A nurse is looking after a client who has signed an informed consent form for a procedure. Hours before the procedure, the client now says, “I’ve changed my mind and don’t want the procedure.” What should the nurse do in response?

Choice A Reason:

Saying “You have been very inconsiderate of others by not completing your share of the work” is confrontational and accusatory. This approach can lead to defensiveness and conflict rather than a constructive conversation. Effective communication in nursing should be respectful and focused on resolving issues collaboratively.

Choice B Reason:

“I need to speak with you about unit expectations regarding delegating and completing tasks” is the most appropriate statement. It is direct yet respectful, focusing on the expectations and standards of the unit rather than personal shortcomings. This approach opens the door for a constructive dialogue about performance and responsibilities, which is essential for resolving the issue and improving teamwork.

Choice C Reason:

“If you don’t do your share of the work, I will have to inform the nurse manager” is a threat and can create a hostile work environment. While it is important to address performance issues, using threats can escalate the situation and damage professional relationships. Constructive feedback should aim to support improvement rather than instill fear.

Choice D Reason:

“Several staff members have commented that you don’t do your fair share of the work” relies on hearsay and can be perceived as gossip. This approach can undermine trust and does not address the issue directly. It is more effective to focus on specific behaviors and expectations rather than what others have said.

Choice A Reason:

Follower implies that the nurse manager is taking direction from others rather than leading the situation. In this context, the nurse manager is actively addressing an issue, proposing solutions, and seeking input from the staff, which are leadership behaviors. Therefore, the role of a follower does not accurately describe the nurse manager’s actions in this scenario.

Choice B Reason:

Leader is the most appropriate role for the nurse manager in this situation. By calling a staff meeting, proposing a solution, and asking for input, the nurse manager is demonstrating leadership qualities. Effective leaders engage their team in problem-solving, encourage collaboration, and guide the team towards a resolution. This approach helps in addressing the issue effectively while fostering a supportive and inclusive work environment.

Choice C Reason:

Manager refers to the administrative and organizational responsibilities of the nurse manager. While the nurse manager is indeed managing the situation, the emphasis in this scenario is on leadership. The actions described—proposing a solution and seeking staff input—highlight the nurse manager’s role as a leader rather than just a manager. Leadership involves inspiring and motivating the team, which is crucial in handling complex situations like this.

Choice D Reason:

Regulator implies a role focused on enforcing rules and policies. While maintaining standards and policies is part of a nurse manager’s responsibilities, the scenario described involves more than just regulation. The nurse manager is actively engaging with the staff to find a solution, which is a leadership activity. Therefore, the role of a regulator does not fully capture the nurse manager’s actions in this context.