Deck 3: Organizational Climate and Culture

Question 1

The Institute of Medicine (IOM) report, Crossing the Quality Chasm, was useful in describing the challenges related to moving from _____-centered to _____-centered care.

A) patient; provider
B) provider; patient
C) patient; facility
D) provider; financially

Answer 1

provider; patient

Question 2

A process used to achieve and internalize knowledge, skills, and behaviors of professional nursing in order to belong and participate is referred to as professional:

A) actions.
B) conduct.
C) ownership.
D) insight.

Answer 2

insight.

Question 3

Climate is best defined as the:

A) health and well-being of the structure of a facility.
B) perceptions that individuals have about an environment.
C) style in which individuals treat each other.
D) temperature in the nursing units of an institution.

Answer 3

perceptions that individuals have about an environment.

Question 4

Patient surveys reveal that patients do not know which caregiver is the registered nurse (RN). A task force consisting of nursing staff is formed to develop a plan to address this issue. Many ideas are discussed to reinforce the role of the professional nurse and to make it easy for patients to recognize the RN, such as changing the dress code. Decisions resulting from this task force will mostly reflect the:

A) goals.
B) mission.
C) climate
D) values.

Question 5

What is the purpose of culture in an organization?

A) To provide a perception of what it feels like to work in the organization
B) To provide an organization's response to economic, social, and financial challenges
C) To provide a common bond so that members know how to relate to one another and show others outside the organization what is valued
D) To provide a small geographic area within the organization where nurses provide care

Question 6

The nursing manager wants to change the culture of the nursing unit. Some of the older nurses are bullying the newer nurses, which seems to be affecting self-confidence in their new nursing roles. Which of the following strategies would be helpful in this endeavor?

A) Assign mentors to the new nurses.
B) Determine the roles of each nurse.
C) Interview each nurse about his or her perspective.
D) Suspend the bullying nurses for harassment.

Question 7

Determining the origin of errors with a focus on prevention is known as which of the following?

A) A civil investigation
B) A voluntary reporting program
C) An administrative review
D) A root cause analysis

Question 8

Culture is best defined as (the):

A) deviation from the majority.
B) differences in likes and dislikes.
C) shared beliefs and values.
D) similar views and opinions.

Question 9

Culture change within nursing homes was initiated by the:

A) Nursing Home Reform Act.
B) National Citizens' Coalition for Nursing Home Reform.
C) Pioneer Network.
D) Eden Alternative.

Question 10

A professor at the local college of nursing is teaching at a new clinical site. She notes that the nurses greet each other and their clients with warmth and a smile. She also notes that the policies and procedures encourage nursing autonomy. Nurses and physicians seem to have a collegial relationship. These observations best describe the _____ of the unit.

A) climate
B) culture
C) interactions
D) operation

Question 11

A small geographic area within a larger hospital system, where nurses work interdependently to care for a group of patients, is known as the:

A) nurses' station.
B) subculture.
C) nursing work group.
D) community.

Question 12

The nurse manager of a medical-surgical unit realized that there are differences in dealing with the varied generations of her nursing staff. How does the nurse manager communicate effectively with the Generation Y staff members (those born after 1980)?

A) Typewritten memos
B) Staff meetings held monthly for 2 hours
C) E-mails or text messages
D) Face-to-face interactions

Question 13

Organizational _____ affects the quality of nursing care and patient outcomes.

A) culture
B) climate
C) fiscal stability
D) case mix

Question 14

Which of the following exemplifies a safety climate within a nursing unit?

A) Asking nursing staff to work a double shift
B) Encouraging nurses to take the blame when a medication error occurs
C) Asking staff to report medication errors only
D) Asking staff to report near-misses of adverse events

Question 15

Characteristics of a Magnet hospital include:

A) multidisciplinary collaboration.
B) nursing leader authority.
C) physician control.
D) social worker retention.

Question 16

The nursing manager of a telemetry unit has developed a policy in which all nurses automatically are scheduled to have a day off from work on their birthday unless they request to work on that day. He also gives a small gift to each nurse who becomes certified in his or her specialty area. This manager's actions are positively affecting the _____ of the unit.

A) climate
B) culture
C) interactions
D) operation

Question 17

What is the purpose of a mission statement?

A) To provide a method of achieving success and a competitive advantage
B) To aid recruitment
C) To guide members on problem solving and relationship management
D) To offer a snapshot of strategic priorities

Question 18

How is culture measured within an organization?

A) Through the use of time-motion studies
B) Through the use of quantitative instruments
C) Through the use of qualitative instruments
D) With a combination of qualitative and quantitative measures

Question 19

How is culture represented at the unit level, with an underlying belief in patient-centered care?

A) Open visiting hours in the critical care unit (CCU)
B) Strict visiting hours in the CCU
C) Tape-recorded report
D) Verbal handoff conducted at the nurses' station

Question 20

A nurse is interviewing for a position at a prominent hospital in her community. She notes a separate physicians' dining room, but all other professionals and visitors eat in the same dining area. The physicians have a separate parking area. Nurse practitioners and physician assistants are asked to park in the staff lot. What might these observations suggest?

A) The mission statement supports collaborative care.
B) The philosophy of the organization depicts inequality.
C) The values and actions may not be congruent.
D) The vision for nursing is defined clearly.

Question 21

Researchers study organizational climate in order to examine how the work environment influences behaviors. Which of the following characteristics are utilized to study climate? (Select all that apply.)

A) Supervisor support
B) Unit staffing and its effect on incident reporting
C) Autonomy
D) Peer cohesion
E) Rewards and recognition

Question 22

What drivers of change are impacting nursing care? (Select all that apply.)

A) Transparent communication
B) Overabundance of nursing staff
C) Evidence-based practice
D) Information technology
E) Reduced acute care needs

Question 23

Hospitals and long-term care facilities wishing to achieve Magnet Recognition Program must meet which of these components? (Select all that apply.)

A) Transformational leadership
B) Incident reporting
C) New knowledge
D) Actual staffing ratios
E) Empirical outcomes

Question 24

The IOM report, To Err Is Human: Building a Safer Health System, recommends building a safety culture within an organization. This refers to keeping both patients and nurses safe. The organization supports nursing by: (Select all that apply.)

A) moving from a reactive culture to one that is fair and just.
B) demonstrating authoritarian behaviors.
C) mandating nurses to meet patient needs.
D) providing a safe and efficient workspace.

Question 25

Why is it important for nursing staff to have insight into the culture of their unit? (Select all that apply.)

A) So they can understand religious practices
B) To allow time for peers to access the Internet more often
C) To enable nurses to understand staff behaviors
D) To improve staff communication
E) To allow nursing staff insight into expectations and norms

Question 26

Which of the following statements reflects just culture within an organization? (Select all that apply.)

A) Just culture is a punitive reaction to patient errors.
B) Just culture occurs when the organization is transparent about its mistakes.
C) Interpersonal learning is balanced with personal accountability and discipline.
D) Expectations for system and individual learning are apparent.
E) Serious safety events are reported to senior leadership and kept confidential.