A staff nurse tells the nurse manager about poor communication that is occurring between nurses when a patient is transferred to another unit. Which response by the nurse manager is best?
"What can you do to prevent this conflict from occurring with other nurses?"
"If this conflict is effectively addressed, patient care can be improved."
"Conflict between units is not good and should be avoided."
"I doubt this conflict will have an impact on patient care."
The Correct Answer is B
A. This response places responsibility on the staff nurse rather than addressing the issue constructively and exploring solutions.
B. This response recognizes that addressing the conflict can lead to improvements in patient care, which is a proactive and supportive approach.
C. While conflict should be managed, this statement dismisses the importance of resolving the issue for the benefit of patient care.
D. This statement minimizes the potential impact of the conflict on patient care, which is not helpful in resolving the issue.
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Naxlex Comprehensive Predictor Exams
Related Questions
Correct Answer is C
Explanation
A. This statement indicates a misunderstanding of the appropriate use of humor in patient interactions.
B. Avoiding humor entirely during specific tasks is not necessary; it depends on the context and patient's comfort.
C. Humor can indeed help alleviate fear and anxiety in patients, which indicates effective teaching.
D. Telling a joke is not always the best way to use humor; it needs to be appropriate to the situation and patient's condition.
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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