Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
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NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
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Chapter 01: Leading, Managing, and Following
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Yoder-Wise: Leading and Managing in Nursing, 6th Edition ss ss ss ss ss ss ss
MULTIPLE CHOICE ss
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
is asked to assess and adapt the unit to better meet the unique needs of the older adult
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
patient. Using complexity principles, what would be the best approach to take in making
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
this change?
ss ss
a. Leverage the hierarchical management position to get unit staff involved in assessment
ss ss ss ss ss ss ss ss ss ss ss
and planning.
ss ss
b. Engage involved staff at all levels in the decision-making process. ss ss ss ss ss ss ss ss ss
c. Focus the assessment on the unit, and omit the hospital and community environment.
ss ss ss ss ss ss ss ss ss ss ss ss
d. Hire a geriatric specialist to oversee and control the project.
ss ss ss ss ss ss ss ss ss
ANS: B ss
Complexity theory suggests that systems interact and adapt and that decision making
ss ss ss ss ss ss ss ss ss ss ss
occurs throughout the systems, as opposed to being held in a hierarchy. In complexity
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
theory, every voice counts, and therefore, all levels of staff would be involved in
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
decision making.
ss ss
REF: Page 8 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who has
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
ss called in sick five times in the past month. He tells the manager that he very much wants to
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
ss come to work when scheduled but must often care for his wife, who is undergoing treatment
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
for breast cancer. According to Maslow‘s need hierarchy theory, what would be the best
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
approach to ss
the needs of this nurse, other staff, and patients?
ss ss ss ss ss ss ss ss
satisfying
ss ss
a. Line up agency nurses who can be called in to work on short notice.
ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment.
ss ss ss ss ss ss ss ss ss ss ss ss
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that this nurse may ss ss ss ss ss ss ss ss ss ss ss ss ss ss
be calling in frequently in the future.
ss ss ss ss ss ss ss
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled days
ss ss ss ss ss ss ss ss ss ss ss ss ss
off around his wife‘s treatments.
ss ss ss ss ss
ANS: D ss
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic
ss ss ss ss ss ss ss ss ss ss ss ss ss
needs and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could
ss ss ss ss ss ss ss ss ss ss ss ss ss
affect patient care and threaten the needs of staff to feel competent. Arranging the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
schedule around the wife‘s needs meets the needs of the staff and of patients while
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
satisfying the nurse‘s need for affiliation.
ss ss ss ss ss ss
REF: Page 10 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
ss ss ss ss ss ss ss ss ss
3. A grievance brought by a staff nurse against the unit manager requires mediation. At the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
first mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair, and
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the unit manager continues to reiterate the reasons for her actions. What would be the best
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
course of action at this time?
ss ss ss ss ss ss
a. Send the two disputants away to reach their own resolution.
ss ss ss ss ss ss ss ss ss
b. Involve another staff nurse in the discussion so as to clarify issues.ss ss ss ss ss ss ss ss ss ss ss
c. Ask each party to examine her own motives and issues in the conflict.
ss ss ss ss ss ss ss ss ss ss ss ss
d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
ss ss ss ss ss ss ss ss ss ss ss ss ss
ANS: C ss
Ury, Brett, and Goldberg outline steps to restoring unity, the first of which is to address
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the interests and involvement of participants in the conflict by examining the real
ss ss ss ss ss ss ss ss ss ss ss ss ss
issues of all parties.
ss ss ss ss
REF: Page 16 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
resolution. It would now be best to:
ss ss ss ss ss ss ss
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Turn the dispute over to the director of nursing. ss ss ss ss ss ss ss ss
c. Insist that participants continue to talk until a resolution has been reached.
ss ss ss ss ss ss ss ss ss ss ss
d. Back the unit manager‘s actions and end the dispute. ss ss ss ss ss ss ss ss
ANS: B ss
According to the principles outlined by Ury, Brett, and Goldberg, a ―cooling-off‖ period
ss ss ss ss ss ss ss ss ss ss ss ss
is recommended if resolution fails.
ss ss ss ss ss
REF: Page 16 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
5. The manager of a surgical area has a vision for the future that requires the addition of
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
RN assistants or unlicensed persons to feed, bathe, and walk patients. The RNs on the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
staff have always practiced in a primary nursing–delivery system and are very resistant to
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
this idea. The best initial strategy in this situation would include:
ss ss ss ss ss ss ss ss ss ss ss
a. Exploring the values and feelings of the RN group in relationship to this change. ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Leaving the RNs alone for a time so they can think about the change before it
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
is implemented. ss ss
c. Dropping the idea and trying for the change in a year or so when some of the present ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
RNs have retired. ss ss ss
d. Hiring the assistants and allowing the RNs to see what good additions they are.
ss ss ss ss ss ss ss ss ss ss ss ss ss
NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
ss ss ss ss ss ss ss ss ss
ANS: A ss
Influencing others requires emotional intelligence in domains such as empathy, handling
ss ss ss ss ss ss ss ss ss ss
relationships, deepening self-awareness in self and others, motivating others, and
ss ss ss ss ss ss ss ss ss ss
managing emotions. Motivating others recognizes that values are powerful forces that
ss ss ss ss ss ss ss ss ss ss ss
influence acceptance of change. Leaving the RNs alone for a period of time before
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
implementation does not provide opportunity to explore different perspectives and values.
ss ss ss ss ss ss ss ss ss ss ss
Avoiding discussion until the team changes may not promote adoption of the change until
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
there is opportunity to explore perspectives and values related to the change. Hiring of the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
assistants demonstrates lack of empathy for the perspectives of the RN staff.
ss ss ss ss ss ss ss ss ss ss ss ss
REF: Page 7 | Page 15 ss ss ss ss ss
TOP: AONE competency: Knowledge of the Health Care Environment
ss ss ss ss ss ss ss ss
6. As the RN charge nurse on the night shift in a small long-term care facility, you‘ve found
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
that there is little turnover among your LPN and nursing assistant (NA) staff members, but
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
they are not very motivated to go beyond their job descriptions in their work. Which of
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the following strategies might motivate the staff and lead to greater job satisfaction?
ss ss ss ss ss ss ss ss ss ss ss ss ss
a. Ask the director of nursing to offer higher wages and bonuses for extra work for the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
night LPNs and NAs.
ss ss ss ss
b. Allow the LPNs and NAs greater decision-making power within the scope of
ss ss ss ss ss ss ss ss ss ss ss
their positions in the institution.
ss ss ss ss ss
c. Hire additional staff so that there are more staff available for enhanced care and
ss ss ss ss ss ss ss ss ss ss ss ss ss
individual workloads are lessened.
ss ss ss ss
d. Ask the director of nursing to increase job security for night staff by having them
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
sign contracts that guarantee work.
ss ss ss ss ss
ANS: B ss
Hygiene factors such as salary, working conditions, and security are consistent with
ss ss ss ss ss ss ss ss ss ss ss
Herzberg‘s two-factor theory of motivation; meeting these needs avoids job dissatisfaction.
ss ss ss ss ss ss ss ss ss ss ss
Motivator factors such as recognition and satisfaction with work promote a satisfying and
ss ss ss ss ss ss ss ss ss ss ss ss ss
enriched work environment. Transformational leaders use motivator factors liberally to
ss ss ss ss ss ss ss ss ss ss
inspire work performance and increase job satisfaction.
ss ss ss ss ss ss ss
REF: Page 9 | Page 10 ss ss ss ss ss
TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
7. As the nurse manager who wants to increase motivation by providing motivating factors,
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which action would you select?
ss ss ss ss ss
a. Collaborate with the human resource/personnel department to develop on-site ss ss ss ss ss ss ss ss
daycare services.
ss ss
b. Provide a hierarchical organizational structure. ss ss ss ss
c. Implement a model of shared governance. ss ss ss ss ss
d. Promote the development of a flexible benefits package. ss ss ss ss ss ss ss
NURSINGTB.COM
ss ss ss ss ss ss ss ss ss
NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
ss ss ss ss ss ss ss ss ss
Chapter 01: Leading, Managing, and Following
ss ss ss ss ss
Yoder-Wise: Leading and Managing in Nursing, 6th Edition ss ss ss ss ss ss ss
MULTIPLE CHOICE ss
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
is asked to assess and adapt the unit to better meet the unique needs of the older adult
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
patient. Using complexity principles, what would be the best approach to take in making
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
this change?
ss ss
a. Leverage the hierarchical management position to get unit staff involved in assessment
ss ss ss ss ss ss ss ss ss ss ss
and planning.
ss ss
b. Engage involved staff at all levels in the decision-making process. ss ss ss ss ss ss ss ss ss
c. Focus the assessment on the unit, and omit the hospital and community environment.
ss ss ss ss ss ss ss ss ss ss ss ss
d. Hire a geriatric specialist to oversee and control the project.
ss ss ss ss ss ss ss ss ss
ANS: B ss
Complexity theory suggests that systems interact and adapt and that decision making
ss ss ss ss ss ss ss ss ss ss ss
occurs throughout the systems, as opposed to being held in a hierarchy. In complexity
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
theory, every voice counts, and therefore, all levels of staff would be involved in
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
decision making.
ss ss
REF: Page 8 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who has
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
ss called in sick five times in the past month. He tells the manager that he very much wants to
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
ss come to work when scheduled but must often care for his wife, who is undergoing treatment
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
for breast cancer. According to Maslow‘s need hierarchy theory, what would be the best
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
approach to ss
the needs of this nurse, other staff, and patients?
ss ss ss ss ss ss ss ss
satisfying
ss ss
a. Line up agency nurses who can be called in to work on short notice.
ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment.
ss ss ss ss ss ss ss ss ss ss ss ss
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that this nurse may ss ss ss ss ss ss ss ss ss ss ss ss ss ss
be calling in frequently in the future.
ss ss ss ss ss ss ss
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled days
ss ss ss ss ss ss ss ss ss ss ss ss ss
off around his wife‘s treatments.
ss ss ss ss ss
ANS: D ss
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic
ss ss ss ss ss ss ss ss ss ss ss ss ss
needs and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could
ss ss ss ss ss ss ss ss ss ss ss ss ss
affect patient care and threaten the needs of staff to feel competent. Arranging the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
schedule around the wife‘s needs meets the needs of the staff and of patients while
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
satisfying the nurse‘s need for affiliation.
ss ss ss ss ss ss
REF: Page 10 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
ss ss ss ss ss ss ss ss ss
3. A grievance brought by a staff nurse against the unit manager requires mediation. At the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
first mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair, and
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the unit manager continues to reiterate the reasons for her actions. What would be the best
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
course of action at this time?
ss ss ss ss ss ss
a. Send the two disputants away to reach their own resolution.
ss ss ss ss ss ss ss ss ss
b. Involve another staff nurse in the discussion so as to clarify issues.ss ss ss ss ss ss ss ss ss ss ss
c. Ask each party to examine her own motives and issues in the conflict.
ss ss ss ss ss ss ss ss ss ss ss ss
d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
ss ss ss ss ss ss ss ss ss ss ss ss ss
ANS: C ss
Ury, Brett, and Goldberg outline steps to restoring unity, the first of which is to address
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the interests and involvement of participants in the conflict by examining the real
ss ss ss ss ss ss ss ss ss ss ss ss ss
issues of all parties.
ss ss ss ss
REF: Page 16 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
resolution. It would now be best to:
ss ss ss ss ss ss ss
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Turn the dispute over to the director of nursing. ss ss ss ss ss ss ss ss
c. Insist that participants continue to talk until a resolution has been reached.
ss ss ss ss ss ss ss ss ss ss ss
d. Back the unit manager‘s actions and end the dispute. ss ss ss ss ss ss ss ss
ANS: B ss
According to the principles outlined by Ury, Brett, and Goldberg, a ―cooling-off‖ period
ss ss ss ss ss ss ss ss ss ss ss ss
is recommended if resolution fails.
ss ss ss ss ss
REF: Page 16 ss ss TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
5. The manager of a surgical area has a vision for the future that requires the addition of
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
RN assistants or unlicensed persons to feed, bathe, and walk patients. The RNs on the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
staff have always practiced in a primary nursing–delivery system and are very resistant to
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
this idea. The best initial strategy in this situation would include:
ss ss ss ss ss ss ss ss ss ss ss
a. Exploring the values and feelings of the RN group in relationship to this change. ss ss ss ss ss ss ss ss ss ss ss ss ss
b. Leaving the RNs alone for a time so they can think about the change before it
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
is implemented. ss ss
c. Dropping the idea and trying for the change in a year or so when some of the present ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
RNs have retired. ss ss ss
d. Hiring the assistants and allowing the RNs to see what good additions they are.
ss ss ss ss ss ss ss ss ss ss ss ss ss
NURSINGTB.COM
, Leading and Managing in Nursing 6th Edition Yoder-Wise Test Bank
ss ss ss ss ss ss ss ss ss
ANS: A ss
Influencing others requires emotional intelligence in domains such as empathy, handling
ss ss ss ss ss ss ss ss ss ss
relationships, deepening self-awareness in self and others, motivating others, and
ss ss ss ss ss ss ss ss ss ss
managing emotions. Motivating others recognizes that values are powerful forces that
ss ss ss ss ss ss ss ss ss ss ss
influence acceptance of change. Leaving the RNs alone for a period of time before
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
implementation does not provide opportunity to explore different perspectives and values.
ss ss ss ss ss ss ss ss ss ss ss
Avoiding discussion until the team changes may not promote adoption of the change until
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
there is opportunity to explore perspectives and values related to the change. Hiring of the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
assistants demonstrates lack of empathy for the perspectives of the RN staff.
ss ss ss ss ss ss ss ss ss ss ss ss
REF: Page 7 | Page 15 ss ss ss ss ss
TOP: AONE competency: Knowledge of the Health Care Environment
ss ss ss ss ss ss ss ss
6. As the RN charge nurse on the night shift in a small long-term care facility, you‘ve found
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
that there is little turnover among your LPN and nursing assistant (NA) staff members, but
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
they are not very motivated to go beyond their job descriptions in their work. Which of
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
the following strategies might motivate the staff and lead to greater job satisfaction?
ss ss ss ss ss ss ss ss ss ss ss ss ss
a. Ask the director of nursing to offer higher wages and bonuses for extra work for the
ss ss ss ss ss ss ss ss ss ss ss ss ss ss ss
night LPNs and NAs.
ss ss ss ss
b. Allow the LPNs and NAs greater decision-making power within the scope of
ss ss ss ss ss ss ss ss ss ss ss
their positions in the institution.
ss ss ss ss ss
c. Hire additional staff so that there are more staff available for enhanced care and
ss ss ss ss ss ss ss ss ss ss ss ss ss
individual workloads are lessened.
ss ss ss ss
d. Ask the director of nursing to increase job security for night staff by having them
ss ss ss ss ss ss ss ss ss ss ss ss ss ss
sign contracts that guarantee work.
ss ss ss ss ss
ANS: B ss
Hygiene factors such as salary, working conditions, and security are consistent with
ss ss ss ss ss ss ss ss ss ss ss
Herzberg‘s two-factor theory of motivation; meeting these needs avoids job dissatisfaction.
ss ss ss ss ss ss ss ss ss ss ss
Motivator factors such as recognition and satisfaction with work promote a satisfying and
ss ss ss ss ss ss ss ss ss ss ss ss ss
enriched work environment. Transformational leaders use motivator factors liberally to
ss ss ss ss ss ss ss ss ss ss
inspire work performance and increase job satisfaction.
ss ss ss ss ss ss ss
REF: Page 9 | Page 10 ss ss ss ss ss
TOP: AONE competency: Communication and Relationship-Building
ss ss ss ss ss
7. As the nurse manager who wants to increase motivation by providing motivating factors,
ss ss ss ss ss ss ss ss ss ss ss ss
which action would you select?
ss ss ss ss ss
a. Collaborate with the human resource/personnel department to develop on-site ss ss ss ss ss ss ss ss
daycare services.
ss ss
b. Provide a hierarchical organizational structure. ss ss ss ss
c. Implement a model of shared governance. ss ss ss ss ss
d. Promote the development of a flexible benefits package. ss ss ss ss ss ss ss
NURSINGTB.COM
