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?
Sending an email expressing gratitude to the nurse for their outstanding performance.
Commending the nurse’s conduct during their upcoming performance evaluation.
Shielding the nurse from potential embarrassment by expressing appreciation privately.
Approaching the nurse after they leave the patient’s room and conveying specific aspects of their care that were valued.
The Correct Answer is D
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.
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Related Questions
Correct Answer is C
Explanation
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.
Correct Answer is A
Explanation
Choice A Reason:
Unfreezing is the first stage in Lewin’s Stages of Change. This stage involves recognizing the need for change and preparing the organization to accept that change is necessary. It includes creating awareness about the current issues and the benefits of the proposed changes. In this scenario, the new manager has identified that the unit is following outdated procedures and is aware of the evidence against this practice. The eagerness to make a rapid change indicates that the manager is in the unfreezing stage, where the focus is on breaking down the existing status quo before building up a new way of operating.
Choice B Reason:
Reheating is not a recognized stage in Lewin’s Stages of Change. Lewin’s model consists of three stages: Unfreezing, Moving (or Changing), and Refreezing. Therefore, this option is not applicable to the scenario described.
Choice C Reason:
Refreezing is the final stage in Lewin’s Stages of Change. This stage involves solidifying the new changes into the organization’s culture and practices. It ensures that the changes are sustained over time. Since the manager is eager to initiate change and has not yet implemented or solidified any new procedures, they are not in the refreezing stage.
Choice D Reason:
Moving (or Changing) is the second stage in Lewin’s Stages of Change. This stage involves implementing the changes and transitioning to new ways of working. It includes developing new behaviors, processes, and attitudes. While the manager is eager to make changes, they have not yet started the implementation process, which means they are not in the moving stage.
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