FUNDA LEC EXAM (PART 1)

Question 1

is the joint action and
willingness of the people to work toward
the same end goal.

Answer 1

teamwork

Question 2

The action of working with someone to
produce or create something. Team
members have different skills sets, but still
share similar goals.

Answer 2

collaboration

Question 3

a collaborative relationship
between two or more parties based on trust,
equality and mutual understanding for the
achievement of a special goal.

Answer 3

partnership

Question 4

a nonspecific term for a
relationship which strives for balance,
equality and mutual respect, and in which
information, power and responsibility are
shared by two or more actual or legal
persons.

Answer 4

partnership

Question 5

The ability to “function effectively with nursing
and interprofessional teams, fostering open
communication, mutual respect, and shared
decision-making to achieve quality patient
care”

Answer 5

teamwork and collaboration

Question 6

is not always a linear process. Identifying and
understanding causes for changes in the team behaviors can help
the team maximize its processes and productivity.

Answer 6

team development

Question 7

Being _____ means understanding who you
are and how others see you.

Answer 7

self-aware

Question 8

commits to that same understanding at a collective level, with the right approach and true ongoing commitment:
• Fosters a culture that encourages communication and feedback at all levels, where honesty trumps hierarchy and even the lowest-ranking member feels safe putting problems on the table.

Answer 8

self aware team

Question 9

Qualities critical for workplace success include:

Answer 9

1. emotional intelligence,
2. empathy,
3. influence,
4. persuasion,
5. Communication
6. collaboration.

Question 10

Research suggests that when we see ourselves clearly, we are
more confident and more creative.
• We make sounder decisions, build stronger relationships, and
communicate more effectively.
• We are less likely to lie, cheat or steal.
• We are better workers who get more promotions, and become
more effective leaders with more satisfied employees and
more profitable companies.
• Self-awareness isn’t one truth, it’s a delicate balance of two
distinct, even competing viewpoints.

Answer 10

cultivating self-awareness

Question 11

how to cultivate self awareness?

Answer 11

A. Understand what self-awareness really is.
B. Learn that experience and power hinder self-awareness.
C. Know that introspections doesn’t always improve
awareness

Question 12

what are the two types of self awareness?

Answer 12

internal and external self awareness

Question 13

Means understanding how others
view us in terms of those same
factors listed above. Research shows
that people who know how others
see them are more skilled at showing
empathy and taking others’
perspectives. For leaders who see
themselves as their employees do,
their employees tend to have a
better relationship with them, feel
more satisfied with them, and see
them as more effective in general.

Answer 13

external self awareness

Question 14

Represents how clearly we see our
own values, passions, aspirations, fit
with our environment, reactions
(including thoughts, feelings,
behaviors, strengths and
weaknesses), and impact on others and is associated
with higher job and relationship
satisfaction, personal and social
control, and happiness; it is
negatively related to anxiety, stress
and depression.

Answer 14

internal self awareness

Question 15

what are the four self-awareness archetypes

Answer 15

1. introspection
2. seekers
3. aware
4. pleasers

Question 16

high self awareness teams and low self awareness teams

Answer 16

• 65 and 35 for conflict
• 73 and 27 for coordination
• 68 and 32 for decision quality

Question 17

Studies have shown that people do not always learn from experience, that
expertise does not help people root out false information, and that seeing
ourselves as highly experienced can keep us from doing our homework, seeking
disconfirming evidence, and questioning our assumptions.
And just as experience can lead to a false sense of confidence about our
performance, it can also make us overconfident about our level of self-
knowledge.

Answer 17

experience and power hinder self-awareness

Question 18

Introspection is examining the causes of one’s thoughts, feelings and
behaviors. The most common introspective question “why?” is a
surprisingly ineffective self-awareness question because it invites
unproductive negative thoughts. They are likely to land on an explanation
of fears, short comings, insecurities, deficiencies, rather than a rational
assessment of their strength and weaknesses. “What” questions helps one
stay objective, future-focused, and empowered to act on new insights.

Answer 18

Introspection Doesn’t Always Improve Awareness

Question 19

7 ways to develop self aware team

Answer 19

1. Being present increases productivity
2. Move from blind spots to bright spots
3. Nurture a Culture of Clarity and Transparency
4. Turn Awareness into a Team Practice.
5. Self-aware people don’t fight reality – they adapt and thrive
6. Go deep, but mind the gap
7. Encourage self-development, not
   just awareness

Question 20

Developing self-awareness requires _____________. When compassion and empathy rise, so
does the higher self. With intensions and purpose, a self-aware
human can significantly impact the world around them as they tend
to show up with confidence, self-worth, and high success rates.

Answer 20

higher level cognitive
processing. It requires an information-gathering perspective. This
processing results in increases in adaptability and flexibility. Having
increased self-awareness builds resilience and improves our ability to
empathize with others.

Question 21

The most basic, fundamental type of social group that
consist of only two people. The relationship between the two
people can be linked through romantic interest, family
relation, work, school, business, and so on. In a dyad, both
members of the group must cooperate to make it work, if
one fail to cooperate, the group will fall apart.

Answer 21

dyad

Question 22

The purpose of a dyad leadership approach is to help organizations on the ff:

Answer 22

• meet strategic goals, • enhance the leadership skills of new clinical leaders, • promote shared accountability across divisions, • model partnering throughout the organization as a means of collectively improving
clinical outcomes.

Question 23

The dyad model complements the curriculum components
and advances trainee understanding of 4 core domains:

Answer 23

• Shared-decision-making (SDM),
• Sustained relationships (SR),
• Interprofessional collaboration (IPC), and
• Performance improvement (PI).

Question 24

Defined as a collection of individuals who have regular
contact and frequent interactions, mutual influence,
common feeling of camaraderie, and who work together to
achieve a common set of goals.

Answer 24

group

Question 25

what are the types of groups?

Answer 25

1. primary
2. secondary
3. planned
4. emergent groups

Question 26

are clusters of people like families or
close friendship circles where there is
close, face-to-face and intimate
interaction. There is also often a high
level of interdependence between
members

Answer 26

primary groups

Question 27

are those in which members are
rarely, if ever, all in direct contact.
They are often large and usually
formally organized. Trade unions and
membership organizations such as
the National Trust are examples of
these. They are an important place
for socialization, but secondary to
primary groups.

Answer 27

secondary groups

Question 28

are
specifically formed for some
purpose – either by their
members, or by some external
individual, group or
organization.

Answer 28

planned group

Question 29

Come into being relatively
spontaneously where people find
themselves together in the same
place, or where the same collection
of people gradually come to know
each other through conversation and
interaction over a period of time.

Answer 29

emergent

Question 30

Benefits of being in a group

Answer 30

Groups offer people the opportunity to work together on joint projects
and tasks – they allow people to develop more complex and larger-scale
activities. We have also seen that groups can be:
• Significant sites of socialization and education – enabling people to
develop a sense of identity and belonging, and to deepen knowledge,
skills, and values and attitudes.
• Places where relationships can form and grow, and where people can
find help and support.
• Settings where wisdom flourishes. As James Suriwiecki (2004) has
argued, it is often the case that ‘the many are smarter than the few’.

Question 31

Dangers of groups

Answer 31

• The socialization they offer might be highly constraining and oppressive
for some of their members.
• They can also become environments that foster interpersonal conflict.
Furthermore, the boundaries drawn around groups are part of a
process of excluding certain people (sometimes to their detriment) and
creating inter-group conflict.
• There is also evidence to show that groups can impact upon individuals
in ways that warp their judgements and that lead to damaging
decision making (what some commentators have talked about as
‘groupthink’).

Question 32

A technique within the field of social work wherein various
groups (as educational and recreational) are guided by an
agency leader to more effective personal adjustment and
community participation

Answer 32

group work

Question 33

The Benefits of Group Work

Answer 33

• increased productivity and performance
• skills development
• knowing more about onself

Question 34

WHAT ARE THE 4 STAGES OF GROUP WORK?

Answer 34

1. familiarization
2. planning and preparation
3. implementation
4. completion

Question 35

this is the stage when the
individual members of the group get to know each other
and begin to understand the task they need to
undertake. Time spent at this stage discussing individual
areas of interest and skills will be invaluable in helping the
group develop a sense of its own identity (including its
strengths and weaknesses).

Answer 35

familiarization

Question 36

this is the stage when the group
should plan exactly what needs to be done, how it needs to be done,
and who should do what.

Answer 36

planning and preparation

Question 37

whilst the group carries out its tasks, the need to
preserve the group’s sense of purpose must be ensured. Effective communication
is vital, particularly when the group activity extends overtime.

Answer 37

implementation

Question 38

the final stage often the most difficult
and may require a different approach. It is important to regroup
at this stage to agree anew action plan for the final stage of
activity.

Answer 38

completion

Question 39

this can lead to resentment if someone feels they are doing all the
hard work or if the group thinks that one or more members aren’t
doing their fair share.

Answer 39

Unfair division or take-up pf labor between different group members

Question 40

use your meetings to check that people are happy with their
workloads and discuss problems openly, making sure that issues are
addressed as a group concern rather than putting pressure on individuals.

Answer 40

solution

Question 41

this might arise for
many different reasons including two people competing for
leadership or simple disagreement about ways forward.

Answer 41

conflict between different group members

Question 42

groups are
notoriously bad environments for carrying out such activities as
writing fist drafts of documents or carrying out detailed
searches.

Answer 42

Tackling inappropriate tasks as a whole group

Question 43

can be defined as (a) two or more individuals3 who (b) socially
interact (face-to-face or, increasingly, virtually); (c) possess one or more
common goals; (d) are brought together to perform organizationally
relevant tasks; (e) exhibit interdependencies with respect to workflow,
goals, and outcomes; (f) have different roles and responsibilities; and
(g) are together embedded in an encompassing organizational system,
with boundaries and linkages to the broader system context and task
environment.

Answer 43

team

Question 44

is a group of professionals who contribute to the care and
treatment of a patient. Typical members of a health care team are doctors and
registered nurses.

Answer 44

health care team

Question 45

a group of health workers who are members of different
disciplines, each providing specific service to the patient. The team members
independently and interdependently treat various issues a patient may have,
focusing on the issues in which they specialize. The activities of the team are brought
together using a care plan which coordinates their services and gets the team
working together towards a specific set of goals.

Answer 45

multidisciplinary team

Question 46

different types of teams identified in a healthcare settings

Answer 46

• core teams
• coordinating teams
• contingency teams
• ancillary teams/services teams
• supports services and administration teams

Question 47

the group responsible for operational management,
coordinating functions and resource management for the core teams.

Answer 47

coordinating team

Question 48

these teams are directly involve in caring for the patient. They
usually consist of doctors, nurses, pharmacist, nutritionist, case manager, etc.

Answer 48

core teams

Question 49

formed to deal with emergencies or specific events
(example: code-blue team, disaster response teams).

Answer 49

contingency team

Question 50

the group supports services that facilitate
patient care such as cleaners or domestic staff members.

Answer 50

ancillary teams/services teams

Question 51

are those who provide
indirect, tasks specific services in a health care facility. These includes
secretaries, and the executive leadership of a unit or facility

Answer 51

supports services and administration teams

Question 52

The most commonly used framework for a team’s stages of
development was developed in the mid 1960’s by ___________. And although many authors have written variations and
enhancements to Tuckman’s work, his descriptions of Forming,
Storming, Norming, and Performing provide a useful framework.
Each stage of team development has its own recognizable
feelings and behaviors; understanding why things are happening
in certain ways, can be an important part of the self-evaluating
process.

Answer 52

Bruce W.
Tuckman

Question 53

STAGES OF TEAM DEVELOPMENT

Answer 53

1. forming
2. storming
3. norming
4. performing
5. adjourning

Question 54

a crucial part of everyday work and necessary
for patient safety. Nurses have to communicate effectively with a diverse
group of professionals and unlicensed personnel in caring for patients.

Answer 54

effective communication

Question 55

a collaborative relationship is not merely the sum of its
parts, it is a synergistic alliance that maximizes the contributions of its
participant resulting in action that is greater than the sum of individual
works.

Answer 55

collaboration

Question 56

PRINCIPLES OF EFFECTIVE COMMUNICATION

Answer 56

1. engaged in active listening
2. know the intent of a message
3. foster an open, safe environment
4. be sure it is accurate
5. have people speak to the person they need to speak to

Question 57

Principles of Collaborative Relationship

Answer 57

1. Effective Communication
2. Authentic Relationship
3. Learning Environment and Culture

Question 58

gives the
nurses a guide for developing interactions with colleagues and cultivate
the nurses ‘sense of being cared for, that promotes their ability to do the
same for their patients.

Answer 58

authentic relationship

Question 59

STRATEGIES TO IMPROVE TEAMWORK AND
COLLABORATION

Answer 59

1. Effective Communication
2. Authentic Relationship
3. Learning Environment and Culture
4. authentic relationship
5. Establishing a Culture that support communication and collaboration.