NSG6006 Pre-specialty Evaluation Test/ 114
Q&A/ 2024-2025.
metaparadigm - Answer: is a world view of discipline (human beings,
environment, health & nursing).
neoclassical organizational theory - Answer: argues that not only economic
effectiveness but also employee satisfaction should be goals of an industrial
organization; this approach assumes that managers do not have to carefully
monitor their subordinate and calls for designing organizations with flat
servant leadership - Answer: leaders who influence and motivate others by
building relationships and developing the skills of individual team members.
makes sure the needs of the individual team members are addressed. In this style
of management, the entire team has input into decision making based on the
Page 1 of 25
,organization's values and ideals. these leaders create devoted followers in
response to positive attention they give
transformational leadership - Answer: based on building relationships and
motivating staff members through a shared vision and mission; typically have
charisma to communicate vision, confidence to act in a way that inspires others,
staff respect and loyalty from letting the team know they are important, and are
masters at helping people do things they weren't sure they could do by giving
encouragement and praise
democratic leader - Answer: encourages open communication and staff
participation in decisions. Workers are given responsibility, accountability, and
feedback regarding their performance. Relationships are important to this leader
who places a focus on quality improvement of systems and processes, rather than
on mistakes of individual team members
authoritarian or autocratic leader - Answer: leader makes all decisions without
considering input from staff. Negative reinforcement and punishment are often
used to enforce rules. Because knowledge is seen as power, critical information
may be withheld from the team. Mistakes are not tolerated and blame is placed
on individuals rather than on faulty processes. The positive side of this style is that
it works perfectly in emergencies or chaotic situations where there is little time for
discussion. It is useful when enforcing policies and procedures that protect
resident health and safety, but it does promote trust, communication, or
teamwork when used for day to day operations; micromanagers
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, laissez-faire leader - Answer: leader provides little or no direction or supervision,
and prefers to take a hands-off approach. Decisions are not made, changes rarely
occur, and quality improvement is typically reactive, not proactive. It is most often
used by new, inexperienced leaders or by those at the end of their career who
choose not to address issues since things will soon be changed by their
replacement leader.
change theory - Answer: created by Kurt Lewin; has three major concepts (driving
forces, restraining forces, and equilibrium) and three stages (unfreezing, change,
and refreezing)
driving forces - Answer: push in a direction that causes change to occur. They
facilitate change because they push the patient in a desired direction. They cause
a shift in the equilibrium towards change
restraining forces - Answer: They hinder change because they push the patient in
the opposite direction. They cause a shift in the equilibrium that opposes change.
equilibrium - Answer: is a state of being where driving forces equal restraining
forces, and no change occurs. It can be raised or lowered by changes that occur
between the driving and restraining forces.
unfreezing - Answer: the process which involves finding a method of making it
possible for people to let go of an old pattern that was somehow
Page 3 of 25
Q&A/ 2024-2025.
metaparadigm - Answer: is a world view of discipline (human beings,
environment, health & nursing).
neoclassical organizational theory - Answer: argues that not only economic
effectiveness but also employee satisfaction should be goals of an industrial
organization; this approach assumes that managers do not have to carefully
monitor their subordinate and calls for designing organizations with flat
servant leadership - Answer: leaders who influence and motivate others by
building relationships and developing the skills of individual team members.
makes sure the needs of the individual team members are addressed. In this style
of management, the entire team has input into decision making based on the
Page 1 of 25
,organization's values and ideals. these leaders create devoted followers in
response to positive attention they give
transformational leadership - Answer: based on building relationships and
motivating staff members through a shared vision and mission; typically have
charisma to communicate vision, confidence to act in a way that inspires others,
staff respect and loyalty from letting the team know they are important, and are
masters at helping people do things they weren't sure they could do by giving
encouragement and praise
democratic leader - Answer: encourages open communication and staff
participation in decisions. Workers are given responsibility, accountability, and
feedback regarding their performance. Relationships are important to this leader
who places a focus on quality improvement of systems and processes, rather than
on mistakes of individual team members
authoritarian or autocratic leader - Answer: leader makes all decisions without
considering input from staff. Negative reinforcement and punishment are often
used to enforce rules. Because knowledge is seen as power, critical information
may be withheld from the team. Mistakes are not tolerated and blame is placed
on individuals rather than on faulty processes. The positive side of this style is that
it works perfectly in emergencies or chaotic situations where there is little time for
discussion. It is useful when enforcing policies and procedures that protect
resident health and safety, but it does promote trust, communication, or
teamwork when used for day to day operations; micromanagers
Page 2 of 25
, laissez-faire leader - Answer: leader provides little or no direction or supervision,
and prefers to take a hands-off approach. Decisions are not made, changes rarely
occur, and quality improvement is typically reactive, not proactive. It is most often
used by new, inexperienced leaders or by those at the end of their career who
choose not to address issues since things will soon be changed by their
replacement leader.
change theory - Answer: created by Kurt Lewin; has three major concepts (driving
forces, restraining forces, and equilibrium) and three stages (unfreezing, change,
and refreezing)
driving forces - Answer: push in a direction that causes change to occur. They
facilitate change because they push the patient in a desired direction. They cause
a shift in the equilibrium towards change
restraining forces - Answer: They hinder change because they push the patient in
the opposite direction. They cause a shift in the equilibrium that opposes change.
equilibrium - Answer: is a state of being where driving forces equal restraining
forces, and no change occurs. It can be raised or lowered by changes that occur
between the driving and restraining forces.
unfreezing - Answer: the process which involves finding a method of making it
possible for people to let go of an old pattern that was somehow
Page 3 of 25
