The Emergency Department staff members are concerned that working long hours without rest puts patient safety at risk.
One staff member decides that she will risk her job and become a whistleblower. Whistle-blowing is an appropriate recourse when management:
a. Disregards due process when disciplining a nurse.
b. Delays responding to repeated efforts to provide safe care.
c. Hires nurses who are not a part of the union during a strike.
d. Refuses to bargain in good faith with the elected bargaining agent.
Question 2Nursing labor management partnerships:
a. Engage nurses at all levels in problem solving for better patient care.
b. Require unions and management to negotiate in good faith regarding hours of work and wages.
c. Have been shown to have negligible effects on nurse turnover and patient outcomes.
d. Have typically resulted in increased polarization of nurses and management, leading to formation of collective bargaining units.
Question 3While making rounds, a night supervisor finds a unit with a low census and too many staff members. The night supervisor is performing as a statutory supervisor when he or she:
a. Assigns nurses to care for specific clients.
b. Develops a protocol for unlicensed personnel.
c. Recommends transferring a nurse to another service.
d. Teaches a nurse to use a new piece of equipment.
Question 4The chief nursing officer utilizes the hospital's workplace advocacy to help the overwhelmed Emergency Department staff. Workplace Advocacy is designed to assist nurses by:
a. Creating professional practice climates in their institutions.
b. Equipping them to practice in a rapidly changing environment.
c. Negotiating employment contracts.
d. Representing them in labor-management disputes.
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