Test Bank For Leading and Managing in Nursing, 8th
g g g g g g g g g
Edition by Patricia S. Yoder-Wise,
g g g g
Susan Sportsman
g
,Chapterg01:gLeading,gManaging,gandgFollowing
Yoder-Wise:gLeadinggandgManaginggingNursing,g8thgEdition
MULTIPLEgCHOICE
1. Agunitgmanagergofgag25-
bedgmedical/surgicalgareagreceivesgagphonegcallgfromgagnursegwhoghasgcalledgingsickgfivegtim
esgingthegpastgmonth.gHegtellsgthegmanagergthatghegverygmuchgwantsgto
comegtogworkgwhengscheduledgbutgmustgoftengcaregforghisgwife,gwhogisgundergoinggtreatmentg
forgbreastgcancer.gAccordinggt oN gRgI
UMa SsgG
l ogB.C
N’ s gTneed ghiO
w e rarchygtheory,gwhatgwouldgbegthegbest
approachgtogsatisfyinggthegneedsgofgthisgnurse,gothergstaff,gandgpatients?
a. Linegupgagencygnursesgwhogcangbegcalledgingtogworkgongshortgnotice.
b. Placegthegnursegongunpaidgleavegforgthegremaindergofghisgwife’sgtreatment.
c. Sympathizegwithgthegnurse’sgdilemmagandgletgthegchargegnursegknowgthatgthisgnurs
egmaygbegcallinggingfrequentlygingthegfuture.
d. Workgwithgthegnurse,gstaffinggoffice,gandgothergnursesgtogarrangeghisgschedule
dgdaysgoffgaroundghisgwife’sgtreatments.
ANS:g D
Placinggthegnursegongunpaidgleavegmaygthreatengthegnurse’sgcapacitygtogmeetgphysiologicgnee
dsgandgdemotivategthegnurse.gUnsatisfactorygcoveragegofgshiftsgongshortgnoticegcouldgaffectg p
atientgcaregandgthreatengthegneedsgofgstaffgtogfeelgcompetent.gArranginggthegschedulegaroundgt
hegwife’sgneedsgmeetsgthegneedsgofgthegstaffgandgofgpatientsgwhilegsatisfyinggthegnurse’sgneed
gforgaffiliation.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
2. Aggrievancegbroughtgbygagstaffgnursegagainstgthegunitgmanagergrequiresgmediation.gAtgthegfir
stgmediationgsession,gthegstaffgnursegrepeatedlygcallsgthegunitgmanager’sgactionsgunfair,gandgt
hegunitgmanagergcontinuesgtogreiterategthegreasonsgforgthegactions.gWhatgwouldgbegthegbestgco
ursegofgactiongatgthisgtime?
a. Sendgthegtwogdisputantsgawaygtogreachgtheirgowngresolution.
b. Involveganothergstaffgnursegingthegdiscussiongforgclaritygissues.
NURSINGTB.COM
StuDocuStuDocugiissgnotnotgsponsoresdponsoredgororgendorsedendors
edgbybyanyanygcollegceollegegororguniversityuniversity
, c. Askgeachgpartygtogexaminegtheirgowngmotivesgandgissuesgingthegconflict.
d. Continuegtoglistengasgthegpartiesgrepeatgtheirgthoughtsgandgfeelingsgaboutgth
egconflict.
ANS:g C
Forgresolutiongofgconflict,gonegshouldgaddressgtheginterestsgandginvolvementgofgparticipantsgin
gthegconflictgbygexamininggthegrealgissuesgofgallgparties.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
3. Atgagsecondgnegotiationgsession,gthegunitgmanagergandgstaffgnursegaregunablegtogreachg
agresolution.gWhatgisgthegappropriategnextgstep?
a. Arrangeganothergmeetinggingagweek’sgtimegsogasgtogallowgagcooling-offgperiod.
b. Elevategthegnextgnegationgsessiongtogthegnextgmanager,goneglevelgabove.
c. Insistgthatgparticipantsgcontinuegtogtalkguntilgagresolutionghasgbeengreached.
d. Backgthegunitgmanager’sgactionsgandgendgthegdispute.
ANS:g B
Partgofgleadershipgisgunderstandinggconflictgresolutiongandgabilitygtognegotiategandgmanagegfo
rgresolutiongofgissuesgandgconcerns.gThisgsituationghasgfailedgagsecondgnegotiationgsession,gel
evationgtogagmanagergwithgadditionalgtraininggtogfacilitategconflictgresolutiongisgimportantgatgt
hisgpoint.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
4. ThegmanagergofgagsurgicalgareaghasgagvisiongforgthegfuturegthatgrequiresgthegadditiongofgR
Ngassistantsgorgunlicensedgpersonsgtogfeed,gbathe,gandgambulategpatients.gThegRNsgongtheg
staff
havegalwaysgpracticedg ingagp rNimaR r y gnIur s iGng-
Bd e.liCver yMs yst em gandg aregveryUgresistant
gSgNgT
g togthisg idea.gWhatgwouldgbegthegbestginitialgstrategygforgi
mplementationgofgthisgchange?
a. ExploringgthegvaluesgandgfeelingsgofgthegRNggroupgingrelationshipgtogthisgchange
b. LeavinggthegRNsgalonegforgagtimegsogtheygcangthinkgaboutgthegchangegbeforegitg
isgimplemented
c. Droppinggthegideagandgtryinggforgthegchangegingagyeargorgsogwhengsomegofgt
hegpresentgRNsghavegretired
d. HiringgthegassistantsgandgallowinggthegRNsgtogseegwhatggoodgadditionsgtheygare
ANS:g A
Influencinggothersgrequiresgemotionalgintelligencegingdomainsgsuchgasgempathy,ghandlinggrel
ationships,gdeepeninggself-
awarenessgingselfgandgothers,gmotivatinggothers,gandgmanaginggemotions.gMotivatinggothersgr
ecognizesgthatgvaluesgaregpowerfulgforcesgthatginfluencegacceptancegofgchange.gLeavinggtheg
RNsgalonegforgagperiodgofgtimegbeforegimplementationgdoesgnotgprovidegopportunitygtogexplor
egdifferentgperspectivesgandgvalues.gAvoidinggdiscussionguntilgthegteamgchangesgmaygnotgpro
motegadoptiongofgthegchangeguntilgtheregisgopportunitygtogexploregperspectivesgandgvaluesgrel
atedgtogthegchange.gHiringgofgthegassistantsgdemonstratesglackgofgempathygforgthegperspective
sgofgthegRNgstaff.
TOP:g AONEgcompetency:gKnowledgegofgthegHealthgCaregEnvironment
, 5. AsgthegRNgchargegnursegongthegnightgshiftgingagsmallglong-
termgcaregfacility,gyou’vegfoundgthatgtheregisglittlegturnovergamonggyourgLPNgandgnursinggass
istantg(NA)gstaffgmembers,gbutgtheygaregnotgverygmotivatedgtoggogbeyondgtheirgjobgdescriptio
nsgingtheirgwork.gWhichgofgthegfollowinggstrategiesgmightgmotivategthegstaffgandgleadgtoggrea
tergjobgsatisfaction?
a. Askgthegdirectorgofgnursinggtogofferghighergwagesgandgbonusesgforgextragworkgf
orgthegnightgLPNsgandgNAs.
b. AllowgthegLPNsgandgNAsggreatergdecision-
makinggpowergwithingthegscopegofgtheirgpositionsgingtheginstitution.
c. Hiregadditionalgstaffgsogthatgtheregaregmoregstaffgavailablegforgenhancedgcare,gan
dgindividualgworkloadsgareglessened.
d. Askgthegdirectorgofgnursinggtogincreasegjobgsecuritygforgnightgstaffgbyghavinggthe
mgsigngcontractsgthatgguaranteegwork.
ANS:g B
Hygienegfactorsgsuchgasgsalary,gworkinggconditions,gandgsecuritygaregconsistentgwithgHerzber
g’sgtwo-
factorgtheorygofgmotivation;gmeetinggthesegneedsgavoidsgjobgdissatisfaction.gMotivatorgfactors
gsuchgasgrecognition gandgsatisfactiongwithgworkgpromotegagsatisfyinggandgenrichedgworkgenvir
onment.gTransformationalgleadersgusegmotivatorgfactorsgliberallygtoginspiregworkgperformance
gandgincreasegjobgsatisfaction.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
6. Thegnursegmanagergwantsgtogincreasegmotivationgbygprovidinggmotivatinggfactorsgforgthegnurs
egongthegunit.gWhatgactiongwouldgbegappropriategtogmotivategthegstaff?
a. Collaborategwithgtheghumangresource/personnelgdepartmentgtogdevelopgon-
sitegdaycaregservices.
b. ProvidegaghierarchicalgorgNa niR
zat iI
o na G
l gst ruBc.t uCr e . gM
c. Implementgagmodelgofgshare d gg o veN
U S r na nTce . O
d. Promotegthegdevelopmentgofgagflexiblegbenefitsgpackage.
ANS:g C
Complexitygtheorygsuggestsgthatgsystemsginteractgandgadaptgandgthatgdecisiongmakinggoccursg
throughoutgsystems,gasgopposedgtogbeinggheldgingaghierarchy.gIngcomplexitygtheory,geverygvo
icegcounts,gandgthereforegallglevelsgofgstaffgwouldgbeginvolvedgingdecisiongmaking.gThisgprinc
iplegisgthegfoundationgofgsharedggovernance.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
7. Agchargegnursegongagbusyg40-
bedgmedical/surgicalgunitgisgapproachedgbygagfamilygmembergwhogbeginsgtogcomplaingloudly
gaboutgthegqualitygofgcareghisgmothergisgreceiving.gHisgbehaviorgisgsogdisruptivegthatgitgisgover
heardgbygstaff,gphysicians,gandgothergvisitors.gThegfamilygmembergleavesgthegunitgabruptly,gan
dgthegnursegisgleftgfeelinggfrustrated.gWhichgbehaviorgbygthegchargegnursegbestgillustratesgrefi
nedgleadershipgskillsgingangemotionallygintelligentgpractitioner?
a. Reflectgtoggainginsightgintoghowgthegsituationgcouldgbeghandledgdifferentlygingth
egfuture.
b. Trygtogcatchgupgwithgthegangrygfamilygmembergtogresolvegthegconcern.
c. Discussgthegconcerngwithgthegpatientgaftergthegfamilygmemberghasgleft.
d. Notifygnursinggadministrationgofgthegsituation.
ANS:g A
g g g g g g g g g
Edition by Patricia S. Yoder-Wise,
g g g g
Susan Sportsman
g
,Chapterg01:gLeading,gManaging,gandgFollowing
Yoder-Wise:gLeadinggandgManaginggingNursing,g8thgEdition
MULTIPLEgCHOICE
1. Agunitgmanagergofgag25-
bedgmedical/surgicalgareagreceivesgagphonegcallgfromgagnursegwhoghasgcalledgingsickgfivegtim
esgingthegpastgmonth.gHegtellsgthegmanagergthatghegverygmuchgwantsgto
comegtogworkgwhengscheduledgbutgmustgoftengcaregforghisgwife,gwhogisgundergoinggtreatmentg
forgbreastgcancer.gAccordinggt oN gRgI
UMa SsgG
l ogB.C
N’ s gTneed ghiO
w e rarchygtheory,gwhatgwouldgbegthegbest
approachgtogsatisfyinggthegneedsgofgthisgnurse,gothergstaff,gandgpatients?
a. Linegupgagencygnursesgwhogcangbegcalledgingtogworkgongshortgnotice.
b. Placegthegnursegongunpaidgleavegforgthegremaindergofghisgwife’sgtreatment.
c. Sympathizegwithgthegnurse’sgdilemmagandgletgthegchargegnursegknowgthatgthisgnurs
egmaygbegcallinggingfrequentlygingthegfuture.
d. Workgwithgthegnurse,gstaffinggoffice,gandgothergnursesgtogarrangeghisgschedule
dgdaysgoffgaroundghisgwife’sgtreatments.
ANS:g D
Placinggthegnursegongunpaidgleavegmaygthreatengthegnurse’sgcapacitygtogmeetgphysiologicgnee
dsgandgdemotivategthegnurse.gUnsatisfactorygcoveragegofgshiftsgongshortgnoticegcouldgaffectg p
atientgcaregandgthreatengthegneedsgofgstaffgtogfeelgcompetent.gArranginggthegschedulegaroundgt
hegwife’sgneedsgmeetsgthegneedsgofgthegstaffgandgofgpatientsgwhilegsatisfyinggthegnurse’sgneed
gforgaffiliation.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
2. Aggrievancegbroughtgbygagstaffgnursegagainstgthegunitgmanagergrequiresgmediation.gAtgthegfir
stgmediationgsession,gthegstaffgnursegrepeatedlygcallsgthegunitgmanager’sgactionsgunfair,gandgt
hegunitgmanagergcontinuesgtogreiterategthegreasonsgforgthegactions.gWhatgwouldgbegthegbestgco
ursegofgactiongatgthisgtime?
a. Sendgthegtwogdisputantsgawaygtogreachgtheirgowngresolution.
b. Involveganothergstaffgnursegingthegdiscussiongforgclaritygissues.
NURSINGTB.COM
StuDocuStuDocugiissgnotnotgsponsoresdponsoredgororgendorsedendors
edgbybyanyanygcollegceollegegororguniversityuniversity
, c. Askgeachgpartygtogexaminegtheirgowngmotivesgandgissuesgingthegconflict.
d. Continuegtoglistengasgthegpartiesgrepeatgtheirgthoughtsgandgfeelingsgaboutgth
egconflict.
ANS:g C
Forgresolutiongofgconflict,gonegshouldgaddressgtheginterestsgandginvolvementgofgparticipantsgin
gthegconflictgbygexamininggthegrealgissuesgofgallgparties.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
3. Atgagsecondgnegotiationgsession,gthegunitgmanagergandgstaffgnursegaregunablegtogreachg
agresolution.gWhatgisgthegappropriategnextgstep?
a. Arrangeganothergmeetinggingagweek’sgtimegsogasgtogallowgagcooling-offgperiod.
b. Elevategthegnextgnegationgsessiongtogthegnextgmanager,goneglevelgabove.
c. Insistgthatgparticipantsgcontinuegtogtalkguntilgagresolutionghasgbeengreached.
d. Backgthegunitgmanager’sgactionsgandgendgthegdispute.
ANS:g B
Partgofgleadershipgisgunderstandinggconflictgresolutiongandgabilitygtognegotiategandgmanagegfo
rgresolutiongofgissuesgandgconcerns.gThisgsituationghasgfailedgagsecondgnegotiationgsession,gel
evationgtogagmanagergwithgadditionalgtraininggtogfacilitategconflictgresolutiongisgimportantgatgt
hisgpoint.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
4. ThegmanagergofgagsurgicalgareaghasgagvisiongforgthegfuturegthatgrequiresgthegadditiongofgR
Ngassistantsgorgunlicensedgpersonsgtogfeed,gbathe,gandgambulategpatients.gThegRNsgongtheg
staff
havegalwaysgpracticedg ingagp rNimaR r y gnIur s iGng-
Bd e.liCver yMs yst em gandg aregveryUgresistant
gSgNgT
g togthisg idea.gWhatgwouldgbegthegbestginitialgstrategygforgi
mplementationgofgthisgchange?
a. ExploringgthegvaluesgandgfeelingsgofgthegRNggroupgingrelationshipgtogthisgchange
b. LeavinggthegRNsgalonegforgagtimegsogtheygcangthinkgaboutgthegchangegbeforegitg
isgimplemented
c. Droppinggthegideagandgtryinggforgthegchangegingagyeargorgsogwhengsomegofgt
hegpresentgRNsghavegretired
d. HiringgthegassistantsgandgallowinggthegRNsgtogseegwhatggoodgadditionsgtheygare
ANS:g A
Influencinggothersgrequiresgemotionalgintelligencegingdomainsgsuchgasgempathy,ghandlinggrel
ationships,gdeepeninggself-
awarenessgingselfgandgothers,gmotivatinggothers,gandgmanaginggemotions.gMotivatinggothersgr
ecognizesgthatgvaluesgaregpowerfulgforcesgthatginfluencegacceptancegofgchange.gLeavinggtheg
RNsgalonegforgagperiodgofgtimegbeforegimplementationgdoesgnotgprovidegopportunitygtogexplor
egdifferentgperspectivesgandgvalues.gAvoidinggdiscussionguntilgthegteamgchangesgmaygnotgpro
motegadoptiongofgthegchangeguntilgtheregisgopportunitygtogexploregperspectivesgandgvaluesgrel
atedgtogthegchange.gHiringgofgthegassistantsgdemonstratesglackgofgempathygforgthegperspective
sgofgthegRNgstaff.
TOP:g AONEgcompetency:gKnowledgegofgthegHealthgCaregEnvironment
, 5. AsgthegRNgchargegnursegongthegnightgshiftgingagsmallglong-
termgcaregfacility,gyou’vegfoundgthatgtheregisglittlegturnovergamonggyourgLPNgandgnursinggass
istantg(NA)gstaffgmembers,gbutgtheygaregnotgverygmotivatedgtoggogbeyondgtheirgjobgdescriptio
nsgingtheirgwork.gWhichgofgthegfollowinggstrategiesgmightgmotivategthegstaffgandgleadgtoggrea
tergjobgsatisfaction?
a. Askgthegdirectorgofgnursinggtogofferghighergwagesgandgbonusesgforgextragworkgf
orgthegnightgLPNsgandgNAs.
b. AllowgthegLPNsgandgNAsggreatergdecision-
makinggpowergwithingthegscopegofgtheirgpositionsgingtheginstitution.
c. Hiregadditionalgstaffgsogthatgtheregaregmoregstaffgavailablegforgenhancedgcare,gan
dgindividualgworkloadsgareglessened.
d. Askgthegdirectorgofgnursinggtogincreasegjobgsecuritygforgnightgstaffgbyghavinggthe
mgsigngcontractsgthatgguaranteegwork.
ANS:g B
Hygienegfactorsgsuchgasgsalary,gworkinggconditions,gandgsecuritygaregconsistentgwithgHerzber
g’sgtwo-
factorgtheorygofgmotivation;gmeetinggthesegneedsgavoidsgjobgdissatisfaction.gMotivatorgfactors
gsuchgasgrecognition gandgsatisfactiongwithgworkgpromotegagsatisfyinggandgenrichedgworkgenvir
onment.gTransformationalgleadersgusegmotivatorgfactorsgliberallygtoginspiregworkgperformance
gandgincreasegjobgsatisfaction.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
6. Thegnursegmanagergwantsgtogincreasegmotivationgbygprovidinggmotivatinggfactorsgforgthegnurs
egongthegunit.gWhatgactiongwouldgbegappropriategtogmotivategthegstaff?
a. Collaborategwithgtheghumangresource/personnelgdepartmentgtogdevelopgon-
sitegdaycaregservices.
b. ProvidegaghierarchicalgorgNa niR
zat iI
o na G
l gst ruBc.t uCr e . gM
c. Implementgagmodelgofgshare d gg o veN
U S r na nTce . O
d. Promotegthegdevelopmentgofgagflexiblegbenefitsgpackage.
ANS:g C
Complexitygtheorygsuggestsgthatgsystemsginteractgandgadaptgandgthatgdecisiongmakinggoccursg
throughoutgsystems,gasgopposedgtogbeinggheldgingaghierarchy.gIngcomplexitygtheory,geverygvo
icegcounts,gandgthereforegallglevelsgofgstaffgwouldgbeginvolvedgingdecisiongmaking.gThisgprinc
iplegisgthegfoundationgofgsharedggovernance.
TOP:g AONEgcompetency:gCommunicationgandgRelationship-Building
7. Agchargegnursegongagbusyg40-
bedgmedical/surgicalgunitgisgapproachedgbygagfamilygmembergwhogbeginsgtogcomplaingloudly
gaboutgthegqualitygofgcareghisgmothergisgreceiving.gHisgbehaviorgisgsogdisruptivegthatgitgisgover
heardgbygstaff,gphysicians,gandgothergvisitors.gThegfamilygmembergleavesgthegunitgabruptly,gan
dgthegnursegisgleftgfeelinggfrustrated.gWhichgbehaviorgbygthegchargegnursegbestgillustratesgrefi
nedgleadershipgskillsgingangemotionallygintelligentgpractitioner?
a. Reflectgtoggainginsightgintoghowgthegsituationgcouldgbeghandledgdifferentlygingth
egfuture.
b. Trygtogcatchgupgwithgthegangrygfamilygmembergtogresolvegthegconcern.
c. Discussgthegconcerngwithgthegpatientgaftergthegfamilygmemberghasgleft.
d. Notifygnursinggadministrationgofgthegsituation.
ANS:g A
