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CAPSTONE ATI RN NURSING CARE OF CHILDREN / NURSING CARE OF CHILDREN CAPSTONE / PEDS ACTUAL EXAM TEST BANK 250 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+ 1. The unit leader on an inpatient p$23.49
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CAPSTONE ATI RN NURSING CARE OF CHILDREN / NURSING CARE OF CHILDREN CAPSTONE / PEDS ACTUAL EXAM TEST BANK 250 QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A+ 1. The unit leader on an inpatient p
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Course
CAPSTONE ATI RN NURSING CARE
Institution
CAPSTONE ATI RN NURSING CARE
CAPSTONE ATI RN NURSING CARE OF CHILDREN
/ NURSING CARE OF CHILDREN CAPSTONE
/ PEDS ACTUAL EXAM TEST BANK 250 QUESTIONS
AND CORRECT DETAILED ANSWERS WITH
RATIONALES (VERIFIED ANSWERS) |ALREADY
GRADED A+
1. The unit leader on an inpatient psychiatric unit of a large hospital has been in...
CAPSTONE ATI RN NURSING CARE OF CHILDREN
2023-2024 / NURSING CARE OF CHILDREN CAPSTONE
/ PEDS ACTUAL EXAM TEST BANK 250 QUESTIONS
AND CORRECT DETAILED ANSWERS WITH
RATIONALES (VERIFIED ANSWERS) |ALREADY
GRADED A+
1. The unit leader on an inpatient psychiatric unit of a large hospital has been in the position for 3
months. The unit leader is frustrated by how little time is available to work with clients and how few
changes have been implemented in that time. The phase of role transition being experienced is the role
of:
a. Acceptance.
b. Negotiation.
c. Discrepancy.
d. Internalization. - ANSWER-C
2. An interviewee for a nurse manager position asks for a copy of the organizational chart.
Organizational charts provide information about the role component of:
a. Expectations.
b. Opportunities.
c. Responsibilities.
d. Lines of communication. - ANSWER-D
3. During an employment interview for the manager's position in a home health agency, the applicant
asks questions about the medical director and about retention of staff. The nurse executive assures the
applicant that the agency has few personnel problems and receives excellent support from the medical
director. The applicant knows that the agency has a 50% turnover rate and has had three medical
directors in the past year. The nurse executive is:
a. Unaware of the turnover rate and difficulties with the medical director.
b. Lying about the problems and hoping to resolve them by hiring the applicant.
c. Denying that the agency has a turnover problem with staff or medical directors.
d. Minimizing the challenges of the position to make a positive impression on the applicant. - ANSWER-D
,4. The head nurse and the administrator of a cardiac telemetry unit disagree on how much time the
head nurse should allot to various aspects of the role. Staff members on the unit complain that the head
nurse is unavailable for clinical concerns because of being off the unit while attending meetings. To
facilitate the process of role transition, the head nurse should:
a. Rely on his or her internal resources.
b. Attend a workshop on how to deal with difficult people.
c. Develop a relationship with a mentor who has overcome similar difficulties.
d. Schedule a series of meetings with staff and the administrator to clarify expectations. - ANSWER-D
5. A nurse manager in one hospital values a colleague who is a few years older and has more experience
in nursing management. The colleague works in another hospital, but they meet for lunch once a month.
In these meetings, they share their feelings about nursing management and their lives. The function of a
mentor that is missing in the relationship is:
a. Sponsorship.
b. Role modeling.
c. Social interaction.
d. Mutual positive regard. - ANSWER-A
6. The new nurse manager feels pulled between the expectations of staff, the demands of hospital
administrators, and family obligations. According to Hardy (1978), unrelieved role stress and strain will
lead to:
a. Frustration and anger.
b. Alienation of family and friends.
c. Low productivity and performance.
d. Physical symptoms and acute illness. - ANSWER-C
7. The nurse manager of a unit was demoted to staff nurse 6 months ago. Because of being near
retirement, the former nurse manager wanted to be employed at the hospital and was offered a
position on the same unit. The former nurse manager complains often about how infrequently the
current nurse manager is available on the unit and argues with physicians and co-workers. Clients have
complained about the attitude of the nurse. The behavior of the former nurse manager can be best
explained as being caused by:
, a. Overwork in the staff nurse position.
b. Inadequate mentoring in the new role.
c. Anger as a stage of the grieving process.
d. Demotion as a threat to personal identity. - ANSWER-C
8. A nurse is interviewing for a manager's position. Which of the following actions is considered a role
preview?
a. Formal commitment of the employment contract
b. Improving role performance
c. Touring the unit
d. Disillusionment about the expectations of the job - ANSWER-C
9. The chief nursing officer develops a mentoring program to help new staff members adjust to their
new jobs. The main purpose of mentoring is:
a. Promoting staff retention.
b. Promoting staff attrition.
c. Developing new role expectations.
d. Promoting staff supervision. - ANSWER-A
10. A nurse manager notices that Nathan, an RN who has been on the unit for approximately 3 years,
has a particular interest in technology and seems to be very enthused about working with software and
hardware at home. She speaks with Nathan and asks him if he would lead investigation of software
applications on the unit. This is an example of:
a. Opportunity.
b. Delegation.
c. Role negotiation.
d. Role transition. - ANSWER-A
11. Sarah is a nursing graduate of 5 years who is very confident in her clinical skills. She has taken some
certificate courses in leadership and management and has considered beginning a graduate degree with
this focus. She is excited about being able to use her knowledge and interest by being hired as a nurse
manager. Before beginning her new position, Sarah spends time with her nurse executive to clarify the
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