Nokea
A client with a history of congestive heart failure is prescribed digoxin. Which finding requires immediate intervention?
- A. Heart rate of 55 beats per minute
- B. Blood pressure of 130/80 mmHg
- C. Respiratory rate of 18 breaths per minute
- D. Client reports fatigue
Correct Answer: A
Rationale: With digoxin in CHF, HR 55 needs action, not BP 130/80, RR 18, or fatigue. Digoxin slows HR below 60 risks toxicity, especially with fatigue. Others are stable. Leadership acts imagine dizziness; it prevents arrest, aligning with cardiac care effectively.
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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.
When the group has reached socio-emotional maturity, which types of behaviors will predominate?
- A. Interpersonal behaviors
- B. Intrapersonal behaviors
- C. Task behaviors
- D. Relational behaviors
Correct Answer: D
Rationale: Relational behaviors dominate maturity, unlike interpersonal, intrapersonal, or task. Nurse managers see this like support contrasting with early focus. It's key in healthcare for collaboration, aligning leadership with team strength.
Clearly stated goals are the best if they are-
- A. Specific
- B. Realistic
- C. Written
- D. All of these
Correct Answer: D
Rationale: All D make goals best: specific, realistic, written. Nurse leaders set clear targets, like reducing wait times, ensuring they're achievable and documented, contrasting with vague aims. In healthcare, this clarity drives measurable outcomes, aligning leadership with precision and accountability.
Which of the following is expert power
- A. Leader can exercise power as a result of their position in the organisation
- B. Leader has power because of their expert knowledge
- C. Leader has power because subordinates trust him/her
- D. Leader can punish staff who do not comply with instructions
Correct Answer: B
Rationale: Expert power stems from knowledge not position, trust, or punishment. Nurse leaders like clinical specialists wield this, contrasting with formal authority. In healthcare, it builds credibility, aligning leadership with skill.
A nurse-manager has made a decision and is now preparing to evaluate the decision. What question should best guide the nurse's evaluation process?
- A. Is evaluation necessary when using a good decision-making model?
- B. Can evaluation be eliminated if the problem is resolved?
- C. Is every party happy with the outcomes of the decision?
- D. Did the outcomes align with the original objectives?
Correct Answer: D
Rationale: Evaluating a decision, this nurse-manager should ask if outcomes match objectives like reduced errors post-training not model necessity, problem closure, or universal happiness. In nursing leadership, comparing goals (e.g., better handoffs) to results (e.g., fewer incidents) reveals decision quality, refining future choices. Models don't skip evaluation, resolution doesn't end reflection, and satisfaction isn't the metric alignment is. This focus ensures a safe care environment, as seen when assessing a protocol's impact, guiding managers to tweak or sustain actions for patient benefit.