exam 2 Flashcards

1
Q

cannot be delegated

A

accountability

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2
Q

the judgement and action on the part of the nurse for which the nurse is answerable to.

A

accountability

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3
Q

involves liability with performance of duties in a specific role. WE have to transfer responsibility and what we want done. UAP has to agree to it. Nurse is still accountabl

A

responsibility

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4
Q

A systematic, dynamic process by which the registered nurse, through interaction with the patient, family, groups, communities, populations, and health care providers collect and analyze data

A

assessment

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5
Q

distribution of work each staff member is responsible for during a work period.

A

assignment

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6
Q

the right to act in areas where one is given and accepts responsibility. Legal authority to analyze assessments, create care plans, and utilize nursing judgement

A

authority

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7
Q

the transfer of responsibility for the performance of a task from one individual to another while retaining accountability for the outcomes.

A

delegation

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8
Q

during delegation, what happens to responsibility and accountability

A

rn transfers responsibility for the completion of a task but retains professional accountability for overall patient care

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9
Q

active process of directing, guiding, and influencing the outcomes of an individual’s performance of a task

A

supervision

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10
Q

abuse of power by and individual or group against others; persistent, systematic, and ongoing; done by someone in a position of authority (nurse manager)

A

bullying

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11
Q

physical, verbal, or emotional abuse of an employee;
○ Nonverbal innuendo (rolling eyes, shrugging shoulders, avoid conversing);
verbal; undermining (not supportive of employees); withholding information; sabotage; scapegoating; backstabbing; failure to respect privacy; breaking confidences.

A

nurse to nurse lateral violence

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12
Q

which conflict resolution is the gold standard

A

collaboration

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13
Q

doing nothing about the conflict

A

avoiding

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14
Q

neglect ones needs to satisfy the needs of others; self sacrificing and obeying the needs of others

A

accommodating

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15
Q

pursuing ones needs are the expenses of others

A

competing

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16
Q

suppers a balance power; negotiating; no one gets everything he or she thinks they need or want, however they get enough to be satisfied

A

compromise

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17
Q

analyzing the situation and defining the conflict; assertive and cooperative

A

collaboration

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18
Q

what are two influences that require nursing leaders to address cultural diversity

A

the way we meet patients needs and the way in which we work together in a diverse workforce

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19
Q

belief that one’s ways are the best, most superior, or preferred ways to
act, believe, or behave

A

ethnocentrism

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20
Q

the tendency of an individual or group to impose their values,
beliefs, and practices on another group for various reasons.

A

cultural imposition

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21
Q

clearly defines intent and goal of organization or unit

A

mission to an organization’s culture

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22
Q

where do we want to go in the future

A

vision to an organization’s culture

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23
Q

nature of work required to accomplish mission

A

value statement to an organization’s culture

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24
Q

planned, evolutionary, small steps towards, in harmony with existing morals, makes sense to people involved

A

expected change

25
Q

unplanned, revolutionary, episodic, requires radical adjustments, requires
change in order to sustain a system

A

unexpected change

26
Q

examples of expected change

A

graduation, continuous quality improvement, going to college

27
Q

examples of unexpected change

A

sudden illness

28
Q

psychological state, a feeling of control, competence, and entitlement ○ Self determination, competence, impact, meaning

A

nurse empowerment

29
Q

focuses on nursing excellence

A

magnet status

30
Q

who sits at the highest level of decision making

A

nurse executives

31
Q

is magnet status a good or bad healthcare structure

A

good because nurses make decisions and participate. hospitals with this have higher quality of care

32
Q

actions that creates readiness to change

A

unfreezing in lewins

33
Q

implementation phase, the actions needed to put the change into effect

A

change in lewins

34
Q

restabilizing phase, change made becomes part of everyday functions

A

refreezing in lewins

35
Q

high level cognitive process

A

critical thinking

36
Q

A disagreement in values or beliefs within oneself or between people that causes harm or the potential to cause harm

A

conflict

37
Q

Involves differing ideas about how to perform a work-related task or make a work-related decision

A

task related

38
Q

interpersonal differences and the social and emotional relationships that accompany them. Often causes strong negative emotions

A

relationship related

39
Q

Purposeful and goal directed effort that uses a systematic process to choose among options

A

decision making

40
Q

Decision-making step, focused on trying to resolve an issue that can be viewed as the gap between “what currently is” and “the best available option”.

A

problem solving

41
Q

Offers the staff the ability to make a decision after the information has been shared

A

informative

42
Q

Decisions are made through an interactive, deliberate process where the staff may express and discuss options and preferences

A

shared decision making

43
Q

requires that all participants agree to go along with the final decision.

A

consensus

44
Q

THE most important skill for nurses

A

communication

45
Q

state your opinion while being respectful of others

A

assertive behavior

46
Q

forcing your opinion on others

A

aggressive behavior

47
Q

Firmly state position, using “I” statements, tone of voice, eye contact, confidence

A

assertive communication

48
Q

dealing with doc, resp therapist

A

interprofesisonal

49
Q

dealing with other nurses on your unit

A

intraprofessional

50
Q

record that is created in the health-care institution or the provider’s office

A

EMR

51
Q

focus on the total health of a patient beyond the information recorded in the provider’s office

A

EHR

52
Q

reassigning of responsibility for the performance of a job from one person to another

A

delegation

53
Q

distribution of work that an individual needs to complete during their work period

A

assignment

54
Q

nursing process and delegation

A
Assessment
-Client care requirements and goals
-Skills of person assigned
Plan
-Think it through now to prevent problems later
Implementation
-Assign tasks to the appropriate person
Evaluation
-Have client care needs been met?
55
Q

delegation grid

A

using the grid to know who to delegate a task to. highest score is 23 and lowest is 0

56
Q

3 levels of priority

A

Most critical: A B C’s plus V
Next: Mental status, pain, untreated medical issues, abnormal laboratory results
Next: Chronic problems, health education, coping

57
Q

when selecting a model of care think

A

Organization goal, unit objectives, patient population, staff availability, finances.

58
Q

pro and cons of reaching a consensus

A

Requires all participants agree to go along with the decision
• ● Imperative to ask participants if that can live with the decision as this may not be
their first choice
• ● Require a lot of time
• ● Leads to high quality and high acceptance to decisions