceptor
A
  1. Willingness to teach new nurses
  2. Ability to explain procedures accurately and clearly

Rationale 2: Willingness to take on the role of teacher is essential.
Rationale 3: Ability to teach is essential.