A charge nurse is orienting a newly licensed nurse and observes the newly licensed nurse imitating her behaviors. The nurse should recognize this behavior as which of the following defense mechanisms?

Reaction formation

Suppression

identification

Compensation

Answer and Explanation

The Correct Answer is C

A. Reaction Formation:
Reaction formation is a defense mechanism where an individual expresses feelings or behaviors that are the opposite of their true feelings or impulses. For example, someone who harbors unconscious aggressive feelings might display exaggerated friendliness and kindness. In the given scenario, the behavior of the newly licensed nurse is not contradictory to their true feelings; they are imitating the charge nurse willingly.

B. Suppression:
Suppression is a conscious effort to push down or hide certain thoughts or feelings. Unlike repression (which is unconscious), suppression involves a deliberate choice not to think about or dwell on certain emotions or thoughts. In the scenario, the behavior of the newly licensed nurse is not an example of suppression because they are not consciously trying to hide their actions.

C. Identification:
Identification is a defense mechanism where an individual unconsciously models their behavior, feelings, or attitudes after those of someone else, especially someone they perceive as powerful or significant. In this scenario, the newly licensed nurse is imitating the behaviors of the charge nurse, which is an example of identification.

D. Compensation:
Compensation is a defense mechanism where an individual consciously or unconsciously covers up weaknesses, frustrations, or feelings of inadequacy by emphasizing strengths or seeking to excel in other areas. It involves making up for a perceived lack by putting extra effort into another aspect of life. The scenario does not describe the newly licensed nurse compensating for any perceived weakness; they are simply imitating the charge nurse's behavior.

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Correct Answer is A

Explanation

A. Encourage participants to express conflicts and work toward resolution:
Explanation: During the working phase of therapy, the nurse encourages participants to express their conflicts, fears, and concerns openly. The working phase is characterized by active participation and problem-solving. Encouraging clients to express their feelings and conflicts helps them work through their issues and promotes resolution. It's a crucial step in the therapeutic process, allowing clients to explore their emotions and gain insight into their anxieties.

B. Inform participants about principles for listening to and respecting each other:
Explanation: Setting ground rules for respectful communication is typically done in the initial or pre-working phase of therapy. While maintaining a respectful environment is important throughout the therapeutic process, it's not specific to the working phase.

C. Suggest that participants reflect on their progress as individuals and as a group:
Explanation: Reflection and assessment of progress can occur throughout therapy, not just in the working phase. It's essential for clients to evaluate their progress, but this action is not exclusive to the working phase.

D. Ask participants to become acquainted with and talk to each other:
Explanation: Building rapport and getting acquainted with other group members often occurs in the initial phase of therapy. During the working phase, the focus shifts more toward discussing and resolving specific issues and conflicts rather than introductory activities.

A. Reassure staff members that the debriefing is confidential. B. Have staff members discuss their involvement in the event. C. Ask staff members to describe their most traumatic memories of the event. D. Provide stress-management exercises to the staff members.

Correct Answer is A

Explanation

A. "Reassure staff members that the debriefing is confidential."
This is an appropriate first step. Ensuring confidentiality creates a safe environment where individuals feel comfortable sharing their experiences and emotions.

B. "Have staff members discuss their involvement in the event."
This can be a part of the debriefing process, but it might not be the first step. Generally, individuals are given the option to share their experiences, but they should not be forced to do so. Some might not be ready to talk about their involvement immediately.

C. "Ask staff members to describe their most traumatic memories of the event."
This might be too intrusive as a first step. It's important to approach discussions about specific traumatic memories with caution and only when individuals are comfortable sharing.

D. "Provide stress-management exercises to the staff members."
This could be a helpful step after ensuring confidentiality and allowing individuals the opportunity to express their feelings. Stress-management exercises can provide valuable coping strategies.

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