Chapter 24: Managing Personal/Personnel Problems

Chapter 24: Managing Personal/Personnel Problems

 

Complete Chapter Questions With Answers

 

Sample Questions Are Posted Below

 

MULTIPLE CHOICE

 

1. The most important approach that a nurse manager can take with an emotionally troubled employee is to:

a.	Act as a therapist for the employee.
b.	Adjust the standard of care to assist the employee.
c.	Assist the employee in obtaining professional help.
d.	Adjust the employee’s work schedule to decrease stress.

 

ANS:   C

Emotional difficulties are usually beyond the scope of skills that a nurse manager would normally employ. A referral needs to be made to a professional who is specifically prepared to deal with this kind of difficulty.

 

REF:    Pages 487, 488

TOP:    AONE competency: Communication and Relationship-Building

 

2. The nurse manager knows that the most serious effect that absenteeism has on the nursing unit is that:

a.	Using replacement personnel with new ideas may be beneficial.
b.	Salary costs are lower because personnel are fewer, and outcome is favorable.
c.	Absence on the part of the rest of the staff is decreased.
d.	Unacceptable patient care may result.

 

ANS:   D

Reduced staffing adversely affects patient care. Employee morale suffers, care standards may be lowered, and additional stress is placed on working staff.

 

REF:    Pages 483, 484

TOP:    AONE competency: Knowledge of Healthcare Environment

 

3. In keeping with guidelines of the organization, the nurse manager documents staff problems. Documentation of disciplinary problems should:

a.	Include a plan to correct them and to prevent future occurrences.
b.	State a detailed history of past problems that are related to the current one.
c.	Be written at the convenience of the manager.
d.	Accumulate until the evaluation period begins.

 

ANS:   A

In documenting staff problems, it is important to specifically indicate what rules were broken or violated, consequences if behavior is not altered, employee’s explanation of the incidents, and the plan of action to achieve and to reach new goals.

 

REF:    Page 491         TOP:    AONE competency: Knowledge of Healthcare Environment

 

4. Before terminating an employee, a nurse manger must:

a.	Be an expert in all legal aspects of termination and discipline practices.
b.	Know the organization’s specific policies for addressing disciplinary problems and termination.
c.	Function as a counselor for problem employees.
d.	Do everything to assist and protect the employee by adjusting standards and policies.

 

ANS:   B

It is important to know the policies of the organization to address disciplinary issues fairly and equitably, as well as to know the model that is employed to address employee problems.

 

REF:    Pages 492, 493

TOP:    AONE competency: Knowledge of Healthcare Environment

 

5. A nurse manager understands that the typical first step in handling an employee with a disciplinary problem is a:

a.	Verbal reprimand.
b.	Written reprimand.
c.	Reminder of employment standards.
d.	Day off without pay.

 

ANS:   C

The progressive model of discipline advocates that the first step of the disciplinary process is the informal reprimand or verbal admonishment. The nonpunitive discipline model advocates reminding the employee of the employment policies and procedures of the agency.

 

REF:    Pages 491, 492

TOP:    AONE competency: Knowledge of Healthcare Environment