Nursing Management Practice Exam Quiz 2

The nurse manager made the change to the triage area design because of the repeated complaints from the nurses. These complaints were likely affecting the effectiveness of the unit, as the nurses found the design to be not "user friendly." Therefore, in order to address the concerns of the nurses and improve the overall functionality of the unit, the nurse manager decided to change the arrangement of the room.

This situation represents a competitive conflict that is positive to the work environment. The annual campaign and division into two teams create a healthy competition among the staff to raise money for special events. This conflict encourages teamwork, motivation, and a sense of achievement, which can have a positive impact on the work environment.

If the conflict between the medical residents and the nursing staff continues, it will ultimately impact client care and satisfaction. The residents' slow or non-existent response to pages can lead to delays in providing necessary medical attention to patients. This can result in compromised care, increased patient dissatisfaction, and even potential harm to the clients. Therefore, it is crucial to address this issue and make the necessary changes to ensure that client care and satisfaction are not compromised.

The correct answer is Collaboration. Collaboration involves a group of individuals working together to solve a problem or make a decision. In this scenario, the nurse manager asks a group of nurses to meet and review evidence-based practice related to client care on mechanical ventilators. Each nurse volunteers to gather data, indicating that they are working together and sharing information to find a solution. This demonstrates collaboration as a method of problem solving.

This scenario represents an intrapersonal conflict because the nurse is experiencing a conflict within themselves. They are torn between fulfilling their professional obligation to work the double shift and their personal commitment to their family. The conflict arises from the nurse's internal struggle to prioritize their work responsibilities and their personal life.

The statement "Both parties should come up with as many alternative solutions as possible before our next meeting" indicates that the nurse is using the integrative decision-making strategy. This strategy involves encouraging all parties involved to brainstorm and come up with multiple solutions to the conflict, with the goal of finding a mutually beneficial resolution. By suggesting this approach, the nurse is promoting collaboration and open communication among the parties, which is a key aspect of the integrative strategy.

The given scenario describes a situation where the staff nurses and nursing administration are trying to find a scheduling method that satisfies both the clients and the nursing personnel. They have conflicting opinions and want to reach a solution that both parties can agree on. This process of finding a mutually acceptable solution is known as negotiation.

The given scenario describes a situation where the day shift nurses and night shift nurses have opposing views on their responsibilities, leading to a "we-they" distinction. This "we-they" distinction indicates a sense of separation and distance between the two groups, hence the phenomenon can be identified as distancing.

The nurse manager's statement is untrue because conflict can actually stimulate more people to become involved in a situation, which can lead to the generation of more innovative solutions to the issue.

The statement "I stopped the conversation frequently to have the parties summarize what was being said" would be interpreted as following the rules of basic mediation because it shows that the manager is actively facilitating communication between the two parties and ensuring that they understand each other's perspectives. This approach helps to promote understanding and resolution of the conflict.

The statement "I will evaluate the outcomes of our strategies on a monthly basis" best exemplifies the final stage of conflict management because it shows that the nurse manager is committed to monitoring and assessing the effectiveness of the strategies implemented to improve communication. This indicates a proactive approach towards resolving conflicts and ensuring that the desired outcomes are achieved.

The most important strategy for the nurse manager to consider is making a timely decision regarding if and when to intervene. This is crucial because if the conflict is left unaddressed, it can escalate and negatively impact the work environment and patient care. The nurse manager needs to assess the situation and determine the appropriate time to step in and mediate the conflict, ensuring that it is resolved effectively and efficiently. By intervening in a timely manner, the nurse manager can prevent further escalation and promote a positive and harmonious work environment.

The correct answer is a good example of a "smoothing" comment because it acknowledges the disagreement between the two nurses, but also finds common ground by agreeing with the other nurse's opinion on a specific issue. This comment shows an effort to find areas of agreement and build a positive relationship despite the conflict.

The behavior of belittling the nurse in front of colleagues indicates that the resident is intentionally causing disruption and creating a hostile work environment. This type of conflict is known as disruptive conflict, where one party seeks to undermine or harm the other party involved.

The manager is using the strategy of confrontation. They are directly addressing the conflict between the two staff nurses and attempting to resolve it through open communication and problem-solving. This approach involves identifying the conflict and addressing it head-on, rather than avoiding or ignoring it. By using knowledge and reason, the manager is trying to facilitate a resolution and improve client care.

The most important factor in whether a conflict will be perceived or felt between two nurses is how well they know and trust each other. This is because when nurses have a strong relationship built on trust and familiarity, they are more likely to communicate effectively, understand each other's perspectives, and resolve conflicts in a constructive manner. On the other hand, if there is a lack of trust and familiarity between the nurses, conflicts may escalate and be more difficult to resolve, leading to a negative work environment and potentially compromising patient care.

The nurse manager may make the decision to postpone an intervention and allow the conflict to escalate in order to motivate the participants to seek resolution. By allowing the conflict to escalate, the nurse manager may create a sense of urgency and encourage the charge nurses to take initiative in resolving their conflict. This approach can empower the individuals involved to actively seek a solution and potentially lead to a more sustainable resolution.

The nursing supervisor is seeking a win-lose solution. This is evident from the statement that "the majority will rule." In a win-lose solution, one side wins while the other side loses. The supervisor wants the majority to make the decision, indicating that the outcome will not consider the needs or preferences of the minority.

In this situation, the nursing supervisor should be most concerned about the staff nurse's level of comfort when choosing a place for the mediation meeting. This is because the staff nurse is one of the conflicting parties and may feel more comfortable and open in a familiar or neutral environment. By prioritizing the staff nurse's comfort, the supervisor can create a conducive atmosphere for open communication and problem-solving during the mediation process.

This scenario represents a conflict antecedent known as "incompatible goals." The nursing staff is frustrated because they are unable to provide necessary supplies to clients due to the refusal of third-party payers to reimburse for those items. This conflict arises from the opposing goals of the nursing staff, who want to provide quality care, and the third-party payers, who prioritize cost containment. The incompatible goals create tension and frustration within the nursing staff.

The appropriate conflict responses for the nursing assistant in this situation would be withdrawal and avoiding. Withdrawing from the conflict means removing oneself from the situation to prevent further escalation or harm. Avoiding the conflict involves actively avoiding any confrontations or interactions with the nurse to prevent further conflict. These responses prioritize the safety and well-being of the nursing assistant and aim to de-escalate the situation.

The husband's statement reflects differences in values and beliefs because he believes that they need home health care while the nurse and client may have a different opinion or belief about the client's ability to be cared for at home. This difference in values and beliefs can lead to a conflict or disagreement regarding the client's post-discharge care.

Consensus is the correct answer because it refers to a conflict management strategy where a decision is made by the group that meets the needs of all parties involved. In this scenario, the nurse manager presents an issue to the nursing staff, and after assessing the problem, a decision is made that satisfies both the nurse manager and the nursing staff. This demonstrates the use of consensus as a conflict management strategy.

The nurse's statements reflect the best way to handle interprofessional conflict because they focus on the client's needs and provide evidence-based reasons for their suggestions. By mentioning the need for additional time to learn wound care, assigning a diabetic educator to help manage diabetes, and highlighting the benefits of early ambulation, the nurse is advocating for the best possible care for the client and presenting valid arguments that can be discussed and considered by the physician.

Collaborating and competing are the strategies that would facilitate the nurse manager in not compromising the nurses' concerns in favor of the doctors' concerns. Collaborating involves working together with the team to find a solution that satisfies both parties' interests. Competing, on the other hand, involves advocating for the nurses' concerns and prioritizing them over the doctors' concerns. Both strategies allow the nurse manager to ensure that the nurses' concerns are not compromised.

The manager should consider the anxiety level of the nurses in regard to the vacation schedule because if the level is high, it may affect their ability to resolve the conflict effectively. The manager should also consider whether the conflict will decrease the efficiency of the unit while the nurses are self-solving the issue, as this may impact patient care. Additionally, the manager should assess how intense the conflict about vacation scheduling is, as a more intense conflict may require more intervention from the manager.

The strategy of not intervening in the conflict is appropriate because conflict draws attention to the issue at hand, stimulates new ideas on how to manage the high-acuity unit, helps identify necessary compromises for the unit to be viable, and makes current staff members reexamine their own performance. By allowing the conflict to play out, the nurse executive and administrators are giving the stakeholders an opportunity to express their concerns, generate innovative solutions, and self-reflect on their own contributions to the issue.

The statements "I won't stop until I have gotten her fired," "He doesn't fight fairly," "I've almost forgotten what started this, I just focused on beating her," and "He is so wrong, he just has to go" suggest that the conflict has become disruptive. These statements indicate a desire for vengeance, unfair fighting tactics, a focus on winning at all costs, and a determination to remove the other person from the unit. These attitudes and behaviors can escalate the conflict and create a toxic work environment.

The nurse avoiding the physician in the hallway, no longer being as careful in caring for the physician's clients, and being apathetic about the care of clients can all be interpreted as covert conflict behaviors resulting from the physician's criticism. Avoiding the physician and being less careful with their clients may be the nurse's way of expressing their displeasure or resentment towards the physician. Being apathetic about the care of clients may be a passive-aggressive response to the criticism.

Conflict helps generate change because it brings more attention to an issue in need of change. When there is conflict, people become curious and get involved, which leads to a greater push for change. Additionally, if there is an existing conflict, a change must occur to stop the conflict. Change is inevitable, and some people's refusal to change can cause conflict, further emphasizing the need for change.