NURS2204 EXAM QUESTIONS AND VERIFIED ANSWERS
2024/2025
Difference between leadership and management
Leadership: Attempting to motivate/influence people
Management: Directing people toward organizational goals
Transformational Leadership
Leadership that, enabled by a leader's vision and inspiration, exerts significant influence
- Idealised influence, purpose driven, integrity 'doing what is right'
- Inspirational motivation: represents the values of the organisation, inspires team
members to undertake change
- Individualised consideration: people driven, supportive, genuine concern for team
members and their need
- Intellectual stimulation: innovating, challenges team members to be innovative &
creative
Authentic Leadership
A pattern of leadership behavior based on honesty, practicality, and ethicality
- Vision: know the organisational performance goals for the future. Formulation and
communication of a Vision to deliver these goals.
- Values: Forsters team members belief in shared Values to deliver the Vision. Moral
compass. Embodies and lives the Values.
,- Involvement: Seeks input to maximise decision making process, receptive to feedback.
Invites active participation, fosters collaboration, enables team members to realise their
potential.
Collective Leadership
Represents views of leadership not as a property of individuals and their behaviors but
as a social phenomenon constructed in interaction
- Everyone taking responsibility for the success of the organisation as a whole
- Believe power is greatest in a collective team
- Openly share information and knowledge
- Encourage suggestions and ideas with the team
- Facilitate brainstorming with the team
- Seek to uncover the root causes of issues
- Offers immediate and ongoing feedback and personalised coaching
- Allows roles and responsibilities to evolve and fluctuate.
Transition Shock
The abrupt shock associated with moving from student to professional nurse associated
with doubt, confusion, disorientation, and loss
- 4 stages
Stages of Transition Shock
Honeymoon Phase:
- Graduate nurses are typically idealistic about their professional role. Graduates have
secured a job and are excited to begin their career.
, - They are optimistic, confident in their academically acquired knowledge and have a
rose-tinted view of the nursing profession - it is everything that they imagined it to be.
Shock & Rejection Phase:
- New nurses start to understand the incredible demands they now have to face (too
much work, not enough time, insufficient knowledge)
- They enter a negative stage, suffering burn out and contemplating changing careers.
- Ways to manage: develop a support network, finding a mentor, guidance or someone
to talk to and taking care of your physical and emotional health through self care
activities.
Recovery Phase:
- The recovery phase begins the upwards climb towards greater positivity where
expectation and realities are more balanced.
- Reduced anxiety and increased coping capabilities
- In the recovery phase, nurses work with the community to plan for long term needs,
including psycho-social, economic, and legal needs for example through counselling
resettlement and documentation.
Resolution Phase:
- Usually occurs at the one-year mark
- Nurses begin to have perspective and can contribute more wholly to the profession.
- It's either successful transition to confident and competent practitioner OR burn our
and possible decision to leave the profession.
Importance and Benefits of Mentoring
2024/2025
Difference between leadership and management
Leadership: Attempting to motivate/influence people
Management: Directing people toward organizational goals
Transformational Leadership
Leadership that, enabled by a leader's vision and inspiration, exerts significant influence
- Idealised influence, purpose driven, integrity 'doing what is right'
- Inspirational motivation: represents the values of the organisation, inspires team
members to undertake change
- Individualised consideration: people driven, supportive, genuine concern for team
members and their need
- Intellectual stimulation: innovating, challenges team members to be innovative &
creative
Authentic Leadership
A pattern of leadership behavior based on honesty, practicality, and ethicality
- Vision: know the organisational performance goals for the future. Formulation and
communication of a Vision to deliver these goals.
- Values: Forsters team members belief in shared Values to deliver the Vision. Moral
compass. Embodies and lives the Values.
,- Involvement: Seeks input to maximise decision making process, receptive to feedback.
Invites active participation, fosters collaboration, enables team members to realise their
potential.
Collective Leadership
Represents views of leadership not as a property of individuals and their behaviors but
as a social phenomenon constructed in interaction
- Everyone taking responsibility for the success of the organisation as a whole
- Believe power is greatest in a collective team
- Openly share information and knowledge
- Encourage suggestions and ideas with the team
- Facilitate brainstorming with the team
- Seek to uncover the root causes of issues
- Offers immediate and ongoing feedback and personalised coaching
- Allows roles and responsibilities to evolve and fluctuate.
Transition Shock
The abrupt shock associated with moving from student to professional nurse associated
with doubt, confusion, disorientation, and loss
- 4 stages
Stages of Transition Shock
Honeymoon Phase:
- Graduate nurses are typically idealistic about their professional role. Graduates have
secured a job and are excited to begin their career.
, - They are optimistic, confident in their academically acquired knowledge and have a
rose-tinted view of the nursing profession - it is everything that they imagined it to be.
Shock & Rejection Phase:
- New nurses start to understand the incredible demands they now have to face (too
much work, not enough time, insufficient knowledge)
- They enter a negative stage, suffering burn out and contemplating changing careers.
- Ways to manage: develop a support network, finding a mentor, guidance or someone
to talk to and taking care of your physical and emotional health through self care
activities.
Recovery Phase:
- The recovery phase begins the upwards climb towards greater positivity where
expectation and realities are more balanced.
- Reduced anxiety and increased coping capabilities
- In the recovery phase, nurses work with the community to plan for long term needs,
including psycho-social, economic, and legal needs for example through counselling
resettlement and documentation.
Resolution Phase:
- Usually occurs at the one-year mark
- Nurses begin to have perspective and can contribute more wholly to the profession.
- It's either successful transition to confident and competent practitioner OR burn our
and possible decision to leave the profession.
Importance and Benefits of Mentoring
