Practice Quiz 80 Questions

FULL-TEXT: Leadership &

Management in Nursing NCLEX Practice Quiz (80 Questions) November 8, 2021 Nurseslabs-Question-02-001 Katherine is a young Unit Manager of the Pediatric Ward. Most of her staff nurses are senior to her, very articulate, confident, and sometimes aggressive. Katherine feels uncomfortable believing that she is the scapegoat of everything that goes wrong in her department. Which of the following is the best action that she must take?

• Identify the source of the conflict and understand the points of

friction.

• Disregard what she feels and continues to work independently.
• Seek help from the Director of Nursing.
• Quit her job and look for another employment.

Correct Answer: A. Identify the source of the conflict and

understand the points of friction  This involves a problem-solving approach, which addresses the root cause of the problem. Seek to understand the underlying emotions of the employees in conflict. Employers can manage workplace conflict by creating an organizational culture designed to preclude conflict as much as possible and by dealing promptly and equitably with conflicts that employees cannot resolve among themselves.

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Option B: Do not ignore conflict, and do not avoid taking steps to

prevent it. Unresolved issues of interpersonal tension and conflict can create emotional stress for employees, politicize the workplace and divert attention from the organization’s mission.

Option C: Before escalating the conflict to the Director of Nursing,

the unit manager should first try to de escalate the problem. If a manager has mechanisms in place to resolve conflict at its early stages, employees will generally see their employer as fair in their dealings with them and will likely be more satisfied with their jobs.

Option D: If the manager does not act, conflicts will escalate into

larger problems, discrimination and harassment complaints may increase, and the employer’s reputation could be damaged. When employees mistrust management or perceive the organization as acting unfairly, turnover may increase. This can lead to recruiting and training expenses for new hires and the costs attributable to slippage of performance until new employees become fully proficient in their jobs.Nurseslabs-Question-02-002 As a young manager, she knows that conflict occurs in any organization. Which of the following statements regarding conflict is not true?

• Can be destructive if the level is too high.
• Is not beneficial; hence it should be prevented at all times.
• May result in poor performance.
• May create leaders.

Correct Answer: B. Is not beneficial; hence it should be prevented

at all times.

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Conflicts are beneficial because it surfaces out issues in the open and can be solved right away. Likewise, members of the team become more conscientious with their work when they are aware that other members of the team are watching them. What conflicts do is that they encourage debate and competition which is good for almost any environment. Also, it improves team culture and allows people to learn more.

Option A: The most obvious disadvantage of conflict is the toll on

emotions. When employees feel they are being bullied, taken advantage of, or facing favoritism, they may begin looking for another job or performing poorly. Conflicts between departments can disrupt production, and result in lost business or customers.

Option C: Unscheduled absences drive up employers’ costs

through benefits outlays, the use of replacement workers, higher stress levels among employees, and a decrease in overall employee performance.

Option D: With more workplace conflicts, the team may

accomplish its goals in no time. This does sound surprising to most of us but it is very true. Conflicts are a vital part of work culture and they nourish the minds in several ways.Nurseslabs-Question-02-003 Katherine tells one of the staff, “I don’t have time to discuss the matter with you now. See me in my office later” when the latter asks if they can talk about an issue. Which of the following conflict resolution strategies did she use?

• Smoothing
• Compromise

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• Avoidance
• Restriction

Correct Answer: C. Avoidance 

This strategy shuns discussing the issue head-on and prefers to postpone it to a later time. In effect, the problem remains unsolved and both parties are in a lose-lose situation. Someone who uses a strategy of “avoiding” mostly tries to ignore or sidestep the conflict, hoping it will resolve itself or dissipate.

Option A: Smoothing is not a conflict resolution strategy. One

example is accommodating. Accommodating is a strategy where one party gives in to the wishes or demands of another. They’re being cooperative but not assertive. This may appear to be a gracious way to give in when one figures out s/he has been wrong about an argument.

Option B: The strategy of “compromising” involves finding an

acceptable resolution that will partly, but not entirely, satisfy the concerns of all parties involved. The concept is that everyone gives up a little bit of what they want, and no one gets everything they want. The perception of the best outcome when working by compromise is that which “splits the difference.” 

Option D: Restriction is not one of the strategies for conflict

resolution. Another example is competing. Competing is used by people who go into a conflict planning to win. They’re assertive and not cooperative. This method is characterized by the assumption that one side wins and everyone else lose. It doesn’t allow room for diverse perspectives into a well-informed total picture.

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