Ch 26: Role Transition

Question 1

Challenges of role transition.

Answer 1

Role discrepancy when there is a gap between role expectations and role performance.
No support from the manager or coworkers
Expectations are not clarified leading to further stress.
Ambiguity, overload and conflict are sources of stress that can be a challenge for nurses
Manager might lack knowledge in a certain branch.

Question 2

Leader

Answer 2

Person who demonstrates and exercises power over others.

Recognizes the uniqueness of each patient and provides feedback on clinical progress.

Question 3

Manager

Answer 3

Person with accountability for a group of people.

Nurses link the patient to the resources to achieve clinical outcomes.

Question 4

Follower

Answer 4

Contributes to a group’s outcomes by implementing activities and providing appropriate feedback.
Nurse is accountable to the team and the supervisor for completing the work that is assigned.

Question 5

ROLES Acronym

Answer 5

Responsibilities
Opportunities
Lines of communication
Expectations
Support

Question 6

Role Transition Process

Answer 6

Role Preview
Role Acceptance
Role Exploration
Role Discrepancy
Role Development
Role Internalization
Unexpected Role Transition

Question 7

Role Preview

Answer 7

Both parties present their best characteristics and dedicate much energy to developing the relationship.

Question 8

Role Acceptance

Answer 8

both parties may agree to establish a relationship as employee and employer. Or one or both of the parties may decide not to establish the relationship.
formal commitment of the employment contract implies acceptance of the management role,

Question 9

Role Exploration

Answer 9

Synonymous with excitement, happiness, and confidence.

Question 10

Role Discrepancy

Answer 10

a gap between role expectations and role performance, causes discomfort and frustration.
resolved by either dissolving the relationship or by changing expectations and performance.

Question 11

Role Developmemt

Answer 11

Choosing to change either role expectations or role performance or to change both is the process.
open communication can clarify expectations.

Question 12

Role Internalization

Answer 12

Have learned the behaviors that maintain and nurture the relationship.
Energy to achieve mutual goals.

Question 13

Unexpected Role Transition

Answer 13

the person may have to grieve before being able to engage in role transition.
Can go through the grieving process.
a legal document is prepared to formally dissolve the financial and social obligations between the persons involved.

Question 14

Strategies to promote role Transition.

Answer 14

Strengthen internal resources.
Assess the organization’s resources, culture, and group dynamics. Negotiate the role. Grow with a mentor. Develop management knowledge and skills.

Question 15

Internal Resources

Answer 15

A key strategy in promoting role transition is to recognize, use, and strengthen one’s values and beliefs.
If an individual in transition understands his or her own personal values, these will help the person respond to situations and relationships.

Question 16

Organization Assessment

Answer 16

Smooth transition involves understands himself or herself, assesses the new environment, and learns how to communicate within groups.
new manager can keenly observe the rituals, accepted practices, and patterns of communication within the organization.
the same way, the manager who focuses on the weaknesses of the organization may lack the energy to internalize the new role, a step that is critical to being an effective leader.

Question 17

Role Negotiation

Answer 17

Ask for input as to which expectations have the highest priorities. Explain personal and family expectations and clearly state the priority that meeting those expectations has.
Rewriting the unrealistic expectations to be achievable can reduce three common sources of role stress—ambiguity, overload, and conflict.

Question 18

Role Expectations

Answer 18

are the attitudes and behaviors others anticipate that a person in the role will possess or demonstrate.

Question 19

Role Stress

Answer 19

social condition in which role demands are conflicting, irritating, difficult, or impossible to fulfill.
Precursor to role strain.
associated with low productivity and performance.

Question 20

Role Strain

Answer 20

the subjective feeling of discomfort experienced as the result of role stress.

Question 21

Mentor

Answer 21

need training and feedback to become valuable and effective to mentees. Skills such as assessing competence, providing constructive feedback, and goal development are critical to a mentor’s success.
Mentor can help provide exposure or opportunities.
mentor provides protection by absorbing negative feedback, sharing responsibility for controversial decisions, and teaching the unwritten rules about “how things are done around here.” These unwritten rules may be more important to job success than the written rules.

Question 22

Mentor Relationship

Answer 22

Having Similar interests and motivation.
Mutual positive regard
Mentee will evaluate behaviors of mentor and emulate certain behaviors.

Question 23

Management education

Answer 23

Hindered by specific knowledge deficit.
in-house educational programs assist novice nurse leaders transitioning into their new roles.
Formal education and orientation to the role, managing performance and development of staff and developing communication skills.
Unit finances and patient relations.