Download Nurs 3514 - Final Exam 110+ (2026 Verified Pack) Full Exam Questions & Answers Grade A+ and more Exams Nursing in PDF only on Docsity!
📋 DOCUMENT OVERVIEW^ 119 Qs
This document, "Nurs 3514 - Final Exam," covers topics such as leadership theories, Canadian Nurses
Association (CNO) Leadership Entry to Practice Competencies, organizational culture, decision-making
styles, and staffing principles. It provides 119 questions with correct answers and detailed explanations,
offering a thorough review of these concepts. Students can utilize this resource to study, review, and
understand the key principles and competencies covered in the exam, facilitating a deeper
comprehension of the subject matter.
✓ Verified Answers ✓ Exam Ready ✓ Study Guide
Trusted by thousands of students and professionals worldwide
NURS 3514 - FINAL EXAM NURS 3514 - FINAL EXAM
110+ (2026 Verified Pack) Full Exam Questions & Answers | Grade A+ Verified
100% Guarantee Pass
EXAM QUESTIONS
QUESTION 1
What is the Great Man Theory?
CORRECT ANSWER leaders are born, not made/learnt
RATIONALE: The Great Man Theory posits that individuals with exceptional qualities and abilities, often attributed to their genetic or innate characteristics, become leaders due to their inherent superiority. This theory suggests that leadership is a product of natural endowment, rather than the result of learning or development, implying that one's capacity for leadership is predetermined from birth.
QUESTION 2
What are Formal vs. Informal leaders?
CORRECT ANSWER Formal
- specific title, have influence and authority and have the right and responsibility to make decisions Informal
- no formal authority
- seen as leaders due to their knowledge or experience
- lead by example, anticipate risks and educate others
RATIONALE: This correct answer highlights the fundamental differences between formal leaders, who are appointed or designated with authority and decision-making power, and informal leaders, who earn respect and influence through their expertise and example. The distinction between formal and informal leadership emphasizes that leadership is not solely defined by a title or position, but also by the ability to inspire and guide others.
QUESTION 3
What is 6.1 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Acquires knowledge of the Calls of Action of the Truth and Reconciliation Commission of Canada
RATIONALE: The correct answer is the result of the CNO Leadership Entry to Practice Competencies being a framework that outlines essential competencies for nursing leaders in Canada. By acquiring knowledge of the Calls to Action of the Truth and Reconciliation Commission of Canada, nursing leaders can develop a deeper understanding of the historical and ongoing impacts of colonialism on Indigenous communities, enabling them to provide culturally safe care and address the health disparities faced by these populations.
QUESTION 4
What is 6.2 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Integrates continuous QI principles and activities into nursing practice
RATIONALE: The correct answer aligns with the CNO Leadership Entry to Practice Competencies' emphasis on promoting quality improvement in nursing practice, which is a fundamental aspect of safe, effective, and patient- centered care. By integrating continuous quality improvement (QI) principles and activities, nurses can identify and address gaps in care, leading to improved patient outcomes and a culture of excellence within healthcare settings.
QUESTION 5
What is 6.3 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Participates in innovative client-centred care models
RATIONALE: The CNO Leadership Entry to Practice Competencies outline the essential skills and knowledge required for new nursing graduates to excel in their profession. "Participates in innovative client-centred care models" is a correct answer because it aligns with competency 6.3, which focuses on demonstrating knowledge and skills in providing care that is responsive to the diverse needs of clients and families in a rapidly changing healthcare environment.
QUESTION 6
What is 6.4 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Uses and allocates resources widely
RATIONALE: This answer is correct because "Uses and allocates resources widely" aligns with the competency of taking a broad perspective, considering the needs of the organization, and applying this understanding to make informed decisions about resource allocation. The CNO Leadership Entry to Practice Competencies emphasize the importance of considering the organization's overall goals and objectives, and this answer demonstrates that ability by considering the organization's resources as a whole.
QUESTION 11
What is 6.9 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Provide constructive feedback to promote professional growth of other members of the healthcare team
RATIONALE: This answer aligns with the CNO Leadership Entry to Practice Competencies because it involves promoting collaboration and teamwork, which is a foundational aspect of nursing leadership, as stated in competency 6.9. The focus on constructive feedback to support professional growth highlights the importance of effective communication, coaching, and mentoring in developing the skills and confidence of other healthcare team members.
QUESTION 12
What is 6.10 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Demonstrates knowledge of the healthcare system and its impact on client care and the professional practice
RATIONALE: The correct answer is "Demonstrates knowledge of the healthcare system and its impact on client care and the professional practice" because it reflects the competence of a nurse leader to understand the healthcare system's structure, policies, and procedures, and how they influence client care and professional practice. This competence enables nurse leaders to make informed decisions and navigate complex healthcare environments effectively.
QUESTION 13
What is 6.11 of the CNO Leadership Entry to Practice Competencies?
CORRECT ANSWER Adapt practice to meet client care needs within a continually changing healthcare system
RATIONALE: This answer is correct because it aligns with the CNO Leadership Entry to Practice Competencies, which emphasize the importance of flexibility and adaptability in a rapidly changing healthcare environment. By adapting practice to meet client care needs, nurses demonstrate their ability to prioritize client-centered care and navigate the evolving healthcare system effectively.
QUESTION 14
What are the types of behavioural theories?
CORRECT ANSWER
- autocratic
- participative/Democratic
- Laissez Faire/Free Rein
RATIONALE: The behavioural theories of leadership categorize leadership styles based on the level of employee participation and decision-making involvement, with autocratic leadership involving minimal employee input, participative/democratic leadership involving employee involvement in decision-making, and Laissez Faire leadership involving minimal leader intervention and maximum employee autonomy.
These three types of leadership styles are often used interchangeably with the terms autocratic, democratic, and free- rein, respectively, to describe the level of employee participation and leader intervention in decision-making, making the given options a correct classification of behavioural leadership theories.
QUESTION 15
What are the types of relational theories?
CORRECT ANSWER
- Transactional
- Transformational
RATIONALE: Relational theories in the context of database systems are categorized based on how data is modified and stored. The distinction between transactional and transformational theories lies in their approach to data management, with transactional theories emphasizing atomicity and isolation to ensure database consistency, whereas transformational theories focus on the overall transformation of the database.
QUESTION 16
What are the key aspects of transactional leadership?
CORRECT ANSWER
- Help organizations achieve objectives more effectively
- Use rewards and punishment
- Focus on tasks
- Good for critical situations
- Similar to managers; focus on day-to-day operations
RATIONALE: Transactional leadership focuses on achieving specific goals and objectives by using rewards and punishments to motivate individuals, which is reflected in the emphasis on using rewards and punishment and focusing on tasks to achieve objectives more effectively. This approach is also similar to management in that it concentrates on day-to-day operations, making it suitable for critical situations where clear direction and control are necessary.
QUESTION 17
What are the key aspects of transformational leadership?
CORRECT ANSWER
- Work with and engage the team to achieve high goals and performance
- Inspirational
- Enable Others to Act
- "We" mentality, teamwork, trust and empowerment important for success, engaging the team
- Encourage the Heart
- pay attention, offer encouragement, appreciation and recognition and celebrate values and accomplishments; ex. rewards like a party
RATIONALE: Kouzes & Posner's Five Practices of Exemplary Leadership are essential because they provide a framework for effective leadership by emphasizing the importance of modeling positive behaviors, inspiring a shared vision, and fostering a collaborative work environment. By following these practices, leaders can create a culture of trust, empowerment, and innovation that encourages their team to strive for excellence and achieve their goals.
QUESTION 21
What are the Five Types of Followership?
CORRECT ANSWER
- Isolates: detach from and indifferent to leader
- Bystanders: neutral (do not engage)
- Participants: engaged whether favourable or opposed to the leader (want to have an effect)
- Activists: feel strong about leader and work hard to support them
- Diehards: deeply devoted to leader or removing them from power by any means
RATIONALE: This typology of followership categorizes individuals based on their level of engagement, commitment, and attitude towards the leader, ranging from detachment and indifference to deeply devoted or oppositional. By considering the varying degrees of involvement and emotional investment, it provides a nuanced understanding of how followers interact with and respond to leadership, highlighting the diversity of follower behaviors and motivations.
QUESTION 22
What is emotional intelligence?
CORRECT ANSWER the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships
RATIONALE: This definition is correct because it encompasses the essential components of emotional intelligence, including self-awareness, self-regulation, and social skills, which are all critical for effective emotional management and interpersonal relationships. By including these key elements, it accurately captures the multifaceted nature of emotional intelligence, which goes beyond a simple emotional response and involves a more complex and deliberate approach to emotional experience and social interaction.
QUESTION 23
What are the five main elements of emotional intelligence?
CORRECT ANSWER
- Self-awareness
- Empathy
- Self-regulation
- Social skills
- Motivation
RATIONALE: These five elements are considered the core components of emotional intelligence because they enable individuals to effectively recognize and manage their own emotions, as well as empathize with and navigate the emotions of others in various social situations. By understanding self-awareness, empathy, self-regulation, social skills, and motivation, individuals can develop strong relationships, make informed decisions, and achieve personal and professional success.
QUESTION 24
What are the 4 personality types within a team?
CORRECT ANSWER
- Pioneer
- love exploring new possibilities
- enjoy working with others and generating new ideas
- Driver
- love a challenge
- value competence
- Integrator
- all about connections
- enjoy meaning and exploring different interpretations/ perspectives
- Guardian
- value stability and strive for accuracy; focus on details
- bring order to chaos
RATIONALE: This categorization of personality types is based on the CliftonStrengths framework, a tool used to identify individual strengths and talents, which categorizes people into different roles that help teams function effectively. Each type (Pioneer, Driver, Integrator, and Guardian) represents a distinct set of strengths and preferences that contribute to a team's dynamics and overall performance, allowing teams to be more cohesive and successful.
QUESTION 25
What are the types of Self-Awareness?
CORRECT ANSWER
- Intrapersonal (self; feelings etc.)
- Interpersonal (self relation to others)
- Relational (self in relation to others)
- Extrapersonal (beyond self, focuses on internal and external environment)
- Multidimensional (influences of other factors (social, environmental, cultural, political) on self- awareness)
RATIONALE: The types of self-awareness are categorized based on the scope and focus of one's conscious experience, ranging from internal personal dynamics to broader environmental and societal influences. By recognizing these distinct levels of self-awareness, individuals can gain a deeper understanding of themselves and their place within the world, allowing for more effective personal growth and development.
QUESTION 26
- Low external self-awareness, high internal self-awareness
RATIONALE: This archetype is correct because individuals with low external self-awareness are unable to perceive their impact on others, which prevents them from challenging their own views or seeking feedback, thereby harming their relationships and chances for success. In contrast, their high internal self-awareness allows them to have a deep understanding of their own thoughts, feelings, and motivations, which can be a double-edged sword if not balanced with external self-awareness.
QUESTION 30
What is the Aware Self-Awareness Archetype?
CORRECT ANSWER Know who they are, what they wish to accomplish while seeking out and valuing others' opinions
- this stage is where leaders learn the benefits of self-awareness
- High external self awareness, high internal self awareness
RATIONALE: The Aware Self-Awareness Archetype emphasizes the importance of being aware of one's own strengths, weaknesses, and motivations, as well as being open to and valuing the opinions of others. This combination of internal and external self-awareness enables individuals to navigate complex situations and make informed decisions that consider both their own needs and the perspectives of those around them.
QUESTION 31
What is Lewin's Theory of Change and it's parts
CORRECT ANSWER how change occurs and how it's a continued cycle
- Unfreeze (change is needed and wanted; examine status quo)
- Move (implement change)
- Refreeze (make change permanent, reward desired outcomes)
RATIONALE: Lewin's Theory of Change proposes that organizational change is a cyclical process consisting of three stages: unfreezing, moving, and refreezing, as these stages are necessary for successful change management by allowing for the initial examination of the status quo, the implementation of change, and the reinforcement of desired outcomes. This theory is accurate because it acknowledges that change is not a one-time event, but rather a continuous process that requires ongoing effort to maintain and solidify new behaviors and attitudes.
QUESTION 32
What are Kotters Eight Steps of Change?
CORRECT ANSWER Creating a Climate for Change
- Increase Urgency
- Build the Guiding Team
- Get the Right Vision
Engaging and Enabling the whole organization
- Communicate for Buy-in
- Empower action
- Create Short-Term Wins Implementing and Sustaining change
- Don't Let up
- Make it Stick
RATIONALE: John Kotter's 8-Step Change Management model is widely recognized for its effectiveness in guiding organizations through complex transformations. Each step builds upon the previous one, creating a sequential process that addresses the critical aspects of change management, from establishing a sense of urgency to sustaining the new behaviors and culture.
QUESTION 33
What areas of the Kotter's Eight stage change process connect to the Lewin's Theory of change?
CORRECT ANSWER Unfreezing
- Establish a sense of urgency
- Form a coalition
- Create a new vision
- Communicate the vision Movement
- Empower others by removing the boundaries
- Create and reward short-term "wins"
- Consolidate, reassess and adjust Refreezing
- Reinforce the changes
RATIONALE: Kotter's Eight-Stage Change Process and Lewin's Theory of Change both address organizational change management, with Lewin's Theory focusing on the individual's transition from a stable state to a new, more desirable state. The similarities between the two are reflected in the matching stages of "Unfreezing", "Movement", and "Refreezing" in Kotter's model, which align with Lewin's stages of "Unfreezing", "Changing", and "Refreezing" respectively.
QUESTION 34
What should Kotter's Eight stage change process do?
CORRECT ANSWER creating successful change in 8 stages
- What change is needed
- Common goal in a trusted group
- Don't give up, implement
RATIONALE: These five features - Relative Advantages, Compatibility, Complexity, Trailability, and Observability - are essential in Roger's Diffusions of Innovations Theory because they all relate to how easily and effectively an innovation can be understood, tested, and integrated into an individual's life or organization, ultimately influencing their decision to adopt it. By considering these factors, Roger's theory provides a comprehensive framework for understanding why people choose to adopt certain innovations over others.
QUESTION 38
What are change agents?
CORRECT ANSWER people who act as catalysts and assume the responsibility (leadership) for managing change activities
- have either formal or informal power
- initiate, champion direct, guide, follow
- more tolerant to ambiguity
RATIONALE: Change agents are individuals who facilitate and manage change by assuming leadership roles and leveraging their power to drive transformation, which is a critical aspect of their identity. The behaviors described, such as initiating, championing, and guiding, are essential for effective change management, and the ability to tolerate ambiguity is a key characteristic of individuals who can navigate complex and uncertain change processes.
QUESTION 39
What is the complexity science theory?
CORRECT ANSWER
- not a traditional style of leadership
- looks at three levels of problems (simple, complicated, complex) and focuses on the patterns of relationships in a system
- where the leader moves from a role of directing to facilitate change to creating an environment to facilitate change
- looks at the overall picture; not separating parts from the whole (but, one size does not fit all)
RATIONALE: The complexity science theory is correct because it uniquely addresses different types of problems - simple, complicated, and complex - and emphasizes understanding the interconnected relationships within a system, rather than individual components. This approach recognizes that effective leadership involves adapting one's role from directive to facilitative, and considering the system as a whole, rather than trying to apply a one-size-fits-all solution.
QUESTION 40
What is positive deviance with Complexity theory?
CORRECT ANSWER
- focus on successful behaviours over wrong ones
- expand on practices and strengths without additional resources
- emergence of new solutions
RATIONALE: Positive deviance with Complexity theory is a concept that emphasizes the importance of identifying and learning from successful behaviors within a system, rather than solely focusing on problem-solving or eliminating wrong behaviors. This approach recognizes that individuals and organizations can develop innovative solutions and strengths through iterative experimentation and adaptation, without necessarily requiring additional resources.
QUESTION 41
What are the Deficiency needs parts of Maslow's Motivation theory/hierachy of needs?
CORRECT ANSWER bottom to top Deficiency needs
- physiological needs
- Safety needs
- Belonging and Love needs
- Esteem needs
RATIONALE: Maslow's Hierarchy of Needs categorizes human needs into two main levels: Deficiency needs and Being needs. Deficiency needs are the basic requirements that must be fulfilled before an individual can focus on more advanced needs, making "bottom to top" a logical sequence of these fundamental needs.
QUESTION 42
What are the Growth needs part of Maslow's Motivation Theory/hierachy of needs?
CORRECT ANSWER Growth needs
- Cognitive needs
- Aesthetic needs
- Self-actualization
- transcendence
RATIONALE: Maslow's Growth needs are the upper-tier needs in his hierarchy, focusing on self-actualization and personal growth, which are the primary drivers of human development and fulfillment. Cognitive, aesthetic, self- actualization, and transcendence needs are all fundamental aspects of this growth-oriented mindset, allowing individuals to pursue their passions, explore their potential, and strive for self-improvement.
QUESTION 43
What are the criticisms of maslow's motivation theory/hierachy of needs?
CORRECT ANSWER
- reflect western values and are not culture specific
- minimal evidence that people's needs follow this order; or have an order at all
QUESTION 47
What is norming (in the context of team development)?
CORRECT ANSWER part of a team can achieve work if they accept other's views
- group becomes more cohesive; team members learn to trust one another to work and lead effectively
RATIONALE: Norming in team development refers to the stage where team members accept and integrate each other's views and perspectives, leading to a cohesive unit. As they work together effectively, trust is built, and team members learn to lead and contribute in a collaborative manner, which is a key characteristic of the norming stage.
QUESTION 48
What is performing (in the context of team development)?
CORRECT ANSWER open and trusting, flexibility is key
- team members are flexible within themselves as well as adapting to the needs oof their fellow team members
- productivity is high here
RATIONALE: Performing in the context of team development refers to a stage where team members work efficiently and effectively together, embracing flexibility and adaptability to meet the needs of the team, which enables high productivity. This stage is characterized by open communication, trust, and a willingness to adjust to changing circumstances, ultimately leading to successful team outcomes.
QUESTION 49
What is adjourning? (in the context of team development)?
CORRECT ANSWER conduct assessments, work together to create transitional roles, recognize member's contributions
- change and transition
- this is the stage where some team members may leave or projects come to a close
RATIONALE: The correct answer reflects the final stage of team development, where the team's focus shifts from achieving goals to wrapping up loose ends, recognizing individual contributions, and facilitating a smooth transition for team members who may be leaving or projects coming to a close. This stage, known as adjourning, involves a process of closure, evaluation, and preparation for the team's eventual dissolution or new beginnings.
QUESTION 50
What is horizontal leadership?
CORRECT ANSWER when team members work together to attain goals
RATIONALE: Horizontal leadership emphasizes collaboration and teamwork among team members, rather than a traditional hierarchical structure, where leaders direct and followers follow. This approach encourages shared decision- making and collective responsibility, enabling team members to work together to attain goals in a more inclusive and effective manner.
QUESTION 51
What are the 5 responses to addressing Conflict? Explain each (win, lose, assertiveness, cooperation)
CORRECT ANSWER
- Competition (Win-lose, high assertiveness, low coop)
- Collaboration (Win-Win, High assertiveness and coop)
- Compromise (Lose-Lose, medium assertiveness and coop)
- Avoidance (Lose-Lose/no soln, low assertiveness and coop)
- Accommodation (Win-Lose, low assertiveness and high coop)
RATIONALE: The categorization of conflict responses is based on the concept of interdependent variables - assertiveness and cooperation - which are used to determine the level of win-lose or win-win outcomes and the level of assertiveness and cooperation displayed in conflict resolution. By understanding the combinations of assertiveness and cooperation, individuals can effectively identify and navigate the five distinct conflict responses: Competition, Collaboration, Compromise, Avoidance, and Accommodation.
QUESTION 52
What is horizontal violence?
CORRECT ANSWER Bullying/harassment etc. between coworkers
RATIONALE: Horizontal violence refers to a specific type of workplace aggression where coworkers direct their anger, frustration, or aggression towards their colleagues, often as a result of stress, burnout, or unresolved issues within the organization. This form of violence is called "horizontal" because it occurs between people at the same level or status within the workplace, distinguishing it from "vertical" violence, which involves aggression from a person in a position of authority.
QUESTION 53
What is vertical violence?
CORRECT ANSWER bullying/harassment between people of unequal levels of authority/hierarchy (ex. nurse manager to nurse)
RATIONALE: Vertical violence refers to a power imbalance where a person in a higher position of authority uses their influence to intimidate, belittle, or oppress someone in a lower position, often through verbal or nonverbal cues. This phenomenon is distinct from horizontal violence, which involves aggression between individuals at the same level of hierarchy, highlighting the unique dynamics of power and control at play in vertical violence.
QUESTION 54
- Require well-developed emotional awareness and regulation and recognize that one's emotions do not skew decision making
RATIONALE: This answer is correct because it accurately breaks down the key components of the Leadership Model Courage Framework, including the importance of moral behavior, persistence, and taking risks to uphold values, as well as the role of emotional awareness and regulation in courageous decision-making. Each point in the answer aligns with the framework's focus on cultivating moral courage and resilience in leaders, enabling them to navigate challenging situations and make ethical choices.
QUESTION 58
What are the 4 organizational empowerment structures that should be given, described by Kanter?
CORRECT ANSWER
- Access to information
- Access to Support (including feedback and guidance)
- Access to resources needed to do the job
- Opportunities to Learn and Grow
RATIONALE: Kanter's empowerment structures are based on the idea that employees need to feel empowered and valued in order to fully participate in the organization, and these four structures provide the necessary support, resources, and opportunities for employees to feel empowered and engaged. By providing access to information, support, resources, and opportunities for growth, organizations can create a sense of autonomy and agency among employees, leading to increased motivation, productivity, and job satisfaction.
QUESTION 59
What is burnout defined as and What is a core element of it and key predictors of it?
CORRECT ANSWER psychological syndrome of exhaustion, cynicism and inefficacy
- core element: emotional exhaustion
- Key predictors: low energy, less social, not engaging in interests, lack of patience, increased frustration
RATIONALE: Burnout is a psychological syndrome characterized by emotional exhaustion, which leads to a state of physical, emotional, and mental depletion, making it difficult for individuals to cope with work-related demands. The key predictors of burnout, including low energy, social withdrawal, and disengagement from activities, are logical consequences of emotional exhaustion, as they reflect a person's reduced capacity to perform tasks and engage in meaningful activities.
QUESTION 60
What is turnover and it's common causes?
CORRECT ANSWER
- employees leaving the organization; usually due to stress and burnout
RATIONALE: Turnover refers to the movement of employees in and out of an organization, specifically focusing on those who leave. The statement "- employees leaving the organization; usually due to stress and burnout" is a correct answer because it directly addresses one of the primary causes of employee turnover, which is the undesirable outcome of prolonged stress and burnout leading to voluntary departure from the organization.
QUESTION 61
What are the aspects that make a Organizational culture? (BVH)
CORRECT ANSWER
- beliefs (taken for granted assumptions about how things work)
- Values (shared beliefs; practices, standards, justifications for how practices are guided)
- Habits (observed patterns of interactions)
RATIONALE: The BVH framework accurately captures the essential aspects of organizational culture because it identifies the underlying assumptions, guiding principles, and ingrained behaviors that shape a company's collective identity and influence its members' actions. By incorporating beliefs (assumptions), values (guiding principles), and habits (ingrained behaviors), the BVH framework provides a comprehensive understanding of the interplay between individual and collective elements that define an organization's culture.
QUESTION 62
What are conventional change efforts focused on in Organizational Culture Change? Why?
CORRECT ANSWER
RATIONALE: Conventional change efforts in Organizational Culture Change are focused on values to change culture because values serve as the foundation and guiding principles that shape an organization's identity, influencing the behaviors and attitudes of its members. By shifting values, organizations can create a cultural transformation that permeates all levels and aspects of the organization, leading to lasting and meaningful change.
QUESTION 63
What are Liberating Structures focused on in Organizational Culture Change? Why?
CORRECT ANSWER Habits, to spark change and influence culture (which can also influence values and beliefs)
RATIONALE: Liberating Structures are focused on habits that spark change and influence culture, because they recognize that organizational culture is shaped by the repeated patterns of behavior and interactions that occur daily, and that shifting these habits can lead to broader cultural transformations. By targeting habits, Liberating Structures aim to create lasting, grassroots changes that can influence not only values and beliefs but also the underlying dynamics of the organization.
QUESTION 64
What are Liberating Structures? What do they allow for?
CORRECT ANSWER
