Nursing Elites

1. Which of the following is used as an indirect estimate of voluntary absenteeism?

• A. Involuntary absenteeism
• B. Voluntary absenteeism
• C. Total time lost
• D. Absence frequency

Correct answer: D

Rationale: The correct answer is 'Absence frequency.' Absence frequency is the total number of distinct absence periods, regardless of duration. It is used as an indirect estimate of voluntary absenteeism because it provides insights into the frequency of absences. Voluntary absenteeism refers to absences that are under the employee's control, while involuntary absenteeism is not under their control. Total time lost, on the other hand, represents the number of scheduled days that employees miss, which is different from absence frequency.

2. When communicating with a client who has a complaint, what principle is important to keep in mind?

• A. Supervisors should always be involved.
• B. The client's physician is often the cause of the problem.
• C. Avoid discussion of complaints.
• D. Clients and families should be treated with respect; communication should be open and honest.

Correct answer: D

Rationale: When addressing complaints from clients, it is crucial to prioritize treating clients and families with respect. Open and honest communication fosters trust and transparency in resolving issues effectively. This client-centered approach emphasizes the importance of maintaining positive relationships within the healthcare setting. Choices A, B, and C are incorrect. Involving supervisors in every communication with a client who has a complaint may not always be necessary or practical. Blaming the client's physician for the issue is unprofessional and does not address the client's concerns. Avoiding discussion of complaints can lead to unresolved issues and dissatisfaction among clients.

3. Which of the following best describes the concept of evidence-based management?

• A. Using personal experience to make managerial decisions
• B. Combining managerial expertise with the latest research evidence
• C. Using intuition and experience to guide management decisions
• D. Relying on peer-reviewed literature to inform management practices

Correct answer: B

Rationale: The concept of evidence-based management involves combining managerial expertise with the latest research evidence to make informed decisions. Choice A is incorrect because relying solely on personal experience may not align with the best available evidence. Choice C is incorrect as it emphasizes intuition over research evidence. Choice D is incorrect because evidence-based management involves not only peer-reviewed literature but also incorporating managerial expertise.

4. Which of the following is true of malpractice?

• A. Malpractice occurs when a professional shares information about a patient that could damage that patient�s reputation.
• B. Malpractice is a serious criminal offense.
• C. Malpractice is a minor criminal offense.
• D. Malpractice is a negligent act by an individual whose duties require specialized education.

Correct answer: D

Rationale: Malpractice is a negligent act by an individual whose duties require specialized education.

5. The manager of a medical-surgical unit is very task-motivated. Using Fiedler's Contingency Theory, under what circumstances would the manager be most effective?

• A. Only during highly stressful situations.
• B. When there is little to no stress.
• C. Under highly structured situations.
• D. When the situation is loosely structured.

Correct answer: C

Rationale: According to Fiedler's Contingency Theory, task-motivated managers are most effective under highly structured situations. This is because in such environments, where priorities are clear and tasks are well-defined, task-oriented managers can excel in organizing and accomplishing objectives efficiently. Choices A and B are incorrect because the effectiveness of a task-motivated manager is not solely linked to stress levels but rather to the structure of the situation. Choice D is also incorrect as a loosely structured situation would not provide the clarity and direction that a task-motivated manager thrives in.

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