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WorksheetsNursing Team Building Quiz
Total questions: 25
Worksheet time: 13mins
A nurse manager is experiencing conflicts between herself and staff members. She had tried to develop a team by using a shared leadership model to empower the staff. Staff members are actually functioning:
As a team.
Independently.
Interdependently.
As a group.
The nurse manager used a mediator to help resolve conflicts on the unit. During the mediation process, the nurse manager saw signs of potential team building. One key concept of an effective team is:
Conflict.
Task clarity.
Commitment.
A designated leader.
A mediator suggested that the nurse manager and staff members decide on a method to resolve conflicts. Why is it important to have agreements about how team members will work together?
If there are no agreements, each member will make up his or her own procedures without consensus.
People are naturally difficult and will not work well together without such agreements.
People will naturally ask for agreements about how to be together.
A way to eliminate nonproductive team members must be available.
By following a shared leadership model, the nurse manager believes that staff members will learn to function synergistically. Some teams function synergistically because members:
Do not volunteer unwanted information.
Actively listen to each other.
Listen to the person who believes he or she is an expert.
Do not speak unless they are absolutely sure they are correct in their views.
The chief nursing officer decided that the nurse managers need a series of staff development programs on team building through communication and partnerships. She understood that the nurse managers needed to build confidence in ways of handling various situations. The greatest deterrent to building confidence is:
Lack of clarity in the mission.
Lack of control of the environment.
Fear that one cannot handle the consequences.
Fear that the boss will not like one’s work.
The state of being emotionally impelled, demonstrated by a sense of passion and dedication to a project or event, describes:
Commitment.
Control.
Willingness to cooperate.
Communication.
The mediator suggested to the unit staff that a group agreement needed to be made so that meetings could become productive. For example, the group agreement “We will speak supportively” prevents:
Side conversations during meetings.
Gossiping and backbiting.
Feedback when one member of the group disagrees with the discussion.
Voting negatively on motions.
The mediator asked each staff member to reflect on his or her communication style. Which of the following best describes communication?
It is a reflection of self-analysis.
It is a result of thoughtful consideration.
It consists of thoughts, ideas, opinions, emotions, and feelings.
It focuses on the sender of the message.
The staff development educator developed strategies to help nurse managers actively listen. Guidelines for active listening include which of the following?
Speed up your internal processes so that you can process more data.
Realize that the first words of the sender are the most important.
Be prepared to make an effective judgement of the communication sender.
Cultivate a desire to learn about the other person.
The nurse manager was upset with the staff nurse and said, “You did not understand what I said.” Which element in the communication process was she referring to?
Feedback between receiver and sender.
A message channel.
A receiver who decodes the message.
A set of barriers that may occur between sender and receiver.
The nurse educator was giving a workshop on team building. She noted that effective communication is essential for team building. One of the key questions in the workshop was, “What is the best way to check to see whether what you have communicated to a team member is understood the way you meant it to be understood?” The correct response is which of the following options?
Active listening and feedback.
Cues from nonverbal communications.
Content and context clues.
Reliance on paralanguage.
Kelis and Melissa, both RNs, have shared an ongoing conflict since the first day that Melissa worked on the unit. Kelis has confided to another colleague that she did not even know why the conflict started or what it was about. This is an example of:
How expectations and objectives need to be made clear in team situations.
The need to encourage open discussion of disagreements in opinions.
The importance of involving all staff in discussions in group settings.
The enduring nature of first impressions.
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:
Two very outspoken members tend to dominate discussions in meetings.
This behaviour is indicative of a high level of communication among her staff.
Staff members are uncomfortable openly discussing their feelings in front of the head nurse.
Ongoing discussion outside of meetings is conducive to creativity.
You are charged with developing a new nursing curriculum and are committed to developing a curriculum that reflects the needs of the profession and of the workplace. To address deficits that may already be present in nursing curricula related to the workplace, you include more content and skills development related to:
Therapeutic communication with patients.
Effective communication in the workplace.
Increased emphasis on sender-receiver dyads.
Generational differences in communication.
The Situation-Background-Assessment-Recommendation (SBAR) system of communications is one of the most widely used communication systems in health care because:
It deals with all aspects of communications in patient care except communication with the physician.
The nurse is on the same communication level as administration.
It focuses on how information is provided and gleaned in an honourable way.
It honours an unstructured transfer of information.
From the information presented in this chapter, which of the following statements best defines an accomplished team?
They can create a form of synergism in which the outcome is greater than the sum of the individual performances.
They do not necessarily need goals, objectives, vision, and a clearly stated purpose.
They do not always have effective communication patterns.
They may or may not have a clear plan that is followed and revisited and has an ongoing evaluation scheme.
“I really wish that my supervisor would realize and acknowledge all the things I do well….” In nursing, this has been identified as a problem. Which statement is part of the solution?
Focus on new staff.
Focus on unfamiliar care assignments.
Focus on making corrections.
Focus on the strengths of the individual.
Trust is an important aspect of helping relationships, therapeutic communications, and the positive communications model. Which statement does not involve or operationally define trust?
Trust can be described as a belief that although the nurse is capable of helping in times of distress, the nurse is unlikely do so.
Trust is the basis by which leaders facilitate the activities and progress of a team.
Trust is critical in teams and interdisciplinary teams.
Trust is an important aspect of interpersonal relationships.
Which of the following is a characteristic of a good team member?
Inflexibility.
Cooperation.
Enlarging.
Playing politics.
In addressing nursing students in the lounge area, the unit manager was discussing team leadership and team effectiveness. She stated, “One can agree to disagree with another team member’s perspective even when one doesn’t necessarily see that perspective as being the correct one.” In being creative, which of the following basic rules was she talking about?
Listening actively.
Being compassionate.
Being flexible.
Committing to resolution.
Which of the following would not be a characteristic of an effective nursing team leader?
An autocratic perspective.
Excellent communication skills.
Awareness of everyone’s abilities.
A genuine interest in team members.
Which of the following is an example of an ineffective team member?
Indifference.
Being focused.
Being comfortable with disagreement.
Being relaxed.
What is not a key concept in a well-functioning team?
Absence of disagreement or conflict.
Special work that is understood and supported by all.
Willingness to work together respectfully.
Dedication to a mission.
Bennis (2009), a researcher and writer, posited that effective leaders simply care about people. Which of the following is a characteristic of a good leader?
Ability to admit to being wrong.
Not being judged by others.
Not amenable to being vulnerable.
Motivation.
When the manager identifies the outcome, and team members determine the direction, strategies, methods, and focus to achieve the outcome the team description is one of:
Self-governing team.
Self-directed team.
Manager-led team.
Self-managing team.
