In Don Miguel’s “The Four Agreements,” a collection of agreements is outlined to foster personal development and consciousness. Which of the following is NOT among the four agreements?

Choice A Reason:

The nurse being discharged after writing a detailed social media post discussing the alleged patient abuse could be seen as a violation of hospital policy regarding social media use and patient confidentiality. While this action might seem retaliatory, it is more likely related to the breach of confidentiality and professional conduct standards.

Choice B Reason:

The nurse being discharged after three unsuccessful attempts at progressive discipline had failed indicates that the termination was due to performance issues rather than retaliation. Progressive discipline is a standard procedure used to address performance or behavior issues, and if the nurse failed to improve, the termination would be justified based on those grounds.

Choice C Reason:

The nurse being fired after formally filing a complaint in writing to hospital administration closely resembles employer retaliation. Filing a formal complaint is a protected activity under whistleblower protection laws, and retaliating against an employee for engaging in such activity is illegal. This scenario fits the definition of retaliation as it directly follows the nurse’s protected action.

Choice D Reason:

The nurse being fired after threatening to give full details of the patient abuse to local media sources could be seen as a breach of confidentiality and professional conduct. While this action might seem retaliatory, it is more likely related to the potential harm to the hospital’s reputation and breach of confidentiality.

Choice A Reason:

Providing the staff member the opportunity to disagree with the evaluation is a crucial aspect of a fair and transparent performance appraisal process. This approach allows for open communication and ensures that the staff member feels heard and respected. It also provides an opportunity for the nurse to address any misunderstandings or discrepancies in the evaluation. This practice can lead to a more constructive and positive appraisal experience, fostering a culture of trust and collaboration.

Choice B Reason:

Conducting the performance appraisal in a public setting to ease tension is inappropriate. Performance appraisals should be conducted in a private and confidential setting to ensure that the staff member feels comfortable discussing their performance openly. A public setting can lead to embarrassment and discomfort, which can hinder honest communication and negatively impact the appraisal process.

Choice C Reason:

Evaluating how well employees were able to perform duties outside of their job description is not a standard practice in performance appraisals. The focus should be on assessing the staff member’s performance based on their defined roles and responsibilities. While flexibility and willingness to take on additional tasks can be noted, the primary evaluation should be based on the core duties of the job.

Choice D Reason:

Initiating a random time to conduct the performance appraisal to ensure authentic responses by the staff member is not recommended. Performance appraisals should be scheduled in advance to allow both the evaluator and the staff member to prepare adequately. This preparation ensures a thorough and thoughtful evaluation process. Random appraisals can lead to anxiety and may not provide an accurate reflection of the staff member’s performance.