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Essentials of Nursing Leadership and Management 6th Edition Weiss Tappen Test Bank

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Essentials of Nursing Leadership and Management 6th Edition Weiss Tappen Test Bank

ISBN-13: 978-0803636637

ISBN-10: 0803636636

Description

Essentials of Nursing Leadership and Management 6th Edition Weiss Tappen Test Bank

ISBN-13: 978-0803636637

ISBN-10: 0803636636

 

 

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Free Nursing Test Questions:

 

Chapter 9: People and the Process of Change

 

 

 

MULTIPLE CHOICE

 

 

 

1The three major sources of resistance to change are:

  1. Technical concerns, psychosocial needs, and threats to a person’s position.
  2. Staffing concerns, physical needs, and threats to hierarchy needs.
  3. Prior concernsRemember,cial needs, and threats to self-actualization.
  4. Technology concerns, personal needs, and threats to hospitalized clients.

 

ANS: A

Chapter 9: People and the Process of Change

 

 

 

  1. Once resistance to change is recognized, it must be:
  2. Ignored.
  3. Pacified.
  4. Addressed.
  5. Justified.

 

ANS: C

Chapter 9: People and the Process of Change

 

 

 

  1. One way to lower the resistance to change would include:
  2. Centralization of information.
  3. Confirmation of currently held beliefs.
  4. Provision of psychological safety.
  5. Keeping involvement to a few people to reduce confusion.

 

ANS: C

Chapter 9: People and the Process of Change

 

 

 

  1. New nursing graduates may assist in implementing change by:
  2. Participating actively in staff meetings.
  3. Maintaining current status of client data.
  4. Using procedures suggested by the hospital.
  5. Ignoring quality improvement issues.

 

ANS: A

Chapter 9: People and the Process of Change

 

 

 

  1. Anne wanted to simplify the current method of ordering missing medications. She devised what she thought was an excellent idea and presented her plan to the nurse manager on the unit. Her idea was rejected. What step in the process of change did Anne forget to follow?
  2. Threatening others
  3. Provoking resistance
  4. Unfreezing
  5. Refreezing

 

ANS: C

Chapter 9: People and the Process of Change

 

 

 

  1. To control costs and decrease the money lost from uncharged supplies, the hospital has decided to move to a controlled distribution system for supplies. This requires the nurses to attend several in-service sessions to learn how to work with the new system. The nurses are complaining that they do not have time to “learn another thing!” The lesson here is that for change to be successful, it must be accepted by:
  2. The administration.
  3. The persons who will be involved.
  4. The persons who designed the change.
  5. The managers.

 

ANS: B

Chapter 9: People and the Process of Change

 

 

 

  1. Change is best implemented when:
  2. The reason for the change is least understood.
  3. Individuals participate in the change.
  4. Management insists on the change.
  5. The change causes stress.

 

ANS: B

Chapter 9: People and the Process of Change

 

 

 

  1. Which of the following basic elements is NOT included in Lewin’s Model of Change?
  2. Refreezing
  3. Unfreezing
  4. Unchanging
  5. Change

 

ANS: C

Chapter 9: People and the Process of Change

 

 

 

  1. The phenomenon of change is best characterized as:
  2. A natural occurrence.
  3. Artificially imposed by administration.
  4. A man-made occurrence.
  5. Unpredictable and unmanageable.

 

ANS: A

Chapter 9: People and the Process of Change

 

 

 

  1. The stages of change described by Lewin include:
  2. Change, change, and more change.
  3. Change and refreezing.
  4. Comfort, discomfort, and recomforting.
  5. Unfreezing, change, and refreezing.

 

ANS: D

Chapter 9: People and the Process of Change

 

 

 

  1. Individual staff members are likely to respond to change:
  2. In ways that can be predicted consistently.
  3. Consistently negatively.
  4. In ways affected by personality and life experience.
  5. Consistently positively.

 

ANS: C

Chapter 9: People and the Process of Change

 

 

 

  1. Providing psychological safety is accomplished by:
  2. Designing the change to be high quality.
  3. Allowing time for learning a new procedure.
  4. Delaying change implementation as long as possible.
  5. Putting the changes into effect as fast as possible.

 

ANS: B

Chapter 9: People and the Process of Change

 

 

 

  1. Personal change is best described as:
  2. Part of one’s development as a leader.
  3. An entirely different phenomenon from technical change.
  4. Much more difficult to put into practice.
  5. Something that happens within a person’s comfort zone.

 

ANS: A

Chapter 9: People and the Process of Change

 

 

 

  1. The nurse manager of a busy pediatric unit noticed that a new infusion system seemed to be difficult to use. What should the manager do first?
  2. Call the manufacturer to complain
  3. Bring in the nurse educator for more training sessions
  4. Ask the staff if they are having problems with the system
  5. Resend the instructions for using the system to all nursing staff

 

ANS: C

Chapter: Chapter 9: People and the Process of Change

 

 

 

  1. Why do stories sometimes persuade people more effectively than statistics?
  2. They are more dramatic.
  3. They are easier to remember.
  4. They are easier to understand.
  5. All of the above

 

ANS: D

Chapter 9: People and the Process of Change

 

 

 

  1. Which of the following is likely to be necessary when introducing a new piece of complex equipment?
  2. Opportunity to practice using it
  3. A brainstorming session on the purpose of the equipment
  4. Opportunity for staff to express their feelings about receiving new equipment
  5. A strict timeline for implementation

 

ANS: A

Chapter 9: People and the Process of Change

 

 

 

  1. If change is a natural phenomenon, why does it often provoke resistance?
  2. People resist doing more work.
  3. It moves people out of their comfort zone.
  4. Every change provokes passive resistance.
  5. Change is never welcome.

 

ANS: B

Chapter 9: People and the Process of Change

 

 

 

  1. According to research done by Kalisch, which group is most likely to embrace change?
  2. Staff nurses
  3. Nurse managers
  4. Nursing assistants
  5. All of the above

 

ANS: B

Chapter 9: People and the Process of Change

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