ATI LPN
Ross-Kerr and Wood’s Canadian Nursing Issues & Perspectives: CDN NURSING ISSUES & PERSPECTIVES 6th Edition
Chapter 17 : Shortage or Oversupply? The Registered Nursing Workforce Pendulum Questions
Question 1 of 5
Which of the following is a strategy recommended by the Canadian Nurses Association to address the anticipated nursing shortage?
Correct Answer: C
Rationale: According to the Canadian Nurses Association, one of the strategies to address the anticipated nursing shortage in 2022 is to improve working conditions.
Question 2 of 5
One of the four pillars of the federal Health Human Resources Strategy is the more effective use of health care providers' skills. Which of the following strategies would be supported by this pillar?
Correct Answer: D
Rationale: The pillar of more effective use of skills refers to increasing the productivity of health care providers by making full use of their skills.
Question 3 of 5
Nurses working in a remote or rural location report that their main reasons for staying are related to which of the following?
Correct Answer: D
Rationale: Nurses report their decision to stay in a remote location is often based on the location, the practice setting, and income.
Question 4 of 5
In 2018, despite a 7.4% national net inflow of nurses, which provinces or territories did not have a positive inflow of regulated nurses? (Select all that apply.)
Correct Answer: B,D,E
Rationale: In 2018, there was a national net inflow of regulated nurses of 7.4%. The only provinces or territories that did not have a positive inflow of regulated nurses were Newfoundland and Labrador, Northwest Territories, and Nunavut.
Question 5 of 5
Which of the following factors could create a negative imbalance in the supply and demand of registered nurses (RNs)? (Select all that apply.)
Correct Answer: A,B,D,F,G
Rationale: Reasons for imbalances in the supply and demand of RNs include lack of respect, limited autonomy and authority in clinical situations, lack of technological and management support, lack of educational opportunities, continued casualization through increasing part-time and casual positions that cause increased absenteeism and turnover, and an inability to make evidence-informed decisions about resource allocation, which affects support services and staffing.