Nokea
A nurse feels sidelined in decision-making. The manager should:
- A. Include the nurse in future decisions
- B. Tell the nurse to step up
- C. Avoid the issue
- D. Reprimand the team
Correct Answer: A
Rationale: Correct Answer: A: Include the nurse in future decisions
Rationale:
1. Involving the nurse in decision-making increases job satisfaction and morale.
2. It promotes a sense of ownership and enhances teamwork and collaboration.
3. Encourages diverse perspectives leading to better decisions.
4. Builds trust and fosters a positive work environment.
Summary of Other Choices:
B: Tell the nurse to step up - Not addressing the root cause of feeling sidelined.
C: Avoid the issue - Ignores the nurse's feelings and perpetuates the problem.
D: Reprimand the team - Punitive approach, does not address the underlying issue of inclusion.
You may also like to solve these questions
A third party is brought in to resolve a dispute between two parties in an organisational conflict. The parties agree to abide by the decision of the third party. This is known as
- A. Mediation
- B. Arbitration
- C. Intergroup conflict resolution
- D. None of the above
Correct Answer: B
Rationale: The correct answer is B: Arbitration. Arbitration involves a neutral third party making a decision that the disputing parties agree to abide by. This process is legally binding and the decision is usually based on evidence and arguments presented by both parties. Mediation (A) involves a neutral third party facilitating communication and negotiation between the disputing parties, but the decision is not binding. Intergroup conflict resolution (C) typically refers to resolving conflicts between different groups within an organization, not specifically involving a third party decision. "None of the above" (D) is incorrect as the situation described fits the definition of arbitration.
When a nurse refuses to work with a specific colleague, the manager should first:
- A. Force them to work together
- B. Ask the nurse for the reason privately
- C. Transfer the nurse to another unit
- D. Discipline the nurse for insubordination
Correct Answer: B
Rationale: The correct answer is B: Ask the nurse for the reason privately. This approach allows the manager to understand the underlying issue causing the nurse to refuse to work with the colleague. By addressing the root cause, the manager can work towards a resolution that benefits both parties. Forcing them to work together (A) may escalate the conflict. Transferring the nurse (C) without understanding the issue may not solve the problem. Disciplining the nurse (D) without investigating further can harm morale and lead to further conflicts. Asking for the reason privately (B) promotes open communication and helps in finding a constructive solution.
Which conflict style is best when time is critical?
- A. Collaborating
- B. Competing
- C. Forcing
- D. Avoiding
Correct Answer: C
Rationale: The correct answer is C: Forcing. When time is critical, using a forcing conflict style is most effective as it involves asserting your position and making quick decisions to resolve the conflict promptly. This approach helps cut through unnecessary discussions and reach a solution efficiently.
A: Collaborating involves seeking a win-win solution through open communication and mutual understanding, which may take more time.
B: Competing focuses on achieving one's goals at the expense of others, potentially leading to prolonged conflicts.
D: Avoiding avoids conflict altogether, which may not be suitable when time is of the essence.
A nurse feels a new policy unfairly impacts their workload. What should the leader do to validate their concern?
- A. Explain the policy's benefits
- B. Listen and acknowledge their perspective
- C. Dismiss it as resistance to change
- D. Offer a temporary workload adjustment
Correct Answer: B
Rationale: The correct answer is B: Listen and acknowledge their perspective. This approach shows empathy and respect for the nurse's feelings, fostering a positive relationship. By listening, the leader can gain insight into the nurse's concerns and work together to find a solution. Explaining the policy's benefits (A) may not address the nurse's specific workload issues. Dismissing the concern (C) can create resentment and hinder communication. Offering a temporary workload adjustment (D) without understanding the underlying issue may not fully resolve the problem.
Two customers are involved in a dispute about the use of facilities. What strategy should a security operative use to deal with this situation
- A. Distraction
- B. Delegating responsibility
- C. Compensation
- D. Seeking resolution
Correct Answer: D
Rationale: The correct answer is D: Seeking resolution. In a dispute, the security operative should aim to resolve the conflict peacefully and efficiently. Step-by-step rationale: 1) Identify the root cause of the dispute. 2) Listen to both customers' perspectives. 3) Mediate a discussion to find a mutually acceptable solution. Summary: A: Distraction is inappropriate as it avoids addressing the issue. B: Delegating responsibility may not resolve the conflict directly. C: Compensation may not address the underlying problem.