Nokea
What is no longer a characteristic of an organizational chart?
- A. It shows the division of work
- B. It shows the workload of each personnel
- C. It reflects the type of work of each
- D. [Missing option]
Correct Answer: B
Rationale: Workload isn't typically shown, unlike division, type, or missing. Nurse managers use charts for roles, contrasting with staffing details. It's vital in healthcare for structure, aligning leadership with clarity (assumed B).
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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.
When your text says that interpersonal communication can be thought of as a constellation of behaviours, it means that
- A. It is important to understand the joint actions people perform when they are together
- B. It is important to understand how people label and evaluate relationships
- C. It is important to understand the opposing forces that pull communicators in different directions
- D. None of the above; interpersonal communication is not a constellation of behaviours
Correct Answer: A
Rationale: Constellation means joint actions not labels, forces, or denial. Nurse leaders like team talks see this, contrasting with isolation. In healthcare, it's collaborative, aligning leadership with interaction.
In order to understand verbal and nonverbal communication which of the following things should we do?
- A. Accept cultural differences
- B. Studying your own culture
- C. Learn about other cultures
- D. All of the above
Correct Answer: D
Rationale: D all aid understanding. Nurse leaders learn cultures for better care, contrasting with ignorance. In healthcare, it bridges gaps, aligning leadership with inclusive communication.
As a nurse manager, you introduce a program that enables staff nurses to recognize peers for teamwork and exceptional patient care with care awards.' Your rationale for this program is that peer recognition:
- A. Increases staff accountability
- B. Reduces organizational conflict
- C. Increases job satisfaction
- D. Reduces the need for managerial oversight
Correct Answer: C
Rationale: Peer care awards' for teamwork and care boost job satisfaction nurses feel valued by colleagues, lifting morale, as studies link recognition to engagement. It's not primarily about accountability, conflict, or less oversight, though it may ease tensions. In your unit, this fosters positivity amid stress, reinforcing good practice via peer praise, a low-cost, high-impact way to enhance fulfillment and retention, aligning with morale-building goals.
The chief nursing officer decided that the nurse managers need a series of staff-development programs on team building through communication and partnerships. She understood that the nurse managers needed to build confidence in ways of handling various situations. The greatest deterrent to confidence is:
- A. lack of clarity in the mission
- B. lack of control of the environment
- C. fear that one can't handle the consequences
- D. fear that the boss will not like one's work
Correct Answer: C
Rationale: Confidence in managing situations like team conflicts erodes most when nurse managers fear they can't handle outcomes, such as unresolved disputes or poor team performance. The CNO's focus on communication and partnerships aims to bolster this, as fear of consequences undermines competence and decision-making. Unclear missions or uncontrolled environments challenge leadership, but the personal dread of failure is more paralyzing. Fear of disapproval is less critical than managing tangible results. Building skills to navigate consequences directly boosts confidence, addressing the core barrier identified here.