NURS 4803 Exam 1 new/Leading and Managing in
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Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
Test Bank For Leading and Managing in
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%/ Nursing, 8th Edition by Patricia S. %/ %/ %/ %/ %/
%/ Yoder-Wise, Susan Sportsman Chapter 1-25 %/ %/ %/ %/
Chapter 01: Leading, Managing, and Following
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Yoder-Wise: Leading and Managing in Nursing, 8th Edition
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MULTIPLE CHOICE %/
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older
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adults. She is asked to assess and adapt the unit to better meet the unique needs of
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the older adult patient. Using complexity principles, what would be the best approach
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to take for implementation of this change?
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a. Leverage the hierarchical management position to get unit staff involved in
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assessment and planning.
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b. Engage involved staff at all levels in the decision-making process.
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c. Focus the assessment on the unit and omit the hospital and community environment.
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d. Hire a geriatric specialist to oversee and control the project.
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ANS: B %/
Complexity theory suggests that systems interact and adapt and that decision making
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occurs throughout the systems, as opposed to being held in a hierarchy. In
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complexity theory, every voice counts, and therefore, all levels of staff would be
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involved in decision making.
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TOP: AONE competency: Communication and Relationship-Building
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2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse
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who has called in sick five times in the past month. He tells the manager that he
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very much wants to come to work when scheduled but must often care for his wife,
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%/ who is undergoing treatment for breast cancer. According t oU M aS slo wN ’ s
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N %/
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G
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ne %/ ed hiOe
B.C
r a rchy theory, what would be the best approach to
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satisfying the needs of this nurse, other staff, and patients?
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a. Line up agency nurses who can be called in to work on short notice.
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b. Place the nurse on unpaid leave for the remainder of his wife’s treatment.
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c. Sympathize with the nurse’s dilemma and let the charge nurse know that this
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nurse may be calling in frequently in the future.
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d. Work with the nurse, staffing office, and other nurses to arrange his scheduled
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days off around his wife’s treatments.
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ANS: D %/
Placing the nurse on unpaid leave may threaten the nurse’s capacity to meet physiologic
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needs and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could
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affect patient
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,NURS 4803 Exam 1 new/Leading and Managing in
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Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
care and threaten the needs of staff to feel competent. Arranging the schedule around the
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wife’s needs meets the needs of the staff and of patients while satisfying the nurse’s need for
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affiliation.
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TOP: AONE competency: Communication and Relationship-Building
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3. A grievance brought by a staff nurse against the unit manager requires mediation. At
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the first mediation session, the staff nurse repeatedly calls the unit manager’s actions
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unfair, and the unit manager continues to reiterate the reasons for the actions. What
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would be the best course of action at this time?
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a. Send the two disputants away to reach their own resolution.
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b. Involve another staff nurse in the discussion for clarity issues.
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c. Ask each party to examine their own motives and issues in the conflict.
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d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
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ANS: C %/
For resolution of conflict, one should address the interests and involvement of
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participants in the conflict by examining the real issues of all parties.
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TOP: AONE competency: Communication and Relationship-Building
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4. At a second negotiation session, the unit manager and staff nurse are unable to
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reach a resolution. What is the appropriate next step?
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a. Arrange another meeting in a week’s time so as to allow a cooling-off period.
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b. Elevate the next negation session to the next manager, one level above.
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c. Insist that participants continue to talk until a resolution has been reached.
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d. Back the unit manager’s actions and end the dispute.
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ANS: B %/
Part of leadership is understanding conflict resolution and ability to negotiate and
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manage for resolution of issues and concerns. This situation has failed a second
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negotiation session, elevation to a manager with additional training to facilitate
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conflict resolution is important at this point.
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TOP: AONE competency: Communication and Relationship-Building
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5. The manager of a surgical area has a vision for the future that requires the addition of
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RN assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on
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%/ the staff have always practiced in a pr
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ry %/ Sn
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urs fori
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ng
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implementation- %/
B
de.liCveO ryMsystem and of thisa rechange? very re sistant to
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this idea.
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What would be the best initial
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a. Exploring the values and feelings of the RN group in relationship to this change
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,NURS 4803 Exam 1 new/Leading and Managing in
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Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
b. Leaving the RNs alone for a time so they can think about the change
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before it is implemented
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c. Dropping the idea and trying for the change in a year or so when some of the
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present RNs have retired
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d. Hiring the assistants and allowing the RNs to see what good additions they are
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ANS: A %/
Influencing others requires emotional intelligence in domains such as empathy, handling
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relationships, deepening self-awareness in self and others, motivating others, and
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managing emotions. Motivating others recognizes that values are powerful forces that
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influence acceptance of change. Leaving the RNs alone for a period of time before
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implementation does not provide opportunity to explore different perspectives and
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values. Avoiding discussion until the team changes may not promote adoption of the
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change until there is opportunity to explore perspectives and values related to the
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change. Hiring of the assistants demonstrates lack of empathy for the perspectives of
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the RN staff.
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TOP: AONE competency: Knowledge of the Health Care Environment
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6. As the RN charge nurse on the night shift in a small long-term care facility, you’ve
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found that there is little turnover among your LPN and nursing assistant (NA) staff
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members, but they are not very motivated to go beyond their job descriptions in their
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work. Which of the following strategies might motivate the staff and lead to greater
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job satisfaction?
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a. Ask the director of nursing to offer higher wages and bonuses for extra work for
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the night LPNs and NAs.
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b. Allow the LPNs and NAs greater decision-making power within the scope of
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their positions in the institution.
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c. Hire additional staff so that there are more staff available for enhanced
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care, and individual workloads are lessened.
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d. Ask the director of nursing to increase job security for night staff by having
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them sign contracts that guarantee work.
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ANS: B %/
Hygiene factors such as salary, working conditions, and security are consistent with
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Herzberg’s two-factor theory of motivation; meeting these needs avoids job
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dissatisfaction. Motivator factors such as recognition and satisfaction with work
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promote a satisfying and enriched work environment. Transformational leaders use
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motivator factors liberally to inspire work performance and increase job satisfaction.
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TOP: AONE competency: Communication and Relationship-Building
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7. The nurse manager wants to increase motivation by providing motivating factors for the
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nurse on the unit. What action would be appropriate to motivate the staff?
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a. Collaborate with the human resource/personnel department to develop on-site
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daycare services.
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b. Provide a hierarchical orgNaniRzatiIonal
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, NURS 4803 Exam 1 new/Leading and Managing in
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Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
c.
Implement a model of sharUed gSoveNrnanTce. %/ %/ %/ %/ %/ %/
O
d. Promote the development of a flexible benefits package.
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ANS: C %/
Complexity theory suggests that systems interact and adapt and that decision making
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occurs throughout systems, as opposed to being held in a hierarchy. In complexity
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theory, every voice counts, and therefore all levels of staff would be involved in
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decision making. This principle is the foundation of shared governance.
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TOP: AONE competency: Communication and Relationship-Building
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8. A charge nurse on a busy 40-bed medical/surgical unit is approached by a family
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member who begins to complain loudly about the quality of care his mother is
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receiving. His behavior is so disruptive that it is overheard by staff, physicians, and
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other visitors. The family member leaves the unit abruptly, and the nurse is left
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feeling frustrated. Which behavior by the charge nurse best illustrates refined
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leadership skills in an emotionally intelligent practitioner? a. Reflect to gain insight
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into how the situation could be handled differently in the future.
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b. Try to catch up with the angry family member to resolve the concern.
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c. Discuss the concern with the patient after the family member has left.
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d. Notify nursing administration of the situation.
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ANS: A %/
Goleman suggests that emotional intelligence involves insight and being able to step
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outside of the situation to envision the context of what is happening as well as being
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able to manage emotions such as frustration effectively.
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TOP: AONE competency: Leadership
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9. The chief nursing officer has asked the staff development coordinator to facilitate the
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development of a clinical competency program for the facility. While making rounds
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on the units, the staff development coordinator overhears RN staff complaining that
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they feel it is insulting to be required to participate in a competency program. What
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behavior by the staff development coordinator is most appropriate in this situation?
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a. Disregard staff concerns and continue with development of the program.
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b. Inform the nurses that this program is a requirement for JCAHO accreditation.
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c. Schedule a meeting with the chief nurse executive to apprise her of the situation.
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d. Facilitate a meeting so nurses can articulate their values and concerns about a
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competency program.
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ANS: D %/
The manager role involves guiding others through a set of derived practices that are
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evidence- based and known to satisfy preestablished outcomes such as participation in
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a competency program. This involves engagement of staff through sharing of concerns
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and ideas. A close analysis of the IOM report and the summary of the PPACA
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suggests that no health reform can unfold without active nursing engagement. Each
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document emphasizes that nurses must
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Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
Test Bank For Leading and Managing in
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%/ Nursing, 8th Edition by Patricia S. %/ %/ %/ %/ %/
%/ Yoder-Wise, Susan Sportsman Chapter 1-25 %/ %/ %/ %/
Chapter 01: Leading, Managing, and Following
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Yoder-Wise: Leading and Managing in Nursing, 8th Edition
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MULTIPLE CHOICE %/
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
adults. She is asked to assess and adapt the unit to better meet the unique needs of
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
the older adult patient. Using complexity principles, what would be the best approach
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
to take for implementation of this change?
%/ %/ %/ %/ %/ %/ %/
a. Leverage the hierarchical management position to get unit staff involved in
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/
assessment and planning.
%/ %/ %/
b. Engage involved staff at all levels in the decision-making process.
%/ %/ %/ %/ %/ %/ %/ %/ %/
c. Focus the assessment on the unit and omit the hospital and community environment.
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
d. Hire a geriatric specialist to oversee and control the project.
%/ %/ %/ %/ %/ %/ %/ %/ %/
ANS: B %/
Complexity theory suggests that systems interact and adapt and that decision making
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
occurs throughout the systems, as opposed to being held in a hierarchy. In
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
complexity theory, every voice counts, and therefore, all levels of staff would be
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
involved in decision making.
%/ %/ %/ %/
TOP: AONE competency: Communication and Relationship-Building
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2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
who has called in sick five times in the past month. He tells the manager that he
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
very much wants to come to work when scheduled but must often care for his wife,
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
%/ who is undergoing treatment for breast cancer. According t oU M aS slo wN ’ s
%/ %/ %/ %/ %/ %/ %/ %/
N %/
R %/
I %/
G
%/ T
ne %/ ed hiOe
B.C
r a rchy theory, what would be the best approach to
%/ % /
M % / %/ %/ %/ %/ %/ %/ %/ %/
satisfying the needs of this nurse, other staff, and patients?
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/
a. Line up agency nurses who can be called in to work on short notice.
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
b. Place the nurse on unpaid leave for the remainder of his wife’s treatment.
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
c. Sympathize with the nurse’s dilemma and let the charge nurse know that this
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
nurse may be calling in frequently in the future.
%/ %/ %/ %/ %/ %/ %/ %/ %/
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
days off around his wife’s treatments.
%/ %/ %/ %/ %/ %/
ANS: D %/
Placing the nurse on unpaid leave may threaten the nurse’s capacity to meet physiologic
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
needs and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
affect patient
%/ %/
,NURS 4803 Exam 1 new/Leading and Managing in
%/ %/ %/ %/ %/ %/ %/
Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
care and threaten the needs of staff to feel competent. Arranging the schedule around the
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
wife’s needs meets the needs of the staff and of patients while satisfying the nurse’s need for
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
affiliation.
%/
TOP: AONE competency: Communication and Relationship-Building
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3. A grievance brought by a staff nurse against the unit manager requires mediation. At
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
the first mediation session, the staff nurse repeatedly calls the unit manager’s actions
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
unfair, and the unit manager continues to reiterate the reasons for the actions. What
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
would be the best course of action at this time?
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/
a. Send the two disputants away to reach their own resolution.
%/ %/ %/ %/ %/ %/ %/ %/ %/
b. Involve another staff nurse in the discussion for clarity issues.
%/ %/ %/ %/ %/ %/ %/ %/ %/
c. Ask each party to examine their own motives and issues in the conflict.
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
d. Continue to listen as the parties repeat their thoughts and feelings about the conflict.
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
ANS: C %/
For resolution of conflict, one should address the interests and involvement of
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
participants in the conflict by examining the real issues of all parties.
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TOP: AONE competency: Communication and Relationship-Building
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4. At a second negotiation session, the unit manager and staff nurse are unable to
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reach a resolution. What is the appropriate next step?
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a. Arrange another meeting in a week’s time so as to allow a cooling-off period.
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b. Elevate the next negation session to the next manager, one level above.
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c. Insist that participants continue to talk until a resolution has been reached.
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d. Back the unit manager’s actions and end the dispute.
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ANS: B %/
Part of leadership is understanding conflict resolution and ability to negotiate and
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manage for resolution of issues and concerns. This situation has failed a second
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negotiation session, elevation to a manager with additional training to facilitate
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conflict resolution is important at this point.
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TOP: AONE competency: Communication and Relationship-Building
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5. The manager of a surgical area has a vision for the future that requires the addition of
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RN assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
%/ the staff have always practiced in a pr
%/ %/ %/ %/ %/ %/ %/ %/ NimUstrategyaR %/
ry %/ Sn
I %/
urs fori
N /
% G %/
ng
T
/
%
implementation- %/
B
de.liCveO ryMsystem and of thisa rechange? very re sistant to
%/
%/ %/ % / %/ %/ %/ %/ %/ %/
this idea.
%/ %/
What would be the best initial
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a. Exploring the values and feelings of the RN group in relationship to this change
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,NURS 4803 Exam 1 new/Leading and Managing in
%/ %/ %/ %/ %/ %/ %/
Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
b. Leaving the RNs alone for a time so they can think about the change
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before it is implemented
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c. Dropping the idea and trying for the change in a year or so when some of the
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present RNs have retired
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d. Hiring the assistants and allowing the RNs to see what good additions they are
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ANS: A %/
Influencing others requires emotional intelligence in domains such as empathy, handling
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relationships, deepening self-awareness in self and others, motivating others, and
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managing emotions. Motivating others recognizes that values are powerful forces that
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influence acceptance of change. Leaving the RNs alone for a period of time before
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implementation does not provide opportunity to explore different perspectives and
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values. Avoiding discussion until the team changes may not promote adoption of the
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change until there is opportunity to explore perspectives and values related to the
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change. Hiring of the assistants demonstrates lack of empathy for the perspectives of
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the RN staff.
%/ %/ %/
TOP: AONE competency: Knowledge of the Health Care Environment
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6. As the RN charge nurse on the night shift in a small long-term care facility, you’ve
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found that there is little turnover among your LPN and nursing assistant (NA) staff
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members, but they are not very motivated to go beyond their job descriptions in their
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
work. Which of the following strategies might motivate the staff and lead to greater
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
job satisfaction?
%/ %/
a. Ask the director of nursing to offer higher wages and bonuses for extra work for
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the night LPNs and NAs.
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b. Allow the LPNs and NAs greater decision-making power within the scope of
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their positions in the institution.
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c. Hire additional staff so that there are more staff available for enhanced
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care, and individual workloads are lessened.
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d. Ask the director of nursing to increase job security for night staff by having
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them sign contracts that guarantee work.
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ANS: B %/
Hygiene factors such as salary, working conditions, and security are consistent with
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Herzberg’s two-factor theory of motivation; meeting these needs avoids job
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dissatisfaction. Motivator factors such as recognition and satisfaction with work
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promote a satisfying and enriched work environment. Transformational leaders use
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motivator factors liberally to inspire work performance and increase job satisfaction.
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TOP: AONE competency: Communication and Relationship-Building
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7. The nurse manager wants to increase motivation by providing motivating factors for the
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nurse on the unit. What action would be appropriate to motivate the staff?
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a. Collaborate with the human resource/personnel department to develop on-site
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daycare services.
%/ %/
b. Provide a hierarchical orgNaniRzatiIonal
%/ %/ %/ %/ GstrBuc.tuCre. M %/
, NURS 4803 Exam 1 new/Leading and Managing in
%/ %/ %/ %/ %/ %/ %/
Nursing 7th Edition Yoder-Wise Test Bank %/ %/ %/ %/ %/ %/
c.
Implement a model of sharUed gSoveNrnanTce. %/ %/ %/ %/ %/ %/
O
d. Promote the development of a flexible benefits package.
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ANS: C %/
Complexity theory suggests that systems interact and adapt and that decision making
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occurs throughout systems, as opposed to being held in a hierarchy. In complexity
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theory, every voice counts, and therefore all levels of staff would be involved in
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decision making. This principle is the foundation of shared governance.
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TOP: AONE competency: Communication and Relationship-Building
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8. A charge nurse on a busy 40-bed medical/surgical unit is approached by a family
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member who begins to complain loudly about the quality of care his mother is
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receiving. His behavior is so disruptive that it is overheard by staff, physicians, and
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other visitors. The family member leaves the unit abruptly, and the nurse is left
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feeling frustrated. Which behavior by the charge nurse best illustrates refined
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leadership skills in an emotionally intelligent practitioner? a. Reflect to gain insight
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into how the situation could be handled differently in the future.
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b. Try to catch up with the angry family member to resolve the concern.
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c. Discuss the concern with the patient after the family member has left.
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d. Notify nursing administration of the situation.
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ANS: A %/
Goleman suggests that emotional intelligence involves insight and being able to step
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outside of the situation to envision the context of what is happening as well as being
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able to manage emotions such as frustration effectively.
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TOP: AONE competency: Leadership
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9. The chief nursing officer has asked the staff development coordinator to facilitate the
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development of a clinical competency program for the facility. While making rounds
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on the units, the staff development coordinator overhears RN staff complaining that
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they feel it is insulting to be required to participate in a competency program. What
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
behavior by the staff development coordinator is most appropriate in this situation?
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a. Disregard staff concerns and continue with development of the program.
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b. Inform the nurses that this program is a requirement for JCAHO accreditation.
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c. Schedule a meeting with the chief nurse executive to apprise her of the situation.
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d. Facilitate a meeting so nurses can articulate their values and concerns about a
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
competency program.
%/ %/
ANS: D %/
The manager role involves guiding others through a set of derived practices that are
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evidence- based and known to satisfy preestablished outcomes such as participation in
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
a competency program. This involves engagement of staff through sharing of concerns
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and ideas. A close analysis of the IOM report and the summary of the PPACA
%/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/ %/
suggests that no health reform can unfold without active nursing engagement. Each
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document emphasizes that nurses must
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