Week 9 Reading Quiz

A  must be earned.

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

C  is a designated role.

D  rarely is taken over by someone with less experience.

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

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

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

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

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

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

C  Lecture by a nurse practitioner

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

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

B  possible changes to other ICU environments.

C  certification for the ICU environment.

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

A  advantages of prompted voiding over incontinence products and catheterizations.

B  feasibility of the program with respect to unit design.

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  all of these

F  None of these

A  Organization of activities into manageable tasks

B  Motivation and communication

C  Establishment of goals and objectives

D  Analysis and interpretation of performance

A  fulfill your legal obligations as a departing employee.

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

C  first announce your intent to resign.

D  formally signal discontent in your current position.

A  Internal

B  External

C  Spiral

D  Entrepreneurial

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

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

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

D  The unit secretary who knows everyone’s business

A  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.

B  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.

C  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.

D  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.

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

B  translating a global document into realistic plans for nursing.

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

D  not expecting that novice leaders will have a vision.

A  overly managed and not well led.

B  overly led and overly managed.

C  poorly managed and well led.

D  well managed and well led.

A  volunteerism.

B  continuing education.

C  graduate courses.

D  certification.

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

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

A  lacks understanding of Kari’s leadership style.

B  knows how to “play the game.”

C  is fearful of losing her job.

D  is not intimidated by Kari’s leadership style.

A  lack of engagement by administration.

B  realities of current health care.

C  bureaucratic organization.

D  negative organizational culture.

A  coordinates care and allocates resources.

B  encourages shared decision making.

C  interprets healthcare trends and their impact on revenues.

D  models professional nursing behavior.

A  Determining accurately the direction of change in the institution

B  Teaching staff members how to self-manage themselves

C  Focusing on past concerns related to the mission

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

A  Spiral

B  External

C  Linear

D  Internal

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.

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

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

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

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

A  three

B  one

C  four

D  two

A  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.

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

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

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

A  Hiring a nurse researcher

B  Including research competencies in managers’ job descriptions

C  Subscribing to journals devoted to evidence-based nursing

D  Partnering with nurse researchers at a local university

A  Issuing reports on the adverse consequences of outdated practices

B  Attendance at a regional research conference

C  Formal classes in electronic search techniques

D  Establishing a journal club

A  Evidence-based practice replaces continuous quality improvement.

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

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

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

A  Formation of nursing-only implementation teams

B  Restriction of evidence to RCTs

C  Avoidance of partnership with experienced researchers

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

A  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.

B  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.

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

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

A  demonstrate interdependence.

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

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

D  depict flexibility and broadmindedness.

A  Develop the clinical question.

B  Appraise the evidence.

C  Integrate available evidence with unit expertise.

D  Identify the databases to be used.

A  Provides a vision for safety that is communicated.

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

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

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

A  Transactional

B  Transformational

C  Truthful

D  Trusting

A  Mentorship is important in developing innate skills of leaders.

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

C  Management can be taught; leadership depends on abilities.

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

A  Accept only studies that use a RCT design.

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  Select only studies with a large sample size.

A  budget development.

B  succession planning.

C  a manager’s role.

D  encouragement of staff utilization of technology.

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

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

A  different approaches to cooperation and collaboration.

B  differences in the managers’ expectations of their role.

C  shaping of the workplace behavior of employees.

D  recognition of institutional priorities.

A  followers.

B  leadership.

C  team leadership.

D  management.

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

B  2007 MN
2005 BScN

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

D  1979 RN Diploma
1985 BScN
2002 MN

A  be represented by a high number of Baby Boomers.

B  be unresponsive to her transactional leadership style.

C  want a leader rather than a manager.

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

A  Participatory decision making

B  Clear, open, trustful communication

C  Challenge and striving for excellence

D  Accountability and clarity of roles and responsibilities

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

B  respond quickly whenever a position becomes available.

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

D  have a listing of facts about your professional life.

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

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

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

D  reflect practice that is fiscally directed and sound.

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.

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

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

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

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

A  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.

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

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

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

A  Searching the literature for a systematic review

B  Providing the results of research studies to practitioners

C  Conducting an integrative review of the literature

D  Applying strategies that aid in adoption of research in practice

A  find your fit in positions and a career path.

B  maintain a professional status.

C  understand the role expectations of a position.

D  act in a manner that is legal and ethical.

A  You are pressured to do so by your supervisor.

B  Accepting a position outside of your established skill set may establish you organizationally as an innovative, adaptable leader.

C  You have limited knowledge of information technology and no real interest, but this will increase your knowledge.

D  The organization has no other suitable candidate for the position.