Chapter 08 Leadership And Management Nurses Core Competencies 3rd Edition By Finkelman

Complete Chapter Questions With Answers

Sample Questions Are Posted Below

Chapter 8

Question 1

Type: MCMA

The nurse who wishes to apply for a job in a healthcare organization is asked to visit the human resources department. What services can the nurse expect to be delivered through this department?

Standard Text: Select all that apply.

1. Orientation of employees
2. The development of policy and procedures for its operation
3. Managing credentials
4. Educating and testing staff
5. Licensing staff

Correct Answer: 1,2,3,4

Rationale 1: The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.

Rationale 2: The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.

Rationale 3: The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.

Rationale 4: The key focus areas of the human resource department are human resource planning, orienting, training, and educating staff; assessing competence; and managing staff requests.

Rationale 5: Licensing staff is not under the jurisdiction of human resources, but is the responsibility of state and national boards.

Global Rationale: NA

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub:

QSEN Competencies: Patient-centered care; Teamwork and collaboration; quality improvement, safety

AACN Essential Competencies: II. Basic organizational and systems leadership for quality care and patient safety; VI. Interprofessional communication and collaboration for improving patient health outcomes; V. Healthcare policy, finance, and regulatory environments

NLN Competencies: Personal and professional development; relationship centered care; teamwork

Nursing/Integrated Concepts: Nursing Process: Planning

Learning Outcome: LO 01. Explain how the human resources department assists the healthcare organization and its employees in recruitment and retention of staff.

Page: 2

Question 2

Type: MCSA

An employee who works in the dietary department of the hospital develops HIV. The employee does not have a record of excessive absences or errors. What law protects the employee from being fired?

1. Americans with Disabilities Act (ADA)
2. Wagner Act of 1935
3. Civil Rights Act of 1964
4. Affirmative Action

Correct Answer: 1

Rationale 1: The Americans with Disabilities Act of 1990 prohibits discrimination in hiring and job assignments based on disability.

Rationale 2: The Wagner Act of 1935 and the Taft-Hartley Act of 1948 prohibit discrimination based on union membership.

Rationale 3: The Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, religion, or national origin.

Rationale 4: Affirmative Action is a set of executive orders, not laws, that protect minority groups but apply only to government agencies and organizations that do business with the government. These organizations must hire members from these protected classes, “In proportion to the population of people in each class in their community.”

Global Rationale: NA

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub:

QSEN Competencies: Patient-centered care; Teamwork and collaboration; quality improvement, safety

AACN Essential Competencies: II. Basic organizational and systems leadership for quality care and patient safety; VI. Interprofessional communication and collaboration for improving patient health outcomes; V. Healthcare policy, finance, and regulatory environments

NLN Competencies: Personal and professional development; relationship centered care; teamwork

Nursing/Integrated Concepts: Nursing Process: Assessment

Learning Outcome: LO 01. Explain ow the human resources department assists the healthcare organization and its employees in recruitment and retention of staff.

Page:  pp. 2-8-209

Question 3

Type: MCSA

A newly hired nurse is requesting information about the Family and Medical Leave Law of 1996. What is the best explanation of this benefit?

1. This law protects the employee from getting fired for taking 15 weeks of sick leave when needing to care for a family member.
2. The law protects the employer when employees want to take sick leave to adopt a child.
3. The law only pertains to employers of 25 or more employees who work with a 50-mile radius.
4. For employees who are eligible, it covers 12 weeks of unpaid leave during a 12-month period for medical or emotional reasons, which include birth, adoption, and care of immediate family members.

Correct Answer: 4

Rationale 1: The law only provides for 12 weeks of unpaid sick leave.

Rationale 2: Adoption is one of the covered situations.

Rationale 3: The law pertains to employers of 50 or more employees who work within a 75-mile radius.

Rationale 4: This is the description of the law.

Global Rationale: NA

Cognitive Level: Understanding

Client Need: Safe Effective Care Environment

Client Need Sub:

QSEN Competencies: Patient-centered care; Teamwork and collaboration; quality improvement, safety

AACN Essential Competencies: II. Basic organizational and systems leadership for quality care and patient safety; VI. Interprofessional communication and collaboration for improving patient health outcomes; V. Healthcare policy, finance, and regulatory environments

NLN Competencies: Personal and professional development; relationship centered care; teamwork

Nursing/Integrated Concepts: Nursing Process: Planning

Learning Outcome: LO 01. Explain how the human resources department assists the healthcare organization and its employees in recruitment and retention of staff.

Page: pp. 208-209

Question 4

Type: MCMA

The nurse manager has been asked to update all of the position statements for the unit. What sources should this manager use to learn more about each position?

Standard Text: Select all that apply.

1. Observation of performance of the job
2. Interviews with staff members who hold the position
3. Discussion with the Governing Board
4. Feedback from other organizations
5. Discussions with other supervisors and managers

Correct Answer: 1,2,4,5

Rationale 1: Observing the performance of the job will give the manager direct information about what the job description should include.

Rationale 2: Input from staff members who actually perform the job will be helpful in writing a job description.

Rationale 3: The Governing Board is not likely to have significant information about individual jobs in the organization.

Rationale 4: Examples and feedback from organizations with similar job positions can be helpful to this work.

Rationale 5: Discussing the job with other supervisors and managers and getting their feedback can be helpful with this work.

Global Rationale: NA

Cognitive Level: Applying

Client Need: Safe Effective Care Environment

Client Need Sub:

QSEN Competencies: Patient-centered care; Teamwork and collaboration; quality improvement, safety

AACN Essential Competencies: II. Basic organizational and systems leadership for quality care and patient safety; VI. Interprofessional communication and collaboration for improving patient health outcomes; V. Healthcare policy, finance, and regulatory environments

NLN Competencies: Personal and professional development; relationship centered care; teamwork

Nursing/Integrated Concepts: Nursing Process: Planning

Learning Outcome: LO 03. Explain how a position description is developed.

Page: p. 212