Ethics and Issues in Contemporary Nursing PDF

Correct Answer: C

Rationale: The correct answer is C: urine drug screening. Preemployment physicals commonly include urine drug screening to ensure that job applicants are free from illegal substances. This step is crucial for workplace safety and productivity. Cholesterol screening (A) is not typically part of preemployment physicals unless specifically required by the employer. Pregnancy testing (B) is considered discriminatory and is not standard practice. Vision and hearing tests (D) may be included in preemployment physicals, but they are not as common as urine drug screening for ensuring a drug-free workplace.

Correct Answer: A

Rationale: The correct answer is A: Safe and effective care environment. The rationale is that assigning different nurses to care for a patient with shingles and a patient with HIV/AIDS is an example of maintaining infection control and preventing the spread of communicable diseases. This falls under the category of safe and effective care environment because it ensures proper isolation precautions are followed to protect both patients and healthcare workers. Summary: - Option A is correct because it relates to infection control and maintaining a safe care environment. - Option B, health promotion and maintenance, is not relevant to the scenario described. - Option C, psychosocial integrity, does not address the primary concern of preventing the spread of infection. - Option D, teaching/learning, is not the focus of the scenario, which is more about infection control and safety.

Correct Answer: C

Rationale: The correct answer is C: nonmaleficence. Nonmaleficence is the ethical principle of doing no harm to others. In this scenario, the nurse is deliberately putting clients at risk by not adhering to universal precautions, which violates the principle of nonmaleficence. By intentionally endangering others, the nurse is directly going against the ethical duty to prevent harm. A: Veracity refers to truthfulness, not relevant in this scenario. B: Beneficence is the ethical principle of doing good for others, not applicable as the nurse's actions are harmful. D: Autonomy is the principle of respecting an individual's right to make their own decisions, not relevant as the nurse is not respecting the clients' autonomy by putting them at risk without their consent.

Correct Answer: B

Rationale: The correct answer is B: moving. In Lewin's change management model, the process involves three stages: unfreeze, move, and refreeze. In this scenario, the hospital has already identified the need for change (unfreeze) by recognizing the issue with patient satisfaction scores. The change agent's recommendations and the implementation of interdisciplinary walking rounds and involving patients and families in rounds indicate the active phase of making changes and transitioning to new practices (moving). The actions taken, such as rounding every shift, updating the team through huddles, monitoring nurse participation, and interviewing patients, all demonstrate movement towards the desired change. Refreeze would come after the changes have been successfully implemented to stabilize and institutionalize the new practices. The options A (unfreeze) and C (refreeze) are incorrect as the hospital is currently in the implementation phase of change, and option D (resistance) does not apply as there is no indication of significant resistance to the proposed changes in the scenario provided.

Correct Answer: A

Rationale: The correct answer is A because seeking individuals to spy on coworkers who are possible union supporters is a violation of the National Labor Relations Act (NLRA). This action is considered an unfair labor practice as it interferes with employees' rights to engage in protected concerted activities, including discussing unionization. It creates a hostile work environment and undermines the employees' right to organize. Choices B, C, and D are incorrect because they do not directly violate the NLRA. Photographing employees participating in union-related activities may be considered intimidating but is not explicitly prohibited. Visiting managers outside of work to gain their perception of union popularity is not inherently illegal, as long as it does not coerce or intimidate them. Threatening to relocate the company if the union wins is considered an unfair labor practice, but in this scenario, it is mentioned that there is no intention to relocate, so it does not apply.