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Work independently without consultation: LPNs may perform tasks independently within their scope, but team-based care emphasizes collaboration, communication, and shared decision-making rather than isolated work.

Avoid communication with other team members: Avoiding communication undermines teamwork, increases the risk of errors, and diminishes the quality of patient care.

Report only to physicians: LPNs interact with multiple members of the healthcare team, including RNs and other disciplines, not solely physicians, to provide comprehensive care.

Detached: A detached attitude does not reflect transpersonal caring, as it creates emotional distance and limits the nurse’s ability to connect with the patient’s experience.

Friendly: Being friendly is positive, but transpersonal caring requires a deeper, professional connection that transcends superficial interactions.

Loving: While compassionate care is important, transpersonal caring emphasizes professional, respectful connection rather than personal affection or emotional attachment.

To motivate the prospective employer: Ice-breaking is intended to ease the interaction, not to influence the employer’s motivation or decision-making directly.

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.

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.

Leader making all decisions independently: This describes autocratic leadership, where the leader directs the team without input. Democratic leadership values collaboration instead.

No structure or guidance: Lack of structure reflects laissez-faire leadership, not democratic leadership, which balances guidance with team participation.

Delegation without oversight: Delegating without follow-up aligns with laissez-faire practices. Democratic leaders provide guidance, support, and feedback while valuing team input.

The nurse should keep various notes about potential employers in a notebook: While keeping notes is helpful, scattered or unorganized information can lead to confusion and inefficiency in the job search process.

It is not necessary for the nurse to keep any information: Failing to record information may result in missed opportunities and difficulty tracking applications, interviews, and follow-ups.

The nurse should keep all information in one envelope: Storing information physically without organization may make it hard to access details quickly and systematically.

Individual competition: Excessive competition among team members can hinder cooperation, reduce morale, and compromise patient care, making it contrary to effective teamwork principles.

Strong leadership only: While leadership is important, a team’s effectiveness relies on collaboration, shared responsibility, and active participation from all members, not leadership alone.

Minimal interaction: Limited communication and interaction prevent team cohesion and impede the ability to coordinate tasks and make informed decisions collectively.

Call the family and ask them to come sit with the patient: While family support is beneficial, the nurse’s presence and active listening provide immediate comfort and demonstrate professional caring.

Call the nurse's spiritual leader to talk to the patient: Spiritual support may be appropriate if the patient desires it, but the immediate caring action is for the nurse to provide presence and support while respecting the patient’s preferences.

Cry with the patient while sympathizing with her situation: Sharing tears may blur professional boundaries and shift focus from the patient’s needs. Empathy should be expressed through attentive, supportive presence rather than emotional expression by the nurse.

Improving communication skills: While communication is important in nursing, Maslow’s hierarchy specifically guides understanding patient needs rather than directly enhancing communication skills.

Improving the skillfulness of care: Skill development focuses on technical competence, which is separate from applying Maslow’s framework to interpret patient behavior and needs.

Judging the patient's behavior: Maslow’s hierarchy encourages understanding rather than judgment, emphasizing assessment of unmet needs as the basis for behavior.

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.

Pharmaceutical interventions: Medications are one aspect of care but population health management encompasses broader strategies including education, lifestyle modification, and preventive services.

Individual patient diagnoses: Population health management looks at trends and outcomes across groups rather than concentrating exclusively on individual diagnoses.

Avoids addressing issues: Avoidance ignores the conflict and delays resolution. Collaboration requires active engagement with the problem rather than sidestepping it.

Forces quick decisions: Forcing decisions reflects a competing or authoritarian approach, not collaborative resolution, which prioritizes dialogue, understanding, and consensus.

Results in win-lose outcomes: Collaborative conflict resolution seeks equitable outcomes, unlike win-lose approaches that favor one party at the expense of another, which can damage relationships and trust.