The nurse manager on a unit wants to evaluate patient satisfaction. The nurse manager understands that ultimately, positive relationships with consumers of care are evaluated by the:

Choice A reason: Dedication to a mission is typically beneficial for team performance as it aligns team members towards a common goal. When team members are committed to the mission, they are more likely to work collaboratively and put in the effort required to achieve the team's objectives.

Choice B reason: Having special work that is understood and supported by all is crucial for a team's success. It ensures that all members are on the same page and that their efforts are coordinated, which can lead to increased efficiency and better outcomes.

Choice C reason: While it may seem counterintuitive, the absence of disagreement or conflict can actually hinder team performance. Healthy debate and differing viewpoints can lead to better decision-making and innovation. Without conflict, teams may fall prey to groupthink, where the desire for harmony leads to poor decision-making and a lack of creative solutions.

Choice D reason: A willingness to work together respectfully is essential for a positive team environment and effective collaboration. Respectful interactions foster trust and open communication, which are foundational for high-performing teams.

Choice A reason: Posting comparisons of client satisfaction scores can be motivating for the staff, but it may also create unnecessary competition and stress, which could negatively impact client care and satisfaction.

Choice B reason: Involving staff in resolving client issues quickly and effectively can directly improve client satisfaction. It demonstrates a commitment to addressing concerns and improving the client experience.

Choice C reason: Asking clients to put complaints in writing can be part of a formal grievance process, but it may not strengthen client satisfaction as it could be perceived as bureaucratic and unresponsive.

Choice D reason: Ensuring that staff apologize only when it is their fault does not foster a culture of accountability and service recovery, which are important for client satisfaction. Apologies can be powerful in healing and restoring client trust, even if the staff is not at fault.