A nurse manager is introducing new staff members to computerized charting, which requires an understanding of informatics. Informatics, in essence, concerns three fundamental principles:

Choice A Reason

Advising the nurses to work out the problem between them can be a useful strategy in some situations, as it encourages direct communication and problem-solving. However, in this scenario, the nurses are already speaking loudly and simultaneously, indicating a high level of conflict and emotional intensity. Without managerial intervention, the situation may escalate further. Therefore, this approach may not be effective in resolving the immediate conflict.

Choice B Reason

Sending both nurses away and emphasizing that they cease their complaints is not an effective negotiation strategy. This approach dismisses the concerns of the nurses and does not address the underlying issue. It can lead to feelings of frustration and resentment, potentially worsening the conflict. Effective negotiation requires active listening and addressing the concerns of all parties involved.

Choice C Reason

Requesting each nurse, individually, to state their position is an effective negotiation strategy. This approach allows the manager to understand each nurse’s perspective and the specifics of the conflict. By listening to each nurse separately, the manager can gather all relevant information, reduce the emotional intensity, and facilitate a more structured and productive discussion. This method promotes fairness and ensures that both parties feel heard and respected.

Choice D Reason

Cautioning the nurses that disciplinary actions may be necessary if the issue isn’t resolved is a punitive approach that can escalate the conflict. This strategy may create a hostile environment and discourage open communication. Effective negotiation focuses on finding mutually acceptable solutions rather than threatening consequences. It is important to address the conflict constructively and collaboratively.

Choice A Reason

Advocating for higher salaries can certainly help improve job satisfaction and reduce turnover rates. Competitive wages are a significant factor in retaining staff, as they feel their work is valued and compensated fairly. However, salary increases alone may not address other underlying issues such as workload, work environment, and professional development opportunities. Therefore, while important, this strategy should be part of a broader approach to improving job satisfaction.

Choice B Reason

Frequently praising and recognizing individual staff members for good work is an effective strategy to boost morale and job satisfaction. Recognition programs can make employees feel appreciated and valued, which can enhance their commitment to the organization. However, this strategy alone may not be sufficient to address high turnover rates if other critical issues, such as excessive workloads or lack of career advancement opportunities, are not also addressed.

Choice C Reason

Hiring additional staff to lessen individual workloads is a highly effective strategy for reducing burnout and improving job satisfaction. Overworked nurses are more likely to experience stress, fatigue, and job dissatisfaction, leading to higher turnover rates. By ensuring adequate staffing levels, nurses can provide better patient care, feel less overwhelmed, and have a more balanced work-life experience. This approach directly addresses one of the primary reasons for nurse turnover and can significantly enhance job satisfaction.

Choice D Reason

Allowing LPNs and CNAs to perform tasks beyond their scope of practice is not a viable solution. This approach can compromise patient safety and lead to legal and ethical issues. Each healthcare professional has a defined scope of practice based on their training and licensure, and exceeding these boundaries can result in substandard care and professional liability. It is crucial to adhere to established scopes of practice to maintain high standards of patient care and professional integrity.