chapter 20 leadership and management
1. What is an inappropriate reason for delegation?
a. To empower subordinates by "stretching" them in their work assignment
b. To free the manager to address more complex unit needs
c. The manager does not find the task intellectually challenging.
d. Someone else is better qualified to do the task.: c. The manager does not
find the task intellectually challenging.
2. A performance appraisal states that the manager often
underdelegates. What is potential cause of this delegation error?
a. A high degree of trust in subordinates
b. A democratic leadership style
c. A need for perfectionism
d. Sufficient time to accomplish unit goals alone: c. A need for perfectionism
3. A manager needs to delegate some tasks. What consideration should the
manager prioritize when identifying the appropriate person to whom to
delegate a specific task?
a. Whose turn it is to delegate a task
b. The qualifications of the person regarding the task
c. The fiscal cost of delegating the task
d. Whether the person has experience with similar tasks: b. The qualifications
of the person regarding the task
4. A nurse-manager delegates many tasks in the course of a day. Which
practice should the manager reconsider or discontinue?
a. The manager grants temporary authority to support completion of a
dele-gated task.
b. The manager confirms that the person to whom a task is delegated is
adequately qualified.
c. The manager provides employees with exact instructions for each step
ofcompleting the task.
d. The manager asks for regular updates from the employee when tasks
take a long time.: c. The manager provides employees with exact instructions for
each step of completing the task.
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, chapter 20 leadership and management
5. A manager's subordinate is having difficulty carrying out a delegated
task. What is the manager's best initial action?
a. Release the subordinate from the task so he or she will not become
demor-alized.
b. Be available to the employee as a role model and resource for the task.
c. Assign another more experienced employee to help with the task.
d. Reassign the employee a different, less complex task.: b. Be available to
the employee as a role model and resource for the task.
6. What principle should guide the nurse's delegation of tasks to
unlicensed nursing assistive personnel (NAP)?
a. It is safe to assume that the NAP has at least a high school diploma as
a minimum hiring criterion.
b. Like all members of the care team, NAP stands to lose their licensure
in case of negligent practice.
c. No federal or community standards have been established for training
the broad classification of NAP.
d. The nurse is protected from liability when allowing the NAP to perform
only those
tasks the employer includes in their job description.: c. No federal or
community standards have been established for training the broad classification of
NAP.
7. Which action is considered a leadership role associated with delegation?
a. Creating job descriptions for all personnel
b. Providing formal recognition or reward for completion of delegated tasks
c. Demonstrating sensitivity to how cultural phenomena affect
transculturaldelegation
d. Reprimanding employees who demonstrate overt resistance to the tasks
they are
delegated: c. Demonstrating sensitivity to how cultural phenomena affect
transcultural delegation
8. Which statement is true regarding the general delegation liability of
the registered nurse (RN)?
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1. What is an inappropriate reason for delegation?
a. To empower subordinates by "stretching" them in their work assignment
b. To free the manager to address more complex unit needs
c. The manager does not find the task intellectually challenging.
d. Someone else is better qualified to do the task.: c. The manager does not
find the task intellectually challenging.
2. A performance appraisal states that the manager often
underdelegates. What is potential cause of this delegation error?
a. A high degree of trust in subordinates
b. A democratic leadership style
c. A need for perfectionism
d. Sufficient time to accomplish unit goals alone: c. A need for perfectionism
3. A manager needs to delegate some tasks. What consideration should the
manager prioritize when identifying the appropriate person to whom to
delegate a specific task?
a. Whose turn it is to delegate a task
b. The qualifications of the person regarding the task
c. The fiscal cost of delegating the task
d. Whether the person has experience with similar tasks: b. The qualifications
of the person regarding the task
4. A nurse-manager delegates many tasks in the course of a day. Which
practice should the manager reconsider or discontinue?
a. The manager grants temporary authority to support completion of a
dele-gated task.
b. The manager confirms that the person to whom a task is delegated is
adequately qualified.
c. The manager provides employees with exact instructions for each step
ofcompleting the task.
d. The manager asks for regular updates from the employee when tasks
take a long time.: c. The manager provides employees with exact instructions for
each step of completing the task.
1/9
, chapter 20 leadership and management
5. A manager's subordinate is having difficulty carrying out a delegated
task. What is the manager's best initial action?
a. Release the subordinate from the task so he or she will not become
demor-alized.
b. Be available to the employee as a role model and resource for the task.
c. Assign another more experienced employee to help with the task.
d. Reassign the employee a different, less complex task.: b. Be available to
the employee as a role model and resource for the task.
6. What principle should guide the nurse's delegation of tasks to
unlicensed nursing assistive personnel (NAP)?
a. It is safe to assume that the NAP has at least a high school diploma as
a minimum hiring criterion.
b. Like all members of the care team, NAP stands to lose their licensure
in case of negligent practice.
c. No federal or community standards have been established for training
the broad classification of NAP.
d. The nurse is protected from liability when allowing the NAP to perform
only those
tasks the employer includes in their job description.: c. No federal or
community standards have been established for training the broad classification of
NAP.
7. Which action is considered a leadership role associated with delegation?
a. Creating job descriptions for all personnel
b. Providing formal recognition or reward for completion of delegated tasks
c. Demonstrating sensitivity to how cultural phenomena affect
transculturaldelegation
d. Reprimanding employees who demonstrate overt resistance to the tasks
they are
delegated: c. Demonstrating sensitivity to how cultural phenomena affect
transcultural delegation
8. Which statement is true regarding the general delegation liability of
the registered nurse (RN)?
2/9
