#docsmaster
#docsmaster
, #docsmaster
Chapter01:Leading, Managing,andFollowing
vv vv vv vv vv
Yoder-Wise:Leading andManaging inNursing,8thEdition vv vv vv vv vv vv vv
MULTIPLE CHOICE vv
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
is asked to assess and adapt the unit to better meet the unique needs of the older adult patient.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
Using complexity principles, what would be the best approach to take for implementation
vv vv vv vv vv vv vv vv vv vv vv vv vv
of this change?
vv vv vv
a. Leverage the hierarchical management position to get unit staff involved in vv vv vv vv vv vv vv vv vv vv
assessment and planning.
vv vv vv
b. Engage involved staff at all levels in the decision-making process. vv vv vv vv vv vv vv vv vv
c. Focus the assessment on the unit and omit the hospital and community vv vv vv vv vv vv vv vv vv vv vv
environment. vv
d. Hire a geriatric specialist to oversee and control the project.vv vv vv vv vv vv vv vv vv
ANS: v v B
Complexity theory suggests that systems interact and adapt and that decision making vv vv vv vv vv vv vv vv vv vv vv
occurs throughout the systems, as opposed to being held in a hierarchy. In complexity
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
theory, every voice counts, and therefore, all levels of staff would be involved in
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
decision making.
vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
whohas called in sick five times in the past month. He tells the manager that he very
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
much wants to come to work when scheduled but must often care for his wife, who is
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
undergoing treatment for breast cancer. According to Maslow‘s need hierarchy theory,
vv vv vv vv vv vv vv vv vv vv vv
what would be the best approach to satisfying the needs of this nurse, other staff, and
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
patients?
vv
a. Line up agencynurses who can be called in to work on short notice. vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment. vv vv vv vv vv vv vv vv vv vv vv vv
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that thisnurse vv vv vv vv vv vv vv vv vv vv vv vv vv
may be calling in frequently in the
vv future. vv vv vv vv vv vv v v
d. Work with the nurse, staffing office, and other nurses to arrange vv vv vv vv vv vv vv vv vv vv
hisscheduled days off around his wife‘s treatments.
vv vv vv vv vv vv vv
ANS: v v D
Placing the nurse on unpaid leave maythreaten the nurse‘s capacityto meet physiologic needs
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect
vv vv vv vv vv vv vv vv vv vv vv vv vv
patient care and threaten the needs of staff to feel competent. Arranging the schedule
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
around the wife‘s needs meets the needs of the staff and of patients while satisfying the
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
nurse‘s need for affiliation.
vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
3. A grievance brought bya staff nurse against the unitmanager requires mediation. At the
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
first mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair,
vv vv vv vv vv vv vv vv vv vv vv vv vv
and the unit manager continues to reiterate the reasons for the actions. What wouldbe the best
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
course of action at this time?
vv vv vv vv vv vv
a. Send the two disputants awayto reach their own resolution. vv vv vv vv vv vv vv vv vv
b. Involve another staff nurse in the discussion for clarity issues. vv vv vv vv vv vv vv vv vv
#docsmaster
, #docsmaster
c. Ask each partyto examine their own motives and issues in the conflict.
vv vv vv vv vv vv vv vv vv vv vv vv
d. Continue to listen as the parties repeat their thoughts and feelings aboutthe vv vv vv vv vv vv vv vv vv vv vv vv
vv conflict.
ANS: C vv
For resolution of conflict, one should address the interests and involvement of participants in
vv vv vv vv vv vv vv vv vv vv vv vv vv
the conflict by examining the real issues of all parties.
vv vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
vv resolution. What is the appropriate next step? vv vv vv vv vv v v
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period. vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Elevate the next negation session to the next manager, one level above. vv vv vv vv vv vv vv vv vv vv vv
c. Insist that participants continue to talk until a resolution has been reached.
vv vv vv vv vv vv vv vv vv vv vv
d. Back the unit manager‘s actions and end the dispute. vv vv vv vv vv vv vv vv
ANS: B vv
Part of leadership is understanding conflict resolution and abilityto negotiate and manage for
vv vv vv vv vv vv vv vv vv vv vv vv vv
resolution of issues and concerns. This situation has failed a second negotiation session,
vv vv vv vv vv vv vv vv vv vv vv vv vv
elevation to a manager with additional training to facilitate conflict resolution is important
vv vv vv vv vv vv vv vv vv vv vv vv vv
at this point.
vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
5. The manager of a surgical area has a vision for the future that requires the addition of
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
RN assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the staff have always practiced in a primarynursing-delivery system and are veryresistant to
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
this idea. What would be the best initial strategy for implementation of this change?
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
a. Exploringthe values and feelings of the RN group in relationship to thischange vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Leaving the RNs alone for a time so theycan think about the change before it is vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
implemented vv
c. Dropping the idea and trying for the change in a year or so when some of the vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
present RNs have retired
vv vv vv vv
d. Hiring the assistants and allowing the RNs to see what good additions they arevv vv vv vv vv vv vv vv vv vv vv vv vv
ANS: A vv
Influencing others requires emotional intelligence in domains such as empathy, handling vv vv vv vv vv vv vv vv vv vv
relationships, deepening self-awareness in self and others, motivating others, and
vv vv vv vv vv vv vv vv vv vv
managing emotions. Motivating others recognizes that values are powerful forces that
vv vv vv vv vv vv vv vv vv vv vv
influence acceptance of change. Leaving the RNs alone for a period of time before
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
implementation does not provide opportunity to explore different perspectives and values.
vv vv vv vv vv vv vv vv vv vv vv
Avoiding discussion until the team changes may not promote adoption of the change
vv vv vv vv vv vv vv vv vv vv vv vv vv
until there is opportunity to explore perspectives and values related to the change. Hiring
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
of the assistants demonstrates lack of empathy for the perspectives of the RN staff.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Knowledge of the Health Care Environment
vv vv vv vv vv vv vv vv
#docsmaster
, #docsmaster
6. As the RN charge nurse on the night shift in a small long-term care facility, you‘ve found that
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
there is little turnover among your LPN and nursing assistant (NA) staff members, but
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
they are not very motivated to go beyond their job descriptions in their work. Which of
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the following strategies might motivate the staff and lead to greater job satisfaction?
vv vv vv vv vv vv vv vv vv vv vv vv vv
a. Ask the director of nursing to offer higher wages and bonuses for extra workfor
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the night LPNs and NAs.
vv vv vv vv vv
b. Allow the LPNs and NAs greater decision-making power within the scope oftheir vv vv vv vv vv vv vv vv vv vv vv vv
positions in the institution.
vv vv vv vv
c. Hire additional staff so that there are more staff available for enhanced care,and
vv vv vv vv vv vv vv vv vv vv vv vv vv
individual workloads are lessened.
vv vv vv vv
d. Ask the director of nursing to increase job security for night staff byhaving them
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
sign contracts that guarantee work.
vv vv vv vv vv
ANS: B vv
Hygiene factors such as salary, working conditions, and security are consistent with
vv vv vv vv vv vv vv vv vv vv vv
Herzberg‘s two-factor theory of motivation; meeting these needs avoids job
vv vv vv vv vv vv vv vv vv vv
dissatisfaction. Motivator factors such as recognition and satisfaction with work promote
vv vv vv vv vv vv vv vv vv vv vv
a satisfying and enriched work environment. Transformational leaders use motivator factors
vv vv vv vv vv vv vv vv vv vv vv
liberallyto inspire work performance and increase job satisfaction.
vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
7. The nurse manager wants to increase motivation by providing motivating factors for
vv vv vv vv vv vv vv vv vv vv vv
vvthenurse on the unit. What action would be appropriate to motivate the staff? vv vv vv vv vv vv vv vv vv vv vv vv
a. Collaborate with the human resource/personnel department to develop on-site vv vv vv vv vv vv vv vv
vvdaycare services. vv
b. Providea hierarchical organizational structure. vv vv vv vv
c. Implement a model of shared governance. vv vv vv vv vv
d. Promote the development of a flexible benefits package. vv vv vv vv vv vv vv
ANS: C vv
Complexitytheorysuggests that systems interact and adapt and that decision makingoccurs vv vv vv vv vv vv vv vv vv vv vv vv
throughout systems, as opposed to being held in a hierarchy. In complexity theory, every
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
voice counts, and therefore all levels of staff would be involved in decision making. This
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
principle is the foundation of shared governance.
vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
8. The nurse manager has been asked to implement an evidence-based approach to teach
vv vv vv vv vv vv vv vv vv vv vv vv
ostomy patients self-management skills postoperatively. The program is to be implemented
vv vv vv vv vv vv vv vv vv vv vv
across the entire facility. What illustrates effective leadership in this
vv vv situation? vv vv vv vv vv vv vv vv v v
a. The training modules are left in the staff room for times when staff are available.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
b. The current approach is continued because it is also evidence-based and is more
vv vv vv vv vv vv vv vv vv vv vv vv
familiar to staff.
vv vv vv
c. You decide to implement the approach at a later date because of feedback fromthe
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
RNs that the new approach takes too much time.
vv vv vv vv vv vv vv vv vv
d. An RN who isalreadyfamiliar with the new approach of volunteers to takethe
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
lead in mentoring and teaching others how to implement
vv it. vv vv vv vv vv vv vv vv v v
ANS: D vv
#docsmaster
#docsmaster
, #docsmaster
Chapter01:Leading, Managing,andFollowing
vv vv vv vv vv
Yoder-Wise:Leading andManaging inNursing,8thEdition vv vv vv vv vv vv vv
MULTIPLE CHOICE vv
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
is asked to assess and adapt the unit to better meet the unique needs of the older adult patient.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
Using complexity principles, what would be the best approach to take for implementation
vv vv vv vv vv vv vv vv vv vv vv vv vv
of this change?
vv vv vv
a. Leverage the hierarchical management position to get unit staff involved in vv vv vv vv vv vv vv vv vv vv
assessment and planning.
vv vv vv
b. Engage involved staff at all levels in the decision-making process. vv vv vv vv vv vv vv vv vv
c. Focus the assessment on the unit and omit the hospital and community vv vv vv vv vv vv vv vv vv vv vv
environment. vv
d. Hire a geriatric specialist to oversee and control the project.vv vv vv vv vv vv vv vv vv
ANS: v v B
Complexity theory suggests that systems interact and adapt and that decision making vv vv vv vv vv vv vv vv vv vv vv
occurs throughout the systems, as opposed to being held in a hierarchy. In complexity
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
theory, every voice counts, and therefore, all levels of staff would be involved in
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
decision making.
vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
whohas called in sick five times in the past month. He tells the manager that he very
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
much wants to come to work when scheduled but must often care for his wife, who is
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
undergoing treatment for breast cancer. According to Maslow‘s need hierarchy theory,
vv vv vv vv vv vv vv vv vv vv vv
what would be the best approach to satisfying the needs of this nurse, other staff, and
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
patients?
vv
a. Line up agencynurses who can be called in to work on short notice. vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment. vv vv vv vv vv vv vv vv vv vv vv vv
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that thisnurse vv vv vv vv vv vv vv vv vv vv vv vv vv
may be calling in frequently in the
vv future. vv vv vv vv vv vv v v
d. Work with the nurse, staffing office, and other nurses to arrange vv vv vv vv vv vv vv vv vv vv
hisscheduled days off around his wife‘s treatments.
vv vv vv vv vv vv vv
ANS: v v D
Placing the nurse on unpaid leave maythreaten the nurse‘s capacityto meet physiologic needs
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect
vv vv vv vv vv vv vv vv vv vv vv vv vv
patient care and threaten the needs of staff to feel competent. Arranging the schedule
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
around the wife‘s needs meets the needs of the staff and of patients while satisfying the
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
nurse‘s need for affiliation.
vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
3. A grievance brought bya staff nurse against the unitmanager requires mediation. At the
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
first mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair,
vv vv vv vv vv vv vv vv vv vv vv vv vv
and the unit manager continues to reiterate the reasons for the actions. What wouldbe the best
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
course of action at this time?
vv vv vv vv vv vv
a. Send the two disputants awayto reach their own resolution. vv vv vv vv vv vv vv vv vv
b. Involve another staff nurse in the discussion for clarity issues. vv vv vv vv vv vv vv vv vv
#docsmaster
, #docsmaster
c. Ask each partyto examine their own motives and issues in the conflict.
vv vv vv vv vv vv vv vv vv vv vv vv
d. Continue to listen as the parties repeat their thoughts and feelings aboutthe vv vv vv vv vv vv vv vv vv vv vv vv
vv conflict.
ANS: C vv
For resolution of conflict, one should address the interests and involvement of participants in
vv vv vv vv vv vv vv vv vv vv vv vv vv
the conflict by examining the real issues of all parties.
vv vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
vv resolution. What is the appropriate next step? vv vv vv vv vv v v
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period. vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Elevate the next negation session to the next manager, one level above. vv vv vv vv vv vv vv vv vv vv vv
c. Insist that participants continue to talk until a resolution has been reached.
vv vv vv vv vv vv vv vv vv vv vv
d. Back the unit manager‘s actions and end the dispute. vv vv vv vv vv vv vv vv
ANS: B vv
Part of leadership is understanding conflict resolution and abilityto negotiate and manage for
vv vv vv vv vv vv vv vv vv vv vv vv vv
resolution of issues and concerns. This situation has failed a second negotiation session,
vv vv vv vv vv vv vv vv vv vv vv vv vv
elevation to a manager with additional training to facilitate conflict resolution is important
vv vv vv vv vv vv vv vv vv vv vv vv vv
at this point.
vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
5. The manager of a surgical area has a vision for the future that requires the addition of
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
RN assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the staff have always practiced in a primarynursing-delivery system and are veryresistant to
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
this idea. What would be the best initial strategy for implementation of this change?
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
a. Exploringthe values and feelings of the RN group in relationship to thischange vv vv vv vv vv vv vv vv vv vv vv vv vv
b. Leaving the RNs alone for a time so theycan think about the change before it is vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
implemented vv
c. Dropping the idea and trying for the change in a year or so when some of the vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
present RNs have retired
vv vv vv vv
d. Hiring the assistants and allowing the RNs to see what good additions they arevv vv vv vv vv vv vv vv vv vv vv vv vv
ANS: A vv
Influencing others requires emotional intelligence in domains such as empathy, handling vv vv vv vv vv vv vv vv vv vv
relationships, deepening self-awareness in self and others, motivating others, and
vv vv vv vv vv vv vv vv vv vv
managing emotions. Motivating others recognizes that values are powerful forces that
vv vv vv vv vv vv vv vv vv vv vv
influence acceptance of change. Leaving the RNs alone for a period of time before
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
implementation does not provide opportunity to explore different perspectives and values.
vv vv vv vv vv vv vv vv vv vv vv
Avoiding discussion until the team changes may not promote adoption of the change
vv vv vv vv vv vv vv vv vv vv vv vv vv
until there is opportunity to explore perspectives and values related to the change. Hiring
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
of the assistants demonstrates lack of empathy for the perspectives of the RN staff.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Knowledge of the Health Care Environment
vv vv vv vv vv vv vv vv
#docsmaster
, #docsmaster
6. As the RN charge nurse on the night shift in a small long-term care facility, you‘ve found that
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
there is little turnover among your LPN and nursing assistant (NA) staff members, but
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
they are not very motivated to go beyond their job descriptions in their work. Which of
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the following strategies might motivate the staff and lead to greater job satisfaction?
vv vv vv vv vv vv vv vv vv vv vv vv vv
a. Ask the director of nursing to offer higher wages and bonuses for extra workfor
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
the night LPNs and NAs.
vv vv vv vv vv
b. Allow the LPNs and NAs greater decision-making power within the scope oftheir vv vv vv vv vv vv vv vv vv vv vv vv
positions in the institution.
vv vv vv vv
c. Hire additional staff so that there are more staff available for enhanced care,and
vv vv vv vv vv vv vv vv vv vv vv vv vv
individual workloads are lessened.
vv vv vv vv
d. Ask the director of nursing to increase job security for night staff byhaving them
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
sign contracts that guarantee work.
vv vv vv vv vv
ANS: B vv
Hygiene factors such as salary, working conditions, and security are consistent with
vv vv vv vv vv vv vv vv vv vv vv
Herzberg‘s two-factor theory of motivation; meeting these needs avoids job
vv vv vv vv vv vv vv vv vv vv
dissatisfaction. Motivator factors such as recognition and satisfaction with work promote
vv vv vv vv vv vv vv vv vv vv vv
a satisfying and enriched work environment. Transformational leaders use motivator factors
vv vv vv vv vv vv vv vv vv vv vv
liberallyto inspire work performance and increase job satisfaction.
vv vv vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
7. The nurse manager wants to increase motivation by providing motivating factors for
vv vv vv vv vv vv vv vv vv vv vv
vvthenurse on the unit. What action would be appropriate to motivate the staff? vv vv vv vv vv vv vv vv vv vv vv vv
a. Collaborate with the human resource/personnel department to develop on-site vv vv vv vv vv vv vv vv
vvdaycare services. vv
b. Providea hierarchical organizational structure. vv vv vv vv
c. Implement a model of shared governance. vv vv vv vv vv
d. Promote the development of a flexible benefits package. vv vv vv vv vv vv vv
ANS: C vv
Complexitytheorysuggests that systems interact and adapt and that decision makingoccurs vv vv vv vv vv vv vv vv vv vv vv vv
throughout systems, as opposed to being held in a hierarchy. In complexity theory, every
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
voice counts, and therefore all levels of staff would be involved in decision making. This
vv vv vv vv vv vv vv vv vv vv vv vv vv vv vv
principle is the foundation of shared governance.
vv vv vv vv vv vv vv
TOP: AONE competency: Communication and Relationship-Building
vv vv vv vv vv
8. The nurse manager has been asked to implement an evidence-based approach to teach
vv vv vv vv vv vv vv vv vv vv vv vv
ostomy patients self-management skills postoperatively. The program is to be implemented
vv vv vv vv vv vv vv vv vv vv vv
across the entire facility. What illustrates effective leadership in this
vv vv situation? vv vv vv vv vv vv vv vv v v
a. The training modules are left in the staff room for times when staff are available.
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
b. The current approach is continued because it is also evidence-based and is more
vv vv vv vv vv vv vv vv vv vv vv vv
familiar to staff.
vv vv vv
c. You decide to implement the approach at a later date because of feedback fromthe
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
RNs that the new approach takes too much time.
vv vv vv vv vv vv vv vv vv
d. An RN who isalreadyfamiliar with the new approach of volunteers to takethe
vv vv vv vv vv vv vv vv vv vv vv vv vv vv
lead in mentoring and teaching others how to implement
vv it. vv vv vv vv vv vv vv vv v v
ANS: D vv
#docsmaster
