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Nursing Management and Professional Concepts > Role Transition & NCLEX Prep > Flashcards

Role Transition & NCLEX Prep Flashcards

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1
Q

The process by which a person assumes or develops a new role or identity.

A

Role transition

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2
Q

What does the NCLEX-RN evaluate?

A

If a new grad is competent enough to provide safe, competent, entry-level care.
- Developed by NCSBN
- Pass/fail exam.

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3
Q

What is CAT? How is the NCLEX scored?

A

Computer adaptive testing means when you answer a question, the computer reestimates your ability and provides the next question based on an estimated 50% chance of answering correctly.

It becomes more precise with each answer in evaluating your competency level.

It stops providing items when it is 95% sure your ability is clearly above or below the passing line.

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4
Q

How does one register for the NCLEX?

A
  1. Apply for a license from SBON
  2. Register with pearson vue and pay fee
  3. Wait to receive ATT from pearson
  4. Schedule exam with pearson
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5
Q

On the NCLEX website, what can you find in the candidate bulletin?

A

Information regarding registering, scheduling, day of exam, test site rules/regulations, tested content, and psychometrics.

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6
Q

What is the NCLEX Test Plan?

A

It provides a concise summary of the content for the exam. Update q3y based on surveys of new grads.

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7
Q

What are the 8 categories tested on the NCLEX?

A
  1. Physiological Adaptation (14%)
  2. Management of Care (20%)
  3. Basic Care and Comfort (9%)
  4. Psychological Integrity (9%)
  5. Health Promotion and Maintenance (9%)
  6. Safety and Infection Control (12%)
  7. Reduction of Risk Potential (12%)
  8. Pharmacological and Parenteral Therapy (15%)
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8
Q

When do you get back your results from the NCLEX?

A

Quick service results may be available if your SBON participates. These are unofficial results available 2 days after the exam with additional payment.

Official results come 6wks after the exam.

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9
Q

What is the Candidate Performance Report (CPR)?

A

Report sent if you are unsuccessful and shows how you did in each area to use for a guide to prepare for retake.

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10
Q

What are the guidelines and steps for retakes?

A

Must wait a minimum of 45d.
STEPS:
1. contact SBON and notify you are going to retake
2. Determine fees
3. Register and pay fees
4. Wait for ATT & schedule

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11
Q

Process by which SBON grants permission to engage in nursing practice after verifying the applicant has attained necessary competency.

A

Licensure

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12
Q

What are the 3 verified components required for licensure? How often does a license need to be renewed?

A
  1. graduation from accredited school
  2. completion of NCLEX
  3. criminal background check

*WI RENEWAL q2y

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13
Q

What is a temporary permit?

A

Allows applicant to practice under direct supervision of an RN until license granted.
- Requires submittal of 2434 form and $10 fee
- Good for 3 month or until holder receives failing results

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14
Q

A document that highlights background, education, skills, and accomplishments.

A

Resume

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15
Q

What are the components of a resume?

A

Contact Info, Objective Statement, Education, Work Experience, Awards, Achievements, Community Service, Languages/Hobbies/Volunteering

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16
Q

Resume with chronological information about positions and activities.

A

Conventional Resume

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17
Q

Resume that combines positions into role areas that you would like to highlight.

A

Functional Resume

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18
Q

Compilation of materials showcasing examples of previous work demonstrating skills, qualifications, education, and experience.

A

Portfolio

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19
Q

What are the components of a portfolio?

A

Contact info
Resume
Professional goals
Skilled work with examples
Accomplishments
Degrees
Certifications
Professional Memberships
Community Service
References

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20
Q

What should you consider when choosing your references?

A

Past supervisors are preferred but instructors and past coworkers are also good.

Always ask references first and discuss position/responsibilities, strengths that are assets, and areas for improvement.

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21
Q

How should you prepare for an interview?

A

Review organization’s mission, values, etc.
Research agency website
Prepare for commonly asked questions and prepare 3-5 questions to ask interviewer
Contact your references
Google yourself
Refresh your resume and bring copies
Research your value to organization to counteroffer salary

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22
Q

How can you best present yourself in an interview? What are personal characteristics you should highlight?

A

Arrive 10-15m early, wear comfortable clothing one step up from office attire, make memorable entrance, speak clear and be specific.

BRING: folder, resume x3, paper and pencil, job description, references, and portfolio

CHARACTERISTICS: your unique skills, values, and messages, education, what sets you apart from the rest, accentuate positivity, be consistent with your resume, use examples when you were ambitious, enthusiastic, contributed to employer, or leadership.

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23
Q

Interviewer has decided what skills are needed and asks clinically focused questions to find best applicant.

A

Behavioral Interviewing.

  • Listen to questions and think of event for example
  • “tell me about a time”
24
Q

What is STAR?

A

Best way to respond to interview questions.
Situation
Task
Action
Result

25
Q

Increased stress when there is a conflict between what was learned in the classroom or limited clinical experience and actual practice when transitioning into RN role.

A

Reality Shock

26
Q

What is Stage 1 of Reality Shock?

A

1: Honeymoon
NG excited to join profession
Paired with preceptor

27
Q

What is Stage 2 of Reality Shock?

A

2: REALITY SHOCK
RN most vulnerable; first time being independent and off orientation.
More difficult than RN imagines and realizes expectations may be inconsistent with reality.
GREATEST RISK FOR LEAVING/QUITTING.

28
Q

What is Stage 3 of Reality Shock?

A

3: Recovery
Positive feeling return, RN reflects on experience and develops understanding of role expectations.
Novice RN experiences decreased tension and anxiety.
Helps other RNs when needed.

29
Q

What is Stage 4 of Reality Shock?

A

4: Resolution
Typically end of 1st year. RN can visualize how role contributes to profession and work expectations easily met.

30
Q

Based on new RNs demonstration/completion of competencies.
- 1-4mo
- Longer depending on specialty
- Works alongside preceptor

A

Orientation

31
Q

Experience and competent RN who serves as role model and resource.
- Have knowledge, skill, and ability to coach.
- Evaluated performance and gives feedback.

A

Preceptor

32
Q

Structured programs to provide a variety of learning opportunities and the goal to provide organizational support to NG during the critical transitioning phase.
- Nursing skill development, peer networking, mentorship

A

Nursing Residency Program

33
Q

Explains how new hires develop skills and holistic understanding of patient care over time through education and clinical experiences.

A

Benners Novice to Expert

34
Q

Beginner without clinical experience.
- General rules to perform tasks
- Rule governed behavior limited and inflexible
- Follows instructions

A

Novice

35
Q

Shows acceptable performance and some prior experience.
- Recognizes recurring patterns of pt sx and behaviors
- Beginning to formulate strategies from exposure

A

Advanced Beginner

36
Q

Generally 2-3yrs experience
- aware of longterm goals
- plan own actions and gain perspective
- greater efficiency and organization

A

Competent

37
Q

Generally 2-3yrs experience
- aware of longterm goals
- plan own actions and gain perspective
- greater efficiency and organization

A

Competent

37
Q

Generally 2-3yrs experience
- aware of longterm goals
- plan own actions and gain perspective
- greater efficiency and organization

A

Competent

38
Q

Perceives and understands situations as whole patient.
- holistic understanding improves decision-making
- learned what to expect in various patient situations and how to adapt

A

Proficient

39
Q

No longer relies on principles, rules, or guidelines to connect situations and determine actions.
- fluid, flexible, and highly proficient

A

Expert

40
Q

Why is stress increasing within the nursing profession?

A

Increasing use of technology
Rising health care costs
Turbulence in the work environment
Nursing shortage
Higher acuity patients
Nurse to patient ratios
Length of stay has decreased
Patient turnover increasing resulting in more time devoted to paperwork rather than direct care

41
Q

Stress that is not adequately self-managed.
- physical, mental, and behavioral manifestations
- leads to burnout and exhaustion if not managed
- damages staff engagement and impedes the ability to work safely

A

Harmful Stress (Distress)

42
Q

Distancing oneself from the work itself and developing negative attitudes towards the profession.
- “working as a machine”

A

Depersonalization

43
Q

Stress that is successfully managed by a person.
- This is not bad because there are no lasting consequences
- Increases awareness and focus
- Can motivate RNs and increase competence

A

Normal Stress (Eustress)

44
Q

Physical and emotional responses when job requirements don’t seem to match abilities, resources, or needs of worker.

A

Job stress

45
Q

Mismatches between effort and results which lead to disappointment and frustration.
- in the nurse and environment which leads to role ambiguity and conflict
- between people and themselves which leads to interpersonal conflict

A

Lack of empowerment

46
Q

What are physical signs of harmful stress?

A

headaches, sleep disturbances, cardiac abnormalities, hypertension, dry mouth, indegestion, constipation/diarrhea, sweating, dizziness, tremors, increased sickness, fatigue

47
Q

What are mental signs of harmful stress?

A

anger, irritability, depression, mood changes, isolation, mental blocks

48
Q

What are some behavioral signs of harmful stress?

A

increased alcohol use, substance use, overeating or loss of appetite, increase conflicts, increased errors in workplace, dreading going to work

49
Q

The loss of motivation for one’s work.
- manifested physically & psychologically
- Inability to manage work-related stress
- Bio-physiological response to chronic emotional stress
- Effects of prolonged physical/emotional exhaustion and diminished interest
- Resources depleted r/i emotional exhaustion and no more to give
- Depersonalization and distancing
- decreases sense of personal accomplishment

A

Burnout

50
Q

What happens if you fail to acknowledge burnout?

A

Exacerbation of the cycle resulting in stress transferring to others and increased nurse turnover

51
Q

A state of chronic and continuous self-sacrifice and/or prolonged exposure to difficult situations that affect a health care professional’s physical, emotional, and spiritual well-being.
- can lead to a person being unable to care for or empathize with someone’s suffering
- many individuals who experience compassion fatigue may become detached from the emotions associated with the care experience or client needs
- often appear numb to the severity of the circumstance of the events that are occurring

A

Compassion fatigue

52
Q

What are the 4 A’s to prevent compassion fatigue & burnout and assist in building resilience, connection, and compassion?

A

Attention: Become aware of your physical, psychological, social, and spiritual health. For what are you grateful? What are your areas of improvement? This protects you from drifting through life on autopilot.

Acknowledgement: Honestly look at all you have witnessed as a health care professional. What insight have you experienced? Acknowledging the pain of loss you have witnessed protects you from invalidating the experiences.

Affection: Choose to look at yourself with kindness and warmth. Affection prevents you from becoming bitter and “being too hard” on yourself.

Acceptance: Choose to be at peace and welcome all aspects of yourself. By accepting both your talents and imperfections, you can protect yourself from impatience, victim mentality, and blame.

53
Q

The framework that offers the health care professional an opportunity to examine stress along a continuum, from normal stress that allows for adaptive functioning to signs of harmful stress requiring intensive intervention. - provides health care professionals with core functions for progressing through stress identification and resolution.
- encourages health care professionals to self-reflect on a stress experience and take action to facilitate self-resolution and resource identification.
- 7 Core Competencies

A

Stress First Aid (SFA)

7 Competencies: Check, Coordinate, Cover, Calm, Connect, Competence, and Confidence

54
Q

These formalized committees or positions reflect organizational commitment to the importance of self-care and personal wellness.
- When nursing graduates are interviewing for their first nursing positions, may be a consideration when exploring professional employment benefits and organizational support structures.

A

Wellness Committees or Wellness Champions

55
Q

Fosters feelings of mindfulness, sensitivity to self, and professional development techniques that contribute to long-term engagement in the profession.

A

Resiliency Training

56
Q

Awareness that arises through paying attention, being on purpose and in the present moment, and being nonjudgmental

A

Mindfulness

Nursing Management and Professional Concepts (9 decks)

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