Nursing Elites

1. Successful professional nurses benefit from working with mentors. What mutually rewarding outcomes are realized in mentoring relationships? (EXCEPT)

• A. Instilling a sense of accomplishing a meaningful effort
• B. Assuming each other's characteristics
• C. Fostering an interdependent relationship
• D. Promoting self-esteem

Correct answer: B

Rationale: Professional nurses who seek mentoring relationships work with their mentors to gain objective feedback, guidance, and confidence. A mentoring relationship is critical when making job decisions, establishing goals, discussing professional judgment, considering ethical issues, and in determining challenges for growth. Choice B, "Assuming each other's characteristics," is incorrect because mentoring is about learning, guidance, and support to develop one's own professional identity, not about assuming someone else's characteristics. Choices A, C, and D are all beneficial outcomes of mentoring relationships, including instilling a sense of accomplishment, fostering interdependence, and promoting self-esteem, respectively.

2. The nurse manager is talking with the CNA about her time management. Which of the following is an example of a nurse manager as a coach?

• A. Your timely response to patients' call lights is exemplary.
• B. Your appearance is seldom professional.
• C. You must get the vital signs taken on time or you will be disciplined.
• D. You never report AM blood sugar levels on time.

Correct answer: A

Rationale: The correct answer is A: 'Your timely response to patients' call lights is exemplary.' This choice reflects a positive reinforcement approach, providing feedback that praises and encourages good behavior. A coach in a professional setting aims to motivate, guide, and support staff rather than focusing on negative aspects or threats of discipline. Effective coaching involves recognizing and acknowledging employees' strengths and achievements to inspire continuous improvement and development. Choices B, C, and D are not examples of coaching as they either focus on criticism regarding appearance, use threatening language, or highlight a negative behavior without offering guidance or support.

3. Which finding indicates a need to contact the health care provider before the nurse administers metformin (Glucophage)?

• A. The patient�s blood glucose level is 174 mg/dL.
• B. The patient has gained 2 lb (0.9 kg) since yesterday.
• C. The patient is scheduled for a chest x-ray in an hour
• D. The patient�s blood urea nitrogen (BUN) level is 52 mg/dL.

Correct answer: D

Rationale:

4. A typical budget takes time to prepare. What timetable should the nurse manager plan for the budgeting process?

• A. 9-12 months
• B. 3-6 months
• C. 1-2 months
• D. Over two years

Correct answer: B

Rationale: The correct answer is B: 3-6 months. The process of preparing a typical budget usually takes around 3-6 months. This allows enough time for gathering financial data, analyzing expenses, projecting revenues, and finalizing the budget. Choice A (9-12 months) is too long for a typical budgeting process in most settings. Choice C (1-2 months) is too short to adequately complete all the necessary steps in the budgeting process. Choice D (Over two years) is excessive and not practical for the timeline of a standard budget preparation.

5. Which of the following best describes the concept of cultural humility in nursing?

• A. A fixed set of cultural competencies
• B. Recognizing and addressing power imbalances
• C. Adapting care to fit different cultural contexts
• D. Learning from patients and adapting to their needs

Correct answer: D

Rationale: Cultural humility in nursing is about approaching patient care with an open mind, being willing to learn from patients, and adapting to their individual needs. Choice A is incorrect as cultural humility is not about a fixed set of competencies, but rather an ongoing process of self-reflection and learning. Choice B, recognizing and addressing power imbalances, is related to cultural competence but not the core concept of cultural humility. Choice C, adapting care to fit different cultural contexts, is more aligned with cultural competence rather than cultural humility.

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