Which percentage of employees must vote for union representation before the union can be
certified as an oflcial bargaining agent?
a. One-half or 50% of the employees who vote, plus one employee. b. One-half or 50% of the employees who vote, plus one employee.
b. One-half or 50% of the total number of employees, plus one employee.
c. Two-thirds or 67% of the employees who vote.
d. Two-thirds or 67% of the total number of employees.
When developing an organizational approach to address workplace sexual harassment, the
advanced nurse executive's role is to:
a. Coach other leaders about behaviors that could be seen as unwelcome sexual advances.
d. Support leaders who make decisions regarding workplace safety.
b. Investigate a nurse's claim of a sexual harassment event in the workplace.
c. Provide direct education to statt regarding sexual harassment reporting.
d. Support leaders who make decisions regarding workplace safety.
During union-organizing ettorts, an unfair labor practice occurs if management:
a. informs employees that the advanced nurse executive would rather deal directly with them
than with the union when ditterences arise.
d. supplies the union with the requested information about specific employees of the orga-
b. Refuses to allow employees to attend a meeting convened by labor organizers during work
nization.
hours.
c. removes outside organizers from the organization's premises.
d. Supplies the union with the requested information about specific employees of the orga-
nization.
The advanced nurse executive embeds professional nursing practice standards into the
definition, priorities, and evaluation of care delivery by:
a. articulating a professional practice model that is clearly based on the mission, vision, and
values of the organization.
a. articulating a professional practice model that is clearly based on the mission, vision, and
b. creating a climate that promotes job satisfaction, competitive reimbursement, and profes-
values of the organization.
sional growth opportunities.
c. Developing a performance appraisal algorithm that measures adherence to the scope of
nursing practice.
d. Ensuring nurse autonomy and dignity through adoption of the American Nurses Associa-
tion's Bill of Rights and Code of Ethics.
A disruptive innovation is:
a. a change that is terminated, because it is failing in the organization.
b. a change to an organization's senior leadership. c. disruption to the competitive landscape that creates change.
c. a disruption to the competitive landscape that creates change.
d. an incremental disruption that attects both technology and business models.
To address high turnover and low job satisfaction among nurses who have worked at the
hospital for five years or more, the advanced nurse executive develops an action plan that
includes:
a. Discontinuing the career ladder, as it is costly and has been inettective in retaining statt. b. eliminating sign-on bonuses for nurses who are joining the organization.
b. Eliminating sign-on bonuses for nurses who are joining the organization.
c. Increasing recruitment ettorts to replace nurses who are leaving.
d. Working with temporary staflng agencies to ensure adequate unit coverage.
The advanced nurse executive is the chair of a new performance improvement team whose
purpose is to address patient flow through the emergency department (ED). A laboratory
team member openly blames ED nurses for a long turnaround time in obtaining patient test
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certified as an oflcial bargaining agent?
a. One-half or 50% of the employees who vote, plus one employee. b. One-half or 50% of the employees who vote, plus one employee.
b. One-half or 50% of the total number of employees, plus one employee.
c. Two-thirds or 67% of the employees who vote.
d. Two-thirds or 67% of the total number of employees.
When developing an organizational approach to address workplace sexual harassment, the
advanced nurse executive's role is to:
a. Coach other leaders about behaviors that could be seen as unwelcome sexual advances.
d. Support leaders who make decisions regarding workplace safety.
b. Investigate a nurse's claim of a sexual harassment event in the workplace.
c. Provide direct education to statt regarding sexual harassment reporting.
d. Support leaders who make decisions regarding workplace safety.
During union-organizing ettorts, an unfair labor practice occurs if management:
a. informs employees that the advanced nurse executive would rather deal directly with them
than with the union when ditterences arise.
d. supplies the union with the requested information about specific employees of the orga-
b. Refuses to allow employees to attend a meeting convened by labor organizers during work
nization.
hours.
c. removes outside organizers from the organization's premises.
d. Supplies the union with the requested information about specific employees of the orga-
nization.
The advanced nurse executive embeds professional nursing practice standards into the
definition, priorities, and evaluation of care delivery by:
a. articulating a professional practice model that is clearly based on the mission, vision, and
values of the organization.
a. articulating a professional practice model that is clearly based on the mission, vision, and
b. creating a climate that promotes job satisfaction, competitive reimbursement, and profes-
values of the organization.
sional growth opportunities.
c. Developing a performance appraisal algorithm that measures adherence to the scope of
nursing practice.
d. Ensuring nurse autonomy and dignity through adoption of the American Nurses Associa-
tion's Bill of Rights and Code of Ethics.
A disruptive innovation is:
a. a change that is terminated, because it is failing in the organization.
b. a change to an organization's senior leadership. c. disruption to the competitive landscape that creates change.
c. a disruption to the competitive landscape that creates change.
d. an incremental disruption that attects both technology and business models.
To address high turnover and low job satisfaction among nurses who have worked at the
hospital for five years or more, the advanced nurse executive develops an action plan that
includes:
a. Discontinuing the career ladder, as it is costly and has been inettective in retaining statt. b. eliminating sign-on bonuses for nurses who are joining the organization.
b. Eliminating sign-on bonuses for nurses who are joining the organization.
c. Increasing recruitment ettorts to replace nurses who are leaving.
d. Working with temporary staflng agencies to ensure adequate unit coverage.
The advanced nurse executive is the chair of a new performance improvement team whose
purpose is to address patient flow through the emergency department (ED). A laboratory
team member openly blames ED nurses for a long turnaround time in obtaining patient test
1/4
