Nursing Leadership & Management NCLEX Quiz 5 (10 Questions)

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1. Katherine is a young Unit Manager of the Pediatric Ward. Most of her staff nurses are senior to her. very articulate. confident and sometimes aggressive. Katherine feels uncomfortable believing that she is the scapegoat of everything that goes wrong in her department. Which of the following is the best action that she must take?

Identify the source of the conflict and understand the points of friction

Disregard what she feels and continue to work independently

Seek help from the Director of Nursing

Quit her job and look for another employment.

This involves a problem solving approach. which addresses the root cause of the problem.

Explanation

This involves a problem solving approach. which addresses the root cause of the problem.

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Nursing Leadership & Management NCLEX Quiz 5 (10 Questions) - Quiz

All questions are shown, but the results will only be given after you’ve finished the quiz. You are given 1 minute per question, a total of 10 minutes in this quiz.

2. Kathleen knows that one of her staff is experiencing burnout. Which of the following is the best thing for her to do?

Advise her staff to go on vacation.

Ignore her observations; it will be resolved even without intervention

Remind her to show loyalty to the institution.

Let the staff ventilate her feelings and ask how she can be of help.

Reaching out and helping the staff is the most effective strategy in dealing with burn out. Knowing that someone is ready to help makes the staff feel important; hence her self-worth is enhanced.

Explanation

Reaching out and helping the staff is the most effective strategy in dealing with burn out. Knowing that someone is ready to help makes the staff feel important; hence her self-worth is enhanced.

3. Katherine tells one of the staff. "I don't have time to discuss the matter with you now. See me in my office later" when the latter asks if they can talk about an issue. Which of the following conflict resolution strategies did she use?

Smoothing

Compromise

Avoidance

Restriction

This strategy shuns discussing the issue head-on and prefers to postpone it to a later time. In effect the problem remains unsolved and both parties are in a lose-lose situation.

Explanation

This strategy shuns discussing the issue head-on and prefers to postpone it to a later time. In effect the problem remains unsolved and both parties are in a lose-lose situation.

4. As a young manager. she knows that conflict occurs in any organization. Which of the following statements regarding conflict is NOT true?

Can be destructive if the level is too high

Is not beneficial; hence it should be prevented at all times

May result in poor performance

May create leaders

Conflicts are beneficial because it surfaces out issues in the open and can be solved right away. Likewise. members of the team become more conscientious with their work when they are aware that other members of the team are watching them.

Explanation

5. She conducts a 6-month performance review session with a staff member. Which of the following actions is appropriate?

She asks another nurse to attest the session as a witness.

She informs the staff that she may ask another nurse to read the appraisal before the session is over.

She tells the staff that the session is manager-centered.

The session is private between the two members.

The session is private between the manager and the staff and remains to be so when the two parties do not divulge the information to others.

Explanation

The session is private between the manager and the staff and remains to be so when the two parties do not divulge the information to others.

6. She knows that performance appraisal consists of all the following activities EXCEPT:

Setting specific standards and activities for individual performance.

Using agency standards as a guide.

Determine areas of strength and weaknesses

Focusing activity on the correction of identified behavior.

Performance appraisal deal with both positive and negative performance; is not meant to be a fault-finding activity

Explanation

Performance appraisal deal with both positive and negative performance; is not meant to be a fault-finding activity

7. Which of the following statements is NOT true about performance appraisal?

Informing the staff about the specific impressions of their work help improve their performance.

A verbal appraisal is an acceptable substitute for a written report

Patients are the best source of information regarding personnel appraisal.

The outcome of performance appraisal rests primarily with the staff.

The patient can be a source of information about the performance of the staff but it is never the best source. Directly observing the staff is the best source of information for personnel appraisal.

Explanation

The patient can be a source of information about the performance of the staff but it is never the best source. Directly observing the staff is the best source of information for personnel appraisal.

8. There are times when Katherine evaluates her staff as she makes her daily rounds. Which of the following is NOT a benefit of conducting an informal appraisal?

The staff member is observed in natural setting.

Incidental confrontation and collaboration is allowed.

The evaluation is focused on objective data systematically.

The evaluation may provide valid information for compilation of a formal report.

Collecting objective data systematically can not be achieved in an informal appraisal. It is focused on what actually happens in the natural work setting.

Explanation

Collecting objective data systematically can not be achieved in an informal appraisal. It is focused on what actually happens in the natural work setting.

9. Alexandra is tasked to organize the new wing of the hospital. She was given the authority to do as she deems fit. She is aware that the director of nursing has substantial trust and confidence in her capabilities. communicates through downward and upward channels and usually uses the ideas and opinions of her staff. Which of the following is her style of management?

Benevolent –authoritative

Consultative

Exploitive-authoritative

Participative

A consultative manager is almost like a participative manager. The participative manager has complete trust and confidence in the subordinate. always uses the opinions and ideas of subordinates and communicates in all directions.

Explanation

10. She decides to illustrate the organizational structure. Which of the following elements is NOT included?

Level of authority

Lines of communication

Span of control

Unity of direction

Unity of direction is a management principle. not an element of an organizational structure.

Explanation

Unity of direction is a management principle. not an element of an organizational structure.

Ives Holganza |Associate's Degree (Nursing) |

Care/Clinic Manager

Ives Holganza, a healthcare professional with 14+ years of diverse nursing experience, serves as Clinic Manager at Medcor. Holding an Associate's degree in nursing from William Paterson University, she delivers high-quality patient care while optimizing clinic operations. Her area of specialization include emergency, acute rehab, long-term care, clinical management, and medical administration.

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Expert Reviewed by
Ives Holganza
Aug 02, 2017

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