Test Bank For Leading and Managing in Nursing, 8th Edition by Patricia S. Yoder-
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Wise, Susan Sportsman Chapter 1-25
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,
,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 H
1. A nurse manager of a 20-
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bed medical unit finds that 80% of the patients are older adults. She is asked to assess and ada
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pt the unit to better meet the unique needs of the older adult patient. Using complexity princip
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les, what would be the best approach 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. H H
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
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environment.
d. Hire a geriatric specialist to oversee and control the project.
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ANS: B H
Complexity theory suggests that systems interact and adapt and that decision making occurs
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throughout the systems, as opposed to being held in a hierarchy. In complexity theory, every
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voice counts, and therefore, all levels of staff would be 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-
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bed medical/surgical area receives a phone call from a nurse whohas called in sick five times
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Hin the past month. He tells the manager that he very much wants to come to work when sche
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duled but must often care for his wife, who is undergoing treatment for breast cancer. Accor
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ding to Maslow‘s need hierarchy theory, what would be the best approach to satisfying the n
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eeds 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 nurse
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may be calling in frequently in the future.
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d. Work with the nurse, staffing office, and other nurses to arrange hisscheduled
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days off around his wife‘s treatments.
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ANS: D H
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic needs
H H H H H H H H H H H H H H H
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect patien
H H H H H H H H H H H H H
t care and threaten the needs of staff to feel competent. Arranging the schedule around the wif
H H H H H H H H H H H H H H H H
e‘s needs meets the needs of the staff and of patients while satisfying the nurse‘s need for affil
H H H H H H H H H H H H H H H H H
iation.
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
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mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair, and the
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unit manager continues to reiterate the reasons for the actions. What would be the best course
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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
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conflict.
ANS: C H
For resolution of conflict, one should address the interests and involvement of participants in t
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he conflict by examining the real issues of all parties.
H H H H H H H H H
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 reach a
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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.
H H H H H H H H
ANS: B H
Part of leadership is understanding conflict resolution and ability to negotiate and manage for r
H H H H H H H H H H H H H H
esolution of issues and concerns. This situation has failed a second negotiation session, elevat
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ion to a manager with additional training to facilitate conflict resolution is important at this po
H H H H H H H H H H H H H H H
int.
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 RN assi
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stants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff have
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always practiced in a primary nursing-
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delivery system and are very resistant to this idea. What would be the best initial strategy for i
H H H H H H H H H H H H H H H H H
mplementation of this change? H H H
a. Exploring the values and feelings of the RN group in relationship to this change
H H H H H H H H H H H H H
b. Leaving the RNs alone for a time so they can think about the change before it is
H H H H H H H H H H H H H H H H H
implemented
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 H H H
d. Hiring the assistants and allowing the RNs to see what good additions they are
H H H H H H H H H H H H H
ANS: A H
Influencing others requires emotional intelligence in domains such as empathy, handling relat
H H H H H H H H H H H
ionships, deepening self- H H
awareness in self and others, motivating others, and managing emotions. Motivating others re
H H H H H H H H H H H H
cognizes that values are powerful forces that influence acceptance of change. Leaving the RN
H H H H H H H H H H H H H
s alone for a period of time before implementation does not provide opportunity to explore dif
H H H H H H H H H H H H H H H
ferent perspectives and values. Avoiding discussion until the team changes may not promote a
H H H H H H H H H H H H H
doption of the change until there is opportunity to explore perspectives and values related to t
H H H H H H H H H H H H H H H
he change. Hiring of the assistants demonstrates lack of empathy for the perspectives of the R
H H H H H H H H H H H H H H H
N staff.
H
TOP: AONE competency: Knowledge of the Health Care Environment
H H H H H H H H
H H H H H H HH H H H H H H
Wise, Susan Sportsman Chapter 1-25
H H H H
,
,Chapter 01: Leading, Managing, and Following
H H H H H
Yoder-Wise: Leading and Managing in Nursing, 8th Edition
H H H H H H H
MULTIPLE CHOICE H
1. A nurse manager of a 20-
H H H H H
bed medical unit finds that 80% of the patients are older adults. She is asked to assess and ada
H H H H H H H H H H H H H H H H H H
pt the unit to better meet the unique needs of the older adult patient. Using complexity princip
H H H H H H H H H H H H H H H H
les, what would be the best approach to take for implementation of this change?
H H H H H H H H H H H H H
a. Leverage the hierarchical management position to get unit staff involved in
H H H H H H H H H H H
assessment and planning. H H
b. Engage involved staff at all levels in the decision-making process.
H H H H H H H H H
c. Focus the assessment on the unit and omit the hospital and community
H H H H H H H H H H H H
environment.
d. Hire a geriatric specialist to oversee and control the project.
H H H H H H H H H
ANS: B H
Complexity theory suggests that systems interact and adapt and that decision making occurs
H H H H H H H H H H H H H
throughout the systems, as opposed to being held in a hierarchy. In complexity theory, every
H H H H H H H H H H H H H H H
voice counts, and therefore, all levels of staff would be involved in decision making.
H H H H H H H H H H H H H
TOP: AONE competency: Communication and Relationship-Building
H H H H H
2. A unit manager of a 25-
H H H H H
bed medical/surgical area receives a phone call from a nurse whohas called in sick five times
H H H H H H H H H H H H H H H
Hin the past month. He tells the manager that he very much wants to come to work when sche
H H H H H H H H H H H H H H H H H H
duled but must often care for his wife, who is undergoing treatment for breast cancer. Accor
H H H H H H H H H H H H H H H
ding to Maslow‘s need hierarchy theory, what would be the best approach to satisfying the n
H H H H H H H H H H H H H H H
eeds of this nurse, other staff, and patients?
H H H H H H H
a. Line up agency nurses who can be called in to work on short notice.
H H H H H H H H H H H H H
b. Place the nurse on unpaid leave for the remainder of his wife‘s treatment.
H H H H H H H H H H H H
c. Sympathize with the nurse‘s dilemma and let the charge nurse know that this nurse
H H H H H H H H H H H H H H
may be calling in frequently in the future.
H H H H H H H
d. Work with the nurse, staffing office, and other nurses to arrange hisscheduled
H H H H H H H H H H H H
days off around his wife‘s treatments.
H H H H H
ANS: D H
Placing the nurse on unpaid leave may threaten the nurse‘s capacity to meet physiologic needs
H H H H H H H H H H H H H H H
and demotivate the nurse. Unsatisfactory coverage of shifts on short notice could affect patien
H H H H H H H H H H H H H
t care and threaten the needs of staff to feel competent. Arranging the schedule around the wif
H H H H H H H H H H H H H H H H
e‘s needs meets the needs of the staff and of patients while satisfying the nurse‘s need for affil
H H H H H H H H H H H H H H H H H
iation.
TOP: AONE competency: Communication and Relationship-Building
H H H H H
3. A grievance brought by a staff nurse against the unit manager requires mediation. At the first
H H H H H H H H H H H H H H H H
mediation session, the staff nurse repeatedly calls the unit manager‘s actions unfair, and the
H H H H H H H H H H H H H H
unit manager continues to reiterate the reasons for the actions. What would be the best course
H H H H H H H H H H H H H H H H
of action at this time?
H H H H
a. Send the two disputants away to reach their own resolution.
H H H H H H H H H
b. Involve another staff nurse in the discussion for clarity issues.
H H H H H H H H H
, c. Ask each party to examine their own motives and issues in the conflict.
H H H H H H H H H H H H
d. Continue to listen as the parties repeat their thoughts and feelings about the
H H H H H H H H H H H H H
conflict.
ANS: C H
For resolution of conflict, one should address the interests and involvement of participants in t
H H H H H H H H H H H H H H
he conflict by examining the real issues of all parties.
H H H H H H H H H
TOP: AONE competency: Communication and Relationship-Building
H H H H H
4. At a second negotiation session, the unit manager and staff nurse are unable to reach a
H H H H H H H H H H H H H H H H
resolution. What is the appropriate next step?
H H H H H H
a. Arrange another meeting in a week‘s time so as to allow a cooling-off period.
H H H H H H H H H H H H H
b. Elevate the next negation session to the next manager, one level above.
H H H H H H H H H H H
c. Insist that participants continue to talk until a resolution has been reached.
H H H H H H H H H H H
d. Back the unit manager‘s actions and end the dispute.
H H H H H H H H
ANS: B H
Part of leadership is understanding conflict resolution and ability to negotiate and manage for r
H H H H H H H H H H H H H H
esolution of issues and concerns. This situation has failed a second negotiation session, elevat
H H H H H H H H H H H H H
ion to a manager with additional training to facilitate conflict resolution is important at this po
H H H H H H H H H H H H H H H
int.
TOP: AONE competency: Communication and Relationship-Building
H H H H H
5. The manager of a surgical area has a vision for the future that requires the addition of RN assi
H H H H H H H H H H H H H H H H H H
stants or unlicensed persons to feed, bathe, and ambulate patients. The RNs on the staff have
H H H H H H H H H H H H H H H H
always practiced in a primary nursing-
H H H H H
delivery system and are very resistant to this idea. What would be the best initial strategy for i
H H H H H H H H H H H H H H H H H
mplementation of this change? H H H
a. Exploring the values and feelings of the RN group in relationship to this change
H H H H H H H H H H H H H
b. Leaving the RNs alone for a time so they can think about the change before it is
H H H H H H H H H H H H H H H H H
implemented
c. Dropping the idea and trying for the change in a year or so when some of the
H H H H H H H H H H H H H H H H H
present RNs have retired H H H
d. Hiring the assistants and allowing the RNs to see what good additions they are
H H H H H H H H H H H H H
ANS: A H
Influencing others requires emotional intelligence in domains such as empathy, handling relat
H H H H H H H H H H H
ionships, deepening self- H H
awareness in self and others, motivating others, and managing emotions. Motivating others re
H H H H H H H H H H H H
cognizes that values are powerful forces that influence acceptance of change. Leaving the RN
H H H H H H H H H H H H H
s alone for a period of time before implementation does not provide opportunity to explore dif
H H H H H H H H H H H H H H H
ferent perspectives and values. Avoiding discussion until the team changes may not promote a
H H H H H H H H H H H H H
doption of the change until there is opportunity to explore perspectives and values related to t
H H H H H H H H H H H H H H H
he change. Hiring of the assistants demonstrates lack of empathy for the perspectives of the R
H H H H H H H H H H H H H H H
N staff.
H
TOP: AONE competency: Knowledge of the Health Care Environment
H H H H H H H H
