NUR 204 Leadership and management
Comprehensive Resource To Help You Ace 2026-2027 Exams
Includes Frequently Tested Questions With ELABORATED
100% Correct COMPLETE SOLUTIONS
Guaranteed Pass First Attempt!! Current Update!!
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1. A new LPN/LVN asks the LPN/LVN charge nurse what continuous quality
improvement (CQI) is all about. The charge nurse should explain that the focus of
CQI in a health care agency is
a. saving time.
b. better patient care outcomes.
c. making money for the health care agency.
d. reducing stress for employees. - Correct Answer: ANS: B
The focus of CQI is quality of care, as indicated by patient outcomes. CQI does not
focus on saving time, agency profit, or stress reduction
2. When conducting an employee performance evaluation conference, the
LPN/LVN charge nurse should understand that
a. giving measurable feedback such as "You're doing fine" promotes personal
growth.
b. positive feedback should be given at the beginning of the interview to set the
tone.
,c. the employee should develop a plan for improvement without input from the
charge nurse.
d. the employee should be encouraged to identify strengths and ask questions for
clarification. - Correct Answer: ANS: D
Evaluation should be a joint interactive process rather than a one-way
communication. Dialogue can clarify and enhance the process. Evaluation should
focus on identification of strengths as well as behaviors to be modified. The
statement "You're doing fine" does not exemplify measurable feedback. The tone
should be nonthreatening and objective but does not require the evaluation to
begin with positive feedback. An employee may develop his or her own plan, but
the individual needs to include problem areas identified by the charge nurse as
well as the employee's own goals.
3. The LPN/LVN notices that the nursing assistants are taking longer breaks than
agency policy permits and wishes to change this behavior as quickly as possible.
The LPN/LVN's initial actions should be to
a. verbally confront the employees with their behavior.
b. write reprimands to be placed in each employee's file.
c. ask for in-service classes on time management.
d. determine the reason staff members are taking longer breaks. - Correct
Answer: ANS: D
Before attempting to solve any problem, the LPN/LVN must clearly identify the
real problem. In this case, longer breaks may be the staff's reaction to a more
fundamental workplace problem. Verbal confrontation should not be the initial
action. Written reprimands should not be the initial action. In-service classes on
time management would be an inappropriate initial action.
,4. The long-term care agency has recently announced that it will soon lay off six
LPN/LVNs and hire eight nursing assistants. Today, the RN charge nurse presents
the LPN/LVN charge nurse with a certificate recognizing her ability to manage
effectively despite short staffing. The LPN/LVN responds somewhat politely but
seems more angry than pleased. In terms of the Howlett hierarchy of needs,
which of the following is the best explanation for the employee's reaction?
a. The LPN/LVN is probably responding to the poor working conditions.
b. When job security is threatened, recognition needs assume lesser importance.
c. Achievement and advancement needs are more fundamental than recognition
needs.
d. The adequacy of benefits is more basic to job satisfaction than affiliation needs.
- Correct Answer: ANS: B
Job security is a level 2 need, whereas recognition is a level 4 need. The level 2
need is threatened; therefore, the level 4 need seems less important. Data are not
present to support that the LPN/LVN is responding to poor working conditions.
The remaining options are either not accurate or not relevant to the scenario
5. The LPN/LVN reads this statement, "Stress is the body's reaction to the mind's
analysis of a situation." The LPN/LVN concludes that the critical factor to teach
nursing assistants to help them control their stress levels is to
a. manage how they think about a situation.
b. consider the stressful situation as subjectively as possible.
c. focus on developing good clinical skills.
d. apply time management principles. - Correct Answer: ANS: A
According to Ellis, managing one's thinking by replacing irrational thinking with
rational thinking reduces stress. The key is to think objectively. Focusing on
, developing good clinical skills and applying time management principles are not
relevant to the scenario
6. A people-oriented leadership style that focuses on people's feelings but ignores
the task at hand and allows people to act without any direction is the
a. autocratic style.
b.situational style.
c. democratic style.
d. laissez-faire style. - Correct Answer: ANS: D
A purely task-centered leadership style (autocratic style) thrives on power. It
involves telling someone what to do, with little regard for the employee as a
person who may have ideas about how to improve patient care or reach the goals
of the employer. Situational leadership involves varying leadership style to meet
the demands of the situation in the work environment. Focusing on both the task
and the employee is characteristic of the democratic style of leadership. A purely
people-oriented style (laissez-faire) focuses on people's feelings but ignores the
task at hand. It allows employees to act without any direction.
7. Which behavior should the LPN/LVN charge nurse identify as dysfunctional
behavior that violates OBRA regulations by threatening resident quality of life,
health, or safety?
a. The nursing assistant praises a resident who is having poststroke speech
therapy for attempts to communicate verbally.
b. The nursing assistant asks to talk to the LPN/LVN charge nurse about changes
the nursing assistant would like to make in a resident's plan of care.
c. The nursing assistant uses a sharp tone of voice and body posture, suggesting
impatience when feeding a resident.
Comprehensive Resource To Help You Ace 2026-2027 Exams
Includes Frequently Tested Questions With ELABORATED
100% Correct COMPLETE SOLUTIONS
Guaranteed Pass First Attempt!! Current Update!!
Instant Download Pdf!!
1. A new LPN/LVN asks the LPN/LVN charge nurse what continuous quality
improvement (CQI) is all about. The charge nurse should explain that the focus of
CQI in a health care agency is
a. saving time.
b. better patient care outcomes.
c. making money for the health care agency.
d. reducing stress for employees. - Correct Answer: ANS: B
The focus of CQI is quality of care, as indicated by patient outcomes. CQI does not
focus on saving time, agency profit, or stress reduction
2. When conducting an employee performance evaluation conference, the
LPN/LVN charge nurse should understand that
a. giving measurable feedback such as "You're doing fine" promotes personal
growth.
b. positive feedback should be given at the beginning of the interview to set the
tone.
,c. the employee should develop a plan for improvement without input from the
charge nurse.
d. the employee should be encouraged to identify strengths and ask questions for
clarification. - Correct Answer: ANS: D
Evaluation should be a joint interactive process rather than a one-way
communication. Dialogue can clarify and enhance the process. Evaluation should
focus on identification of strengths as well as behaviors to be modified. The
statement "You're doing fine" does not exemplify measurable feedback. The tone
should be nonthreatening and objective but does not require the evaluation to
begin with positive feedback. An employee may develop his or her own plan, but
the individual needs to include problem areas identified by the charge nurse as
well as the employee's own goals.
3. The LPN/LVN notices that the nursing assistants are taking longer breaks than
agency policy permits and wishes to change this behavior as quickly as possible.
The LPN/LVN's initial actions should be to
a. verbally confront the employees with their behavior.
b. write reprimands to be placed in each employee's file.
c. ask for in-service classes on time management.
d. determine the reason staff members are taking longer breaks. - Correct
Answer: ANS: D
Before attempting to solve any problem, the LPN/LVN must clearly identify the
real problem. In this case, longer breaks may be the staff's reaction to a more
fundamental workplace problem. Verbal confrontation should not be the initial
action. Written reprimands should not be the initial action. In-service classes on
time management would be an inappropriate initial action.
,4. The long-term care agency has recently announced that it will soon lay off six
LPN/LVNs and hire eight nursing assistants. Today, the RN charge nurse presents
the LPN/LVN charge nurse with a certificate recognizing her ability to manage
effectively despite short staffing. The LPN/LVN responds somewhat politely but
seems more angry than pleased. In terms of the Howlett hierarchy of needs,
which of the following is the best explanation for the employee's reaction?
a. The LPN/LVN is probably responding to the poor working conditions.
b. When job security is threatened, recognition needs assume lesser importance.
c. Achievement and advancement needs are more fundamental than recognition
needs.
d. The adequacy of benefits is more basic to job satisfaction than affiliation needs.
- Correct Answer: ANS: B
Job security is a level 2 need, whereas recognition is a level 4 need. The level 2
need is threatened; therefore, the level 4 need seems less important. Data are not
present to support that the LPN/LVN is responding to poor working conditions.
The remaining options are either not accurate or not relevant to the scenario
5. The LPN/LVN reads this statement, "Stress is the body's reaction to the mind's
analysis of a situation." The LPN/LVN concludes that the critical factor to teach
nursing assistants to help them control their stress levels is to
a. manage how they think about a situation.
b. consider the stressful situation as subjectively as possible.
c. focus on developing good clinical skills.
d. apply time management principles. - Correct Answer: ANS: A
According to Ellis, managing one's thinking by replacing irrational thinking with
rational thinking reduces stress. The key is to think objectively. Focusing on
, developing good clinical skills and applying time management principles are not
relevant to the scenario
6. A people-oriented leadership style that focuses on people's feelings but ignores
the task at hand and allows people to act without any direction is the
a. autocratic style.
b.situational style.
c. democratic style.
d. laissez-faire style. - Correct Answer: ANS: D
A purely task-centered leadership style (autocratic style) thrives on power. It
involves telling someone what to do, with little regard for the employee as a
person who may have ideas about how to improve patient care or reach the goals
of the employer. Situational leadership involves varying leadership style to meet
the demands of the situation in the work environment. Focusing on both the task
and the employee is characteristic of the democratic style of leadership. A purely
people-oriented style (laissez-faire) focuses on people's feelings but ignores the
task at hand. It allows employees to act without any direction.
7. Which behavior should the LPN/LVN charge nurse identify as dysfunctional
behavior that violates OBRA regulations by threatening resident quality of life,
health, or safety?
a. The nursing assistant praises a resident who is having poststroke speech
therapy for attempts to communicate verbally.
b. The nursing assistant asks to talk to the LPN/LVN charge nurse about changes
the nursing assistant would like to make in a resident's plan of care.
c. The nursing assistant uses a sharp tone of voice and body posture, suggesting
impatience when feeding a resident.
