What must managers delegate to another rn in order to assure completion of a task?

1. What is an inappropriate reason for delegation?
A) To empower subordinates by istretchingi them in their work assignment
B) To free the manager to address more complex, higher-level unit needs
C) When the task is not a challenge for the manager
D) Because someone else is better qualified to do the task that needs to be done

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• What are the tasks that should not be delegated to a non professional staff?
• What are 4 tasks that Cannot be delegated?
• What kind of tasks can be delegated to unlicensed assistive personnel?
• What Cannot be delegated to a UAP?

Ans: C
Feedback:
That the manager is not challenged by a task is not a valid reason for delegating that task to another. The other options
are all appropriate reasons to delegate tasks to qualified staff.

What is a common cause of a manger to underdelegation?
A. A high degree of trust in subordinates
B. A democratic leadership style
C. A need for perfectionism
D. Sufficient time to accomplish unit goals alone

Ans: C
Feedback:
A manager with a need for perfectionism and control may believe that another person will not complete a task. Trust in
subordinates and a democratic leadership style would support effective delegation. Delegating should not be based on
the issue of time exclusively.

3. What is the most important consideration for the manager when identifying the appropriate person to whom to
delegate a specific task?

A) Whose turn it is to delegate a task
B) The qualifications of the person regarding the task
C) The fiscal cost of delegating the task
D) Whether the person has experience with similar tasks

Ans: B
Feedback:
Managers should ask the individuals to whom they are delegating if they are capable of completing the delegated task.

4. Which situation presents an example of inappropriate delegation?

A) Temporary authority is given to support completion of a delegated task
B) The person to whom a task is delegated considers it a challenge
C) The employee is given exact instructions on completing the task
D) Regular updates on the task are exchanged with the manager and the employee

Ans: C
Feedback:
If an employee has the skills necessary to complete a task, that employee should be able to carry out the task with
autonomy and be provided with the authority and resources necessary. Depending on the complexity of the project, the
manager should meet with the employee for updates. One of the goals of delegation is to challenge employees into
learning new skills.

5. What is the first step the manager takes when a subordinate is having difficulty carrying out a delegated task?

A) Take over the task so the employee will not become demoralized
B) Be available to the employee as a role model and resource for the task
C) Assign another more experienced employee to help with the task
D) Re-assign the employee a different, less complex task

Ans: B Feedback:

A manager should be available to the employee to help identify solutions to problems encountered with a delegated
task and should encourage the employee to persevere. Taking back a task that was originally delegated is an absolute
last resort. Reassigning and co-assigning the task are options that are not initially considered.

6. What statement concerning the delegating of tasks by the nurse to unlicensed assistive personnel (NAP) is true?

A) One can safely assume that the NAP has at least a high school diploma as a
minimum hiring criterion

B) All unlicensed assistive personnel have achieved at least minimum standardized
training pursuant to the Omnibus Budget Reconciliation Act of 1987

C) No federal or community standards have been established for training the broad
classification of NAP

D) The nurse is protected from liability when allowing the NAP to perform only
those tasks the employee includes in the job description

Ans: C

Feedback:

No federal or community standards have been established for the training of the NAP. The Omnibus Budget
Reconciliation Act relates to certified nursing assistants only. The hiring policies of institutions vary regarding the
employment qualifications of the NAP and many institutions do not have distinct job descriptions for NAP that define
their scope of practice.

7. Which action is considered a leadership role associated with delegation?

A) Creating job descriptions for all personnel
B) Providing formal recognition or reward for completion of delegated tasks
C) Demonstrating sensitivity to how cultural phenomena affect transcultural
delegation

D) Reprimanding employees who demonstrate overt resistance to the tasks they are
delegated

Ans: C

Feedback:

Factors such as communication, space, social organization, timing, environmental control, and biologic variations affect
delegation to a culturally diverse staff and should be modeled as a leadership role. The other choices are all
management functions.

8. Which statement is true regarding the general delegation liability of the registered nurse (RN)?

A) It is minimal because subordinates alone are held accountable for practicing within the accepted scope of practice for
their job classification
B) It is great because the RN is automatically held liable for the tasks delegated to all recognized subordinates
C) It is reduced when the RN appropriately assesses what and to whom delegation is appropriate and supervises the
completion of the tasks
D) It is avoided entirely by delegating tasks to only other licensed personnel

Ans: C
Feedback:
Proper delegation practices that include assessment and evaluation help protect the RN from liability. The other
statements are not true.

9. What managerial action is important when supporting the delegation of a task to a subordinate?

A) Always requiring a maximizing quality outcome
B) Frequently reassuring the employee that if they are incapable of completing a
delegated task, it will be reassigned

C) Drafting a preliminary plan of how the task will be redone if the outcome does not
meet stated expectations

D) Occasionally providing learning or istretchingi opportunities for employees

Ans: D
Feedback:
iStretchingi provides growth opportunities for employees, builds employee self-esteem, and helps prevent boredom and
de-motivation. The other options are not actions that are supportive of the staff and the delegation process.

10. Periodically during the day the RN checked with the team members to determine whether they are having difficulty
completing their assigned tasks. This describes which manager role?

A) Skills evaluation
B) Patient safety
C) Effective delegation
D) Micromanagement

Ans: C
Feedback:
This manager provided the team with the autonomy to complete the work and was available should any need arise. This
describes effective delegation. This action is not related to any of the other options.

11. A member of the team reports that they have been given too much to do and are not going to be able to complete
the work on time. What action will the RN take to effectively manage this situation?

A) Assign the work to another team member
B) Take on the responsibility of the tasks
C) Have the team member perform only the necessary tasks
D) Examine the workload and assist the individual in reprioritizing

Ans: D
Feedback:
The manager should help the overwhelmed employee reprioritize the workload with the goal of making it manageable
for that employee. None of the other options realistically assist the team member in managing time and prioritizing
effectively.

12. Which assessment must the RN do initially when assigning tasks to non-licensed personnel (NAP)?

A) Evaluating the NAPs skills and knowledge level
B) Assessing which tasks the NAP is interested in assuming
C) Evaluating how patients rate the NAPs performance
D) Assessing how team members like working with the NAP

Ans: A
Feedback:

The manager must be knowledgeable about the skills and knowledge of all members of the health-care team. While the
other options are factors regarding general NAP utilization, initially skills and knowledge levels take priority.

13. Which task would the director of a home health agency not delegate another staff RN?

A) Assigning home health aides to specific patient care
B) Serving on a diabetic study committee of community resources
C) Meeting with the agencys administration regarding budget cuts
D) Reviewing staff time cards for completion and accuracy

Ans: C
Feedback:
Management responsibilities associated with budgeting would not be delegated to another RN on the staff. The other
options could be appropriately delegated to another RN.

14. Which organization is actively engaged in clarifying the delegation parameters for RNs?

A) American Hospital Association (AMA)
B) The federal government
C) National League for Nursing (NLN)
D) State Boards of Nursing Licensure

Ans: D
Feedback:
State Boards of Nursing Licensure is responsible for clarifying the delegation parameters for RNs. None of the other
options are involved in this process.

What must managers delegate to another RN in order to assure completion of a task?
A. Time & space
B. Leadership & creativity
C. Authority & responsibility
D. Personnel & Knowledge

Ans: C
Feedback:
Managers must delegate the authority and the responsibility necessary to complete the task. Nothing is more frustrating
to a creative and productive employee than not having the resources or authority to carry out a well-developed plan.
Qualities like leadership, knowledge, and creativity are not transferable. The remaining option choices are resources that
are provided rather than delegated.

16. The Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of which
health-care worker?

A) Nurse aide (NA)
B) NAP
C) Licensed practical nurse (LPN)
D) RN

Ans: A Feedback:

Although the Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of
inurses aidesi (minimum of 75 hours of theory and practice and successful completion of an examination in both areas),
no federal or community standards have been established for training the more broadly defined NAP. LPNs and RNs are
not addressed by this act.

17. Who bears the ultimate responsibility for ensuring that the nursing care provided by team members meets or
exceeds minimum safety standards?

A) The patients primary healthcare provider
B) The facilitys Director of Nursing
C) The units nursing manager
D) The teams RN

Ans: D Feedback:

The teams RN always bears the ultimate responsibility for ensuring that the nursing care provided by his or her team
members meets or exceeds minimum safety standards. This is not the role of any of the other positions mentioned.

18. What occurs when a manager has the false assumption that delegation may be interpreted as a lack of ability on the
subordinates part to do the job correctly or completely?

A) Underdelegating
B) Overdelegating
C) Improper delegating
D) Inappropriate delegating

Ans: A
Feedback:
Underdelegating occurs when a manager has a false assumption that delegation may be interpreted as a lack of ability
on his or her part to do the job correctly or completely.

19. What cultural phenomena must be considered for the biopsychosocial differences between racial and ethnic groups
that have susceptibility to disease and physiologic differences?

A) Space
B) Social organization
C) Environmental control
D) Biologic variations

Ans: D
Feedback:
The phenomenon Biologic variations refers to the biopsychosocial differences between racial and ethnic groups, such as
susceptibility to disease and physiologic differences. None of the other options are associated with managing these
differences.

20. Which restraining force occurs when a subordinate itests the wateri to determine what the consequences are of not
completing a delegated task?

A) Failure of delegator to see subordinate perspective

B) Subordinate incapable of completing the task
C) Subordinate inherent resistance to authority
D) Overdelegation of specificity of the task

Ans: C Feedback:

One cause of subordinate resistance to delegation is an inherent resistance to authority. Some subordinates simply need
to itest the wateri and determine what the consequences are of not completing delegated tasks. The remaining options
do not represent the behaviors described.

21. Which factor has the greatest impact on the need for nurses to possess excellent delegation skills?

A) Increase in patient acuity levels
B) Decrease in patient hospitalization time
C) Increase in the use of NAP
D) Decrease in nurse-to- patient ratios

Ans: C
Feedback:
With the increased use of NAP in patient care, the need for nurses to have highly developed delegation skills has never
been greater. The impact of acuity levels, nursenpatient ratios, and hospitalization stays does not have as great an
impact as does the correct option.

22. Which characteristic is most important when the nurse-manager is considering staff for a delegated role?

A) Years of experience
B) Willingness to grow professionally
C) Aversion to risk taking
D) Pervious experience with similar tasks

Ans: B
Feedback:
Identify which individuals can complete the job in terms of capability and time to do so. Remember that it is a leadership
role to stretch new and capable employees who want opportunities to learn and grow. Also look for employees who are
innovative and willing to take risks. It is also important that the person to whom the task is being delegated considers

the task to be important. Years of experience and exposure to similar tasks are not as important as interest in
professional growth.

23. Which action on the part of a manager demonstrates the mark of a great leader?

A) Acknowledging the accomplishment of staff members at the units staff meeting
B) Providing onsite in-services on new equipment for the staff
C) Including funds in the units budget of staff development
D) Stressing the importance of patient safety to all new employees

Ans: A
Feedback:
The mark of a great leader is when he or she can recognize the excellent performance of someone else and allow others
to shine for their accomplishments. While the other options are appropriate, they are not identified as being the mark of
a great leader but rather an efficient manager.

24. Which statement by the nurse-manager demonstrates an understanding of the need to provide effective guidance to
those a project has been delegated?

A) iDont be afraid to let me know if you feel the project is overwhelming you.i
B) iWhat do you suggest we do to address the problems that exist with the project?i
C) iI can give you a few solutions for the issues you have been having with the
project.i

D) iDo you want more time to complete the project?i

Ans: C
Feedback:
If the worker is having difficulty carrying out the delegated task, the leader-manager should be available as a role model
and resource in identifying alternative solutions. Leaders should encourage employees, however, to attempt to solve
problems themselves first, although they should always be willing to answer questions about the task or to clarify
desired outcomes as necessary. Suggesting solutions or removing the person from the task prematurely does not
demonstrate an understanding of effective guidance.

25. When a manager appropriately recognizes the successful completion of a delegated team task, what is the primary
reward for the manager?

A) Less involvement in uncomplicated tasks
B) A staff that is familiar with team-related delegated tasks
C) Professional recognition as a leader
D) Staff that is growing as professional caregivers

Ans: C
Feedback:
Leaders are often measured by the successes of those on their teams. Therefore, the more recognition team members
receive, the more recognition will be given to their leader. Spending less time on uncomplicated tasks is not the primary
gain for the nurse- manager. It is the staff that benefit from the exposure to team work and professional growth.

1. Which action is an accepted tactic when engaged in a negotiation?

A) Being willing to win at any cost
B) Communicating only when asked direct questions
C) Compromising only as a last resort
D) Beginning with a high but realistic expectation

Ans: D
Feedback:
The selected starting point in negotiations should be at the upper limits of the negotiators expectations, within reason.
However, negotiators must realize they may have to come down to a lesser goal. The other options are not reflective of
accepted tactics used in successful negotiations.

2. A charge nurse assists a group of personnel to resolve their conflict, with the outcome being that the two opposing
goals were discarded and new goals were adopted. What is this an example of?

A) Smoothing of conflict by the leader
B) Facilitating collaboration among personnel

C) A majority rule approach
D) A good lesson in compromising

Ans: B

Feedback:

In collaboration, all parties set aside their original goals and work together to establish a common goal. None of the
other options are examples of the described outcome.

3. Which is a true statement about negotiation tactics?

A) Ridicule often takes the form of ambiguous or inappropriate questioning and is a
diversionary tactic

B) Most managers successfully resist the illness/wellness tactic because of their
nursing preparation.

C) Negotiation tactics can be manipulative; thus, managers should know how to
identify and counter destructive tactics

D) The tactic of paternalism allows both parties in the negotiation to reach a
consensus of opinion

Ans: C

Feedback:

Destructive negotiation tactics are never a part of a successful collaborative conflict resolution. A good manager will be
alert for such tactics. None of the other options are true statements regarding negotiation tactics.

What did the interactionist theorists of the 1970s believe about organizational conflict? A) It should be dealt with
immediately
B) It should be encouraged
C) It was an indication of poor management
D) It should be avoided

Ans: B
Feedback:
The interactionist movement encouraged organizations to promote conflict as a means of producing growth. The
remaining options were not necessarily supported by the interactionist theorists.

Which statement reflects the contemporary thinking about conflict?
A) It can lead to new ideas
B) It leads to decreased motivation
C) It should be avoided whenever possible
D) It is neither qualitative nor quantitative

Ans: A
Feedback:
Some level of conflict in an organization appears to be desirable since it appears to prevent organizational stagnation.
None of the other options reflect contemporary thinking about conflict.

What term is used when two or more people have conflict about values or goals?

A) Intergroup conflict
B) Common control
C) Intrapersonal conflict
D) Interpersonal conflict
Ans: D
Feedback:
Interpersonal conflict happens between two or more people with differing values, goals, and beliefs. No other option is
used to describe this situation.

7. Which statement is true concerning perceived conflict?

A) It develops during the first stage of the conflict process
B) It is sometimes referred to as antecedent conflict
C) It occurs if the conflict is intellectualized
D) It occurs when the conflict is emotionalized

Ans: C
Feedback:
Perceived or substantive conflict is intellectualized and often involves issues and roles. The person recognizes it logically
and impersonally as occurring. None of the other options are true statements concerning perceived conflict.

8. When is the competing approach to resolving conflict used?

A) When fair play is important to all involved parties
B) When one party wins at the expense of the others
C) When managers need to control a volatile situation
D) When an appropriate political strategy is necessary

Ans: B

Feedback:

The competing approach is used when one party pursues what it wants at the expense of the others. Because only one
party typically wins, the competing party seeks to win regardless of the cost to others. Neither manager control nor
political strategy is necessarily associated with the competing approach to resolving conflict.

9. What is the most important criterion for success for health-care providers collaborate on patient care?

A) Having mutual respect for one anothers knowledge and expertise
B) Having the skills to negotiate successfully
C) Liking each other enough to want to collaborate
D) Being willing to cooperate with each other

Ans: A Feedback:

In collaboration, problem solving is a joint effort with no superior/subordinate relationships. Mutual respect is required
for its success. While the other options identify factors that add to the collaborative process, its foundation is mutual
respect.

10. A registered nurse reports to the nurse-manager that the teams nursing assistant regularly fails to complete assigned
tasks. The nurse-manager responds that it is the nurses responsibility to talk with the nursing assistant about this
problem. The manager is engaged in what aspect of conflict?

A) Conflict avoidance
B) Conflict smoothing
C) Encouraging competitive conflict
D) Facilitating conflict resolution

Ans: D
Feedback:
Managers should not intervene in every conflict, but should urge subordinates to handle their own problems. This is an
example of supporting conflict resolution. The action of the manager is not reflective of any of the other options.

11. Which statement best defines conflict?

A) It involves an internal struggle resulting from value-related discord
B) Its basis is the violation of personal rights or values
C) It centers on either internal or external discord between individuals
D) It is the outcome of a visible struggle between individuals

Ans: C
Feedback:
Conflict is generally defined as the internal or external discord that results from differences in ideas, values, or feelings
between two or more people. The remaining options describe only limited aspects of conflict.

What is a critical goal in negotiation?
A) That gains for each party are different but equal
B) That the hidden agendas of all parties be exposed
C) That each party willingly reveals their negotiated limits
D) That both parties perceive that they have won something they value

Ans: D
Feedback:
A successful negotiation leaves both parties feeling like they have gained something they want and/or value. None of
the other options are considered a goal of negotiation.

What is consensus in negotiation referring to?
A) One party wins at the expense of another
B) The willingness by all parties to accept agreed-on conditions
C) The most rapid conflict resolution strategies
D) An unanimous decision has been reached

Ans: B
Feedback:
In a consensus, an agreement is found that all parties can support, or at least not oppose. The term is not used to
describe any of the other options.

14. The nurse-manager is negotiating for the funds necessary to purchase several new isolettes for the facilitys newborn
nursery. The Chief Financial Officer (CFO) states, iIve always been curious about that piece of equipment; how does it
actually work?i What negotiation action has the CFO engaged in?

A) Collaborating
B) Smoothing
C) A diversionary tactic

D) Appropriate fact finding

Ans: C
Feedback:
The CFO was consciously or unconsciously using a diversionary tactic. The action described is not accurately associated
with any of the other options.

15. Several RNs on the unit want to address the possibility of initiating flextime on the unit. What is the managers initial
response?

A) Assuring the RNs that their suggestion will be taking under consideration
B) Asking the RNs to circulate a partition to be signed by employees who support the
change

C) Arranging for the RNs to air their views at the next staff meeting.
D) Sharing with the RNs that they need to address the issue with upper management

Ans: C
Feedback:
This manager should plan to let employees air their views at the next staff meeting. Nursing managers can no longer
afford to respond to conflict traditionally (to avoid or suppress conflict), because this is nonproductive. In an era of
shrinking health-care dollars, it has become increasingly important for managers to confront and manage conflict
appropriately. The ability to understand and deal with conflict appropriately is a critical leadership skill.

16. The nurse-manager facilitates a conflict that involves the delineation of staff job descriptions. What is this an
example of?

A) Responsibility charting
B) Smoothing conflict
C) Alternate dispute resolution
D) Mediation counseling

Ans: A Feedback:

When a supervisor delineates job duties to persons in conflict, it is called responsibility charting. The other options are
not related to job description conflict.

17. What are the least common sources of organizational conflict? A) Communication problems
B) Organizational structure
C) Individual behavior within the organization

D) Self-scheduling

Ans: A
Feedback:
Self-scheduling is not generally associated with common causes of organizational conflict. The most common sources of
organizational conflict are communication problems, organizational structure, and individual behavior within the
organization.

What occurs when there is very little conflict in an organization?
A) Stasis
B) Increased Productivity
C) Decreased Effectiveness
D) Employee Immobilization

Ans: A

Feedback: Too little conflict results in organizational stasis and decreased productivity, whereas too much conflict reduces the organization's effectiveness and eventually immobilizes its employees.

What is the name given to the first stage in the conflict process?
A) Latent
B) Perceived
C) Felt
D) Manifest

Ans: A Feedback:

The first stage in the conflict process is called latent conflict, which implies the existence of antecedent conditions.
Latent conflict may proceed to perceived conflict or to felt conflict. Manifest conflict may also ensue. The last stage in
the process is conflict aftermath.

20. Considering dispute resolution, which statement is true regarding what occurs during mediation?

A) It uses a neutral third party; is a confidential, legally nonbinding process designed to help bring the parties together
to devise a solution to the conflict
B) It asks questions to clarify the issues
C) It makes a final decision for the parties in conflict
D) It involves presentation of evidence including that of expert witnesses

Ans: A
Feedback:
Mediation uses a neutral third party; is a confidential, legally nonbinding process designed to help bring the parties
together to devise a solution to the conflict. None of the other options accurately describes the process of mediation.

What is the result of arriving at a consensus?
A) All involved parties agree to support the way a conflict has been resolved
B) A conflict is resolved by meeting the goals of all involved parties
C) It resolves a conflict by an initial unanimous decision
D) Conflict is resolved through the mediation process

Ans: A
Feedback:
Consensus means that negotiating parties reach an agreement that all parties can support, even if it does not represent
everyones first priorities. Consensus decision making does not provide complete satisfaction for everyone involved in
the negotiation as an initially unanimous decision would, but it does indicate willingness by all parties to accept the
agreed-upon conditions. Mediation is not a required factor in arriving at a consensus.

22. What is the function of an ombudsperson?

A) Providing expert testimony in conflict cases
B) Mediating disputes between an organization and its employees
C) Educating individuals involved in a grievance situation of their rights
D) Monitoring the implementation of the terms of a conflicts compromise

Ans: C
Feedback:
A function of an ombudsperson is to assure that those involved in a conflict understand their rights as well as the
process that should be used to report and resolve the conflict. This role is not appropriately described by any of the
other options.

23. After a compromise has been made, what is the managers initial action?

A) Clearly restating the compromises specific outcomes to all involved
B) Thanking all involved for their cooperation on reaching the compromise
C) Evaluating the compromises outcomes for fairness to all involved parties
D) Assuring all involved that the compromise will not cause a change in goals

Ans: A
Feedback:
Once a compromise has been reached, restate it so that everyone is clear about what has been agreed upon. A
compromise by its natural requires a change in original goals. The evaluation for fairness needs to have been done prior
to the compromise being agreed upon. Thanking all involved is appropriate but would not be the initial action.

24. A nurse-manager is engaged in a negotiation with staff representatives when the discussion becomes controlled by a
particularly aggressive member. Which action will the nurse-manager take to assure that the process is successful?

A) Asks that the aggressive individual recognize the rights of all the other members

B) States, iI need to have time to think over all that we have discussed.i
C) Halts any discussion until new representatives can be appointed
D) Shares with the members that aggressiveness negatively impacts the negotiations

Ans: B
Feedback:
Some people win in negotiation simply by rapidly and aggressively taking over and controlling the negotiation before
other members realize what is happening. If managers believe that this may be happening, they should call a halt to the
negotiations before decisions are made. Saying simply, iI need to have time to think this overi is a good method of
stopping an aggressive takeover. The other options are much less effective and may even lead to increased
aggressiveness among team members.

25. Which personal characteristics will best help meet the psychological needs of conflict negotiation?

A) Perseverance and assertiveness
B) Calmness and self-assuredness
C) Compassion and reflectiveness
D) Organization and preparedness

Ans: B

Feedback:

Negotiation is psychological and verbal. The effective negotiator always appears calm and self-assured. The other
options are not as impactful when considering the psychological aspects of the negotiation process.

What are the tasks that should not be delegated to a non professional staff?

Among the tasks that CANNOT be legally and appropriately delegated to nonprofessional, unlicensed assistive nursing personnel, such as nursing assistants, patient care technicians, and personal care aides, include assessments, nursing diagnosis, establishing expected outcomes, evaluating care and any and all other ...

What are 4 tasks that Cannot be delegated?

What Can't Be Delegated in Community Based Nurse Delegation.

Administration of medications by injection (by intramuscular, intradermal, subcutaneous, intraosseous, intravenous, or otherwise) with the exception of insulin injections..

Sterile procedures..

Central line maintenance..

Acts that require nursing judgment..

What kind of tasks can be delegated to unlicensed assistive personnel?

In general, simple, routine tasks such as making unoccupied beds, supervising patient ambulation, assisting with hygiene, and feeding meals can be delegated. But if the patient is morbidly obese, recovering from surgery, or frail, work closely with the UAP or perform the care yourself.

What Cannot be delegated to a UAP?

The UAP is responsible for accepting only those delegated acts for which they are competent to perform. Only the implementation of a task/activity may be delegated. Assessment, planning, evaluation, and nursing judgment cannot be delegated.

What things should you consider before delegating a task to another?

What 4 things should a manager consider before delegating a task to a team member?

What are the 3 elements of delegation?

What are five 5 factors to consider when delegating tasks?