n1 n1 n1 n1 n1 Full Test Bank n1 n1
Leading and Managing in Nursing, 8th Edition by Patricia S. Yoder-Wise,
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
Susan Sportsman
n1 n1
,Chapter 01: Leading, Managing, and Following n1 n1 n1 n1 n1
Yoder-Wise: Leading and Managing in Nursing, 8th Edition n1 n1 n1 n1 n1 n1 n1
MULTIPLE CHOICE n1
1. A RN manager of a 20-bed medical unit finds that 80% of the clients are older adults. She is
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 asked to assess and adapt the unit to better meet the unique needs of the older adult client.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 Using complexity principles, what would be the best approach to take in making this
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 change?
a. Leverage the hierarchical management position to get unit staff involved in assessment and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 planning.
b. Engage involved staff at all levels in the decision-making process.
n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Focus the assessment on the unit, and omit the hospital and community environment.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Hire a geriatric specialist to oversee and control the project.
n1 n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: Complexity theory suggests that systems interact and adapt and that decision
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
making occurs throughout the systems, as opposed to being held in a hierarchy. In
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
complexity theory, every voice counts, and therefore, all levels of staff would be involved
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
in decision making.
n1 n1 n1
REF: Page 8 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a RN who has
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1called in sick five times in the past month. He tells the manager that he very much wants to
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1come to work when scheduled but must often care for his wife, who is undergoing treatment
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
for breast cancer. According to Maslow‘s need hierarchy theory, what would be the best
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
approach to n1
the needs of this RN, other staff, and clients?
n1 n1 n1 n1 n1 n1 n1 n1
satisfying
n1 n1
a. Line up agency RNs who can be called in to work on short notice.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Place the RN on unpaid leave for the remainder of his wife‘s treatment.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Sympathize with the RN‘s dilemma and let the charge RN know that this RN may be n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
calling in frequently in the future.
n1 n1 n1 n1 n1 n1
d. Work with the RN, staffing office, and other RNs to arrange his scheduled days off
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
around his wife‘s treatments.
n1 n1 n1 n1
CORRECT ANS: D n1 n1
Feedback: Placing the RN on unpaid leave may threaten the RN‘s capacity to meet
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
physiologic needs and demotivate the RN. Unsatisfactory coverage of shifts on short notice
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
could affect client care and threaten the needs of staff to feel competent. Arranging the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
schedule around the wife‘s needs meets the needs of the staff and of clients while
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
satisfying the RN‘s need for affiliation.
n1 n1 n1 n1 n1 n1
REF: Page 10 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
,3. A grievance brought by a staff RN against the unit manager requires mediation. At the first
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
mediation session, the staff RN repeatedly calls the unit manager‘s actions unfair, and the unit
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
manager continues to reiterate the reasons for her actions. What would be the best course of
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
action at this time?
n1 n1 n1 n1
a. Send the two disputants away to reach their own resolution.
n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Involve another staff RN in the discussion so as to clarify issues.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Ask each party to examine her own motives and issues in the conflict.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: C n1 n1
Feedback: Ury, Brett, and Goldberg outline steps to restoring unity, the first of which is
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
to address the interests and involvement of participants in the conflict by examining the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
real issues of all parties.
n1 n1 n1 n1 n1
REF: Page 16 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
4. At a second negotiation session, the unit manager and staff RN are unable to reach a resolution.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 It would now be best to:
n1 n1 n1 n1 n1
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Turn the dispute over to the director of nursing.
n1 n1 n1 n1 n1 n1 n1 n1
c. Insist that participants continue to talk until a resolution has been reached.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Back the unit manager‘s actions and end the dispute.
n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: According to the principles outlined by Ury, Brett, and Goldberg, a ―cooling-
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
off‖ period is recommended if resolution fails.
n1 n1 n1 n1 n1 n1
REF: Page 16 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
5. The manager of a surgical area has a vision for the future that requires the addition of RN
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
assistants or unlicensed persons to feed, bathe, and walk clients. The RNs on the staff
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
have always practiced in a primary nursing–delivery system and are very resistant to this
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
idea. The best initial strategy in this situation would include:
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
a. Exploring the values and feelings of the RN group in relationship to this change.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Leaving the RNs alone for a time so they can think about the change before it
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
is implemented.
n1 n1
c. Dropping the idea and trying for the change in a year or so when some of the present
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
RNs have retired.
n1 n1 n1
d. Hiring the assistants and allowing the RNs to see what good additions they are.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
, CORRECT ANS: A n1 n1
Feedback: Influencing others requires emotional intelligence in domains such as empathy,
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
handling relationships, deepening self-awareness in self and others, motivating others, and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
managing emotions. Motivating others recognizes that values are powerful forces that
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
influence acceptance of change. Leaving the RNs alone for a period of time before
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
implementation does not provide opportunity to explore different perspectives and values.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
Avoiding discussion until the team changes may not promote adoption of the change until
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
there is opportunity to explore perspectives and values related to the change. Hiring of the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
assistants demonstrates lack of empathy for the perspectives of the RN staff.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
REF: Page 7 | Page 15 n1 n1 n 1 n1 n1
TOP: AONE competency: Knowledge of the Health Care Environment
n1 n1 n1 n1 n1 n1 n1 n1
6. As the RN charge RN on the night shift in a small long-term care facility, you‘ve found that
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
there is little turnover among your LPN and nursing assistant (NA) staff members, but they
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
are not very motivated to go beyond their job descriptions in their work. Which of the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
following strategies might motivate the staff and lead to greater job satisfaction?
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
a. Ask the director of nursing to offer higher wages and bonuses for extra work for the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
night LPNs and NAs.
n1 n1 n1 n1
b. Allow the LPNs and NAs greater decision-making power within the scope of their
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
positions in the institution.
n1 n1 n1 n1
c. Hire additional staff so that there are more staff available for enhanced care and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
individual workloads are lessened.
n1 n1 n1 n1
d. Ask the director of nursing to increase job security for night staff by having them
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
sign contracts that guarantee work.
n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: Hygiene factors such as salary, working conditions, and security are consistent
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
with Herzberg‘s two-factor theory of motivation; meeting these needs avoids job
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
dissatisfaction. Motivator factors such as recognition and satisfaction with work promote a
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
satisfying and enriched work environment. Transformational leaders use motivator factors
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
liberally to inspire work performance and increase job satisfaction.
n1 n1 n1 n1 n1 n1 n1 n1 n1
REF: Page 9 | Page 10 n1 n1 n 1 n1 n1
TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
7. As the RN manager who wants to increase motivation by providing motivating factors, which
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 action would you select?
n1 n1 n1
a. Collaborate with the human resource/personnel department to develop on-site daycare
n1 n1 n1 n1 n1 n1 n1 n1 n1
services. n1
b. Provide a hierarchical organizational structure. n1 n1 n1 n1
c. Implement a model of shared governance. n1 n1 n1 n1 n1
d. Promote the development of a flexible benefits package. n1 n1 n1 n1 n1 n1 n1
Leading and Managing in Nursing, 8th Edition by Patricia S. Yoder-Wise,
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
Susan Sportsman
n1 n1
,Chapter 01: Leading, Managing, and Following n1 n1 n1 n1 n1
Yoder-Wise: Leading and Managing in Nursing, 8th Edition n1 n1 n1 n1 n1 n1 n1
MULTIPLE CHOICE n1
1. A RN manager of a 20-bed medical unit finds that 80% of the clients are older adults. She is
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 asked to assess and adapt the unit to better meet the unique needs of the older adult client.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 Using complexity principles, what would be the best approach to take in making this
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 change?
a. Leverage the hierarchical management position to get unit staff involved in assessment and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 planning.
b. Engage involved staff at all levels in the decision-making process.
n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Focus the assessment on the unit, and omit the hospital and community environment.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Hire a geriatric specialist to oversee and control the project.
n1 n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: Complexity theory suggests that systems interact and adapt and that decision
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
making occurs throughout the systems, as opposed to being held in a hierarchy. In
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
complexity theory, every voice counts, and therefore, all levels of staff would be involved
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
in decision making.
n1 n1 n1
REF: Page 8 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a RN who has
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1called in sick five times in the past month. He tells the manager that he very much wants to
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1come to work when scheduled but must often care for his wife, who is undergoing treatment
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
for breast cancer. According to Maslow‘s need hierarchy theory, what would be the best
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
approach to n1
the needs of this RN, other staff, and clients?
n1 n1 n1 n1 n1 n1 n1 n1
satisfying
n1 n1
a. Line up agency RNs who can be called in to work on short notice.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Place the RN on unpaid leave for the remainder of his wife‘s treatment.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Sympathize with the RN‘s dilemma and let the charge RN know that this RN may be n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
calling in frequently in the future.
n1 n1 n1 n1 n1 n1
d. Work with the RN, staffing office, and other RNs to arrange his scheduled days off
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
around his wife‘s treatments.
n1 n1 n1 n1
CORRECT ANS: D n1 n1
Feedback: Placing the RN on unpaid leave may threaten the RN‘s capacity to meet
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
physiologic needs and demotivate the RN. Unsatisfactory coverage of shifts on short notice
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
could affect client care and threaten the needs of staff to feel competent. Arranging the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
schedule around the wife‘s needs meets the needs of the staff and of clients while
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
satisfying the RN‘s need for affiliation.
n1 n1 n1 n1 n1 n1
REF: Page 10 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
,3. A grievance brought by a staff RN against the unit manager requires mediation. At the first
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
mediation session, the staff RN repeatedly calls the unit manager‘s actions unfair, and the unit
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
manager continues to reiterate the reasons for her actions. What would be the best course of
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
action at this time?
n1 n1 n1 n1
a. Send the two disputants away to reach their own resolution.
n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Involve another staff RN in the discussion so as to clarify issues.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
c. Ask each party to examine her own motives and issues in the conflict.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: C n1 n1
Feedback: Ury, Brett, and Goldberg outline steps to restoring unity, the first of which is
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
to address the interests and involvement of participants in the conflict by examining the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
real issues of all parties.
n1 n1 n1 n1 n1
REF: Page 16 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
4. At a second negotiation session, the unit manager and staff RN are unable to reach a resolution.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 It would now be best to:
n1 n1 n1 n1 n1
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Turn the dispute over to the director of nursing.
n1 n1 n1 n1 n1 n1 n1 n1
c. Insist that participants continue to talk until a resolution has been reached.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
d. Back the unit manager‘s actions and end the dispute.
n1 n1 n1 n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: According to the principles outlined by Ury, Brett, and Goldberg, a ―cooling-
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
off‖ period is recommended if resolution fails.
n1 n1 n1 n1 n1 n1
REF: Page 16 n1 n1 TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
5. The manager of a surgical area has a vision for the future that requires the addition of RN
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
assistants or unlicensed persons to feed, bathe, and walk clients. The RNs on the staff
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
have always practiced in a primary nursing–delivery system and are very resistant to this
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
idea. The best initial strategy in this situation would include:
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
a. Exploring the values and feelings of the RN group in relationship to this change.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
b. Leaving the RNs alone for a time so they can think about the change before it
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
is implemented.
n1 n1
c. Dropping the idea and trying for the change in a year or so when some of the present
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
RNs have retired.
n1 n1 n1
d. Hiring the assistants and allowing the RNs to see what good additions they are.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
, CORRECT ANS: A n1 n1
Feedback: Influencing others requires emotional intelligence in domains such as empathy,
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
handling relationships, deepening self-awareness in self and others, motivating others, and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
managing emotions. Motivating others recognizes that values are powerful forces that
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
influence acceptance of change. Leaving the RNs alone for a period of time before
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
implementation does not provide opportunity to explore different perspectives and values.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
Avoiding discussion until the team changes may not promote adoption of the change until
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
there is opportunity to explore perspectives and values related to the change. Hiring of the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
assistants demonstrates lack of empathy for the perspectives of the RN staff.
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
REF: Page 7 | Page 15 n1 n1 n 1 n1 n1
TOP: AONE competency: Knowledge of the Health Care Environment
n1 n1 n1 n1 n1 n1 n1 n1
6. As the RN charge RN on the night shift in a small long-term care facility, you‘ve found that
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
there is little turnover among your LPN and nursing assistant (NA) staff members, but they
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
are not very motivated to go beyond their job descriptions in their work. Which of the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
following strategies might motivate the staff and lead to greater job satisfaction?
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
a. Ask the director of nursing to offer higher wages and bonuses for extra work for the
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
night LPNs and NAs.
n1 n1 n1 n1
b. Allow the LPNs and NAs greater decision-making power within the scope of their
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
positions in the institution.
n1 n1 n1 n1
c. Hire additional staff so that there are more staff available for enhanced care and
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
individual workloads are lessened.
n1 n1 n1 n1
d. Ask the director of nursing to increase job security for night staff by having them
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
sign contracts that guarantee work.
n1 n1 n1 n1 n1
CORRECT ANS: B n1 n1
Feedback: Hygiene factors such as salary, working conditions, and security are consistent
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
with Herzberg‘s two-factor theory of motivation; meeting these needs avoids job
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
dissatisfaction. Motivator factors such as recognition and satisfaction with work promote a
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
satisfying and enriched work environment. Transformational leaders use motivator factors
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
liberally to inspire work performance and increase job satisfaction.
n1 n1 n1 n1 n1 n1 n1 n1 n1
REF: Page 9 | Page 10 n1 n1 n 1 n1 n1
TOP: AONE competency: Communication and Relationship-Building
n1 n1 n1 n1 n1
7. As the RN manager who wants to increase motivation by providing motivating factors, which
n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1 n1
n1 action would you select?
n1 n1 n1
a. Collaborate with the human resource/personnel department to develop on-site daycare
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services. n1
b. Provide a hierarchical organizational structure. n1 n1 n1 n1
c. Implement a model of shared governance. n1 n1 n1 n1 n1
d. Promote the development of a flexible benefits package. n1 n1 n1 n1 n1 n1 n1
