TEST BANK
Yoder-Wise: Leading and Managing in Nursing, 7th Edition Test Bank
Contents
Chapter 1. Leading, Managing, and Following in Complex Health Systems
Chapter 2. Clinical Safety: The Core of Leading, Managing, and Following
Chapter 3. Legal and Ethical Issues-
Chapter 4. Cultural Diversity and Inclusion in Health Care
Chapter 5. Gaining Personal Insight: The Beginning of Being a Leader
LEADING AND Chapter 6. Being an Effective Follower
Chapter 7. Self-Management
Chapter 8. Communication and Conflict
MANAGING IN NURSING,
Chapter 9. Power, Politics, and Influence
Chapter 10. Healthcare Organizations
Chapter 11. Organizational Structures
Chapter 12. Care Delivery Strategies
7TH EDITION Chapter 13. Staffing and Scheduling
Chapter 14. Workforce Engagement through Collective Action and Governance
By Patricia S. Yoder-Wise Chapter 15. Making Decisions and Solving Problems
Chapter 16. The Impact of Technology
Chapter 17. Delegating: Authority, Accountability, Responsibility in Delegation Decisions
Chapter 18. Leading Change
Chapter 19. Building Effective Teams
Chapter 20. Managing Costs and Budgets
Chapter 21. Selecting, Developing, and Evaluating Staff
Chapter 22. Person-Centered Care
Chapter 23. Managing Quality and Risk
Chapter 24. Translating Research into Practice
Chapter 25. Managing Personal/Personnel Problems
Chapter 26. Role Transition
Chapter 27. Managing Your Career
Chapter 28. Developing the Role of Leader
Chapter 29. Developing the Role of Manager
Chapter 30. The Strategic Planning Process
Chapter 31. Thriving for the Future
TEST BANK
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
Chapter 01: Leading, Managing, and Following c. Ask each party to examine their own motives and issues in the conflict.
Yoder-Wise: Leading and Managing in Nursing, 7th Edition d. Continue to listen as the parties repeat their thoughts and feelings about the
conflict.
ANS: C
MULTIPLE CHOICE
For resolution of conflict, one should address the interests and involvement of participants in
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
the conflict by examining the real issues of all parties.
is asked to assess and adapt the unit to better meet the unique needs of the older adult patient. TOP: AONE competency: Communication and Relationship-Building
Using complexity principles, what would be the best approach to take for implementation of
this change? 4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
a. Leverage the hierarchical management position to get unit staff involved in resolution. What is the appropriate next step?
assessment and planning. a. Arrange another meeting in a week’s time so as to allow a cooling-off period.
b. Engage involved staff at all levels in the decision-making process. b. Elevate the next negation session to the next manager, one level above.
c. Focus the assessment on the unit and omit the hospital and community c. Insist that participants continue to talk until a resolution has been reached.
environment. d. Back the unit manager’s actions and end the dispute.
d. Hire a geriatric specialist to oversee and control the project.
ANS: B
ANS: B Part of leadership is understanding conflict resolution and ability to negotiate and manage for
Complexity theory suggests that systems interact and adapt and that decision making occurs resolution of issues and concerns. This situation has failed a second negotiation session,
throughout the systems, as opposed to being held in a hierarchy. In complexity theory, every elevation to a manager with additional training to facilitate conflict resolution is important at
voice counts, and therefore, all levels of staff would be involved in decision making. this point.
TOP: AONE competency: Communication and Relationship-Building TOP: AONE competency: Communication and Relationship-Building
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who has 5. The manager of a surgical area has a vision for the future that requires the addition of RN
called in sick five times in the past month. He tells the manager that he very much wants to assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff
come to work when scheduled but must often care for his wife, who is undergoing treatment have always practiced in a primary nursing delivery system and are very resistant to this
for breast cancer. According to Maslow’s need hierarchy theory, what would be the best idea. What would be the best initial strategy for implementation of this change?
approach to satisfying the needs of this nurse, other staff, and patients? a. Exploring the values and feelings of the RN group in relationship to this change
a. Line up agency nurses who can be called in to work on short notice. b. Leaving the RNs alone for a time so they can think about the change before it is
b. Place the nurse on unpaid leave for the remainder of his wife’s treatment. implemented
c. Sympathize with the nurse’s dilemma and let the charge nurse know that this nurse c. Dropping the idea and trying for the change in a year or so when some of the
may be calling in frequently in the future. present RNs have retired
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled d. Hiring the assistants and allowing the RNs to see what good additions they are
days off around his wife’s treatments.
ANS: A
ANS: D Influencing others requires emotional intelligence in domains such as empathy, handling
Placing the nurse on unpaid leave may threaten the nurse’s capacity to meet physiologic needs relationships, deepening self-awareness in self and others, motivating others, and managing
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect emotions. Motivating others recognizes that values are powerful forces that influence
patient care and threaten the needs of staff to feel competent. Arranging the schedule around acceptance of change. Leaving the RNs alone for a period of time before implementation does
the wife’s needs meets the needs of the staff and of patients while satisfying the nurse’s need not provide opportunity to explore different perspectives and values. Avoiding discussion
for affiliation. until the team changes may not promote adoption of the change until there is opportunity to
explore perspectives and values related to the change. Hiring of the assistants demonstrates
TOP: AONE competency: Communication and Relationship-Building lack of empathy for the perspectives of the RN staff.
3. A grievance brought by a staff nurse against the unit manager requires mediation. At the first TOP: AONE competency: Knowledge of the Health Care Environment
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.
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
6. As the RN charge nurse on the night shift in a small long-term care facility, you’ve found that Goleman suggests that emotional intelligence involves insight and being able to step outside
there is little turnover among your LPN and nursing assistant (NA) staff members, but they of the situation to envision the context of what is happening as well as being able to manage
are not very motivated to go beyond their job descriptions in their work. Which of the emotions such as frustration effectively.
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 TOP: AONE competency: Leadership
the night LPNs and NAs.
b. Allow the LPNs and NAs greater decision-making power within the scope of their 9. The chief nursing officer has asked the staff development coordinator to facilitate the
positions in the institution. development of a clinical competency program for the facility. While making rounds on the
c. Hire additional staff so that there are more staff available for enhanced care, and units, the staff development coordinator overhears RN staff complaining that they feel it is
individual workloads are lessened. insulting to be required to participate in a competency program. What behavior by the staff
d. Ask the director of nursing to increase job security for night staff by having them development coordinator is most appropriate in this situation?
sign contracts that guarantee work. a. Disregard staff concerns and continue with development of the program.
b. Inform the nurses that this program is a requirement for JCAHO accreditation.
ANS: B c. Schedule a meeting with the chief nurse executive to apprise her of the situation.
Hygiene factors such as salary, working conditions, and security are consistent with d. Facilitate a meeting so nurses can articulate their values and concerns about a
Herzberg’s two-factor theory of motivation; meeting these needs avoids job dissatisfaction. competency program.
Motivator factors such as recognition and satisfaction with work promote a satisfying and
enriched work environment. Transformational leaders use motivator factors liberally to inspire ANS: D
work performance and increase job satisfaction. The manager role involves guiding others through a set of derived practices that are
evidence-based and known to satisfy preestablished outcomes such as participation in a
TOP: AONE competency: Communication and Relationship-Building competency program. This involves engagement of staff through sharing of concerns and
ideas. A close analysis of the IOM report and the summary of the PPACA suggests that no
7. The nurse manager wants to increase motivation by providing motivating factors for the nurse health reform can unfold without active nursing engagement. Each document emphasizes that
on the unit. What action would be appropriate to motivate the staff? nurses must lead, manage, and behave as active collaborators with other members of the
a. Collaborate with the human resource/personnel department to develop on-site health team and with those being served.
daycare services.
b. Provide a hierarchical organizational structure TOP: AONE competency: Communication and Relationship Building
c. Implement a model of shared governance 10. The nurse manager has been asked to implement an evidence-based approach to teach ostomy
d. Promote the development of a flexible benefits package. patients self-management skills postoperatively. The program is to be implemented across the
entire facility. What illustrates effective leadership in this situation?
ANS: C a. The training modules are left in the staff room for times when staff are available.
Complexity theory suggests that systems interact and adapt and that decision making occurs b. The current approach is continued because it is also evidence-based and is more
throughout systems, as opposed to being held in a hierarchy. In complexity theory, every familiar to staff.
voice counts, and therefore all levels of staff would be involved in decision making. This c. You decide to implement the approach at a later date because of feedback from the
principle is the foundation of shared governance. RNs that the new approach takes too much time.
d. An RN who is already familiar with the new approach of volunteers to take the
TOP: AONE competency: Communication and Relationship-Building lead in mentoring and teaching others how to implement it.
8. A charge nurse on a busy 40-bed medical/surgical unit is approached by a family member ANS: D
who begins to complain loudly about the quality of care his mother is receiving. His behavior Followership occurs when there is acquiescence to a peer who is leading in a setting where a
is so disruptive that it is overheard by staff, physicians, and other visitors. The family member team has gathered to ensure the best clinical decision making, and actions are taken to achieve
leaves the unit abruptly, and the nurse is left feeling frustrated. Which behavior by the charge clinical or organizational outcomes. Followership promotes good clinical decisions and use of
nurse best illustrates refined leadership skills in an emotionally intelligent practitioner? clinical resources.
a. Reflect to gain insight into how the situation could be handled differently in the
future. TOP: AONE competency: Communication and Relationship-Building
b. Try to catch up with the angry family member to resolve the concern.
c. Discuss the concern with the patient after the family member has left. 11. You overhear a new graduate RN telling a nurse colleague that leadership and management
d. Notify nursing administration of the situation. belong to the unit manager, not to her. As a nursing colleague, what do you know to be true in
regard to the statement?
ANS: A a. The statement is correct. Leadership is not the role of the staff nurse.
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
b. The new graduate would benefit from further understanding of her role as a
professional, whose influence may affect the decision making of patients, TOP: AONE competency: Knowledge of the Health Care Environment
colleagues, and other professionals.
c. The new graduate has been influenced by nurse leaders and managers who leave 14. Chart audits have revealed significant omissions of data that could have legal and financial
for other positions. guideline ramifications. The unit manager meets with the staff to discuss audit findings and to
d. The general perception is that nurse leaders and managers are not satisfied in their find approaches that will address the gaps in charting and achieve desired goals. What is the
jobs. manager demonstrating?
a. Leadership
ANS: B b. Management
Care coordination that involves the intersection of individual, family, and community-based c. Decision making
needs requires that nurses have self-confidence, knowledge of organizations and health d. Vision
systems, and an inner desire to lead and manage. There is often a view that leadership is
isolated to those holding managerial positions, and that a direct care nurse is subject to ANS: B
following by adhering to the direction of others. Such views fail to acknowledge that to be a The process of guiding others to meet established goals, outcomes, and procedures is
nurse requires each licensed individual to lead, manage, and follow when practicing at the management. This can require collaborative decision making to determine how best to reach
point-of-care and beyond. predetermined goals and follow established practices.
TOP: AONE competency: Leadership TOP: AONE competency: Knowledge of the Health Care Environment
12. The charge nurse walks into Mr. Smith’s room and finds him yelling at the LPN. He is 15. A family is keeping vigil at a critically ill patient’s bedside. Distant family members call the
obviously very upset. The charge nurse determines that he has not slept for three nights unit continuously asking for updates and expressing concern. The nurse speaks with the
because of unrelieved pain levels. The LPN is very upset and calls Mr. Smith an “ugly, old distant family members and states she is referring them to the hospital social worker, whose
man.” The charge nurse acknowledges the LPN’s feelings and concerns and then suggests that role is to work with family in this situation. What role is the nurse assuming through this
Mr. Smith’s behavior was aggressive but was related to lack of sleep and to pain. The charge action?
nurse asks, “Can you, together with Mr. Smith, determine triggers for the pain and effective a. Manager
approaches to controlling his pain?” This situation is an example of what? b. Leader
c. Follower
a. Lack of empathy and Understanding for Miss Jones d. Laissez-faire
b. Concern with placating Mr. Smith ANS: A
c. Leadership behavior As a manager, you are concerned with managing and coordinating resources to achieve
d. Management behavior outcomes in accordance with established clinical processes. Referral to a social worker
alleviates demand on staff time and is consistent with hospital procedures.
ANS: C
The situation between Mr. Smith and Miss Jones is a complex situation involving unrelieved TOP: AONE competency: Communication and Relationship-Building
patient symptoms and aggressiveness toward a staff member. Providing engaged,
collaborative guidance and decision making in a complex situation where there is no 16. A family is keeping vigil at a critically ill patient’s bedside. The nurse approaches the unit
standardized solution reflects leadership. manager with concern over the family dynamics for the patient concerned there are
patient-family conflicts based on patient’s wishes. The nurse suggests that the patient’s
TOP: AONE competency: Leadership provider may need to discuss the treatment plan with the family. The unit manager states he
will arrange a discussion with the patient’s provider and ask the nurse to support the
13. After assessing an older adult patient in long-term care who has been slowly deteriorating for
provider’s decisions. What is the role of the nurse in this situation?
weeks, the nurse manager calls the family and asks them to come in, as the patient is dying. a. Leadership
What is the most likely basis for the nurse manager’s request? b. Management
a. An established clinical pathway
c. Follower
b. Confirmatory scientific evidence
d. Evidence-based
c. Unit protocol
d. Experience ANS: C
In the followership role, you bring to the manager your concerns about concerns for patients
ANS: D
and the outcomes and accept the direction given by the manager in response to your concerns.
The nurse manager is employing knowledge and experience in determining that the patient is
dying, because the course of dying is not standardized and cannot be determined by clinical
pathways.
Yoder-Wise: Leading and Managing in Nursing, 7th Edition Test Bank
Contents
Chapter 1. Leading, Managing, and Following in Complex Health Systems
Chapter 2. Clinical Safety: The Core of Leading, Managing, and Following
Chapter 3. Legal and Ethical Issues-
Chapter 4. Cultural Diversity and Inclusion in Health Care
Chapter 5. Gaining Personal Insight: The Beginning of Being a Leader
LEADING AND Chapter 6. Being an Effective Follower
Chapter 7. Self-Management
Chapter 8. Communication and Conflict
MANAGING IN NURSING,
Chapter 9. Power, Politics, and Influence
Chapter 10. Healthcare Organizations
Chapter 11. Organizational Structures
Chapter 12. Care Delivery Strategies
7TH EDITION Chapter 13. Staffing and Scheduling
Chapter 14. Workforce Engagement through Collective Action and Governance
By Patricia S. Yoder-Wise Chapter 15. Making Decisions and Solving Problems
Chapter 16. The Impact of Technology
Chapter 17. Delegating: Authority, Accountability, Responsibility in Delegation Decisions
Chapter 18. Leading Change
Chapter 19. Building Effective Teams
Chapter 20. Managing Costs and Budgets
Chapter 21. Selecting, Developing, and Evaluating Staff
Chapter 22. Person-Centered Care
Chapter 23. Managing Quality and Risk
Chapter 24. Translating Research into Practice
Chapter 25. Managing Personal/Personnel Problems
Chapter 26. Role Transition
Chapter 27. Managing Your Career
Chapter 28. Developing the Role of Leader
Chapter 29. Developing the Role of Manager
Chapter 30. The Strategic Planning Process
Chapter 31. Thriving for the Future
TEST BANK
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
Chapter 01: Leading, Managing, and Following c. Ask each party to examine their own motives and issues in the conflict.
Yoder-Wise: Leading and Managing in Nursing, 7th Edition d. Continue to listen as the parties repeat their thoughts and feelings about the
conflict.
ANS: C
MULTIPLE CHOICE
For resolution of conflict, one should address the interests and involvement of participants in
1. A nurse manager of a 20-bed medical unit finds that 80% of the patients are older adults. She
the conflict by examining the real issues of all parties.
is asked to assess and adapt the unit to better meet the unique needs of the older adult patient. TOP: AONE competency: Communication and Relationship-Building
Using complexity principles, what would be the best approach to take for implementation of
this change? 4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
a. Leverage the hierarchical management position to get unit staff involved in resolution. What is the appropriate next step?
assessment and planning. a. Arrange another meeting in a week’s time so as to allow a cooling-off period.
b. Engage involved staff at all levels in the decision-making process. b. Elevate the next negation session to the next manager, one level above.
c. Focus the assessment on the unit and omit the hospital and community c. Insist that participants continue to talk until a resolution has been reached.
environment. d. Back the unit manager’s actions and end the dispute.
d. Hire a geriatric specialist to oversee and control the project.
ANS: B
ANS: B Part of leadership is understanding conflict resolution and ability to negotiate and manage for
Complexity theory suggests that systems interact and adapt and that decision making occurs resolution of issues and concerns. This situation has failed a second negotiation session,
throughout the systems, as opposed to being held in a hierarchy. In complexity theory, every elevation to a manager with additional training to facilitate conflict resolution is important at
voice counts, and therefore, all levels of staff would be involved in decision making. this point.
TOP: AONE competency: Communication and Relationship-Building TOP: AONE competency: Communication and Relationship-Building
2. A unit manager of a 25-bed medical/surgical area receives a phone call from a nurse who has 5. The manager of a surgical area has a vision for the future that requires the addition of RN
called in sick five times in the past month. He tells the manager that he very much wants to assistants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff
come to work when scheduled but must often care for his wife, who is undergoing treatment have always practiced in a primary nursing delivery system and are very resistant to this
for breast cancer. According to Maslow’s need hierarchy theory, what would be the best idea. What would be the best initial strategy for implementation of this change?
approach to satisfying the needs of this nurse, other staff, and patients? a. Exploring the values and feelings of the RN group in relationship to this change
a. Line up agency nurses who can be called in to work on short notice. b. Leaving the RNs alone for a time so they can think about the change before it is
b. Place the nurse on unpaid leave for the remainder of his wife’s treatment. implemented
c. Sympathize with the nurse’s dilemma and let the charge nurse know that this nurse c. Dropping the idea and trying for the change in a year or so when some of the
may be calling in frequently in the future. present RNs have retired
d. Work with the nurse, staffing office, and other nurses to arrange his scheduled d. Hiring the assistants and allowing the RNs to see what good additions they are
days off around his wife’s treatments.
ANS: A
ANS: D Influencing others requires emotional intelligence in domains such as empathy, handling
Placing the nurse on unpaid leave may threaten the nurse’s capacity to meet physiologic needs relationships, deepening self-awareness in self and others, motivating others, and managing
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect emotions. Motivating others recognizes that values are powerful forces that influence
patient care and threaten the needs of staff to feel competent. Arranging the schedule around acceptance of change. Leaving the RNs alone for a period of time before implementation does
the wife’s needs meets the needs of the staff and of patients while satisfying the nurse’s need not provide opportunity to explore different perspectives and values. Avoiding discussion
for affiliation. until the team changes may not promote adoption of the change until there is opportunity to
explore perspectives and values related to the change. Hiring of the assistants demonstrates
TOP: AONE competency: Communication and Relationship-Building lack of empathy for the perspectives of the RN staff.
3. A grievance brought by a staff nurse against the unit manager requires mediation. At the first TOP: AONE competency: Knowledge of the Health Care Environment
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.
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
6. As the RN charge nurse on the night shift in a small long-term care facility, you’ve found that Goleman suggests that emotional intelligence involves insight and being able to step outside
there is little turnover among your LPN and nursing assistant (NA) staff members, but they of the situation to envision the context of what is happening as well as being able to manage
are not very motivated to go beyond their job descriptions in their work. Which of the emotions such as frustration effectively.
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 TOP: AONE competency: Leadership
the night LPNs and NAs.
b. Allow the LPNs and NAs greater decision-making power within the scope of their 9. The chief nursing officer has asked the staff development coordinator to facilitate the
positions in the institution. development of a clinical competency program for the facility. While making rounds on the
c. Hire additional staff so that there are more staff available for enhanced care, and units, the staff development coordinator overhears RN staff complaining that they feel it is
individual workloads are lessened. insulting to be required to participate in a competency program. What behavior by the staff
d. Ask the director of nursing to increase job security for night staff by having them development coordinator is most appropriate in this situation?
sign contracts that guarantee work. a. Disregard staff concerns and continue with development of the program.
b. Inform the nurses that this program is a requirement for JCAHO accreditation.
ANS: B c. Schedule a meeting with the chief nurse executive to apprise her of the situation.
Hygiene factors such as salary, working conditions, and security are consistent with d. Facilitate a meeting so nurses can articulate their values and concerns about a
Herzberg’s two-factor theory of motivation; meeting these needs avoids job dissatisfaction. competency program.
Motivator factors such as recognition and satisfaction with work promote a satisfying and
enriched work environment. Transformational leaders use motivator factors liberally to inspire ANS: D
work performance and increase job satisfaction. The manager role involves guiding others through a set of derived practices that are
evidence-based and known to satisfy preestablished outcomes such as participation in a
TOP: AONE competency: Communication and Relationship-Building competency program. This involves engagement of staff through sharing of concerns and
ideas. A close analysis of the IOM report and the summary of the PPACA suggests that no
7. The nurse manager wants to increase motivation by providing motivating factors for the nurse health reform can unfold without active nursing engagement. Each document emphasizes that
on the unit. What action would be appropriate to motivate the staff? nurses must lead, manage, and behave as active collaborators with other members of the
a. Collaborate with the human resource/personnel department to develop on-site health team and with those being served.
daycare services.
b. Provide a hierarchical organizational structure TOP: AONE competency: Communication and Relationship Building
c. Implement a model of shared governance 10. The nurse manager has been asked to implement an evidence-based approach to teach ostomy
d. Promote the development of a flexible benefits package. patients self-management skills postoperatively. The program is to be implemented across the
entire facility. What illustrates effective leadership in this situation?
ANS: C a. The training modules are left in the staff room for times when staff are available.
Complexity theory suggests that systems interact and adapt and that decision making occurs b. The current approach is continued because it is also evidence-based and is more
throughout systems, as opposed to being held in a hierarchy. In complexity theory, every familiar to staff.
voice counts, and therefore all levels of staff would be involved in decision making. This c. You decide to implement the approach at a later date because of feedback from the
principle is the foundation of shared governance. RNs that the new approach takes too much time.
d. An RN who is already familiar with the new approach of volunteers to take the
TOP: AONE competency: Communication and Relationship-Building lead in mentoring and teaching others how to implement it.
8. A charge nurse on a busy 40-bed medical/surgical unit is approached by a family member ANS: D
who begins to complain loudly about the quality of care his mother is receiving. His behavior Followership occurs when there is acquiescence to a peer who is leading in a setting where a
is so disruptive that it is overheard by staff, physicians, and other visitors. The family member team has gathered to ensure the best clinical decision making, and actions are taken to achieve
leaves the unit abruptly, and the nurse is left feeling frustrated. Which behavior by the charge clinical or organizational outcomes. Followership promotes good clinical decisions and use of
nurse best illustrates refined leadership skills in an emotionally intelligent practitioner? clinical resources.
a. Reflect to gain insight into how the situation could be handled differently in the
future. TOP: AONE competency: Communication and Relationship-Building
b. Try to catch up with the angry family member to resolve the concern.
c. Discuss the concern with the patient after the family member has left. 11. You overhear a new graduate RN telling a nurse colleague that leadership and management
d. Notify nursing administration of the situation. belong to the unit manager, not to her. As a nursing colleague, what do you know to be true in
regard to the statement?
ANS: A a. The statement is correct. Leadership is not the role of the staff nurse.
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
b. The new graduate would benefit from further understanding of her role as a
professional, whose influence may affect the decision making of patients, TOP: AONE competency: Knowledge of the Health Care Environment
colleagues, and other professionals.
c. The new graduate has been influenced by nurse leaders and managers who leave 14. Chart audits have revealed significant omissions of data that could have legal and financial
for other positions. guideline ramifications. The unit manager meets with the staff to discuss audit findings and to
d. The general perception is that nurse leaders and managers are not satisfied in their find approaches that will address the gaps in charting and achieve desired goals. What is the
jobs. manager demonstrating?
a. Leadership
ANS: B b. Management
Care coordination that involves the intersection of individual, family, and community-based c. Decision making
needs requires that nurses have self-confidence, knowledge of organizations and health d. Vision
systems, and an inner desire to lead and manage. There is often a view that leadership is
isolated to those holding managerial positions, and that a direct care nurse is subject to ANS: B
following by adhering to the direction of others. Such views fail to acknowledge that to be a The process of guiding others to meet established goals, outcomes, and procedures is
nurse requires each licensed individual to lead, manage, and follow when practicing at the management. This can require collaborative decision making to determine how best to reach
point-of-care and beyond. predetermined goals and follow established practices.
TOP: AONE competency: Leadership TOP: AONE competency: Knowledge of the Health Care Environment
12. The charge nurse walks into Mr. Smith’s room and finds him yelling at the LPN. He is 15. A family is keeping vigil at a critically ill patient’s bedside. Distant family members call the
obviously very upset. The charge nurse determines that he has not slept for three nights unit continuously asking for updates and expressing concern. The nurse speaks with the
because of unrelieved pain levels. The LPN is very upset and calls Mr. Smith an “ugly, old distant family members and states she is referring them to the hospital social worker, whose
man.” The charge nurse acknowledges the LPN’s feelings and concerns and then suggests that role is to work with family in this situation. What role is the nurse assuming through this
Mr. Smith’s behavior was aggressive but was related to lack of sleep and to pain. The charge action?
nurse asks, “Can you, together with Mr. Smith, determine triggers for the pain and effective a. Manager
approaches to controlling his pain?” This situation is an example of what? b. Leader
c. Follower
a. Lack of empathy and Understanding for Miss Jones d. Laissez-faire
b. Concern with placating Mr. Smith ANS: A
c. Leadership behavior As a manager, you are concerned with managing and coordinating resources to achieve
d. Management behavior outcomes in accordance with established clinical processes. Referral to a social worker
alleviates demand on staff time and is consistent with hospital procedures.
ANS: C
The situation between Mr. Smith and Miss Jones is a complex situation involving unrelieved TOP: AONE competency: Communication and Relationship-Building
patient symptoms and aggressiveness toward a staff member. Providing engaged,
collaborative guidance and decision making in a complex situation where there is no 16. A family is keeping vigil at a critically ill patient’s bedside. The nurse approaches the unit
standardized solution reflects leadership. manager with concern over the family dynamics for the patient concerned there are
patient-family conflicts based on patient’s wishes. The nurse suggests that the patient’s
TOP: AONE competency: Leadership provider may need to discuss the treatment plan with the family. The unit manager states he
will arrange a discussion with the patient’s provider and ask the nurse to support the
13. After assessing an older adult patient in long-term care who has been slowly deteriorating for
provider’s decisions. What is the role of the nurse in this situation?
weeks, the nurse manager calls the family and asks them to come in, as the patient is dying. a. Leadership
What is the most likely basis for the nurse manager’s request? b. Management
a. An established clinical pathway
c. Follower
b. Confirmatory scientific evidence
d. Evidence-based
c. Unit protocol
d. Experience ANS: C
In the followership role, you bring to the manager your concerns about concerns for patients
ANS: D
and the outcomes and accept the direction given by the manager in response to your concerns.
The nurse manager is employing knowledge and experience in determining that the patient is
dying, because the course of dying is not standardized and cannot be determined by clinical
pathways.
