Question 1

For an LPN/LVN to motivate staff members to meet the goals of the organization, it is helpful if the nurse

Accepted Answer

By understanding what motivates an employee, the nurse is better able to select appropriate motivational strategies. Intimidation is not an effective motivator. Laissez-faire leadership does not focus on motivating staff. People-oriented leaders are better at motivating workers.

Question 2

The LPN/LVN spends time exploring the agency mission statement with the nursing assistants who work that shift. They create a list of ways they can contribute to achieving the agency goals. This process is called

Accepted Answer

Team building is a process by which employees become committed to management goals. The scenario does not describe any of the other options.

Question 3

The LPN/LVN charge nurse notices that a nursing assistant has not weighed her assigned residents. The best statement by the nurse is:

Accepted Answer

This is straightforward and assertive and resolves a clinical problem. The other options fail to provide a solution to the clinical problem created by the nursing assistant's failure to obtain the weights.

Question 4

Which behavior should the LPN/LVN charge nurse identify as dysfunctional behavior that violates OBRA regulations by threatening resident quality of life, health, or safety?

Accepted Answer

This behavior negatively affects the quality of life and safety of a resident. The other options do not negatively affect the resident's quality of life.

Question 5

The action the LPN/LVN charge nurse takes independently that would most likely require conflict resolution at the unit level is

Accepted Answer

Unilaterally changing working conditions will create stress and conflict and require conflict resolution. The other options are desirable actions.

Question 6

A nursing assistant (NA) did an exceptionally good job by encouraging a resident to leave his room and go to an activity. Select the response by the LPN/LVN charge nurse that would best encourage the employee to continue this effort.

Accepted Answer

Providing positive reinforcement for the specific behaviors used makes it more likely that the NA will use these strategies in the future. The LPN/LVN's communication is straightforward and assertive. Writing a note for the NA's file explaining that she did not leave the resident in his room would not be effective as a motivator. Telling the NA she is a great nursing assistant and the charge nurse wished all assistants were like her is not specific enough. Reporting the NA's good efforts to the nursing home administrator and board of directors is not necessary at this point.

Question 7

What LPN/LVN charge nurse behavior will best accomplish the goal of promoting team building?

Accepted Answer

The charge nurse is a role model for the attitude and behavior expected of nursing assistants. Team building requires an environment in which employees feel valued. Politeness, cooperation, respect, and trust provide the foundation on which further team building proceeds.

Question 8

A nursing assistant states, "I have never learned how to transfer a resident with end-stage Parkinson's disease from the bed to the chair." The nursing assistant refuses to transfer the resident at this time. Select the appropriate approach for the LPN/LVN charge nurse to take.

Accepted Answer

The nursing assistant should not perform tasks for which he or she has not been trained. The nurse should arrange to teach the nursing assistant so that he or she can safely perform the duty. Reprimanding the nursing assistant for not performing the job is unnecessary. Encouraging the nursing assistant to carry through with the transfer is unwise and unsafe. Mentioning that nursing assistants can be charged with insubordination if they do not perform their jobs is threatening.

Question 9

The LPN/LVN day shift charge nurse in a nursing home usually reports to the

Accepted Answer

Most organizational charts call for the LPN/LVN charge nurse to report to the RN manager of the unit. The other options are not logical.

Question 10

Which quality is rarely found in democratic leaders?

Accepted Answer

Arrogance is an undesirable quality. The other options are desirable qualities consistent with the democratic leadership style.

Question 11

The LPN/LVN notices that the nursing assistants are taking longer breaks than agency policy permits and wishes to change this behavior as quickly as possible. The LPN/LVN's initial actions should be to

Accepted Answer

Before attempting to solve any problem, the LPN/LVN must clearly identify the real problem. In this case, longer breaks may be the staff's reaction to a more fundamental workplace problem. Verbal confrontation should not be the initial action. Written reprimands should not be the initial action. In-service classes on time management would be an inappropriate initial action.

Question 12

LPN/LVNs functioning in an expanded role are most often employed in

Accepted Answer

Long-term care lends itself to the use of LPN/LVNs functioning in the expanded role. The other practice environments involve patients who are less stable and therefore require greater direct supervision by the RN.

Question 13

Which understanding about leadership would help the LPN/LVN become a more skillful leader?

Accepted Answer

The only accurate statement is that leaders see change as challenging and providing opportunities for improving quality of care.

Question 14

Which of the following is an example of objective, rational thinking rather than subjective, irrational thinking about nursing assistants whom the LPN/LVN charge nurse supervises?

Accepted Answer

This is an objective, rational thought that reflects a reasonable expectation for nursing assistants. The other options exemplify subjective, irrational thinking.

Question 15

The LPN/LVN reads this statement, "Stress is the body's reaction to the mind's analysis of a situation." The LPN/LVN concludes that the critical factor to teach nursing assistants to help them control their stress levels is to

Accepted Answer

According to Ellis, managing one's thinking by replacing irrational thinking with rational thinking reduces stress. The key is to think objectively. Focusing on developing good clinical skills and applying time management principles are not relevant to the scenario.

Question 16

The LPN/LVN nursing home charge nurse encourages nursing assistants to make suggestions regarding improvement of nursing care and shows concern for the staff. This leadership style is called

Accepted Answer

Democratic leadership style is demonstrated when the nurse is concerned about the work to be done and is also concerned about the team performing the work. The team is encouraged to participate in decision making about resident care. The other options are not possibilities based on the scenario description.

Question 17

The LPN/LVN charge nurse asks the nurse manager, "How can I motivate the nursing assistants on my shift?" The best answer would be:

Accepted Answer

The idea that motivation is an inner force most accurately explains motivation. Encouragement and money are motivators but do not provide accurate information. Referencing communication does not provide information on motivation.

Question 18

The LPN/LVN nursing home charge nurse usually tells nursing assistants what to do and offers little opportunity for input or suggestions for how to improve care. This leadership style is called

Accepted Answer

The charge nurse is task oriented and seeks no input from staff. This is consistent with autocratic leadership. The other options are not possibilities based on the description given in the scenario.

Question 19

To discover the expanded role of the practical nurse, the LPN/LVN should investigate

Accepted Answer

The Nurse Practice Act of the state determines the parameters of LPN/LVN practice. The other options may be less detailed than the Nurse Practice Act, so they are not the best resources.

Question 20

How can the LPN/LVN charge nurse meet needs for affiliation among staff on their shift?

Accepted Answer

Affiliation needs are met by providing for good interpersonal relationships among staff. Planning a social gathering is a way of meeting affiliation needs. Reorienting all staff to policies and shift routine is probably unnecessary and would not address affiliation needs. Encouraging attendance at continuing education seminars addresses level 4 needs for recognition, growth, and responsibility. Offering training in violence prevention addresses level 2 safety needs.

Quiz 17: Collaboration: Leading and Managing