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A nurse accuses a colleague of unprofessional behavior. What should the leader do first?
- A. Interview both parties separately
- B. Discipline the accused immediately
- C. Wait for a formal complaint
- D. Tell the accuser to resolve it themselves
Correct Answer: A
Rationale: The correct answer is A: Interview both parties separately. This is the first step to gather information from both sides before taking any action. It allows the leader to understand the situation, assess the validity of the accusation, and determine the appropriate course of action. Choice B is incorrect as discipline should not be immediate without investigation. Choice C is incorrect as waiting for a formal complaint may delay addressing the issue. Choice D is incorrect as it neglects the leader's responsibility to investigate and address professional behavior concerns.
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A nurse is interested in working in a large trauma center that is unionized but does not want to join the union or pay fees. The nurse is not required to join or pay fees to the union based on which law?
- A. National Labor Relations Act
- B. Right-to-work law
- C. National Labor Relations Act
- D. Taft-Hartley Act
Correct Answer: B
Rationale: The correct answer is B: Right-to-work law. The right-to-work law prohibits mandatory union membership or payment of union fees as a condition of employment. This law protects employees who do not wish to join or financially support a union. The other choices, A (National Labor Relations Act) and C (National Labor Relations Act), do not specifically address the issue of mandatory union membership or fees. Choice D (Taft-Hartley Act) also does not provide the specific protection for employees who choose not to join or pay fees to a union. Therefore, the correct answer is B as it directly addresses the nurse's situation in the scenario provided.
Which scenario reflects a disruptive conflict?
- A. Nurses debating a policy calmly
- B. A nurse sabotaging a colleague's work
- C. Staff negotiating schedules
- D. A manager mediating a dispute
Correct Answer: B
Rationale: The correct answer is B because sabotaging a colleague's work is a clear example of disruptive conflict, as it involves intentional harm to someone's professional responsibilities. This behavior can lead to distrust, decreased team morale, and compromised patient care. In contrast, choices A, C, and D all involve constructive conflict resolution strategies such as debating calmly, negotiating schedules, and mediating disputes, which aim to address issues collaboratively and improve team dynamics. Sabotaging work goes against the principles of effective communication and teamwork, making it the most disruptive choice in the given scenario.
Which strategy helps prevent conflict escalation in a busy unit?
- A. Clear communication
- B. Increased workloads
- C. Avoiding staff input
- D. Unilateral decisions
Correct Answer: A
Rationale: The correct answer is A: Clear communication. Clear communication helps prevent conflict escalation by ensuring everyone is informed, understanding expectations, and resolving misunderstandings promptly. It encourages open dialogue, collaboration, and mutual respect among team members. Increased workloads (B) can lead to stress and tensions, causing conflicts to escalate. Avoiding staff input (C) may result in feelings of disengagement and resentment, leading to conflict. Unilateral decisions (D) can create a lack of transparency and trust, escalating conflicts due to perceived unfairness.
A nurse resists a new policy due to workload concerns. The manager should:
- A. Enforce it strictly
- B. Explore the concerns
- C. Dismiss the resistance
- D. Reassign the nurse
Correct Answer: B
Rationale: The correct answer is B: Explore the concerns. The manager should first understand the nurse's perspective to address workload concerns effectively. By exploring the concerns, the manager can identify underlying issues and work towards finding a solution that accommodates both the policy and the nurse's workload. Enforcing the policy strictly (choice A) without addressing concerns may lead to further resistance. Dismissing the resistance (choice C) can create a negative work environment and hinder teamwork. Reassigning the nurse (choice D) may not resolve the workload issues and could potentially lead to dissatisfaction among other staff members. Thus, exploring the concerns is the most appropriate and effective approach.
During a staff meeting, two nurses argue loudly about break times. Which strategy should the nurse manager use?
- A. Dismiss the meeting abruptly
- B. Mediate the discussion calmly
- C. Side with one nurse to end the argument
- D. Send both nurses home for the day
Correct Answer: B
Rationale: The correct answer is B: Mediate the discussion calmly. The nurse manager should mediate the argument to ensure a peaceful resolution and maintain a positive work environment. By calmly mediating, the manager can listen to both nurses, address their concerns, and guide them towards a compromise. Dismissing the meeting abruptly (A) does not address the conflict and may escalate the situation. Siding with one nurse to end the argument (C) can create further tension and bias. Sending both nurses home for the day (D) is a drastic and unnecessary measure that does not promote conflict resolution. Calmly mediating allows for open communication and fosters a collaborative work environment.