COMPLETE TEST BANK:
Yoder-Wise's Leading and Managing in Canadian Nursing 2nd
Edition
by Janice Waddell RN MA PhD Latest Update.
Yoder-Wise's Leading and Managing in Canadian Nursing 2nd Edition
by Janice Waddell RN MA PhD
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
Chapter 01: Leading, Managing, And Following
Yoder-Wise: Leading And Managing In Nursing, 7th Edition
Multiple Choice
1. A Nurse Manager Of A 20-Bed Medical Unit Finds That 80% Of The Patients Are Older
Adults. She Is Asked To Assess And Adapt The Unit To Better Meet The Unique Needs Of
The Older Adult Patient. Using Complexity Principles, What Would Be The Best Approach
To Take For Implementation Of This Change?
a. Leverage The Hierarchical Management Position To Get Unit Staff
Involved In Assessment And Planning.
b. Engage Involved Staff At All Levels In The Decision-Making Process.
c. Focus The Assessment On The Unit And Omit The Hospital And
Community Environment.
d. Hire A Geriatric Specialist To Oversee And Control The Project.
Ans: B
Complexity Theory Suggests That Systems Interact And Adapt And That Decision Making
Occurs Throughout The Systems, As Opposed To Being Held In A Hierarchy. In
Complexity Theory, Every Voice Counts, And Therefore, All Levels Of Staff Would Be
Involved In Decision Making.
Top: Aone Competency: Communication And Relationship-Building
2. A Unit Manager Of A 25-Bed Medical/Surgical Area Receives A Phone Call From A Nurse
Who Has Called In Sick Five Times In The Past Month. He Tells The Manager That He
Very Much Wants To Come To Work When Scheduled But Must Often Care For His Wife,
Who Is Undergoing Treatment
N R I G B.C M
For Breast Cancer. According T oum ass l o w
n’ s Tneed Hio
erarchy Theory, What Would Be The Best
Approach To Satisfying The Needs Of This Nurse, Other Staff, And Patients?
a. Line Up Agency Nurses Who Can Be Called In To Work On Short Notice.
b. Place The Nurse On Unpaid Leave For The Remainder Of His Wife’s Treatment.
c. Sympathize With The Nurse’s Dilemma And Let The Charge Nurse Know That
This Nurse May Be Calling In Frequently In The Future.
d. Work With The Nurse, Staffing Office, And Other Nurses To Arrange His
Scheduled Days Off Around His Wife’s Treatments.
Ans: D
Placing The Nurse On Unpaid Leave May Threaten The Nurse’s Capacity To Meet
Physiologic Needs And Demotivate The Nurse. Unsatisfactory Coverage Of Shifts On Short
Notice Could Affect Patient Care And Threaten The Needs Of Staff To Feel Competent.
Arranging The Schedule Around
The Wife’s Needs Meets The Needs Of The Staff And Of Patients While Satisfying The
Nurse’s Need For Affiliation.
Top: Aone Competency: Communication And Relationship-Building
3. A Grievance Brought By A Staff Nurse Against The Unit Manager Requires Mediation. At
The First Mediation Session, The Staff Nurse Repeatedly Calls The Unit Manager’s Actions
Unfair, And The Unit Manager Continues To Reiterate The Reasons For The Actions. What
Would Be The Best Course Of Action At This Time?
a. Send The Two Disputants Away To Reach Their Own Resolution.
b. Involve Another Staff Nurse In The Discussion For Clarity Issues.
NURSINGTB.COM
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
c. Ask Each Party To Examine Their Own Motives And Issues In The Conflict.
d. Continue To Listen As The Parties Repeat Their Thoughts And Feelings
About The Conflict.
Ans: C
For Resolution Of Conflict, One Should Address The Interests And Involvement Of
Participants In The Conflict By Examining The Real Issues Of All Parties.
Top: Aone Competency: Communication And Relationship-Building
4. At A Second Negotiation Session, The Unit Manager And Staff Nurse Are Unable To
Reach A Resolution. What Is The Appropriate Next Step?
a. Arrange Another Meeting In A Week’s Time So As To Allow A Cooling-Off Period.
b. Elevate The Next Negation Session To The Next Manager, One Level Above.
c. Insist That Participants Continue To Talk Until A Resolution Has Been Reached.
d. Back The Unit Manager’s Actions And End The Dispute.
Ans: B
Part Of Leadership Is Understanding Conflict Resolution And Ability To Negotiate And
Manage For Resolution Of Issues And Concerns. This Situation Has Failed A Second
Negotiation Session, Elevation To A Manager With Additional Training To Facilitate
Conflict Resolution Is Important At This Point.
Top: Aone Competency: Communication And Relationship-Building
5. The Manager Of A Surgical Area Has A Vision For The Future That Requires The Addition
Of Rn Assistants Or Unlicensed Persons To Feed, Bathe, And Ambulate Patients. The Rns
On The Staff Have Always Practiced In A P rn
i m ar
ry Niursigng-B
de.Lic
verymsystem And Are
U S N T O
Very Resistant To This Idea.
What Would Be The Best Initial Strategy For Implementation Of This Change?
a. Exploring The Values And Feelings Of The Rn Group In Relationship To This Change
b. Leaving The Rns Alone For A Time So They Can Think About The Change
Before It Is Implemented
c. Dropping The Idea And Trying For The Change In A Year Or So When
Some Of The Present Rns Have Retired
d. Hiring The Assistants And Allowing The Rns To See What Good Additions They Are
Ans: A
Influencing Others Requires Emotional Intelligence In Domains Such As Empathy, Handling
Relationships, Deepening Self-Awareness In Self And Others, Motivating Others, And
Managing Emotions. Motivating Others Recognizes That Values Are Powerful Forces That
Influence Acceptance Of Change. Leaving The Rns Alone For A Period Of Time Before
Implementation Does Not Provide Opportunity To Explore Different Perspectives And
Values. Avoiding Discussion Until The Team Changes May Not Promote Adoption Of The
Change Until There Is Opportunity To Explore Perspectives And Values Related To The
Change. Hiring Of The Assistants Demonstrates Lack Of Empathy For The Perspectives Of
The Rn Staff.
Top: Aone Competency: Knowledge Of The Health Care Environment
NURSINGTB.COM
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
6. As The Rn Charge Nurse On The Night Shift In A Small Long-Term Care Facility, You’ve
Found That There Is Little Turnover Among Your Lpn And Nursing Assistant (Na) Staff
Members, But They Are Not Very Motivated To Go Beyond Their Job Descriptions In Their
Work. Which Of The Following Strategies Might Motivate The Staff And Lead To Greater
Job Satisfaction?
a. Ask The Director Of Nursing To Offer Higher Wages And Bonuses For Extra
Work For The Night Lpns And Nas.
b. Allow The Lpns And Nas Greater Decision-Making Power Within The Scope Of
Their Positions In The Institution.
c. Hire Additional Staff So That There Are More Staff Available For Enhanced
Care, And Individual Workloads Are Lessened.
d. Ask The Director Of Nursing To Increase Job Security For Night Staff By
Having Them Sign Contracts That Guarantee Work.
Ans: B
Hygiene Factors Such As Salary, Working Conditions, And Security Are Consistent With
Herzberg’s Two-Factor Theory Of Motivation; Meeting These Needs Avoids Job
Dissatisfaction. Motivator Factors Such As Recognition And Satisfaction With Work Promote
A Satisfying And Enriched Work Environment. Transformational Leaders Use Motivator
Factors Liberally To Inspire Work Performance And Increase Job Satisfaction.
Top: Aone Competency: Communication And Relationship-Building
7. The Nurse Manager Wants To Increase Motivation By Providing Motivating Factors For The
Nurse On The Unit. What Action Would Be Appropriate To Motivate The Staff?
a. Collaborate With The Human Resource/Personnel Department To Develop
On-Site Daycare Services.
b. Provide A Hierarchical Org ani zati onal str uc Tu re.
n r i g b. c M
c. Implement A Model Of Sharu ed Gsoven rn antce. O
d. Promote The Development Of A Flexible Benefits Package.
Ans: C
Complexity Theory Suggests That Systems Interact And Adapt And That Decision Making
Occurs Throughout Systems, As Opposed To Being Held In A Hierarchy. In Complexity
Theory, Every Voice Counts, And Therefore All Levels Of Staff Would Be Involved In
Decision Making. This Principle Is The Foundation Of Shared Governance.
Top: Aone Competency: Communication And Relationship-Building
8. A Charge Nurse On A Busy 40-Bed Medical/Surgical Unit Is Approached By A Family
Member Who Begins To Complain Loudly About The Quality Of Care His Mother Is
Receiving. His Behavior Is So Disruptive That It Is Overheard By Staff, Physicians, And
Other Visitors. The Family Member Leaves The Unit Abruptly, And The Nurse Is Left
Feeling Frustrated. Which Behavior By The Charge Nurse Best Illustrates Refined
Leadership Skills In An Emotionally Intelligent Practitioner?
a. Reflect To Gain Insight Into How The Situation Could Be Handled Differently
In The Future.
b. Try To Catch Up With The Angry Family Member To Resolve The Concern.
c. Discuss The Concern With The Patient After The Family Member Has Left.
d. Notify Nursing Administration Of The Situation.
Ans: A
NURSINGTB.COM
Yoder-Wise's Leading and Managing in Canadian Nursing 2nd
Edition
by Janice Waddell RN MA PhD Latest Update.
Yoder-Wise's Leading and Managing in Canadian Nursing 2nd Edition
by Janice Waddell RN MA PhD
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
Chapter 01: Leading, Managing, And Following
Yoder-Wise: Leading And Managing In Nursing, 7th Edition
Multiple Choice
1. A Nurse Manager Of A 20-Bed Medical Unit Finds That 80% Of The Patients Are Older
Adults. She Is Asked To Assess And Adapt The Unit To Better Meet The Unique Needs Of
The Older Adult Patient. Using Complexity Principles, What Would Be The Best Approach
To Take For Implementation Of This Change?
a. Leverage The Hierarchical Management Position To Get Unit Staff
Involved In Assessment And Planning.
b. Engage Involved Staff At All Levels In The Decision-Making Process.
c. Focus The Assessment On The Unit And Omit The Hospital And
Community Environment.
d. Hire A Geriatric Specialist To Oversee And Control The Project.
Ans: B
Complexity Theory Suggests That Systems Interact And Adapt And That Decision Making
Occurs Throughout The Systems, As Opposed To Being Held In A Hierarchy. In
Complexity Theory, Every Voice Counts, And Therefore, All Levels Of Staff Would Be
Involved In Decision Making.
Top: Aone Competency: Communication And Relationship-Building
2. A Unit Manager Of A 25-Bed Medical/Surgical Area Receives A Phone Call From A Nurse
Who Has Called In Sick Five Times In The Past Month. He Tells The Manager That He
Very Much Wants To Come To Work When Scheduled But Must Often Care For His Wife,
Who Is Undergoing Treatment
N R I G B.C M
For Breast Cancer. According T oum ass l o w
n’ s Tneed Hio
erarchy Theory, What Would Be The Best
Approach To Satisfying The Needs Of This Nurse, Other Staff, And Patients?
a. Line Up Agency Nurses Who Can Be Called In To Work On Short Notice.
b. Place The Nurse On Unpaid Leave For The Remainder Of His Wife’s Treatment.
c. Sympathize With The Nurse’s Dilemma And Let The Charge Nurse Know That
This Nurse May Be Calling In Frequently In The Future.
d. Work With The Nurse, Staffing Office, And Other Nurses To Arrange His
Scheduled Days Off Around His Wife’s Treatments.
Ans: D
Placing The Nurse On Unpaid Leave May Threaten The Nurse’s Capacity To Meet
Physiologic Needs And Demotivate The Nurse. Unsatisfactory Coverage Of Shifts On Short
Notice Could Affect Patient Care And Threaten The Needs Of Staff To Feel Competent.
Arranging The Schedule Around
The Wife’s Needs Meets The Needs Of The Staff And Of Patients While Satisfying The
Nurse’s Need For Affiliation.
Top: Aone Competency: Communication And Relationship-Building
3. A Grievance Brought By A Staff Nurse Against The Unit Manager Requires Mediation. At
The First Mediation Session, The Staff Nurse Repeatedly Calls The Unit Manager’s Actions
Unfair, And The Unit Manager Continues To Reiterate The Reasons For The Actions. What
Would Be The Best Course Of Action At This Time?
a. Send The Two Disputants Away To Reach Their Own Resolution.
b. Involve Another Staff Nurse In The Discussion For Clarity Issues.
NURSINGTB.COM
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
c. Ask Each Party To Examine Their Own Motives And Issues In The Conflict.
d. Continue To Listen As The Parties Repeat Their Thoughts And Feelings
About The Conflict.
Ans: C
For Resolution Of Conflict, One Should Address The Interests And Involvement Of
Participants In The Conflict By Examining The Real Issues Of All Parties.
Top: Aone Competency: Communication And Relationship-Building
4. At A Second Negotiation Session, The Unit Manager And Staff Nurse Are Unable To
Reach A Resolution. What Is The Appropriate Next Step?
a. Arrange Another Meeting In A Week’s Time So As To Allow A Cooling-Off Period.
b. Elevate The Next Negation Session To The Next Manager, One Level Above.
c. Insist That Participants Continue To Talk Until A Resolution Has Been Reached.
d. Back The Unit Manager’s Actions And End The Dispute.
Ans: B
Part Of Leadership Is Understanding Conflict Resolution And Ability To Negotiate And
Manage For Resolution Of Issues And Concerns. This Situation Has Failed A Second
Negotiation Session, Elevation To A Manager With Additional Training To Facilitate
Conflict Resolution Is Important At This Point.
Top: Aone Competency: Communication And Relationship-Building
5. The Manager Of A Surgical Area Has A Vision For The Future That Requires The Addition
Of Rn Assistants Or Unlicensed Persons To Feed, Bathe, And Ambulate Patients. The Rns
On The Staff Have Always Practiced In A P rn
i m ar
ry Niursigng-B
de.Lic
verymsystem And Are
U S N T O
Very Resistant To This Idea.
What Would Be The Best Initial Strategy For Implementation Of This Change?
a. Exploring The Values And Feelings Of The Rn Group In Relationship To This Change
b. Leaving The Rns Alone For A Time So They Can Think About The Change
Before It Is Implemented
c. Dropping The Idea And Trying For The Change In A Year Or So When
Some Of The Present Rns Have Retired
d. Hiring The Assistants And Allowing The Rns To See What Good Additions They Are
Ans: A
Influencing Others Requires Emotional Intelligence In Domains Such As Empathy, Handling
Relationships, Deepening Self-Awareness In Self And Others, Motivating Others, And
Managing Emotions. Motivating Others Recognizes That Values Are Powerful Forces That
Influence Acceptance Of Change. Leaving The Rns Alone For A Period Of Time Before
Implementation Does Not Provide Opportunity To Explore Different Perspectives And
Values. Avoiding Discussion Until The Team Changes May Not Promote Adoption Of The
Change Until There Is Opportunity To Explore Perspectives And Values Related To The
Change. Hiring Of The Assistants Demonstrates Lack Of Empathy For The Perspectives Of
The Rn Staff.
Top: Aone Competency: Knowledge Of The Health Care Environment
NURSINGTB.COM
, Leading and Managing in Nursing 7th Edition Yoder-Wise Test Bank
6. As The Rn Charge Nurse On The Night Shift In A Small Long-Term Care Facility, You’ve
Found That There Is Little Turnover Among Your Lpn And Nursing Assistant (Na) Staff
Members, But They Are Not Very Motivated To Go Beyond Their Job Descriptions In Their
Work. Which Of The Following Strategies Might Motivate The Staff And Lead To Greater
Job Satisfaction?
a. Ask The Director Of Nursing To Offer Higher Wages And Bonuses For Extra
Work For The Night Lpns And Nas.
b. Allow The Lpns And Nas Greater Decision-Making Power Within The Scope Of
Their Positions In The Institution.
c. Hire Additional Staff So That There Are More Staff Available For Enhanced
Care, And Individual Workloads Are Lessened.
d. Ask The Director Of Nursing To Increase Job Security For Night Staff By
Having Them Sign Contracts That Guarantee Work.
Ans: B
Hygiene Factors Such As Salary, Working Conditions, And Security Are Consistent With
Herzberg’s Two-Factor Theory Of Motivation; Meeting These Needs Avoids Job
Dissatisfaction. Motivator Factors Such As Recognition And Satisfaction With Work Promote
A Satisfying And Enriched Work Environment. Transformational Leaders Use Motivator
Factors Liberally To Inspire Work Performance And Increase Job Satisfaction.
Top: Aone Competency: Communication And Relationship-Building
7. The Nurse Manager Wants To Increase Motivation By Providing Motivating Factors For The
Nurse On The Unit. What Action Would Be Appropriate To Motivate The Staff?
a. Collaborate With The Human Resource/Personnel Department To Develop
On-Site Daycare Services.
b. Provide A Hierarchical Org ani zati onal str uc Tu re.
n r i g b. c M
c. Implement A Model Of Sharu ed Gsoven rn antce. O
d. Promote The Development Of A Flexible Benefits Package.
Ans: C
Complexity Theory Suggests That Systems Interact And Adapt And That Decision Making
Occurs Throughout Systems, As Opposed To Being Held In A Hierarchy. In Complexity
Theory, Every Voice Counts, And Therefore All Levels Of Staff Would Be Involved In
Decision Making. This Principle Is The Foundation Of Shared Governance.
Top: Aone Competency: Communication And Relationship-Building
8. A Charge Nurse On A Busy 40-Bed Medical/Surgical Unit Is Approached By A Family
Member Who Begins To Complain Loudly About The Quality Of Care His Mother Is
Receiving. His Behavior Is So Disruptive That It Is Overheard By Staff, Physicians, And
Other Visitors. The Family Member Leaves The Unit Abruptly, And The Nurse Is Left
Feeling Frustrated. Which Behavior By The Charge Nurse Best Illustrates Refined
Leadership Skills In An Emotionally Intelligent Practitioner?
a. Reflect To Gain Insight Into How The Situation Could Be Handled Differently
In The Future.
b. Try To Catch Up With The Angry Family Member To Resolve The Concern.
c. Discuss The Concern With The Patient After The Family Member Has Left.
d. Notify Nursing Administration Of The Situation.
Ans: A
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