Nursing Leadership Final Test Questions and Answers Solved Correctly Latest Update 2025-2026
The most important approach that a nurse manager can take with an emotionally troubled employee is
to:
A. Act as a therapist for the employee.
B. Adjust the standard of care to assist the employee.
C. Assist the employee in obtaining professional help.
D. Adjust the employee's work schedule to decrease stress. - Answersc
The nurse manager knows that the most serious effect that absenteeism has on the nursing unit is that:
A. Using replacement personnel with new ideas may be beneficial.
B. Salary costs are lower because personnel are fewer, and outcome is favorable.
C. Absence on the part of the rest of the staff is decreased.
D. Unacceptable patient care may result. - AnswersD
In keeping with guidelines of the organization, the nurse manager documents staff problems.
Documentation of disciplinary problems should:
A. Include a plan to correct them and to prevent future occurrences.
B. State a detailed history of past problems that are related to the current one.
C. Be written at the convenience of the manager.
D. Not be discussed until the formal performance evaluation. - AnswersA
Before terminating an employee, a nurse manager must:
A. Be an expert in all legal aspects of termination and discipline practices.
B. Follow the organization's specific policies for addressing disciplinary problems and termination.
C. Function as a counselor for problem employees.
Do everything to assist and protect the employee by adjusting standards and policies - AnswersB
A nurse manager understands that the typical first step in handling an employee with a disciplinary
problem is a:
A. Verbal reprimand.
B. Written reprimand.
,C. Reminder of employment standards.
D. Day off without pay. - Answersc
The chief nursing officer understands that clinical incompetence is best prevented by a(n):
A. Flexible protocol for evaluating competency skills.
B. Standardized clinical skills checklist.
C. Administration of personality tests and competency assessments at point of hire.
D. Formalized competency program with established standards for practice. - AnswersD
A nurse manager understands that the second step in handling an employee with a disciplinary problem
is to document the incident. Which of the following is best for documentation of personnel problems?
A. Use of the performance appraisal on an annual basis
B. Notes made immediately after an incident that include a description of the incident, actions taken,
plans, and follow-up
C. A tally sheet of medication errors and other specific problems that will be used at annual review
D. Copies of reports, placed in his or her file, of all unusual occurrences involving the employee -
AnswersB
The nurse manager places a staff member on probation because of reports of chemical dependency. The
nurse manager should be aware that which of the following statements is true regarding chemical
dependency?
A. The chemically dependent employee usually hides any changes in behavior.
B. When confronted with the issue, the affected employee is usually relieved to have someone to talk to
about the problem.
C. The chemically impaired nurse affects the entire healthcare organization.
D. Hospital policy, state laws, and nurse practice acts address procedures for the chemically dependent
employee in the most general terms. - Answersc
The chief nursing officer reviews the policy about "progressive discipline process." The progressive
discipline process includes which of the following? The manager:
A. Is a counselor and friend to the employee.
B. Should reprimand and suspend the employee as a last resort.
C. Should rehire the employee after a reasonable length of time.
,d)Should terminate the employee if the problem persists - Answersd
A nurse manager must be familiar with the agency's policies regarding termination. Termination
procedures include which of the following?
A. Following specific procedures from other organizations
B. Having an attorney present at the termination meeting
C. Having adequate written documentation to support the action
D. Having a friend present during the termination meeting - Answersc
Nathan has been on the cardiac unit for 6 months and has found it difficult to adjust to the expectations
of his team. Which of the following behaviors would most likely signal that Nathan is intending to resign
from his position on the unit?
A. Increased absenteeism over the past month
B. Increased attempts to discuss his concerns with his colleagues
C. Testing of workplace guidelines
D. Frequent defensiveness - Answersa
All of the following are grounds for immediate dismissal except:
A. Failing to pursue further medical help for a patient; patient dies.
B. Selling narcotics obtained from the unit supply of narcotics.
C. Restraining a patient in bed for 7 hours, unsupervised, as punishment for hitting a staff member.
D. Grabbing the unit manager and threatening further physical harm after a poor performance appraisal.
- Answersa
The unit manager on 4E is concerned about the performance of Jean, a staff nurse. She is not involved
directly with Jean, so she has not been able to determine whether the problem is one of motivation,
ability, or both. If Jean lacks ability, which of the following strategies might the head nurse use?
A. Dismiss or transfer Jean.
B. Document all problem areas and then discuss them with Jean.
C. Develop appropriate solutions and make recommendations to Human Resources.
D. Smooth over the problems if they are minor in nature. - AnswersB
, Nurses generally experience difficulty in identifying behaviors and actions that could signal chemical
dependency in a co-worker. Which of the following is not a behavioral change that occurs with chemical
dependency?
A. Personality and behavioral changes
B. Job performance changes
C. Changes in educational involvement and pursuit
D. Absenteeism - AnswersC
Nurse Stacey is a self-admitted drug addict and has been a heavy abuser of codeine. Stacey and the unit
manager decide that changes have to occur. Stacey enrolls in an addiction program, and the manager
has her transferred to a drug-free area. What other strategies might be appropriate?
A. The manager could refer Stacey to the Human Resources Department.
B. The manager could assist in monitoring Stacey's progress.
C. The manager could counsel Stacey if Stacey has formed a trusting relationship with her.
D. Stacey needs to be asked not to involve her family in the recovery program because this is a work-
related situation. - Answersb
Incivility is a disruptive behavior or communication that creates a negative environment and interferes
with quality patient care and safety. The manager can implement steps that help to alleviate uncivil
behavior on a unit. Which of the following would not be an appropriate first step?
A. Suspending the staff member from work
B. Providing written admonishment that is discussed and placed in the employee's file
C. Providing verbal admonishment
D. Terminating the staff member - Answersd
Incivility is a disruptive behavior or communication that creates a negative environment and interferes
with quality patient care and safety. The manager can implement the following steps that help to
alleviate uncivil behavior on a unit. A) Suspending the staff member from work, B) Providing written
admonishment that is discussed and placed in the employee's file, C) Providing verbal admonishment, D)
Terminating the staff member
A. A, B, C, D
B. B, A, C, D
C. C, B, A, D
The most important approach that a nurse manager can take with an emotionally troubled employee is
to:
A. Act as a therapist for the employee.
B. Adjust the standard of care to assist the employee.
C. Assist the employee in obtaining professional help.
D. Adjust the employee's work schedule to decrease stress. - Answersc
The nurse manager knows that the most serious effect that absenteeism has on the nursing unit is that:
A. Using replacement personnel with new ideas may be beneficial.
B. Salary costs are lower because personnel are fewer, and outcome is favorable.
C. Absence on the part of the rest of the staff is decreased.
D. Unacceptable patient care may result. - AnswersD
In keeping with guidelines of the organization, the nurse manager documents staff problems.
Documentation of disciplinary problems should:
A. Include a plan to correct them and to prevent future occurrences.
B. State a detailed history of past problems that are related to the current one.
C. Be written at the convenience of the manager.
D. Not be discussed until the formal performance evaluation. - AnswersA
Before terminating an employee, a nurse manager must:
A. Be an expert in all legal aspects of termination and discipline practices.
B. Follow the organization's specific policies for addressing disciplinary problems and termination.
C. Function as a counselor for problem employees.
Do everything to assist and protect the employee by adjusting standards and policies - AnswersB
A nurse manager understands that the typical first step in handling an employee with a disciplinary
problem is a:
A. Verbal reprimand.
B. Written reprimand.
,C. Reminder of employment standards.
D. Day off without pay. - Answersc
The chief nursing officer understands that clinical incompetence is best prevented by a(n):
A. Flexible protocol for evaluating competency skills.
B. Standardized clinical skills checklist.
C. Administration of personality tests and competency assessments at point of hire.
D. Formalized competency program with established standards for practice. - AnswersD
A nurse manager understands that the second step in handling an employee with a disciplinary problem
is to document the incident. Which of the following is best for documentation of personnel problems?
A. Use of the performance appraisal on an annual basis
B. Notes made immediately after an incident that include a description of the incident, actions taken,
plans, and follow-up
C. A tally sheet of medication errors and other specific problems that will be used at annual review
D. Copies of reports, placed in his or her file, of all unusual occurrences involving the employee -
AnswersB
The nurse manager places a staff member on probation because of reports of chemical dependency. The
nurse manager should be aware that which of the following statements is true regarding chemical
dependency?
A. The chemically dependent employee usually hides any changes in behavior.
B. When confronted with the issue, the affected employee is usually relieved to have someone to talk to
about the problem.
C. The chemically impaired nurse affects the entire healthcare organization.
D. Hospital policy, state laws, and nurse practice acts address procedures for the chemically dependent
employee in the most general terms. - Answersc
The chief nursing officer reviews the policy about "progressive discipline process." The progressive
discipline process includes which of the following? The manager:
A. Is a counselor and friend to the employee.
B. Should reprimand and suspend the employee as a last resort.
C. Should rehire the employee after a reasonable length of time.
,d)Should terminate the employee if the problem persists - Answersd
A nurse manager must be familiar with the agency's policies regarding termination. Termination
procedures include which of the following?
A. Following specific procedures from other organizations
B. Having an attorney present at the termination meeting
C. Having adequate written documentation to support the action
D. Having a friend present during the termination meeting - Answersc
Nathan has been on the cardiac unit for 6 months and has found it difficult to adjust to the expectations
of his team. Which of the following behaviors would most likely signal that Nathan is intending to resign
from his position on the unit?
A. Increased absenteeism over the past month
B. Increased attempts to discuss his concerns with his colleagues
C. Testing of workplace guidelines
D. Frequent defensiveness - Answersa
All of the following are grounds for immediate dismissal except:
A. Failing to pursue further medical help for a patient; patient dies.
B. Selling narcotics obtained from the unit supply of narcotics.
C. Restraining a patient in bed for 7 hours, unsupervised, as punishment for hitting a staff member.
D. Grabbing the unit manager and threatening further physical harm after a poor performance appraisal.
- Answersa
The unit manager on 4E is concerned about the performance of Jean, a staff nurse. She is not involved
directly with Jean, so she has not been able to determine whether the problem is one of motivation,
ability, or both. If Jean lacks ability, which of the following strategies might the head nurse use?
A. Dismiss or transfer Jean.
B. Document all problem areas and then discuss them with Jean.
C. Develop appropriate solutions and make recommendations to Human Resources.
D. Smooth over the problems if they are minor in nature. - AnswersB
, Nurses generally experience difficulty in identifying behaviors and actions that could signal chemical
dependency in a co-worker. Which of the following is not a behavioral change that occurs with chemical
dependency?
A. Personality and behavioral changes
B. Job performance changes
C. Changes in educational involvement and pursuit
D. Absenteeism - AnswersC
Nurse Stacey is a self-admitted drug addict and has been a heavy abuser of codeine. Stacey and the unit
manager decide that changes have to occur. Stacey enrolls in an addiction program, and the manager
has her transferred to a drug-free area. What other strategies might be appropriate?
A. The manager could refer Stacey to the Human Resources Department.
B. The manager could assist in monitoring Stacey's progress.
C. The manager could counsel Stacey if Stacey has formed a trusting relationship with her.
D. Stacey needs to be asked not to involve her family in the recovery program because this is a work-
related situation. - Answersb
Incivility is a disruptive behavior or communication that creates a negative environment and interferes
with quality patient care and safety. The manager can implement steps that help to alleviate uncivil
behavior on a unit. Which of the following would not be an appropriate first step?
A. Suspending the staff member from work
B. Providing written admonishment that is discussed and placed in the employee's file
C. Providing verbal admonishment
D. Terminating the staff member - Answersd
Incivility is a disruptive behavior or communication that creates a negative environment and interferes
with quality patient care and safety. The manager can implement the following steps that help to
alleviate uncivil behavior on a unit. A) Suspending the staff member from work, B) Providing written
admonishment that is discussed and placed in the employee's file, C) Providing verbal admonishment, D)
Terminating the staff member
A. A, B, C, D
B. B, A, C, D
C. C, B, A, D
