C HAPTER 22: C OLLECTIVE B ARGAINING ,
U NIONIZATION , AND E MPLOYMENT L AWS
1. Why does membership in the American Nurses Association (ANA) pose a
conflict in loyalt y for some nurses in management positions?
a. It fails to support male nurses su fficientl y.
b. Minorities are not represented on its board of directors.
c. Membership is based on years of nursing experience.
d. It acts as a professional association and a collective bargaining
agent.
ANS: D
Feedback:
The ANA acts as a professional associat ion for RNs and a collective
bargaining agent. This dual purpose poses a conflict in loyalty to some
nurses who work in management positions. The other options are not
true statements.
PTS: 1 DIF: Easy REF: Page: 612 OBJ: 6 NAT:
Client Needs: Safe and Ef fective Care Environment: Management
of Care TOP: Chapter Number: 22: Title: Key Concepts
KEY: Integrated Process: Nursing Process BLM:
Cognitive Level: Understand NOT: Multiple Choice
2. A situation has occurred in a health -care organization where it is
, important to determine whether a particular nurse is categorized as a
“staff nurse” or as a supervisor. What criterion should be used to make
this differentiation?
a. The nurse’s position in the hierarchy of the unit based on years of
experienced
b. The nurse position on the organization’s salary scale
c. The nurse’s level of influence on his or her peers and colleagues
d. The percentage of time that the nurse spends as charge nurse versus
giving direct client care
ANS: D
Feedback:
Under current legislation, nurses with less than 10% to 15% (equal to
about one shift per pay period) of their time as charge nurse are
considered staff nurses, whereas nurses working more than 15% of
their professional time as charge nurses are considered supervisors.
This differentiatio n is not based on salary, experience, or interpersonal
influence.
PTS: 1 DIF: Moderate REF: Page: 612 OBJ: 1
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 22: Title: Key
Concepts KEY: Integrated Process : Nursing Process BLM:
Cognitive Level: Appl y NOT: Multiple Choice
3. Which organizational characteristic is most likel y to make the employees
view a union as an appealing option?
a. This organizational mission is perceived as being too broad or
, ambitious to b e achieved.
b. The organization is perceived as being insensitive to employees’
needs and well -being.
c. The employees earn less than the average salary of comparable
employees in the region.
d. The organizational mission is insensitive to the population it serves.
ANS: B
Feedback:
Management that is perceived to be deaf to the workers’ needs provides
a fertile ground for union organizers because unions thrive in a climate
that perceives the organizational philosophy to be insensitive to the
worker. The other o ptions are not believed to have the influence that
insensitivit y to employees has.
PTS: 1 DIF: Moderate REF: Page: 589 OBJ: 1
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 22: Title:
Unions and Collectiv e Bargaining KEY: Integrated Process:
Nursing Process BLM: Cognitive Level: Anal yze NOT:
Multiple Choice
4. A unionization drive is taking place in a health -care organization. The
National Labors Relations Board (NLRB) requires that what criterion must
be met before an election for unionization can be held?
a. Employees must demonstrate substandard wages or working
conditions.
b. At least 30% of the employees must sign an interest card.
U NIONIZATION , AND E MPLOYMENT L AWS
1. Why does membership in the American Nurses Association (ANA) pose a
conflict in loyalt y for some nurses in management positions?
a. It fails to support male nurses su fficientl y.
b. Minorities are not represented on its board of directors.
c. Membership is based on years of nursing experience.
d. It acts as a professional association and a collective bargaining
agent.
ANS: D
Feedback:
The ANA acts as a professional associat ion for RNs and a collective
bargaining agent. This dual purpose poses a conflict in loyalty to some
nurses who work in management positions. The other options are not
true statements.
PTS: 1 DIF: Easy REF: Page: 612 OBJ: 6 NAT:
Client Needs: Safe and Ef fective Care Environment: Management
of Care TOP: Chapter Number: 22: Title: Key Concepts
KEY: Integrated Process: Nursing Process BLM:
Cognitive Level: Understand NOT: Multiple Choice
2. A situation has occurred in a health -care organization where it is
, important to determine whether a particular nurse is categorized as a
“staff nurse” or as a supervisor. What criterion should be used to make
this differentiation?
a. The nurse’s position in the hierarchy of the unit based on years of
experienced
b. The nurse position on the organization’s salary scale
c. The nurse’s level of influence on his or her peers and colleagues
d. The percentage of time that the nurse spends as charge nurse versus
giving direct client care
ANS: D
Feedback:
Under current legislation, nurses with less than 10% to 15% (equal to
about one shift per pay period) of their time as charge nurse are
considered staff nurses, whereas nurses working more than 15% of
their professional time as charge nurses are considered supervisors.
This differentiatio n is not based on salary, experience, or interpersonal
influence.
PTS: 1 DIF: Moderate REF: Page: 612 OBJ: 1
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 22: Title: Key
Concepts KEY: Integrated Process : Nursing Process BLM:
Cognitive Level: Appl y NOT: Multiple Choice
3. Which organizational characteristic is most likel y to make the employees
view a union as an appealing option?
a. This organizational mission is perceived as being too broad or
, ambitious to b e achieved.
b. The organization is perceived as being insensitive to employees’
needs and well -being.
c. The employees earn less than the average salary of comparable
employees in the region.
d. The organizational mission is insensitive to the population it serves.
ANS: B
Feedback:
Management that is perceived to be deaf to the workers’ needs provides
a fertile ground for union organizers because unions thrive in a climate
that perceives the organizational philosophy to be insensitive to the
worker. The other o ptions are not believed to have the influence that
insensitivit y to employees has.
PTS: 1 DIF: Moderate REF: Page: 589 OBJ: 1
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 22: Title:
Unions and Collectiv e Bargaining KEY: Integrated Process:
Nursing Process BLM: Cognitive Level: Anal yze NOT:
Multiple Choice
4. A unionization drive is taking place in a health -care organization. The
National Labors Relations Board (NLRB) requires that what criterion must
be met before an election for unionization can be held?
a. Employees must demonstrate substandard wages or working
conditions.
b. At least 30% of the employees must sign an interest card.
