NCLEX RN leadership management EXAM A+ GRADE ASSURED COMPLETE SOLUTIONS AND VERIFIED ANSWERS

NCLEX EXAM ms




Exam Solution ms




HESI RN LEADERSHIP /MANAGEMENT EXIT EXAM / TE
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ST BANK 120 QUESTIONS AND CORRECT DETAILED AN
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SWERS WITH RATIONALES (VERIFIED ANSWERS) 2026 ms ms ms ms ms




A+ GRADE ASSURED COMPLETE SOLUTIONS AND VERI
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FIED ANSWERS (ED683) ms ms




QUESTION 1 ms




Term
ANSWER

Definition



QUESTION 2 ms




Which actions of the nurse exhibit transactional leadership? Select all that apply. 1 Mo
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tivating or inspiring the employees 2 Meeting the targets within the deadline 3 Worki
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ng according to organizational rules 4 Correcting the errors in a reactive manner 5 In
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creasing the employee commitment of an organization
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ANSWER

2, 3, 4 The characteristics of transactional leadership include valuing the orders and structures of an
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organization. The nurse who exhibits transactional leadership will meet the targets within the deadl
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ine given by the organization. The nurse will also follow the rules of an organization and will correc
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t the errors of an employee in a reactive manner. Motivating or inspiring the employees and increas
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ing employee commitment are the characteristics of transformational leadership.
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QUESTION 3 ms




The unit nurse manager comes to work obviously intoxicated. Which action is the staf
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f nurse ethically obligated to take? 1 Call the security guard. 2 Tell the nurse manager
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to go home. 3 Have the supervisor validate the observation. 4 Offer the nurse manag
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er a large cup of coffee
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,ANSWER

3 Have the supervisor validate the observation. The staff nurse should call the hospital supervisor to
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confirm and handle the problem. The security guard has no authority in this situation. Although sen
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ding the nurse manager home removes the nurse manager from the clinical setting, this action misse
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s an opportunity for documenting the situation and the nurse manager is in no condition to drive sa
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fely. Drinking coffee does not make a person less intoxicated.
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QUESTION 4 ms




Which aspects are considered when determining the willingness of a nursing assistant
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before delegating a task? Select all that apply. 1 Ability 2 Attitude 3 Personality 4 Con
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fidence 5 Commitment ms ms




ANSWER

2, 4, 5 An individual's willingness is related to attitude, confidence, and commitment. Ability is relate
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d to knowledge and skills in a specific situation. Personality characteristics can influence the effectiv
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eness of the delegator. ms ms ms




QUESTION 5 ms




Which performance appraisal method is used by nurse managers to measure the perf
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ormance of the nurse both qualitatively and quantitatively? 1 Narrative method 2 Criti
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cal incidents method 3 Graphic rating scale form 4 Behaviorally anchored rating scale
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s
ANSWER

4 The behaviorally anchored rating scale is a performance appraisal method that provides an overvi
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ew of nursing standards by determining performance both qualitatively and quantitatively. The narra
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tive method requires a manager to write a statement about the nurse's performance. The critical inc
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idents type is a performance appraisal method in which a manager keeps a written record of positiv
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e and negative performance. The graphic rating scale form is a performance appraisal checklist on w
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hich a manager rates the nurse's performance on a continuum such as excellent, good, average, and
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poor.



QUESTION 6 ms




The healthcare team is caring for clients in an emergency department. How soon shou
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ld the clients triaged as an emergency severity index-3 (ESI-
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3) be seen by the physician according to the five level triage system? 1 Immediately 2
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Within 1 hour 3 Could be delayed 4 Within 10 minutes
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ANSWER

2 Within 1 hour The clients triaged as an ESI-
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3 should be seen by the physician within an hour. The clients with life-
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threatening problems are triaged as ESI- ms ms ms ms ms

, 1, and they should be provided with immediate care. The care of the clients in ESI-4 and ESI-
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5 can be delayed for some time because the condition of the clients in this level is stable. Clients wi
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th major injuries are triaged as an ESI-2 and require treatment within 10 minutes.
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QUESTION 7 ms




Which question does the registered nurse recognize as related to the right of circumst
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ance when delegating? 1 "Is the delegation appropriate to the situation?" 2 "Is the tas
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k within the delegatee's scope of practice?" 3 "Is the prospective delegate a willing an
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d able employee?" 4 "Is the delegator able to monitor and evaluate the client appropri
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ately?"
ANSWER

1 "Is the delegation appropriate to the situation?" The question, "Is the delegation appropriate to the
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situation?" is related to right circumstance. The question, "Is the task within the delegatee's scope o
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f practice?" is related to right task. The question, "Is the prospective delegate a willing and able emp
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loyee?" is related to right person. The question, "Is the delegator able to monitor and evaluate the cl
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ient appropriately?" is related to right supervision.
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QUESTION 8 ms




Which factors does the registered nurse consider in the decision to delegate process?
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Select all that apply. 1 Evaluation 2 Nursing judgment 3 Predictability of outcomes 4 P
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ervasive functions of assessment 5 Complexity of the task to be performed
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ANSWER

3, 5 Two factors responsible for the decision to delegate process are predictability of outcomes and
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complexity of the task to be performed. Evaluation, nursing judgment, and pervasive functions are n
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ot factors in the decision to delegate process.
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QUESTION 9 ms




Under a leader, a team of followers has failed to achieve success in conducting resear
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ch. What does an effective leader do in this situation? 1 Criticizes the team members f
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or failure 2 Provides excuses for the negative outcome 3 Refuses to take the responsi
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bility for failure 4 Accepts failure and gains experience from it
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ANSWER

4 Accepts failure and gains experience from it An effective leader should accept the failure and gain
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experience from it to avoid repetition of the same errors. The effective leader should counsel and m
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otivate the team members for future success and should not criticize them. Making excuses for the n
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egative outcome is not the correct action of the effective leader. The effective leader should take res
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ponsibility for the failure and the growth he or she will gain from it.
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