NUR 475 Study Guide Exam And All
Actual Answers 2025.
The unit leader on an inpatient psychiatric unit of a large hospital has been in the position for 3
months. The unit leader is frustrated
by how little time is available to work with clients and how few changes have been
implemented in that time. The phase of role transition being experienced is the role of: -
Answer discrepancy
An interviewee for a nurse manager position asks for a copy of the organizational chart.
Organizational charts provide information
about the role component of: - Answer lines of communication.
During an employment interview for the manager's position in a home health agency, the
applicant asks questions about the
medical director and about retention of staff. The nurse executive assures the applicant that the
agency has few personnel problems and receives excellent support from the medical director.
The applicant knows that the agency has a 50% turnover rate and has had three medical
directors in the past year. The nurse executive is: - Answer minimizing the challenges of the
position to make a positive impression on the
applicant
The new head nurse on telemetry has been in the position for 3 months. The head nurse and
the administrator disagree on how
much time the head nurse should allot to various aspects of the role. Staff members on the unit
complain that the head nurse isunavailable for clinical concerns because of being off the unit
while attending meetings. To facilitate the process of role transition,the head nurse should: -
Answer schedule a series of meetings with staff and the administrator to clarify expectations
A nurse manager in one hospital values a colleague who is a few years older and has more
experience in nursing management. The
colleague works in another hospital, but they meet for lunch once a month. In these meetings,
they share their feelings about nursing management and their lives. The function of a mentor
that is missing in the relationship is: - Answer a. sponsorship.
The new nurse manager feels pulled between the expectations of staff, the demands of hospital
, wanted to be employed at the hospital and was offered a position on the same unit. The former
nurse manager complains oftenabout how infrequently the current nurse manager is available
on the unit and argues with physicians and co-workers. Clients havecomplained about the
attitude of the nurse. The behavior of the former nurse manager can be best explained as being
caused by: - Answer anger as a stage of the grieving process
A nurse is interviewing for a manager's position. Which of the following actions is considered a
role preview? - Answer touring the unit
The chief nursing officer develops a mentoring program to help new staff members adjust to
their new jobs. The main purpose of
mentoring is - Answer a. promoting staff retention.
A nurse manager notices that Nathan, an RN who has been on the unit for approximately 3
years, has an interest in health
technology and seems to be very enthused about working with software and hardware at
home. She speaks with Nathan and asks him if he would lead investigation of software
applications on the unit. This is an example of: - Answer opportunity
Sarah is a nursing graduate of 5 years who is very confident in her clinical skills. She has taken
some certificate courses in
leadership and management and has considered beginning a graduate degree with this focus.
She is excited about being able to use her knowledge and interest by being hired as a nurse
manager. Before beginning her new position, Sarah spends time with her nurse executive to
clarify the executive's expectations of her and of the unit that she has been hired to manage.
Sarah's actions are important in avoiding role: - Answer ambiguity
Sarah is a nursing graduate of 5 years who is very confident in her clinical skills. She has taken
some certificate courses in leadership and management and has considered beginning a
graduate degree with this focus. She is excited about being able to use
her knowledge and interest by being hired as a nurse manager. Before beginning her new
position, Sarah spends time with her
nurse executive to clarify the executive's expectations of her and of the unit that she has been
hired to manage. After beginning her new position, Sarah finds that she spends a great deal of
time in direct patient care. Her staff begins to complain that they are never able to find her
when they need her, and that some aspects of her responsibilities fall behind, such as
scheduling. Sarah is most likely: - Answer experiencing difficulty in unlearning old roles.
Actual Answers 2025.
The unit leader on an inpatient psychiatric unit of a large hospital has been in the position for 3
months. The unit leader is frustrated
by how little time is available to work with clients and how few changes have been
implemented in that time. The phase of role transition being experienced is the role of: -
Answer discrepancy
An interviewee for a nurse manager position asks for a copy of the organizational chart.
Organizational charts provide information
about the role component of: - Answer lines of communication.
During an employment interview for the manager's position in a home health agency, the
applicant asks questions about the
medical director and about retention of staff. The nurse executive assures the applicant that the
agency has few personnel problems and receives excellent support from the medical director.
The applicant knows that the agency has a 50% turnover rate and has had three medical
directors in the past year. The nurse executive is: - Answer minimizing the challenges of the
position to make a positive impression on the
applicant
The new head nurse on telemetry has been in the position for 3 months. The head nurse and
the administrator disagree on how
much time the head nurse should allot to various aspects of the role. Staff members on the unit
complain that the head nurse isunavailable for clinical concerns because of being off the unit
while attending meetings. To facilitate the process of role transition,the head nurse should: -
Answer schedule a series of meetings with staff and the administrator to clarify expectations
A nurse manager in one hospital values a colleague who is a few years older and has more
experience in nursing management. The
colleague works in another hospital, but they meet for lunch once a month. In these meetings,
they share their feelings about nursing management and their lives. The function of a mentor
that is missing in the relationship is: - Answer a. sponsorship.
The new nurse manager feels pulled between the expectations of staff, the demands of hospital
, wanted to be employed at the hospital and was offered a position on the same unit. The former
nurse manager complains oftenabout how infrequently the current nurse manager is available
on the unit and argues with physicians and co-workers. Clients havecomplained about the
attitude of the nurse. The behavior of the former nurse manager can be best explained as being
caused by: - Answer anger as a stage of the grieving process
A nurse is interviewing for a manager's position. Which of the following actions is considered a
role preview? - Answer touring the unit
The chief nursing officer develops a mentoring program to help new staff members adjust to
their new jobs. The main purpose of
mentoring is - Answer a. promoting staff retention.
A nurse manager notices that Nathan, an RN who has been on the unit for approximately 3
years, has an interest in health
technology and seems to be very enthused about working with software and hardware at
home. She speaks with Nathan and asks him if he would lead investigation of software
applications on the unit. This is an example of: - Answer opportunity
Sarah is a nursing graduate of 5 years who is very confident in her clinical skills. She has taken
some certificate courses in
leadership and management and has considered beginning a graduate degree with this focus.
She is excited about being able to use her knowledge and interest by being hired as a nurse
manager. Before beginning her new position, Sarah spends time with her nurse executive to
clarify the executive's expectations of her and of the unit that she has been hired to manage.
Sarah's actions are important in avoiding role: - Answer ambiguity
Sarah is a nursing graduate of 5 years who is very confident in her clinical skills. She has taken
some certificate courses in leadership and management and has considered beginning a
graduate degree with this focus. She is excited about being able to use
her knowledge and interest by being hired as a nurse manager. Before beginning her new
position, Sarah spends time with her
nurse executive to clarify the executive's expectations of her and of the unit that she has been
hired to manage. After beginning her new position, Sarah finds that she spends a great deal of
time in direct patient care. Her staff begins to complain that they are never able to find her
when they need her, and that some aspects of her responsibilities fall behind, such as
scheduling. Sarah is most likely: - Answer experiencing difficulty in unlearning old roles.
