which of the following describes an effective method of communication

HESI RN

HESI Leadership and Management

1. Which of the following describes an effective method of communication?

A. A unit manager meets with a new nurse to discuss what is going well and areas for improvement.
B. A unit manager meets with a new nurse to explain departmental policies.
C. A unit manager meets with staff after several safety events to introduce new policies aimed at preventing further safety events.
D. A unit manager describes safety events that have occurred on the unit to another nurse manager and discusses ideas for policy improvement with the other manager.

Correct answer: A

Rationale: Choice A is the correct answer because it describes an effective method of communication where a unit manager meets with a new nurse to discuss what is going well and areas for improvement. This approach fosters open dialogue, provides constructive feedback, and promotes professional growth. Choice B is incorrect as it only involves the explanation of departmental policies without engaging in a two-way communication process. Choice C is incorrect as it focuses on policy introduction after safety events rather than individual feedback. Choice D is incorrect as it involves discussing safety events with another manager and policy improvement, but it does not directly address individual performance feedback, which is essential for effective communication and professional development.

2. A patient with acute congestive heart failure is receiving high doses of a diuretic. On assessment, the nurse notes flat neck veins, generalized muscle weakness, and diminished deep tendon reflexes. Suspecting hyponatremia, what additional signs would the nurse expect to note in this patient if hyponatremia were present?

A. Dry skin
B. Decreased urinary output
C. Hyperactive bowel sounds
D. Increased specific gravity of the urine

Correct answer: C

Rationale: In a patient with hyponatremia, hyperactive bowel sounds are expected due to increased gastrointestinal motility. Dry skin (Choice A) is not a typical sign of hyponatremia. Decreased urinary output (Choice B) is more commonly associated with conditions like dehydration or renal issues, not specifically hyponatremia. Increased specific gravity of the urine (Choice D) is a sign of concentrated urine, which is not a characteristic finding in hyponatremia.

3. The nurse is caring for a client with syndrome of inappropriate antidiuretic hormone (SIADH). Which of the following clinical findings should the nurse expect?

A. Hyponatremia
B. Hyperkalemia
C. Hypercalcemia
D. Hypernatremia

Correct answer: A

Rationale: In SIADH, there is excessive release of antidiuretic hormone (ADH), leading to water retention and dilutional hyponatremia. Hyponatremia is a hallmark finding in SIADH due to the imbalance between water and sodium levels. Hyperkalemia (Choice B) is not typically associated with SIADH. Hypercalcemia (Choice C) involves elevated calcium levels, which are not directly related to SIADH. Hypernatremia (Choice D) is the opposite of what occurs in SIADH, where sodium levels are usually diluted due to water retention.

4. When implementing a new policy on the unit, what process should a nurse manager follow?

A. The nurse manager should involve staff members in the decision-making process, gather input, and communicate the reasons for the policy change to ensure buy-in from the team.
B. The nurse manager should implement the policy change immediately and monitor staff compliance to ensure that the new policy is being followed.
C. The nurse manager should delegate the implementation of the policy change to a staff member and provide support as needed to ensure that the change is successful.
D. The nurse manager should communicate the policy change to staff members, provide training as needed, and monitor the implementation process to ensure that the change is effective.

Correct answer: A

Rationale: When introducing a new policy on the unit, it is essential for the nurse manager to involve staff members in the decision-making process. This approach helps in gathering input and insights from the team, fostering a sense of ownership and commitment. By communicating the reasons behind the policy change, the nurse manager ensures transparency and promotes understanding among the staff, leading to buy-in and acceptance of the new policy. Choice B is incorrect because implementing a policy change without involving staff and explaining the rationale may lead to resistance or lack of understanding. Choice C is not ideal as delegation without active involvement and communication with the team may result in misunderstandings or incomplete implementation. Choice D lacks the crucial step of involving staff in the decision-making process, which is important for successful policy implementation and team engagement.

5. As a nurse manager rounds on the unit, he speaks with staff, patients, and family members. Later in the day, he is in a meeting with administration. During the conversations, he considers how these interactions impact the care provided to patients on the unit. Which of the following interpersonal activities best describes this manager's actions?

A. Networking
B. Employee development
C. Coaching
D. Monitoring

Correct answer: A

Rationale: The correct answer is 'Networking.' Networking involves interacting with others to exchange information and develop professional or social contacts. In this scenario, the nurse manager engages in networking by speaking with staff, patients, family members, and administration to understand their perspectives and build relationships. This activity helps the manager gather insights that can positively impact patient care. Choice B, 'Employee development,' focuses on activities aimed at improving staff skills and performance, which is not the primary focus of the manager's actions described. Choice C, 'Coaching,' involves providing guidance and support to individuals to help them achieve specific goals, which is not explicitly depicted in the scenario. Choice D, 'Monitoring,' typically involves overseeing or supervising activities to ensure compliance with standards or objectives, which does not fully capture the manager's proactive engagement in building relationships and gathering information through interactions.