Learning Outcome: 17-4: Describe the benefits of nurse residency programs, career advancement strategies, and
leadership development on motivation.
Question 14
Type: MCSA
The nurse manager tells a newly licensed nurse that having a mentor is a benefit to career development. What
should the new nurse expect from a mentor–protégé relationship?
1. The protégé will select the mentor.
2. Once established, this relationship lasts forever.
3. The relationship will develop through stages.
4. Mentors are generally of the opposite gender as the protégé.
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Planning
Learning Outcome: 17-3: Explain how orientation, preceptors, and on-the-job instruction can help motivate
staff.
Question 15
Type: MCSA
The nurse manager is reviewing the current staff to determine who should precept a newly licensed nurse. Which
nurse is the most logical choice?
1. A nurse who needs the temporary pay increase that accompanies precepting
2. A nurse who is clinically competent and has the desire to assume the responsibility to train new staff
3. A nurse who has expressed the desire for additional training and unit responsibilities
Sullivan, Effective Leadership and Management, 8/e Test Bank
4. The nurse who needs to work an 8-hour schedule for a few weeks while recovering from a work-related
accident
Rationale 4: The preceptor should always act as a role model for the new nurse, but this is not the most important
role at this time.
Global Rationale:
Cognitive Level: Applying
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Implementation
Learning Outcome: 17-3: Explain how orientation, preceptors, and on-the-job instruction can help motivate
staff.
Question 17
Type: MCMA
Which findings associated with an employee are likely to be considered when discussing performance?
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. The employee states, “I have to work so that we can have insurance coverage for our disabled child.”
2. The employee has been tardy on one occasion when an unexpected snow fell just before shift change.
3. The employee was involved in a motor vehicle accident last fall.
4. The employee found a purse containing $200 in the cafeteria and turned it in to security.
5. The employee made two work errors requiring incident reports in the last year.
Cognitive Level: Analyzing
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Evaluation
Learning Outcome: 17-1: Describe how motivation and ability affect job performance.
Question 18
Type: MCSA
A nurse manager wishes to use a model of job performance to help match employees and tasks to achieve the
greatest effectiveness. What should the manager do first?
1. Evaluate each employee’s educational and experiential background.
2. Establish, in writing, the expectations of each task.
3. Consider how much variation from standard is acceptable.
4. Review unit statistics for incidents, errors, and accidents.
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Planning
Learning Outcome: 17-1: Describe how motivation and ability affect job performance.
Question 19
Type: MCMA
Which job behaviors would the nurse executive consider troublesome no matter which unit employed the nurse?
Sullivan, Effective Leadership and Management, 8/e Test Bank
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. The nurse made two medication errors today that resulted in poor client outcomes.
2. A nurse was tardy twice last month due to car trouble.
3. A manager reports that a nurse used a piece of equipment that had been taken out of service for malfunction.
4. A nurse did not report to work for 2 days and did not call in the absence.
5. A physician calls to complain that a nurse was rude.
1. Offer the secretary a free lunch if he can go 1 week without being late.
2. Ignore the behavior.
3. Place a large alarm clock in the break room and set it each time the secretary takes a break.
4. Plan to be away from the secretary’s area during his break times.
5. Tell the secretary that one more late return will result in a written critical incident report.
4. Performance should be at expected levels within a week.
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Planning
Learning Outcome: 17-4: Describe the benefits of nurse residency programs, career advancement strategies, and
leadership on motivation.
Question 23
Type: MCMA
A nurse executive is trying to convince the hospital management team that a clinical ladder system would work
well in nursing. Which points should the nurse include in this argument?
Sullivan, Effective Leadership and Management, 8/e Test Bank
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. Clinical ladders keep very good nurses at the bedside.
2. These programs prove to be worth their cost.
3. These programs reveal substandard nurses quickly so they can be terminated.
4. Similar programs have been shown to improve nurse job satisfaction.
5. Quality of client care increases with these programs.