NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Chapter 28: Role Transition
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The unit leader on an inpatient psychiatric unit of a large hospital has been in the positi
on for 3 months. The unit leader is frustrated by how little time is available to work w
ith patients and how few changes have been implemented in that time. The phase of r
ole transition being experienced is the role of:
Acceptance.
Negotiation.
Discrepancy.
Internalization.
ANS: C
Role discrepancy is an experience that includes a gap between what is expected and what i
s occurring and can lead to disillusionment, discomfort, and frustration. If the unit manag
er values the relationship and sees the differences between performance and expectations a
s correctable, then the manager is likely to stay in the role.
DIF: Cognitive Level: Understand REF:
Page 509 TOP:
Nursing Process: Assessment
An interviewee for a nurse manager position asks for a copy of the organizational ch
a rt. Organizational charts provide information about the role component of:
Expectations.
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Opportunities.
Responsibilities.
Lines of communication.
ANS: D
Organizational charts provide information about relationships and lines of communication
i n the organization.
DIF: Cognitive Level: Understand REF:
Page 507 TOP:
Nursing Process: Assessment
Sue, a newly graduated registered nurse, has been on the orthopedic unit for about 6 mont
hs and is reconciling discrepancies between what she thought her role was in relation to
peer performance appraisal and what it actually is. This is an example of role:
Discrepancy.
Ambiguity.
Integration.
Stabilization.
ANS: C
During role integration, individuals‘ perceptions about their roles are undergoing significa
n t adjustments, and they are reconciling discrepancies between what they understood the
r ole to be and what it is.
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
DIF: Cognitive Level: Understand REF:
Page 509 TOP:
Nursing Process: Assessment
The head nurse and the administrator of a cardiac telemetry unit disagree on how much ti me
the head nurse should allot to various aspects of the role. Staff members on the unit c omplain
that the head nurse is unavailable for clinical concerns because of being off the u nit while
attending meetings. To facilitate the process of role transition, the head nurse sh ould:
Rely on his or her internal resources.
Attend a workshop on how to deal with difficult people.
Develop a relationship with a mentor who has overcome similar difficulties.
Schedule a series of meetings with staff and the administrator to clari
f y expectations.
ANS: D
During role transition it is important to clarify expectations to reduce or ameliorate role a
mbiguity and role strain. Finding out in advance what the explicit and implicit expectatio
n s are of the people with whom you are working, can facilitate a smoother role transition
by decreasing role ambiguity.
DIF: Cognitive Level: Apply REF: Pages 507-
508 TOP:
Nursing Process: Implementation
A nurse manager in one hospital is a mentee of a colleague who is a few years older and
has more experience in nursing management. The colleague works in another hospital, bu
t they meet for lunch once a w e e kN. InRt h eIse mGeetBin.gsCtheMy share their feelings about nursi
vb vb
vb UHSHN T
vb
ng management and their lives. They have decided to conduct a performance appraisal aft
er the nurse manager has been in the new role for 1 year. The function of a mentor that i
s missing in the relationship is:
Nonworkplace connection.
Role modelling.
Professional trajectory assessment.
Annual performance appraisal.
ANS: C
The example demonstrates nonworkplace connection on a weekly basis and role modellin
g . It does not indicate a professional trajectory assessment, which is part of the role of th
e mentor. Performance appraisals should be ongoing in the early stages of a mentor-
mentee relationship.
DIF: Cognitive Level: Analyze REF:
Page 514 TOP:
Nursing Process: Assessment
The new nurse manager feels torn by the expectations of staff, the demands of hospita
administrators, and family obligations. According to Hardy (1978), unrelieved role st
r ess and strain will lead to:
Frustration and anger.
Alienation of family and friends.
Low productivity and performance.
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Chapter 28: Role Transition
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The unit leader on an inpatient psychiatric unit of a large hospital has been in the positi
on for 3 months. The unit leader is frustrated by how little time is available to work w
ith patients and how few changes have been implemented in that time. The phase of r
ole transition being experienced is the role of:
Acceptance.
Negotiation.
Discrepancy.
Internalization.
ANS: C
Role discrepancy is an experience that includes a gap between what is expected and what i
s occurring and can lead to disillusionment, discomfort, and frustration. If the unit manag
er values the relationship and sees the differences between performance and expectations a
s correctable, then the manager is likely to stay in the role.
DIF: Cognitive Level: Understand REF:
Page 509 TOP:
Nursing Process: Assessment
An interviewee for a nurse manager position asks for a copy of the organizational ch
a rt. Organizational charts provide information about the role component of:
Expectations.
NURSINGTB.COM
Opportunities.
Responsibilities.
Lines of communication.
ANS: D
Organizational charts provide information about relationships and lines of communication
i n the organization.
DIF: Cognitive Level: Understand REF:
Page 507 TOP:
Nursing Process: Assessment
Sue, a newly graduated registered nurse, has been on the orthopedic unit for about 6 mont
hs and is reconciling discrepancies between what she thought her role was in relation to
peer performance appraisal and what it actually is. This is an example of role:
Discrepancy.
Ambiguity.
Integration.
Stabilization.
ANS: C
During role integration, individuals‘ perceptions about their roles are undergoing significa
n t adjustments, and they are reconciling discrepancies between what they understood the
r ole to be and what it is.
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
, NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
DIF: Cognitive Level: Understand REF:
Page 509 TOP:
Nursing Process: Assessment
The head nurse and the administrator of a cardiac telemetry unit disagree on how much ti me
the head nurse should allot to various aspects of the role. Staff members on the unit c omplain
that the head nurse is unavailable for clinical concerns because of being off the u nit while
attending meetings. To facilitate the process of role transition, the head nurse sh ould:
Rely on his or her internal resources.
Attend a workshop on how to deal with difficult people.
Develop a relationship with a mentor who has overcome similar difficulties.
Schedule a series of meetings with staff and the administrator to clari
f y expectations.
ANS: D
During role transition it is important to clarify expectations to reduce or ameliorate role a
mbiguity and role strain. Finding out in advance what the explicit and implicit expectatio
n s are of the people with whom you are working, can facilitate a smoother role transition
by decreasing role ambiguity.
DIF: Cognitive Level: Apply REF: Pages 507-
508 TOP:
Nursing Process: Implementation
A nurse manager in one hospital is a mentee of a colleague who is a few years older and
has more experience in nursing management. The colleague works in another hospital, bu
t they meet for lunch once a w e e kN. InRt h eIse mGeetBin.gsCtheMy share their feelings about nursi
vb vb
vb UHSHN T
vb
ng management and their lives. They have decided to conduct a performance appraisal aft
er the nurse manager has been in the new role for 1 year. The function of a mentor that i
s missing in the relationship is:
Nonworkplace connection.
Role modelling.
Professional trajectory assessment.
Annual performance appraisal.
ANS: C
The example demonstrates nonworkplace connection on a weekly basis and role modellin
g . It does not indicate a professional trajectory assessment, which is part of the role of th
e mentor. Performance appraisals should be ongoing in the early stages of a mentor-
mentee relationship.
DIF: Cognitive Level: Analyze REF:
Page 514 TOP:
Nursing Process: Assessment
The new nurse manager feels torn by the expectations of staff, the demands of hospita
administrators, and family obligations. According to Hardy (1978), unrelieved role st
r ess and strain will lead to:
Frustration and anger.
Alienation of family and friends.
Low productivity and performance.
