Professional Documents
Culture Documents
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.
2. What
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?
Ans: B
Feedback:
Managers should ask the individuals to whom they are delegating if they are
capable of completing the delegated task.
Page 1
4. Which situation presents an example of inappropriate delegation?
Ans: C
Feedback:
5. What is the first step the manager takes when a subordinate is having
difficulty carrying out a delegated task?
1. A) Take over the task so the employee will not become demoralized
2. B) Be available to the employee as a role model and resource for the
task
3. C) Assign another more experienced employee to help with the task
4. D) Re-assign the employee a different, less complex task
Ans: B Feedback:
1. A) One can safely assume that the NAP has at least a high school
diploma as a
minimum hiring criterion
2. B) All unlicensed assistive personnel have achieved at least minimum
standardized
training pursuant to the Omnibus Budget Reconciliation Act of 1987
3. C) No federal or community standards have been established for
training the broad
classification of NAP
4. 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.
Page 2
Ans: C
Feedback:
Feedback:
Proper delegation practices that include assessment and evaluation help protect
the RN from liability. The other statements are not true.
Ans: D
Feedback:
Page 3
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?
1. A) Skills evaluation
2. B) Patient safety
3. C) Effective delegation
4. 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?
1. A) Assign the work to another team member
2. B) Take on the responsibility of the tasks
3. C) Have the team member perform only the necessary tasks
4. 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)?
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.
Page 4
13. Which task would the director of a home health agency not delegate
another staff RN?
Ans: C
Feedback:
Ans: D
Feedback:
15. What
Ans: C
Feedback:
Page 5
16. The Omnibus Budget Reconciliation Act of 1987 established regulations for
the education and certification of which health-care worker?
Ans: A Feedback:
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?
1. A) Underdelegating
2. B) Overdelegating
3. C) Improper delegating
4. D) Inappropriate delegating
Ans: A
Feedback:
Page 6
1. A) Space
2. B) Social organization
3. C) Environmental control
4. D) Biologic variations
Ans: D
Feedback:
20. Which restraining force occurs when a subordinate itests the wateri to
determine what the consequences are of not completing a delegated task?
Ans: C Feedback:
21. Which factor has the greatest impact on the need for nurses to possess
excellent delegation skills?
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.
Page 7
1. A) Years of experience
2. B) Willingness to grow professionally
3. C) Aversion to risk taking
4. 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?
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.
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.
Page 8
Ans: C
Feedback:
Page 9