ATI RN
ATI Leadership
1. In order to minimize or avoid negative outcomes as a result of the violation and disciplinary action, the employee should offer which of the following?
- A. Excuses
- B. Discipline
- C. Suggestions
- D. Rules
Correct answer: C
Rationale: In order to minimize or avoid negative outcomes resulting from a violation and disciplinary action, the employee should offer suggestions. By providing suggestions, the employee demonstrates a willingness to improve and prevent future occurrences. Offering excuses (choice A) may deflect responsibility and not address the issue at hand. Discipline (choice B) is the action taken by the employer, not the employee. Rules (choice D) are guidelines to follow, but in this context, offering suggestions for improvement is more relevant.
2. What is the primary goal of a clinical nurse leader (CNL)?
- A. To manage the nursing staff
- B. To coordinate patient care
- C. To improve patient outcomes
- D. To implement evidence-based practices
Correct answer: C
Rationale: The primary goal of a clinical nurse leader (CNL) is to improve patient outcomes by overseeing patient care delivery, coordinating with healthcare team members, and ensuring quality care. While managing nursing staff (choice A) and implementing evidence-based practices (choice D) are important aspects of a CNL's role, the ultimate focus is on enhancing patient outcomes. Coordinating patient care (choice B) is part of the CNL's responsibilities but not the primary goal.
3. An RN is reviewing professional behavior expectations with a group of new nurses. Which of the following statements should be included in the teaching?
- A. It is not OK to discuss your days at work on social media.
- B. When you are passionate about a topic, speak up in professional platforms.
- C. Your behavior outside of the practice setting can impact your license.
- D. Nurses may lose their licenses for unprofessional actions.
Correct answer: D
Rationale: The correct statement to include in the teaching is that nurses may lose their licenses for unprofessional actions. This is an important reminder to new nurses about the serious consequences of unprofessional behavior in the healthcare field. Choice A is incorrect because discussing work on social media can breach patient confidentiality. Choice B is incorrect as speaking up in blogs and forums may not always align with professional conduct standards. Choice C is incorrect as behavior outside the practice setting, if unprofessional, can indeed impact a nurse's license.
4. From a unit perspective, disruptive and violent patient behavior may be distracting to patients and staff. As the nurse manager, you are concerned about: (EXCEPT)
- A. Patient and staff safety.
- B. Team tension.
- C. Fear of disappointment.
- D. Stress levels.
Correct answer: C
Rationale: Disruptive and violent patient behavior can indeed pose challenges on a unit. Concerns as a nurse manager would revolve around patient and staff safety (Choice A) due to the risk of harm, team tension (Choice B) arising from managing such situations, and stress levels (Choice D) of both patients and staff. Fear of disappointment (Choice C) is not a typical concern in this scenario and does not directly relate to the immediate impact of disruptive and violent patient behavior.
5. The problem of overrating staff performance is called ___________ .
- A. Recency error
- B. Absolute judgment
- C. Halo error
- D. Leniency error
Correct answer: D
Rationale: The correct answer is D, 'Leniency error.' Leniency error occurs when a manager tends to overrate staff performance, giving higher ratings than deserved. Choice A, 'Recency error,' refers to the tendency to focus only on recent behaviors or events when evaluating performance. Choice B, 'Absolute judgment,' is not directly related to overrating staff performance; it refers to making evaluations without considering the context or comparison points. Choice C, 'Halo error,' involves allowing one positive aspect of an individual to overshadow other factors in performance evaluation, which is different from overrating overall staff performance.
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