TEST BANK FOR NURSING, LEADERSHIP AND MANAGEMENT QUESTIONS AND ANSWERS WITH RATIONALE LATEST UPDATED 2024 WITH COMPLETE SOLUTIONS

TEST BANK FOR NURSING, LEADERSHIP AND MANAGEMENT QUESTIONS AND ANSWERS WITH RATIONALE LATEST UPDATED 2024 WITH COMPLETE SOLUTIONS

Chapter : Organizational Behavior and Magnet Hospitals

MULTIPLE CHOICE
1. Schermerhorn, Hunt, and Osborn define organizational behavior as the study of:
a. human behavior in organizations.
b. the organizations output or end product.
c. systems theory within an organization.
d. strategic planning for long-term survival.

ANS: A, Schermerhorn, Hunt, and Osborn define organizational behavior as the study of human behavior in organizations. REF: ORGANIZATIONAL BEHAVIOR

2. According to Lynn and Redman, organizational behavior emphasizes:
a. products, sales, and revenue generation.
b. job satisfaction, loyalty, and productivity.
c. economic constraints, customer base, and sales.
d. machine-like or assembly line work process.

ANS: B, Organizational behavior emphasizes actions and attitudes of people within organizations such as job satisfaction, commitment (loyalty), and performance (productivity). REF: ORGANIZATIONAL BEHAVIOR

3. A nursing instructor wants to determine whether the nursing students understand the principles that scientific management emphasizes. Which response by the students would indicate that they understand scientific management?
a. Products, sales, and revenue generation
b. Job satisfaction, loyalty, and productivity
c. Economic constraints, customer base, and sales
d. Machine-like or assembly line work processes

ANS: D, Scientific management emphasizes the machine-like or assembly line focus of work processes and the precise sets of instructions and time-motion studies assumed to enhance productivity. REF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR

4. The nursing staff of the medical unit recognize that according to Schermerhorn et al., an organization can be considered effective if it:
a. maintains a growth rate of no less than 10 percent per year.
b. can continue to grow and have a healthy bottom line.
c. has a quality workforce and commitment to success.
d. can increase productivity without increasing employees.

ANS: C, Schermerhorn et al. state important contributions to the effectiveness of any organization are the quality of its workforce and their commitment to the goals and success of the organization.REF: IMPORTANCE OF ORGANIZATIONAL BEHAVIOR

5. Intellectual capital can be defined as:
a. work created by an individual but owned solely by the organization.
b. an individuals knowledge, skills, and abilities that have value and portability.

c. ideas and creations formulated at work and sold for profit by the organization.
d. an organizations collective information, which is in written, electronic, or cryptic format.
ANS: B, Intellectual capital includes an individuals knowledge, skills, and abilities that have value and portability in a knowledge economy. REF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR

6. In order to increase productivity, the nurse manager of the surgical unit removes obstacles for motivated and empowered individuals. This behavior is common in which type of organizational model?
a. Autocratic
b. Custodial
c. Collegial
d. Technological
ANS: C, In Table 3-1, Clark summarizes and compares models of organizational behavior. The collegial model is based on partnership, teamwork, and employee support that removes obstacles for motivated and empowered individuals. Both autocratic and custodial models are managed by power, authority, economics, and money, which have employees dependent on the boss or the organization. Technology is not a model or organizational behavior discussed. REF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR

7. Organizational behavior has impacted the autocratic model of behavior by moving from:
a. dependence on the organization to responsibility for self.
b. dependence on the boss to empowering the individual.
c. passive cooperation by the employee to active participation.
d. motivation by money, security and benefits to motivation by job performance.

ANS: B, The autocratic model focuses on dependency on the boss, while the study of organizational behavior has shown todays health care employees prefer a more supportive and collegial work environment 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. REF: EVOLUTION OF ORGANIZATIONAL BEHAVIOR
8. A high-performance organization can be characterized by which of the following characteristics?
a. Brings out the best in people
b. Values knowledge and pays top salaries
c. Continues to change with consumer demands
d. Is job centered to guarantee efficiency of work

ANS: A, High-performance organizations operate in a way that brings out the best in people and produces sustainable high performance over time. They have the ability to attract, motivate, and retain talented people.REF: HIGH-PERFORMANCE ORGANIZATIONS
9. Maintaining high quality-of-work-life environments requires the commitment of:
a. owners and stockholders of a company.
b. human and financial resource departments.
c. leaders and employees of the organization.
d. maintenance, housekeeping, and other service departments.

ANS: C,Maintaining high quality-of-work-life environments requires the commitment of both leaders and employees in organizations. Leaders in high-performance organizations recognize that the single best predictor of an organizations capacity to attract, motivate, and sustain talented people is to maintain a high quality work-life environment.REF: HIGH-PERFORMANCE ORGANIZATIONS
10. Saint Cecils hospital recently achieved magnet status. This means that the hospital has met the:
a. AHA distinguished service award for excellence in community service.
b. JC patient care performance measures with no deficiencies.
c. OSHA compliance with all guidelines and no deficiencies.
d. ANCC nursing excellence requirements.

ANS: D, Magnet status is awarded to health care organizations that have met the rigorous nursing excellence requirements of the American Nurses Credentialing Center (ANCC), a division of the American Nurses Association (ANA). Achievement of magnet status designation represents the highest level of recognition the ANCC accords to health care organizations that provide the services of registered professional nurses. REF: MAGNET HOSPITALS
11. The initial proposal for the Magnet Hospital Recognition Program was approved by the ANA Board of Directors in:
a. 1983.
b. 1987.
c. 1990.
d. 1994.
ANS: C, The initial proposal for Magnet Hospital Recognition Program was approved by the ANA Board of Directors in December 1990. This proposal indicated that the program would be built upon the 1983 ANA magnet hospital study.REF: HISTORICAL OVERVIEW OF MAGNET HOSPITALS

12. The University of Washington Medical Center in Seattle became the first magnet facility in which year?
a. 1985
b. 1989
c. 1994
d. 2000
ANS: C, RAT: The University of Washington Medical Center in Seattle became ANCCs first magnet facility in 1994. By 1998, 13 hospitals achieved magnet designation, and, by mid-2006, more than 200 facilities had achieved magnet designation. REF: THE ANCC MAGNET FACILITIES

13. The Magnet Hospital Recognition Program was created to achieve three major goals. Which of the following is considered a goal?
a. Decrease and attempt to abolish the nursing shortage
b. Pay for performance or higher wages for higher quality work
c. Identify excellence in the delivery of nursing services to patients
d. Drive down the soaring cost of health care in the United States

ANS: C, The goals are to identify excellence in the delivery of nursing services to patients, promote quality in a milieu that

supports professional nursing practice, and provide a mechanism for the dissemination of best practices in nursing services. REF: GOALS OF THE MAGNET RECOGNITION PROGRAM

14. Nine characteristics define magnet nursing services. Which of the following is NOT a characteristic of the programs appraisal process?
a. High quality patient care
b. Clinical autonomy and responsibility
c. Community involvement
d. High compensation and benefits
ANS: D, Nine characteristics define magnet nursing services: high quality patient care, clinical autonomy and responsibility, participatory decision making, strong nurse leaders, two-way communication with staff, community involvement, opportunity and encouragement of professional development, effective use of staff resources, and high levels of job satisfaction. REF: TABLE 3-3 NINE CHARACTERISTICS DEFINING MAGNET SERVICES
15. One of the top benefits of magnet designation for a hospital is:
a. being self-insured for all employees.
b. improved nurse recruitment and retention.
c. lower on-job back injuries reported by staff.
d. larger number of culturally diverse employees.

ANS: B, Hospitals attaining magnet designation may achieve multiple benefits. The major benefits are improved patient quality outcomes, enhanced organizational culture, improved nurse recruitment and retention, enhanced safety outcomes, enhanced competitive advantage, and higher nurse job satisfaction. REF: BENEFITS OF MAGNET RECOGNITION
16. Improvement in quality patient outcomes has been reported in magnet organizations. According to several studies, which of the following is thought to contribute significantly to quality patient outcomes?
a. Nurses work environment
b. Quality assessment practices
c. Performance improvement practices
d. Shorter lengths of stay in the hospital
ANS: A, Research by Lake and Friese; Aiken, Smith, and Lake; and Aiken, Sloane, Lake, Sochalski, and Weber support the importance of the nurses work environment to enhanced continuity of patient care, increased levels of patient satisfaction, and lower mortality rate. REF: IMPROVEMENT IN QUALITY PATIENT OUTCOMES
17. A staff nurse asks the supervisor, What is an essential element to giving quality care in magnet hospitals? Which response by the supervisor would be the most appropriate?
a. Higher salary, benefits, and paid time off than in non- magnet hospitals
b. Adequate nurse staffing and support for continuing professional development
c. Cross-training for flexibility in practice and higher compensation when flexed
d. Moving from one magnet hospital to another without loss of seniority or benefits
ANS: B, There are eight essentials of magnetism: opportunities to work with other nurses who are clinically competent, good nurse- physician relationships, nurse autonomy and accountability, supportive nurse managers, control over nursing practice, support for education, adequate nurse staffing, and concern for the patient. REF: TABLE 3-5 EIGHT ESSENTIALS OF MAGNETISM

18. Magnet hospitals are known for enhanced safety outcomes. According to Aiken, Sloane, and

Klocinski, magnet hospitals are known to have:
a. less than 1 percent nosocomial infections per year.
b. zero to five reported OSHA violations per year.
c. fewer needle sticks.
d. fewer back injuries.

ANS: C,Aiken, Sloane, and Klocinski state that magnet hospitals have been found to have fewer needle stick injury rates among nurses. REF: ENHANCED SAFETY OUTCOMES

19. A nurse manager is assisting with the magnet application process when a staff nurse asks, What is a gap analysis? The most appropriate response by the nurse manager would be which of the following?
a. The space between where the organization is and where it wants to be
b. A research study of community needs that are not being met by the organization
c. An audit of the organizations financial ability to undertake the magnet process
d. A study of the communitys need for a magnet-recognized organization

ANS: A, The 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 the organizations current performance on these requirements. REF: MAGNET APPRAISAL PROCESS