Nursing Elites

1. Which of the following is one of the positive benefits of conflict within an organization?

• A. Conflict leads to compromise on values and beliefs.
• B. Conflict leads to intergroup competition.
• C. Conflict helps people recognize differences and motivates people towards improved performance.
• D. Conflict always leads to a win-win resolution.

Correct answer: C

Rationale: The correct answer is C. Conflict within an organization can help people recognize legitimate differences and motivate them towards improved performance. This recognition of differences can lead to constructive discussions and solutions. Choice A is incorrect because conflict does not necessarily always lead to compromising values and beliefs. Choice B is incorrect as conflict should not be about fostering intergroup competition but rather about addressing and resolving issues. Choice D is incorrect as conflicts do not always result in a win-win resolution; sometimes, compromises or trade-offs are necessary for resolution.

2. What is the primary role of a nurse in a patient-centered medical home (PCMH)?

• A. Coordinate patient care
• B. Administer treatments
• C. Provide health education
• D. Conduct research

Correct answer: A

Rationale: The primary role of a nurse in a patient-centered medical home (PCMH) is to coordinate patient care. Nurses in PCMH settings focus on ensuring continuity of care, managing transitions between different healthcare providers, and facilitating communication among the healthcare team and the patient. Administering treatments, providing health education, and conducting research are important aspects of nursing practice but are not the primary role of a nurse in a patient-centered medical home.

3. Which of the following is a leadership style that assumes individuals are motivated by internal forces and uses participation and majority rule to get work done?

• A. Autocratic leadership
• B. Laissez-faire leadership
• C. Democratic leadership
• D. Transactional leadership

Correct answer: C

Rationale: Democratic leadership is a leadership style that operates on the belief that individuals are motivated by internal forces. It involves encouraging participation and decision-making through majority rule to accomplish tasks. This leadership approach fosters collaboration, empowerment, and involvement of team members in decision-making processes. Autocratic leadership (choice A) is characterized by centralized control and little input from team members. Laissez-faire leadership (choice B) involves minimal interference and provides little guidance or direction. Transactional leadership (choice D) is based on exchanges between leaders and followers for desired outcomes, focusing on rewards and punishments rather than internal motivation and participation.

4. What is the primary goal of a root cause analysis (RCA) in healthcare?

• A. To assign blame for errors
• B. To prevent future errors by identifying underlying causes
• C. To improve patient satisfaction
• D. To analyze the financial impact of errors

Correct answer: B

Rationale: The correct answer is B: 'To prevent future errors by identifying underlying causes.' Root cause analysis (RCA) in healthcare aims to delve deep into the factors contributing to an error to prevent its recurrence. Choice A is incorrect as RCA focuses on identifying system issues, not blaming individuals. Choice C is incorrect as while improving patient satisfaction may result from the process, it is not the primary goal. Choice D is incorrect as the main focus of RCA is not financial analysis but rather improving patient safety.

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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