Sample Test Questions

Nurse Executive, Advanced Exam Sample Questions

The following sample questions are similar to those on the examination but do not represent the full range of content or levels of difficulty. The answers to the sample questions are provided after the last question. Please note: Taking these or any sample question(s) is not a requirement to sit for an actual certification examination. Completion of these or any other sample question(s) does not imply eligibility for certification or successful performance on any certification examination.

To respond to the sample questions, first enter your first and last names in the boxes below (this information will not be recorded; it is strictly for purposes of identifying your results). Then click the button corresponding to the best answer for each question. When you are finished, click the "Evaluate" button at the bottom of the page. A new browser window will open, displaying your results, which you may print, if you wish.

This practice exam is not timed, and you may take it as many times as you wish. Good luck!

First name: Last name:

1. Which percentage of employees must vote for union representation before the union can be certified as an official bargaining agent?

One half or 50% of the employees who vote, plus one employee.
One half or 50% of the total number of employees, plus one employee.
Two-thirds or 67% of the employees who vote.
Two-thirds or 67% of the total number of employees.

2. When developing an organizational approach to address workplace sexual harassment, the advanced nurse executive's role is to:

coach other leaders about behaviors that could be seen as unwelcome sexual advances.
investigate a nurse's claim of a sexual harassment event in the workplace.
provide direct education to staff regarding sexual harassment reporting.
support leaders who make decisions regarding workplace safety.

3. During union-organizing efforts, an unfair labor practice occurs if management:

informs employees that the advanced nurse executive would rather deal directly with them than with the union when differences arise.
refuses to allow employees to attend a meeting convened by labor organizers during work hours.
removes outside organizers from the organization's premises.
supplies the union with the requested information about specific employees of the organization.

4. The advanced nurse executive embeds professional nursing practice standards into the definition, priorities, and evaluation of care delivery by:

articulating a professional practice model that is clearly based on the mission, vision, and values of the organization.
creating a climate that promotes job satisfaction, competitive reimbursement, and professional growth opportunities.
developing a performance appraisal algorithm that measures adherence to the scope of nursing practice.
ensuring nurse autonomy and dignity through adoption of the American Nurses Association's Bill of Rights and Code of Ethics.

5. A disruptive innovation is:

a change that is terminated, because it is failing in the organization.
a change to an organization's senior leadership.
a disruption to the competitive landscape that creates change.
an incremental disruption that affects both technology and business models.

6. To address high turnover and low job satisfaction among nurses who have worked at the hospital for five years or more, the advanced nurse executive develops an action plan that includes:

discontinuing the career ladder, as it is costly and has been ineffective in retaining staff.
eliminating sign-on bonuses for nurses who are joining the organization.
increasing recruitment efforts to replace nurses who are leaving.
working with temporary staffing agencies to ensure adequate unit coverage.

7. The advanced nurse executive is the chair of a new performance improvement team whose purpose is to address patient flow through the emergency department (ED). A laboratory team member openly blames ED nurses for a long turnaround time in obtaining patient test results. To which phase of group development does the nurse executive attribute the blaming behavior?

Forming.
Norming.
Performing.
Storming.

8. Because of a lack of skilled nursing beds in the community, wait-listed patients at the acute care facility have an average length of stay of 25 days. To manage this problem, the acute care facility dedicates a number of beds to this special population. When preparing to staff this unit, the advanced nurse executive understands that:

both patient acuity and the level of technology must be assessed.
ratio of registered nurses to nursing assistants needs to be consistent with other units.
the acuity level of these patients will require more full-time equivalent staff.
these patients require a home-like environment.

9. Which statement about strategic planning is accurate?

Goal setting requires a broad range of expertise.
Goals should not exceed target dates greater than 10 years.
The goals should not include short-range plans.
The organization's board of directors establishes the goals.

10. A mission statement differs from a philosophy statement in that a mission statement:

articulates organizational goals, while a philosophy statement operationalizes those goals.
guides an organization's operation, while a philosophy statement establishes the organization's purpose.
includes action, while a philosophy statement encompasses organizational outcomes.
provides organizational direction, while a philosophy statement sets forth organizational beliefs.

11. Distinct approaches used in conflict resolution include accommodating, avoiding, collaborating, competing, and:

comforting.
compromising.
connecting.
coordinating.

12. Strategies that promote staff empowerment include adopting a shared vision, team building, relinquishing administrative control, and:

counseling the staff frequently.
delegating final decisions to the staff.
providing detailed instructions of a proposed plan.
rewarding performance that adheres to high standards.

13. A nurse manager who is new to the role asks the advanced nurse executive for advice on conducting performance evaluations on staff. The nurse manager believes that annual evaluations should be a motivational tool and does not want to put anything negative on the employees' evaluations. The nurse executive explains that:

low scores motivate the staff to improve their performance.
evaluations are most helpful when they benefit the employee and the organization.
the manager's scores should mirror the employee's self-evaluation.
this is a good strategy and will improve the organization's success.

14. A long-range budget is a strategic management tool because it:

allows departments to focus on the current fiscal year.
compares actual performance to budgeted performance.
monitors the quality of services provided.
translates goals and objectives into a specific action plan.

15. The advanced nurse executive sponsors an interprofessional team that is tasked with educating patients scheduled for total joint replacement surgery. What is the nurse executive's response when encountering resistance from team members?

Direct the mid-level managers to reemphasize the vision to their direct reports.
Encourage the first-level managers to reinforce the vision to the team members.
Gather together the various disciplines and listen to their concerns about the project.
Reeducate the team members about how their role affects the outcome of the team.

16. When managing conflict, how does the advanced nurse executive lead by example?

By discouraging differences.
By evaluating and initiating immediate action.
By identifying past experiences with conflict.
By recognizing and accepting feelings.

17. The advanced nurse executive receives notice that critical supplies have not arrived before a three-day holiday weekend. Due to a computer system error, the just-in-time supplies were not queued for delivery. The nurse executive's action is to:

conduct an internal audit of supplies, compared with patient usage and census, before requesting assistance from the materials manager.
contact the materials manager to expedite the delivery of supplies before the end of the work day.
direct the department managers to negotiate for needed supplies, and allocate resources according to department census.
mobilize personnel to facilitate the purchase of needed supplies from the available vendors.

18. When providing administrative oversight for a telehealth program, the advanced nurse executive's legal-ethical concern is:

that telehealth eliminates the risk of a breach of patient information.
the competence of a nurse in another jurisdiction.
whether telehealth nurses are protected from litigation under case law.
whether the scope of practice is limited by the state where the telehealth site exists.

19. The Emergency Medical Treatment and Active Labor Act requires the advanced nurse executive to review:

hospital policies that govern the management of employees who are impaired.
hospital policies that involve emergency department (ED) patient transfer procedures.
nursing policies that pertain to admissions and discharges.
nursing policies that relate to staff nurse reassignment.

20. Regarding professional ethics, the advanced nurse executive is responsible for ensuring that:

a nursing committee is established and meets regularly.
each nurse receives a copy of the American Nurses Association's Guide to the Code of Ethics for Nurses with Interpretive Statements.
educational offerings on ethics are held for the nursing staff every two years.
nursing is represented in the formal mechanism for addressing ethical dilemmas.

21. Which ethical conflict places equitable access to health care against actions that produce the greatest good?

Autonomy versus paternalism.
Fairness versus altruism.
Justice versus utilitarianism.
Veracity versus fidelity.

22. The advanced nurse executive develops a balanced scorecard for nursing practice by emphasizing:

consistency over time.
customer feedback.
financial performance.
internal and external benchmarks.

23. In order to evaluate a department's overall efficiency, which model for examining input, throughput, and output does the advanced nurse executive use?

Complexity theory.
Data analysis.
Performance review.
Systems theory.

24. When working with a nursing education team to develop a learning infrastructure to support nursing practice, the advanced nurse executive encourages the development of educational programs that:

are unrelated to their job activities.
focus on delegation.
minimize risk-taking.
provide new skills.

25. A novice nurse benefits from having a mentor because mentoring creates an established, long-term relationship that includes an evolution through mutual selection, modeling, and mentee growth. As an outcome, the nurse receives:

a designated coach.
a leadership promotion.
a respected peer colleague.
formal feedback.

Sample Test Questions

Nurse Executive, Advanced Exam Sample Questions

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