The nurse manager needs to create a patient satisfaction survey. What is one of the crucial factors to consider when choosing a patient satisfaction tool?

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:

A verbal warning is typically the first step in addressing an employee with a disciplinary issue. This approach allows the manager to inform the employee about the specific behavior or performance issue and discuss the necessary improvements. It is a less formal method that aims to correct the behavior without escalating the situation. Verbal warnings are often documented to ensure there is a record of the conversation and the expectations set during the meeting.

Choice B Reason:

Suspension with pay is a more severe disciplinary action and is usually not the initial step in addressing an employee issue. This measure is often reserved for more serious infractions or when an investigation is required. It serves as a temporary measure to remove the employee from the workplace while the issue is being resolved. Starting with a suspension can be seen as too harsh and may not provide the employee with an opportunity to correct their behavior before more severe actions are taken.

Choice C Reason:

A reminder of employment standards can be part of the disciplinary process, but it is not typically the initial step. Reminding employees of the standards and expectations is important, but it is usually done in conjunction with other disciplinary actions, such as a verbal or written warning. This reminder helps reinforce the company’s policies and the importance of adhering to them, but it alone may not be sufficient to address the specific issue at hand.