Test Bank For Nursing Leadership and Management, 3rd Edition

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Chapter 1: Nursing Leadership andManagementChapter 1: Nursing Leadership and ManagementMULTIPLE CHOICE1. According to Henri Fayol, the functions of planning, organizing, coordinating, and controllingare considered which aspect of management?a.Rolesc.Functionsb.Processd.TaxonomyANS: BThe management process includes planning, organizing, coordinating, and controlling.Management roles include information processing, interpersonal relationships, and decisionmaking. Management functions include planning, organizing, staffing, directing, coordinating,reporting, and budgeting. A taxonomy is a system that orders principles into a grouping orclassification.PTS: 1 DIF: ComprehensionREF: THE MANAGEMENT PROCESS2. Which of the following is considered a decisional managerial role?a.Disseminatorc.Leaderb.Figureheadd.EntrepreneurANS: DThe decisional managerial roles include entrepreneur, disturbance handler, allocator of resources,and negotiator. The information processing managerial roles include monitor, disseminator, andspokesperson. The interpersonal managerial roles include figurehead, leader, and liaison.PTS: 1 DIF: Comprehension REF: MANAGERIAL ROLES3. A nurse manager meets regularly with other nurse managers, participates on theorganization’scommittees, and attends meetings sponsored by professional organizations in order to managerelationships. These activities are considered which function of a manager?a.Informingc.Monitoringb.Problemsolvingd.NetworkingANS: DThe role functions to manage relationships are networking, supporting, developing andmentoring, managing conflict and team building, motivating and inspiring, recognizing, and

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rewarding. The role functions to manage the work are planning and organizing, problem solving,clarifying roles and objectives, informing, monitoring, consulting, and delegating.PTS: 1 DIF: Application REF: THE MANAGEMENT PROCESS4. A nurse was recently promoted to a middle-level manager position. Thenurse’stitle wouldmost likely be which of the following?a.First-linemanagerc.Vicepresidentofpatientcareservicesb.Directord.ChiefnurseexecutiveANS: BA middle-level manager is called a director. A low managerial-level job is called the first-linemanager. A nurse in an executive level role is called a chief nurse executive or vice president ofpatient care services.PTS: 1 DIF: Application REF: THE MANAGEMENT PROCESS5. A nurse manager who uses FrederickTaylor’sscientific management approach, would mostlikely focus on which of the following?a.Generalprinciplesc.Laborproductivityb.Positionalauthorityd.ImpersonalrelationsANS: CThe area of focus for scientific management is labor productivity. In bureaucratic theory,efficiency is achieved through impersonal relations within a formal structure and is based onpositional authority. Administrative principle theory consists of principles of management thatare relevant to any organization.PTS: 1 DIF: ComprehensionREF: SCIENTIFIC MANAGEMENT6. According toVroom’sTheory of Motivation, force:a.istheperceivedpossibilitythatthegoalwillbeachieved.b.describestheamountofeffortonewillexerttoreachone’sgoal.c.describespeoplewhohavefreewillbutchoosetocomplywithorderstheyaregiven.d.isanaturallyformingsocialgroupthatcanbecomeacontributortoanorganization.ANS: BAccording toVroom’sTheory of Motivation,Forcedescribes the amount of effort one will exertto reachone’sgoal.Valencespeaks to the level of attractiveness or unattractiveness of thegoal.Expectancyis the perceived possibility that the goal will be achieved.Vroom’sTheory ofMotivation can be demonstrated in the form of an equation:Force =

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Valence ´ Expectancy(Vroom, 1964). The theory proposes that this equation can help to predictthe motivation, or force, of an individual as described by Vroom.PTS: 1 DIF: ComprehensionREF: TABLE 1-2 MANAGEMENT THEORIES7. According to R. N. Lussier, motivation:a.isunconsciouslydemonstratedbypeople.b.occursexternallytoinfluencebehavior.c.isdeterminedbyothers’choices.d.occursinternallytoinfluencebehavior.ANS: DMotivation is a process that occurs internally to influence and direct our behavior in order tosatisfy needs. Motivation is not explicitly demonstrated by people, but rather it is interpretedfrom their behavior. Motivation is whatever influences our choices and creates direction,intensity, and persistence in our behavior.PTS: 1 DIF: Comprehension REF: MOTIVATION THEORIES8. According to R. N. Lussier, there are content motivation theories and process motivationtheories. Which of the following is considered a process motivation theory?a.Equitytheoryb.Hierarchyofneedstheoryc.Existence-relatedness-growththeoryd.HygienemaintenanceandmotivationfactorsANS: AThe process motivation theories are equity theory and expectancy theory. The content motivationtheories includeMaslow’shierarchy of needs theory,Aldefer’sexistence-relatedness-growth(ERG) theory, andHerzberg’shygiene maintenance factors and motivation factors.PTS: 1 DIF: Comprehension REF: MOTIVATION THEORIES9. The theory that includes maintenance and motivation factors is:a.Maslow’shierarchyofneeds.c.McGregor’stheoryXandtheoryY.b.Herzberg’stwo-factortheory.d.Ouchi’stheoryZ.ANS: BThe two-factor theory of motivation includes motivation and maintenance factors.Maslow’shierarchy of needs includes the following needs: physiological, safety, security, belonging, andself-actualization. In theory X, employees prefer security, direction, and minimal responsibility.

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In theory Y, employees enjoy their work, show self-control and discipline, are able to contributecreatively, and are motivated by ties to the group, organization, and the work itself. The focus oftheory Z is collective decision making and long-term employment that involves slowerpromotions and less direct supervision.PTS: 1 DIF: Comprehension REF: TWO-FACTOR THEORY10. A nurse is appointed to a leadership position in the local hospital. Thenurse’sposition wouldbe considered which of the following?a.Informalleadershipc.Leadershipb.Formalleadershipd.ManagementANS: BFormal leadership is based on occupying a position in an organization. Informal leadership isshown by an individual who demonstrates leadership outside the scope of a formal leadershiprole or as a member of a group. Leadership is a process of influence whereby the leaderinfluences others toward goal achievement. Management is a process to achieve organizationalgoals.PTS: 1 DIF: Application REF: DEFINITION OF LEADERSHIP11. A nursing instructor is evaluating whether the nursing students understand the threefundamental qualities that leaders share. According to Bennis and Nanus, the fundamentalqualities of effective leaders are:a.guidedvision,passion,andintegrity.b.knowledgeofself,honesty,andmaturity.c.intelligence,self-confidence,anddetermination.d.honesty,self-awareness,andsociability.ANS: ABennis and Nanus list guided vision, passion, and integrity as fundamental qualities of effectiveleaders. Knowledge of self, honesty and maturity; intelligence, self-confidence anddetermination; self-awareness and sociability are all desirable traits in leaders as well as inothers.PTS: 1 DIF: Application REF: LEADERSHIP CHARACTERISTICS12. The six traits identified by Kirkpatrick and Locke that separate leaders from non-leaderswere:a.respectability,trustworthiness,flexibility,self-confidence,intelligence,sociability.b.self-confidence,progressionofexperiences,influenceofothers,personallifefactors,honesty,drive.

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c.intelligence,self-confidence,determination,integrity,sociability,honesty.d.drive,desiretolead,honesty,self-confidence,cognitiveability,knowledgeofbusiness.ANS: DResearch by Kirkpatrick and Locke concluded that leaders possess six traits: drive, desire to lead,honesty, self-confidence, cognitive ability, and knowledge of the business. Woods identified fivedominant factors that influenced leadership development: self-confidence, innate qualities,progression of experience, influence of significant others, and personal life factors. Stogdillidentified the following traits of a leader: intelligence, self-confidence, determination, integrity,and sociability. Murphy and DeBack identified the following leader characteristics: caring,respectability, trustworthiness, and flexibility.PTS: 1 DIF: ComprehensionREF: LEADERSHIP CHARACTERISTICS13. A nurse manager who uses a leadership style that is participatory and where authority isdelegated to others is most likely using which of the following leadership styles?a.Autocraticc.Laissez-faireb.Democraticd.Employee-centeredANS: BDemocratic leadership is participatory, and authority is delegated to others. Autocratic leadershipinvolves centralized decision making, with the leader making decisions and using power tocommand and control others. Laissez-faire leadership is passive and permissive, and the leaderdefers decision making. Employee-centered leadership focuses on the human needs ofsubordinates.PTS: 1 DIF: Application REF: BEHAVIORAL APPROACH14. A characteristic of the consideration dimension of leadership behavior is:a.focusontheworktobedone.c.focusonproduction.b.focusonthetask.d.focusontheemployee.ANS: DThe leadership dimension of consideration involves activities that focus on the employee.Initiating structures of leadership involves an emphasis on the work to be done, and a focus onthe task and production.PTS: 1 DIF: ComprehensionREF: BEHAVIORAL APPROACH

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15. The leadership theory that considers follower readiness as a factor in determining leadershipstyle is:a.contingency.c.situational.b.pathgoal.d.charismatic.ANS: CSituational leadership considers the follower readiness as a factor in determining leadershipstyle. Contingency theory views the pattern of leader behavior as dependent on the interaction ofthe personality of the leader and the needs of the situation. In path goal theory, the leader worksto motivate followers and influence goal accomplishment. Charismatic leadership has aninspirational quality that promotes an emotional connection from followers.PTS: 1 DIF: ComprehensionREF: HERSEY ANDBLANCHARD’SSITUATIONAL THEORY16. In contingency theory, the feelings and attitudes of followers regarding acceptance, trust, andcredibility of the leader are called:a.taskstructure.c.lowtaskstructure.b.positionpower.d.leader-memberrelations.ANS: DIn contingency theory, leader-member relations are the feelings and attitudes of followersregarding acceptance, trust, and credibility of the leader. Task structure of contingency theorymeans the degree that work is defined, with specific procedures, explicit directions, and goals.Low task structure involves work that is not routine, predictable, or clearly defined. Positionpower in contingency theory is the degree of formal authority and influence associated with theleader.PTS: 1 DIF: ComprehensionREF:FIEDLER’SCONTINGENCY THEORY17. In situational theory, a telling leadership style is considered:a.hightask,highrelationshipbehavior.c.lowtask,highrelationshipbehavior.b.hightask,lowrelationshipbehavior.d.lowtask,lowrelationshipbehavior.ANS: BA telling leadership style is high task behavior and low relationship behavior. A high task, highrelationship style is called a selling leadership style. A low task and high relationship style iscalled a participating leadership style. A low task and low relationship style is called a delegatingleadership style.

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PTS: 1 DIF: ComprehensionREF: HERSEY ANDBLANCHARD’SSITUATIONAL THEORY18. A nursing group has been very successful in achieving its goals even though the group haslacked leadership. Which of the following factors is probably most responsible for thegroup’ssuccess in goal achievement?a.Lifeexperiencec.Informalorganizationalstructuresb.Extrinsicsatisfactiond.CohesivegroupsANS: DSubstitutes for leadership are variables that eliminate the need for leadership or nullify the effectof theleader’sbehavior. These include cohesive groups, work experience, intrinsic satisfaction,formal organizational structures, professionalism, indifference to rewards, routine tasks,feedback provided by the task, rigid adherence to rules, role distance, and low position power ofthe leader.PTS: 1 DIF: Analysis REF: SUBSTITUTES FOR LEADERSHIP19. The new nurse manager of a medical unit focuses on day-to-day operations and short-termgoals, while the nurse manager of the mental health unit is committed to the vision thatempowers the staff. The manager of the medical unit would most likely be considered whichtype of leader?a.Transformationalleaderc.Transactionalleaderb.Charismaticleaderd.AutocraticleaderANS: CA transactional leader focuses on operations and short-term goals. A transformational leaderinspires and motivates others to excel and participate in a vision that goes beyond self-interests.A charismatic leader displays self-confidence and strength in convictions and communicateshigh expectations. An autocratic leader makes decisions and uses power to command and controlothers.PTS: 1 DIF: AnalysisREF: TRANSFORMATIONAL LEADERSHIP THEORY20. The nursing staff perceive the newly hired Chief Nurse Administrator as a leader who iscommitted to a vision that empowers others. The Chief Nurse Administrator is most likelyemploying which type of leader?a.Transformationalleaderc.Transactionalleaderb.Charismaticleaderd.Autocraticleader

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ANS: AA transformational leader empowers others. A charismatic leader has an appeal based onpersonal power. A transactional leader focuses on day-to-day operations. An autocratic leaderhas central power and does not empower others.PTS: 1 DIF: ApplicationREF: TRANSFORMATIONAL LEADERSHIP THEORY21. The nurse manager on one of the hospital units views the staff as basically lazy and onlymotivated by threats and coercion. Which theory of motivation would support themanager’sbeliefs?a.TheoryWc.TheoryYb.TheoryXd.TheoryZANS: BThe Theory X view is that in bureaucratic organizations, employees prefer security, direction,and minimal responsibility. Coercion, threats, or punishment are necessary because people donot like their work to be done.PTS: 1 DIF: Application REF: THEORY X AND THEORY Y22. A group of new nurse managers is undergoing a series of management training sessions.Which statement by one of the nurse managers would indicate use ofMcClelland’sModel ofMotivation?“McClelland’sModel focuses on:a.achievement,power,andaffiliation.”b.growthneeds,relatednessneeds,andexistenceneeds.”c.collectivedecisionmaking,qualitycircles,andmentoring.”d.self-actualizationneeds,safetyandsecurityneeds,andself-esteemneeds.”ANS: AMcClelland’sModel of Motivation focuses on achievement, power, and affiliation. Growthneeds, relatedness needs, and existence needs are aspects ofAdler’smodel. Collective decisionmaking, quality circles, and mentoring are the focus ofOuchi’smodel. Self-actualization needs,safety and security needs, and self-esteem needs are reflected inMaslow’smodel.PTS: 1 DIF: ApplicationREF: TABLE 1-1 NURSING LEADERSHIP CHARACTERISTICS AND ROLE ACTIVITIES23. A nurse manager finds two employees arguing about the assigned schedule. Which rolewould be appropriate for the nurse manager to implement at this time?a.Advocaterolec.Decision-makingrole

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b.Interpersonalroled.Information-processingroleANS: CThe decision-making role of a nurse manager would include being an entrepreneur, handlingdisturbances, and allocating resources. The information-processing role involves managing theinformation that the people need. The interpersonal role focuses on functioning as a figurehead,leader, or liaison. In the advocate role, the nurse manager would focus on supporting employeerights.PTS: 1 DIF: Application REF: MANAGERIAL ROLES24. A nurse manager who implements the bureaucratic management style will most likely dowhich of the following?a.Emphasizeefficiencyb.Useexplicitrulesandregulationsforgoverningactivitiesc.Viewtheindividualworkerasthesourceofcontrol,motivation,andproductivityd.ExpectunityofcommandanddirectionANS: BBureaucratic management focuses on the use of explicit rules and regulations for governingactivities. The human relations approach views the individual worker as the source of control,motivation, and productivity. Administrative principles focus on unity of command anddirection.PTS: 1 DIF: Application REF: BUREAUCRATIC MANAGEMENT25. The nursing supervisor has traditionally made rounds at the same time each day. When thesupervisor visits each unit, the staff appear to be extremely busy even when the census is verylow. Today the supervisor visited a unit two hours early and found several staff memberswatching television and drinking coffee in the visitor’slounge. The supervisor recognizes thatthestaff’sprevious behavior have been a result of which of the following?a.Coincidencec.Diligenceofstaffb.Hawthorneffectd.TimemanagementANS: BBecause the nursing supervisor traditionally made rounds at the same time each day, the staffmembers were prepared for the visit. When the supervisor arrived unexpectedly, the staffmembers were most likely caught off-guard. The Hawthorn effect occurs when recognition thatone is being studied or observed results in a change in behavior. Coincidence, diligence of staff,and time management would not account for the dramatic change in behavior.

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PTS: 1 DIF: Analysis REF: HUMAN RELATIONSMULTIPLE RESPONSE1. A nurse manager who structures her approach on the McClelland Model of Motivation wouldmost likely focus on which of the following? Select all that apply.a.Powerd.Achievementb.Affiliatione.Mentoringc.Qualitycirclesf.CollectivedecisionmakingANS: A, B, DMcClelland’sModel of Motivation focuses on power, achievement, and affiliation.Ouchi’smodel focuses on quality circles, collective decision making, long-term employment, andmentoring.PTS: 1 DIF: Application REF: FIGURE 1-1 KEY LEADERSHIP DIMENSIONS2. A nurse manager who follows Herzberg’sTwo-Factor Theory would recognize that which ofthe following are hygiene-maintenance factors? Select all that apply.a.Jobsecurityd.Relationshipswithothersb.Advancementopportunitiese.Statusc.Workingconditionsf.AchievementANS: A, C, D, EHerzberg’shygiene-maintenance factors include status, job security, quality of supervision, safeand tolerable work conditions, and relationships with others. Advancement opportunities,achievement, recognition, the work itself, personal growth, and responsibility are all motivationfactors.PTS: 1 DIF: Application REF: TABLE 1-2 MANAGEMENT THEORIES3. A nursing instructor determines that the nursing students understand the concept of“knowledgeworker”if the students describe which of the following tasks of the knowledgeworker? Select all that apply.a.Provideserviceb.Representtheorganizationc.Interactwiththecustomerd.Focusonpersonal,life-longgoalsandachievemente.Bringexpertknowledgef.AccomplishgoalsANS: A, B, C, E, F

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According to Peter Drucker, knowledge workers provide service, interact with the customer,represent the organization, and accomplish its goals. These workers bring specialized, expertknowledge to the organization, and they are valued for what they know. The knowledge workerfocuses more on organizational goals than personal goals.PTS: 1 DIF: Analysis REF: H1: KNOWLEDGE WORKERSChapter 2: The Health Care EnvironmentChapter 2: The Health Care EnvironmentMULTIPLE CHOICE1. Which of the following individuals observed that noise, food, rest, light, fresh air, andcleanliness were instrumental in health and illness patterns?a.W.EdwardsDemingc.IsabelHamptonRobbb.FlorenceNightingaled.DorotheaDixANS: BFlorence Nightingale was the first to observe that noise, food, rest, light, fresh air, andcleanliness were instrumental in health and illness patterns. W. Edwards Deming is known forhis contribution to continuous performance improvement, and Isabel Hampton Robb was the firstpresident of the ANA and a pioneer in nursing education. Dorothea Dix is best known for herpatient advocacy, particularly in the areas of improved conditions for jails and mental asylums.PTS: 1 DIF: Knowledge REF: HISTORY OF HEALTH CARE2. A nursing instructor asks a student what discoveries are attributable to Florence Nightingale.The instructor determines that further teaching is needed if the student responds:a.theneedtomonitorhealthcarepractitioners.b.theimportanceofstructuringhospitalsaroundcare.c.theimportanceofcollectingandusingdataforqualityassessment.d.theimportanceofbeinginformedregardingtheactivitiesofgovernmentpolicymakers.ANS: BNightingale is credited with a variety of discoveries related to health care such as the importanceof structuring hospitals aroundnursingcare (not merely care), the need to monitor/be informedregarding health care practitioners and government policymakers, and the importance ofcollecting and using data for quality assessment.PTS: 1 DIF: ApplicationREF: STRUCTURING HOSPITALS AROUND NURSING CARE

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3. A new graduate wants to explore the three components of each heath care system beforeapplying for a position. The graduate would plan to explore which of the following?a.Strategy,outcome,andperformancec.Structure,process,andoutcomeb.Process,strategy,andopportunityd.Outcome,procedure,andstructureANS: CThe three simple elements of health care systems arestructure(resources or“structures”required to deliver health care),process(quality activities, procedures, and tasks performed todeliver quality health care), andoutcome(the results of good health care delivery).PTS: 1 DIF: Application REF: ORGANIZATION OF HEALTH CARE4. Which of the following organizations has set forth three primary goals for good health care?a.TheInstituteofMedicineb.TheCentersforDiseaseControlandPreventionc.TheAgencyforHealthcareResearchandQualityd.TheWorldHealthOrganizationANS: DThe World Health Organization (WHO) has been a leading advocate of quality health caredelivery, as evidenced by its three primary goals for what good health care should do. TheInstitute of Medicine (IOM) is best known for its quality data reports such asTo Err IsHuman(IOM, 1999), and the Centers for Disease Control and Prevention is a leading infectionand disease agency in the United States. The Agency for Healthcare Research and Quality isanother quality-based organization and produces reports such as the National HealthcareDisparities Report (NHDR).PTS: 1 DIF: ComprehensionREF: ORGANIZATION OF HEALTH CARE5. A nurse working on the unit budget would recognize that the resources needed to deliverquality health care such as nurses, practitioners, medical records, buildings, and pharmaceuticalsare considered which aspects of health care?a.Processc.Organizationb.Structured.PracticeANS: BThe health care structure is comprised of the resources or structures needed to produce qualityhealth care. Some of these structures or resources arehuman(staff and personnel)orphysical(buildings or facilities).

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PTS: 1 DIF: Application REF: ORGANIZATION OF HEALTH CARE6. The human resource manager understands that an example of a quality performance outcomemeasure involves which of the following?a.Patientsatisfactionc.Staffsatisfactionb.Returnonassets(ROI)d.OrganizationalclimateANS: CAn outcome for a quality performance measure related to human resources is staff satisfaction.Patient satisfaction is aclinical careoutcome, and return on assets (ROI) is a financialmanagement outcome. The organizational climate is a human resource process, as opposed to theoutcome.PTS: 1 DIF: ApplicationREF: TABLE 2-1 EXAMPLES OF PERFORMANCE MEASURES BY CATEGORY7. A nurse is on vacation visiting a number of countries. If the nurse becomes ill, in whichcountry will the nurse most likely be hospitalized in a government hospital, with the governmentpaying the bills.a.Canadac.Taiwanb.NewZealandd.GermanyANS: BIf the nurse became ill in New Zealand health care would be provided in a government hospitalwith the government paying the bills. Canada and Taiwan rely on private-sector providers, paidfor by government-run insurance. Germany, the Netherlands, Japan, and Switzerland provideuniversal coverage using private doctors, private hospitals, and private insurance plans.PTS: 1 DIF: AnalysisREF: HEALTH CARE PAYMENT IN OTHER COUNTRIES8. An instructor wants to determine if a group of nursing students know the important featuresrelated to the benefits of primary care. Which of the following responses by the students wouldindicate that further teaching is necessary?a.Carethatiscontinuousb.Carethatbeganatfirstcontactwiththepatientc.Carethatisintegrald.CarethatiscommunityorientatedANS: C

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The seven important features of primary care are care that is continuous, community oriented,comprehensive (not integral), coordinated, family centered, culturally competent, and begun atthe first contact with the patient.PTS: 1 DIF: Application REF: NEED FOR PRIMARY HEALTH CARE9. A group of nursing students are given a test onStarfield’s(1998) foundations of primary care.Which of the following responses by the students describing the foundations of primary carewould indicate that further teaching is necessary?a.Comprehensivenessc.Firstcontactb.Organizationd.CoordinationANS: BAccording to Starfield (1998), both clinicians and patients need to work together to appropriatelyutilize services based upon these four foundations of primary care:first contact(conduct theinitial evaluation and the plan for the dysfunction, treatment options, and healthgoals),longitudinality(maintaining the clinician-patient relationship continuously overtime),comprehensiveness(managing the wide range of needs for each patient), andcoordination(care is organized and integrated, thus eliminating duplication of services).PTS: 1 DIF: Application REF: NEED FOR PRIMARY HEALTH CARE10. Which agency/division is not a part of the U.S. Department of Health and Human Services?a.FoodandDrugAdministration(FDA)b.CentersforDiseaseControlandPrevention(CDC)c.InstituteofMedicine(IOM)d.IndianHealthService(HIS)ANS: CSome of the major divisions and agencies that comprise the U.S. Department of Health andHuman Services are Food and Drug Administration (FDA), Centers for Disease Control andPrevention (CDC), Indian Health Service (HIS), Agency for Healthcare Research and Quality(AHRQ), Centers for Medicare and Medicaid (CMS), Health Resources and ServicesAdministration (HRSA), and Substance Abuse and Mental Health Services Administration(SAMHSA). The Institute of Medicine (IOM) is not under the auspices of the U.S. Departmentof Health and Human Services.PTS: 1 DIF: Knowledge REF: THE FEDERAL GOVERNMENT11. Which of the following was not identified as an area of health care disparities according tothe 2008 National Healthcare Disparities Report?

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a.Agegroupsc.Geographicareasb.Socioeconomicgroupsd.RacialandethnicpopulationsANS: AThe 2008 National Healthcare Disparities Report found that health care disparities often persistacross socioeconomic groups, racial and ethnic populations, and geographic areas. The reportalso noted that across the process of care measures tracked, patients received the recommendedcare less than sixty percent of the time.PTS: 1 DIF: Analysis REF: HEALTH CARE DISPARITIES12. Which of the following is not one of the three key pieces of legislation that establishednational standards that states use to regulate health insurance?a.ELISAc.HIPAAb.COBRAd.ERISAANS: AThree integral pieces of federal legislation that states use to regulate health insurance through thedevelopment of national standards areCOBRA(Consolidated Omnibus Budget ReconciliationAct),HIPAA(Health Insurance Portability and Accountability Act), andERISA(EmployeeRetirement Income Security Act). ELISA (Enzyme-Linked ImmunoSorbent Assay) is abiochemical test used to determine certain serum antibody concentrations such as HIV.PTS: 1 DIF: KnowledgeREF: STATE REGULATION OF HEALTH INSURANCE13. Thorpe, Woodruff, and Ginsburg (2005) have noted a variety of key elements that havecontributed to the rising costs of health care. Which of these elements does not belong?a.Agingofthepopulationc.Practitionerbehaviorb.Increaseduseofnewtechnologiesd.NursingshortageANS: DThorpe, Woodruff, andGinsburg’s(2005) key factors that contribute to the rising costs of healthcare are an aging population with the resultant growth in the demand for health care, increaseduse of expensive new technologies, pharmaceuticals, practitioner behavior, rising hospital carecosts, cost shifting, and administrative costs. The nursing shortage is not a key factorcontributing to rising costs of health care.PTS: 1 DIF: KnowledgeREF: FACTORS CONTRIBUTING TO RISING HEALTH CARE COST

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14. A staff nurse has volunteered to work on thehospital’sQuality Insurance Committee. As partof the training, the nurse would be taught that tracking the rate of medication errors is a clinical:a.outcome.c.structure.b.practice.d.process.ANS: DTracking the rate of medication errors as a performance measure is considered a clinical process.An example of a clinical structure is the percentage of nurses and pharmacists who are certifiedor licensed, and an example of a clinical outcome is the number of deaths from medical errors.PTS: 1 DIF: ApplicationREF: TABLE 2-1 EXAMPLES OF PERFORMANCE MEASURE BY CATEGORY15. The hospital pharmacist explains to a group of nursing students that the use of generic drugsand drug formulary are which type of performance measures?a.Clinicalcaremeasurec.Financialmanagementprocessb.Financialmanagementstructured.ClinicalcarestructureANS: CUsing generic drugs and drug formulary as a quality performance measure is an example of afinancial management process. An example of a financial management structure is the use ofpreadmission criteria, and a clinical care structure for performance measurement is the presenceof magnet recognition.PTS: 1 DIF: ApplicationREF: EXAMPLES OF PERFORMANCE MEASURES BY CATEGORY16. There are numerous factors that contribute to the rising number of uninsured in the UnitedStates. Which is not necessarily a contributing factor?a.Peoplebeingeligibleforpublicprogramsc.Peoplebetweenjobsorunemployedb.Higherpremiumsd.EmployersnotofferinghealthinsuranceANS: ASome of the factors that contribute to the large volume of uninsured in the United States arepeople being between jobs or unemployed,notbeing eligible for public programs, higherpremiums, and employers not offering health insurance options.PTS: 1 DIF: Comprehension REF: HEALTH CARE COSTS17. Raising prices to offset lower monies paid from Medicaid and Medicare is called:a.pricefixing.c.capitation.b.costshifting.d.costcontainment.

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ANS: BThe practice of raising prices for the privately insured to offset the lower health care paymentsreceived from Medicare and Medicaid and nonpayment from the uninsured is calledcostshifting(shifting the cost for services from one payer to another).PTS: 1 DIF: Comprehension REF: COST SHIFTING18. In an effort to control health care costs, measures were taken to restrict the amount of moniespaid to a predetermined fixed amount for Medicare Part A services. This measure is called:a.DRG.c.PPS.b.RBRVS.d.PPD.ANS: CThe Tax Equity and Fiscal Responsibility Act, passed in 1982, mandated the ProspectivePayment System (PPS) to control health care costs. PPS is a method of reimbursement basedupon a predetermined fixed amount. DRGs are diagnosis-related groups. The RBRVS(Resource-Based Relative Value Scale) is a cost containment measure to determine paymentsmade for Medicare Part B services. PPD is a tuberculosis skin test.PTS: 1 DIF: Comprehension REF: PROSPECTIVE PAYMENT19. Supplementing clinical expertise with judicious implementation of the most current evidencealong with patient preferences and values is called:a.evidence-basednursingpractice.c.diseaseoptimization.b.evidence-basedpractice.d.evidence-basedcare.ANS: BThe use of clinical expertise with conscientious and judicious implementation of the most currentand best evidence along with patient values and preferences to guide health care decision makingis called evidence-based practice. Evidence-based nursing practice refers only to nursing care.PTS: 1 DIF: ComprehensionREF: EVIDENCE-BASED PRACTICE20. According to Starfield (1998) one of the four foundations of primary care is coordination.Which of the following best describes coordination?a.Builduponlongitudinalitybyfollowingandintegratingcarereceivedthroughreferralsandotherprovithusavertingunnecessaryservicesandduplicationofservices.b.Conducttheinitialevaluationanddefinethehealthdysfunction,treatmentoptions,andhealthgoals.c.Sustainapatient-clinicalrelationshipcontinuouslyovertimethroughoutthepatient’sillness,acuteneediseasemanagement..d.Managethewiderangeofhealthcareneedsacrosshealthcaresettingsandamonghealthcareprofessio

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ANS: AAccording to Starfield, coordination involves building upon longitudinality and care receivedthrough referrals and other providers is followed and integrated, averting unnecessary servicesand duplication of services. Option b refers to the“FirstContact,”option c refers to“Longitudinality,”and option d refers to“Comprehensiveness.”PTS: 1 DIF: ComprehensionREF: NEED FOR PRIMARY HEALTH CARE21. When a health care organization manages the wide range of health care needs across healthcare settings and among different health care professionals, the organization is performing whichofStarfield’s(1988) four foundations of primary care?a.FirstContactc.Longitudinalityb.Comprehensivenessd.CoordinationANS: BAccording to Starfield (1998),“Comprehensivenessinvolves managing the wide range of healthcare needs, across health care settings and among different health careprofessionals.”FirstContact involves conducting the initial evaluation and defining the health dysfunction, treatmentoptions, and health needs. Longitudinality involves sustaining a patient-clinician relationshipcontinuously over time, and coordination involves building upon longitudinality.PTS: 1 DIF: ComprehensionREF: NEED FOR PRIMARY HEALTH CARE22. Which federal agency funds health services research on the effectiveness of health careservices and outcomes?a.HealthResourcesandServicesAdministration(HRSA)b.CentersforMedicareandMedicaidServices(CMS)c.AgencyforHealthCareResearchandQuality(AHRQ)d.NationalInstitutesofHealth(NIH)ANS: CThe Agency for Health Care Research and Quality (AHRQ) funds health services research on theeffectiveness of health care services and outcomes.PTS: 1 DIF: ComprehensionREF: THE FEDERAL GOVERNMENT23. A nurse is seeking funding to continue with education as a Nurse Practitioner. Which federalagency would most likely be an appropriate funding source for thenurse’scontinuing education?

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a.NIHc.SAMHSAb.AHRQd.HRSAANS: DHealth Resources and Services Administration (HRSA) would most likely be a possible sourceof funds for thenurse’scontinuing education. HRSA administers training programs for healthcare clinicians. HRSA also provides Funding for pregnant women and children, programs forpersons with HIV/AIDS, and programs serving low-income, underserved, and rural populations.PTS: 1 DIF: Application REF: THE FEDERAL GOVERNMENT24. As a result of financial problems, a hospital had to terminate several nurses. These nurseswould be eligible to retain their insurance for up to 18 months as a result of which of thefollowing?a.COBRAc.HIPAAb.ERISAd.CHAMPUSANS: AOnce terminated, the nurses would be eligible to retain their insurance for up to 18 monthsthrough COBRA.PTS: 1 DIF: AnalysisREF: STATE REGULATION OF HEALTH INSURANCEMULTIPLE RESPONSE1. A group of faculty members is overhauling the curriculum for the nursing program based onrecommendations set forth by the Institute of Medicine. The nursing program would most likelyinclude which of the following in the outcomes for students attending the program? Select allthat apply.a.Abilitytoprovidepatient-centeredcareb.Abilitytoworkeffectivelywithteamsc.Understandingevidence-basedpracticed.Understandingthatonlymedialdiagnosesareimportante.Abilitytousehealthinformationtechnologyf.understandingthatnursingismoreimportantthanotherhealthcareprofessionsANS: A, B, C, ERecommendations set forth by IOM include the ability to provide patient-centered care, ability towork effectively with teams, understand evidence-based practice, and the ability to use healthinformation technology. There was no mention of any one profession being more important than

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another, nor was there any mention of the fact that only medial diagnoses are important. Nursingdiagnoses are important to nurses because they identify areas of patient need that are addressedby nurses.PTS: 1 DIF: ComprehensionREF: IMPROVING QUALITY THROUGH HEALTH PROFESSIONS EDUCATION2. Which of the following may increase health services utilization? Select all that apply.a.Expandeduseofexistingdrugsb.Growthinnationalpopulationc.Betterunderstandingofriskfactorsfordiseased.Increaseinchronicconditionse.Qualitystandardsforfoodandwaterdistributionf.MorefunctionallimitationsassociatedwithagingANS: A, B, D, FHealth services utilization increases with the expanded use of existing drugs, growth in nationalpopulation, increase in chronic conditions, and more functional limitations associated with aging.Other factors that would increase utilization include consumer documents and guidelines thatrecommend increased utilization, new procedures and technologies, as well as changes inclinician practice. If risk factors for disease were better understood, there would be a decreaseduse of services. Improved quality for food and water distribution would also cause reducedutilization.PTS: 1 DIF: AnalysisREF: TABLE 2-5 FACTORS THAT AFFECT OVERALL HEALTH CARE UTILIZATION3. Which of the following are foundations of primary care? Select all that apply.a.Longitudinalityd.Secondcontactb.Comprehensivenesse.Consensusbuildingc.Firstcontactf.CoordinationANS: A, B, C, FFoundations of primary care include first contact, longitudinality, comprehensiveness, andcoordination. First contact involves the initial evaluation of the client, when the healthdysfunction, treatment, and goals are defined. Longitudinality refers to sustaining a clinician-patient relationship over time. Comprehensiveness refers to managing a wide variety of healthcare needs across health settings and among different health professionals. Coordination involves

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referrals and follow-up. Second contact and consensus building are not related to the foundationsof primary care.PTS: 1 DIF: ComprehensionREF: NEED FOR PRIMARY HEALTH CAREChapter 3: Organizational Behavior andMagnet HospitalsChapter 3: Organizational Behavior and Magnet HospitalsMULTIPLE CHOICE1. Schermerhorn, Hunt, and Osborn define organizational behavior as the study of:a.humanbehaviorinorganizations.b.theorganization’soutputorendproduct.c.systemstheorywithinanorganization.d.strategicplanningforlong-termsurvival.ANS: ASchermerhorn, Hunt, and Osborn define organizational behavior as the study of human behaviorin organizations.PTS: 1 DIF: Knowledge REF: ORGANIZATIONAL BEHAVIOR2. According to Lynn and Redman, organizational behavior emphasizes:a.products,sales,andrevenuegeneration.b.jobsatisfaction,loyalty,andproductivity.c.economicconstraints,customerbase,andsales.d.machine-likeorassemblylineworkprocess.ANS: BOrganizational behavior emphasizes actions and attitudes of people within organizations such asjob satisfaction, commitment (loyalty), and performance (productivity).PTS: 1 DIF: ComprehensionREF: ORGANIZATIONAL BEHAVIOR3. A nursing instructor wants to determine whether the nursing students understand the principlesthat scientific management emphasizes. Which response by the students would indicate that theyunderstand scientific management?a.Products,sales,andrevenuegenerationb.Jobsatisfaction,loyalty,andproductivityc.Economicconstraints,customerbase,andsales

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d.Machine-likeorassemblylineworkprocessesANS: DScientific management emphasizes the machine-like or assembly line focus of work processesand the precise sets of instructions and time-motion studies assumed to enhance productivity.PTS: 1 DIF: ApplicationREF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR4. The nursing staff of the medical unit recognize that according to Schermerhorn et al., anorganization can be considered effective if it:a.maintainsagrowthrateofnolessthan10percentperyear.b.cancontinuetogrowandhaveahealthybottomline.c.hasaqualityworkforceandcommitmenttosuccess.d.canincreaseproductivitywithoutincreasingemployees.ANS: CSchermerhorn et al. state important contributions to the effectiveness of any organization are thequality of its workforce and their commitment to the goals and success of the organization.PTS: 1 DIF: ApplicationREF: IMPORTANCE OF ORGANIZATIONAL BEHAVIOR5. Intellectual capital can be defined as:a.workcreatedbyanindividualbutownedsolelybytheorganization.b.anindividual’sknowledge,skills,andabilitiesthathavevalueandportability.c.ideasandcreationsformulatedatworkandsoldforprofitbytheorganization.d.anorganization’scollectiveinformation,whichisinwritten,electronic,orcrypticformat.ANS: BIntellectual capital includes anindividual’sknowledge, skills, and abilities that have value andportability in a knowledge economy.PTS: 1 DIF: ComprehensionREF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR6. In order to increase productivity, the nurse manager of the surgical unit removes obstacles formotivated and empowered individuals. This behavior is common in which type of organizationalmodel?a.Autocraticc.Collegialb.Custodiald.TechnologicalANS: C

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In Table 3-1, Clark summarizes and compares models of organizational behavior. The collegialmodel is based on partnership, teamwork, and employee support that removes obstacles formotivated and empowered individuals. Both autocratic and custodial models are managed bypower, authority, economics, and money, which have employees dependent on the boss or theorganization. Technology is not a model or organizational behavior discussed.PTS: 1 DIF: ApplicationREF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR7. Organizational behavior has impacted the autocratic model of behavior by moving from:a.dependenceontheorganizationtoresponsibilityforself.b.dependenceonthebosstoempoweringtheindividual.c.passivecooperationbytheemployeetoactiveparticipation.d.motivationbymoney,securityandbenefitstomotivationbyjobperformance.ANS: BThe autocratic model focuses on dependency on the boss, while the study of organizationalbehavior has shown today’shealth care employees prefer a more supportive and collegial workenvironment empowering the individual. Passive cooperation is seen in the custodial model.Dependency on the organization is seen in the custodial model. Motivation by money, security,and benefits is seen in the custodial model.PTS: 1 DIF: ComprehensionREF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR8. A high-performance organization can be characterized by which of the followingcharacteristics?a.Bringsoutthebestinpeopleb.Valuesknowledgeandpaystopsalariesc.Continuestochangewithconsumerdemandsd.IsjobcenteredtoguaranteeefficiencyofworkANS: AHigh-performance organizations operate in a way that brings out the best in people and producessustainable high performance over time. They have the ability to attract, motivate, and retaintalented people.PTS: 1 DIF: ComprehensionREF: HIGH-PERFORMANCE ORGANIZATIONS9. Maintaining high quality-of-work-life environments requires the commitment of:

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a.ownersandstockholdersofacompany.b.humanandfinancialresourcedepartments.c.leadersandemployeesoftheorganization.d.maintenance,housekeeping,andotherservicedepartments.ANS: CMaintaining high quality-of-work-life environments requires the commitment of both leaders andemployees in organizations. Leaders in high-performance organizations recognize that the singlebest predictor of anorganization’scapacity to attract, motivate, and sustain talented people is tomaintain a high quality work-life environment.PTS: 1 DIF: ComprehensionREF: HIGH-PERFORMANCE ORGANIZATIONS10. SaintCecil’shospital recently achieved“magnet”status. This means that the hospital has metthe:a.AHAdistinguishedserviceawardforexcellenceincommunityservice.b.JCpatientcareperformancemeasureswithnodeficiencies.c.OSHAcompliancewithallguidelinesandnodeficiencies.d.ANCCnursingexcellencerequirements.ANS: DMagnet status is awarded to health care organizations that have met the rigorous nursingexcellence requirements of the American Nurses Credentialing Center (ANCC), a division of theAmerican Nurses Association (ANA). Achievement of magnet status designation represents thehighest level of recognition the ANCC accords to health care organizations that provide theservices of registered professional nurses.PTS: 1 DIF: Application REF: MAGNET HOSPITALS11. The initial proposal for the Magnet Hospital Recognition Program was approved by the ANABoard of Directors in:a.1983.c.1990.b.1987.d.1994.ANS: CThe initial proposal for Magnet Hospital Recognition Program was approved by the ANA Boardof Directors in December 1990. This proposal indicated that the program would be built upon the1983 ANA magnet hospital study.PTS: 1 DIF: Knowledge

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REF: HISTORICAL OVERVIEW OF MAGNET HOSPITALS12. The University of Washington Medical Center in Seattle became the first magnet facility inwhich year?a.1985c.1994b.1989d.2000ANS: CRAT: The University of Washington Medical Center in Seattle becameANCC’sfirst magnetfacility in 1994. By 1998, 13 hospitals achieved magnet designation, and, by mid-2006, morethan 200 facilities had achieved magnet designation.PTS: 1 DIF: Knowledge REF: THE ANCC MAGNET FACILITIES13. The Magnet Hospital Recognition Program was created to achieve three major goals. Whichof the following is considered a goal?a.Decreaseandattempttoabolishthenursingshortageb.“Payforperformance”orhigherwagesforhigherqualityworkc.Identifyexcellenceinthedeliveryofnursingservicestopatientsd.DrivedownthesoaringcostofhealthcareintheUnitedStatesANS: CThe goals are to identify excellence in the delivery of nursing services to patients, promotequality in a milieu that supports professional nursing practice, and provide a mechanism for thedissemination of best practices in nursing services.PTS: 1 DIF: ComprehensionREF: GOALS OF THE MAGNET RECOGNITION PROGRAM14. Nine characteristics define magnet nursing services. Which of the following is NOT acharacteristic of theprogram’sappraisal process?a.Highqualitypatientcarec.Communityinvolvementb.Clinicalautonomyandresponsibilityd.HighcompensationandbenefitsANS: DNine characteristics define magnet nursing services: high quality patient care, clinical autonomyand responsibility, participatory decision making, strong nurse leaders, two-way communicationwith staff, community involvement, opportunity and encouragement of professionaldevelopment, effective use of staff resources, and high levels of job satisfaction.PTS: 1 DIF: ComprehensionREF: TABLE 3-3 NINE CHARACTERISTICS DEFINING MAGNET SERVICES

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15. One of the top benefits of magnet designation for a hospital is:a.beingself-insuredforallemployees.b.improvednurserecruitmentandretention.c.loweron-jobbackinjuriesreportedbystaff.d.largernumberofculturallydiverseemployees.ANS: BHospitals attaining magnet designation may achieve multiple benefits. The major benefits areimproved patient quality outcomes, enhanced organizational culture, improved nurse recruitmentand retention, enhanced safety outcomes, enhanced competitive advantage, and higher nurse jobsatisfaction.PTS: 1 DIF: ComprehensionREF: BENEFITS OF MAGNET RECOGNITION16. Improvement in quality patient outcomes has been reported in magnet organizations.According to several studies, which of the following is thought to contribute significantly toquality patient outcomes?a.Nurse’sworkenvironmentc.Performanceimprovementpracticesb.Qualityassessmentpracticesd.ShorterlengthsofstayinthehospitalANS: AResearch by Lake and Friese; Aiken, Smith, and Lake; and Aiken, Sloane, Lake, Sochalski, andWeber support the importance of thenurse’swork environment to enhanced continuity of patientcare, increased levels of patient satisfaction, and lower mortality rate.PTS: 1 DIF: ApplicationREF: IMPROVEMENT IN QUALITY PATIENT OUTCOMES17. A staff nurse asks the supervisor,“Whatis an essential element to giving quality care inmagnethospitals?”Which response by the supervisor would be the most appropriate?a.Highersalary,benefits,andpaidtimeoffthaninnon-magnethospitalsb.Adequatenursestaffingandsupportforcontinuingprofessionaldevelopmentc.Cross-trainingforflexibilityinpracticeandhighercompensationwhenflexedd.MovingfromonemagnethospitaltoanotherwithoutlossofseniorityorbenefitsANS: BThere are eight essentials of magnetism: opportunities to work with other nurses who areclinically competent, good nurse-physician relationships, nurse autonomy and accountability,

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supportive nurse managers, control over nursing practice, support for education, adequate nursestaffing, and concern for the patient.PTS: 1 DIF: ApplicationREF: TABLE 3-5 EIGHT ESSENTIALS OF MAGNETISM18. Magnet hospitals are known for enhanced safety outcomes. According to Aiken, Sloane, andKlocinski, magnet hospitals are known to have:a.lessthan1percentnosocomialinfectionsperyear.b.zerotofivereportedOSHAviolationsperyear.c.fewerneedlesticks.d.fewerbackinjuries.ANS: CAiken, Sloane, and Klocinski state that magnet hospitals have been found to have fewer needlestick injury rates among nurses.PTS: 1 DIF: Knowledge REF: ENHANCED SAFETY OUTCOMES19. A nurse manager is assisting with the magnet application process when a staff nurse asks,“Whatis a gapanalysis?”The most appropriate response by the nurse manager would be whichof the following?a.Thespacebetweenwheretheorganizationisandwhereitwantstobeb.Aresearchstudyofcommunityneedsthatarenotbeingmetbytheorganizationc.Anauditoftheorganization’sfinancialabilitytoundertakethemagnetprocessd.Astudyofthecommunity’sneedforamagnet-recognizedorganizationANS: AThe gap analysis examines the space between where the organization is and where it wants to be,an assessment of the differences between the expected magnet requirements and theorganization’scurrent performance on these requirements.PTS: 1 DIF: Application REF: MAGNET APPRAISAL PROCESS20. After achieving magnet status, a nurse manager asks the Director of Nursing,“Howoften arethe site visits for the re-designation of magnet status for organizations?”The most appropriateresponse from the Director would be which of the following?a.2yearsc.4yearsb.3yearsd.5yearsANS: C

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Interim reports are submitted every year. Site visits are scheduled every 4 years for the re-designation process.PTS: 1 DIF: Application REF: MAGNET APPRAISAL PROCESS21. A nurse recognizes that the most important essential of magnetism is which of the following?a.Concernforthepatientc.Controlovernursingpracticeb.Goodnurse-physicianrelationshipsd.AuthoritativenursingmanagersANS: AThe most important essential of magnetism is concern for the patient. Other essentials includeopportunities to work with other nurses who are clinically competent, good nurse-physicianrelationships, nurse autonomy and accountability, supportive nurse managers, control overnursing practice, support for education, and adequate nurse staffing; however, concern for thepatient is always paramount.PTS: 1 DIF: ApplicationREF: TABLE 3-5 EIGHT ESSENTIALS OF MAGNETISM22. During preparation of the application for magnet status, a nurse asks the supervisor,“Whatismeant by nursing sensitiveindicators?”The supervisor would be correct in responding:a.Indicatorsthatanurseisvulnerabletodepressionb.Indicationsastowhetheranurseissensitivetostressc.Nursesworkingwithsensitiveandconfidentialinformationd.MeasuresthatreflecttheoutcomesofnursingactionsandcareANS: DThe supervisor would be correct in responding that nursing sensitive indicators measure theoutcome of nursing care. These indicators represent thepatient’sresponse to the variousstrategies implemented by the nursing staff.PTS: 1 DIF: Application REF: THE MAGNET MODEL23. A new graduate has accepted a position at a hospital that is considered a high-performanceorganization. The hospital most likely has which of the following characteristics?a.Discouragestheuseoftechnologyb.Refusesreleasetimetoallnursesforcontinuingeducationc.Focusesonlyonthehospital’sinternalenvironmentd.Empowersnursestouseself-directiveandpersonalinitiativeANS: D

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High-performance organizations empower their employees to use self-directive and personalinitiative. This type of organization brings out the best in people and produces sustainable highperformance. High-performance organizations encourage the use of technology, focus on boththe internal and external environment, and are supportive of theirstaff’sinvolvement incontinuing education.PTS: 1 DIF: ApplicationREF: TABLE 3-2 FIVE CHARACTERISTICS OF HIGH-PERFORMANCEORGANIZATIONS24. Which of the following provides a competitive advantage for hospitals with magnetdesignation?a.Highturnoverandlowjobsatisfactionc.Highturnoverandhighjobsatisfactionb.Lowturnoverandhighjobsatisfactiond.LowturnoverandlowjobsatisfactionANS: BLow turnover and high job satisfaction gives a competitive advantage to hospitals with magnetdesignation. High turnover and low job satisfaction would indicate that there are problems in thehospital’sinternal environment. Problems such as unsafe working conditions, low salaries, andpoor leadership or management are just a few of the situations that can create dissatisfaction andhigh turnover.PTS: 1 DIF: Analysis REF: ENHANCED COMPETITIVE ADVANTAGES25. Nurses employed in organizations that follow a Custodial Model of organizational behaviorwould most likely observe which of the following related to performance outcomes?a.Passivecooperationc.Enthusiasmb.Engagementd.DriveandcooperationANS: AA Custodial Model of organizational behavior would most likely be characterized by passivecooperation. Enthusiasm and engagement are more characteristic of a Collegial Model, and driveand cooperation are characteristic of a Supportive Model.PTS: 1 DIF: ApplicationREF: TABLE 3-1 MODEL OF ORGANIZATIONAL BEHAVIORSMULTIPLE RESPONSE1. If a local hospital follows a Supportive Model of organizational behavior, which of thefollowing would most likely be demonstrated? Select all that apply.a.Passion

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b.Passivecooperationc.Meetingemployee’sneedforrecognitiond.Thebasisofthemodelisleadershipe.Themanagerialorientationisauthorityf.Anemployeeorientationofself-disciplineANS: A, C, DThe basis of the Supportive Model is leadership. This model is characterized by passion, support,good job performance, participation, acknowledgement of theemployee’sneed for status andrecognition. Passive cooperation is characteristic of a Custodial Model, a managerial orientationof authority is characteristic of an Autocratic Model, and an employee orientation of self-discipline is characteristic of the Collegial Model.PTS: 1 DIF: ComprehensionREF: TABLE 3-1 MODEL OF ORGANIZATIONAL BEHAVIORS2. Which of the following are among the fourteen forces of magnetism? Select all that apply.a.Qualitycared.Autonomyb.Imageofnursinge.Qualityofmedicalleadershipc.Professionaldevelopmentf.ManagementstyleANS: A, B, C, D, FQuality care, image of nursing, professional development, autonomy and management style arepart of the fourteen forces of magnetism. Quality of medical leadership is not one of the forces;however, quality of nursing leadership is.PTS: 1 DIF: ComprehensionREF: TABLE 3-6 THE FOURTEEN FORCES OF MAGNETISM3. A new graduate has been visiting several of the local hospitals to determine which facilitywould be a good place to begin a career. The graduate has visited both hospitals with and withoutmagnet designation. Which of the following benefits related to organizational culture would bemore apparent in the magnet-designated facilities? Select all that apply.a.Shareddecisionmakingb.Visiblenurseleadersc.Lowerpatientmorbidityandmortalityd.Greaternurseempowermentstructurese.Increasedcultureofrespectfornursesf.Lowerincidenceofneedlestickratesamongnurses

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