ATI NURSING LEADERSHIP AND
MANAGEMENT FINAL PAPER 2026 FULL
QUESTIONS AND CORRECT ANSWERS
ALREADY PASSED
◉ Competent nurse
Answer: These are usually nurses who have been in practice for 2 to
3 years.
They demonstrate increasing levels of skill and proficiency and
clinical judgment.
They exhibit the ability to organize and plan care using abstract and
analytical thinking.
They can anticipate the long-term outcomes of personal actions.
◉ Competing/coercing
Answer: One party pursues a desired solution at the expense of
others.
Managers can use this when a quick or unpopular decision must be
made.
The party who loses something can experience anger, aggravation,
and a desire for retribution.
This is usually a win-lose solution.
,◉ Compromising/negotiating
Answer: Each party gives up something.
To consider this a win/lose-win/lose solution, both parties must
give up something equally important. If one party gives up more
than the other, it can become a win-lose solution.
◉ Conflict
Answer: Result of opposing thoughts, ideas, feelings, perceptions,
behaviors, values, opinions, or actions between individuals.
Inevitable part of professional, social, and personal life and can have
constructive or destructive
results. Nurses must understand conflict and how to manage it.
Nurses can use problem-solving and negotiation strategies to
prevent a problem from evolving into a conflict.
Lack of conflict can create organizational stasis, while too much
conflict can be demoralizing, produce anxiety, and contribute to
burnout.
Conflict can disrupt working relationships and create a stressful
atmosphere.
If conflict exists to the level that productivity and quality of care are
compromised, the unit manager must attempt to identify the origin
of the conflict and attempt to resolve it.
,◉ Conflict aftermath
Answer: Conflict aftermath is the completion of the conflict process
and can be positive or negative.
Example: Positive conflict aftermath: the nurse manager and nurses
on a unit are satisfied with the newly revised scheduling system and
feel valued for being included in the conflict resolution process.
Example: Negative conflict aftermath: the nurse manager and nurses
are unable to come up with a scheduling solution that meets the
needs of both parties. They agree to continue with the
current system however tensions still remain increasing the risk of a
recurrence of the conflict.
◉ Conflict resolution strategies
Answer: Avoiding/withdrawing.
Smoothing.
Competing/coercing.
Cooperating/accommodating.
Compromising/negotiating.
Collaborating.
◉ Consequences of incivility to Nurses
Answer: depression/anxiety
failure
, low self-worth
self-blame
ptsd
Joy stealing
loss of productivity
commitment to work environment
◉ Consequences of incivility to Patients
Answer: impacts safety
-self worth, self confidence, clinical judgement
increased mistakes
preventable complications
patient death
◉ Considerations for selection of an appropriate delegatee
Answer: Education, training, and experience.
Knowledge and skill to perform the task.
Level of critical thinking required to complete the task.
Ability to communicate with others as it pertains to the task.
Demonstrated competence.
The delegatee's culture.
MANAGEMENT FINAL PAPER 2026 FULL
QUESTIONS AND CORRECT ANSWERS
ALREADY PASSED
◉ Competent nurse
Answer: These are usually nurses who have been in practice for 2 to
3 years.
They demonstrate increasing levels of skill and proficiency and
clinical judgment.
They exhibit the ability to organize and plan care using abstract and
analytical thinking.
They can anticipate the long-term outcomes of personal actions.
◉ Competing/coercing
Answer: One party pursues a desired solution at the expense of
others.
Managers can use this when a quick or unpopular decision must be
made.
The party who loses something can experience anger, aggravation,
and a desire for retribution.
This is usually a win-lose solution.
,◉ Compromising/negotiating
Answer: Each party gives up something.
To consider this a win/lose-win/lose solution, both parties must
give up something equally important. If one party gives up more
than the other, it can become a win-lose solution.
◉ Conflict
Answer: Result of opposing thoughts, ideas, feelings, perceptions,
behaviors, values, opinions, or actions between individuals.
Inevitable part of professional, social, and personal life and can have
constructive or destructive
results. Nurses must understand conflict and how to manage it.
Nurses can use problem-solving and negotiation strategies to
prevent a problem from evolving into a conflict.
Lack of conflict can create organizational stasis, while too much
conflict can be demoralizing, produce anxiety, and contribute to
burnout.
Conflict can disrupt working relationships and create a stressful
atmosphere.
If conflict exists to the level that productivity and quality of care are
compromised, the unit manager must attempt to identify the origin
of the conflict and attempt to resolve it.
,◉ Conflict aftermath
Answer: Conflict aftermath is the completion of the conflict process
and can be positive or negative.
Example: Positive conflict aftermath: the nurse manager and nurses
on a unit are satisfied with the newly revised scheduling system and
feel valued for being included in the conflict resolution process.
Example: Negative conflict aftermath: the nurse manager and nurses
are unable to come up with a scheduling solution that meets the
needs of both parties. They agree to continue with the
current system however tensions still remain increasing the risk of a
recurrence of the conflict.
◉ Conflict resolution strategies
Answer: Avoiding/withdrawing.
Smoothing.
Competing/coercing.
Cooperating/accommodating.
Compromising/negotiating.
Collaborating.
◉ Consequences of incivility to Nurses
Answer: depression/anxiety
failure
, low self-worth
self-blame
ptsd
Joy stealing
loss of productivity
commitment to work environment
◉ Consequences of incivility to Patients
Answer: impacts safety
-self worth, self confidence, clinical judgement
increased mistakes
preventable complications
patient death
◉ Considerations for selection of an appropriate delegatee
Answer: Education, training, and experience.
Knowledge and skill to perform the task.
Level of critical thinking required to complete the task.
Ability to communicate with others as it pertains to the task.
Demonstrated competence.
The delegatee's culture.
