Leadership Exam Iii

Front 1

A new manager is implementing an initiative with the desired outcome to have the unit rum more smoothly, what quality is the manager demonstrating

Back 1

Being a CHANGE AGENT

Front 2

In the Lippitt’s phase, this phase requires people to collect data and this is known as

Back 2

Diagnose the problem

Front 3

When facilitating change in a staff it is important to build trust and recognize the need for change, according Lewin’s Force-Field Model this is called

Back 3

Unfreeze of the system

Front 4

The changes brought forth by the state boards of nursing are an example of which type of change agent?

Back 4

Power-coercive

Front 5

Even though this is not easy, facilitating __________ is a mandatory skill for all nurse managers and is crucial in the success of the manager.

Back 5

Change

Front 6

When is the time to make people think about the routines that have been previously followed and to consider what might be a better plan of action? Planning or Analysis of Data

Back 6

Planning

Front 7

A client/PT leave AMA (Against Medical Advice). This is an example of ______________ type of risk category

Back 7

Medical – Legal Incident

Front 8

A patient experiences a major incident. How soon should the incident be completed

Back 8

24 Hours

Front 9

A client is admitted to a medical-surgical unit after six hours in the emergency room. He requests that his AM care be delayed to allow him to rest. The nurse complies with his request. This is an example of which type of management philosophy? QM or TQM

Back 9

Total Quality Management

Front 10

A family member slips on the wet floor and hits her head. You understand that completion of an incident report is necessary for which hospital process? Risk or Quality Mngt

Back 10

Risk Management

Front 11

A client experiences difficulty breathing after the change of shift. The nurse on duty discovers that the IVFs were infusing at a rate 10 times the calculated normal. After notifying the physician, and correcting the rate what should be the next step in the client's care? Discipline the Previous Shift Nurse or Complete the Incident Report

Back 11

Complete the Incident Report

Front 12

A client experiences an air emboli, resulting in a stroke, during an IV start. This can be classified as which type of risk? This is a Medication Incident, Nursing Incident or Diagnostic Procedure

Back 12

Diagnostic Procedure

Front 13

In order to best reduce the potential for risk, the development of which type of atmosphere is needed? Nurse, Family or Patient Focused

Back 13

Patient Focused

Front 14

In order to best reduce the potential for risk, the development of which type of atmosphere is needed? Is this Legitmate power or Reward Power

Back 14

Reward Power

Front 15

A staff nurse wants to become instrumental in changing a policy regarding scheduling. Which of the following might be helpful in this situation? Talk to Charge Nurse, Talk to Director or Compile data that would support change

Back 15

Compile data that would support change

Front 16

A staff nurse tells other staff nurses that the manager is ineffective in order to move into the manager position. Which of the following would describe the nurse's actions? Going Above and Beyond or Using a Power Play

Back 16

Using a Power Play

Front 17

A nurse who is planning to run for the local school board will find which of the following sources of power important? Charisma or Connection

Back 17

Connection

Front 18

The theory that emphasizes the long-range plan, not rewards, is known as? Franklin Covey has a whole industry designed around this one thing

Back 18

Goal Setting

Front 19

A technique used to eliminate negative behavior by ignoring the behavior is known as __________. Unfreezing or Extinction

Back 19

Extinction

Front 20

What theory views motivation as learning? Conditioning or Reinforcement

Back 20

Reinforcement Reinforcement theory, also known as behavior modification, views motivation as learning. According to this theory, behavior is learned through a process called operant conditioning, in which a behavior becomes associated with a particular consequence. In operant conditioning, the response--consequence connection is strengthened over time -- that is, it is learned.

Front 21

According to Maslow's theory, what level needs to be met first?

Back 21

Physiological Needs

Front 22

The characteristic that influences staff to act in a certain way is: Esteem, Control, Instinct

Back 22

Instinct

Front 23

What is an attribute observed among nurses who strive to find the best way to do their job? Motivation, Punctual, Honest, Controlling

Back 23

Motivation

Front 24

Which of the following indicators is viewed as important by the nurse manager in relationship to a performance model? Flexibility or Daily job performance

Back 24

Daily Job Performance

Front 25

The time period to give as notice for an appraisal is: One Day, Two Days, 1 Week or 2 Weeks

Back 25

Two Days

Front 26

Assigning a rating on the basis of an overall impression is known as Halo, Leniency, Self Evaluation

Back 26

Halo

Front 27

One who works to bring about change is said to be a

Back 27

Change Agent

Front 28

The process of making something different from what it was

Back 28

Change

Front 29

Lewin has three elements to his change model name them

Back 29

Unfreezing, Moving, Refreezing

Front 30

Refreezing is an example of change how

Back 30

Full Effect, change or new habit is cemented into behavior

Front 31

In Lewins theory of Change Moving is

Back 31

Tacking Action, Making it Happen

Front 32

Driving Force is a way to facilitate change because they push participants in the desired direction

Back 32

True or False

Front 33

This type of force impedes change because it pushes in the opposite direction, what is

Back 33

Restraining forces.

Front 34

The Steps in the change Process

Back 34

Id Problem, Collect Data & Info, Select & Analyze data, Develop plan for change w time & resources, ID Supporters, Build Coalition of Supporters, Help prepare, Prepare to handle resistance, Provide Feedback, Evaluate Effectiveness

Front 35

List key elements of Assessment Change Process

Back 35

ID Problem, Collect data, Data Anaylsis

Front 36

When Authority makes the change it is considered

Back 36

Power-Coercive Strategies

Front 37

True or False when Empirical –Rational Model to Change is used it is Knowledge that is the driving power

Back 37

True

Front 38

A Change Strategy related to the assumption that change rest with the ideal the people act in accordance with social norms and values

Back 38

Normative-reeducative strategies

Front 39

List the individuals resistant to change

Back 39

Innovators, Early Adopters, Early Majority, Late Majority, Laggrads, Rejecters

Front 40

Innovators

Back 40

Love Change, Thrive on it!

Front 41

Early Adopters

Back 41

Receptive to Change

Front 42

Early Majority

Back 42

Perfer Status Quo, but will accept change

Front 43

Late Majority

Back 43

resistive, accepting change after most others have

Front 44

Laggards

Back 44

dislike change and are openly antagonistic

Front 45

Rejecters

Back 45

Actively oppose and may even sabotage change

Front 46

This management philosophy that emphasizes a commitment to excellence throughout the organization

Back 46

Total Quality Management (TQM)

Front 47

List the four components of TQM, Customer or client Focused, Total Organization Involvement &

Back 47

Use of quality tools and statistic measures, key processes for improvement

Front 48

True or False Client Focused TQM involves Internal & External Customers

Back 48

True

Front 49

What is the goal of TOI relate to TQM

Back 49

that all employees are involved and empowered with the responsibility to make a difference in the quality of service they provide.

Front 50

The idea “You can’t manage what you can’t measure” is related to what TQM principle

Back 50

Use of Quality Tools and Statistics for Measure

Front 51

Name the process used to improve quality and performance

Back 51

Continuous Quality Improvement CQI

Front 52

In health care CQI is used to

Back 52

investigate systematically ways to improve care.

Front 53

True or False CQI involves evaluation actions, and a mind set to strive constantly for excellence

Back 53

True

Front 54

List the four components that are key in the success of CQI related to well thought out process

Back 54

Resource Group, Coordinator, Team Leader, Team

Front 55

This is problem focused and deals with prevention as a component of quality management..what is

Back 55

Risk Management

Front 56

List the High Risk areas of Risk Management for an RN

Back 56

Medication Errors, Falls, PT/Fam Dissatisfaction, Refusal to sign consent for TX,

Front 57

Unexpected or Unplanned occurrence that may affect or potentially affect the PT/Fam/Staff is a Reportable Incident or Incident Report

Back 57

Reportable Incident

Front 58

List components of a Reportable Incident

Back 58

Discovery, Notification, Investigation, Consultation, Action, Recording

Front 59

PT admitted to Ed is given Vistaril 25.0 ml IM in stead of grams this is what kind of error

Back 59

Med Error

Front 60

Power is the ability to influence or to achieve goals

Back 60

Both

Front 61

This is defined as the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings or actions what is

Back 61

Conflict

Front 62

This type of conflict does not emphasize winning…what is

Back 62

Disruptive Conflict

Front 63

A group of physicians come into conflict with the nursing staff of a unit over when AM vital signs are recorded. What type of technique might be used that respects the professionalism of both parties? What is Avoiding or Confrontation

Back 63

Confrontation

Front 64

Conflict with one individual is

Back 64

Intrapersonal

Front 65

Conflict with 2 or more individuals is

Back 65

Interpersonal

Front 66

Conflict within one group is

Back 66

Intragroup

Front 67

Conflict within 2 or more groups is

Back 67

Intergroup

Front 68

Filley’s Four Conflict Strategies

Back 68

Win – Lose, Lose-Lose, Win-Win, Intergrative decision Making

Front 69

Win- Win

Back 69

focuses on goal and attempts to meet the needs of both parties

Front 70

Win-Lose

Back 70

one party exerts dominance usually a power of authority and the other parties looses

Front 71

Lose-Lose

Back 71

neither sides goals or needs are meet

Front 72

Intergrative decision making

Back 72

the focus is on solving the problem rather then the end result

Front 73

True or false Daily job performance is the #1 factor for RN Managers when reviewing nursing staff

Back 73

True

Front 74

Reinforcement Theory is also known as

Back 74

Behavior Modification Theory

Front 75

Negative reinforcers are used to inhibit an undesired behavior also known as

Back 75

Punishment

Front 76

This techniques is used to ELIMINATE negative behavior

Back 76

Extinction

Front 77

Selectively reinforcing behavior that are successively closer approximations to the desired behavior is known as

Back 77

Shaping

Front 78

Name this type of learning theory, people learn new behavior through direct experience or by observing other people performing the behaviors, which results in a positive or negative outcome

Back 78

Social Learning Theory

Front 79

Adult Learning Theory has Six components that adults should consider vs. children

Back 79

Need to Know, Self-concept, Experience, Readiness to learn and time perspective, Motiviation

Front 80

The type of theory that discusses how motivation works to direct a person's efforts is Conditioning or Process

Back 80

Process

Front 81

What theory views motivation as learning

Back 81

Reinforcement

Front 82

True or False Enhancing Performance includes, ID Problem, Integrating Facilitating & Coordinating work, Creating a MOTIVATIONAL Climate

Back 82

True

Front 83

As a manager the Performance Appraisal Process should include

Back 83

Day to Day Interaction, Making Notes, Completing the Forms, Formal Interview, Follow up Session

Front 84

In Performance Appraisal what is #1 thing the Manager should initiate

Back 84

The Employee to Do Appraisal.

Front 85

Why do we give a performance review

Back 85

Constructive Feedback, Admin Decision Making Tool, Fair Employment Practice Law.

Front 86

Components to be Evaluated

Back 86

Traits and personal characteristics, Results-oriented system, Behavioral Criteria

Front 87

Traits and personal characteristics are Objective or Subjective

Back 87

Subjective

Front 88

Results –oriented behavior is Objective or Subjective

Back 88

Objective

Front 89

Behavioral Criteria is Objective or Subjective

Back 89

Objective

Front 90

A Tool that rate performance for 12month time frame is

Back 90

Traditional rating scale

Front 91

This is an essay or narrative and is best used with another evaluation method what is

Back 91

Essay Evaluation

Front 92

The manager only gets to give three raises, 1st employee 5%, 2nd employee 3%, 3rd Employee 1%

Back 92

Forced Distribution Evaluation

Front 93

With this evaluation Method the Employee is instructed to set goals ACLS, Charge Nurse, Education

Back 93

Results-Oriented Evaluation

Front 94

Everyone is above average in performance review

Back 94

Leniency Error

Front 95

Only the last 3month are used in performance review

Back 95

Recency Eror

Front 96

Halo Error

Back 96

All good or All bad

Front 97

Ambiguous evaluation standards (scoring)

Back 97

All 5 across the board

Front 98

Written Comments Problem

Back 98

Subjective, skip, recent events

Front 99

Who does the Appraiser team consist of

Back 99

Employee immediate manager, Peer Review, Group Evaluation

Front 100

Co-workers are a

Back 100

Peer Review

Front 101

Role of Manager during Appraisal Interview

Back 101

Put Employee at ease, State Purpose of Interview, Go through rating one by one, Draw out employee reaction to rating, Decide on action plan to increase performance areas, Set a follow up date, Express confidence in the employee

Front 102

The day to day process of helping employees improve their performance

Back 102

Coaching

Front 103

The goal of coaching

Back 103

to eliminate or improve performance problems.

Front 104

Coaching should be used when performance meets the standard &

Back 104

Improvement can still be obtained.

Front 105

Coaching involves the following role responsibilities

Back 105

staff development, interviewing, decision making, problem solving, analytical thinking, active listening, motivation, mentoring, communication skills, crucial conversation, appraisal interviews, disciplinary actions.

Front 106

Day to Day Coaching

Back 106

State Target, Tie Problem/Consequences, Explore Reasons, Ask for Solution, Arrange for follow up.

Front 107

Policy Violation contains all of the following except, Prepare before the meeting, Tell Employee they are going to be observed during shift, Objectively Undesired Behavior, Ask what happened & listen, Explain why this can’t continue, Ask for Problem Solving Ideas, Set and record a follow up date.

Back 107

Tell employee they are going to be watched during shift.

Front 108

What do Policy Violation and Terminating an Employee have in common

Back 108

Same list just no follow up with Termination

Front 109

Once employee terminated what are the steps

Back 109

Clear Expectations set from the beginning