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Combating workplace violence with peer mentoring

doi: 10.1097/01.NUMA.0000434333.54035.6c
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INSTRUCTIONS Combating workplace violence with peer mentoring


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  • On the print form, record your answers in the test answer section of the CE enrollment form on page 39. Each question has only one correct answer. You may make copies of these forms.
  • Complete the registration information and course evaluation. Mail the completed form and registration fee of $21.95 to: Lippincott Williams & Wilkins, CE Group, 74 Brick Blvd., Bldg. 4, Suite 206, Brick, NJ 08723. We will mail your certificate in 4 to 6 weeks. For faster service, include a fax number and we will fax your certificate within 2 business days of receiving your enrollment form.
  • You will receive your CE certificate of earned contact hours and an answer key to review your results. There is no minimum passing grade.
  • Registration deadline is September 30, 2015.
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Combating workplace violence with peer mentoring

GENERAL PURPOSE: To provide information to nurse managers about the impact of mentoring on the perception and management of workplace violence. LEARNING OBJECTIVES: After reading the article and taking this test, you should be able to: 1. Describe the behaviors included in the term “workplace violence.” 2. Identify the impact of mentoring on workplace violence.

  1. The phrase “nurses eat their young” implies
    1. older nurses refuse to work with new nurses.
    2. poor performing nurses are shunned because they increase the workload of other nurses.
    3. a negative relational culture exists that's especially detrimental to new nurse employees.
    4. the stress of nursing jobs impedes a healthy family/home life.
  2. New nurses' feelings of aloneness and vulnerability relate to
    1. loss of collegiality and the familiarity of the academic setting.
    2. financial instability and increasing debt.
    3. inexperience.
    4. lack of coping skills and immaturity.
  3. New nurses are often disillusioned because
    1. experienced nurses don't support them.
    2. real world practices fall short of the standards learned in school.
    3. clinical practice is more difficult than expected.
    4. they can't practice competently and independently.
  4. The literature provides evidence that mentoring
    1. prevents workplace violence.
    2. protects new employees.
    3. enhances work relationships.
    4. facilitates rapid growth in clinical competence.
  5. The literature demonstrates peer mentoring
    1. attenuates new nurses' perceptions of experiences with workplace violence.
    2. increases new nurses' awareness of the prevalence of workplace violence.
    3. diminishes new nurses' awareness of the prevalence of workplace violence.
    4. increases new nurses' ability to cope with workplace violence.
  6. The mentoring program included
    1. classes on mentoring for mentors/mentees.
    2. self-defense training for mentors/mentees.
    3. training in team-building strategies.
    4. training in dealing with difficult people.
  7. Which activity enhance self-awareness?
    1. sharing communication and learning methods
    2. daily journaling to identify successes
    3. weekly debriefings for mentors/mentees
    4. completing an individual personality profile
  8. Mentors' journaling provided
    1. a report of each mentee's accomplishments.
    2. descriptions of mentoring difficulties.
    3. a means of determining the mentor's engagement for later recognition.
    4. an opportunity for the mentee to review and discuss his or her practice.
  9. The study determined that mentoring
    1. eliminated new nurses' anxiety.
    2. mitigated negative perceptions of coworkers.
    3. increased bonds between experienced staff members and new employees.
    4. increased staff retention by more than 50%.
  10. The study also determined that mentoring
    1. provided a safety net for new employees to make mistakes in the context of learning.
    2. significantly improved relationships.
    3. increased the speed with which new nurses achieved competency and independence.
    4. provided new strategies to address negative workforce behaviors.
  11. Which of the following reflects the violence continuum from anxiety to high stress?
    1. lack of support—intimidation—bullying—aggression
    2. intimidation—lack of support—aggression—bullying
    3. aggression—bullying—intimidation—lack of support
    4. bullying—aggression—lack of support—intimidation
  12. In this study, intimidation is defined as
    1. derision of the new nurse by another employee.
    2. the new nurse's perception that he or she was threatened, coerced, or singled out.
    3. an experienced employee expressing displeasure with the performance of a new employee.
    4. spreading gossip, rumors, or stories involving a new employee.
  13. Nurses reported higher levels of violence in relation to
    1. length of time at their job.
    2. length of time spent away from their mentor.
    3. stress, self-confidence, fear, and the perceived lack of support.
    4. response of management to their performance and progress.
  14. From the nursing staff perspective, the highest level of perceived violence is related to
    1. criticism from management.
    2. low self-esteem.
    3. times when the mentor was unavailable.
    4. negative peer interactions.
  15. Mentoring programs are needed to
    1. empower nurses to address negative workforce behaviors and hostile work environments.
    2. increase the number of nurses who enroll in residency programs.
    3. increase recruitment and retention.
    4. improve the ability of experienced nurses to communicate effectively with new graduates.
  16. Mentoring programs support which recommendation from the Future of Nursing report?
    1. Expand opportunities for nurses to lead.
    2. Ensure that nurses engage in lifelong learning.
    3. Nurses as full partners in redesigning healthcare.
    4. Nurses practicing to full extent of education.


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