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Which of the following are NOT outcomes of a job analysis? (EXCEPT)
- A. Job specification
- B. Job evaluation
- C. Job description
- D. Job performance
Correct Answer: C
Rationale: The correct answer is C: Job description. Job description is NOT an outcome of a job analysis. Job analysis is the process of gathering information about a job to identify its duties, responsibilities, and requirements. Job specification, option A, is an outcome of job analysis as it outlines the qualifications and skills needed for a job. Job evaluation, option B, is also an outcome of job analysis as it involves assessing the relative worth of different jobs in an organization. Job performance, option D, is indirectly influenced by job analysis as it helps in setting performance expectations. Only job description, option C, is not directly derived from the process of job analysis, making it the correct answer.
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Which of the following is an example of a secondary prevention activity?
- A. Blood pressure screening
- B. Administering medications
- C. Developing a care plan
- D. Providing rehabilitation
Correct Answer: A
Rationale: Step-by-step rationale:
1. Secondary prevention aims to detect and treat diseases early to prevent complications.
2. Blood pressure screening helps identify individuals at risk for hypertension-related issues.
3. Early detection through screening allows for timely interventions to prevent further health problems.
4. Administering medications, developing a care plan, and providing rehabilitation are tertiary prevention activities focused on managing existing conditions rather than early detection.
Summary:
Blood pressure screening is the correct example of a secondary prevention activity as it focuses on early detection and intervention to prevent the progression of health issues. Administering medications, developing a care plan, and providing rehabilitation are not considered secondary prevention activities as they are more related to managing existing conditions.
Which of the following is a key principle of team nursing?
- A. Decentralized decision making
- B. Centralized decision making
- C. Individual accountability
- D. Shared responsibility
Correct Answer: D
Rationale: The correct answer is D: Shared responsibility. In team nursing, all team members share responsibility for patient care, promoting collaboration and teamwork. This principle ensures that each team member contributes to decision-making and patient outcomes.
A: Decentralized decision making is not a key principle of team nursing as it involves individual team members making decisions independently, which can lead to lack of coordination.
B: Centralized decision making is also not a key principle of team nursing as it involves decision-making being controlled by a single authority, undermining the collaborative nature of team nursing.
C: Individual accountability is important in team nursing, but it is not the key principle. Shared responsibility emphasizes collective accountability and collaboration among team members.
A nurse manager needs to resolve a conflict between the staff nurses and the physical therapy department. What type of power might the manager utilize? (EXCEPT)
- A. Connection and referent power
- B. Reward and punishment power
- C. Legitimate power
- D. Information power
Correct Answer: C
Rationale: The correct answer is C: Legitimate power. In this scenario, the nurse manager can utilize legitimate power, which comes from their position of authority within the organization. They can use their formal authority to resolve the conflict between the staff nurses and the physical therapy department by making decisions and enforcing policies.
A: Connection and referent power are based on relationships and personal connections, which may not be as effective in this situation where formal authority is needed.
B: Reward and punishment power may not be the most appropriate in resolving conflicts as it can lead to resentment and may not address the underlying issues.
D: Information power is about having access to valuable information, which may be helpful but may not be the most effective in resolving conflicts that require formal authority.
The complexities of the current health care delivery systems require a variety of leadership styles. Which of the following leadership styles would be most effective in this environment?
- A. Autocratic leadership
- B. Laissez-faire leadership
- C. Transactional leadership
- D. Transformational leadership
Correct Answer: D
Rationale: The correct answer is D: Transformational leadership. In the current health care environment, transformational leadership is most effective as it focuses on inspiring and motivating individuals to achieve a common goal through innovation and vision. This style encourages creativity, adaptability, and collaboration, which are essential in navigating the complexities of the health care delivery systems. Transformational leaders empower their team members, foster a culture of continuous improvement, and drive positive change. Autocratic leadership (A) is too controlling, Laissez-faire leadership (B) lacks direction and accountability, and Transactional leadership (C) focuses on rewards and punishments rather than inspiring and developing individuals.
Which of the following factors contributes to conflicts in professional nursing today?
- A. Some nurses who had planned to retire but find themselves forced to continue working because of the current economic situation
- B. Balancing state practice acts, codes of ethics, and standards of practice
- C. Advances in technology
- D. Multiple generations in the workforce
Correct Answer: D
Rationale: The correct answer is D: Multiple generations in the workforce. This factor contributes to conflicts in professional nursing today because different generations may have different communication styles, work preferences, and values, leading to misunderstandings and tension in the workplace. For example, older nurses may prefer traditional methods of communication, while younger nurses may be more tech-savvy and prefer digital communication. This generation gap can result in conflicts and challenges in collaboration and teamwork.
A: Some nurses who had planned to retire but find themselves forced to continue working because of the current economic situation - While this may contribute to workforce dynamics, it is not a primary factor in conflicts among nurses.
B: Balancing state practice acts, codes of ethics, and standards of practice - This is important for maintaining professionalism but does not directly contribute to conflicts among nurses.
C: Advances in technology - While technology can impact nursing practice, it is not a primary factor in conflicts among nurses compared to the generational differences.