Week 9 Reading Quiz

Navigation » List of Schools » West Coast University » Nursing » Nursing 420 – Principles of Leadership and Management » Fall 2022 » Week 9 Reading Quiz

Need help with your exam preparation?

Existing Quiz Clients Login here

Below are the questions for the exam with the choices of answers:

Try The Exam

Question #1

A group of managers is meeting to discuss ideas related to the successful implementation of evidence-based practice on their units. Susan has been asked by the director of care to assume leadership of these discussion groups. After two such sessions, Susan expresses disappointment to her mentor that the group seems disinterested in her ideas and that they are listening to Ken, who has much less experience with leadership. In discussing this with Susan, the mentor understands that leadership:

A is more likely to be taken by someone who is more talkative.

B rarely is taken over by someone with less experience.

C is a designated role.

D must be earned.

Question #2

Electronic health records (EHRs) are being instituted at Pleasant Valley Hospital. Some of the staff on Unit 4 complain to the manager that acquiring the technologic skills required is too time consuming. They question its value in patient care. The manager responds that:

A the initiative is being driven by decision makers higher up in the hierarchy and there is no choice.

B the hospital is no longer able to find the space to accommodate paper record-keeping.

C the use of technology is inevitable in our technologically oriented society.

D EHRs will increase effectiveness of care by enhancing coordination and improving patient outcomes.

Question #3

Which of the following would be most effective in implementing the findings of a new clinical treatment for problems associated with bowel motility for the staff nurses?

A Education of unit opinion leaders regarding the evidence presented in the studies

B Workshop for surgical nurses that involves discussion of case studies and application of evidence

C Lecture by a nurse practitioner

D Discussion of the findings on the bulletin boards at the workstation

Question #4

Thomas has been a nurse in your ICU for 10 years. In facilitating Thomas’ professional development, the nurse manager would focus on:

A discussions about how Thomas can fit with role expectations and relationships.

B encouraging him to lead changes that leave long-term impacts after his retirement.

C certification for the ICU environment.

D possible changes to other ICU environments.

Question #5

A nurse manager introduces prompted voiding into nursing practice on a unit, which is supported by clinical guidelines based on evidence-based practice. The nurses on the unit resist implementation, indicating that the bathroom facilities are too far away for efficient implementation of the guidelines, and that resources are too few to accomplish the initial voiding observations. For the nurse manager in this situation, it is important to have further discussion with the staff regarding:

A feasibility of the program with respect to unit design.

B all of these

C compatibility of this intervention with the values of staff on the unit.

D usefulness of prompted voiding with the particular population of patients on the unit.

E None of these

F advantages of prompted voiding over incontinence products and catheterizations.

Question #6

In developing an orientation program, the hospital educator breaks essential organizational information down into chunks, which she develops as online modules. This is an application of which of Drucker’s functions of management?

A Organization of activities into manageable tasks

B Establishment of goals and objectives

C Analysis and interpretation of performance

D Motivation and communication

Question #7

A well-written letter of resignation is critical to:

A first announce your intent to resign.

B maintain a positive relationship with your former organization and colleagues.

C formally signal discontent in your current position.

D fulfill your legal obligations as a departing employee.

Question #8

A young male nurse began in nursing as a staff nurse at a hospital. After 3 years, he moved to a home healthcare agency for increase in pay and taking a position as a manager in the agency. What type of motivation does this exemplify in career success?

A Entrepreneurial

B Internal

C Spiral

D External

Question #9

The director of nursing has been observing staff interactions in a 20-bed coronary care unit. Based on her observations, which of the following staff members is an obvious leader?

A The unit secretary who knows everyone’s business

B The chief cardiologist who admits the largest number of patients and brings in more revenue than any other physician

C The chief nursing officer who is in charge and is responsible for nursing services

D The staff nurse who persuades other staff members to practice by making evidence-based decisions

Question #10

Which of the following nurses is MOST likely to inspire others to do their best?

A Clara has been the head nurse on Unit 3Y for years. She is quiet but enjoys patients and their families. She has not been to a conference in years because the unit is her entire life.

B Nancy, RN, is an individual who enjoys details and organization. She regularly leaves notes for the next shift about what has been done incorrectly or omitted.

C Karen is a team leader. She is extraordinarily vigilant about ensuring that everyone is treated fairly in assignments. She is also very conscientious about care and regularly checks up on what everyone is doing to ensure that it is done correctly.

D Jim, RN, has been involved in nursing for several years and is well liked by patients and families. He continually searches for new knowledge and skills, and his sense of humor and optimism are infectious.

Question #11

After a newly hired director of nursing has reviewed the hospital’s strategic plans, she develops a time line for achieving those plans. The new leader is:

A not expecting that novice leaders will have a vision.

B demonstrating mistrust of the abilities of her staff to implement the plans.

C translating a global document into realistic plans for nursing.

D instituting deadlines against which the performance of staff will be evaluated.

Question #12

The Sunny long-term care facility has experienced numerous difficulties with staff relationships, despite its success in maintaining financial viability and judicious use of resources. Staff members complain that the primary concerns of the facility include applying policy, saving money, and ensuring that lawsuits are avoided. There is little trust in, and involvement of, staff members. This facility may be:

A overly led and overly managed.

B well managed and well led.

C overly managed and not well led.

D poorly managed and well led.

Question #13

To enhance team leadership skills for your team leaders, you arrange opportunities for:

A volunteerism.

B continuing education.

C graduate courses.

D certification.

Question #14

The senior executive praises John for the positive patient evaluations that his unit has received. As an effective leader, John:

A points out the impact that the changes he has initiated have had on the unit.

B points out the contributions of his staff to the outcomes and shares the praise with his staff.

C thanks the senior executive for having confidence in him and celebrates by going out to a special restaurant.

D advises the senior executive that the mission statement and goals are important to him.

Question #15

Susan, a new graduate on the dialysis unit, appears to take Kari’s remarks very seriously and works even harder, often volunteering for extra assignments. She also is often in Kari’s office, advising of successes with her patients and of the extra effort that she is committing. This behavior suggests that Susan:

A lacks understanding of Kari’s leadership style.

B knows how to “play the game.”

C is not intimidated by Kari’s leadership style.

D is fearful of losing her job.

Question #16

A nurse manager in a hospital is deeply concerned that senior administration makes decisions about budgetary directions that affect staffing and other resources without sharing the rationale for changes or demonstrating concern as to how these changes may affect patients or staff. She says she does not feel respected and is emotionally tired as a result. This situation represents:

A bureaucratic organization.

B realities of current health care.

C negative organizational culture.

D lack of engagement by administration.

Question #17

The nurse manager plays a unique role in institutional management in that the nurse manager:

A encourages shared decision making.

B coordinates care and allocates resources.

C models professional nursing behavior.

D interprets healthcare trends and their impact on revenues.

Question #18

A nurse manager has worked to bring the staff to participate in and then accept changes in the unit’s mission, so that downsizing can be avoided. How is the nurse manager using change theory for this situation?

A Requiring all staff members to review and reinforce their technological skills

B Teaching staff members how to self-manage themselves

C Determining accurately the direction of change in the institution

D Focusing on past concerns related to the mission

Question #19

Before beginning her own nursing agency, a nurse worked with other temporary nursing agencies in nine states and multiple agencies. She had set a personal goal to start her own agency. What type of motivation does this exemplify in career success?

A Internal

B Spiral

C Linear

D External

Question #20

During an interview for a manager’s position, you find the supervisor and staff unfriendly. Responses to questions are met with vague responses. After the interview, you decide not to pursue the position. What follow-up, if any, is most appropriate?

A You should call and leave a voicemail, indicating your disinterest in the position.

B You should send a thank-you note to the interviewer, indicating appreciation for her time.

C You should file a complaint with human resources about the supervisor’s lack of interviewing skills.

D There is no need for you to do anything further. You likely will not be offered the position anyway.

Question #21

While interviewing for a nurse manager position, Ann is asked to give an example of a situation in which she demonstrated leadership. Which of the following examples exemplifies leadership?

A Through research and investigation of best practice and practice-based evidence, she proposed a change in the management of incontinence in older adult patients.

B She ensures that new policies related to parenteral infusions are implemented consistently within her team.

C She organizes the team and delegates responsibilities effectively in providing nursing care.

D When asked by her students about institutional policies, she readily and patiently interprets policies to facilitate quality care.

Question #22

A cover letter and a résumé together should be no longer than ________ page(s).

A four

B two

C one

D three

Question #23

As a nurse manager on a urology unit, you note that there has been a marked increase in medication errors on the unit. Which of the following actions would be consistent with the National Database of Nursing Quality Indicators (NDNQI) measures?

A Staff are consulted regarding improvements in interprofessional approaches to patient care.

B A recognition program is developed to acknowledge nurses who have provided safe and exemplary care utilizing skills in the staffing mix to optimize the delivery of patient care.

C Recent changes in staffing mixes are examined to determine if the timing of changes coincides with the increase in errors.

D Nursing staff are asked for input regarding the purchase of new medication carts.

Question #24

What is a strategy that can be used by a small community hospital with limited resources to develop an evidence-based nursing practice program?

A Partnering with nurse researchers at a local university

B Including research competencies in managers’ job descriptions

C Hiring a nurse researcher

D Subscribing to journals devoted to evidence-based nursing

Question #25

To help staff nurses adjust to using research in practice, what strategy would the nurse manager use?

A Attendance at a regional research conference

B Issuing reports on the adverse consequences of outdated practices

C Establishing a journal club

D Formal classes in electronic search techniques

Question #26

Which of the following is most accurate regarding evidence-based practice?

A EBP is generally recognized across disciplines and by policymakers as state-of-the-art clinical practice.

B Effective and efficient care can already be demonstrated, which means that EBP will soon become redundant.

C Evidence-based practice replaces continuous quality improvement.

D Evidence-based practice began with medicine and assists in determining which medical models can be applied in nursing practice.

Question #27

At an organizational level, which of the following strategies would assist in ensuring that EBP is incorporated into nursing care?

A Formation of nursing-only implementation teams

B Avoidance of partnership with experienced researchers

C Restriction of evidence to RCTs

D Formation of a network of individuals doing research and/or interested in research utilization

Question #28

Becky graduated 5 years ago and is keenly interested in pursuing leadership opportunities. She has been active in learning about leadership through workshops and Internet research and recently began a graduate degree program with a focus on nursing administration. She has excellent clinical skills and eagerly accepts responsibility for various projects on the unit. Her sarcastic and sometimes aggressive behavior tends to alienate other staff members on the unit. In coaching Becky, you:

A encourage her to continue her graduate courses, as information about strategies and technical aspects of the role will compensate for negative interactions.

B suggest that she reflect on situations in which she has had a positive influence and consider how her interactions contributed to the situation.

C ask staff members on the unit with whom she works to provide her feedback about ways in which her behavior irritates or turns them away.

D suggest that she not consider leadership roles because her interaction skills are more suited to roles in which she has limited opportunities to work with others.

Question #29

A nurse manager is experiencing considerable conflict among staff members because of weekend staffing coverage. During a called staff meeting, the nurse manager asks the disgruntled staff to meet as a group and determine the best staffing practices. In doing this, the nurse manager is using the concept of collaboration to:

A defuse the possibility that staff members will escalate their discontent when staffing the unit on weekends.

B depict flexibility and broadmindedness.

C focus all energies of staff members on a best possible strategy.

D demonstrate interdependence.

Question #30

The nurse manager wants to use evidence-based recommendations to prevent ventilator-associated pneumonia. What is the critical first step to effectively gather evidence for guiding practice?

A Integrate available evidence with unit expertise.

B Appraise the evidence.

C Develop the clinical question.

D Identify the databases to be used.

Question #31

Nancy is a staff nurse who works on a rehabilitation unit. Nancy tells you that the assistants are experiencing difficulty with the new lift and wonders what your thoughts are on organizing an in-service training. Nancy is exhibiting which trait of a follower?

A Assumes responsibility for identifying a safety concern and concedes authority for solution to you.

B Coordinates the development of knowledge and skills necessary to use the lift.

C Provides a vision for safety that is communicated.

D Thrives on taking risks in identifying the problem with safety.

Question #32

Kari, a head nurse on the dialysis unit, has been informed during budget planning meetings that budget cuts are likely. She discusses this at the next unit meeting and tells staff members that unless they do their jobs well, their positions may be terminated, and there will be no replacement. Kari is enacting which management style?

A Transactional

B Truthful

C Transformational

D Trusting

Question #33

The adage “leaders are born and not made” reflects which of the following ideas around leadership?

A Leadership is a natural skill that cannot be refined or developed.

B Management can be taught; leadership depends on abilities.

C Succession planning and formal education related to leadership are ineffective.

D Mentorship is important in developing innate skills of leaders.

Question #34

Which of the following is an effective approach in the appraisal of research studies?

A Select only studies with a large sample size.

B Evaluate the quality of the research against the standards for that type of research.

C When ranking research studies, choose RCTs over qualitative studies.

D Accept only studies that use a RCT design.

Question #35

As a nurse manager, you embrace the usefulness of resources such as Smart Bed. This behavior is important to:

A budget development.

B a manager’s role.

C succession planning.

D encouragement of staff utilization of technology.

Question #36

The primary difference between a résumé and a CV is that a résumé:

A includes a long and detailed explanation of academic and work experience.

B offers a detailed listing of positions held and where positions were held.

C provides contact information and focuses on your background, in general.

D reflects your skills, knowledge, and background in relation to a specific position.

Question #37

Nurses on Unit 17 complain that their manager frequently “checks up on them” and encourages little involvement in decision making and yet, during performance reviews, praises them for their outstanding performance. Nurses on Unit 18 indicate that their experience is different from that of nurses on Unit 17. The manager on Unit 18 encourages active involvement in decision making and provides authentic, growth-promoting feedback. The practices on Units 17 and 18 reflect.

A differences in the managers’ expectations of their role.

B different approaches to cooperation and collaboration.

C recognition of institutional priorities.

D shaping of the workplace behavior of employees.

Question #38

Budgeting and protection of revenues is a function of:

A leadership.

B followers.

C team leadership.

D management.

Question #39

On your curriculum vitae, which of the following is the recommended approach for listing employment and educational history information?

A 1997 Sturgeon County Hospital Head Nurse
2002 Sturgeon County Supervisor
2007 Sturgeon County Director

B 2007 MN
2005 BScN

C 2002 Mount Rush Health Center Staff Nurse
1997 Cedar Falls Clinic Staff Nurse
2007 Kilkarney Rehab Center Case Manager

D 1979 RN Diploma
1985 BScN
2002 MN

Question #40

The new head nurse on G Unit has been the subject of a great deal of discussion and complaining during breaks. She is a competent nurse of tremendous integrity with approximately 30 years’ experience. Her predominant method of problem solving and communication is through meetings, which can go over the allotted time. The staff may:

A be unresponsive to her transactional leadership style.

B be presenting different generational values and attitudes than the head nurse.

C want a leader rather than a manager.

D be represented by a high number of Baby Boomers.

Question #41

Which of the following is not important in a positive work environment, as defined by the AONE?

A Accountability and clarity of roles and responsibilities

B Challenge and striving for excellence

C Participatory decision making

D Clear, open, trustful communication

Question #42

A nurse is applying for a new position. This position is one in which she will serve as a liaison between a hospital and a school of nursing. The nurse must update her résumé to include her teaching experience. The goal of creating a curriculum vitae is to:

A have a listing of facts about your professional life.

B respond quickly whenever a position becomes available.

C provide potential employers with information about where you are in your career.

D be certain you can recall facts for a prospective position.

Question #43

The clinical guidelines for management of incontinence developed by the Registered Nurses Association of Ontario (RNAO):

A reflect practice that is fiscally directed and sound.

B reflect a compilation of information from a variety and range of sources related to incontinence.

C are intended to increase awareness of issues in incontinence management.

D articulate practice recommendations developed from synthesis and review of evidence.

Question #44

A unit manager recently graduated as a clinical nurse specialist with a focus in gerontology. She applied to take a certification exam. Certification is designed to recognize:

A continued competence as a registered nurse.

B special knowledge beyond basic licensure.

C advanced practice in functional roles.

D basic knowledge in a specified area.

Question #45

As a senior executive, you are keen to develop your hospital as a learning organization. Part of your purpose in translating this vision into practice is to:

A retain funding from third-party payers, maintain and/or improve quality of care, stay abreast of new knowledge and evidence.

B develop leaders, maintain and/or improve quality of care, stay abreast of new knowledge and evidence.

C develop leaders, maintain and/or improve quality of care, retain funding from third-party payers

D develop leaders, retain funding from third-party payers, stay abreast of new knowledge and evidence.

Question #46

John is interested in leadership positions within his nursing organization. Although he has been on the same unit for 10 years, he has attended two workshops during that time and has steadfastly refused opportunities to engage in leadership development opportunities or other learning offered as part of the hospital’s succession planning strategy. He says that he is interested in a leadership role primarily because it will give him a more stable work schedule and will enable him to spend more time with his family. In coaching John, it would be important to:

A affirm that his years of service and stability on the unit are the most important attributes for assumption of a leadership role.

B reinforce that his concern with maintaining balance outside work would be a key factor in selecting him for a leadership position.

C encourage him to seek out new experiences and learning that will complement his existing strengths derived from experience and his interest in work–life balance.

D encourage him to consider the financial rewards of the position, as well as the positive effect on his work schedule.

Question #47

The chief nursing officer at a local hospital seeking Magnet® status creates staff development classes concerning translation of research into practice (TRIP). What best describes TRIP?

A Applying strategies that aid in adoption of research in practice

B Conducting an integrative review of the literature

C Providing the results of research studies to practitioners

D Searching the literature for a systematic review

Question #48

Knowing your professional strengths is important to:

A understand the role expectations of a position.

B maintain a professional status.

C act in a manner that is legal and ethical.