NEA-BC CERTIFICATION EXAM
QUESTIONS WITH VERIFIED
ANSWERS
A concentration on key aspects of the work environment, specifically the people, the
physical environment, and the job resources, can enhance healthcare working
conditions. This is an exam of:
a. Effective decision-making
b. Transactional leadership
c. Transformational leadership
d. Meaningful recognition - Correct Answers -c. Transformational leadership
This transforms through contextual and cultural changes that relate to the people,
physical environment and job resources. The leader is aware of all that is going on in
the organization.
A key consideration in the process of group dynamics for the nurse manager to
remember is that the stage of group formation a where work is most effective is the:
a. Norming stage
b. Storming stage
c. Forming stage
d. Performing stage - Correct Answers -d. Performing stage
The performing stage is the final stage of group formation, where the energy of the
group is focused on achieving its goals in a collaborative atmosphere.
Forming: In the beginning, when a new team forms, individuals will be unsure of the
team's purpose, how they fit in, and whether they'll work well with one another. They
may be anxious, curious, or excited to get going. However they feel, they'll be looking to
the team leader for direction. This may take some time, as people get to know their new
colleagues and one another's ways of working.
Storming: people start to push against the established boundaries. Conflict or friction
can also arise between team members as their true characters - and their preferred
ways of working - surface and clash with other people's. At this stage team members
may challenge your authority or management style, or even the team's mission.
,Norming: People start to resolve their differences, appreciate one another's strengths,
and respect your authority as a leader. Now that they know one another better, your
team members will feel more comfortable asking for help and offering constructive
feedback.
A model that treats errors as system failures and encourages error identification and
correction without placing blame on individuals in an attempt to improve patient safety is
called:
a. Just culture
b. Emotional intelligence
c. Transformational Leadership
d. Appreciative Inquiry - Correct Answers -a. Just culture
In a just culture, patient safety is enhanced by treating errors as system failures and
encouraging error identification and correction without placing blame on individuals.
A nurse leader feels there are issues on the unit preventing the staff from improving
their patient experience scores. Evidence-based practices have been identified,
education provided, and strategies implemented. However, results are not improving.
What qualitative design could be used to gain insight into future strategies?
a. Ethnographic
b. Predictive
c. Descriptive
d. Case Study - Correct Answers -a. Ethnographic
Helps describe the culture within which people live their daily lives and the impact of this
culture on their behavior.
A nurse leader must realize that in order for innovation to occur in staff nurses' practice,
the leader must also manage based on the principles of innovation. Which behavior is
an innovation principle?
a. create innovation skills, knowledge and attitudes
b. limit the allocation of resources to support innovation
c. change in difficult; staff and leaders will always embrace it
d. limit the interaction with staff along the journey from idea to implementation - Correct
Answers -a. create innovation skills, knowledge and attitudes
A staff nurse describes the CNO as a transformational leader. This CNO keeps an open
door policy and is eager and caring when the nurses stop by. In addition, the CNO
motivates the nursing staff to collaborate on initiatives for a healthy work environment.
Which transformational leadership characteristics are described?
a. providing inspiration and enthusiasm, creating harmony and fostering horizontal and
vertical communication.
b. providing protection, direction and clarity
c. focusing on short-term goals and initiatives
d. promoting responsibility, fairness, and honesty - Correct Answers -a. providing
inspiration and enthusiasm, creating harmony and fostering horizontal and vertical
communication.
,An important strategy for nurse executive succession planning is to:
a. Allow for job sharing of nursing leaders so they learn to work as a team
b. Include nurse leaders as part of the senior management team
c. Provide exposure to medical staff leadership committees
d. Provide flexible schedules for nurse leaders to attend educational training. - Correct
Answers -b. Include nurse leaders as part of the senior management team
As CNO, you have pulled together a group to work on a major modification to the
Surgical Intensive Care Unit (SICU). Informal leaders begin to emerge. This stage of
group development is known as:
a. Norming stage
b. Storming stage
c. Forming stage
d. Performing stage - Correct Answers -b. Storming stage
In this stage of group development, members of the group compete for position, power,
and status; informal leaders may emerge
As a leader of the crisis management team responding to a serious issue regarding
contaminated implants placed in patients during surgery, the nurse executive applies
this essential approach to maintain public trust:
a. Sunshine Act
b. Public Notice
c. Town hall meetings
d. Truthful disclosure - Correct Answers -d. Truthful disclosure
Because conflict is an essential component of human interaction, creating conditions in
which conflict is completely absent is pointless; however, preventing unnecessary
conflict is possible. Conditions that help prevent unnecessary conflict include:
a. open communication and congruence between organizational and professional work
goals
b. Meeting with a mediator who has established credibility with all parties.
c. Quantifying the value of teamwork using clear management strategies
d. Privacy of information, confidentiality of conversations and workforce diversity -
Correct Answers -a. open communication and congruence between organizational and
professional work goals
Characteristics of an effective preceptor program include:
a. Preceptors focusing on productivity, as activities involving socialization and role
adjustment are not cost-effective
b. Preceptors adhering to a defined schedule and treating every new hire the same
c. Preceptors receiving appropriate training and being given the time to accomplish the
job of precepting
d. Preceptors developing highly informal processes and functioning with minimal
resources. - Correct Answers -c. Preceptors receiving appropriate training and being
given the time to accomplish the job of precepting
, Coaching is differentiated from mentoring by the following:
a. Coaching does not develop employees in their current position
b. Coaching is not necessary to develop staff, while mentoring is a necessary skill to be
an effective leader
c. Coaching requires specialized training, while mentoring is a natural skill.
d. Coaching takes place in the normal confines of a management - employee
relationship - Correct Answers -d. Coaching takes place in the normal confines of a
management - employee relationship
Coaching takes place in the normal confines of a manager-employee relationship, while
mentoring occurs outside of the manager-employee relationship with the consent of
both the person being mentored and the mentor.
Evidence of exemplary professional practice in a Magnet hospital would include:
a. self-scheduling
b. patient care delivery system created by physicians
c. an autocratic organizational structure
d. ineffective conflict management strategies - Correct Answers -a. self-scheduling
In Magnet hospitals, nurses have significant control over staffing and scheduling
processes
For most leaders, negotiation is a daily event and a way of life. The general steps of
successful negotiating include:
a. Challenging people to see the changes that are coming, cutting attachments to the
past, identifying the characteristics of change and engaging in the "noise" of change
b. Establishing purpose, identifying customer needs, developing a solution, testing the
solution, identifying barriers, overcoming barriers and taking action together
c. Ensuring that interaction is friendly, using effective techniques for communication and
ensuring that all parties receive all of the information.
d. Holding fluids positions, having an accurate understanding of context, and verbalizing
the root issues. - Correct Answers -b. Establishing purpose, identifying customer needs,
developing a solution, testing the solution, identifying barriers, overcoming barriers and
taking action together
In 1978, James McGregor Burns identified a new theory of leadership called
transformational leadership. Which key focus is the central point of his theory?
a. Customer needs and expectations
b. Organizational financial viability
c. Meeting the needs and values of followers
d. Integration of health systems - Correct Answers -c. Meeting the needs and values of
followers
to motivate high performance
In their classic work on managers and leaders, Bennis and Nanus (1985, 1987)
asserted that managers and leaders differ in how they think and act. Leaders focus on
QUESTIONS WITH VERIFIED
ANSWERS
A concentration on key aspects of the work environment, specifically the people, the
physical environment, and the job resources, can enhance healthcare working
conditions. This is an exam of:
a. Effective decision-making
b. Transactional leadership
c. Transformational leadership
d. Meaningful recognition - Correct Answers -c. Transformational leadership
This transforms through contextual and cultural changes that relate to the people,
physical environment and job resources. The leader is aware of all that is going on in
the organization.
A key consideration in the process of group dynamics for the nurse manager to
remember is that the stage of group formation a where work is most effective is the:
a. Norming stage
b. Storming stage
c. Forming stage
d. Performing stage - Correct Answers -d. Performing stage
The performing stage is the final stage of group formation, where the energy of the
group is focused on achieving its goals in a collaborative atmosphere.
Forming: In the beginning, when a new team forms, individuals will be unsure of the
team's purpose, how they fit in, and whether they'll work well with one another. They
may be anxious, curious, or excited to get going. However they feel, they'll be looking to
the team leader for direction. This may take some time, as people get to know their new
colleagues and one another's ways of working.
Storming: people start to push against the established boundaries. Conflict or friction
can also arise between team members as their true characters - and their preferred
ways of working - surface and clash with other people's. At this stage team members
may challenge your authority or management style, or even the team's mission.
,Norming: People start to resolve their differences, appreciate one another's strengths,
and respect your authority as a leader. Now that they know one another better, your
team members will feel more comfortable asking for help and offering constructive
feedback.
A model that treats errors as system failures and encourages error identification and
correction without placing blame on individuals in an attempt to improve patient safety is
called:
a. Just culture
b. Emotional intelligence
c. Transformational Leadership
d. Appreciative Inquiry - Correct Answers -a. Just culture
In a just culture, patient safety is enhanced by treating errors as system failures and
encouraging error identification and correction without placing blame on individuals.
A nurse leader feels there are issues on the unit preventing the staff from improving
their patient experience scores. Evidence-based practices have been identified,
education provided, and strategies implemented. However, results are not improving.
What qualitative design could be used to gain insight into future strategies?
a. Ethnographic
b. Predictive
c. Descriptive
d. Case Study - Correct Answers -a. Ethnographic
Helps describe the culture within which people live their daily lives and the impact of this
culture on their behavior.
A nurse leader must realize that in order for innovation to occur in staff nurses' practice,
the leader must also manage based on the principles of innovation. Which behavior is
an innovation principle?
a. create innovation skills, knowledge and attitudes
b. limit the allocation of resources to support innovation
c. change in difficult; staff and leaders will always embrace it
d. limit the interaction with staff along the journey from idea to implementation - Correct
Answers -a. create innovation skills, knowledge and attitudes
A staff nurse describes the CNO as a transformational leader. This CNO keeps an open
door policy and is eager and caring when the nurses stop by. In addition, the CNO
motivates the nursing staff to collaborate on initiatives for a healthy work environment.
Which transformational leadership characteristics are described?
a. providing inspiration and enthusiasm, creating harmony and fostering horizontal and
vertical communication.
b. providing protection, direction and clarity
c. focusing on short-term goals and initiatives
d. promoting responsibility, fairness, and honesty - Correct Answers -a. providing
inspiration and enthusiasm, creating harmony and fostering horizontal and vertical
communication.
,An important strategy for nurse executive succession planning is to:
a. Allow for job sharing of nursing leaders so they learn to work as a team
b. Include nurse leaders as part of the senior management team
c. Provide exposure to medical staff leadership committees
d. Provide flexible schedules for nurse leaders to attend educational training. - Correct
Answers -b. Include nurse leaders as part of the senior management team
As CNO, you have pulled together a group to work on a major modification to the
Surgical Intensive Care Unit (SICU). Informal leaders begin to emerge. This stage of
group development is known as:
a. Norming stage
b. Storming stage
c. Forming stage
d. Performing stage - Correct Answers -b. Storming stage
In this stage of group development, members of the group compete for position, power,
and status; informal leaders may emerge
As a leader of the crisis management team responding to a serious issue regarding
contaminated implants placed in patients during surgery, the nurse executive applies
this essential approach to maintain public trust:
a. Sunshine Act
b. Public Notice
c. Town hall meetings
d. Truthful disclosure - Correct Answers -d. Truthful disclosure
Because conflict is an essential component of human interaction, creating conditions in
which conflict is completely absent is pointless; however, preventing unnecessary
conflict is possible. Conditions that help prevent unnecessary conflict include:
a. open communication and congruence between organizational and professional work
goals
b. Meeting with a mediator who has established credibility with all parties.
c. Quantifying the value of teamwork using clear management strategies
d. Privacy of information, confidentiality of conversations and workforce diversity -
Correct Answers -a. open communication and congruence between organizational and
professional work goals
Characteristics of an effective preceptor program include:
a. Preceptors focusing on productivity, as activities involving socialization and role
adjustment are not cost-effective
b. Preceptors adhering to a defined schedule and treating every new hire the same
c. Preceptors receiving appropriate training and being given the time to accomplish the
job of precepting
d. Preceptors developing highly informal processes and functioning with minimal
resources. - Correct Answers -c. Preceptors receiving appropriate training and being
given the time to accomplish the job of precepting
, Coaching is differentiated from mentoring by the following:
a. Coaching does not develop employees in their current position
b. Coaching is not necessary to develop staff, while mentoring is a necessary skill to be
an effective leader
c. Coaching requires specialized training, while mentoring is a natural skill.
d. Coaching takes place in the normal confines of a management - employee
relationship - Correct Answers -d. Coaching takes place in the normal confines of a
management - employee relationship
Coaching takes place in the normal confines of a manager-employee relationship, while
mentoring occurs outside of the manager-employee relationship with the consent of
both the person being mentored and the mentor.
Evidence of exemplary professional practice in a Magnet hospital would include:
a. self-scheduling
b. patient care delivery system created by physicians
c. an autocratic organizational structure
d. ineffective conflict management strategies - Correct Answers -a. self-scheduling
In Magnet hospitals, nurses have significant control over staffing and scheduling
processes
For most leaders, negotiation is a daily event and a way of life. The general steps of
successful negotiating include:
a. Challenging people to see the changes that are coming, cutting attachments to the
past, identifying the characteristics of change and engaging in the "noise" of change
b. Establishing purpose, identifying customer needs, developing a solution, testing the
solution, identifying barriers, overcoming barriers and taking action together
c. Ensuring that interaction is friendly, using effective techniques for communication and
ensuring that all parties receive all of the information.
d. Holding fluids positions, having an accurate understanding of context, and verbalizing
the root issues. - Correct Answers -b. Establishing purpose, identifying customer needs,
developing a solution, testing the solution, identifying barriers, overcoming barriers and
taking action together
In 1978, James McGregor Burns identified a new theory of leadership called
transformational leadership. Which key focus is the central point of his theory?
a. Customer needs and expectations
b. Organizational financial viability
c. Meeting the needs and values of followers
d. Integration of health systems - Correct Answers -c. Meeting the needs and values of
followers
to motivate high performance
In their classic work on managers and leaders, Bennis and Nanus (1985, 1987)
asserted that managers and leaders differ in how they think and act. Leaders focus on
