Nokea
Which component of budgeting might normally be addressed in the annual performance evaluation for a nurse manager?
- A. Including in the labor budget costs for overtime and benefits
- B. Managing variances in nursing overtime costs and supply usage
- C. Accurately predicting revenues on the basis of unit-of-service
- D. Providing qualitative analysis for variances in the capital budget
Correct Answer: B
Rationale: Step 1: Managing variances in nursing overtime costs and supply usage is crucial for a nurse manager's performance evaluation as it demonstrates their ability to control expenses effectively.
Step 2: This component directly relates to the nurse manager's responsibility in budgeting and financial management.
Step 3: Analyzing and managing variances show the nurse manager's skill in monitoring and adjusting budgetary allocations to meet targets.
Step 4: Other choices are not directly related to the nurse manager's core responsibilities in budgeting or evaluating performance.
Step 5: Labor budget costs for overtime and benefits (Choice A) and predicting revenues (Choice C) are important but not as directly tied to performance evaluation as managing variances in costs.
Step 6: Providing qualitative analysis for variances in the capital budget (Choice D) is not typically a key aspect of a nurse manager's evaluation, as it focuses more on long-term investments rather than day-to-day operational budgeting.
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A group of nurses meet with a state representative to explain the importance of allowing registered nurses the right to sign death certificates for patients who were under their care. As constituents and nurses, they requested that the senator vote against the bill restricting this practice. These nurses are serving as:
- A. lobbyists.
- B. policymakers.
- C. officials with regulatory power.
- D. advocates for the Patient Safety and Quality Improvement Act.
Correct Answer: A
Rationale: The correct answer is A: lobbyists. The nurses are acting as lobbyists by advocating for a specific cause (allowing RNs to sign death certificates) to the state representative. They are not policymakers (B) because they are not directly making decisions or creating policies. They are also not officials with regulatory power (C) as they are not in a position to enforce regulations. Lastly, they are not advocating for the Patient Safety and Quality Improvement Act (D) specifically in this scenario.
A qualitative researcher reviews data collected with a grief support group to develop a theory of how widows and widowers mourn. The researcher is using which qualitative research design?
- A. Phenomenology
- B. Grounded theory
- C. Case study
- D. Hypothesis generation
Correct Answer: B
Rationale: Grounded theory is the correct answer because it involves developing a theory based on analyzing data collected from participants. In this case, the researcher is reviewing data from a grief support group to identify patterns and themes, ultimately leading to the development of a theory on how widows and widowers mourn. Phenomenology focuses on understanding individuals' lived experiences, not developing theories. Case study involves an in-depth analysis of a single case, not suitable for developing a theory. Hypothesis generation is part of quantitative research, not qualitative research design.
A new graduate nurse is applying for the exciting first position and states, "I am only applying to Magnet hospitals because those work environments:
- A. attract physicians who are the best health care providers to improve quality of care."
- B. require all registered nurses to be certified in the area of practice."
- C. not only attract but also retain professional nurses."
- D. discourage nurses from advancing their current level of education and I don't want to return to school for many years."
Correct Answer: C
Rationale: The correct answer is C because Magnet hospitals are recognized for their ability to not only attract but also retain professional nurses. These hospitals create a positive work environment that values and supports nursing staff, leading to higher job satisfaction and lower turnover rates. Choice A is incorrect because while Magnet hospitals may attract top healthcare providers, it's not solely focused on physicians. Choice B is incorrect as certification is not a mandatory requirement for all RNs in Magnet hospitals. Choice D is incorrect as Magnet hospitals actually encourage nurses to advance their education and professional development.
A hospital's policy requires that all nurse managers must have a minimum of a bachelor's degree in nursing. A BSN nurse new to the hospital has recently been hired as nurse manager for the oncology unit. An RN who has worked on this unit for many years is unable to be promoted to a nurse manager position because of his educational status and has been commenting to physicians and staff, "The new nurse manager has book sense but no leadership abilities." What is the best approach that can be used by the new nurse manager who is attempting to gain the trust and respect of the nursing staff on the unit?
- A. Send memos to all staff except the upset nurse to invite them to a luncheon.
- B. Ask management to transfer the upset nurse to another unit.
- C. Assign the upset nurse to committees that do not directly affect that nursing unit.
- D. Acknowledge the clinical expertise of the upset nurse and clearly explain the expectations for teamwork and open, honest communication.
Correct Answer: D
Rationale: Step 1: Acknowledge the clinical expertise of the upset nurse - This shows respect for the upset nurse's experience and expertise.
Step 2: Clearly explain the expectations for teamwork - Setting clear expectations fosters a collaborative environment.
Step 3: Emphasize open, honest communication - Encouraging open dialogue helps address concerns and build trust among the team.
Overall, option D is the best approach as it combines acknowledging the upset nurse's expertise, setting expectations for teamwork, and promoting open communication, which are crucial for gaining trust and respect among the nursing staff.
Summary of other choices:
A: Sending memos excludes the upset nurse and may create further resentment.
B: Transferring the upset nurse does not address the issue and may lead to more conflict.
C: Assigning the upset nurse to unrelated committees may isolate them and not address the underlying problem of lack of trust and respect on the unit.
Florence Nightingale is attributed with being intelligent (she developed statistical methods to evaluate health care), dependable (she often worked long hours to care for the injured), and ambitious (she fought against society's perception of nursing). Those who depict her as a leader on the basis of these qualities are practicing which leadership theory?
- A. Trait
- B. Chaos
- C. Bureaucracy
- D. Organizational
Correct Answer: A
Rationale: Step 1: Identify the qualities attributed to Florence Nightingale: intelligent, dependable, ambitious.
Step 2: Recognize these qualities as traits.
Step 3: Trait theory states that effective leaders possess certain traits.
Step 4: Florence Nightingale's leadership qualities align with trait theory.
Step 5: Therefore, depicting her as a leader based on her traits falls under trait theory.
Summary:
A: Trait theory focuses on inherent qualities of leaders, which align with Florence Nightingale's qualities.
B: Chaos theory emphasizes unpredictability and complexity, not relevant here.
C: Bureaucracy theory centers on structured organizations, not applicable to Nightingale's personal traits.
D: Organizational theory addresses structure and management within organizations, not related to individual leadership attributes like traits.