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NURS 426: Leadership in Nursing > Chapter 11 > Flashcards

Chapter 11 Flashcards

Exam 3

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1
Q

Career Development:

How should it be viewed?

A

Should be viewed as a lifelong process involving both the individual and the environment in which he or she lives

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2
Q

Career Development:

How is it accomplished?

A

Accomplished through self and work environment assessment, job analysis, education, training, job search and acquisition, and work experience

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3
Q

Career Development:

Who must career development include?

A

Career development in an organization must include more than management employees.

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4
Q

Justification for Career Development

What does it reduce?

A

Reduces employee attrition

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5
Q

Justification for Career Development

What does it improve?

A

Improves the use of personnel

Improves the quality of work life

Improves competitiveness of the organization

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6
Q

Justification for Career Development

What does it provide?

A

Provides equal employment opportunity

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7
Q

Justification for Career Development

What does it promote?

A

Promotes evidence-based practice

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8
Q

Justification for Career Development

What does it avoid?

A

Avoids obsolescence and builds new skills

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9
Q

Individual Responsibilities for Career Management

What should you assess?

A

Self-assess interests, skills, strengths, with weaknesses, and values

Assess the organization for opportunities

Assess opportunities outside

Reassess and make new plans as necessary, at least biannually

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10
Q

Individual Responsibilities for Career Management

What should you determine?

A

Determine goals

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11
Q

Individual Responsibilities for Career Management

What should you do with plans?

A

Implement plans

Evaluate plans

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12
Q

Individual Responsibilities for Career Management

What should be developed?

A

Develop strategies

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13
Q

Organizational Responsibilities for Career Management

Establish? Dissemination? Posting? Assessing? Integrating?

A

Integration of needs

Establishment of career paths

Dissemination of career information

Posting of job openings

Assessment of employees

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14
Q

Organizational Responsibilities for Career Management

What should there be a provision in?

A

Provision of challenging assignments

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15
Q

Organizational Responsibilities for Career Management

Support for? develop what? provision of?

A

Giving support and encouragement

Development of personnel policies

Provision of education and training

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16
Q

Organizational Responsibilities for Career Management

What kind of assignments should be given to nurses?

A

*Providing challenging assignments is one way that the nurse’s skills and knowledge can be enhanced, benefiting career development/

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17
Q

Career Planning #1

What does it include?

A

Includes evaluating one’s strengths and weaknesses, setting goals, examining career opportunities, preparing for potential opportunities, and using appropriate developmental activities

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18
Q

Career Planning

At a minimum, what should it include?

A

Career planning should include, at minimum, a commitment to the use of evidence-based practice, learning new skills or bettering practice through the use of role models and mentors, staying aware of and being involved in professional issues, and furthering one’s education.

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19
Q

Career Planning

How do some people view nursing?

A

Some nurses lack a career focus and instead view nursing as a job.

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20
Q

Career Planning

Some nurses lack a career focus and instead view nursing as a job.

What does this viewpoint do?

A

This viewpoint limits opportunities for professional advancement and personal growth because what cannot be imagined rarely becomes a reality.

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21
Q

Career Stage includes:

A

Promise

Momentum

Harvest

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22
Q

Career Stage:

Promise: What does it reflect

A

Generally reflects the first 10 years of employment; making wise career choices is important

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23
Q

Career Stage:

Promise: What are milestones?

A

Milestones: socialization to the nursing role; building knowledge, skills, abilities, credentials, and an education base; gaining exposure to a variety of experiences; identifying strengths and building confidence; and positioning for the future

24
Q

What is the earliest of the career phases? What does it reflect? When does this stage begin?

A

Promise is the earliest of the career phases and typically reflects the first 10 years of nursing employment.

This stage begins after graduation.

25
Q

Career Stage: #1

Promise: When does role modeling become more of a priority in the nursing career?

A

Role modeling becomes more of a priority in the subsequent stages of the nurse’s career but not in the promise stage.

26
Q

Career Stage: #2

Momentum: When it this?

A

Is the middle career phase and typically reflects the nurse with 11 to 29 years of experience

27
Q

Career Stage: #2

Momentum: What are milestones of this phase?

A

Milestones: further building confidence in one’s competence; developing experience, gaining mastery, and establishing a professional track record; and finding a voice through aligning strengths with passion

28
Q

Career Stage: #2

Momentum: Who are nurses in this stage?

A

Nurses in this stage are experienced clinicians with expert knowledge, skills, abilities, credentials, and education base.

29
Q

Career Stage: #2

Momentum: During this stage, how are nurses to others?

A

During the momentum stage, nurses are role model to others.

30
Q

Career Stage: #3

Harvest: When is this?

A

Commences in late career

31
Q

Career Stage: #3

Harvest: What are milestones?

A

Milestones: elevating mastery to sage practice for advancing the profession and positioning as a professional statesperson and establishing a legacy

32
Q

Career Stage: #3

Harvest: What becomes an increasing concern in this stage?

A

Obsolescence (or the perception of it) becomes an increasing concern during the harvest stage.

33
Q

Career Stage:

What did Benner suggest?

A

Benner (1982) suggests that in the transition from novice to expert, nurses develop skills and an understanding of patient care over time through a sound educational base as well as experience. Thus, the new nurse moves from reliance on past abstract principles to the use of past concrete experience and changes his or her perception of situations to whole parts rather than separate pieces.

34
Q

Career Stage:

Multiple types of transition-to-practice programs exist, what do they do?

A

Multiple types of transition-to-practice programs exist, but all are focused on helping nursing students bridge from school into employment.

35
Q

Career Coaching:

What does it help others do?

A

Involves helping others to identify professional goals and career options and then designing a career plan to achieve those goals

36
Q

Career Coaching:

What occurs in short term coaching?

A

In short-term career coaching, the manager regularly asks employees questions or challenges them to refocus their perspective or improve their performance.

37
Q

Long-Term Coaching: What is it?

A

Planned, systematic management action that occurs over the duration of an employee’s employment

38
Q

Long-Term Coaching: When should it be done?

A

Should occur at least annually in addition to performance appraisal

39
Q

Long-Term Coaching: What does it include?

A

Includes data gathering, assessing what is possible, and performing coaching interview

40
Q

Management Development:

What is it?

A

The planned system of training and developing people so that they acquire the skills, insights, and attitudes needed to manage people and their work effectively within the organization

41
Q

Management Development:

What is it often referred to as?

A

Often referred to as succession planning

42
Q

Management Development:

How must it be done?

A

Must be planned and systematically implemented

42
Q

Management Development:

Who must it be supported by?

A

Must be supported by top-level administration

43
Q

Management Development:

What must it include?

A

Must include a means of developing appropriate attitudes through social learning theory and adequate management theoretical content

44
Q

Management Development Programs

Who should bear the cost of management development classes?

A

Top-level management should bear the cost of management development classes and create an organizational structure that allows managers to apply their new knowledge.

45
Q

Management Development Programs

Who should teach the classes whenever possible?

A

Whenever possible, nursing administrators should teach some of the classes and, at the very least, make sure that the program supports top-management philosophy.

46
Q

Professional Specialty Certification

What do nurses need for this?

A

Nurses must meet eligibility criteria that may include years and types of work experience as well as minimum educational levels, active nursing licenses, and successful completion of a nationally administered examination.

47
Q

Professional Specialty Certification

How long do certifications last?

A

Certifications normally last 5 years.

48
Q

Personal Benefits of Professional Certification

A

Provides a sense of accomplishment and achievement

Validates specialty knowledge and competence to peers and patients

Promotes greater autonomy of practice

Provides for increased career opportunities and greater competitiveness in the job market

May result in salary incentives

Provides increased credibility

Increases self-confidence

49
Q

Resumés #1

How should the resume be?

A

The resumé should be typed on good paper in a format that is easy to read.

The resumé should maximize strong points and minimize weaknesses.

The style should reflect good grammar, correct punctuation, proper sentence structure, and simple, direct language.

50
Q

Resumés #1

What should be included in the resume?

A

A cover letter should be included.

51
Q

Resumés #2

What is included in career management?

A

Continued competency is also a part of career management.

52
Q

Resumés #3

What does not assure competence throughout a career?

A

Passing a licensing exam and continuing to work as a clinician does not assure competence throughout a career.

53
Q

Resumés #3

What does competence require?

A

Competence requires continual updates to knowledge and practice, and this is difficult in a health-care environment characterized by rapidly emerging new technologies, chaotic change, and perpetual clinical advancements.

54
Q

Resumés

What do many states have?

A

Many professional associations and states have mandated continuing education (CE) for RN license renewal to promote continued competence. However, there is no agreement on the optimal number of annual credits needed to ensure competence, and the type of CE needed.

55
Q

Nursing Portfolio

A

All nurses should maintain a professional portfolio (a collection of materials that document a nurse’s competencies and illustrate the expertise of the nurse) to reflect their professional growth over their career.

NURS 426: Leadership in Nursing (16 decks)

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