The nurse manager understands that the primary consequence of absenteeism on the nursing unit is:

Introducing substitute staff with fresh perspectives can harm the unit’s culture.

Unacceptable patient care may result.

Lower personnel numbers lead to reduced salary expenses, creating a positive variance.

It may encourage other team members to engage in absenteeism.

Answer and Explanation

The Correct Answer is B

Choice A Reason:

Introducing substitute staff with fresh perspectives can harm the unit’s culture. While introducing substitute staff can bring fresh perspectives, it can also disrupt the established team dynamics and culture. Frequent changes in staff can lead to inconsistencies in patient care and communication issues among team members. However, this is not the primary consequence of absenteeism.

Choice B Reason:

Unacceptable patient care may result. The most significant consequence of absenteeism in a nursing unit is the potential for unacceptable patient care. When nurses are absent, the remaining staff may be overworked, leading to fatigue and burnout. This can result in errors, missed care, and overall lower quality of patient care. Ensuring adequate staffing levels is crucial to maintaining high standards of care and patient safety.

Choice C Reason:

Lower personnel numbers lead to reduced salary expenses, creating a positive variance. While it is true that fewer staff members can reduce salary expenses, this is not a positive outcome in the context of healthcare. Reduced staffing can compromise patient care quality and increase the workload for the remaining staff, leading to burnout and higher turnover rates. Therefore, this is not a desirable consequence of absenteeism.

Choice D Reason:

It may encourage other team members to engage in absenteeism. Absenteeism can indeed create a negative work environment where other team members may feel justified in also being absent. This can lead to a cycle of absenteeism, further exacerbating staffing issues and negatively impacting patient care. However, this is a secondary consequence compared to the direct impact on patient care quality.

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Correct Answer is B

Explanation

Choice A Reason:

Saying “You have been very inconsiderate of others by not completing your share of the work” is confrontational and accusatory. This approach can lead to defensiveness and conflict rather than a constructive conversation. Effective communication in nursing should be respectful and focused on resolving issues collaboratively.

Choice B Reason:

“I need to speak with you about unit expectations regarding delegating and completing tasks” is the most appropriate statement. It is direct yet respectful, focusing on the expectations and standards of the unit rather than personal shortcomings. This approach opens the door for a constructive dialogue about performance and responsibilities, which is essential for resolving the issue and improving teamwork.

Choice C Reason:

“If you don’t do your share of the work, I will have to inform the nurse manager” is a threat and can create a hostile work environment. While it is important to address performance issues, using threats can escalate the situation and damage professional relationships. Constructive feedback should aim to support improvement rather than instill fear.

Choice D Reason:

“Several staff members have commented that you don’t do your fair share of the work” relies on hearsay and can be perceived as gossip. This approach can undermine trust and does not address the issue directly. It is more effective to focus on specific behaviors and expectations rather than what others have said.

A. The nurse was discharged after writing a detailed social media post discussing the alleged patient abuse. B. The nurse was discharged after three unsuccessful attempts at progressive discipline had failed. C. The nurse was fired after formally filing a complaint in writing to hospital administration. D. The nurse was fired after threatening to give full details of the patient abuse to local media sources.

Correct Answer is C

Explanation

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.

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The nurse manager understands that the primary consequence of absenteeism on the nursing unit is:

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Naxlex Comprehensive Predictor Exams

Correct Answer is B

Explanation

Correct Answer is C

Explanation

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