Nursing Elites

1. What is the primary goal of a clinical nurse leader (CNL)?

• A. To manage the nursing staff
• B. To coordinate patient care
• C. To improve patient outcomes
• D. To implement evidence-based practices

Correct answer: C

Rationale: The primary goal of a clinical nurse leader (CNL) is to improve patient outcomes by overseeing patient care delivery, coordinating with healthcare team members, and ensuring quality care. While managing nursing staff (choice A) and implementing evidence-based practices (choice D) are important aspects of a CNL's role, the ultimate focus is on enhancing patient outcomes. Coordinating patient care (choice B) is part of the CNL's responsibilities but not the primary goal.

2. The healthcare provider is developing a critical pathway for congestive heart failure (CHF). Which components are essential to include? (Select all that apply.)

• A. Expected length of stay
• B. Assigned healthcare team
• C. Patient outcomes
• D. Medical history

Correct answer: C

Rationale: In developing a critical pathway for congestive heart failure (CHF), it is essential to include patient outcomes. Patient outcomes help guide the care plan and ensure that interventions are effective. The expected length of stay is crucial to plan for resources but is not directly related to the critical pathway components. While the assigned healthcare team is important for care delivery, it is not a standard component of a critical pathway. Medical history is valuable for understanding the patient's background but is not a core component of a critical pathway.

3. The nurse manager has two employees with a longstanding conflict that is affecting the group's productivity and cohesiveness. She decides to meet with the employees in private, bring the conflict out into the open, and attempt to resolve it through knowledge and reason. Which conflict management strategy did she employ?

• A. Confrontation
• B. Suppression
• C. Collaboration
• D. Intervention

Correct answer: A

Rationale: The nurse manager employed the conflict management strategy of 'Confrontation.' Confrontation involves bringing the conflict out into the open and attempting to resolve it through knowledge and reason, making it the most effective means of resolving conflict in this scenario. Choice B, 'Suppression,' involves ignoring or avoiding the conflict, which is not what the nurse manager did. Choice C, 'Collaboration,' refers to working together to find a mutually acceptable solution and was not explicitly mentioned in the scenario. Choice D, 'Intervention,' typically involves a third party stepping in to help resolve the conflict, which was not the case here.

4. What is the primary focus of the Institute for Healthcare Improvement (IHI)?

• A. Patient safety
• B. Cost reduction
• C. Healthcare innovation
• D. Research funding

Correct answer: A

Rationale: The primary focus of the Institute for Healthcare Improvement (IHI) is patient safety. IHI is renowned for its efforts in developing and implementing evidence-based practices to enhance patient safety and improve the quality of care in healthcare settings. While cost reduction, healthcare innovation, and research funding are important aspects of healthcare, the core mission of the IHI revolves around prioritizing patient safety. Patient safety involves reducing medical errors, improving care processes, and creating a safer environment for patients, which are all fundamental to the work of the IHI.

5. When is the first opportunity for a manager to reduce turnover?

• A. When the decision to hire a new employee is made
• B. After one month of employment
• C. After three months of employment
• D. After a certain tenure period

Correct answer: C

Rationale: The manager's first opportunity to reduce turnover occurs after three months of employment. During this period, the manager can assess the employee's performance, engagement, and fit within the organization. It allows the manager to address any concerns, provide support, and intervene early to prevent turnover. Waiting until after a certain tenure period might be too late to effectively mitigate turnover risk, as issues could have already escalated. Therefore, the three-month mark is a critical point for managers to proactively manage turnover. Choices A and B are incorrect because they do not allow sufficient time for the manager to evaluate the employee and take proactive measures to reduce turnover. Choice D is incorrect as it is too vague and does not provide a specific actionable timeframe for addressing turnover concerns.

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