LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 19TH EDITION BY MARQUIS

LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 19TH EDITION BY MARQUIS 1. What statement is true regarding decision making? A) It is an analysis of a situation B) It is closely related to evaluation C) It involves choosing between courses of action D) It is dependent upon finding the cause of a problemAns: C Feedback: Decision making is a complex cognitive process often defined as choosing a particular course of action. Problem solving is part of decision making and is a systematic process that focuses on analyzing a difficult situation. Critical thinking, sometimes referred to asreflective thinking, is related to evaluation and has a broader scope than decision making and problem solving. 2. What is a weakness of the traditional problem-solving model? A) Its need for implementation time B) Its lack of a step requiring evaluation of results C) Its failure to gather sufficient data D) Its failure to evaluate alternativesAns: A Feedback: The traditional problem-solving model is less effective when time constraints are a consideration. Decision making can occur without the full analysis required in problemsolving. Because problem solNving attempts to identify the root problem in situations, much time and energy are spent on identifying the real problem. 3. Which of the following statements is true regarding decision making? A) Scientific methods provide identical decisions by different individuals for thesame problems B) Decisions are greatly influenced by each person's value system C) Personal beliefs can be adjusted for when the scientific approach to problemsolving is used D) Past experience has little to do with the quality of the decisionAns: B Feedback: Values, life experience, individual preference, and individual ways of thinking will influence a person's decision making. No matter how objective the criteria will be, valuejudgments will always play a part in a person's decision making, either consciously or subconsciously. 4. What influences the quality of a decision most often? A) The decision maker's immediate superior B) The type of decision that needs to be made C) Questions asked and alternatives generated D) The time of day the decision is madeAns: C Feedback: The greater the number of alternatives that can be generated by the decision maker, thebetter the final decision will be. The alternatives generated and the final choices are limited by each person's value system. 5. What does knowledge about good decision making lead one to believe? A) Good decision makers are usually right-brain, intuitive thinkers B) Effective decision makers are sensitive to the situation and to others C) Good decisions are usually made by left-brain, logical thinkers D) Good decision making requires analytical rather than creative processesAns: B Feedback: Good decision makers seem to have antennae that make them particularly sensitive to other people and situations. Left-brain thinkers are typically better at processing language, logic, numbers, and sequential ordering, whereas right-brain thinkers excel at nonverbal ideation and holistic synthesizing. N 6. What is the best definition of decision making? A) The planning process of management B) The evaluation phase of the executive role C) One step in the problem-solving process D) Required to justify the need for scarce itemsAns: C Feedback: Decision making is a complex, cognitive process often defined as choosing a particularcourse of action. Decision making, one step in the problem-solving process, is an important task that relies heavily on critical thinking and clinical reasoning skills. 7. If decision making is triggered by a problem with what does it end? A) An alternative problem B) A chosen course of action C) An action that guarantees success D) A restatement of the solutionAns: B Feedback: A decision is made when a course of action has been chosen. Problem solving is part ofdecision making and is a systematic process that focuses on analyzing a difficult situation. Problem solving always includes a decision-making step. 8. Why do our values often cause personal conflict in decision making? A) Some values are not realistic or healthy B) Not all values are of equal worth C) Our values remain unchanged over time D) Our values often collide with one anotherAns: D Feedback: Values, life experience, individual preference, and individual ways of thinking will influence a person's decision making. No matter how objective the criteria will be, valuejudgments will always play a part in a person's decision making, either consciously or subconsciously. N 9. Which statement is true concerning critical thinking? A) It is a simple approach to decision making B) It is narrower in scope than decision making C) It requires reasoning and creative analysis D) It is a synonym for the problem- solving processAns: C Feedback: Critical thinking has a broader scope than decision making and problem solving. It is sometimes referred to as reflective thinking. Critical thinking also involves reflectingupon the meaning of statements, examining the offered evidence and reasoning, and forming judgments about facts. 1. What is the primary difference between constructive and destructive discipline? A) The manager is friendlier to the employee in constructive discipline than indestructive discipline, so that the employee likes the manager as a person B) Constructive discipline includes verbal and written reprimands, whereasdestructive discipline includes suspension without pay and termination C) The person who has received constructive discipline always appreciates and believes the feedback given, whereas it is resented and disbelieved in destructivediscipline D) Constructive discipline helps the person to grow and to behave in a manner that allows him or her to be self-directive in meeting organizational goals. Destructivediscipline focuses more on punishment Ans: D Feedback: Constructive discipline uses discipline as a means of helping the employee grow. It is not used as a punitive measure. Destructive discipline focuses more on punishment. Theremaining options are not necessarily true statements 2. Which statement concerning self-discipline is true? A) It is one of the least effective forms of discipline B) It decreases as an awareness of the rules and regulations that govern behaviorincreases C) It increases when employees identify with the goals of the organization D) It is internalized, and thNus the leader can do little to create an environment that promotes self-discipline in employees Ans: C Feedback: The highest level and most effective form of discipline is self- discipline. When employees feel secure, validated, and affirmed in their essential worth, identity, andintegrity, self-discipline is enhanced. TEST BANK FOR LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 9TH EDITION BY MARQUIS Page 2 TESTBANKWORLD.ORG 3. Which statement about rules is correct? A) If a rule or regulation is worth having, it should be enforced B) Most rule breaking is a result of the actions of a few employees C) Organizations should have as many rules and regulations as possible soemployees are clear about what they are to do D) Managers should increase monitoring efforts if a particular rule is constantlybroken by many staff members Ans: A Feedback: If a rule or regulation is worth having, it should be enforced. When rule breaking is allowed to go unpunished, other people tend to replicate the behavior of the rule breaker. An organization can have too many rules making enforcement very difficult. Evaluation of a rule that is being constantly broken is more effective than simple increased monitoring. 4. What is the process involved in progressive discipline? A) A written warning precedes verbal warnings B) Formal warnings are followed up with informal warnings C) Written warnings are advocated only in the most serious of offenses D) The initial step is the delivery of a verbal warning by the managerAns: D Feedback: The first step of the progressiNve disciplinary process is an informal reprimand or verbal warning. This reprimand is followed by a formal reprimand or written warning when thebehavior has not been changed. 5. What would be the most appropriate level of employee discipline for a first infraction ofgross mistreatment of a patient? A) Suspension with pay B) Suspension without pay C) Termination D) Written admonishmentAns: C Feedback: For a first infraction of gross mistreatment of a patient, the most TEST BANK FOR LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 9TH EDITION BY MARQUIS Page 3 TESTBANKWORLD.ORG appropriate level ofemployee discipline would probably be termination. The organization's first responsibility is in the protection of patients. TEST BANK FOR LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 9TH EDITION BY MARQUIS Page 4 TESTBANKWORLD.ORG 6. Which statement accurately describes a disciplinary conference? A) It is generally a highly charged emotional event, so the manager should try tosoften criticisms to reduce the employee's defensiveness B) It should be scheduled in advance at a time agreeable to both the employee andthe manager C) When it is held in front of peers it can be used as a teaching tool D) It requires the manager to adopt nurturing and counseling rolesAns: B Feedback: All formal disciplinary conferences should be scheduled in advance at a time agreeableto both the employee and the manager. Both will want time to reflect on the situation that has occurred. Allowing time for reflection should reduce the situation's emotionalism and promote employee self-discipline, because employees often identifytheir own plan for keeping the behavior from recurring. None of the other options accurately describe this process. 7. What should an employee expect when a manager terminates his/her employment for continuous rule breaking? A) The employee will be escorted from the building by security staff B) The employee will be allowed to work out a 2-week termination period C) The manager will describe what, if any, references will be supplied to futureemployers D) The manager will arranNge for a meeting between the employee and senior administration Ans: C Feedback: When a manager terminates an employee for continuous rule breaking, the manager should tell the employee what, if any, references will be supplied to future employers.The remaining options are not generally associated with such a termination. 8. Which statement is accurate when describing performance deficiency coaching? A) It is less spontaneous and requires more planning than ongoing coaching TEST BANK FOR LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 9TH EDITION BY MARQUIS Page 5 TESTBANKWORLD.ORG B) It is a one-time way of solving problems C) It requires the manager to assume the role of enforcer rather than supporter orenabler D) It occurs as a component of an employee's annual performance appraisalAns: A Feedback: This form of coaching is less spontaneous and requires more managerial planning thanongoing coaching. In performance deficiency coaching, the manager actively brings areas of unacceptable behavior or performance to the attention of the employee and works with him or her to establish a plan to correct deficiencies. TEST BANK FOR LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS IN NURSING 9TH EDITION BY MARQUIS Page 6 TESTBANKWORLD.ORG 9. Which statement most accurately describes how discipline in a unionized organizationmay vary from one that is nonunionized? A) Nonunionized organizations require a demonstration of just cause, whereasunionized organizations do not B) Discipline in nonunionized organizations tends to entail more procedural,legalistic safeguards than unionized organizations C) Only unionized organizations have grievance procedures D) Unionized employees must generally be disciplined according to specific stepsand penalties within an established time frame Ans: D