A nurse educator teaches a staff nurse how to say no effectively. Which statement, if made by the staff nurse, indicates an understanding of the instructions?
"I should briefly state my reason for saying no and suggest a possible solution."
"It is important to provide a detailed excuse that is logical."
"My rights will be protected if I project my voice and give several excuses."
"If I seem hesitant and avoid eye contact, saying no is believable."
The Correct Answer is A
A. Briefly stating a reason and suggesting a solution is an effective and assertive way to say no.
B. Providing a detailed excuse is unnecessary and can be seen as over-explaining.
C. Projecting the voice and giving several excuses can come off as defensive and unassertive.
D. Hesitation and avoiding eye contact undermine the effectiveness of saying no.
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Naxlex Comprehensive Predictor Exams
Related Questions
Correct Answer is D
Explanation
A. Correct. Expressing opinions helps patients make their own decisions.
B. Correct. Confidence in communication supports patient safety.
C. Correct. Expressing opinions and recommendations can be forms of assertive communication.
D. Giving advice does not typically lead to independent decision-making; instead, it can impose a solution rather than fostering patient autonomy.
Correct Answer is A
Explanation
A. “What do you think about the accuracy of my assessments?”
This request is specific and focused on a particular aspect of the nurse’s performance. Asking for feedback on the accuracy of assessments helps the new nurse receive actionable information that can improve their skills and knowledge.
B. “I still feel incompetent but would like some feedback.”
This request is vague and focuses on the nurse’s personal feelings of incompetence rather than specific aspects of performance. It is not as effective for obtaining constructive feedback.
C. “I would like to know my strengths and weaknesses.”
While this request is more structured than B, it is still somewhat broad. Effective feedback typically focuses on specific areas rather than general strengths and weaknesses.
D. “How do you think I am doing?”
This request is too broad and lacks specificity. It may result in vague or general feedback rather than detailed, actionable insights.
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