WGU D455 QUIZ 2 (10,13,14,1,2 & 15) TRANSITIONS EXAM
QUESTIONS WITH VERIFIED ANSWERS
100% Correct 102
Incorrect 0
1 of 102
Definition
Give this one a go later!
What are the major components of What are the resp onsibility of
smoothly functioning teams? the nurse in p rimary nursing?
What are the attributes of What are the resp onsibility of
effective and ineffective the nurse in modular nursing?
teams?
Don't know?
1/
112
, 2 of 102
Term
What are the theories of leadership?
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1.Right task - know your nurse practice act, your hospital's policies, and specific
job description and competencies of each level of personnel
2.Risk circumstance - context in which the delegation takes place, know
your hopital's policies/specific job descriptions and competencies of each
level of personnel, extreme circumstances may dictate changes in
delegation
3. Right person - must know the competency level, job description, level of skill,
and education of the person you are delegating
4. Right direction/communication - follow the 4C's (be clear, be concise, be
correct, be complete) + staff members must feel free to say they are
not comforatble performing a task
5. Right supervision - the provision of guidance, direction, oversight, evaluation
and follow-up by the licensed nurse for accomplishment of a nursing task
delegated to nursing assistive personnel, encourage closed loop feedback
Leadership theories now focus on actions/styler of leadeship rather than the
traits of a leader
Trait theory: leaders possess certain traits that are leadership specific (drive,
persistence, creative problem solving, initiative, self-confidence, ability to
influence others, intelligence)
Behavioral theory: focus on how leaders behave - includes autocratic,
democratic, permissive/laissez-faire, and beureaucratic
Contigency theory/sitiational leadership: ability to adjust one's approach to
the situation
Transactional leadership: exchange between the leader and the employee.
The needs of the employee are identified, and the leader provides rewards to
meet those needs. More consultative and collaborative.
2/
112
, Autocratic: eaders change behaviors through use of coercion, authority,
punishment, power
Democratic: influence change through participation, involvement of staff in goal
setting, and collaboration
Permissive/laissez-faire: people are able to make their own decisions and
complete their work without facilitation of the leader
Bureaucratic: influence behaviors through organizational policies and rules
High-performer conversations: re-recruit the best performers by giving specigic
positive feedback about what they do well, their accomplishments, and examples
of positive attitudes. Share info of where the org is going and ask if there is
anything you can do for them to make their job better
Middle-performer: use a support coach technique, overall tone of meeting should
be positive, start with thanking of what they do well then identify and discuss one
specific area for development
Low-performer: don't start on positive note. Use the DESK approach: Describe
what you observed, Evaluate how you feel, Show what needs to done, ensure
employee Know the consequence of continued poor performace
Don't know?
3 of 102
Definition
- Group members must support overall goals
- Must be a valuable member of the department
- One of the frist rules for team or committee department bylaws or
rules
Give this one a go later!
3/
112
, What should you know about
What are the resp onsibility of the
the team in a larger group, like a
nurse in total patient care?
nursing department?
Why should you recognize and What are characteristics and who are
reward success? they provided by in staff
development/orientation?
Don't know?
4 of 102
Definition
The process by which a supervisor evaluates an employee's
performance in relation to the job description for that employee's
position as well as other expectations the facility can have.
- Done at regular intervals and can be more frequent for new
employees.
- Performance expectations should be based on the standards set
forth in a job description and writing in objective terms.
- Allow nurses the opportunity to discuss personal goals with the unit
manager as well as to reveive feedback regarding level of
performance. Performance appraisals can also be sued as a
motivational tool.
- Deficiencies identified during a performance appraisal or reported
by coworkers might need to be addressed in a disciplinary manner
Give this one a go later!
4/
112
QUESTIONS WITH VERIFIED ANSWERS
100% Correct 102
Incorrect 0
1 of 102
Definition
Give this one a go later!
What are the major components of What are the resp onsibility of
smoothly functioning teams? the nurse in p rimary nursing?
What are the attributes of What are the resp onsibility of
effective and ineffective the nurse in modular nursing?
teams?
Don't know?
1/
112
, 2 of 102
Term
What are the theories of leadership?
Give this one a go later!
1.Right task - know your nurse practice act, your hospital's policies, and specific
job description and competencies of each level of personnel
2.Risk circumstance - context in which the delegation takes place, know
your hopital's policies/specific job descriptions and competencies of each
level of personnel, extreme circumstances may dictate changes in
delegation
3. Right person - must know the competency level, job description, level of skill,
and education of the person you are delegating
4. Right direction/communication - follow the 4C's (be clear, be concise, be
correct, be complete) + staff members must feel free to say they are
not comforatble performing a task
5. Right supervision - the provision of guidance, direction, oversight, evaluation
and follow-up by the licensed nurse for accomplishment of a nursing task
delegated to nursing assistive personnel, encourage closed loop feedback
Leadership theories now focus on actions/styler of leadeship rather than the
traits of a leader
Trait theory: leaders possess certain traits that are leadership specific (drive,
persistence, creative problem solving, initiative, self-confidence, ability to
influence others, intelligence)
Behavioral theory: focus on how leaders behave - includes autocratic,
democratic, permissive/laissez-faire, and beureaucratic
Contigency theory/sitiational leadership: ability to adjust one's approach to
the situation
Transactional leadership: exchange between the leader and the employee.
The needs of the employee are identified, and the leader provides rewards to
meet those needs. More consultative and collaborative.
2/
112
, Autocratic: eaders change behaviors through use of coercion, authority,
punishment, power
Democratic: influence change through participation, involvement of staff in goal
setting, and collaboration
Permissive/laissez-faire: people are able to make their own decisions and
complete their work without facilitation of the leader
Bureaucratic: influence behaviors through organizational policies and rules
High-performer conversations: re-recruit the best performers by giving specigic
positive feedback about what they do well, their accomplishments, and examples
of positive attitudes. Share info of where the org is going and ask if there is
anything you can do for them to make their job better
Middle-performer: use a support coach technique, overall tone of meeting should
be positive, start with thanking of what they do well then identify and discuss one
specific area for development
Low-performer: don't start on positive note. Use the DESK approach: Describe
what you observed, Evaluate how you feel, Show what needs to done, ensure
employee Know the consequence of continued poor performace
Don't know?
3 of 102
Definition
- Group members must support overall goals
- Must be a valuable member of the department
- One of the frist rules for team or committee department bylaws or
rules
Give this one a go later!
3/
112
, What should you know about
What are the resp onsibility of the
the team in a larger group, like a
nurse in total patient care?
nursing department?
Why should you recognize and What are characteristics and who are
reward success? they provided by in staff
development/orientation?
Don't know?
4 of 102
Definition
The process by which a supervisor evaluates an employee's
performance in relation to the job description for that employee's
position as well as other expectations the facility can have.
- Done at regular intervals and can be more frequent for new
employees.
- Performance expectations should be based on the standards set
forth in a job description and writing in objective terms.
- Allow nurses the opportunity to discuss personal goals with the unit
manager as well as to reveive feedback regarding level of
performance. Performance appraisals can also be sued as a
motivational tool.
- Deficiencies identified during a performance appraisal or reported
by coworkers might need to be addressed in a disciplinary manner
Give this one a go later!
4/
112
