(Test Bank) Leadership and Nursing Care Management

Huber, 6

Nursing

Test Bank

6th Edition

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Leadership and Nursing Care Management 6th Edition Huber Test Bank [Document subtitle] Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM Chapter 11: Workplace Diversity Huber: Leadership & Nursing Care Management, 6th Edition MULTIPLE CHOICE 1. Which of these statements are true about culture? a. Culture remains consistent. b. Individuals identify with one culture during their lifetime. c. Culture is complex. d. Culture excludes religion. ANS: C Culture is dynamic in nature, and individuals may identify with multiple cultures over the course of their lifetimes. There is a complex nature to culture, which has been defined and studied across many disciplines. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Physiological Integrity: Basic Care and Comfort 2. A client of Vietnamese background is admitted to the unit after a hysterectomy. She has an order for clear liquids. When her tray is brought to her, she refuses the lime Jell -O. Which response by the nurse is most appropriate? a. “I don’t blame you. I don’t like lime Jell-O either.” b. “Tell me about your cultural beliefs to best help you.” c. “Why don ’t you want to Neat tRhe lIimeGJelBl-O.?C” M d. “It is important for you to eUat sSo thNat yTou willOheal.” ANS: B The first step toward multicultural competence is to recognize one’s own prejudices and learn about other people’s differences. The problem is that many Americans are afraid to ask people about their culture because of the idea that “we don’t want to offend anyone.” The challenge with this thinking is that if nurses do not ask about people’s differences, then the only option is to make assumptions. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 3. Cultural diversity refers to the: a. variety of cultural or ethnic groups within a society. b. belief that one’s own culture is similar to another’s culture. c. realization that all people in a particular culture have the same beliefs. d. view that individuals living in a country should speak the native language. ANS: A Cultural diversity is defined by the Oxford Dictionary (“Cultural diversity,” 2016) as “The existence of a variety of cultural or ethnic groups within a society.” DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment Leadership and Nursing Care Management 6th Edition Huber Test Bank TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care NURSINGTB.COM U S N T O MSC: Client Needs: Safe and Effective Care Environment: Management of Care 4. Which of these is the fastest growing minority group in the United States? a. Asians b. Caucasians c. Blacks d. Hispanics ANS: D The U.S. Census Bureau (2014) estimates that minorities (anyone who is not a single -race non-Hispanic White) will be the majority in America by 2044 as a result of both immigration and growth rate. The nation’s racial and ethnic minority groups, especially Hispanics, are growing more rapidly than the non -Hispan ic White population, fueled by both immigration and births. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 5. Which of the following ethnic populations has seen the fastest growth? a. African Americans b. Iranians c. Hispanics d. Vietnamese ANS: C Results from the 2010 census show that racial and ethnic minorities accounted for 91.7% of the n ation’s g rowth since 200N0. MRosIt ofGthatBi.ncCreasMe, from 2000 to 2010 (56%), was due to Hispanics. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 6. Equity is the absence of avoidable differences among groups of people, whether those groups are defined socially, economically, demographically, or geographically. Which group formulated this definition? a. World Health Organization b. Affordable Care Act c. Centers for Disease Control d. Agency for Healthcare Research and Quality ANS: A According to the World Health Organization (2016), “Equity is the absence of avoidable or remediable differences among groups of people, whether those groups are defined socially, economically, demographically or geographically.” DIF: Cognitive Level: Remember (Knowledge) Leadership and Nursing Care Management 6th Edition Huber Test Bank TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care NURSINGTB.COM 7. Recognizing one’s own prejudices and learning about other people’s differences is the first step toward: a. cultural diversity. b. multicultural competence. c. social change. d. valuing. ANS: B To reduce cross -cultural miscommunications and improve patient satisfaction, the multicultural competence of health care practitioners needs to be improved. The first step toward multicultural competence is to recognize one’s own prejudices and learn about other people’s differences. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Planning MSC: Client Needs: Safe and Effective Care Environment: Management of Care 8. A nurse believes that she should provide optimal care to all clients, regardless of their cultural background. She is struggling with her emotions when caring for a client with a violent criminal background. What would be the best course of action for this nurse? a. Avoiding the client as much as possible but providing care b. Identifying her biases but providing care c. Requesting another patient assignment d. Taking sick days while the patient is hospitalized ANS: B The first step toward multicultural competence is to recognize one’s own prejudices and learn about other people’s differences. The problem is that many Americans are afraid to ask people about th eir culture because oNf tUheRiSdeIaNthGatT“Bw.e CdoOnM’t want to of fend anyone.” The challenge with this thinking is that if nurses do not ask about people’s differences, then the only option is to make assumptions. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 9. Which of the following supports successful workplace diversity? a. Being a “devil’s advocate” b. Holding tight to one’s cultural values c. Respect for differences d. Withholding judgment of others ANS: C To reduce cross -cultural miscommunications and improve patient satisfaction, the multicultural competence of health care practitioners needs to be improved. The first step toward multicultural competence is to recognize one’s own prejudices and learn about other people’s differences. DIF: Cognitive Level: Apply (Application) Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM 10. According to the National Healthcare Quality and Disparities Report, which group has worse access to health care in America, compared with Whites? a. Hispanics b. Asians c. Blacks d. American Indians ANS: A According to the 2014 National Healthcare Quality and Disparities Report (Agency for Healthcare Research and Quality [AHRQ], 2015), “Historically, Americans have experienced variable access to care based on race, ethnicity, socioeconomic status, age, sex, disability status, sex ual orientation, and residence location.” This study found that Blacks had worse access to health care than Whites for about half of measures of access, Hispanics had worse access to care than Whites for two -thirds of access measures, and Asians and Americ an Indians and Alaska Natives had worse access to care than Whites for about one -third of access measures. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 11. The variation among groups of people with respect to habits, values, preferences, beliefs, taboos, and rules for behavior determined to be appropriate for individual and societal interaction is known as: a. bias. b. diversity. c. culture d. stereotyping. ANS: B NURSINGTB.COM Culture refers to the variation among groups of people with respect to habits, values, preferences, beliefs, taboos, and rules for behavior determined to be appropriate for individual and societal interaction. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 12. What is the most modifiable factor in the provision of equitable health care? a. Availability of services b. Socioeconomic status c. Care that is responsive to cultural needs d. Education level ANS: C Health inequities are directly related to the existence of historical and current discrimination and social injustice, and one of the most modifiable factors is the lack of culturally and linguistically appropriate services, broadly defined as care and services that are respectful of and responsive to the cultural and linguistic needs of all individuals. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM MSC: Client Needs: Safe and Effective Care Environment: Management of Care 13. When nurses portray an attitude that their cultural group is superior to another, it is known as practicing the concept of cultural: a. diversity. b. egocentrism. c. ethnocentrism. d. prejudice. ANS: C Ethnocentrism is characterized or based on an attitude that one’s own cultural group is superior to another. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 14. A White nurse from the United States is assigned to care for a Vietnamese woman who speaks little English, had a baby 2 months ago, and is 1 day postoperative after fibroid removal. The nurse knows that traditional Vietnamese women will avoid drinking or eating “sour” foods such as lime Jell -O or other citrus types of liquids after surgery. She confirms her patient’s values and beliefs. The nurse is exhibiting characteristics of: a. cultural competence. b. ethnic sensitivity. c. stereotyping. d. nonjudgmental behavior. ANS: A NURSINGTB.COM To reduce cross -cultural miscommunications and improve patient satisfaction, the multicultural competence of health care practitioners needs to be improved. The first step toward multicultural competence is to recognize one’s own prejudices and learn about other people’s differences. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Planning MSC: Client Needs: Physiological Integrity: Basic Care and Comfort 15. This generational cohort currently dominates the U.S. workforce. They have grown up with little economic competition. Efficiency, teamwork, quality, and service have thrived under their leadership. This generational cohort is known as: a. baby boomers. b. Generation X. c. Internet Generation. d. Mature Generation. ANS: A The baby boomers, born between 1946 and 1964, currently dominate the U.S. workforce. They have grown up with little economic competition outside the United States. Efficiency, teamwork, quality, and service have thrived under their leadership. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM U S N T O 16. This generational cohort was the first generation of latchkey kids who had to be resourceful at an early age. They are skeptical of traditional practices and beliefs. They strive for a balanced life. This group is known as: a. baby boomers. b. Generation X. c. Internet Generation. d. Mature Generation. ANS: B Generation X members, born between 1965 and 1980, were the first generation of latchkey kids who had to be resourceful at an early age. They are skeptical of traditional practices and beliefs. They strive for a balanced life. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 17. A patient from the Philippines has been admitted to the ICU after a motor vehicle accident. The patient has a very large group of family and friends wanting to visit, hold vigils, and provide meals to the visitors and staff. This is an example of: a. inflexible attitude b. ambiguity c. ethnocentrism d. collectivism ANS: D Collectivism is a tigh tly knit NsocRietalIfraGmewBo.rkCwhMere people are integrated into coh esive and strong in-groups, often extended families, to look after them in exchange for unquestioning loyalty. Nurses from collectivist cultures tend to look to the team before taking action. The most collectivist culture on Hofstede’s scale is Guatemala at 6, China is 20, and the Philippines is 32. It’s not unusual with patients from collectivist cultures to have large groups of relatives and friends visit at the same time, which can create challenges for nursing staff to accommodate, especially in crowded shared rooms. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 18. Elimin ating can be accomplished through access to high -quality care, promoting patient -centered care and maintaining accurate data to monitor the quality of care provided. a. diversity b. cultural incompetence c. health disparities d. miscommunication ANS: C Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM Principles of eliminating racial and health disparities include providing insurance coverage and access to high -quality care, promoting a diverse health care workforce, delivering patient -centered care, maintaining accurate, complete race and ethnicity data to monitor disparities in care, and setting measurable goals for improvement of quality of care. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 19. Members of a generation who are linked through shared life experiences in their formative years are known as: a. baby boomers. b. generational markers. c. generation gaps. d. cohorts. ANS: D Generational groups are categorized into cohorts. These cohorts are members of a generation who are linked through shared life experiences in their formative years. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 20. A 17 -year-old ma le has presented to the emergency department with appendicitis. He speaks English, but his mother speaks Spanish. The mother needs to consent for the surgery since the patient is a minor. The doctor determines that the consent is not needed due to the emergent nature of the case. If the doctNorUpRroScIeeNdsGwTiBth.ouCt OobMtaining consent, he m ay face: a. cultural competence. b. linguistic competence. c. miscommunication concerns. d. liability claims. ANS: D The National Center for Cultural Competence (n.d.a) noted that health professionals who lack cultural and linguistic competency can be found liable under tort principles in several areas such as treatment in the absence of informed consent. In addition, providers may be presumed negligent if an individual is una ble to follow guidelines because they conflict with his or her beliefs and the provider neglected to identify and try to accommodate the beliefs. Additionally, if a provider proceeds with treatment or an intervention based on miscommunication due to poor quality language assistance, he or she and his or her organization may face increased civil liability exposure. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care MULTIPLE RESPONSE 1. Culturally competent organizations benefit from meeting the diverse health care needs of the population it serves. What are the social benefits to the organization? (Select all that apply. ) Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM a. Increases mutual respect. b. Increases community participation. c. Meets regulatory guidelines. d. Assists patient and families in their care. e. Increases cost savings. ANS: A, B, D Becoming culturally competent has social, health, and business benefits for health care organizations, according to a report from the Equity of Care initiative and the American Hospital Association’s Health Research & Educational Trust and Hospitals in Pursuit of Excellence. Becoming a Culturally Competent Health Care Organization (Health Research & Educati onal Trust, 2013) outlined 16 benefits of organizations’ ability to meet the health care needs of patients with diverse backgrounds, grouped into three broad categories of social, health, and business benefits. Social benefits include increases mutual resp ect and understanding between patient and organization, increases trust, promotes inclusion of all community members, increases community participation and involvement in health issues, assists patients and families in their care, and promotes patient and families responsibilities for health. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 2. When communicating health information with diverse populations, miscommunication and misunderstanding can lead to: ( Select all that apply. ) a. cultural competence. b. malpractice claims. c. informed consent. d. errors. e. increased cost. ANS: B, C, D, E NURSINGTB.COM The literature illustrates the vital role communication plays in avoiding cases of malpractice due to diagnostic and treatment errors. When communicating with culturally and linguistically diverse populations, the opportunity for miscommunication and misunderstanding increases, whic h subsequently increases the likelihood of errors. These errors, in turn, can cost millions of dollars in liability or malpractice claims. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 3. There are three major issues in cross -cultural communication. They are: ( Select all that apply. ) a. ambiguity. b. ethnocentrism. c. inflexible attitude. d. collectivism. e. negotiation. ANS: A, B, C Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM Research shows that there are three major issues in cross -cultural communication: ambiguity, inflexible attitude, and ethnocentrism. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 4. In order to make a positive contribution to care of patients, it is critical that nurses recognize which of the following aspects of culture? (Select all that apply. ) a. Culture of the clinician b. Culture of the patient and family c. Spiritual beliefs of the clinician d. Culture of co-workers e. Spiritual beliefs of the patient ANS: A, B, D In order to make a positive contribution to the effective treatment of patients, it is critical that nurses or clinicians first recognize that they are dealing with a multiplicity of cultures. They include the clinician’s own culture, the culture of the patient and patient’s family, the culture of co-workers, and the health care institution’s culture. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Proces s: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 5. Which of these are true regarding millennials in the work environment? (Select all that apply. ) a. They need clear definitions of outcomes. b. They thrive on deadlines.NURSINGTB.COM c. Most enjoy working on their own. d. They struggle with multitasking. e. They lack problem -solving skills. ANS: A, B, C Millennials have astonishing multitasking skills. They are problem solvers who grew up in a flourishing economy. Most enjoy the liberty of working on their own in a style that favors their work ethic. Millennials have learned that their presence is in demand. To thrive, they need clear definitions of outcomes, resources to do what needs to be done, and a deadline (Hendricks & Cope, 2013). DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Physiological Integrity: Reduction of Risk Potential 6. The nurse manager of a nursing unit is a White, female working with a high percentage of Middle Eastern nursing staff. Which of these statements are true about the communication and leadership style of a low-context culture? (Select all that apply. ) a. Rules are clear and tend to be followed. b. Low-context cultures require extensive, detailed explanations. c. Verbal communication is less explicit. d. Decisions are made in face-to-face conversations. e. Decisions are focused around tasks. Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM ANS: A, B, E From a global perspective, the cultural context of the Western world is low context. In places such as North America and Western Europe, the explicit verbal or written message carries the meaning. Low -context cultures require extensive detailed explanations, information, and contracts because they are making up for the context that may be mis sing in a given situation. Decisions are focused around tasks and activities that need to be accomplished. Rules are very clear and tend to be followed precisely. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care NURSINGTB.COM Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM Chapter 15: Group Management for Effective Outcomes Motacki: Nursing Delegation and Management of Patient Care, 2nd Edition MULTIPLE CHOICE 1. Active listening typically involves a. active participation and respect for the speaker. b. asking lots of questions. c. judging what is being said. d. agreeing with the speaker. ANS: A Active listening is allowing the speaker to express herself and the listener to listen with respect and without judgment. The other options are not an attribute of an active listening. DIF: Cognitive Level: Analysis REF: page 191 2. When a nurse manager leads a group meeting, which of the following guidelines should be practiced? a. Strictly adhere to agenda. b. Establish goals and objectives. c. Make the meeting seem friendly. d. Provide snacks. ANS: B Establishing goals and objectives is important in keeping the meeting focused. The other options are not a guide to maNnaUgRinSg IgrNouGpTmBe.etCinOgsM. DIF: Cognitive Level: Application REF: page 192 3. When a nurse manager leads a group meeting, which of the following guidelines should be practiced? a. Allow group to set agenda. b. Separate the group according to interests. c. Facilitate problem -solving. d. Coerce all members to interact. ANS: C Facilitating problem solving involves all members in an active way. The other options are not a guide to managing group meetings. DIF: Cognitive Level: Application REF: page 192 4. As a team leader, the charge nurse would incorporate which of the following into the meetings for greatest team input? a. Promote involvement of all members. b. Carefully use terms for problem solving. c. Coerce all members to participate. d. Use language with which the UAPs are unfamiliar. ANS: A Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM U S N T O Involving all members assists in the implementation of changes. The other options are not a guide for leading teams. DIF: Cognitive Level: Analysis REF: page 192 5. Attributes of effective teams include a. friendly interaction. b. respectful, consensus -building discussions. c. embarrassing and personal criticism. d. resentment toward other members. ANS: B Effective teams promote a respectful atmosphere for consensus building. The other options are not examples of an attribute of an effective team. DIF: Cognitive Level: Application REF: page 192 6. Attributes of ineffective teams include which of the following? a. Respectfully listening b. Consensus decision -making c. Leadership is owned by a few who make most of the decisions. d. Open discussion of disagreements ANS: C Ineffective teams have intimidating leaders who do not allow respectful, open consensus -driven decision -making. The other options are examples of an attribute of an effective team. N R I G B.C M DIF: Cognitive Level: Application REF: page 192 7. The challenges facing nurses today include which of the following? a. Stressed nurse managers b. Increased patient acuity c. Increased overtime d. Increased patient length of stay ANS: B Nurses must face increased patient acuity and workload. The other options are not sources for challenge. DIF: Cognitive Level: Application REF: page 161 8. Which of the following are included in the guidelines for valuable, effective acknowledgement of each member’s contribution to the team? a. Acknowledgments should be made privately to avoid embarrassing the person. b. Acknowledgments are best put into the minutes to be read at a later date. c. Acknowledgments are best made in public and recognized as sincere. d. Acknowledgments are not necessary; everyone recognizes what has been done. ANS: C Acknowledgments are most appreciated when sincere and made publicly for all to appreciate. The other options are not a good way to acknowledge a team member. Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM DIF: Cognitive Level: Application REF: page 194 9. What does it mean to create a legend in the organization? a. A legend is to deify a person for his or her extraordinary actions. b. A legend separates one member from another. c. A legend creates an impossible example to duplicate. d. A legend is a means of recognizing and rewarding a job well done. ANS: D A legend is a means of rewarding an employee. The other options are not a reason for creating a legend. DIF: Cognitive Level: Analysis REF: page 194 10. Unique attributes of nurse managers when supervising staff include which of the following? a. Evaluate each worker as a team member b. Provide guidance and role modeling c. Stimulate workers to carry a heavy patient load d. Encourage staff to learn a second language so they can become interpreters ANS: B Orienting, teaching, and guiding are ways of promoting best performance. The other options will not improve performance. DIF: Cognitive Level: Application REF: pages 195-196 11. When leading a team, a highNperRformIingGleaBde.r Cis seMen as which type of leader? a. A problem -solver U S N T O b. Someone who identifies individual personnel problems c. Someone who identifies the causes of problems d. A problem identifier ANS: A High performers are defined as problem solvers. The people in the other options are not high performers. DIF: Cognitive Level: Application REF: page 196 12. When leading a team, a middle performing leader is seen as having which abilities? a. Loyalty to institution b. Acts as role model c. Always positive with fellow nurses d. Safe in all aspects of work ANS: A Middle performers are typically loyal to the institution and committed to improvement performance. The people in the other options are not middle performers and have performance needs for improvement. DIF: Cognitive Level: Application REF: page 196 Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM 13. When leading a team, a low performing leader is seen as having which abilities? a. A problem solver b. Identifies cause when identifying problem c. Communicates well with staff d. Solves problems once identified ANS: B Low performers seek blame for problems. The other options are not characteristics of a low performer. DIF: Cognitive Level: Application REF: page 196 14. Which of the following techniques should the manager use when talking with the low-performing employee? a. Reassure him that this conversation is not reflected in his evaluation. b. Compare her performance to that of the high-performer. c. Describe the observations and be sure he knows the consequences. d. Allow no explanations for her actions since she is so good at citing blame. ANS: C Accurate descriptions and consequences must be included in the conversation. The other options do not present a way of conversing with the low performer. DIF: Cognitive Level: Application REF: page 196 15. Guidelines for performance ratings should meet what criteria? a. Patient satisfaction comments b. Quantity of care c. Mastery of skills d. Behavioral expectations ANS: D NURSINGTB.COM Behavioral expectations are the primary evaluation component. The other options do not include evaluation components. DIF: Cognitive Level: Application REF: page 196 16. Peer reviews are frequently included in the overall employee performance appraisal. What values are attributed to the peer review? a. The nurse has the ability to evaluate based on personal knowledge of the employee's performance. b. Friendships can interfere with peer appraisals. c. Selection of peers for appraisals can be biased. d. Frequency of shared work may influence evaluation by peer. ANS: A When asked to submit peer evaluations, they should be selected on the basis of time actually shared in the work day/week. The other options are not an attribute of the peer evaluation method of appraisal. DIF: Cognitive Level: Analysis REF: page 197 Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM U S N T O 17. Team players show many positive characteristics. Which of the following characteristics should be expected of a good team player when asked to participate in a continuing education class for the unit? a. “Sure, but my schedule is full right now.” b. “I did this last time. Let’s give someone else a chance.” c. “Sure, I will need to make some changes to my schedule.” d. “Sure. How about next month?” ANS: C Good team players adapt to the needs of the team to accomplish their goal. The other options are not characteristics of team players. DIF: Cognitive Level: Analysis REF: page 194 18. Which statement would one expect to hear at a team meeting in which members work cohesively? a. “Who has ideas about this?” b. “I think we have a solution.” c. “We are running out of time to discuss this today.” d. “We only want to hear positive ideas.” ANS: A Asking for solutions to problems is a productive characteristic of team building. The other options are destructive to team building. DIF: Cognitive Level: Analysis REF: pages 194-195 19. When organizing a g roup meNetinRg, wIhatGis aBn.imCpoMrtant consid eration? a. Arranging the time of the meeting to be most convenient to leaders b. Seating according to seniority c. Starting and ending on time d. Addressing only the high performers ANS: C An organized meeting must have a specific start and end time and they must be adhered to. The other options are not productive for team meetings. DIF: Cognitive Level: Analysis REF: page 191 MULTIPLE RESPONSE 1. Teams are groups who must work cooperatively to achieve a goal. Which of the following would be considered part of a team on a typical nursing unit? (Select all that apply. ) a. Staff nurse b. UAP c. Case manager d. Pharmacist e. Unit secretary f. Admission clerk ANS: A, B, C, D, E Nursing Delegation and Management of Patient Care 2nd Edition Motac ki Test Bank NURSINGTB.COM Options A, B, C, D, and E are employees who make up a group or team caring for the same patient in one way or another. The admission clerk is usually not involved in the care of the patient. DIF: Cognitive Level: Analysis REF: page 195 2. Which of the following are some of the qualities found in a team player? (Select all that apply. ) a. Competence b. Dependability c. Enthusiasm d. Being on time e. Being friendly ANS: A, B, C A good team player would possess the qualities in options A, B, and C. Options D and E are not necessarily qualities found only in team players. DIF: Cognitive Level: Application REF: page 194 3. Smoothly functioning teams should possess which characteristics? (Select all that apply. ) a. Everyone is on time for meetings. b. There is mutual trust. c. There is a sense of identity with the team. d. Everyone has the same objectives. e. The team works well together. ANS: A, B, C, E NURSINGTB.COM Well -functioning teams should possess the qualities in options A, B, C, and E. Having the same objectives is not a characteristic of well -functioning teams. DIF: Cognitive Level: Application REF: pages 191-192 4. Which of the following should be used to evaluate the staff’s performance when deciding high, middle, or low? (Select all that apply. ) a. Never late b. Teamwork c. Communication d. Knowledge and competence e. Responsive to constructive criticism. ANS: B, C, D Options B, C, and D are areas for evaluation of work performance. Options A and E are not areas for evaluation. DIF: Cognitive Level: Analysis REF: page 197 Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM Chapter 10: Power and Conflict Huber: Leadership & Nursing Care Management, 6th Edition MULTIPLE CHOICE 1. A nurse on a medical -surgical floor has been asked to join a research committee. She agrees to this request because of her great admiration for the vice president of nursing. This is an example of dimension of power. a. dependence b. relational c. subversive d. tactical ANS: B Relational dimension of power is a property of a social relationship. Many classic definitions indicate that power has to do with relationships between two or more actors in which the behavior of one is affected by the other. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 2. A staff nurse frequently is providing positive comments to get the manager in a good mood before asking about additional vacation time. This influence tactic is known as: a. consultation. b. ingratiation. c. inspiration appeals. d. rational persuasion. ANS: B NURSINGTB.COM Ingratiation occurs when the agent uses praise, flattery, friendly behavior, or helpful behavior to get the target in a good mood or to think favorably of him or her before asking for something. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client N eeds: Safe and Effective Care Environment: Management of Care 3. Management offers a day of pampering at a spa if nurses agree to work 3 out of 4 weekends over the summer. This type of power is known as: a. coercive. b. expert. c. legitimate. d. reward. ANS: D French and Raven’s five sources of power (1959) include reward, coercive, expert, referent, and legitimate. When reward power is used, most people comply because of the positive benefits of doing so. DIF: Cognitive Level: Understand (Comprehension) Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM U S N T O TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 4. The nursing supervisor informs the staff that if they refuse to stay on the nursing unit and work an additional 8 -hour shift, they will be reported to the state for patient abandonment. This type of power is known as: a. coercive. b. expert. c. legitimate. d. reward. ANS: A French and Raven’s five sources of power (1959) include reward, coercive, expert, referent, and legitimate. When coercive power is used, an individual reacts to the fear of the negative consequences that might occur for failure to comply. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 5. Subunit power is derived from: a. being independent within the organization. b. providing resources on which the organization most depends. c. supplying multiple cross -trainable functions within the organization. d. voicing unique opinions and values within the organization. ANS: B Subunit pow er is derived fromN pRroviIdingGresBo.urCcesMon whi ch the o rganization most dep ends. Subunit power also is derived from dependence, coping with uncertainty, being irreplaceable, having the ability to affect the decision process, and having shared consensus within the organizational subunit. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 6. A nursing manager is leading a recruitment and retention committee. She manages in a laissez -faire style. Her co -leader is a staff nurse who is very detail oriented. The nurse manager usually leads the meetings. During the meeting, the staff nurse frequently needs to interject information that has not been presented. She also creates the agenda and communicates information with other team members. This scenario depicts which type of conflict? a. Competitive b. Disruptive c. Organizational d. Task ANS: D Task conflict is an awareness of differences in viewpoints and opinions pertaining to a group task. DIF: Cognitive Level: Apply (Application) Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM U S N T O TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 7. A hospital nurse manager is involved in conflict management between two staff members. The process of collaborating occurs when: a. one person seeks to satisfy his/her own interests. b. both sides strive to meet the interests of both parties. c. a person chooses to withdraw from conflict. d. one party seeks to appease the other. ANS: B Collaborating ensues when the parties to conflict each desire to fully satisfy the concerns of all parties. The intention is to solve the problem by clarifying differences rather than by accommoda ting. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 8. Nurses derive much of their power from being: a. authority figures in emergent situations. b. central to the delivery of health care services. c. organized through public associations. d. the care coordinator of the health care team. ANS: B Professional nurses have a high degree of centrality within health care organizations. They are critical to the operation of moNst hRealIth cGare oBr.gaCnizaMtions, and without nurs es, many h ealth care facilities would not be able to offer services. Nursing maintains power by being central to the actual delivery of health care services, which is the core business function. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 9. A well -known talk show host presents information to a congressional committee to garner support for cancer research. This type of power refers to power. a. coercive b. expert c. legitimate d. referent ANS: D Referent power is based on admiration for a person who has desirable resources or personal traits. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 10. is an influence tactic where another person is given praise or sympathy in an effort to make the other person feel important. Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM a. Assertiven ess b. Ingratiation c. Rationality d. Upward appeal ANS: B Ingratiation means trying to make the other person feel important —giving praise or sympathizing. Ingratiation is attempting to advance oneself by trying to make another person feel important. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 11. Subunit or power refers to relationships across departments. a. vertical b. organizational c. horizontal d. exertional ANS: C Subunit or horizontal power pertains to relationships across departments. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 12. A disagreement or dif ferenceNs beRtweIen tGhe mBe.mCberMs of two or more groups over authority, territory, and resourc es is calleUd S NcoTnflict. O a. intragroup b. intergroup c. interpersonal d. intrapersonal ANS: B Intergroup conflict refers to disagreements or differences between the members of two or more groups or their representatives over authority, territory, and resources. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 13. is a personal quality that is admired in the person with referent power. a. Problem solving b. Authority c. Knowledge d. Coercive power ANS: A Referent power comes from the affinity other people have for someone. They admire the personal qualities, the problem -solving ability, the style, or the dedication the person brings to the work. Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 14. A common source of conflict in nursing occurs when the nurse wants to perform patient teaching or counseling, but there are competing priorities and the nurse has inadequate time to spend with the patient. This type of conflict is related to: a. interpersonal conflict . b. intergroup conflict. c. intrapersonal conflict. d. intragroup conflict. ANS: C Intrapersonal conflict means discord, tension, or stress inside —or internal to —an individual that results from unmet needs, expectations, or goals. It often is manifested as a conflict over two competing roles. A nursing example occurs when the nurse determines that a patient needs teaching or counseling, but the organization’s assignment system is set up in a way that does not provide an adequate amount of time. When other prio rities compete, an internal or intrapersonal conflict of roles exists. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care MULTIPLE RESPONSE 1. Nurses must use which of theNseUtRoSfaIciNliGtatTeBch.aCngOeMin he alth care organizations? (Select all that apply .) a. Actualization b. Authorization c. Influence d. Ratification e. Power ANS: C, E As the largest health care profession, nursing must use power and influence as a legitimate tool to facilitate change in health care organizations and the health care system. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 2. What are the consequences or outcomes of nurse empowerment? ( Select all that apply .) a. Increased compensation and benefits b. Decreased burnout c. Decreased job strain d. Increased job satisfaction and work effectiveness e. Increased trust in the workplace ANS: B, C, D Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM Rao (2012) summarized the consequences or outcomes of nurse empowerment as (1) the potential for improved nurse and patient outcomes, (2) decreased burnout, (3) decreased job strain, (4) increased trust in the workplace, and (5) increased job satisfaction and work effectiveness. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 3. The Robert Wood Johnson Foundation (RWJF) and the Institute of Medicine have assessed progress made on recommendations for the future of nursing. What are the recommendations for nurses? (Select all that apply .) a. Remove barriers to practice and care. b. Maintain current leadership roles. c. Promote diversity. d. Transform education. e. Improve data. ANS: A, D, E In 2014 the Robert Wood Johnson Foundation asked the Institute of Medicine (IOM, now called the National Academies of Sciences, Engineering, and Medicine, Health and Medicine Division) to convene a committee to assess progress made on implementing the recommendations of The Future of Nursing (IOM, 2010) and identify areas that should be emphasized over the next 5 years. This report outlines specific areas to accelerate implementation of the IOM recommendations for nurses: (1) removing barriers to practice and care, (2) transforming education, (3) collaborating and leading, (4) promoting diversity, and (5) improving data. NURSINGTB.COM DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 4. Which of the following are the formal dimensions of power? (Select all that apply .) a. Social aspect b. Relational aspect c. Dependence aspect d. Independent aspect e. Sanctioning aspect ANS: B, C, E The three formal dimensions of power are the relational, dependence, and sanctioning aspects of power. The relational aspect of power suggests that power is a property of a social relationship. The depend ency aspect of power suggests that power resides implicitly in the other’s dependency. The sanctioning aspect of power is the active component of the power relationship, referring to the direct manipulations of the other’s outcomes. DIF: Cognitive Level: Remember (Knowledge) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM 5. Empowerment for nurses may consist of three components. Which three of the following components may help nurses become empowered to use their power for better patient care? (Select all that apply .) a. A state in which a nurse has assumed control over his or her own practice b. A social relationship between two or more people c. A workplace that promotes opportunities for growth d. A nurse’s sense of meaning as expressed in values and work role e. Interdependence of personnel ANS: A, C, D Nurse empowerment was defined as a state in which an individual nurse has assumed control over his or her practice, enabling him or her to successfully fulfill professional nursing responsibilities within an organization. Organizational antecedents to nurse empowerment include the “opportunities for mobility and growth and access to resources, support, and information provided within the nurse’s work environment.” The organizational and individual antecedents lead to psychological empowerment, including a nurse’s sense of meaning as expressed in values and work role. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 6. What are the two major content dimensions of power? ( Select all that apply .) a. Influence b. Integrity c. Authority d. Dominance e. Control ANS: A, C NURSINGTB.COM Authority and influence are two major content dimensions of power. Influence, dominance, and control may occur in separate dimensions. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 7. Which of the following statements accurately describe the varying mechanisms of power? (Select all that apply .) a. Connection power is based on the perception that the influencer has access to powerful people or groups. b. Legitimate power is based on fear. c. Expert power results from expertise, special skill, or knowledge. d. Information power refers to skill in making rational appeals. e. Referent power is based on admiration for a person. ANS: A, C, E Connection power is based on another’s perception that the influencer has access to powerful people or groups. Expert power results from expertise, special skill, or knowledge. Referent power is based on admiration for a person. DIF: Cognitive Level: Reme mber (Knowledge) Leadership and Nursing Care Management 6th Edition Huber Test Bank NURSINGTB.COM TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 8. Which of the following statements describe structural determinants of power within an organization? ( Select all that apply .) a. Power is derived from independence. b. Power is derived from providing resources. c. Power is derived from certainty. d. Power is derived from being irreplaceable. e. Power is derived from the ability to affect the decision process. ANS: B, D, E The following are structural determinants of power within organizations: Power is derived from dependence; power is derived from providing resources; power is derived from coping with uncertainty; power is derived from being irreplaceable; power is derived from the ability to affect the decision process; and power is derived if there is a shared consensus within the organizational subunit. DIF: Cognitive Level: Understand (Comprehension) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 9. Organizational change is associated with both direct and indirect costs for which leaders must be prepared. Which of the following are examples of indirect costs associated with conflict? (Select all that apply .) a. Loss of team morale b. Disrupted communication c. Disability or stress claimNs URSINGTB.COM d. Decreased management productivity related to time spent resolving conflict e. Loss of motivation for achieving team goals ANS: A, B, E Dysfunctional outcomes of conflict include development of discontent, reduced group effectiveness, disrupted communication, reduced group cohesiveness, and infighting among group members, which then overrides the focus on group goals. DIF: Cognitive Level: Apply (Application) TOP: Nursing Process: Assessment MSC: Client Needs: Safe and Effective Care Environment: Management of Care 10. The main effects of conflict are individual effects, interpersonal relationships, and organizational effects. What are some of the positive effects of conflict within a n organization? ( Select all that apply .) a. Absenteeism b. Team cohesiveness c. Disrupted communication d. Stimulation of creativity and innovation e. Improved quality of decisions ANS: B, D, E Positive outcomes of conflict include stronger relationships and team cohesiveness, stimulation of creativity and innovation, and improved quality of decisions.