Test Bank for Leading and Managing in Nursing 7th Edition by Yoder-Wise | Complete Guide A+

Test Bank For:
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Leading And Managing In Nursing 7th Edition By Yoder-
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Wise | Complete Guide A+
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,Chapter01: Leading, Managing,and Following
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Yoder-Wise:Leading andManaging in Nursing,7th Edition n n n n n n n




MULTIPLE CHOICE n




1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She is
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asked to assess and adapt the unit to better meet the unique needs of the older adult patient. Using
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complexity principles, what would be the best approach to take for implementation of this
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change?
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a. Leverage the hierarchical management position to get unit staff involved in n n n n n n n n n n




assessment and planning.
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b. Engageinvolved staff at all levels in the decision-making process. n n n n n n n n n




c. Focus the assessment on the unit and omit the hospital and community n n n n n n n n n n n




environment. n




d. Hirea geriatric specialist to oversee and control the project.
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ANS: B n




Complexity theory suggests that systems interact and adapt and that decision making occurs n n n n n n n n n n n n




throughout the systems, as opposed to being held in a hierarchy. In complexity theory, every
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voice counts, and therefore, all levels of staff would be involved in decision making.
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TOP: AONE competency: Communicationand Relationship-Building
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2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who has
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called in sick five times in the past month. He tells the manager that he very much wants to come to
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work when scheduled but must often care for his wife, who is undergoing treatment
forbreast cancer. According tN
oUMRaSslIN‘GsTn eBe.dCh i Oe r a r c h y theory,what would bethebest
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n ow n n n n n n n n n n




approach to satisfying the needs of this nurse, other staff, and patients?
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a. Line up agencynurses who can be called in to work on short notice.
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b. Placethe nurse on unpaid leave for the remainder of his wife‘s treatment.
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c. Sympathize with the nurse‘s dilemma and let the charge nurse know that this nurse may n n n n n n n n n n n n n n




be calling in frequently in the future.
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d. Work with the nurse, staffing office, and other nurses to arrange his scheduled
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days off around his wife‘s treatments.
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ANS: D n




Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic needs and
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demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect patient care
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and threaten the needs of staff to feel competent. Arranging the schedule around the wife‘s needs
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meets the needs of the staff and of patients while satisfying the nurse‘s need for affiliation.
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TOP: AONE competency: Communicationand Relationship-Building
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3. A grievance brought by a staff nurse against the unit manager requires mediation. At the first
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mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair, and the unit
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manager continues to reiterate the reasons for the actions. What would be the best course of action
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at this time?
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a. Send the two disputants away to reach their own resolution.
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b. Involve another staff nurse in the discussion for clarity issues. n n n n n n n n n

, c. Ask each party to examine their own motives and issues in the conflict.
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d. Continue to listen as the parties repeat their thoughts and feelings about the n n n n n n n n n n n n




n conflict.
ANS: C n




For resolution of conflict, one should address the interests and involvement of participants in the
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conflict by examining the real issues of all parties.
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TOP: AONE competency: Communicationand Relationship-Building
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4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
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resolution. What is the appropriate next step?
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a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
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b. Elevate the next negation session to the next manager, one level above.
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c. Insist that participants continue to talk until aresolution has been reached.
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d. Back the unit manager‘s actions and end the dispute.
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ANS: B n




Part of leadership is understanding conflict resolution and ability to negotiate and manage for
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resolution of issues and concerns. This situation has failed a second negotiation session, elevation
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to a manager with additional training to facilitate conflict resolution is important at this point.
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TOP: AONE competency: Communicationand Relationship-Building
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5. The manager of a surgical area has a vision for the future that requires the addition of RN
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assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on thestaff
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have always practiced in a p rN
i m aRr y nIur siGn g-B
d e.liC
ver yMs ys tem and areveryresistant to this idea.What
would be the best initial strategyUfor S implementation of this change?
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n
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a. Exploring the values and feelings of the RN group in relationship to this change n n n n n n n n n n n n n




b. Leaving the RNs alone for a time so they can think about the change before it is
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implemented n




c. Dropping the idea and trying for the change in a year or so when some of the n n n n n n n n n n n n n n n n




present RNs have retired
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d. Hiring the assistants and allowing the RNs to see what good additions they are
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ANS: A n




Influencing others requires emotional intelligence in domains such as empathy, handling
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relationships, deepening self-awareness in self and others, motivating others, and managing
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emotions. Motivating others recognizes that values are powerful forces that influence acceptance
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of change. Leaving the RNs alone for a period of time before implementation does not provide
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opportunity to explore different perspectives and values. Avoiding discussion until the team
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changes may not promote adoption of the change until there is opportunity to explore perspectives
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and values related to the change. Hiring of the assistants demonstrates lack of empathy for the
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perspectives of the RN staff.
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TOP: AONE competency: Knowledge of the HealthCare Environment
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, 6. As the RN charge nurse on the night shift in a small long-term care facility, you‘ve found that there
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is little turnover among your LPN and nursing assistant (NA) staff members, but they are not very
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motivated to go beyond their job descriptions in their work. Which of the following strategies
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might motivate the staff and lead to greater job satisfaction?
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a. Ask the director of nursing to offer higher wages and bonuses for extra work for the
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night LPNs and NAs.
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b. Allow the LPNs and NAs greater decision-making power within the scope of their
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positions in the institution.
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c. Hire additional staff so that there are more staff available for enhanced care, and
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individual workloads are lessened.
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d. Ask the director of nursing to increase job security for night staff by having them sign
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contracts that guarantee work.
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ANS: B n




Hygiene factors such as salary, working conditions, and security are consistent with Herzberg‘s
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two-factor theory of motivation; meeting these needs avoids job dissatisfaction. Motivator factors
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such as recognition and satisfaction with work promote a satisfying and enriched work
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environment. Transformational leaders use motivator factors liberally to inspire work
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performance and increase job satisfaction.
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TOP: AONE competency: Communicationand Relationship-Building
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7. The nurse manager wants to increase motivation by providing motivating factors for the nurse on
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n the unit. What action would be appropriate to motivate the staff?
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a. Collaborate with the human resource/personnel department to develop on-site n n n n n n n n




n daycare services. n


b. Provide a hierarchical orgNaniR
zatiI
o nalGstr B
u c.tuCre . M n n n n




c. Implement amodel of share d g o v e rn anTc e. O
U S N n n n n n




d. Promote the development of a flexible benefits package. n n n n n n n




ANS: C n




Complexity theory suggests that systems interact and adapt and that decision making occurs n n n n n n n n n n n n




throughout systems, as opposed to being held in a hierarchy. In complexity theory, every voice
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counts, and therefore all levels of staff would be involved in decision making. This principle is
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the foundation of shared governance.
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TOP: AONE competency: Communicationand Relationship-Building
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8. A charge nurse on a busy 40-bed medical/surgical unit is approached by a family member who
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begins to complain loudly about the quality of care his mother is receiving. His behavior is so
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disruptive that it is overheard by staff, physicians, and other visitors. The family member leaves the
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unit abruptly, and the nurse is left feeling frustrated. Which behavior by the charge nurse best
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illustrates refined leadership skills in an emotionally intelligent practitioner?
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a. Reflect to gain insight into how the situation could be handled differently in then n n n n n n n n n n n n




future. n




b. Try to catch up with the angryfamily member to resolve the concern.
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c. Discuss the concern with the patient after the familymember has left. n n n n n n n n n n n




d. Notify nursing administration of the situation. n n n n n




ANS: A n