As a nurse manager, you observe that one of your new nurses has delivered exceptional care to a patient’s family. What would be the MOST effective method to recognize the nurse’s performance?

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.

Choice A Reason:

I believe I am rightly following our agency’s scheduling policies. Could you elaborate on your concerns? This response demonstrates assertiveness by acknowledging the nurse’s concerns and inviting further discussion. It shows that the nurse manager is confident in their actions but is also open to understanding the staff nurse’s perspective. This approach fosters open communication and problem-solving, which are key components of effective leadership.

Choice B Reason:

Why do you think I am being unfair? Your emotions are clouding your judgment. This response is dismissive and confrontational. It invalidates the staff nurse’s feelings and implies that their concerns are not legitimate. Such a response can escalate the conflict and damage the working relationship between the nurse manager and the staff nurse.

Choice C Reason:

You shouldn’t make accusations or imply your own shortcomings too. This response is defensive and accusatory. It shifts the focus from the issue at hand to the staff nurse’s behavior, which is not constructive. Effective communication should address the concerns directly without making personal attacks.

Choice D Reason:

I’m sorry, I will try to be more fair from now on. While this response shows a willingness to change, it lacks assertiveness. It implies that the nurse manager agrees with the accusation of unfairness without seeking to understand the specific concerns. Assertiveness involves standing by one’s decisions while being open to feedback and discussion.