Nursing Elites

1. What is the main purpose of recruitment activities?

• A. Assess an applicant's motivation
• B. Generate a pool of qualified applicants
• C. Assess an applicant's skills
• D. Assess an applicant's ability

Correct answer: B

Rationale: The main purpose of recruitment activities is to generate a pool of qualified applicants. Recruitment aims to attract a diverse range of candidates and create a talent pool from which the organization can select the most suitable individuals. Option A is incorrect as assessing motivation is typically part of the selection process rather than the recruitment phase. Option C focuses more on skill assessment, which is also generally done during the selection process. Option D is too broad and overlaps with assessing skills and qualifications rather than the primary purpose of recruitment.

2. Which of the following is one of the sources used to determine the reason for voluntary turnover?

• A. Following-up phone calls
• B. Employee questioning
• C. Benchmarking
• D. Exit interviewing

Correct answer: D

Rationale: The correct answer is 'D: Exit interviewing.' Exit interviews are a crucial source used to determine the reasons for voluntary turnover. During exit interviews, departing employees provide valuable insights into their reasons for leaving, which can help organizations identify areas for improvement. Choices A, B, and C are incorrect. Following-up phone calls and benchmarking are not commonly used methods for determining the reasons behind voluntary turnover. While employee questioning can be a part of the exit interview process, the primary source mentioned in the context of voluntary turnover is exit interviewing.

3. After discussing alternatives to dressing change procedures to minimize discomfort, the nursing staff accepted a new procedure. This is an example of which stage of Havelock's model of change?

• A. Moving
• B. Self-renewal
• C. Refreezing
• D. Unfreezing

Correct answer: A

Rationale: The correct answer is A: Moving. In the moving stage of Havelock's model of change, the focus is on selecting a solution or alternative. In this scenario, the nursing staff accepting a new procedure after discussing alternatives aligns with the moving stage, where the decision to adopt a change is made. Choices B, C, and D are incorrect. Self-renewal refers to personal growth, refreezing involves stabilizing the change, and unfreezing is related to preparing for change, none of which directly correspond to the situation described in the question.

4. A nurse is assessing a client who reports increased pain following physical therapy. Which of the following questions should the nurse ask when assessing the quality of the client's pain?

• A. Is your pain constant or intermittent?
• B. What would you rate your pain on a scale of 0 to 10?
• C. Does the pain radiate?
• D. Is your pain sharp or dull?

Correct answer: D

Rationale: When assessing the quality of pain, asking if the pain is sharp or dull helps the nurse understand the nature of the pain. Sharp pain is often associated with acute conditions like nerve irritation or injury, while dull pain may indicate a more chronic issue like inflammation or tissue damage. Choices A, B, and C focus on different aspects of pain assessment but do not specifically address the quality of pain, making them less relevant in this context.

5. Which of the following types of leadership behaviors would be most useful when managing a staff of newly trained CNAs (Certified Nursing Assistants)?

• A. Achievement-oriented
• B. Supportive
• C. Participative
• D. Directive

Correct answer: D

Rationale: The most useful type of leadership behavior when managing a staff of newly trained CNAs (Certified Nursing Assistants) would be directive. Directive leadership involves giving specific guidance, ensuring adherence to rules and procedures, scheduling work efforts, and clearly telling employees what is expected. This approach is particularly beneficial for newly trained staff who may require clear instructions and guidance. - Achievement-oriented leadership focuses on setting challenging goals and encouraging employees to reach their highest potential. While this can be beneficial in some situations, it may not be the most suitable for managing newly trained CNAs who require more guidance and direction. - Supportive leadership involves providing emotional support, encouragement, and assistance to employees. While emotional support is essential in any work environment, newly trained CNAs may benefit more from clear direction and guidance. - Participative leadership involves involving employees in decision-making processes. While this can promote employee engagement and empowerment, newly trained CNAs may require more structured guidance and direction to ensure they understand their roles and responsibilities.

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