Nursing Management Practice Exam Trivia
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The nurse manager is coaching an employee who has been late for work three mornings this week. What statements and questions should the manager include in this coaching session?
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“What is causing you to be late?”
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“When you are late it throws the pace of the entire unit off and client care suffers.”
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“Does it not bother you that your lateness makes everyone else’s job more difficult?”
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“You have been late three times this week and that is not acceptable.”
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“What are you going to do to avoid being tardy again?”
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- 2.
What is the primary reason a nurse manager would confront a nurse who has been reported for violating infection control policy?
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To punish the guilty
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To protect the institution from liability
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To set an example for other employees
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To encourage the correct behavior
Correct Answer
A. To encourage the correct behaviorExplanation
A nurse manager would confront a nurse who has been reported for violating infection control policy to encourage the correct behavior. By addressing the issue directly with the nurse, the manager can provide guidance and education on proper infection control practices, emphasizing the importance of following the policy. This approach aims to promote a safe and healthy environment for both patients and staff, ultimately improving compliance with infection control protocols.Rate this question:
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- 3.
An employee has consistently violated policy and has not responded to coaching. The manager has decided that discipline is required. What should the manager do first?
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Plan a private meeting for the disciplining.
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Wait for one more infraction to occur and discipline immediately afterward.
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Make certain that the information regarding policy violations is correct.
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Keep the human resources department informed.
Correct Answer
A. Make certain that the information regarding policy violations is correct.Explanation
Before taking any disciplinary action, it is crucial for the manager to ensure that the information regarding policy violations is accurate. This step is important to avoid any potential misunderstandings or wrongful accusations. By confirming the validity of the policy violations, the manager can proceed with confidence in addressing the employee's misconduct. It also demonstrates fairness and professionalism in handling the situation.Rate this question:
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- 4.
Which statement by the nurse manager is the best example of day-to-day coaching?
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“Can we meet this afternoon for about 30 minutes to discuss your progress?”
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“I think you need to get different day care that would allow you to be on time.”
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“Over the past 6 months the narcotics count has been off on several days that you have worked.”
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“Let me show you a method I have found to be effective in making patient assignments.”
Correct Answer
A. “Let me show you a method I have found to be effective in making patient assignments.”Explanation
The answer "Let me show you a method I have found to be effective in making patient assignments" is the best example of day-to-day coaching because it demonstrates a proactive approach to improving the nurse's skills and knowledge. By offering to show a method that has been successful, the nurse manager is providing guidance and support to help the nurse improve their patient assignment skills. This approach focuses on skill development and continuous improvement, which are key aspects of day-to-day coaching.Rate this question:
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- 5.
A certified nurse’s aide (CNA) has been reported to the nurse manager for refusing to perform hand hygiene between clients when providing morning care. Which statement by the nurse manager would be the most effective?
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“Do you need a class on hand hygiene?”
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“Forgetting to perform hand hygiene between clients can spread infection.”
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“Why do you refuse to perform hand hygiene?”
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“If I hear of any more instances of you not performing hand hygiene, I will write you up.”
Correct Answer
A. “Forgetting to perform hand hygiene between clients can spread infection.”Explanation
The nurse manager should choose the statement "Forgetting to perform hand hygiene between clients can spread infection" as the most effective response. This statement highlights the importance of hand hygiene and the potential consequences of not following proper protocols. It educates the CNA about the potential risks associated with their behavior and encourages them to prioritize patient safety by practicing proper hand hygiene.Rate this question:
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- 6.
Coaching and discipline have failed and the nurse manager is faced with no alternative but to terminate an employee. Which aspect of this situation requires the most careful planning?
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When the termination will occur
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How to keep the human resources department informed
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Accurately documenting all stages of the situation
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Whether the termination will adversely affect unit staffing
Correct Answer
A. Accurately documenting all stages of the situationExplanation
In this situation, the aspect that requires the most careful planning is accurately documenting all stages of the situation. This is important because having proper documentation ensures that there is a clear record of the employee's performance issues, the coaching and discipline measures taken, and the reasons for the termination. Accurate documentation is crucial for legal and HR purposes, as it provides evidence and protection in case of any disputes or legal actions that may arise from the termination. It also helps in maintaining transparency and consistency in the organization's processes.Rate this question:
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- 7.
A terminated employee files a grievance against the nurse manager. Which situations would benefit the employee’s claim?
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The nurse manager wrote notes on the expectations discussed during disciplinary sessions.
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The terminated employee’s last evaluation discusses problems with performance, but no coaching is described.
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When problems with the employee arose, the manager’s average time of intervention was less than 1 day.
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There are notes in the employee’s record from human resources indicating the nurse manager had discussed issues with the HR director.
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In one note, the manager describes the employee as “petulant, immature, and uncaring.”
Correct Answer(s)
A. The terminated employee’s last evaluation discusses problems with performance, but no coaching is described.
A. In one note, the manager describes the employee as “petulant, immature, and uncaring.”Explanation
The terminated employee's last evaluation discussing problems with performance, but no coaching being described, would benefit the employee's claim because it suggests that the employee was not given the opportunity to improve or receive guidance on how to address the performance issues. Additionally, the manager describing the employee as "petulant, immature, and uncaring" in one note could support the claim of unfair treatment or bias on the part of the manager.Rate this question:
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- 8.
It has been reported to the nurse manager that an employee is repeatedly parking in the patient/visitor parking area. What action should the manager take?
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Confront the employee.
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Check the parking lot each morning.
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Discuss the issue at the next employee appraisal.
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Provide an education session for all staff regarding parking policy.
Correct Answer
A. Confront the employee.Explanation
The correct action for the nurse manager in this situation is to confront the employee. Confronting the employee directly allows the manager to address the issue and communicate the importance of following parking policies. It also gives the employee an opportunity to explain their actions and understand the impact it has on patients and visitors. By directly addressing the problem, the manager can work towards finding a solution and preventing further violations of the parking policy.Rate this question:
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- 9.
A nursing assistant has taken long lunch breaks for the last 2 days and today is 15 minutes late returning from the cafeteria. What should the manager do?
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Go to the cafeteria and confront the assistant.
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Send a message with a nurse going to lunch for the assistant to return to the unit immediately.
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Call the cafeteria and ask that they send the assistant back to the unit.
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Meet with the assistant and calmly say, “You have been late back from lunch for 3 days this week.”
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Anticipate that the assistant will give an explanation for the lateness.
Correct Answer(s)
A. Meet with the assistant and calmly say, “You have been late back from lunch for 3 days this week.”
A. Anticipate that the assistant will give an explanation for the lateness.Explanation
The manager should meet with the assistant and calmly address the issue of being late back from lunch for 3 days in a row. By having a conversation with the assistant, the manager can express their concern and give the assistant an opportunity to explain the reasons for their lateness. This approach allows for open communication and understanding between the manager and the assistant, which can help in resolving the issue and finding a solution moving forward.Rate this question:
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- 10.
A newly hired certified nurse’s aide (CNA) has been 15 minutes late returning from mealtime 4 days this week. The nurse manager coaches the employee and finds the CNA thought meal breaks were 45 minutes. What is the most appropriate response from the nurse manager?
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Document the tardy behavior in the CNA's record.
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Show the CNA the break hours in the employee handbook.
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Warn the CNA tardiness is not tolerated and follow up in 2 weeks.
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Warn the CNA that the charge nurse will be timing future meal breaks.
Correct Answer
A. Show the CNA the break hours in the employee handbook.Explanation
The most appropriate response from the nurse manager would be to show the CNA the break hours in the employee handbook. This response addresses the issue by providing the CNA with the correct information about meal breaks, allowing them to understand the expectations and avoid future tardiness. It also promotes open communication and education, helping the CNA to improve their performance without immediately resorting to disciplinary measures.Rate this question:
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- 11.
A manager has been informed by a reliable registered nurse that an assistant lied about bathing a client. The manager calls the assistant into the office with a written warning. Why is this action inappropriate?
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The registered nurse should issue the warning.
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The first warning should be verbal.
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The assistant should be allowed to discuss the matter.
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This type of action should be conducted by the human resources department.
Correct Answer
A. The assistant should be allowed to discuss the matter.Explanation
The action of calling the assistant into the office with a written warning without allowing them to discuss the matter is inappropriate because it denies the assistant an opportunity to provide their side of the story or explain their actions. It is important to give the assistant a chance to explain themselves and provide any necessary context before issuing a written warning. This allows for a fair and objective assessment of the situation and ensures that all parties involved have been heard.Rate this question:
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- 12.
A charge nurse on the night shift did not notify the anesthesiologist regarding an emergency case. The manager investigated the matter and learned the charge nurse thought the primary care nurse would call the anesthesiologist. Which response by the manager would be most appropriate?
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“It is in your job description and your duty.”
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“It is your responsibility. In the future, call anesthesia and transfer the call to the primary nurse.”
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“It’s not the surgery nurse’s responsibility to call anesthesia!”
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“Why was this considered an emergency case?”
Correct Answer
A. “It is your responsibility. In the future, call anesthesia and transfer the call to the primary nurse.”Explanation
The correct answer is appropriate because it acknowledges the charge nurse's responsibility to notify the anesthesiologist and provides a solution for future cases. It addresses the issue directly and provides clear instructions on how to handle similar situations in the future.Rate this question:
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- 13.
The nurse manager identifies a minor problem with the way a staff nurse documents client care. The manager meets with the nurse and discusses the issue, but does not issue a warning. What is the manager’s next action?
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Report the meeting to human resources.
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Enlist the aid of a more experienced nurse to help monitor the documentation.
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Record the specific behavioral steps discussed for future reference.
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Tell the nurse that failure to comply with steps discussed will result in a written warning.
Correct Answer
A. Record the specific behavioral steps discussed for future reference.Explanation
The nurse manager's next action would be to record the specific behavioral steps discussed for future reference. This allows the manager to have a documented record of the discussion and the agreed-upon steps to address the issue with the nurse's documentation. It also serves as a reference point for any future discussions or evaluations regarding the nurse's performance.Rate this question:
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- 14.
The staff has complained that a nurse receives frequent personal phone calls, which is a violation of policy. In what manner should the manager address this nurse?
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Meet with the nurse privately and inquire as to the necessity of personal phone calls.
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Meet with the nurse and give a verbal warning.
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The manager should inform the nurse the other nurses are complaining about the phone calls.
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Tell the complaining nurses to handle the situation with peer pressure.
Correct Answer
A. Meet with the nurse privately and inquire as to the necessity of personal phone calls.Explanation
The correct answer is to meet with the nurse privately and inquire as to the necessity of personal phone calls. This approach allows the manager to address the issue directly with the nurse and understand the reasons behind the frequent personal phone calls. It also provides an opportunity for the nurse to explain their situation and for the manager to discuss the policy violation and potential consequences. This approach promotes open communication and allows for a fair resolution to the issue.Rate this question:
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- 15.
A nurse who receives frequent phone calls informs the manager the phone calls are related to a health crisis concerning a family member. Other nurses also receive personal calls, but not as many as the first nurse. Which action by the manager is appropriate?
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Tell the nurse to have family call the manager’s office if there is a crisis.
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Discuss with the nurse how personal phone calls may affect client care and should be limited.
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Inform the nurse the phone calls are causing morale issues among the staff.
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Lift the policy against staff carrying personal cell phones for this nurse while the crisis continues.
Correct Answer
A. Discuss with the nurse how personal phone calls may affect client care and should be limited.Explanation
The appropriate action for the manager is to discuss with the nurse how personal phone calls may affect client care and should be limited. This option addresses the issue of personal phone calls without completely restricting the nurse's ability to receive important calls related to a health crisis. By having a conversation with the nurse, the manager can communicate the importance of limiting personal calls and ensure that client care is not compromised.Rate this question:
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- 16.
A nurse has frequent visitors while working. The manager has discussed with the nurse the negative effect of these visits on client care. What should the manager do next?
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Ask staff if the visits have decreased.
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Arrange a follow-up meeting with the nurse.
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Counsel all nursing staff regarding the limitations of personal visitors.
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Arrange to be visible on the nursing unit when this nurse is working.
Correct Answer
A. Arrange a follow-up meeting with the nurse.Explanation
The manager should arrange a follow-up meeting with the nurse because it is important to address the issue directly with the nurse and discuss the negative effect of frequent visitors on client care. This meeting will provide an opportunity to have a detailed conversation about the concerns and find a solution together. It allows the manager to provide guidance, support, and further discuss any necessary actions or changes that need to be made.Rate this question:
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- 17.
A nurse has been pulled from the surgical unit to the ICU unit and is asked by an ICU nurse to administer a medication that requires monitoring the cardiac rhythm. When asked about the client’s cardiac rhythm after the medication was administered, the surgical nurse states, “I don’t know.” What actions should be taken by the unit’s nurse manager?
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Meet with the ICU nurse to discuss the situation.
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Meet with the surgical nurse to discuss the situation.
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Give a written warning to the surgical nurse for not following policy.
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Give a written warning to the ICU nurse for not following policy.
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Meet with the nurses together and issue an informal verbal warning to both.
Correct Answer(s)
A. Meet with the ICU nurse to discuss the situation.
A. Meet with the surgical nurse to discuss the situation.Explanation
The correct answer is to meet with both the ICU nurse and the surgical nurse to discuss the situation. This is the appropriate action for the unit's nurse manager to take because it allows for open communication and clarification of expectations. Meeting with both nurses together and issuing an informal verbal warning allows for a collaborative approach to addressing the issue and ensures that both nurses understand the importance of monitoring the cardiac rhythm after administering medication. Giving a written warning to either nurse or giving a written warning to the surgical nurse for not following policy would not address the underlying communication issue between the two nurses.Rate this question:
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- 18.
An ICU nurse does not follow policy when administering a medication intravenously. Which would be the most appropriate action by the manager to assist the employee?
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Provide written instructions for administering the medication.
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Remediate the situation with the ICU staff.
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Provide a copy of the policy and discuss the rationale for the policy as it relates to client care.
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Reprimand the ICU nurse for giving the medication.
Correct Answer
A. Provide a copy of the policy and discuss the rationale for the policy as it relates to client care.Explanation
The most appropriate action by the manager would be to provide a copy of the policy and discuss the rationale for the policy as it relates to client care. This action allows the manager to address the nurse's non-compliance with the policy in a constructive manner. By providing a copy of the policy, the manager ensures that the nurse has access to the correct information and guidelines for administering the medication. Additionally, discussing the rationale for the policy helps the nurse understand the importance of following it for the well-being and safety of the patients.Rate this question:
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- 19.
An OB nurse has violated a unit policy. The OB manager is discussing the incident with the nurse. During the discussion the nurse informs the OB manager of the actions of other staff and the physician’s attitude leading up to the event. How should the manager address these issues?
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Tell the nurse that physician’s attitude is none of the nurse’s business.
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Inform the nurse of the policy violation.
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Inquire about the physician’s attitude and the staff actions during the incident.
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Redirect the nurse to focus on the issue.
Correct Answer
A. Redirect the nurse to focus on the issue.Explanation
The manager should redirect the nurse to focus on the issue because discussing the actions of other staff and the physician's attitude is not relevant to addressing the policy violation. By redirecting the nurse's attention to the issue at hand, the manager can ensure that the incident is properly addressed and resolved.Rate this question:
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- 20.
The nurse was reported for not following unit policy in relaying a client’s complaint regarding another staff member. During a meeting, the nurse insists he managed the situation appropriately. How should the manager respond?
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“Let’s schedule another meeting for later in the week after you have had time to reflect on the situation a little more.”
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“Let’s explore some alternative solutions to what happened.”
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“I am going to request a meeting for both of us and the human resources director.”
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“As I see it, the problem is your inability to follow the simplest of unit policies and to take direction.”
Correct Answer
A. “Let’s explore some alternative solutions to what happened.”Explanation
The manager should respond by suggesting to explore alternative solutions to what happened. This response indicates that the manager is open to finding a resolution and is willing to consider different approaches to address the issue. It promotes a collaborative and problem-solving approach rather than placing blame or criticizing the nurse.Rate this question:
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- 21.
An ICU nurse manager has been struggling to correct client care issues on the unit and has asked the unit director for assistance. The director says, “Training and discipline on your unit is your responsibility. I have other things to do.” Now, the manager is faced with disciplining a nurse regarding another client care issue. What is the most significant reason this manager is hesitant to administer this discipline?
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The nurse may quit.
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The nursing staff is a cohesive group and might retaliate.
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The manager is not comfortable with confrontation.
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The manager does not feel supported by the director.
Correct Answer
A. The manager does not feel supported by the director.Explanation
The manager is hesitant to administer discipline because they do not feel supported by the director. This lack of support suggests that the director may not back up the manager's decisions or provide assistance when needed. Without the director's support, the manager may fear facing pushback or resistance from the nurse or the nursing staff. This lack of support can undermine the manager's authority and ability to effectively address client care issues on the unit.Rate this question:
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- 22.
An emergency department (ED) manager is disciplining a nurse with a history of multiple client and staff complaints. The last disciplinary action was a verbal warning. If the institution follows the progressive method of addressing disciplinary issues, the manager would prepare for which action?
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A written warning
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A counseling session
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Another verbal warning
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Termination
Correct Answer
A. A written warningExplanation
In the given scenario, the nurse has already received a verbal warning as the last disciplinary action. According to the progressive method of addressing disciplinary issues, the next step would be to escalate the disciplinary action to a written warning. This is a more formal and documented form of disciplinary action, indicating that the nurse's behavior or performance issues have not been adequately addressed or improved.Rate this question:
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- 23.
A nurse has complained to the human resources (HR) director regarding unfair treatment by the nurse’s manager. The nurse describes receiving a written warning, unlike other nursing staff who exhibit similar behaviors but are not reprimanded. Which concerns would the HR director discuss with the hospital chief nursing officer?
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The unusual management styles within the department
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Confronting the manager’s direct supervisor about allowing this situation to occur
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The apparent inconsistencies in discipline within the unit
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The potential for litigation that arises from this complaint
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The need to terminate this problem employee
Correct Answer(s)
A. The apparent inconsistencies in discipline within the unit
A. The potential for litigation that arises from this complaintExplanation
The HR director would discuss the apparent inconsistencies in discipline within the unit with the hospital chief nursing officer. This is because the nurse has complained about unfair treatment by their manager, specifically mentioning that they received a written warning while other nursing staff who exhibit similar behaviors were not reprimanded. This indicates a lack of consistency in disciplinary actions within the unit, which could be a concern for the hospital. Additionally, the potential for litigation arising from this complaint would also be a topic of discussion as it could have legal implications for the hospital.Rate this question:
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- 24.
A director must discipline an ICU manager. The director and manager have become friends. When disciplining the manager, what is the best approach by the director?
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Notify the human resources director that the meeting will occur.
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Include the chief nurse officer (CNO) in the session.
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Ask a manager from another department to sit in on the meeting.
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Discuss the issue, concentrate on the issue, and do not make it personal.
Correct Answer
A. Discuss the issue, concentrate on the issue, and do not make it personal.Explanation
The best approach for the director when disciplining the ICU manager is to discuss the issue, concentrate on the issue, and not make it personal. This approach allows for a professional and objective discussion about the problem at hand, without damaging the personal relationship between the director and the manager. It ensures that the focus remains on addressing the issue and finding a solution, rather than getting caught up in personal emotions or conflicts.Rate this question:
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- 25.
An OB manager discusses a nurse’s performance with the chief nurse officer (CNO). The CNO learns the nurse has had multiple client and physician complaints that the manager investigated and for which counseling was provided. The behavior continues even though the nurse has received verbal and written warnings. Which course of action would be most appropriate at this time?
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Issue a written warning from the CNO.
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Place the nurse on suspension pending a new investigation into the complaints.
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Terminate the nurse.
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Transfer the nurse to another department under another manager.
Correct Answer
A. Terminate the nurse.Explanation
Based on the given information, the nurse has had multiple client and physician complaints, and despite receiving verbal and written warnings, the behavior continues. This suggests that the nurse has not responded to previous interventions and is not likely to change their behavior. Therefore, terminating the nurse would be the most appropriate course of action to address the ongoing issue and protect the interests of the clients and physicians.Rate this question:
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- 26.
The hospital’s new management company has assigned a “leadership coach” to groups of current nurse managers. Which statements made by a manager would the coach interpret as indicating the manager does not value this opportunity?
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“Why do I need a coach?”
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“I’ve been a manager longer than our coach has been a nurse.”
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“I’m getting burned out with the way we manage.”
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“Another new program to waste our time.”
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“Coaching has helped my nurses improve their practice.”
Correct Answer(s)
A. “I’ve been a manager longer than our coach has been a nurse.”
A. “Another new program to waste our time.”Explanation
The coach would interpret the statement "I've been a manager longer than our coach has been a nurse" as indicating that the manager does not value the opportunity because it suggests that the manager believes they have more experience and knowledge than the coach, therefore implying that they do not need the coach's guidance. The statement "Another new program to waste our time" also indicates a lack of value for the opportunity, as it suggests that the manager sees the coaching program as a waste of time rather than a valuable learning experience.Rate this question:
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- 27.
The manager is contemplating terminating a nurse. What should the manager consider regarding the expectations of the job prior to proceeding with termination?
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Did the nurse receive and sign for a copy of the appropriate job description when hired?
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Was the nurse apprised of the criteria on which evaluation would be based?
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Have any changes to policy and procedure been discussed with the nurse and made available in writing?
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Was the nurse hired using the same documentation as others hired at the same time?
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Have others hired during the same time period been successful?
Correct Answer(s)
A. Did the nurse receive and sign for a copy of the appropriate job description when hired?
A. Was the nurse apprised of the criteria on which evaluation would be based?
A. Have any changes to policy and procedure been discussed with the nurse and made available in writing?Explanation
The manager should consider whether the nurse received and signed for a copy of the appropriate job description when hired, as this ensures that the nurse is aware of the expectations of the job. The manager should also consider whether the nurse was apprised of the criteria on which evaluation would be based, as this establishes clear performance expectations. Additionally, the manager should consider whether any changes to policy and procedure have been discussed with the nurse and made available in writing, as this ensures that the nurse is aware of any updates or changes that may affect their performance.Rate this question:
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- 28.
The manager has disciplined a nurse with a written warning. At the end of the session, the manager asks the nurse to sign the warning and the nurse refuses. What should the manager do?
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Tell the nurse that signing the form in mandatory.
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Indicate on the form that the nurse declined to sign.
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Sign the nurse’s name to the form and include the manager’s initials.
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Complete a second warning for the nurse’s failure to follow procedure.
Correct Answer
A. Indicate on the form that the nurse declined to sign.Explanation
The manager should indicate on the form that the nurse declined to sign. This is the appropriate action because it accurately reflects the nurse's refusal to sign the warning. Signing the nurse's name without consent or completing a second warning would be unethical and dishonest.Rate this question:
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- 29.
The manager has just terminated a nurse. What statement by the manager is appropriate?
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“You may go back to the unit to say good-bye to your coworkers.”
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“We have cleaned out your locker and have your personal belongings ready for you.”
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“I have notified security to escort you as you leave the building.”
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“As of this time, you are no longer an employee of this institution.”
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“Please do not discuss your termination with any other nurses.”
Correct Answer(s)
A. “I have notified security to escort you as you leave the building.”
A. “As of this time, you are no longer an employee of this institution.”Explanation
The correct answer is appropriate because it ensures the safety and security of the terminated nurse by notifying security to escort them out of the building. Additionally, it clearly communicates that the nurse is no longer an employee of the institution. This statement provides a sense of finality and clarity to the termination process.Rate this question:
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- 30.
A nurse is being terminated due to continued violation of hospital policy. What statements by the manager are appropriate?
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“Your actions have been degrading to the profession.”
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“You may wish to resign rather than being terminated.”
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“Human resources will answer any questions you may have about benefits.”
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“I’m sorry you could not be happy here.”
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“You are being terminated for the policy violations I have just outlined.”
Correct Answer(s)
A. “You may wish to resign rather than being terminated.”
A. “Human resources will answer any questions you may have about benefits.”
A. “You are being terminated for the policy violations I have just outlined.”Explanation
The manager's statements are appropriate because they provide options and information to the nurse who is being terminated. The statement "You may wish to resign rather than being terminated" gives the nurse the opportunity to leave on their own terms. The statement "Human resources will answer any questions you may have about benefits" shows that the nurse will be provided with support and assistance during the termination process. Lastly, the statement "You are being terminated for the policy violations I have just outlined" clearly communicates the reason for the termination, ensuring transparency and clarity.Rate this question:
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Quiz Review Timeline (Updated): Mar 20, 2023 +
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Current Version
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Mar 20, 2023Quiz Edited by
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Oct 21, 2013Quiz Created by
Catherine Halcomb
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