Chapter 11: Career Planning and Development in Nursing

1. A nurse is currently in the "promise" phase of career development. What goal should the

nurse prioritize during this stage?

a. Acting as a role model to recent graduates

b. Gaining exposure to a variety of experiences

c. Avoiding obsolescence

d. Graduating from nursing school

ANS: B

Feedback: Promise is the earliest of the career phases and typically reflects the first 10 years

of nursing employment. Milestones to be attained include socialization to the nursing role

(becoming an insider); building knowledge, skills, abilities, credentials, and an education

base; and gaining exposure to a variety of experiences. This stage begins after graduation,

not before. Role modeling becomes more of a priority in the subsequent stages of the

nurse's career. Obsolescence (or the perception of it) becomes an increasing concern during

the harvest stage.

2. An experienced nurse-manager describes a recently hired nurse as "very promising." The

manager can best promote this nurse's career development by:

a. asking other nurses to model their behavior on the new nurse's behavior.

b. providing the nurse with increasingly challenging work assignments.

c. removing the nurse from client care responsibilities and assigning management

tasks.

d. providing the nurse with positive feedback

ANS: B

Feedback: Providing challenging assignments is one way that the nurse's skills and

knowledge can be enhanced, benefiting career development. Identifying the recent hire as a

role model may place undue stress on the nurse and may create resentment from other

nurses who have more experience. Giving the nurse positive feedback may validate the

nurse's performance but will not necessarily promote career development. Removing the

nurse from client care would be premature at this early stage

3. A nurse-manager is arguing for the establishment of a formal career development program

in the health-care facility. What potential benefits should the manager describe? Select all

that apply

a. Employee attrition can be reduced.

b. Personnel can be used more effectively.

c. Employees can increase earning power.

d. Employment benefits are increased.

e. New skills are brought into the organization.

ANS: A, B, E

Feedback: Organizational justification for career development programs includes attrition

reduction, improved productivity, and general improved quality of life. Career development

programs cause a steady influx of new skills into an organization. Although employees may

earn more money and additional benefits as a result of career development, they are not the

reason that organizations undertake career development programs

4. A recent graduate's mentor is explaining the importance of career planning. What should the

mentor teach the recent graduate about career planning?

a. It is ultimately the employer's responsibility.

b. It should begin once the nurse has at least 12 months of client care experience.

c. It requires development and implementation of a long-term plan.

d. It functions best when the planning is episodic in nature

ANS: C

Feedback: Effective career planning requires long-term planning; it is the responsibility of

the individual and requires constant attention to function properly. Career planning should

begin as soon as possible in the nurse's career; there is no need to delay it until accruing 12

months of experience.

5. A nurse is constructing a resumé before beginning to search for a new job. When creating a

resumé, the nurse should:

a. give equal weight to strong and weak points.

b. aim for at least four to five pages in length.

c. use complex, scholarly language to demonstrate competence.

d. ensure that the document is concise and easy to read.

ANS: D

Feedback: The content of a resumé should be able to be grasped quickly by the individual

doing the hiring, so conciseness and readability are of key importance. Weaknesses are not

emphasized, and one to two pages is an ideal length

6. A nurse has recently graduated from nursing school and is transitioning into a nursing

career. Which activity is the nurse's personal responsibility for career management?

a. Developing career ladders

b. Establishing career paths

c. Providing challenging assignments

d. Developing career goals

ANS: D

Feedback: Only the development of a career plan is the responsibility of the individual. The

development of career ladders and career paths and the provision of challenging

assignments are management responsibilities

7. A nurse is interviewing for a position in a health-care facility. The interviewer identifies a

long-term coaching program for career development as one of the benefits in the

organization. The nurse should identify what characteristic of this program?

a. It occurs annually at performance appraisal reviews.

b. It focuses on employee performance deficits.

c. It requires the same intensity as a mentoring relationship.

d. It occurs over the entire employment tenure of an employee.

ANS: D

Feedback: Long-term coaching should occur over the entire employment of the employee.

Ideally, it is not something that happens solely at performance reviews, and it is generally

not as interpersonally intense as a mentoring relationship. Coaching focuses on enabling

strengths, not identifying deficits.

8. A nurse who has transferred to a new workplace setting self-identifies as "competent" on

Benner's continuum from novice to expert. What characteristic does this nurse most likely

possess?

a. A Bachelor of Science in Nursing degree

b. Two to 3 years of clinical experience

c. Basic health-care management skills

d. A well-defined career plan

ANS: B

Feedback: Nurses who are at the "competent" stage of their career typically have around 2

or 3 years of experience. The possession of a degree is not a necessary characteristic.

Similarly, it is unlikely that the nurse has firsthand experience at management. The nurse

may or may not have a career plan; the absence of a career plan does not necessarily prevent

ascension in nursing experience.

9. An experienced nurse-manager is organizing management development classes for some of

the nurses in the organization. What principle should the manager follow when planning the

classes?

a. They should be offered to every employee in the organization.

b. They should be limited to employees with university degrees.

c. The classes should include social learning activities.

d. The classes should be offered in an online format.

ANS: C

Feedback: The inclusion of social learning activities in management development increases

the possibility for employee retention. Management classes are not normally offered to

every employee, but they should also not be limited to just employees with university

degrees. There is no reason why they must be offered in an online format, and doing so may

make it more difficult to apply social learning principles.

10. The nurse-manager of a clinic has launched a career development program for nurses. The

manager should anticipate what benefits? Select all that apply.

a. Increased retention of staff

b. Decreased staff turnover

c. Increased skill level of nurses

d. Enhanced quality of work life for nurses

e. Increased interdisciplinary cooperation

ANS: A, B, C, D

Feedback: Research has shown that career development programs increase retention,

decrease attrition, increase nursing skill level, and improve the quality of work life for

nurses. Career development is less likely to have a direct effect on interdisciplinary

collaboration because this is not a direct result of career planning.

11. A nurse-manager is launching career coaching program in the workplace. What is the

manager's best initial action?

a. Observe employees to see who would most benefit from coaching.

b. Publicize the program to elicit as many participants as possible.

c. Arrange a meeting to present the learning objectives for the program.

d. Link participation in the program to employees' performance appraisals.

ANS: A

Feedback: The first step in career coaching is to observe employees and gather data. This

should be performed before selecting participants or meeting with interested employees. It

would be manipulative and counterproductive to link participation in a coaching program

with an employee's performance appraisal. Coaching that is based on coercion is unlikely to

be beneficial.

12. A nurse is selecting areas to focus on for continuing education and personal growth over the

next year. During this process, the nurse should:

a. prioritize learning that can take place in a college or university setting.

b. ask the manager to perform this task, if possible.

c. prioritize areas of study that are new to the nurse.

d. engage in reflective practice.

ANS: D

Feedback: Reflective practice has been suggested as a strategy for promoting personal

growth and continued competence in nursing. This does not always point to a need for

learning in a college or university setting, and it is unrealistic to delegate this task to a

manager. Reflection may indicate a need to enhance knowledge and skills in areas that are

familiar, not always new areas

13. A nurse has asked a colleague for assistance with a complex wound dressing change. What

response suggests that the colleague is at a novice level of nursing experience?

a. "Sure. Can you give me directions and then I'll do what you say?"

b. "I'm really busy right now. Can we do it sometime this afternoon?"

c. "I can do it for you later, if that helps."

d. "Definitely. I'll go and get the supplies and meet you at the bedside."

ANS: A

Feedback: A novice typically requires clear directions and is oriented on following

instructions and is less focused on thinking innovatively or independently. Deferring the

other nurse's request or taking initiative would be less typical of a novice nurse.

14. A nurse is applying for a job and is now writing a cover letter. The nurse should integrate

what characteristics of a cover letter? Select all that apply.

a. Introduce the applicant.

b. Briefly highlight key points of the resume.

c. List the contact information for the nurse's references.

d. Make a positive first impression.

e. Always used when submitting a resume.

ANS: A, B, D, E

Feedback: Cover letters should always be used when submitting a resumé. Their purpose is

to introduce the applicant, briefly highlight key points of the resume, and make a positive

first impression. The specific contact information for the nurse's references is not normally

included in the cover letter.

15. How can a nursing professional best demonstrate advanced achievement of competencies?

a. Participating in career planning

b. Achieving a new specialty certification

c. Transfer to a new department

d. Maintaining ethical standards of practice

ANS: B

Feedback: Professional specialty certification is one way that an employee can demonstrate

advanced achievement of competencies. The transfer, when used appropriately, may be an

effective way to provide career. Career planning and ethical practice are minimum

indicators of nursing practice, not indicators of advanced achievement. Requesting a transfer

does not necessarily indicate that the nurse possesses advanced achievement

16. A nurse is considering certification in an area of specialty. What potential benefits of

certification should the nurse consider? Select all that apply.

a. A personal sense of accomplishment

b. Exemption from continuing education requirements

c. Increased career options

d. Increased potential for advancement and promotions

e. Higher salaries

ANS: A, C, D, E

Feedback: The certified nurse often finds many personal benefits related to the attainment of

such status, including more rapid promotions on career ladders, advancement opportunities,

and feelings of accomplishment. In addition, they often earn more than their noncertified

counterparts. All nurses must complete continuing education requirements, regardless of

certification

17. The manager of a clinic is creating a system for career development for all employees. What

should be included in this program? Select all that apply.

a. Quarterly performance reviews for employees

b. Appropriate use of transfers between work locations

c. Policies and processes for handling promotions

d. Long-term coaching

e. Mandatory specialty certifications for all staff

ANS: B, C, D

Feedback: The manager should have a well-developed, planned system for career

development for all employees; this system should include the appropriate use of transfers,

how promotions are to be handled, and long-term coaching. These policies should be fair

and communicated effectively to all employees. Performance reviews are a necessity, but

performing these quarterly is excessive and onerous. Specialty certifications are beneficial,

but these are not normally required for all staff members. They are usually pursued by

nurses who choose to pursue them rather than being a mandatory requirement for

employment.

18. What characteristic of a nurse best indicates the attainment of an "expert" level of nursing

experience?

a. The nurse has more than 3 years of clinical experience.

b. The nurse is learning from experience how best to react in clinical situations.

c. The nurse identifies long-term goals for career advancement.

d. The nurse possesses an intuitive grasp of complex clinical situations.

ANS: D

Feedback: Benner identifies the fact that the expert nurse has an intuitive grasp of complex

situations. This normally requires more than 3 years of experience. Learning from

experience and setting goals are characteristics of the earlier stages in Benner's continuum

19. A nurse is currently in the "momentum" career phase. What activity is most appropriate

during this stage of the nurse's career?

a. Adjusting from the student role to the professional role

b. Avoiding obsolescence

c. Beginning to participate in continuing education

d. Being a role model to other nurses

ANS: D

Feedback: During the momentum stage, the individual often achieves a high enough level of

expertise to be a role model to others. Adjusting from a student role and beginning to

participate in continuing education are characteristic of the promise phase. During the

harvest stage, the nurse must avoid obsolescence.

20. A nurse is described by peers and colleagues as having expert knowledge, skills, abilities,

credentials, and education base. What career stage is this nurse most likely in?

a. Promise

b. Momentum

c. Harvest

d. Legacy

ANS: B

Feedback: Momentum is the middle career phase and typically reflects the nurse with 11 to

29 years of experience. Nurses in this phase are experienced clinicians with expert

knowledge, skills, abilities, credentials, and education base. "Promise" precedes this stage,

and "harvest" follows it. Nurses in the harvest stage are often described as legacy clinicians

21. A nurse has applied for a new position and has presented a nursing portfolio to the human

resources department. This portfolio will allow the nurse to:

a. present his or her specific career goals.

b. justify salary expectations.

c. give examples of professional growth.

d. showcase his or her academic credentials.

ANS: C

Feedback: All nurses should maintain a professional portfolio to reflect their professional

growth over their career. Normally, a professional portfolio is not used for presenting career

goals, academic credentials, or justifying a desired salary

22. A nurse-manager is appraising employees' competency levels during performance reviews.

What goal should the manager set when performing competency assessments?

a. Helping nurses identify ways to exceed minimal licensing requirements

b. Fulfilling state requirements for minimal nursing practice

c. Facilitating each nurse's advancement up the facility's career ladder

d. Satisfying institutional employment requirements

ANS: A

Feedback: Competency assessment and goal setting in career planning should help the

employee identify how to exceed the minimum levels of competency required by federal,

state, or organizational standards. Consequently, goals should go beyond just meeting

minimum requirements or fulfilling regulations

23. A nurse had made a renewed commitment to career planning. What activities should the

nurse perform in order to meet this goal? Select all that apply.

a. Accepting more overtime shifts

b. Introducing evidence-based practice changes regarding wound dressings

c. Discussing the health needs of the homeless with local politicians

d. Earning a bachelor's degree in nursing

e. Working with a seasoned mentor

ANS: B, C, D, E

Feedback: Career planning should include, at minimum, a commitment to the use of

evidence-based practice, learning new skills or bettering practice through the use of role

models and mentors, staying aware of and being involved in professional issues, and

furthering one's education. Working more hours in the form of overtime will not necessarily

advance the nurse's career plan.

24. The nurse-manager is designing a transition program for new nursing graduates. When

planning this program, the manager should aim to address what issues? Select all that apply.

a. Supporting practice autonomy

b. Strengthening new clinical skills

c. Introducing time management skills

d. Socializing nurses to the clinical environment

e. Enforcing adherence to institutional policies and procedures

ANS: A, B, C, D

Feedback: A well-designed transition-to-practice program strengthens new graduates' skills

and competencies and prepares the new nurse for the demands of caring for clients. As well,

it socializes nurses to the professional role. These programs are designed to empower new

graduates, not enforce policies and procedures

25. A recent nursing graduate has begun working full-time and is committed to career planning.

What action will be most likely to advance the nurse's career?

a. Changing jobs every 12 to 18 months

b. Obtaining professional certification

c. Adhering to standards of ethical practice

d. Participating actively in performance appraisals

ANS: B

Feedback: Advanced certifications have many benefits for a new nurse's career plan.

Changing jobs too often may create the impression that the nurse is unreliable. Ethical

practice is an imperative part of nursing but is not considered a career planning activity.

Similarly, active participation in career planning will not necessarily advance the nurse's

career.

26. A manager is conducting career coaching for an employee who is new to the organization.

When coaching this employee, the manager should:

a. conduct the coaching in a group of no more than six to eight nurses.

b. encourage the nurse to share his or her plans with the other nurses in the

organization.

c. help the nurse establish goals and make the attainment of the goals a condition of

employment.

d. make sure not to intimidate the employee during questioning.

ANS: D

Feedback: In order to make coaching a productive activity, it is important that the manager

not intimidate the nurse. Coaching is usually performed one-on-one, not in a group setting.

In most cases, the nurse is not obliged or expected to describe these private and personal

communications to the other nurses. Coaching should not normally become a precursor to

binding expectations for performance

27. What activity is most likely to promote a nurse's continued competence?

a. Working in a variety of clinical settings

b. Meeting minimal standards for relicensing

c. Acquiring new knowledge and skills on a regular basis

d. Submitting to regular performance reviews

ANS: C

Feedback: Continued competence requires a conscious plan for the nurse to increase his or

her knowledge and skills on an ongoing basis. This goes beyond meeting the minimum

requirements for licensure. Regular performance reviews will not necessarily cause a nurse

to promote continued competence. Similarly, a variety of clinical settings will not expose

the nurse to new experiences but may not be accompanied by an increase in knowledge and

skills

28. The manager of a busy medical-surgical wants to establish a transition-to-practice program.

The manager should cite what benefit of the proposed program to the hospital's

administrators?

a. More experienced nurses will be likely to apply for jobs.

b. Nurses on the unit will be more motivated.

c. Staffing costs will be reduced.

d. Turnover of new staff will likely be reduced.

ANS: D

Feedback: Transition-to-practice programs reduce staff turnover and attrition. Their

existence is less likely to be an issue for more experienced nurses. These programs can be

expensive and may not cause a reduction in overall staffing costs. This program is unlikely

to affect overall motivation on the unit.

29. A nurse will soon be creating a plan for continuing competence. What activity should the

nurse prioritize when making this plan?

a. Reflecting on his or her own practice

b. Eliciting input from trusted nursing colleagues

c. Eliciting input from members of other health disciplines

d. Setting 3-year and 5-year career goals

ANS: A

Feedback: Reflection is a critical step in the development of a continued competence plan,

and it must precede the development of goals. Eliciting input from others can be beneficial,

but it is not a substitute for self-reflection

30. A nurse has more than four decades of experience. In order to ensure that the nurse is not

seen as obsolete by peers and colleagues, the nurse should:

a. seek a leadership position.

b. offer to mentor newly graduated nurses.

c. change jobs as frequently as possible.

d. continually seek new knowledge and experience.

ANS: D

Feedback: Nurses in the later stages of their career must aim to "reinvent" themselves in

order to avoid being seen as obsolete. This normally entails the acquisition of new

knowledge and experience. Holding a leadership position does not guarantee that the nurse

will acquire new knowledge and skills nor does mentoring a new graduate. Changing jobs

exposes the nurse to new settings and experiences but does not necessarily cause the nurse

to gain new knowledge and skills.