Before terminating an employee, a nurse manager must:

Be an expert in all legal aspects of termination and discipline practices.

Follow the organization's specific policies for addressing disciplinary problems and termination.

Do everything to assist and protect the employee by adjusting standards and policies.

Function as a counselor for problem employees.

Answer and Explanation

The Correct Answer is B

Choice A reason: While it is beneficial for a nurse manager to be knowledgeable about legal aspects of termination and discipline, being an expert is not a practical expectation. The expertise typically lies with legal professionals and human resources departments.

Choice B reason: This is the correct choice because it is essential for a nurse manager to adhere to the organization's established policies when addressing disciplinary issues and termination. This ensures fairness and legal compliance.

Choice C reason: Adjusting standards and policies to assist and protect an employee may not be appropriate as it could lead to inconsistencies and potential legal issues. Standards and policies are in place to ensure uniformity and should be followed unless officially changed.

Choice D reason: A nurse manager may provide support to problem employees, but functioning as a counselor is not within the scope of their managerial responsibilities. Referral to professional counseling services would be more appropriate.

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Correct Answer is D

Explanation

Choice A reason: Conducting a chart review can provide insights into the care issue, but it does not directly address the employee's performance or reasons for failing to meet standards.

Choice B reason: Asking other staff to document concerns may be part of a broader investigation into the issue, but it should not be used solely for the purpose of discharging an employee without a fair assessment and opportunity for improvement.

Choice C reason: Asking questions of the employee can help understand their perspective and knowledge base, but it is not a comprehensive approach to dealing with performance issues.

Choice D reason: Determining if the issue is related to the employee's will or skill is essential. If it is a skill issue, the leader can provide additional training or resources. If it is a will issue, then further action, such as motivational interviewing or disciplinary measures, may be necessary. This approach ensures a fair and constructive response to the problem.

A. Measurable and physician-sensitive B. Patient care-centered and non-measurable C. Measurable and nursing-sensitive D. non-measurable and nonphysician-sensitive

Correct Answer is A

Explanation

Choice A Reason: The outcome statement specifies a measurable reduction, making it suitable for tracking progress. Additionally, physicians are directly involved in the implementation and monitoring of staff training related to catheterization.

Choice B Reason: The outcome statement includes a specific measure (ten percent reduction), making it measurable.

Choice C Reason: The outcome statement emphasizes physician-related interventions (staff training) rather than nursing-specific aspects.

Choice D Reason: The outcome statement specifies a measurable reduction and directly involves physicians.

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Before terminating an employee, a nurse manager must:

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Naxlex Comprehensive Predictor Exams

How can a leader deal fairly with employees who fail to meet established standards of care?

Correct Answer is D

Explanation

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Correct Answer is A

Explanation

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