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When using the process of thorough thinking, the nurse will:
- A. Go with her 'gut' reaction to the situation.
- B. Follow the rules without questioning them.
- C. Consider all possible options.
- D. Consider only her thoughts about the situation.
Correct Answer: C
Rationale: The correct answer is C: Consider all possible options. Thorough thinking in nursing involves critically analyzing all potential solutions to a problem. This process ensures that the nurse considers various perspectives, evaluates evidence, and makes informed decisions. Going with a 'gut' reaction (A) may lead to biased or impulsive decisions. Following rules blindly (B) may not result in the best outcome if the situation requires flexibility or creativity. Considering only personal thoughts (D) limits the nurse's ability to explore different viewpoints. In summary, option C aligns with the systematic and comprehensive approach necessary for effective nursing practice.
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A nurse-manager needs to discipline an employee and wants to ensure that it leads to constructive outcomes. What is the primary difference between constructive and destructive discipline?
- A. The manager is more empathetic to the employee in constructive discipline than in destructive discipline, so that their relationship becomes closer.
- B. Constructive discipline excludes punishment, but destructive discipline is primarily focused on punishment.
- C. The person who received constructive discipline always appreciates it, whereas destructive discipline is always resented.
- D. Constructive discipline helps the person grow to meet organizational goals; destructive discipline focuses more on punishment.
Correct Answer: D
Rationale: Step 1: Constructive discipline focuses on helping the individual grow and improve to meet organizational goals.
Step 2: This approach emphasizes coaching, mentoring, and providing constructive feedback.
Step 3: Destructive discipline, on the other hand, primarily focuses on punishment and negative consequences.
Step 4: By guiding the individual towards meeting goals, constructive discipline fosters professional development.
Step 5: In summary, the primary difference is that constructive discipline aims for growth and development, while destructive discipline focuses more on punishment and negative consequences.
A nurse-manager wants to express appreciation to an employee. What statement is most effective?
- A. You're doing an excellent job of provided care for your client.
- B. I really admire everything that you do on the unit.
- C. You did an exemplary job of handling a very heavy workload this shift.
- D. Your performance demonstrates a strong commitment to the profession
Correct Answer: C
Rationale: Rationale:
C is the most effective statement because it specifically praises the employee's handling of a heavy workload, highlighting a specific achievement. This type of recognition is more meaningful and personalized, showing genuine appreciation for the employee's efforts. A, B, and D are more general and lack specificity, making them less impactful in expressing appreciation. A focuses on the client, not the employee. B is vague in praising "everything" without highlighting a specific accomplishment. D praises commitment but lacks a specific example of the employee's performance.
Which major action will a nurse take when using Covey's (1991) Principle-Centered Leadership Model?
- A. Maintain a professional image.
- B. Keep promises.
- C. Be aggressive to achieve goals.
- D. Strive to be 'number one.'
Correct Answer: B
Rationale: The correct answer is B: Keep promises. In Covey's Principle-Centered Leadership Model, integrity and trustworthiness are key principles. Keeping promises demonstrates reliability, builds trust, and fosters strong relationships. It aligns with Covey's emphasis on honesty and responsibility. Maintaining a professional image (A) is important but not the central focus of the model. Being aggressive (C) goes against the collaborative and empathetic nature of the model. Striving to be 'number one' (D) is contrary to Covey's principle of shared success and synergy.
A nurse manager is developing an orientation plan for newly licensed RNs. Which one of the following should not be included in the orientation plan?
- A. Socialization to the unit culture
- B. Facility policies and procedures
- C. How to be an effective preceptor
- D. How to access and use the institution's computerized information systems
Correct Answer: C
Rationale: The correct answer is C: How to be an effective preceptor. This should not be included in the orientation plan for newly licensed RNs because they are the ones who will be receiving guidance and support, not providing it. The orientation plan should focus on providing them with the necessary knowledge and skills to excel in their roles, such as socializing them to the unit culture, familiarizing them with facility policies and procedures, and teaching them how to access and use the institution's computerized information systems. Including training on how to be an effective preceptor would be more suitable for experienced nurses who are taking on mentoring roles.
He plans to use a Likert Scale to determine
- A. degree of agreement and disagreement
- B. compliance to expected standards
- C. level of satisfaction
- D. degree of acceptance
Correct Answer: A
Rationale: The correct answer is A because a Likert Scale is specifically designed to measure the degree of agreement or disagreement with a statement or question. Participants respond by indicating their level of agreement or disagreement using a scale, typically ranging from "Strongly Disagree" to "Strongly Agree." In contrast, choices B, C, and D are not the primary focus of a Likert Scale. Compliance to expected standards, level of satisfaction, and degree of acceptance are better measured through different types of scales or surveys tailored to those specific constructs.