According to the ANA Systematic Practices, nurses’ contributions to quality health care and their professional roles are scaled in:

Choice A Reason:

Sending an email expressing gratitude to the nurse for their outstanding performance is a good way to recognize their efforts. However, it lacks the personal touch and immediacy that can make recognition more impactful. While written appreciation is valuable, face-to-face recognition can be more meaningful and memorable for the recipient.

Choice B Reason:

Commending the nurse’s conduct during their upcoming performance evaluation is also a positive approach. However, waiting until the performance evaluation may delay the recognition, reducing its immediate impact. Timely recognition is important to reinforce positive behavior and show appreciation when it is most relevant.

Choice C Reason:

Shielding the nurse from potential embarrassment by expressing appreciation privately is considerate, but it may not be the most effective method. While some individuals may prefer private recognition, public acknowledgment can boost morale and encourage others to strive for similar excellence. It is important to know the preferences of the individual being recognized, but generally, public recognition can have a broader positive impact.

Choice D Reason:

Approaching the nurse after they leave the patient’s room and conveying specific aspects of their care that were valued is the most effective method. This approach provides immediate, personal, and specific feedback, which can be highly motivating. It shows that the manager is attentive and appreciative of the nurse’s efforts, reinforcing the positive behavior in a timely manner. Specific feedback helps the nurse understand exactly what actions were appreciated, making it more likely they will continue to perform at a high level.

Choice A Reason:

Temporarily setting aside upcoming organizational changes to concentrate exclusively on the unit’s requirements might seem like a good idea to focus on immediate needs. However, this approach can be short-sighted. Organizational changes often impact staffing needs, budget allocations, and overall unit operations. Ignoring these changes can lead to a misalignment between the unit’s budget and the broader organizational goals, potentially causing issues in the long run.

Choice B Reason:

Assessing the unit’s workload and taking into account the services it provides is crucial for developing an effective staffing budget. This approach ensures that the budget reflects the actual needs of the unit, including the number of staff required to deliver quality care and the types of services offered. By understanding the workload, the nurse manager can allocate resources more efficiently, ensuring that the unit operates smoothly and meets patient care standards. This method aligns with best practices in budget development for nurse managers, as it provides a clear picture of the unit’s needs and helps in planning for future demands.

Choice C Reason:

Identifying the services offered by competing healthcare organizations in nearby regions can provide valuable insights into market trends and competitive positioning. However, this information is more relevant for strategic planning and marketing rather than for developing a staffing budget. While it’s important to be aware of the competitive landscape, the primary focus of a staffing budget should be on the internal needs and workload of the unit.

Choice D Reason:

Ensuring that work schedules are prepared several months in advance is a good practice for operational efficiency and staff satisfaction. It helps in managing staff availability and reducing last-minute scheduling conflicts. However, this task is more related to day-to-day management and does not directly contribute to the development of a staffing budget. The budget should be based on a thorough assessment of the unit’s workload and service requirements, rather than just on scheduling practices.