Leadership Roles And Management Functions in Nursing Theory And Application by Bessie L Marquis
Leadership Roles And Management Functions in Nursing Theory And Application by Bessie L Marquis
$2.99
Chapter 15 Leadership Roles And Management Functions in Nursing Theory And Application
Complete Chapter Questions With Answers
Sample Questions Are Posted Below
| 1. | What should managers do to maintain adequate staff in their organization? | |
| A) | Proactively plan to hire two RNs for each unit each year | |
| B) | Use knowledge of turnover rates on their units for planning and hiring | |
| C) | Look at staff-to-patient ratios at other health-care organizations in the area | |
| D) | Hire consultants to study national turnover rates to determine recruitment needs | |
| Ans: | B | |
| Feedback: | ||
| Staffing needs are unique to each institution and should be determined by looking at patient census, patient health-care needs, the type of patient care management used, and budget. None of the remaining options are accurate statements concerning adequate staffing. | ||
| 2. | Which statement about the role of unit managers in recruitment and selection is accurate? | |
| A) | The more centralized nursing management is and the more complex the personnel department, the greater the involvement of the unit manager | |
| B) | Unit managers should always leave such decisions to a centralized personnel department so consistency can be maintained | |
| C) | Regardless of the extent of their involvement, all managers must be aware of recruitment and selection constraints within their organization | |
| D) | Unit managers should assume total responsibility for recruitment and selection of personnel on their units | |
| Ans: | C | |
| Feedback: | ||
| Although some institutions have personnel departments and nurse recruiters to carry out most of the hiring responsibilities, the nurse-manager must understand how recruitment and selection are accomplished within the organization. None of the remaining options are accurate statements concerning recruiting. | ||
| 3. | What is the relationship between the national and local economy and an organization’s ability to maintain an adequate workforce? | |
| A) | When the economy is on an upswing, many unemployed nurses return to work and recruitment becomes easier | |
| B) | When a recession occurs it causes many part-time nurses to return to full-time employment and others to delay their retirement | |
| C) | Although the economy tends to affect the size of the blue-collar workforce, professions such as nursing remain fairly stable regardless of economic changes | |
| D) | When there is an economic downturn, many nurses reduce their work hours from full time to part time | |
| Ans: | B | |
| Feedback: | ||
| Nursing shortages occur when the economy is on the upswing and decline when the economy recedes, because many unemployed nurses return to the workforce and part-time employees return to full-time employment. None of the other options identify that relationship. | ||
| 4. | What has research shown regarding interviewing reliability? | |
| A) | Interviewer reliability is high if the interview is unstructured | |
| B) | Interviewer reliability improves if the interview is structured uniformly | |
| C) | Reliability increases when there is a team approach to the interview | |
| D) | Positive information is weighed more heavily than negative information | |
| Ans: | B | |
| Feedback: | ||
| Reliability means that something is measured consistently time after time. Therefore, if more than one interviewer uses the same format to interview a candidate, the reliability of the interviews improves. None of the other options identify the research findings. | ||
| 5. | What should the interviewer do to increase the reliability and validity of an interview? | |
| A) | Conduct single, rather than multiple, interviews | |
| B) | Trust his or her first impressions of an applicant | |
| C) | Avoid taking notes during the interview | |
| D) | Develop a structured interview format | |
| Ans: | D | |
| Feedback: | ||
| The same structured interview should be used for all employees applying for the same job classification. None of the other options identify an appropriate technique. | ||
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $100.00.$70.00Current price is: $70.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $60.00.$40.00Current price is: $40.00.