TEST BANK FOR LEADING AND MANAGING IN NURSING 8TH EDITION BY YODER WISE (CHAPTERS 1-30) COMPLETE GUIDE 2024-2025
Leading and Managing in Nursing, 8th Edition by Patricia S. Yoder-Wise, Susan Sportsman Chapter 1-25
Leading and Managing in Nursing, 8th Edition by Patricia S. Yoder-Wise, Susan Sportsman Chapter 1-25
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Test Bank For Leading and Managing in Nursing, 8th Edition
by Patricia S. Yoder-Wise, Susan Sportsman Chapter 1-25 |
9780323792066 | All Chapters with Answers and Rationals
The manager in the coronary care unit believes that the most important ethical considerations in
performance evaluations are that they include the employee's good qualities and that they give
positive direction for professional growth. This belief is an example of:
a. Justice.
b. Fidelity.
c. Beneficence.
d. Nonmaleficence. - ANSWER: ANS: D
Nonmaleficence refers to "doing no harm." For a nurse manager following this principle, performance
evaluation should emphasize an employee's good qualities and give positive direction for growth.
Destroying the employee's self-esteem and self-worth would be considered doing harm under this
principle.
A patient refuses a simple procedure that you believe is in the patient's best interest. The two ethical
principles that are directly in conflict in such a situation are:
a. Fidelity and justice.
b. Veracity and fidelity.
c. Autonomy and beneficence.
d. Paternalism and respect for others. - ANSWER: ANS: C
Autonomy refers to the freedom to make a choice (e.g., refuse a procedure), and beneficence to
doing good (performing a procedure that will benefit the patient).
A staff nurse in the area that you manage has excelled in the delivery of patient education. You are
considering implementing a new job description that would broaden her opportunity to teach
patients and orient new staff members to the value of patient education. The ethical principle that
you are most directly reinforcing is:
a. Justice.
b. Fidelity.
c. Paternalism.
d. Respect for others. - ANSWER: ANS: C
The principle of paternalism allows one person to make partial decisions for another and is most
frequently deemed to be a negative or undesirable principle. Paternalism, however, may be used to
assist persons to make decisions when they do not have sufficient data or expertise. Paternalism
becomes undesirable when the entire decision is taken away from the employee.
justice: treating all persons equally and fairly
fidelity: keeping one's promises or commitments,
respect for others: highest principle. respect for others acknowledges the right of individuals to make
decisions and to live by these decisions.
An individual in a wheelchair is applying for the position of receptionist in an outpatient clinic. The
nurse manager understands that the Americans with Disabilities Act of 1990 requires that employers:
a. Make reasonable accommodations for persons who are disabled.
b. Allow modified job expectations for persons recovering from alcoholism.
c. Hire disabled individuals before hiring other qualified, non-disabled persons.
d. Treat, for purposes of employment, homosexuals and bisexuals as disabled. - ANSWER: ANS: A
The purposes of the ADA are to eliminate discrimination against persons with disabilities and to
provide consistent, enforceable standards to address discrimination in the workplace.
,The Americans with Disabilities Act of 1990 provides protection to persons with disabilities and is the
most significant civil rights legislation since the Civil Rights Act of 1964. the purpose is to provide a
clear and comprehensive national mandate for the elimination of discrimination against individuals
with disabilities and to provide clear, strong, consistent, enforceable standards addressing
discrimination in the workplace.
A member of a patient's family calls the nurse manager of the palliative care unit to express concern
that a member of the family, who died on the weekend, had requested analgesics from the RNs on
duty. An RN came with the analgesic nearly 45 minutes later, just after the patient had died. The
manager is aware that the unit was especially busy that weekend because many patients were
seriously ill, staff had called in ill, and the staffing manager was unable to completely replace staff
who were absent. The manager is deeply troubled that the family member had to die in pain because
it violates what she knows should have been done. This manager is experiencing:
a. Compromised agency.
b. Moral distress.
c. Moral sensitivity.
d. Moral dilemma. - ANSWER: ANS: B
Moral distress is experienced when nurses cannot provide what they perceive to be best for a given
patient. Examples of moral distress include constraints caused by financial pressures, limited patient
care resources, disagreements among family members regarding patient interventions, and/or
limitations imposed by primary healthcare providers.
nurse managers can best assist nurses experiencing moral distress by remembering that such distress
may be lessened through adequate levels of knowledge regarding nursing ethics and its application,
acknowledging that such distress does occur and serving as an advocate for nurses.
One means of ensuring that nurses floated to other patient care areas in healthcare organizations are
qualified to work in those areas is:
a. Employing additional staff to assist with orientation processes.
b. Cross-educating staff members to other areas of the institution.
c. Transferring patients to units where the staffing pattern is optimal.
d. Orienting staff members to all patient care areas as part of their general orientation to the
institution. - ANSWER: ANS: B
Nurses should be floated to units as similar as possible to their own to decrease the potential for
liability. Negotiating cross-training, a proactive approach to temporary staffing problems, reduces the
potential for liability.
A staff nurse who was fired for reporting patient abuse to the appropriate state agency files a
whistleblower lawsuit against the former employer. Reasons that the court would use in upholding a
valid whistleblower suit claiming retaliation include that the nurse:
a. Had previously reported the complaint, in writing, to hospital administration.
b. Had threatened to give full details of the patient abuse to local media sources.
c. Was discharged after three unsuccessful attempts at progressive discipline had failed.
d. Had organized, before filing the complaint, a work stoppage action by fellow employees. - ANSWER:
ANS: A
An employer is unable to fire an employee who, in good faith, reports what is believed to be a
violation of a law, rule, or state or federal law.
the first exception is a public policy exception, this exception involves cases in which an employee is
discharged in direct conflict with established public policy. Under this exception, an employer may not
discharge an employee if it would violate the state's public policy doctrine or a state or federal
statute, some examples include discharging an employee for serving on a jury, reporting employer's
illegal actions (better known as whistle blowing, or the disclosure of information regarding
misconduct within a workplace that either is illegal or endangers the welfare of others) and filling a
workers' compensation claim. most states and the District of Columbia recognize public policy as an
exception to the at will rule.
What hack is this question???????
, To reduce the incidence of falls in a skilled nursing unit, the nurse manager contacts the risk manager.
Risk management is a process that attempts to identify potential hazards and:
a. Compensate for previous injuries.
b. Eliminate these risks before anyone else is harmed.
c. Supersede the need for staff members to file incident reports.
d. Discipline staff members who have been involved in previous incident reports. - ANSWER: ANS: B
Risk management involves taking proactive steps to identify and eliminate risks and liability.
In keeping with standards of The Joint Commission (TJC), the nurse manager organizes an orientation
for new staff members. As part of the orientation, the nurse manager reviews the employee
handbook. Employers may be bound to statements in the employee handbook:
a. Under the doctrine of apparent agency.
b. Under the doctrine of respondeat agency.
c. Based on the employee's or the employer's expectations.
d. Based on the theory that the handbook creates an explicit contract. - ANSWER: ANS: C
The handbook is an implied contract and frames the employment contract.
On your nursing unit, you employ LPNs, RNs, and advanced practice nurses. You will need to be
familiar with at least:
a. Two nursing practice acts.
b. Two nursing practice acts in most states.
c. At least one nursing practice act.
d. One nursing practice act and a medical act. - ANSWER: ANS: C
In all states, you will need to be familiar with at least one nursing practice act. In some states, there
may be two nursing practice acts if RNs and LPNs/LVNs come under different licensing boards.
To satisfy duty of care to a patient, a nurse manager is legally responsible for all of the following
except:
a. Notifying staff of changes to policies related to medication administration.
b. Scheduling and staffing to ensure safe care.
c. Delegating in accordance with practice acts.
d. Supervising the practice of the physician. - ANSWER: ANS: D
Legally, the nurse manager is accountable to nursing practice standards, standards for nurse
administrators, and hospital policies and procedures.
With regard to nursing practice, nurse managers are held responsible for (select all that apply):
a. Practicing within legal guidelines established under state law and nurse practice acts.
b. Ensuring that nursing staff under their supervision are currently licensed to practice.
c. Referring all errors in nursing judgment to state discipline boards.
d. Ensuring that physicians are properly licensed to provide care on patient care units. - ANSWER:
ANS: A, B
Nurses are responsible for knowing and practicing under state law and nurse practice acts. Managers
are responsible for monitoring staff practice and ensuring that staff hold current, valid licensure.
A colleague asks you to give her your password access so that she can view her partner's healthcare
record. This request violates the patient's right to:
a. Privacy.
b. Confidentiality.
c. Undue authorization of treatment.
d. Protection against slander. - ANSWER: ANS: A
Privacy refers to the right to protection against unreasonable and unwarranted interference with the
patient's solitude. Privacy standards limit how personal health information may be used or shared and
mandate safeguards for the protection of health information. Institutions can reduce potential liability
in this area by allowing access to patient data, either written or oral, only to those with a "need to
know." Persons with a need to know include physicians and nurses caring for the patient, technicians,
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