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

Conduct a chart review that reflects the care issue.

Ask other staff to document concerns to use for discharging.

Ask questions of the employee that can reflect the employee's knowledge base.

Determine if the employee issue is a will or skill issue.

Answer and Explanation

The Correct Answer is D

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.

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Correct Answer is C

Explanation

Choice A reason: Hiring nurses who are not part of the union during a strike may be a strategic decision during labor disputes and does not necessarily constitute a situation warranting whistleblowing.

Choice B reason: Disregarding due process when disciplining a nurse can lead to unfair treatment and legal issues, making it a valid concern for whistleblowing to ensure justice and adherence to policies.

Choice C reason: Delaying responses to provide safe care compromises patient safety and could be a systemic issue that requires whistleblowing to bring attention to and rectify the situation.

Choice D reason: Refusing to bargain in good faith with the elected bargaining agent can disrupt labor relations and may be a serious concern, but it typically involves legal and union intervention before whistleblowing is considered.

A. "Tell us about your work and academic experiences and qualifications." B. "If we were to ask your references, what would they list as your strengths? Weaknesses?" C. "Could you review your resume for us, highlighting your certifications and experience?" D. "We have a number of older adult patients on this unit. If you noticed another staff member addressing one of these patients impatiently, how would you respond?"

Correct Answer is D

Explanation

Choice A reason: While understanding a candidate's background is important, it does not specifically address their fit with the unit's culture.

Choice B reason: Asking about strengths and weaknesses provides insight into a candidate's self-awareness but does not directly relate to cultural fit.

Choice C reason: Reviewing a resume is a standard part of the interview process but does not provide information on how the candidate would interact within the unit's culture.

Choice D reason: This question is relevant to determining cultural fit as it assesses the candidate's interpersonal skills and their approach to potential conflicts or challenges within the unit's environment.

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

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Naxlex Comprehensive Predictor Exams

The ED staff members are concerned that working long hours without rest puts patient safety at risk. One staff member decides that she will risk her job and become a whistleblower. Whistleblowing is an appropriate recourse when management:

Correct Answer is C

Explanation

In determining the fit of a candidate with the culture of your unit, which of the following interview questions might be asked?

Correct Answer is D

Explanation

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

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