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Effective Leadership and Management in Nursing 9th Edition By Eleanor J. Sullivan 9780134153117 Chapter 1-28 Complete Guide . $17.99
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Effective Leadership and Management in Nursing 9th Edition By Eleanor J. Sullivan 9780134153117 Chapter 1-28 Complete Guide .
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Effective Leadership and Management in Nursing 9th Edition By Eleanor J. Sullivan 9780134153117 Chapter 1-28 Complete Guide .

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  • August 24, 2024
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  • effective leadership and management in nursing 9t
  • effective leadership and management in nursing
  • leadership and management in nursing
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  • Test Bank for Effective Leadership & Management in Nursing, 9th edition. All Chapters with Correct Answers
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Test Bank For Effective Leadership and Management in
Nursing 9th Edition By Eleanor J. Sullivan 9780134153117
Chapter 1-28 Complete Guide .
What is the primary reason a nurse manager would confront a nurse who has been reported for
violating infection control policy? - ANSWER: To encourage the correct behavior.

An employee has consistently violated policy and has not responded to coaching. The manager has
decided that discipline is required. What should the manager do first? - ANSWER: Make certain that
the information regarding policy violations is correct.

Which statement by the nurse manager is the best example of day-to-day coaching? - ANSWER: "Let
me show you a method I have found to be effective in making patient assignments." Coaching is a
mentoring relationship. It is a brief interaction.

A certified nurse's aide (CNA) has been reported to the nurse manager for refusing to perform hand
hygiene between clients when providing morning care. Which statement by the nurse manager would
be the most effective? - ANSWER: "Forgetting to perform hand hygiene between clients can spread
infection."

Coaching and discipline have failed and the nurse manager is faced with no alternative but to
terminate an employee. Which aspect of this situation requires the most careful planning? - ANSWER:
Accurately documenting all stages of the situation. Before termination there must be sufficient and
accurate documentation to support the termination.

A terminated employee files a grievance against the nurse manager. Which situations would benefit
the employee's claim? - ANSWER: 1. The terminated employee's last evaluation discusses problems
with performance, but no coaching is described.
2. In one note, the manager describes the employee as "petulant, immature, and uncaring."

It has been reported to the nurse manager that an employee is repeatedly parking in the
patient/visitor parking area. What action should the manager take? - ANSWER: Confront the
employee. When there is a policy violation, it is necessary to confront the employee. The steps of
confrontation are similar to those of coaching.

A nursing assistant has taken long lunch breaks for the last 2 days and today is 15 minutes late
returning from the cafeteria. What should the manager do? - ANSWER: 1. Meet with the assistant and
calmly say, "You have been late back from lunch for 3 days this week."
2. Anticipate that the assistant will give an explanation for the lateness.

A newly hired certified nurse's aide (CNA) has been 15 minutes late returning from mealtime 4 days
this week. The nurse manager coaches the employee and finds the CNA thought meal breaks were 45
minutes. What is the most appropriate response from the nurse manager? - ANSWER: Show the CNA
the break hours in the employee handbook. The first step is to determine whether the employee is
aware of the policy.

A manager has been informed by a reliable registered nurse that an assistant lied about bathing a
client. The manager calls the assistant into the office with a written warning. Why is this action
inappropriate? - ANSWER: The assistant should be allowed to discuss the matter. The manager should
investigate the matter and listen to the assistant's reasons for the registered nurse's complaint.

The nurse manager is concerned about the apparent lack of staff motivation to improve client care on
a unit. How should this manager use motivational theories to help improve this situation? - ANSWER:
Combine theories to develop a plan for this specific unit.

, There is substantial unrest among the staff of an intensive care unit that has resulted in negative
client outcomes. Which employee factors should the manager assess first? - ANSWER: Motivation and
ability to be effective in the job.

A registered nurse is dissatisfied with the wages and health benefits available in his current position
and decides to seek other employment. This employee's frustration is most linked to which
motivational theory? - ANSWER: Content theory: explain why a person behaves in a particular
manner, emphasizing the individual's needs or the rewards that satisfy those needs—in this case,
wages and health benefits.

In an attempt to decrease tardiness, a hospital gives employees an extra hour's pay for each wage
period that the employee has not been late for work. This incentive program is an example of which
theory? - ANSWER: Expectancy theory emphasizes the role of rewards to the employee in order to
increase a desired behavior.

The hospital has initiated a new fall risk assessment tool. The nurse manager would like to reward
those staff members who use the tool regularly. Which method of reinforcement would be most
successful in getting long-term compliance? - ANSWER: A coupon for a free lunch for staff members
who, according to a medical record review of nursing documentation, consistently use the tool
correctly.

The nursing administration has instituted a "horizontal promotion" system within the nursing
department. What benefit is this program to the staff nurse? - ANSWER: Horizontal promotion is a
reward for clinical excellence

A nurse manager is investigating the application of the principles of equity theory to rewarding staff.
Which options are rewards that the manager could influence? - ANSWER: 1. Job satisfaction.
2. Prestige.

The nurse manager has identified physical assessment skills lacking in a new registered nurse. Using
goal-setting theory, which statement by the manager would be the most effective in enhancing the
nurse's assessment skills? - ANSWER: "Plan to study one body system a week and demonstrate your
assessment skills to me every week."

An experienced nurse often answers less experienced nurses' questions about client care and teaches
hemodynamics during orientation to the unit. The nurse has also participated in research into
hemodynamic monitoring of ICU clients. Which clinical ladder designation does this nurse best
exemplify? - ANSWER: Clinical expert-The clinical expert combines teaching and research with
practice.

A nurse manager has planned orientation activities for a new registered nurse. The new nurse is
required to observe shift report and UAP delegation, take shift report and delegate UAP assignments
for a week. What is the rationale for making this orientation assignment? - ANSWER: The manager
should focus on those skills specific to the new nurse's role.

The newly licensed nurse is delighted to have been hired at a Magnet hospital and says, "They even
assigned me a mentor." What is erroneous about this statement? - ANSWER: Preceptors are assigned;
mentors choose protégés

The nurse has expressed job dissatisfaction to the unit manager. The manager assigns another staff
member as a coach for this nurse. What is the most important aspect of the coach's job? - ANSWER:
Conduct the relationship in a confidential manner.

The staff development nurse has elected to use coaching as a staff development technique. Which
situation is an example of this technique? - ANSWER: Pairing a nurse with conflict management
experience with an employee who has expressed dissatisfaction with the job

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