ATI Leadership

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A 32-year-old patient with diabetes is starting on intensive insulin therapy. Which type of insulin will the nurse discuss using for mealtime coverage?

  • A. Lispro (Humalog)
  • B. Glargine (Lantus)
  • C. Detemir (Levemir)
  • D. NPH (Humulin N)
Correct Answer: A

Rationale: The correct answer is A: Lispro (Humalog). Lispro is a rapid-acting insulin that is ideal for mealtime coverage in intensive insulin therapy because it mimics the body's natural insulin response after a meal, providing quick and effective blood sugar control. Lispro has a rapid onset of action, peaks quickly, and has a shorter duration of action compared to other types of insulin. This makes it suitable for covering the rise in blood sugar levels that occurs after meals.

Summary of why other choices are incorrect:
B: Glargine (Lantus) is a long-acting insulin used for basal coverage, not for mealtime coverage.
C: Detemir (Levemir) is an intermediate-acting insulin used for basal coverage, not for mealtime coverage.
D: NPH (Humulin N) is an intermediate-acting insulin with a slower onset and longer duration of action, making it less suitable for mealtime coverage in intensive insulin therapy.

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Which of the following is one of the sources used to determine the reason for voluntary turnover?

  • A. Following-up phone calls
  • B. Employee questioning
  • C. Benchmarking
  • D. Exit interviewing
Correct Answer: D

Rationale: The correct answer is D: Exit interviewing. Exit interviews involve conducting structured interviews with employees who are leaving an organization voluntarily to understand their reasons for leaving. This method provides valuable insights into the factors contributing to turnover. Exit interviews are a direct way to gather feedback and identify patterns or issues that may be leading to voluntary turnover.

A: Following-up phone calls may not provide in-depth information or allow for a structured approach to understanding the reasons for turnover.

B: Employee questioning is vague and does not specify a method for gathering feedback, unlike the structured approach of exit interviews.

C: Benchmarking involves comparing data with industry standards and may not provide specific insights into individual reasons for voluntary turnover within an organization.

In summary, exit interviewing is the most effective source for determining the reasons for voluntary turnover as it offers a structured and direct approach to gathering valuable feedback from departing employees.

Achieving Magnet Hospital designation offers hospitals the following advantages: (Select all that apply.)

  • A. Greater client satisfaction.
  • B. Improved nursing recruitment.
  • C. Greater client workload.
  • D. Nurses who are independent decision makers.
Correct Answer: C

Rationale: The correct answer is C: Greater client workload. Magnet Hospitals are known for their commitment to nursing excellence, which leads to improved patient outcomes and increased demand for their services. This higher demand can result in a greater client workload for the hospital. The other choices are incorrect because A (Greater client satisfaction) and B (Improved nursing recruitment) are potential benefits of Magnet Hospital designation, but they are not guaranteed advantages. Choice D (Nurses who are independent decision makers) is not directly related to the advantages of achieving Magnet Hospital designation. Therefore, the correct answer is C as it aligns with the core principles of Magnet Hospitals.

Which of the following are NOT outcomes of a job analysis? (EXCEPT)

  • A. Job specification
  • B. Job evaluation
  • C. Job description
  • D. Job performance
Correct Answer: C

Rationale: The correct answer is C: Job description. Job description is NOT an outcome of a job analysis. Job analysis is the process of gathering information about a job to identify its duties, responsibilities, and requirements. Job specification, option A, is an outcome of job analysis as it outlines the qualifications and skills needed for a job. Job evaluation, option B, is also an outcome of job analysis as it involves assessing the relative worth of different jobs in an organization. Job performance, option D, is indirectly influenced by job analysis as it helps in setting performance expectations. Only job description, option C, is not directly derived from the process of job analysis, making it the correct answer.

A nurse is assessing a client who received an IV fluid bolus for dehydration. Which of the following findings should the nurse identify as an indication of fluid volume excess?

  • A. Hypotension
  • B. Distended neck veins
  • C. Slow capillary refill
  • D. Weak, thready pulse
Correct Answer: B

Rationale: The correct answer is B: Distended neck veins. When a client has fluid volume excess, there is an accumulation of fluid in the intravascular space, leading to increased venous pressure. Distended neck veins are a classic sign of fluid overload as they indicate increased central venous pressure. Hypotension (A) is more commonly associated with fluid volume deficit. Slow capillary refill (C) and weak, thready pulse (D) are indicative of poor tissue perfusion, which is more commonly seen in fluid volume deficit rather than excess.

The staff nurse is experiencing what type of conflict when the babysitter calls to cancel on the day of an important committee meeting?

  • A. Intergroup conflict
  • B. Perceived conflict
  • C. Role conflict
  • D. Structural conflict
Correct Answer: C

Rationale: The correct answer is C: Role conflict. Role conflict occurs when there are conflicting demands from different roles a person holds. In this scenario, the staff nurse faces a conflict between her roles as a nurse and as a committee member due to the babysitter canceling. The nurse must now balance attending the meeting and finding alternative childcare. Intergroup conflict (A) involves conflicts between different groups, not roles. Perceived conflict (B) refers to the perception of conflict, not conflicting roles. Structural conflict (D) involves conflicts within an organization's structure, not conflicting roles.

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