Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Chapter 25: Managing Personnel Challenges
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The most important approach that a nurse manager can take with an emotionally troubl e
d employee is to:
Act as a therapist for the employee.
Adjust the standard of care to assist the employee.
Assist the employee in obtaining professional help.
Adjust the employee‘s work schedule to decrease stress.
ANS: C
Emotional difficulties are usually beyond the scope of skills that a nurse manager would no
rmally employ. A referral needs to be made to a professional who is specifically prepared to
deal with this kind of difficulty.
DIF: Cognitive Level: Apply
REF: Page 459 TOP: Nursing Process: Implement
ation
2. The nurse manager knows that the most serious effect that absenteeism has on the nursing u
nit is that:
a. Using replacement personnel with new ideas may be beneficial.
b. Salary costs are lower because personnel are fewer, and outcome is favourable.
Absence on the part of t h re s
c. e t of the staff is decreased.
N R IGB.CM
d. U S N T O
Unacceptable patient care m a y re s u l t
.
ANS: D
Reduced staffing adversely affects patient care. Employee morale suffers, care standards m
a y be lowered, and additional stress is placed on working staff.
DIF: Cognitive Level: Understand REF: Pages 455-
456 TOP: Nursing Process: Assessment
In keeping with guidelines of the organization, the nurse manager documents staff problem s.
Documentation of disciplinary problems should:
Include a plan to correct them and to prevent future occurrences.
State a detailed history of past problems that are related to the current one.
Be written at the convenience of the manager.
Accumulate until the evaluation period begins.
ANS: A
In documenting staff problems, it is important to indicate specifically what rules were brok
en or violated, consequences if behaviour is not altered, employee‘s explanation of the inci
dents, and the plan of action to achieve and to reach new goals. Accurate and factual docu
mentation and follow-
up actions are key elements in the successful management of all personnel issues.
DIF: Cognitive Level: Understand REF: Page 458 TOP: Nursing Process: Planning
,NURSINGTB.COM
, Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Before terminating an employee, a nurse manger must:
Be an expert in all legal aspects of employment termination and discipl
i ne practices.
Know the organization‘s specific policies for addressing disciplinary problems a
n d employment termination.
Function as a counsellor for problem employees.
Do everything to assist and protect the employee by adjusting standards
a nd policies.
ANS: B
It is important to know the policies of the organization to address disciplinary issues fairly and
e quitably, and also to know the model that is employed to address employee problems.
DIF: Cognitive Level: Understand REF: Pages 465-
466 TOP: Nursing Process: Planning
A nurse manager understands that the typical first step in handling an employee wit
a disciplinary problem is to:
Provide a verbal reprimand.
Prepare a written reprimand.
Counsel the employee regarding the problem.
Give the employee the day off without pay.
ANS: C
The progressive model of discipline advocates that the first step of the disciplinary proces
s is to counsel the employee regarding the problem. The second step is a reprimand of the
employee (first verbally, then in writing). The non-
punitive discipline model advocates reminding the employee of thNe eRm plIoy mGe nt
U S N T
Bp.olCicOieMsa nd procedures of the agency.
DIF: Cognitive Level: Understand
REF: Page 464 TOP: Nursing Process: Implement
ation
The chief nursing officer understands that clinical incompetence is best prevented by which o
f the following?
A flexible protocol for evaluating competency skills.
A standardized clinical skills checklist.
A newly established peer review process.
A formalized competency program with established standards for practice.
ANS: D
The competency program with established standards of practice outlines what the nurse m
u st do to achieve desired competencies in her current position. Competency assessment an
d goal setting should help the nurse learn how to excel and identify which competencies th
e nurse wants to achieve in the future.
DIF: Cognitive Level: Understand REF: Pages 460-
461 | Page 470 TOP: Nursing Process: Assessment
A nurse manager understands that the second step in handling an employee with a disciplina ry
problem is to document the incident. Which of the following is best for documentation o f
personnel problems?
a. Use of the performance appraisal on an annual basis.
Chapter 25: Managing Personnel Challenges
Waddell/Walton: Yoder-
Wise’s Leading and Managing in Canadian Nursing, Third Edition
MULTIPLE CHOICE
The most important approach that a nurse manager can take with an emotionally troubl e
d employee is to:
Act as a therapist for the employee.
Adjust the standard of care to assist the employee.
Assist the employee in obtaining professional help.
Adjust the employee‘s work schedule to decrease stress.
ANS: C
Emotional difficulties are usually beyond the scope of skills that a nurse manager would no
rmally employ. A referral needs to be made to a professional who is specifically prepared to
deal with this kind of difficulty.
DIF: Cognitive Level: Apply
REF: Page 459 TOP: Nursing Process: Implement
ation
2. The nurse manager knows that the most serious effect that absenteeism has on the nursing u
nit is that:
a. Using replacement personnel with new ideas may be beneficial.
b. Salary costs are lower because personnel are fewer, and outcome is favourable.
Absence on the part of t h re s
c. e t of the staff is decreased.
N R IGB.CM
d. U S N T O
Unacceptable patient care m a y re s u l t
.
ANS: D
Reduced staffing adversely affects patient care. Employee morale suffers, care standards m
a y be lowered, and additional stress is placed on working staff.
DIF: Cognitive Level: Understand REF: Pages 455-
456 TOP: Nursing Process: Assessment
In keeping with guidelines of the organization, the nurse manager documents staff problem s.
Documentation of disciplinary problems should:
Include a plan to correct them and to prevent future occurrences.
State a detailed history of past problems that are related to the current one.
Be written at the convenience of the manager.
Accumulate until the evaluation period begins.
ANS: A
In documenting staff problems, it is important to indicate specifically what rules were brok
en or violated, consequences if behaviour is not altered, employee‘s explanation of the inci
dents, and the plan of action to achieve and to reach new goals. Accurate and factual docu
mentation and follow-
up actions are key elements in the successful management of all personnel issues.
DIF: Cognitive Level: Understand REF: Page 458 TOP: Nursing Process: Planning
,NURSINGTB.COM
, Yoder-Wise's Leading and Managing in Canadian Nursing 3rd Edition Yoder-
Before terminating an employee, a nurse manger must:
Be an expert in all legal aspects of employment termination and discipl
i ne practices.
Know the organization‘s specific policies for addressing disciplinary problems a
n d employment termination.
Function as a counsellor for problem employees.
Do everything to assist and protect the employee by adjusting standards
a nd policies.
ANS: B
It is important to know the policies of the organization to address disciplinary issues fairly and
e quitably, and also to know the model that is employed to address employee problems.
DIF: Cognitive Level: Understand REF: Pages 465-
466 TOP: Nursing Process: Planning
A nurse manager understands that the typical first step in handling an employee wit
a disciplinary problem is to:
Provide a verbal reprimand.
Prepare a written reprimand.
Counsel the employee regarding the problem.
Give the employee the day off without pay.
ANS: C
The progressive model of discipline advocates that the first step of the disciplinary proces
s is to counsel the employee regarding the problem. The second step is a reprimand of the
employee (first verbally, then in writing). The non-
punitive discipline model advocates reminding the employee of thNe eRm plIoy mGe nt
U S N T
Bp.olCicOieMsa nd procedures of the agency.
DIF: Cognitive Level: Understand
REF: Page 464 TOP: Nursing Process: Implement
ation
The chief nursing officer understands that clinical incompetence is best prevented by which o
f the following?
A flexible protocol for evaluating competency skills.
A standardized clinical skills checklist.
A newly established peer review process.
A formalized competency program with established standards for practice.
ANS: D
The competency program with established standards of practice outlines what the nurse m
u st do to achieve desired competencies in her current position. Competency assessment an
d goal setting should help the nurse learn how to excel and identify which competencies th
e nurse wants to achieve in the future.
DIF: Cognitive Level: Understand REF: Pages 460-
461 | Page 470 TOP: Nursing Process: Assessment
A nurse manager understands that the second step in handling an employee with a disciplina ry
problem is to document the incident. Which of the following is best for documentation o f
personnel problems?
a. Use of the performance appraisal on an annual basis.
