NURS 6201 FINAL EXAM
PREP
LEADERSHIP IN NURSING
AND HEALTHCARE
ANSWERED
2023/2024
,1. What are the main differences between transactional and transformational leadership styles in
nursing? (5 marks)
- Transactional leadership focuses on tasks, rewards, and punishments, while transformational
leadership focuses on vision, values, and empowerment.
- Transactional leadership is more suitable for stable and predictable environments, while
transformational leadership is more suitable for dynamic and complex environments.
- Transactional leadership relies on external motivation, while transformational leadership relies on
intrinsic motivation.
- Transactional leadership emphasizes compliance and control, while transformational leadership
emphasizes commitment and collaboration.
- Transactional leadership is more leader-centered, while transformational leadership is more
follower-centered.
2. What are the four components of emotional intelligence (EI) and why are they important for nurse
leaders? (4 marks)
- The four components of EI are self-awareness, self-management, social awareness, and relationship
management.
- Self-awareness is the ability to recognize and understand one's own emotions, strengths,
weaknesses, values, and motives. It is important for nurse leaders because it helps them to be
authentic, confident, and ethical.
- Self-management is the ability to regulate one's own emotions, impulses, and behaviors. It is
important for nurse leaders because it helps them to cope with stress, adapt to change, and handle
challenges.
- Social awareness is the ability to empathize and understand the emotions, needs, and concerns of
others. It is important for nurse leaders because it helps them to communicate effectively, build
rapport, and foster trust.
- Relationship management is the ability to influence and inspire others, manage conflict, and
collaborate with diverse teams. It is important for nurse leaders because it helps them to achieve
goals, resolve problems, and create positive work environments.
3. What are the five core competencies of interprofessional collaboration (IPC) and how can nurse
leaders promote them in their teams? (5 marks)
- The five core competencies of IPC are values/ethics, roles/responsibilities, communication,
teamwork, and learning/reflection.
- Values/ethics refers to respecting and appreciating the diverse perspectives, values, and cultures of
other health professionals and patients. Nurse leaders can promote this by modeling respect,
inclusivity, and ethical decision-making in their practice.
- Roles/responsibilities refers to understanding and appreciating the unique contributions, scopes of
practice, and accountabilities of other health professionals and patients. Nurse leaders can promote
, this by clarifying roles, expectations, and boundaries in their teams.
- Communication refers to exchanging information effectively, respectfully, and constructively with
other health professionals and patients. Nurse leaders can promote this by facilitating open, honest,
and timely communication in their teams.
- Teamwork refers to working cooperatively, collaboratively, and interdependently with other health
professionals and patients. Nurse leaders can promote this by fostering a culture of teamwork, mutual
support, and shared decision-making in their teams.
- Learning/reflection refers to engaging in continuous learning and improvement with other health
professionals and patients. Nurse leaders can promote this by encouraging feedback, reflection,
innovation, and evidence-based practice in their teams.
4. What are the three levels of organizational culture according to Schein's model and what are some
examples of each level in a healthcare setting? (6 marks)
- The three levels of organizational culture according to Schein's model are artifacts,
assumptions,
and values.
- Artifacts are the visible and tangible aspects of culture that can be observed or measured. Some
examples of artifacts in a healthcare setting are symbols (e.g., logos,
uniforms,
awards),
language (e.g., jargon,
acronyms,
stories),
rituals (e.g., meetings,
ceremonies,
celebrations),
and norms (e.g., rules,
policies,
procedures).
- Assumptions are the invisible
and taken-for-granted aspects of culture that are deeply embedded
and rarely questioned. Some examples of assumptions in a healthcare setting are beliefs (e.g., about
human nature,
health,
illness),
perceptions (e.g., about reality,
truth,
causality),
and attitudes (e.g., about power,
PREP
LEADERSHIP IN NURSING
AND HEALTHCARE
ANSWERED
2023/2024
,1. What are the main differences between transactional and transformational leadership styles in
nursing? (5 marks)
- Transactional leadership focuses on tasks, rewards, and punishments, while transformational
leadership focuses on vision, values, and empowerment.
- Transactional leadership is more suitable for stable and predictable environments, while
transformational leadership is more suitable for dynamic and complex environments.
- Transactional leadership relies on external motivation, while transformational leadership relies on
intrinsic motivation.
- Transactional leadership emphasizes compliance and control, while transformational leadership
emphasizes commitment and collaboration.
- Transactional leadership is more leader-centered, while transformational leadership is more
follower-centered.
2. What are the four components of emotional intelligence (EI) and why are they important for nurse
leaders? (4 marks)
- The four components of EI are self-awareness, self-management, social awareness, and relationship
management.
- Self-awareness is the ability to recognize and understand one's own emotions, strengths,
weaknesses, values, and motives. It is important for nurse leaders because it helps them to be
authentic, confident, and ethical.
- Self-management is the ability to regulate one's own emotions, impulses, and behaviors. It is
important for nurse leaders because it helps them to cope with stress, adapt to change, and handle
challenges.
- Social awareness is the ability to empathize and understand the emotions, needs, and concerns of
others. It is important for nurse leaders because it helps them to communicate effectively, build
rapport, and foster trust.
- Relationship management is the ability to influence and inspire others, manage conflict, and
collaborate with diverse teams. It is important for nurse leaders because it helps them to achieve
goals, resolve problems, and create positive work environments.
3. What are the five core competencies of interprofessional collaboration (IPC) and how can nurse
leaders promote them in their teams? (5 marks)
- The five core competencies of IPC are values/ethics, roles/responsibilities, communication,
teamwork, and learning/reflection.
- Values/ethics refers to respecting and appreciating the diverse perspectives, values, and cultures of
other health professionals and patients. Nurse leaders can promote this by modeling respect,
inclusivity, and ethical decision-making in their practice.
- Roles/responsibilities refers to understanding and appreciating the unique contributions, scopes of
practice, and accountabilities of other health professionals and patients. Nurse leaders can promote
, this by clarifying roles, expectations, and boundaries in their teams.
- Communication refers to exchanging information effectively, respectfully, and constructively with
other health professionals and patients. Nurse leaders can promote this by facilitating open, honest,
and timely communication in their teams.
- Teamwork refers to working cooperatively, collaboratively, and interdependently with other health
professionals and patients. Nurse leaders can promote this by fostering a culture of teamwork, mutual
support, and shared decision-making in their teams.
- Learning/reflection refers to engaging in continuous learning and improvement with other health
professionals and patients. Nurse leaders can promote this by encouraging feedback, reflection,
innovation, and evidence-based practice in their teams.
4. What are the three levels of organizational culture according to Schein's model and what are some
examples of each level in a healthcare setting? (6 marks)
- The three levels of organizational culture according to Schein's model are artifacts,
assumptions,
and values.
- Artifacts are the visible and tangible aspects of culture that can be observed or measured. Some
examples of artifacts in a healthcare setting are symbols (e.g., logos,
uniforms,
awards),
language (e.g., jargon,
acronyms,
stories),
rituals (e.g., meetings,
ceremonies,
celebrations),
and norms (e.g., rules,
policies,
procedures).
- Assumptions are the invisible
and taken-for-granted aspects of culture that are deeply embedded
and rarely questioned. Some examples of assumptions in a healthcare setting are beliefs (e.g., about
human nature,
health,
illness),
perceptions (e.g., about reality,
truth,
causality),
and attitudes (e.g., about power,
