RN 402 Exam 4 || A+ Verified Already.
A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She is
asked to assess and adapt the unit to better meet the unique needs of the older adult patient.
Using complexity principles, what would be the best approach to take for implementation of this
change?
a. Leverage the hierarchical management position to get unit staff involved in assessment and
planning.
b. Engage involved staff at all levels in the decision-making process.
c. Focus the assessment on the unit and omit the hospital and community
environment.
d. Hire a geriatric specialist to oversee and control the project. correct answers b. Engage
involved staff at all levels in the decision-making process.
*****A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who
has
called in sick five times in the past month. He tells the manager that he very much wants to
come to work when scheduled but must often care for his wife, who is undergoing treatment for
breast cancer. According to Maslow's need hierarchy theory, what would be the best approach to
satisfying the needs of this nurse, other staff, and patients?
a. Line up agency nurses who can be called in to work on short notice.
b. Place the nurse on unpaid leave for the remainder of his wife's treatment.
c. Sympathize with the nurse's dilemma and let the charge nurse know that this nurse may be
calling in frequently in the future.
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled days off around
his wife's treatments. correct answers d. Work with the nurse, staffing office, and other nurses to
arrange his scheduled days off around his wife's treatments.
A grievance brought by a staff nurse against the unit manager requires mediation. At the first
mediation session, the staff nurse repeatedly calls the unit manager's actions unfair, and the unit
manager continues to reiterate the reasons for the actions. What would be the best course of
action at this time?
,a. Send the two disputants away to reach their own resolution.
b. Involve another staff nurse in the discussion for clarity issues.
c. Ask each party to examine their own motives and issues in the conflict.
d. Continue to listen as the parties repeat their thoughts and feelings about the
conflict. correct answers c. Ask each party to examine their own motives and issues in the
conflict.
At a second negotiation session, the unit manager and staff nurse are unable to reach a resolution.
What is the appropriate next step?
a. Arrange another meeting in a week's time so as to allow a cooling-off period.
b. Elevate the next negation session to the next manager, one level above.
c. Insist that participants continue to talk until a resolution has been reached.
d. Back the unit manager's actions and end the dispute. correct answers b. Elevate the next
negation session to the next manager, one level above.
The manager of a surgical area has a vision for the future that requires the addition of RN
assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff have
always practiced in a primary nursing-delivery system and are very resistant to this idea. What
would be the best initial strategy for implementation of this change?
a. Exploring the values and feelings of the RN group in relationship to this change
b. Leaving the RNs alone for a time so they can think about the change before it is implemented
c. Dropping the idea and trying for the change in a year or so when some of the
present RNs have retired
d. Hiring the assistants and allowing the RNs to see what good additions they are correct answers
a. Exploring the values and feelings of the RN group in relationship to this change
****As the RN charge nurse on the night shift in a small long-term care facility, you've found
that there is little turnover among your LPN and nursing assistant (NA) staff members, but they
are not very motivated to go beyond their job descriptions in their work. Which of the following
strategies might motivate the staff and lead to greater job satisfaction?
,a. Ask the director of nursing to offer higher wages and bonuses for extra work for the night
LPNs and NAs.
b. Allow the LPNs and NAs greater decision-making power within the scope of their positions in
the institution.
c. Hire additional staff so that there are more staff available for enhanced care, and individual
workloads are lessened.
d. Ask the director of nursing to increase job security for night staff by having them sign
contracts that guarantee work. correct answers b. Allow the LPNs and NAs greater decision-
making power within the scope of their positions in the institution.
A new graduate nurse wonders about the directions that her preceptor has given her regarding
management of incontinent, confused patients. The new nurse brings the preceptor evidence-
based information she located regarding incontinence interventions for confused patients and
asks to talk about the guidance that given after the preceptor reviews the information in the
article. What is the new nurse demonstrating in this situation? (Select all that apply.)
a. Assertiveness
b. Followership
c. Management
d. Insubordination correct answers a. Assertiveness
b. Followership
The nurse manager wants to increase motivation by providing motivating factors for the nurse on
the unit. What action would be appropriate to motivate the staff?
a. Collaborate with the human resource/personnel department to develop on-site daycare
services.
b. Provide a hierarchical organizational structure
c. Implement a model of shared governance correct answers c. Implement a model of shared
governance
The unit is shifting from primary nursing to a team model in an effort to contain costs. Staff
members are upset about the change and ask for a meeting to discuss the new model. After
, hearing their concerns related to reduction in professional autonomy, what is the initial response
by the manager to address the concerns?
a. Acknowledge the loss.
b. Explain the reasons for change, emphasizing the need to reduce costs.
c. Repeat the information several times, giving detailed budget overviews.
d. Adjourn the meeting and provide explanation through e-mail. correct answers a. Acknowledge
the loss.
****A charge nurse on a busy 40-bed medical/surgical unit is approached by a family member
who begins to complain loudly about the quality of care his mother is receiving. His behavior is
so disruptive that it is overheard by staff, physicians, and other visitors. The family member
leaves the unit abruptly, and the nurse is left feeling frustrated. Which behavior by the charge
nurse best illustrates refined leadership skills in an emotionally intelligent practitioner?
a. Reflect to gain insight into how the situation could be handled differently in the future.
b. Try to catch up with the angry family member to resolve the concern.
c. Discuss the concern with the patient after the family member has left.
d. Notify nursing administration of the situation. correct answers a. Reflect to gain insight into
how the situation could be handled differently in the future.
During a staff meeting held to discuss developing a mission statement for the unit, the idea of
placing patient needs first is discussed. What is considered when the suggestion by the manager
is for the unit mission to be derived from the organization mission?
a. Empowering
b. A leadership tag
c. A symbol
d. A management task correct answers b. A leadership tag
The chief nursing officer has asked the staff development coordinator to facilitate the
development of a clinical competency program for the facility. While making rounds on the
units, the staff development coordinator overhears RN staff complaining that they feel it is
A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She is
asked to assess and adapt the unit to better meet the unique needs of the older adult patient.
Using complexity principles, what would be the best approach to take for implementation of this
change?
a. Leverage the hierarchical management position to get unit staff involved in assessment and
planning.
b. Engage involved staff at all levels in the decision-making process.
c. Focus the assessment on the unit and omit the hospital and community
environment.
d. Hire a geriatric specialist to oversee and control the project. correct answers b. Engage
involved staff at all levels in the decision-making process.
*****A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who
has
called in sick five times in the past month. He tells the manager that he very much wants to
come to work when scheduled but must often care for his wife, who is undergoing treatment for
breast cancer. According to Maslow's need hierarchy theory, what would be the best approach to
satisfying the needs of this nurse, other staff, and patients?
a. Line up agency nurses who can be called in to work on short notice.
b. Place the nurse on unpaid leave for the remainder of his wife's treatment.
c. Sympathize with the nurse's dilemma and let the charge nurse know that this nurse may be
calling in frequently in the future.
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled days off around
his wife's treatments. correct answers d. Work with the nurse, staffing office, and other nurses to
arrange his scheduled days off around his wife's treatments.
A grievance brought by a staff nurse against the unit manager requires mediation. At the first
mediation session, the staff nurse repeatedly calls the unit manager's actions unfair, and the unit
manager continues to reiterate the reasons for the actions. What would be the best course of
action at this time?
,a. Send the two disputants away to reach their own resolution.
b. Involve another staff nurse in the discussion for clarity issues.
c. Ask each party to examine their own motives and issues in the conflict.
d. Continue to listen as the parties repeat their thoughts and feelings about the
conflict. correct answers c. Ask each party to examine their own motives and issues in the
conflict.
At a second negotiation session, the unit manager and staff nurse are unable to reach a resolution.
What is the appropriate next step?
a. Arrange another meeting in a week's time so as to allow a cooling-off period.
b. Elevate the next negation session to the next manager, one level above.
c. Insist that participants continue to talk until a resolution has been reached.
d. Back the unit manager's actions and end the dispute. correct answers b. Elevate the next
negation session to the next manager, one level above.
The manager of a surgical area has a vision for the future that requires the addition of RN
assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff have
always practiced in a primary nursing-delivery system and are very resistant to this idea. What
would be the best initial strategy for implementation of this change?
a. Exploring the values and feelings of the RN group in relationship to this change
b. Leaving the RNs alone for a time so they can think about the change before it is implemented
c. Dropping the idea and trying for the change in a year or so when some of the
present RNs have retired
d. Hiring the assistants and allowing the RNs to see what good additions they are correct answers
a. Exploring the values and feelings of the RN group in relationship to this change
****As the RN charge nurse on the night shift in a small long-term care facility, you've found
that there is little turnover among your LPN and nursing assistant (NA) staff members, but they
are not very motivated to go beyond their job descriptions in their work. Which of the following
strategies might motivate the staff and lead to greater job satisfaction?
,a. Ask the director of nursing to offer higher wages and bonuses for extra work for the night
LPNs and NAs.
b. Allow the LPNs and NAs greater decision-making power within the scope of their positions in
the institution.
c. Hire additional staff so that there are more staff available for enhanced care, and individual
workloads are lessened.
d. Ask the director of nursing to increase job security for night staff by having them sign
contracts that guarantee work. correct answers b. Allow the LPNs and NAs greater decision-
making power within the scope of their positions in the institution.
A new graduate nurse wonders about the directions that her preceptor has given her regarding
management of incontinent, confused patients. The new nurse brings the preceptor evidence-
based information she located regarding incontinence interventions for confused patients and
asks to talk about the guidance that given after the preceptor reviews the information in the
article. What is the new nurse demonstrating in this situation? (Select all that apply.)
a. Assertiveness
b. Followership
c. Management
d. Insubordination correct answers a. Assertiveness
b. Followership
The nurse manager wants to increase motivation by providing motivating factors for the nurse on
the unit. What action would be appropriate to motivate the staff?
a. Collaborate with the human resource/personnel department to develop on-site daycare
services.
b. Provide a hierarchical organizational structure
c. Implement a model of shared governance correct answers c. Implement a model of shared
governance
The unit is shifting from primary nursing to a team model in an effort to contain costs. Staff
members are upset about the change and ask for a meeting to discuss the new model. After
, hearing their concerns related to reduction in professional autonomy, what is the initial response
by the manager to address the concerns?
a. Acknowledge the loss.
b. Explain the reasons for change, emphasizing the need to reduce costs.
c. Repeat the information several times, giving detailed budget overviews.
d. Adjourn the meeting and provide explanation through e-mail. correct answers a. Acknowledge
the loss.
****A charge nurse on a busy 40-bed medical/surgical unit is approached by a family member
who begins to complain loudly about the quality of care his mother is receiving. His behavior is
so disruptive that it is overheard by staff, physicians, and other visitors. The family member
leaves the unit abruptly, and the nurse is left feeling frustrated. Which behavior by the charge
nurse best illustrates refined leadership skills in an emotionally intelligent practitioner?
a. Reflect to gain insight into how the situation could be handled differently in the future.
b. Try to catch up with the angry family member to resolve the concern.
c. Discuss the concern with the patient after the family member has left.
d. Notify nursing administration of the situation. correct answers a. Reflect to gain insight into
how the situation could be handled differently in the future.
During a staff meeting held to discuss developing a mission statement for the unit, the idea of
placing patient needs first is discussed. What is considered when the suggestion by the manager
is for the unit mission to be derived from the organization mission?
a. Empowering
b. A leadership tag
c. A symbol
d. A management task correct answers b. A leadership tag
The chief nursing officer has asked the staff development coordinator to facilitate the
development of a clinical competency program for the facility. While making rounds on the
units, the staff development coordinator overhears RN staff complaining that they feel it is
