A nurse serves as a preceptor to a new graduate who is taking an ...

[Anajune7]

A nurse serves as a preceptor to a new graduate who is taking an admission database from a new patient. Afterward, the preceptor critiques the new graduate's use of why questions, stating,
 
  a. Avoid using why' questions because they make people defensive.
  b. Good job. Your why' questions were focused and right to the point.
  c. Nice work. Your why' questions were clear and very understandable.
  d. Try using other kinds of questions because why' questions get monotonous.

Question 2

A nursing manager wants to be involved in activities that would systematically improve quality care. The manager would best accomplish this by
 
  a. ensuring that temporary agency nurses fill open positions.
  b. hiring only baccalaureate-prepared nurses on that unit.
  c. preparing cost estimates for a new telemetry system.
  d. teaching nurses on the unit to use positive conflict-resolution skills.

[aruss1303]

Answer to Question 1

A
Why questions are not useful because they ask people to explain things. The person might not understand the rationale behind this and may become defensive.
The questions might have been focused, but why questions are not considered a good communication technique.
The questions may have been clear and understandable, but why questions are not considered a good technique; they can put people on the defensive.
Try using other kinds of questions because they get monotonous would not be a relevant critique of why questions.

Answer to Question 2

C
Nurse managers are involved in quality improvement activities in two ways: by creating a culture that is supportive of quality improvement and by making business cases for investments in technology and structural changes. By preparing a cost analysis for a new telemetry unit, this nurse manager is participating in systemic quality improvement.
Filling open positions is important to maintain quality in the hospital, but using temporary agency nurses is working from a crisis mode and not working toward long-term quality improvement.
Policy groups do recommend a higher proportion of BSN-prepared nurses on staffs. However, this does not guarantee improved quality.
Conflict-resolution skills are a great asset, but this does not address quality improvement.