ATI LPN
Nursing Leadership Exam Questions and Answers Questions
Question 1 of 9
Which absent milestone should concern the nurse in a 3-year-old child?
Correct Answer: C
Rationale: In a 3-year-old, inability to eat with a spoon is concerning, as this self-feeding skill typically emerges by 18-24 months. Drawing a square or hopping develops later (around 4-5 years), and catching a ball varies widely, often solidifying post-3. Spoon use, however, is a fundamental motor and coordination milestone; its absence might signal developmental delay, like fine motor deficits or neurological issues. In nursing, spotting this prompts referral to specialists, ensuring early intervention vital for child health outcomes. Imagine a child struggling at preschool; this delay could hinder independence, nutrition, and social growth. Leadership here means recognizing atypical patterns, advocating for assessment, and safeguarding development, aligning care with age-expected norms.
Question 2 of 9
The nurse-manager is preparing to use the PERT tool when making a staffing decision. This tool will primarily address what component of the decision-making process?
Correct Answer: C
Rationale: PERT (Program Evaluation and Review Technique) focuses on timing scheduling staffing tasks not values, consequences, or ethics. For this nurse-manager, PERT maps when hires or shifts occur, ensuring coverage aligns with patient needs. Unlike value-driven choices or outcome reviews, it's about sequencing (e.g., training before peak demand). Leadership uses this to maintain a safe care environment, timing actions precisely in a busy unit where delays risk quality, complementing broader decision factors with logistical clarity.
Question 3 of 9
The nurse manager generally uses a stepwise method to arrive at decisions that are logical and that is used to maximize the achievement of the desired objective. Which decision-making model does this manager use?
Correct Answer: C
Rationale: The rational model uses logical steps to maximize goals, unlike political, experimentation, or trial-and-error. Nurse managers like optimizing staff schedules follow this, contrasting with ad hoc methods. It ensures systematic choices, critical in healthcare where patient outcomes rely on precision, aligning leadership with strategic efficiency.
Question 4 of 9
How does pseudoephedrine work in nasal congestion and sinusitis?
Correct Answer: C
Rationale: Pseudoephedrine works as a decongestant via vasoconstriction, not histamine block, antibacterial, or just BP rise. It shrinks nasal vessels, easing congestion BP may rise secondary, not primary. Leadership knows this imagine a stuffed-up patient; it clears airways, not infections. This reflects nursing's pharmacology grasp, guiding symptom relief in respiratory care effectively.
Question 5 of 9
As a staff nurse, you participate in a unit meeting where staff discuss ways to reduce patient wait times for diagnostic tests. You suggest coordinating with radiology to prioritize urgent cases and tracking wait times weekly. Your suggestion reflects:
Correct Answer: B
Rationale: Coordinating with radiology and tracking wait times cuts delays, showing patient-centered care prioritizing urgent needs improves experience. It's not oversight, dissatisfaction, or shirking staff act. In the meeting, this focuses on patient flow, aligning with care quality, easing stress via teamwork and data, a nurse-driven push for efficiency and comfort.
Question 6 of 9
A nurse is teaching a client who has a new prescription for prednisone about potential adverse effects. Which of the following should the nurse include?
Correct Answer: A
Rationale: Prednisone, a corticosteroid, mimics cortisol, causing adverse effects like weight gain from fluid retention and increased appetite common with prolonged use due to sodium retention and metabolic shifts, a key teaching point to prepare the client. Decreased appetite contradicts its stimulation effect, while wound healing worsens immunosuppression delays it and blood pressure rises, not falls, from mineralocorticoid activity. Weight gain's prominence warrants inclusion, helping the client anticipate changes, manage diet, and report excessive swelling, aligning with the nurse's role in education to mitigate distress and ensure informed adherence to a drug with broad systemic impact.
Question 7 of 9
The major focus on self-awareness has been to emphasize the positive aspects that this can have. Self-awareness also has two negative extremes or traps. One of these traps is:
Correct Answer: B
Rationale: Highlighting shortcomings B is a trap. Nurse leaders overly focused here might dwell on errors, like a missed diagnosis, contrasting with balanced reflection. In healthcare, this can sap confidence, while awareness should build strengths, aligning leadership with constructive self-insight.
Question 8 of 9
As a member of a quality improvement team, you review data showing a high rate of pressure ulcers on your unit. You suggest involving staff nurses in developing a skin care protocol based on best practices. Your suggestion reflects:
Correct Answer: A
Rationale: Staff developing a skin care protocol from best practices like turning schedules shows evidence-based practice, using data and research to cut ulcers. It's not discipline, teamwork gaps, or oversight cuts nurses contribute. On the team, this leverages frontline input, aligning with EBP's focus on proven care, targeting a specific issue with tailored, effective solutions, improving patient outcomes.
Question 9 of 9
After staff meetings lately, Sharon, the head nurse, observes her staff in small groups, having animated discussions that end abruptly when she approaches. Sharon reflects on this observation and realizes that:
Correct Answer: A
Rationale: Sharon's staff clamming up when she nears suggests suppressed disagreement, likely because two outspoken members dominate meetings, silencing others. This stifles open exchange, pushing discussions underground post-meeting huddles rather than reflecting robust communication or commitment. Creativity might emerge, but the pattern points to exclusion, not collaboration. Dominant voices marginalize others, a common team issue where unvoiced feelings fester, requiring Sharon to foster inclusivity for true team dialogue.