Test Bank For Leading and Managing in Nursing,
t t t t t t tt t
8th EditionbyPatricia S. Yoder-
t t t t t
Wise, Susan Sportsman Chapter 1-25
t t t t
,Chapter01:Leading, Managing,and Following
t t t t t
Yoder-Wise:Leading andManaging inNursing,8thEdition t t t t t t t
MULTIPLE CHOICE t
1. A nurse manager of a 20bed medical unit finds that 80% of the patients are older adults. Sh
t t t t t t t t t t t t t t t t t
e is asked to assess and adapt the unit to better meet the unique needs of the older adult pat
t t t t t t t t t t t t t t t t t t t
ient. Using complexity principles, what would be the best approach to take for implemen
t t t t t t t t t t t t t
tation of this change? t t t
a. Leverage the hierarchical management position to get unitstaff involve t t t t t t t t t
d in assessment and planning. t t t t
b. Engage involved staff at all levels in the decision-making process. t t t t t t t t t
c. Focus the assessment on the unit and omit the hospital and commun t t t t t t t t t t t
ity environment. t
d. Hire a geriatric specialist to oversee and control the project. t t t t t t t t t
ANS: B t
Complexity theory suggests that systems interact and adapt and that decision making oc t t t t t t t t t t t t
curs throughout the systems, as opposed to being held in a hierarchy. In complexity theo
t t t t t t t t t t t t t t
ry, every voice counts, and therefore, all levels of staff would be involved in decision mak
t t t t t t t t t t t t t t t
ing.
TOP: AONE competency: Communication and Relationship-Building
t t t t t
2. A unit manager of a 25bed medical/surgical area receives a phone call from a nurse whoh
t t t t t t t t t t t t t t t
as called in sick five times in the past month. He tells the manager that he very much want
t t t t t t t t t t t t t t t t t t
s to come to work when scheduled but must often care for his wife, who is undergoing tre
t t t t t t t t t t t t t t t t t
atment for breast cancer. According to Maslow‘s need hierarchy theory, what would be t
t t t t t t t t t t t t t
he best approach to satisfying the needs of this nurse, other staff, and patients?
t t t t t t t t t t t t t
a. Line up agency nurses who can be called in to work on short notice. t t t t t t t t t t t t t
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment. t t t t t t t t t t t t
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that thisn t t t t t t t t t t t t t
urse may be calling in frequently in the future. t t t t t t t t
d. Work with the nurse, staffing office, and other nurses to arrange hisschedu t t t t t t t t t t t
led days off around his wife‘s treatments. t t t t t t
ANS: D t
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic n
t t t t t t t t t t t t t t
eeds and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could aff
t t t t t t t t t t t t t
ect patient care and threaten the needs of staff to feel competent. Arranging the schedule a
t t t t t t t t t t t t t t t
round the wife‘s needs meets the needs of the staff and of patients while satisfying the nur
t t t t t t t t t t t t t t t t
se‘s need for affiliation. t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
3. A grievance brought bya staff nurse against the unit manager requires mediation. At the f
t t t t t t t t t t t t t t t
irst mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair,
t t t t t t t t t t t t t
and the unit manager continues to reiterate the reasons for the actions. What wouldbe the
t t t t t t t t t t t t t t t t
best course of action at this time? t t t t t t
a. Send the two disputants away to reach their own resolution. t t t t t t t t t
b. Involve another staff nurse in the discussion for clarity issues. t t t t t t t t t
, c. Ask each party to examine their own motives and issues in the conflict.
t t t t t t t t t t t t
d. Continue to listen as the parties repeat their thoughts and feelings about t t t t t t t t t t t t
the conflict. t
ANS: C t
For resolution of conflict, one should address the interests and involvement of participant
t t t t t t t t t t t t
s in the conflict by examining the real issues of all parties.
t t t t t t t t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
4. At a second negotiation session, the unit manager and staff nurse are unable to reac
t t t t t t t t t t t t t t
h a resolution. What is the appropriate next step?
t t t t t t t t
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period. t t t t t t t t t t t t t
b. Elevate the next negation session to the next manager, one level above. t t t t t t t t t t t
c. Insist that participants continue to talk until a resolution has beenreached. t t t t t t t t t t t
d. Back the unit manager‘s actions and end the dispute. t t t t t t t t
ANS: B t
Part of leadership is understanding conflict resolution and abilityto negotiate and manag
t t t t t t t t t t t t
e for resolution of issues and concerns. This situation has failed a second negotiation sessi
t t t t t t t t t t t t t t
on, elevation to a manager with additional training to facilitate conflict resolution is impo
t t t t t t t t t t t t t
rtant at this point. t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
5. The manager of a surgical area has a vision for the future that requires the addition of RN a
t t t t t t t t t t t t t t t t t t
ssistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staf
t t t t t t t t t t t t t t
f have always practiced in a primarynursing-
t t t t t t t
delivery system and are veryresistant to this idea. What would be the best initial strategy f
t t t t t t t t t t t t t t t t
or implementation of this change?
t t t t
a. Exploring the values and feelings of the RN group in relationship to thischange t t t t t t t t t t t t t
b. Leaving the RNs alone for a time so they can think about the change before it i t t t t t t t t t t t t t t t t
s implemented t
c. Dropping the idea and trying for the change in a year or so when some of th t t t t t t t t t t t t t t t t
e present RNs have retired t t t t
d. Hiring the assistants and allowing the RNs to see what good additions they are t t t t t t t t t t t t t
ANS: A t
Influencing others requires emotional intelligence in domains such as empathy, handlin t t t t t t t t t t
g relationships, deepening self-
t t t
awareness in self and others, motivating others, and managing emotions. Motivating oth t t t t t t t t t t t
ers recognizes that values are powerful forces that influence acceptance of change. Leavin
t t t t t t t t t t t t
g the RNs alone for a period of time before implementation does not provide opportunity t
t t t t t t t t t t t t t t t
o explore different perspectives and values. Avoiding discussion until the team changes
t t t t t t t t t t t t
may not promote adoption of the change until there is opportunity to explore perspective
t t t t t t t t t t t t t
s and values related to the change. Hiring of the assistants demonstrates lack of empathy f
t t t t t t t t t t t t t t t
or the perspectives of the RN staff.
t t t t t t
TOP: AONE competency: Knowledge of the Health Care Environment
t t t t t t t t
, 6. As the RN charge nurse on the night shift in a small long-
t t t t t t t t t t t t
term care facility, you‘ve found that there is little turnover among your LPN and nursing
t t t t t t t t t t t t t t t
assistant (NA) staff members, but they are not very motivated to go beyond their job desc
t t t t t t t t t t t t t t t
riptions in their work. Which of the following strategies might motivate the staff and lead
t t t t t t t t t t t t t t
to greater job satisfaction?
t t t t
a. Ask the director of nursing to offer higher wages and bonuses for extra workf
t t t t t t t t t t t t t t
or the night LPNs and NAs. t t t t t
b. Allow the LPNs and NAs greater decision- t t t t t t
making power within the scope oftheir positions in the institution. t t t t t t t t t t
c. Hire additional staff so that there are more staff available for enhanced care,a
t t t t t t t t t t t t t
nd individual workloads are lessened. t t t t
d. Ask the director of nursing to increase job security for night staff byhaving the
t t t t t t t t t t t t t t
m sign contracts that guarantee work.
t t t t t
ANS: B t
Hygiene factors such as salary, working conditions, and security are consistent with Herz
t t t t t t t t t t t t
berg‘s two- t
factor theory of motivation; meeting these needs avoids job dissatisfaction. Motivator fact
t t t t t t t t t t t
ors such as recognition and satisfaction with work promote a satisfying and enriched wor
t t t t t t t t t t t t t
k environment. Transformational leaders use motivator factors liberally to inspire work p
t t t t t t t t t t t
erformance and increase job satisfaction. t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
7. The nurse manager wants to increase motivation by providing motivating factors for the
t t t t t t t t t t t t
nurse on the unit. What action would be appropriate to motivate the staff?
t t t t t t t t t t t t
a. Collaborate with the human resource/personnel department to develop o t t t t t t t t
n-site daycare services. t t
b. Provide a hierarchical organizational structure. t t t t
c. Implement a model of shared governance. t t t t t
d. Promote the development of a flexible benefits package. t t t t t t t
ANS: C t
Complexitytheorysuggests that systems interact and adapt and that decision making occ t t t t t t t t t t t t
urs throughout systems, as opposed to being held in a hierarchy. In complexity theory, ev
t t t t t t t t t t t t t t
ery voice counts, and therefore all levels of staff would be involved in decision making. Th
t t t t t t t t t t t t t t t
is principle is the foundation of shared governance.
t t t t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
8. The nurse manager has been asked to implement an evidence-
t t t t t t t t t
based approach to teach ostomy patients self-
t t t t t t
management skills postoperatively. The program is to be implemented across the entire f t t t t t t t t t t t t
acility. What illustrates effective leadership in this situation?
t t t t t t t
a. The training modules are left in the staff room for times when staff are available.
t t t t t t t t t t t t t t
b. The current approach is continued because it is also evidence-
t t t t t t t t t
based and is more familiar to staff. t t t t t t
c. You decide to implement the approach at a later date because of feedback fromt
t t t t t t t t t t t t t t
he RNs that the new approach takes too much time.
t t t t t t t t t
d. An RN who isalready familiar with the new approach of volunteers to taket
t t t t t t t t t t t t t t
he lead in mentoring and teaching others how to implement it.
t t t t t t t t t t
t t t t t t tt t
8th EditionbyPatricia S. Yoder-
t t t t t
Wise, Susan Sportsman Chapter 1-25
t t t t
,Chapter01:Leading, Managing,and Following
t t t t t
Yoder-Wise:Leading andManaging inNursing,8thEdition t t t t t t t
MULTIPLE CHOICE t
1. A nurse manager of a 20bed medical unit finds that 80% of the patients are older adults. Sh
t t t t t t t t t t t t t t t t t
e is asked to assess and adapt the unit to better meet the unique needs of the older adult pat
t t t t t t t t t t t t t t t t t t t
ient. Using complexity principles, what would be the best approach to take for implemen
t t t t t t t t t t t t t
tation of this change? t t t
a. Leverage the hierarchical management position to get unitstaff involve t t t t t t t t t
d in assessment and planning. t t t t
b. Engage involved staff at all levels in the decision-making process. t t t t t t t t t
c. Focus the assessment on the unit and omit the hospital and commun t t t t t t t t t t t
ity environment. t
d. Hire a geriatric specialist to oversee and control the project. t t t t t t t t t
ANS: B t
Complexity theory suggests that systems interact and adapt and that decision making oc t t t t t t t t t t t t
curs throughout the systems, as opposed to being held in a hierarchy. In complexity theo
t t t t t t t t t t t t t t
ry, every voice counts, and therefore, all levels of staff would be involved in decision mak
t t t t t t t t t t t t t t t
ing.
TOP: AONE competency: Communication and Relationship-Building
t t t t t
2. A unit manager of a 25bed medical/surgical area receives a phone call from a nurse whoh
t t t t t t t t t t t t t t t
as called in sick five times in the past month. He tells the manager that he very much want
t t t t t t t t t t t t t t t t t t
s to come to work when scheduled but must often care for his wife, who is undergoing tre
t t t t t t t t t t t t t t t t t
atment for breast cancer. According to Maslow‘s need hierarchy theory, what would be t
t t t t t t t t t t t t t
he best approach to satisfying the needs of this nurse, other staff, and patients?
t t t t t t t t t t t t t
a. Line up agency nurses who can be called in to work on short notice. t t t t t t t t t t t t t
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment. t t t t t t t t t t t t
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that thisn t t t t t t t t t t t t t
urse may be calling in frequently in the future. t t t t t t t t
d. Work with the nurse, staffing office, and other nurses to arrange hisschedu t t t t t t t t t t t
led days off around his wife‘s treatments. t t t t t t
ANS: D t
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic n
t t t t t t t t t t t t t t
eeds and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could aff
t t t t t t t t t t t t t
ect patient care and threaten the needs of staff to feel competent. Arranging the schedule a
t t t t t t t t t t t t t t t
round the wife‘s needs meets the needs of the staff and of patients while satisfying the nur
t t t t t t t t t t t t t t t t
se‘s need for affiliation. t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
3. A grievance brought bya staff nurse against the unit manager requires mediation. At the f
t t t t t t t t t t t t t t t
irst mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair,
t t t t t t t t t t t t t
and the unit manager continues to reiterate the reasons for the actions. What wouldbe the
t t t t t t t t t t t t t t t t
best course of action at this time? t t t t t t
a. Send the two disputants away to reach their own resolution. t t t t t t t t t
b. Involve another staff nurse in the discussion for clarity issues. t t t t t t t t t
, c. Ask each party to examine their own motives and issues in the conflict.
t t t t t t t t t t t t
d. Continue to listen as the parties repeat their thoughts and feelings about t t t t t t t t t t t t
the conflict. t
ANS: C t
For resolution of conflict, one should address the interests and involvement of participant
t t t t t t t t t t t t
s in the conflict by examining the real issues of all parties.
t t t t t t t t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
4. At a second negotiation session, the unit manager and staff nurse are unable to reac
t t t t t t t t t t t t t t
h a resolution. What is the appropriate next step?
t t t t t t t t
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period. t t t t t t t t t t t t t
b. Elevate the next negation session to the next manager, one level above. t t t t t t t t t t t
c. Insist that participants continue to talk until a resolution has beenreached. t t t t t t t t t t t
d. Back the unit manager‘s actions and end the dispute. t t t t t t t t
ANS: B t
Part of leadership is understanding conflict resolution and abilityto negotiate and manag
t t t t t t t t t t t t
e for resolution of issues and concerns. This situation has failed a second negotiation sessi
t t t t t t t t t t t t t t
on, elevation to a manager with additional training to facilitate conflict resolution is impo
t t t t t t t t t t t t t
rtant at this point. t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
5. The manager of a surgical area has a vision for the future that requires the addition of RN a
t t t t t t t t t t t t t t t t t t
ssistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staf
t t t t t t t t t t t t t t
f have always practiced in a primarynursing-
t t t t t t t
delivery system and are veryresistant to this idea. What would be the best initial strategy f
t t t t t t t t t t t t t t t t
or implementation of this change?
t t t t
a. Exploring the values and feelings of the RN group in relationship to thischange t t t t t t t t t t t t t
b. Leaving the RNs alone for a time so they can think about the change before it i t t t t t t t t t t t t t t t t
s implemented t
c. Dropping the idea and trying for the change in a year or so when some of th t t t t t t t t t t t t t t t t
e present RNs have retired t t t t
d. Hiring the assistants and allowing the RNs to see what good additions they are t t t t t t t t t t t t t
ANS: A t
Influencing others requires emotional intelligence in domains such as empathy, handlin t t t t t t t t t t
g relationships, deepening self-
t t t
awareness in self and others, motivating others, and managing emotions. Motivating oth t t t t t t t t t t t
ers recognizes that values are powerful forces that influence acceptance of change. Leavin
t t t t t t t t t t t t
g the RNs alone for a period of time before implementation does not provide opportunity t
t t t t t t t t t t t t t t t
o explore different perspectives and values. Avoiding discussion until the team changes
t t t t t t t t t t t t
may not promote adoption of the change until there is opportunity to explore perspective
t t t t t t t t t t t t t
s and values related to the change. Hiring of the assistants demonstrates lack of empathy f
t t t t t t t t t t t t t t t
or the perspectives of the RN staff.
t t t t t t
TOP: AONE competency: Knowledge of the Health Care Environment
t t t t t t t t
, 6. As the RN charge nurse on the night shift in a small long-
t t t t t t t t t t t t
term care facility, you‘ve found that there is little turnover among your LPN and nursing
t t t t t t t t t t t t t t t
assistant (NA) staff members, but they are not very motivated to go beyond their job desc
t t t t t t t t t t t t t t t
riptions in their work. Which of the following strategies might motivate the staff and lead
t t t t t t t t t t t t t t
to greater job satisfaction?
t t t t
a. Ask the director of nursing to offer higher wages and bonuses for extra workf
t t t t t t t t t t t t t t
or the night LPNs and NAs. t t t t t
b. Allow the LPNs and NAs greater decision- t t t t t t
making power within the scope oftheir positions in the institution. t t t t t t t t t t
c. Hire additional staff so that there are more staff available for enhanced care,a
t t t t t t t t t t t t t
nd individual workloads are lessened. t t t t
d. Ask the director of nursing to increase job security for night staff byhaving the
t t t t t t t t t t t t t t
m sign contracts that guarantee work.
t t t t t
ANS: B t
Hygiene factors such as salary, working conditions, and security are consistent with Herz
t t t t t t t t t t t t
berg‘s two- t
factor theory of motivation; meeting these needs avoids job dissatisfaction. Motivator fact
t t t t t t t t t t t
ors such as recognition and satisfaction with work promote a satisfying and enriched wor
t t t t t t t t t t t t t
k environment. Transformational leaders use motivator factors liberally to inspire work p
t t t t t t t t t t t
erformance and increase job satisfaction. t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
7. The nurse manager wants to increase motivation by providing motivating factors for the
t t t t t t t t t t t t
nurse on the unit. What action would be appropriate to motivate the staff?
t t t t t t t t t t t t
a. Collaborate with the human resource/personnel department to develop o t t t t t t t t
n-site daycare services. t t
b. Provide a hierarchical organizational structure. t t t t
c. Implement a model of shared governance. t t t t t
d. Promote the development of a flexible benefits package. t t t t t t t
ANS: C t
Complexitytheorysuggests that systems interact and adapt and that decision making occ t t t t t t t t t t t t
urs throughout systems, as opposed to being held in a hierarchy. In complexity theory, ev
t t t t t t t t t t t t t t
ery voice counts, and therefore all levels of staff would be involved in decision making. Th
t t t t t t t t t t t t t t t
is principle is the foundation of shared governance.
t t t t t t t
TOP: AONE competency: Communication and Relationship-Building
t t t t t
8. The nurse manager has been asked to implement an evidence-
t t t t t t t t t
based approach to teach ostomy patients self-
t t t t t t
management skills postoperatively. The program is to be implemented across the entire f t t t t t t t t t t t t
acility. What illustrates effective leadership in this situation?
t t t t t t t
a. The training modules are left in the staff room for times when staff are available.
t t t t t t t t t t t t t t
b. The current approach is continued because it is also evidence-
t t t t t t t t t
based and is more familiar to staff. t t t t t t
c. You decide to implement the approach at a later date because of feedback fromt
t t t t t t t t t t t t t t
he RNs that the new approach takes too much time.
t t t t t t t t t
d. An RN who isalready familiar with the new approach of volunteers to taket
t t t t t t t t t t t t t t
he lead in mentoring and teaching others how to implement it.
t t t t t t t t t t
