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As part of a staff recognition program, the chief nursing officer decides that staff who demonstrate exceptional professional commitment will be recognized with a monetary award and a letter from the CNO. The outcome that the CNO wishes to achieve through this recognition program is:
- A. Increased professional accountability
- B. Increased staff retention
- C. Increased collaboration among staff
- D. Evidence of support for collective bargaining
Correct Answer: B
Rationale: The CNO's awards for commitment money and praise aim to boost staff retention, reinforcing loyalty to the organization's mission. Committed nurses stay, reducing turnover, a key goal in healthcare's staffing crisis. It's not directly about accountability, collaboration, or bargaining support, though it may foster those. Recognition ties effort to staying, as studies show appreciation cuts nurse exodus, aligning with the CNO's intent to keep dedicated talent.
You may also like to solve these questions
Which of these isn't a Behavior Style?
- A. Promoter
- B. Directors
- C. Actors
- D. Thinkers
Correct Answer: C
Rationale: Actors aren't a style, unlike promoter, directors, or thinkers. Nurse managers like directing tasks use styles, contrasting with unrelated terms. It's key in healthcare for roles, aligning leadership with behavior (assumed C).
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.
The old client had to walk along the hall to reach the examination room. During assessment the nurse hears an S4. Which is the best intervention at this moment?
- A. Practice an EKG
- B. Administer nitroglycerin sublingual
- C. Allow rest recumbent for 30 minutes
- D. Call MD immediately
Correct Answer: C
Rationale: An S4 in an elder post-walk suggests diastolic stiffness the nurse allows 30 minutes recumbent rest, not EKG, nitroglycerin, or calling. S4 often reflects aging or exertion, not acute ischemia; rest distinguishes transient from persistent findings. EKG or nitroglycerin assumes angina, and calling escalates prematurely. Leadership opts for this imagine a tired patient; rest clarifies if S4 persists, guiding next steps. This reflects nursing's prudent assessment, ensuring accurate cardiac care in geriatrics effectively.
A nurse manager is implementing a team nursing approach on his unit, hiring licensed practical nurses (LPNs) and assistive personnel (AP) as additional staff. Which of the following actions should the nurse manager take to facilitate acceptance of this change?
- A. Introduce the new approach and facilitate the development of a task force to plan implementation
- B. Announce the change and expect immediate compliance
- C. Train only the new staff on the approach
- D. Leave the staff to adapt on their own
Correct Answer: A
Rationale: Implementing a team nursing approach requires staff buy-in to ensure smooth adoption and effective collaboration. Introducing the new approach and creating a task force to plan its implementation actively involves the existing staff, giving them a sense of ownership and control over the change process. This strategy fosters acceptance by addressing concerns, encouraging input, and building a collaborative environment, which is critical in healthcare settings where teamwork directly impacts patient outcomes. Simply announcing the change without engagement risks resistance, as staff may feel blindsided or undervalued. Training only new staff excludes current employees, potentially creating resentment or confusion, while leaving staff to adapt independently neglects the need for structured guidance. Involving staff in planning leverages their expertise, reduces anxiety about the unknown, and aligns with leadership principles that prioritize communication and inclusion, ultimately enhancing the transition to a team-based model.
What leadership style is used to maintain a strong control in the department?
- A. Laissez-faire
- B. Democratic
- C. Collegial
- D. Autocratic
Correct Answer: D
Rationale: Autocratic style enforces strong control, unlike laissez-faire, democratic, or collegial. Nurse managers like mandating protocols use this, contrasting with participative approaches. It's key in healthcare for order, though it may limit input, aligning leadership with authority in high-stakes settings.