Nokea
Client's potassium is $7.0 \mathrm{mEq} / \mathrm{dL}$. Which prescription should the nurse administer first?
- A. Calcium gluconate IV
- B. Sodium polystyrene enema
- C. Spironolactone oral
- D. Dextrose 10\% IV
Correct Answer: A
Rationale: With potassium at 7.0 mEq/dL, calcium gluconate IV goes first, not polystyrene, spironolactone, or dextrose. Hyperkalemia risks arrhythmias calcium stabilizes cardiac membranes fast, buying time. Polystyrene lowers potassium slowly, spironolactone's diuretic, and dextrose needs insulin. Leadership acts here imagine peaked T-waves; calcium prevents arrest, ensuring safety. This reflects nursing's emergency prioritization, aligning with cardiac stability effectively.
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She reads about Path-Goal theory. Which of the following behaviors is manifested by the leader who uses this theory?
- A. Recognizes staff for going beyond expectations by giving them citations
- B. Challenges the staff to take individual accountability for their own practice
- C. Admonishes staff for being laggards
- D. Reminds staff about the sanctions for non-performance
Correct Answer: A
Rationale: Path-Goal theory, per Ms. Caputo's study, involves leaders rewarding exceptional performance like citations to motivate staff toward goals. Challenging accountability aligns with Transformational leadership, admonishing reflects Authoritarian tendencies, and sanctions fit Transactional styles. In a unit, a Path-Goal leader might praise a nurse for swift triage, aligning individual effort with hospital aims. This positive reinforcement clears paths to success, a tactic Ms. Caputo could use to boost morale and productivity, contrasting punitive approaches that might alienate her team in her new managerial role.
When your text says that interpersonal communication can be thought of as a constellation of behaviors, it means that
- A. It is important to understand the joint actions people perform when they are together
- B. It is important to understand how people label and evaluate relationships
- C. It is important to understand the opposing forces that pull communicators in different directions
- D. None of the above; interpersonal communication is not a constellation of behaviors
Correct Answer: A
Rationale: Constellation means joint actions , not labels, forces, or denial. Nurse leaders like team dynamics see this, contrasting with solo acts. In healthcare, it's collaborative, aligning leadership with interaction.
Target audiences for health care organizations are:
- A. nurses and physicians
- B. clients, physicians, payer, and employees
- C. regulatory agencies such as The Joint Commission (TJC) and the Centers for Medicare & Medicaid Services (CMS)
- D. insurance companies
Correct Answer: B
Rationale: Clients, physicians, payers, and employees are targets, not just staff, regulators, or insurers. Nurse leaders address these like payer contracts contrasting with narrow foci. It's crucial in healthcare for broad engagement, aligning leadership with stakeholder needs.
The chief nursing officer decided that the nurse managers need a series of staff-development programs on team building through communication and partnerships. She understood that the nurse managers needed to build confidence in ways of handling various situations. The greatest deterrent to confidence is:
- A. lack of clarity in the mission
- B. lack of control of the environment
- C. fear that one can't handle the consequences
- D. fear that the boss will not like one's work
Correct Answer: C
Rationale: Confidence in managing situations like team conflicts erodes most when nurse managers fear they can't handle outcomes, such as unresolved disputes or poor team performance. The CNO's focus on communication and partnerships aims to bolster this, as fear of consequences undermines competence and decision-making. Unclear missions or uncontrolled environments challenge leadership, but the personal dread of failure is more paralyzing. Fear of disapproval is less critical than managing tangible results. Building skills to navigate consequences directly boosts confidence, addressing the core barrier identified here.
In collective bargaining, the term 'fringe benefit' refers to:
- A. Health insurance
- B. Salary increases
- C. Shift differential
- D. Base salary
Correct Answer: A
Rationale: Fringe benefits in collective bargaining are perks beyond base salary, like health insurance, retirement plans, or paid leave non-wage compensations enhancing the employment package. Here, health insurance fits as a standard fringe benefit, vital in healthcare negotiations where staff value security amid demanding roles. Salary increases and base salary are direct pay, not fringes, while shift differential, though a pay adjustment, isn't typically classified as a fringe. Unions often prioritize these benefits to attract and retain nurses, reflecting their role in addressing broader worker needs beyond hourly rates.