NUR 4590 Professional Identity Of The Nurse Leader (NUR4590)
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NUR4590 / NUR 4590 Final Exam Quiz Bank| Professional Identity of the Nurse Leader |Latest 2022 / 2023| Rasmussen
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NUR 4590 Professional Identity Of The Nurse Leader (NUR4590)
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Rasmussen College
NUR4590 / NUR 4590 Final Exam Quiz Bank| Professional Identity of the Nurse Leader |Latest 2022 / 2023| Rasmussen
1. The chief nursing officer establishes a shared governance model to help empower the nursing staff, thus empowering the organization. Common characteristics of empowered organiza...
NUR 4590 Professional Identity Of The Nurse Leader (NUR4590)
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NUR4590 / NUR 4590 Final Exam Quiz Bank|
Professional Identity of the Nurse Leader |Latest 2022 /
2023| Rasmussen
1. The chief nursing officer establishes a shared governance model to help empower the
nursing staff, thus empowering the organization. Common characteristics of empowered
organizations are:
a. shared values, high salaries, and a human focus.
b. shared values, flexibility, and a human-capital focus.
c. commitment to communication, high salaries, and flexibility for evaluations.
d. creation of community and of effective stress management in the midst of
divergent goals.
2. Joanne, a new nurse manager, writes certain assumptions regarding the organization's
objectives into her budget. Her supervisor tells her that the objectives implied in her
assumptions are not entirely consistent with the organization, and that she needs to clarify
these objectives with her supervisor. Joanne apologizes and says she had more latitude
with the budget where she previously worked. This is an example of:
a. role complexity.
b. role ambiguity.
c. role conflict.
d. time-dependent roles
Rat:
, Role ambiguity in the workplace creates an environment for misunderstanding and
hinders effective communication. Without clear expectations of performance, missteps in
performance can occur.
3. The nurse manager places a staff member on probation because of reports of chemical
dependency. The nurse manager should be aware that which of the following statements
is true regarding chemical dependency?
a. The chemically dependent employee usually hides any changes in behavior.
b. When confronted with the issue, the affected employee is usually relieved to have
someone to talk to about the problem.
c. The chemically impaired nurse affects the entire healthcare organization.
d. Hospital policy, state laws, and nurse practice acts address procedures for the
chemically dependent employee in the most general terms.
4. All of the following are grounds for immediate dismissal except:
a. failing to pursue further medical help for a patient; patient dies.
b. selling narcotics obtained from the unit supply of narcotics.
c. restraining a patient in bed for 7 hours, unsupervised, as punishment for hitting a
staff member.
d. grabbing the unit manager and threatening further physical harm after a poor
performance appraisal.
5. Nurse Stacey is a self-admitted drug addict and has been a heavy abuser of codeine.
Stacey and the unit manager decide that changes have to occur. Stacey enrolls in an
addiction program, and the manager has her transferred to a drug-free area. What other
strategies might be appropriate?
, a. The manager could refer Stacey to the human resources department.
b. The manager could assist in monitoring Stacey's progress.
c. The manager could counsel Stacey if Stacey has formed a trusting relationship
with her.
d. Stacey needs to be asked not to involve her family in the recovery program
because this is a work-related situation.
Rat:
Effective management demands that the organization take an active role in helping
employees with special needs. Humanistic strategies that counsel and assist employees
are cost-effective and necessary.
6. Ellen is a novice nurse on your unit. Even though she has come to you highly
recommended as her supervisor, you have noticed some knowledge and skill deficiencies.
These deficiencies have been noticed by her peers as well, who cover for her because she
is new and they like her. Which of the following is likely to be the greatest asset to Ellen
in improving her performance?
a. Ignore Ellen's errors until she has more experience.
b. Instruct staff to avoid working with Ellen until she learns to how do things
herself.
c. Ask Ellen to complete a self-assessment, using a standard skills checklist.
d. Encourage staff to report every behavior of Ellen's that is different from
theirs.
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