NUR 2320 FINAL EXAM STUDY | STUDY
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,The unit leader on an inpatient psychiatric unit of a large c. Discrepancy.
hospital has been in the position for 3 months. The unit leader
is frustrated by how little time is available to work with clients
and how few changes have been implemented in that time.
The phase of role transition being experienced is the role of:
a. Acceptance.
b. Negotiation.
c. Discrepancy.
d. Internalization.
An interviewee for a nurse manager position asks for a copy of d. Lines of communication.
the organizational chart. Organizational charts provide
information about the role component of:
a. Expectations.
b. Opportunities.
c. Responsibilities.
d. Lines of communication.
During an employment interview for the manager's position in d. Minimizing the challenges of the position to make a positive impression on the
a home health agency, the applicant asks questions about the applicant.
medical director and about retention of staff. The nurse
executive assures the applicant that the agency has few
personnel problems and receives excellent support from the
medical director. The applicant knows that the agency has a
50% turnover rate and has had three medical directors in the
past year. The nurse executive is:
a. Unaware of the turnover rate and difficulties with the
medical director.
b. Lying about the problems and hoping to resolve them by
hiring the applicant.
c. Denying that the agency has a turnover problem with staff
or medical directors.
d. Minimizing the challenges of the position to make a positive
impression on the applicant.
,The new head nurse on telemetry has been in the position for d. Schedule a series of meetings with staff and the administrator to clarify expectations.
3 months. The head nurse and the administrator disagree on
how much time the head nurse should allot to various aspects
of the role. Staff members on the unit complain that the head
nurse is unavailable for clinical concerns because of being off
the unit while attending meetings. To facilitate the process of
role transition, the head nurse should:
a. Develop policies consistent with the head nurse's prior
workplace.
b. Attend a workshop on how to deal with difficult people.
c. Decide to give the position 3 more months and then leave if
things do not improve.
d. Schedule a series of meetings with staff and the
administrator to clarify expectations.
A nurse manager in one hospital values a colleague who is a a. Sponsorship.
few years older and has more experience in nursing
management. The colleague works in another hospital, but
they meet for lunch once a month. In these meetings, they
share their feelings about nursing management and their lives.
The function of a mentor that is missing in the relationship is:
a. Sponsorship.
b. Role modeling.
c. Social interaction.
d. Mutual positive regard.
The new nurse manager feels pulled between the c. Low productivity and performance
expectations of staff, the demands of hospital administrators,
and family obligations. According to Hardy (1978), unrelieved
role stress and strain will lead to:
a. Frustration and anger.
b. Alienation of family and friends.
c. Low productivity and performance.
d. Physical symptoms and acute illness
, The nurse manager of a unit was demoted to staff nurse 6 c. Anger as a stage of the grieving process.
months ago. Because of being near retirement, the former
nurse manager wanted to be employed at the hospital and
was offered a position on the same unit. The former nurse
manager complains often about how infrequently the current
nurse manager is available on the unit and argues with
physicians and co-workers. Clients have complained about the
attitude of the nurse. The behavior of the former nurse
manager can be best explained as being caused by:
a. Overwork in the staff nurse position.
b. Inadequate mentoring in the new role.
c. Anger as a stage of the grieving process.
d. Demotion as a threat to personal identity.
The chief nursing officer develops a mentoring program to a. Promoting staff retention.
help new staff members adjust to their new jobs. The main
purpose of mentoring is:
a. Promoting staff retention.
b. Promoting staff attrition.
c. Developing new role expectations.
d. Promoting staff supervision.
A nurse is interviewing for a manager's position. Which of the c. Touring the unit
following actions is considered a role preview?
a. Formal commitment of the employment contract
b. Improving role performance
c. Touring the unit
d. Disillusionment about the expectations of the job
GUIDE | QUESTIONS AND ANSWERS |
NURSING EXAM PREP | 100% VERIFIED |
A+ GUARANTEE
Updated Questions and Answers | 100% Verified Exam Prep
,The unit leader on an inpatient psychiatric unit of a large c. Discrepancy.
hospital has been in the position for 3 months. The unit leader
is frustrated by how little time is available to work with clients
and how few changes have been implemented in that time.
The phase of role transition being experienced is the role of:
a. Acceptance.
b. Negotiation.
c. Discrepancy.
d. Internalization.
An interviewee for a nurse manager position asks for a copy of d. Lines of communication.
the organizational chart. Organizational charts provide
information about the role component of:
a. Expectations.
b. Opportunities.
c. Responsibilities.
d. Lines of communication.
During an employment interview for the manager's position in d. Minimizing the challenges of the position to make a positive impression on the
a home health agency, the applicant asks questions about the applicant.
medical director and about retention of staff. The nurse
executive assures the applicant that the agency has few
personnel problems and receives excellent support from the
medical director. The applicant knows that the agency has a
50% turnover rate and has had three medical directors in the
past year. The nurse executive is:
a. Unaware of the turnover rate and difficulties with the
medical director.
b. Lying about the problems and hoping to resolve them by
hiring the applicant.
c. Denying that the agency has a turnover problem with staff
or medical directors.
d. Minimizing the challenges of the position to make a positive
impression on the applicant.
,The new head nurse on telemetry has been in the position for d. Schedule a series of meetings with staff and the administrator to clarify expectations.
3 months. The head nurse and the administrator disagree on
how much time the head nurse should allot to various aspects
of the role. Staff members on the unit complain that the head
nurse is unavailable for clinical concerns because of being off
the unit while attending meetings. To facilitate the process of
role transition, the head nurse should:
a. Develop policies consistent with the head nurse's prior
workplace.
b. Attend a workshop on how to deal with difficult people.
c. Decide to give the position 3 more months and then leave if
things do not improve.
d. Schedule a series of meetings with staff and the
administrator to clarify expectations.
A nurse manager in one hospital values a colleague who is a a. Sponsorship.
few years older and has more experience in nursing
management. The colleague works in another hospital, but
they meet for lunch once a month. In these meetings, they
share their feelings about nursing management and their lives.
The function of a mentor that is missing in the relationship is:
a. Sponsorship.
b. Role modeling.
c. Social interaction.
d. Mutual positive regard.
The new nurse manager feels pulled between the c. Low productivity and performance
expectations of staff, the demands of hospital administrators,
and family obligations. According to Hardy (1978), unrelieved
role stress and strain will lead to:
a. Frustration and anger.
b. Alienation of family and friends.
c. Low productivity and performance.
d. Physical symptoms and acute illness
, The nurse manager of a unit was demoted to staff nurse 6 c. Anger as a stage of the grieving process.
months ago. Because of being near retirement, the former
nurse manager wanted to be employed at the hospital and
was offered a position on the same unit. The former nurse
manager complains often about how infrequently the current
nurse manager is available on the unit and argues with
physicians and co-workers. Clients have complained about the
attitude of the nurse. The behavior of the former nurse
manager can be best explained as being caused by:
a. Overwork in the staff nurse position.
b. Inadequate mentoring in the new role.
c. Anger as a stage of the grieving process.
d. Demotion as a threat to personal identity.
The chief nursing officer develops a mentoring program to a. Promoting staff retention.
help new staff members adjust to their new jobs. The main
purpose of mentoring is:
a. Promoting staff retention.
b. Promoting staff attrition.
c. Developing new role expectations.
d. Promoting staff supervision.
A nurse is interviewing for a manager's position. Which of the c. Touring the unit
following actions is considered a role preview?
a. Formal commitment of the employment contract
b. Improving role performance
c. Touring the unit
d. Disillusionment about the expectations of the job
