The controlling function of management includes:
Punishing mistakes
Dominating employees
Restricting employee freedom
Monitoring performance and taking corrective action
The Correct Answer is D
A. Punishing mistakes: While addressing errors may be part of management, the controlling function focuses on monitoring and correcting performance, not punitive actions. Excessive punishment can harm morale and is not a primary managerial goal.
B. Dominating employees: Controlling does not mean exerting dominance. Effective management uses control to guide, support, and maintain standards rather than to intimidate or overpower staff.
C. Restricting employee freedom: Limiting autonomy is not the purpose of control. The controlling function aims to ensure goals are met and quality standards maintained, balancing oversight with empowerment.
D. Monitoring performance and taking corrective action: The controlling function involves measuring outcomes against established standards, identifying deviations, and implementing corrective measures to maintain quality and efficiency.
Nursing Test Bank
Naxlex Comprehensive Predictor Exams
Related Questions
Correct Answer is A
Explanation
A. Community health outcomes:Population health management emphasizes improving the health of entire communities or populations through preventive care, health promotion, and management of chronic conditions, rather than focusing solely on individual patients.
B. Hospital readmission rates:While reducing readmissions is a component of population health strategies, it is a metric rather than the central focus of population-level health management.
C. Pharmaceutical interventions:Medications are one aspect of care but population health management encompasses broader strategies including education, lifestyle modification, and preventive services.
D. Individual patient diagnoses:Population health management looks at trends and outcomes across groups rather than concentrating exclusively on individual diagnoses.
Correct Answer is D
Explanation
A. To motivate the prospective employer:Ice-breaking is intended to ease the interaction, not to influence the employer’s motivation or decision-making directly.
B. To allow time for personal questions:While some personal rapport may develop, the main goal is not to ask personal questions but to create a comfortable environment for professional conversation.
C. To determine your likes and dislikes:Ice-breaking is not focused on evaluating personal preferences but on establishing initial comfort and rapport between interviewer and interviewee.
D. To allow for a comfort level to be established:Ice-breaking helps reduce anxiety, encourages open communication, and sets a positive tone for the interview, enabling both parties to interact more naturally and effectively.
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