In opening a new dialysis unit, the nurse manager has to develop a philosophy for the unit. This philosophy needs to:

Choice A reason: Advocating for the patient means the nurse manager is acting on behalf of the patient's interests, especially when the patient is unable to do so. This includes ensuring the patient receives necessary medical care regardless of their ability to pay.

Choice B reason: Empowering the patient typically involves educating and enabling them to make informed decisions about their own care. While important, it does not directly relate to the nurse manager's actions in this scenario.

Choice C reason: Avoiding litigation may be a secondary benefit of advocating for the patient, but it is not the primary intention described in this scenario. The focus is on patient care, not legal consequences.

Choice D reason: Supporting the clinical pathway involves following established protocols for patient care. While the nurse manager's actions may align with the clinical pathway, the term does not capture the advocacy aspect of ensuring treatment for a patient who cannot pay.

Choice A reason: Telling the nurse she will be fired if her behavior does not change is a final warning and may not be the best initial approach. It can create a hostile work environment and does not facilitate a solution to the underlying issue.

Choice B reason: Confronting the nurse to discuss the issue and initiate problem-solving measures is a proactive approach. It allows the manager to understand the reasons behind the lateness and work with the nurse to find a solution, which could include time management strategies.

Choice C reason: Telling other staff members to cover for the late nurse does not address the problem and may lead to further unrest and resentment among the team.

Choice D reason: Waiting to address the issue at the 3-month probation evaluation delays dealing with the problem and allows the disruptive behavior to continue, potentially affecting patient care and team dynamics.