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NR 534 WEEK 6 ASSIGNMENT 2026/2027 | Planned Change
Leadership of Workforce Reduction | Graduate Competency
Exam | Pass Guaranteed - A+ Graded
Section 1: Change Theory Application in Workforce Reduction (Q1-12)
Q1. A nurse leader at a 300-bed hospital must reduce nursing staff by 15% due to
declining census. She begins by analyzing current staffing patterns, identifying which
units are overstaffed relative to acuity, and assessing the organizational culture's
readiness for change. According to Lewin's change theory, which stage is she
implementing?
A. Refreezing
B. Moving
C. Unfreezing
D. Stabilizing
Rationale: C. Unfreezing [CORRECT] — Lewin's unfreezing stage involves preparing
the organization for change by creating awareness of the need for change, gathering
data, and reducing resistance. Analyzing staffing patterns and assessing readiness are
classic unfreezing activities. Refreezing would occur after the reduction is
implemented and new norms established; moving involves actual implementation of
the change; stabilizing is not a Lewin stage.
Correct Answer: C
Q2. A CNO is implementing a workforce reduction using Kotter's 8-step model. She
has established a guiding coalition, created a vision for a leaner, more efficient
organization, and communicated that vision to all staff. What is the next step she
must take?
A. Consolidate gains and produce more change
B. Empower broad-based action by removing barriers
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C. Generate short-term wins
D. Anchor new approaches in the culture
Rationale: B. Empower broad-based action by removing barriers [CORRECT] —
Kotter's steps in order are: (1) Create urgency, (2) Form guiding coalition, (3) Create
vision, (4) Communicate vision, (5) Empower action, (6) Generate short-term wins, (7)
Consolidate gains, (8) Anchor in culture. After communicating the vision (step 4), the
CNO must empower broad-based action (step 5) by removing structural, resource, or
political barriers that prevent staff from acting on the vision.
Correct Answer: B
Q3. A nurse manager is introducing a new staffing model after reducing FTEs. Early
adopters on the medical-surgical unit have embraced the change, but the ICU nurses
are resisting. According to Rogers' Diffusion of Innovations theory, which strategy
should the manager use to accelerate adoption among the ICU staff?
A. Ignore the ICU resistance and focus on units already adopting the change
B. Use the medical-surgical early adopters as change champions to influence ICU
peers
C. Implement the change in the ICU first since they are the most resistant
D. Replace all ICU nurses who resist the new staffing model
Rationale: B. Use the medical-surgical early adopters as change champions to
influence ICU peers [CORRECT] — Rogers' theory identifies opinion leaders and early
adopters as key influencers. Peer influence from respected colleagues who have
successfully adopted the innovation is more effective than top-down mandates.
Using medical-surgical early adopters as champions leverages social proof and
reduces perceived risk among ICU nurses.
Correct Answer: B
Q4. A hospital is in the final phase of Lewin's change model after completing a
workforce reduction. The CNO is revising policies, updating job descriptions, and
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recognizing staff who have adapted to new roles. Which Lewin stage is being
implemented?
A. Unfreezing
B. Moving
C. Refreezing
D. Transitioning
Rationale: C. Refreezing [CORRECT] — Refreezing is the stabilization phase where
new behaviors, policies, and structures become permanent. Revising policies,
updating job descriptions, and reinforcing desired behaviors are refreezing activities
that prevent regression to old patterns. Unfreezing creates readiness; moving
implements the change; transitioning is not a Lewin stage.
Correct Answer: C
Q5. A nurse leader applying Kotter's model has successfully reduced workforce by
12% and achieved $2.3M in cost savings in the first quarter. She now uses this
success to justify further restructuring of the float pool. Which Kotter step is she
demonstrating?
A. Step 5: Empower broad-based action
B. Step 6: Generate short-term wins
C. Step 7: Consolidate gains and produce more change
D. Step 8: Anchor new approaches in the culture
Rationale: C. Step 7: Consolidate gains and produce more change [CORRECT] —
Step 7 involves using credibility from early successes to drive additional change. The
$2.3M savings (short-term win) is being leveraged to justify further restructuring
(more change). Step 6 would be celebrating the savings itself; step 7 uses that
momentum to expand the change effort.
Correct Answer: C
NR 534 WEEK 6 ASSIGNMENT 2026/2027 | Planned Change
Leadership of Workforce Reduction | Graduate Competency
Exam | Pass Guaranteed - A+ Graded
Section 1: Change Theory Application in Workforce Reduction (Q1-12)
Q1. A nurse leader at a 300-bed hospital must reduce nursing staff by 15% due to
declining census. She begins by analyzing current staffing patterns, identifying which
units are overstaffed relative to acuity, and assessing the organizational culture's
readiness for change. According to Lewin's change theory, which stage is she
implementing?
A. Refreezing
B. Moving
C. Unfreezing
D. Stabilizing
Rationale: C. Unfreezing [CORRECT] — Lewin's unfreezing stage involves preparing
the organization for change by creating awareness of the need for change, gathering
data, and reducing resistance. Analyzing staffing patterns and assessing readiness are
classic unfreezing activities. Refreezing would occur after the reduction is
implemented and new norms established; moving involves actual implementation of
the change; stabilizing is not a Lewin stage.
Correct Answer: C
Q2. A CNO is implementing a workforce reduction using Kotter's 8-step model. She
has established a guiding coalition, created a vision for a leaner, more efficient
organization, and communicated that vision to all staff. What is the next step she
must take?
A. Consolidate gains and produce more change
B. Empower broad-based action by removing barriers
,2
C. Generate short-term wins
D. Anchor new approaches in the culture
Rationale: B. Empower broad-based action by removing barriers [CORRECT] —
Kotter's steps in order are: (1) Create urgency, (2) Form guiding coalition, (3) Create
vision, (4) Communicate vision, (5) Empower action, (6) Generate short-term wins, (7)
Consolidate gains, (8) Anchor in culture. After communicating the vision (step 4), the
CNO must empower broad-based action (step 5) by removing structural, resource, or
political barriers that prevent staff from acting on the vision.
Correct Answer: B
Q3. A nurse manager is introducing a new staffing model after reducing FTEs. Early
adopters on the medical-surgical unit have embraced the change, but the ICU nurses
are resisting. According to Rogers' Diffusion of Innovations theory, which strategy
should the manager use to accelerate adoption among the ICU staff?
A. Ignore the ICU resistance and focus on units already adopting the change
B. Use the medical-surgical early adopters as change champions to influence ICU
peers
C. Implement the change in the ICU first since they are the most resistant
D. Replace all ICU nurses who resist the new staffing model
Rationale: B. Use the medical-surgical early adopters as change champions to
influence ICU peers [CORRECT] — Rogers' theory identifies opinion leaders and early
adopters as key influencers. Peer influence from respected colleagues who have
successfully adopted the innovation is more effective than top-down mandates.
Using medical-surgical early adopters as champions leverages social proof and
reduces perceived risk among ICU nurses.
Correct Answer: B
Q4. A hospital is in the final phase of Lewin's change model after completing a
workforce reduction. The CNO is revising policies, updating job descriptions, and
, 3
recognizing staff who have adapted to new roles. Which Lewin stage is being
implemented?
A. Unfreezing
B. Moving
C. Refreezing
D. Transitioning
Rationale: C. Refreezing [CORRECT] — Refreezing is the stabilization phase where
new behaviors, policies, and structures become permanent. Revising policies,
updating job descriptions, and reinforcing desired behaviors are refreezing activities
that prevent regression to old patterns. Unfreezing creates readiness; moving
implements the change; transitioning is not a Lewin stage.
Correct Answer: C
Q5. A nurse leader applying Kotter's model has successfully reduced workforce by
12% and achieved $2.3M in cost savings in the first quarter. She now uses this
success to justify further restructuring of the float pool. Which Kotter step is she
demonstrating?
A. Step 5: Empower broad-based action
B. Step 6: Generate short-term wins
C. Step 7: Consolidate gains and produce more change
D. Step 8: Anchor new approaches in the culture
Rationale: C. Step 7: Consolidate gains and produce more change [CORRECT] —
Step 7 involves using credibility from early successes to drive additional change. The
$2.3M savings (short-term win) is being leveraged to justify further restructuring
(more change). Step 6 would be celebrating the savings itself; step 7 uses that
momentum to expand the change effort.
Correct Answer: C
