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NURS 426: Leadership in Nursing > Chapter 20: Delegation > Flashcards

Chapter 20: Delegation Flashcards

Exam 4 (Final)

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1
Q

Delegation: What is it?

A

The process of assigning specific tasks or responsibilities to another qualified individual while retaining overall accountability for the outcome.

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2
Q

Delegations negotiations:

What is done?

A

*Getting work done through others.

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3
Q

Delegation Negotiations:

What is directed?

A

*Directing the performance of one or more people to accomplish organizational goals.

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4
Q

Delegation Negotiations:

What are you giving someone else the authority for?

A

*Giving someone else the authority to complete a task or action on your behalf.

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5
Q

Delegation Negotiations:

What is transferred?

A

*Transferring or handing off to a competent individual, the authority to perform a task/activity in a specific setting/situation.

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6
Q

Delegation Negotiations:

What is provided to the person who is delegated a task?

A

*Providing that person (the person you are delegating to) the Authority and the responsibility to carry out the assigned task.

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7
Q

Delegation:

What should it be used to assign?

A

*Delegation should be used for assigning routine tasks and tasks for which the manager does not have time.

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8
Q

Delegation:

What is it appropriate as a tool for?

A

It is also appropriate as a tool for problem solving, changes in the manager’s own job emphasis, and building capability in subordinates.

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9
Q

Strategies for successful delegation

Include:

A

Plan ahead

Define Clear Objectives

Choose the Right Person

Provide Context

Set Boundaries

Establish Deadlines

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10
Q

Strategies for successful delegation

Include: define clear objectives

Means?

A

*Identify necessary skill and education levels to complete the delegated task.

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11
Q

Strategies for successful delegation

Include: Choose the Right Person

Means?

A

*Select capable personnel.

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12
Q

Strategies for successful delegation

Include: Provide Context

Means?

A

*Communicate goals clearly.

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13
Q

Strategies for successful delegation

Include: Set boundaries/establish deadlines

Means?

A

*If an employee has the skills necessary to complete a task, that employee should be able to carry out the task with autonomy and be provided with the authority and resources necessary.

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14
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be identified?

A

Identify necessary skill and education levels to complete the delegated task

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15
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be done before you get overwhelmed?

A

Plan; delegate before you become overwhelmed

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16
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be selected?

A

Select and empower capable personnel

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17
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be communicated?

A

Communicate the goals of the delegation clearly

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18
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be set?

A

Set deadlines and monitor progress

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19
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be monitored?

A

Monitor the delegated task and provide guidance

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20
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be evaluated?

A

Evaluate performance

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21
Q

strategies FOR SUCCESSFUL DELEGATION :

What should be rewarded?

A

Reward the completion of successfully delegated tasks

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22
Q

Communication & DELEGATION:

What should be defined?

A

Define in significant detail what the task is

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23
Q

Communication & DELEGATION:

What should be provided?

A

Provide a timeframe and standard in which the task is expected to be completed by

Provide the individual with the necessary authority and responsibility to do the task

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24
Q

Communication & DELEGATION:

What should be delineated?

A

Delineate end results, time frame, and standards.

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25
Q

Communication & DELEGATION:

What should be delegated, what should not?

A

Delegate the objective, not the procedure.

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26
Q

Communication & DELEGATION:

In order to assure completion of a task:

A

in order to assure completion of a task: Managers must delegate the authority and the responsibility necessary to complete the task

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27
Q

What goes hand in hand with delegation?

A

Communication and delegation go hand in hand.

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28
Q

State Nurse practice act Essential Elements Regarding Delegation #1

What does it define?

A

Definition of delegation

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29
Q

State Nurse practice act Essential Elements Regarding Delegation #1

What items does it include?

A

Items that cannot be delegated

Items that cannot be routinely delegated

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30
Q

State Nurse practice act Essential Elements Regarding Delegation #1

What guidelines does it include?

A

Guidelines for RNs about tasks that can be delegated

The guidelines for lowering delegation risks

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31
Q

State Nurse practice act Essential Elements Regarding Delegation #1

What does it include a description of?

A

Description of professional nursing practice

Description of LVN/LPN nursing practice and unlicensed nursing roles

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32
Q

State Nurse Practice act Essential Elements Regarding Delegation #2

Degree of what is stated in the Act?

A

Degree of supervision required to complete a task

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33
Q

State Nurse Practice act Essential Elements Regarding Delegation #2

What warning is stated in the act?

A

Warnings about inappropriate delegation

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34
Q

State Nurse Practice act Essential Elements Regarding Delegation #2

What is there restricted use for?

A

If there is a restricted use of the word nurse to licensed staff

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35
Q

State Nurse Practice act Essential Elements Regarding Delegation #2

How does each state differ?

A

EACH STATE IS DIFFERENT IN THE TASK THAT CAN BE DELEGATED AND WHO CAN DELEGATE THOSE TASK

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36
Q

Registered Nurses (RNs) and Licensed Practical Nurses (LPNs) both play vital roles in healthcare, but they have different levels of

What?

A

Education and Training

Licensure

Scope of Practice

Autonomy

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37
Q

Registered Nurses (RNs) and Licensed Practical Nurses (LPNs) both play vital roles in healthcare, but they have different levels of

What exactly is a RN responsible for?

A

RN:

Responsible for comprehensive patient assessments,

developing and implementing nursing care plans,

and administering medications and treatments.

RNs often take on leadership roles and can specialize in various fields.

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38
Q

Registered Nurses (RNs) and Licensed Practical Nurses (LPNs) both play vital roles in healthcare, but they have different levels of

What exactly is a LPN responsible for?

A

LPN:

Provides basic nursing care under the supervision of RNs or physicians.

Responsibilities include monitoring patients, administering medications, and assisting with daily activities.

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39
Q

COMMON DELEGATION ERRORS

include:

A

Underdelegating

Over delegation

Improper delegation

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40
Q

COMMON DELEGATION ERRORS

include: Under delegating

What is this and why does this occur?

A

Not delegating enough tasks or responsibilities to others, often due to a lack of trust or fear of losing control.

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41
Q

COMMON DELEGATION ERRORS

include: Over delegating

What is this ?

A

Assigning too many tasks or responsibilities, often beyond what a person can reasonably manage.

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42
Q

COMMON DELEGATION ERRORS

include: Improper delegating

What is this ?

A

Assigning tasks to the wrong person or failing to provide adequate instructions, resources, or authority.

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43
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Consequences of under delegation
What is there an increase of? What does this lead to?

A

Increased workload for the leader, leading to burnout.

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44
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Consequences of under delegation
What is there a missed opportunity for?

A

Missed opportunities for team members to develop skills.

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45
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Consequences of under delegation
What is there an inefficient use of?

A

Inefficient use of team resources.

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46
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
Fear of what?

A

Fear of mistakes or poor performance by others.

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47
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
A desire for what?

A

Desire to maintain control over all aspects of work.

A desire to complete the whole job himself or herself

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48
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
A lack of what?

A

Lack of confidence in team members’ abilities as a desire to complete the whole job on their own

Lack of experience in the job or with delegation

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49
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
What is there a fear of?

A

Fear that subordinates will resent delegated work

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50
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
What is there a need of?

A

Need for perfectionism

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51
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
What is there a fear of how delegation is interpreted?

A

Fear that delegation may be interpreted as a lack of ability to do the job completely or correctly

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52
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation
What else?

A

Enjoyment of the work

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53
Q

CONSEQUENCES & CAUSES OF UNDER DELEGATION

Causes of under delegation

How is it (at least initially) to allow a team member to complete a task for which you are ultimately responsible?

A

*It will likely be unnerving (at least initially) to allow a team member to complete a task for which you are ultimately responsible.

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54
Q

Causes and consequences of over delegation

Causes of over delegation:
What is there a lack of awareness of?

A

Lack of awareness of team members’ capacities and workloads.

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55
Q

Causes and consequences of over delegation

Causes of over delegation:
What is there an attempt of?

A

Attempting to shift responsibility without providing support or resources.

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56
Q

Causes and consequences of over delegation

Causes of over delegation:
What is there a misjudgment of?

A

Misjudging the complexity of tasks or the skills of the delegate.

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57
Q

Causes and consequences of over delegation

Causes of over delegation:
What is there poor management of?

A

*Poor management of time; spending too much time trying to get organized

58
Q

Causes and consequences of over delegation

Causes of over delegation:
What is there an insecurity of?

A

*Insecurity in the ability to perform a task

59
Q

Causes and consequences of over delegation

Consequences of over delegation:
How may team members feel?

A

Team members may feel overwhelmed and stressed.

60
Q

Causes and consequences of over delegation

Consequences of over delegation:
How may this effect quality of work?

A

Quality of work may decline due to high workload.

61
Q

Causes and consequences of over delegation

Consequences of over delegation:
What is there a potential for?

A

Potential for missed deadlines and decreased morale.

62
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is inadequate?

A

Inadequate assessment of tasks and delegate qualifications.

63
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is poor?

A

Poor communication of expectations and requirements.

64
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is ignored?

A

Ignoring organizational policies or scope of practice limitations.

65
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is wrong?

A

*Wrong time, to the wrong person, or for the wrong reason

66
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is it beyond?

A

*Beyond the capability of the person, or something the manager should do

67
Q

Causes and consequences of IMPROPER delegation

Causes of improper delegation

What is done without providing adequate information?

A

*Decision making without providing adequate information

68
Q

Causes and consequences of IMPROPER delegation

Consequences of improper delegation

What is there an increase of?

A

Increased risk of errors and poor outcomes.

69
Q

Causes and consequences of IMPROPER delegation

Consequences of improper delegation

What is there an frustration of?

A

Frustration among team members due to unclear expectations.

70
Q

Causes and consequences of IMPROPER delegation

Consequences of improper delegation
What is there a potential for?

A

Potential harm to patient safety or project success.

71
Q

FIVE RIGHT OF DELEGATION

What do they provide a framework to ensure?

A

The “Five Rights of Delegation” provide a framework to ensure safe and effective delegation in nursing and healthcare.

72
Q

FIVE RIGHT OF DELEGATION

What are they?

A

Right Task:

Right Circumstance

Right Person

Right Direction/communication

Right Supervision

73
Q

FIVE RIGHT OF DELEGATION

Right Task: What does this mean?

A

One that is delegable for a specific patient

74
Q

FIVE RIGHT OF DELEGATION

Right circumstances: What does this mean?

A

Appropriate patient setting, available resources, and other relevant factors considered

75
Q

FIVE RIGHT OF DELEGATION

Right person: What does this mean?

A

Right person is delegating the right task to the right person to be performed on the right person.

76
Q

FIVE RIGHT OF DELEGATION

Right direction/communication: What does this mean?

A

Clear, concise description of the task, including its objective, limits, and expectations

77
Q

FIVE RIGHT OF DELEGATION

Right supervision: What does this mean?

A

Appropriate monitoring, evaluation, intervention, as needed, and feedback

78
Q

RULES OF DELEGATION:

What should you always do?

A

Always delegate the task to the right person, at the right time and for the right reason

79
Q

RULES OF DELEGATION:

What should you be aware of?

A

Being aware of the individuals’ qualifications

80
Q

RULES OF DELEGATION:

What should you know?

A

Knowing that appropriate experience does not matter

81
Q

RULES OF DELEGATION:

What should you be clear about?

A

Be clear and direct about delegating task

82
Q

RULES OF DELEGATION:

When should you reward subordinates?

A

Reward subordinates on a job well done

83
Q

RULES OF DELEGATION

What should managers ask the individuals to whom they are delegating?

A

Managers should ask the individuals to whom they are delegating if they are capable of completing the delegated task.

84
Q

RULES OF DELEGATION

If the person lacks the appropriate qualifications, what is relevant?

A

If the person lacks the appropriate qualifications, the fact that he or she has experience is irrelevant.

85
Q

RULES OF DELEGATION

What should the manager not base delegation decisions on?

A

The manager should not base delegation decisions primarily on whose turn it is or on cost.

86
Q

Delegation as a function of professional Nursing

What should organizations have?

A

Organizations must have a clearly defined structure where the Registered Nurse is recognized as a leader

87
Q

Delegation as a function of professional Nursing

How should job descriptions be?

A

Job descriptions need to be clear, and role need to be defined appropriately

88
Q

Delegation as a function of professional Nursing

What should be developed to help personnel establish roles and responsibilities?

A

Training and educational programs must be developed to help personnel establish roles and responsibilities

89
Q

Delegation as a function of professional Nursing

What should be developed to foster leadership and delegation?

A

Programs must be developed to foster leadership and delegation

90
Q

Delegation as a function of professional Nursing

Monitoring Delegated Tasks :
*Managers should ask the individuals to whom they are delegating if they are capable of completing the delegated task but what else should they do?

A

should also validate this perception by direct observation.

91
Q

What does monitoring delegated tasks do?

A

*Monitoring delegated tasks keeps the delegated task before the subordinate and the manager so that both share accountability for its completion.

92
Q

Delegation as a function of professional Nursing

What is effective delegation?

A

*Effective delegation=Periodically during the day, the RN checks with the team members to determine whether they are having difficulty completing their assigned tasks

93
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

What significantly impacted the landscape of nursing home care and the role of CNAs?

A

The Omnibus Budget Reconciliation Act of 1987 significantly impacted the landscape of nursing home care and the role of CNAs.

94
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

What are the implications for CNAs?

A

Enhanced Training:

Focus on Resident Care:

Increased Accountability:

95
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Implications for CNAs
Enhanced Training:

A

CNAs are required to undergo more rigorous training, which enhances their skills and knowledge in patient care.

96
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Implications for CNAs
Focus on Resident Care:

A

The emphasis on resident rights and quality of care means that CNAs play a critical role in advocating for and providing high-quality care.

97
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Implications for CNAs
Increased Accountability:

A

With the establishment of standards and evaluation processes, CNAs must adhere to strict guidelines and protocols in their daily practice.

98
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Omnibus Budget Reconciliation Act of 1987: What did it establish?

A

the Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of “certified nurse’s aides”- CNA)

99
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Omnibus Budget Reconciliation Act of 1987: the Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of “certified nurse’s aides”- CNA)

What is required?

A

(minimum of 75 hours of theory and practice and successful completion of an examination in both areas),

100
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Omnibus Budget Reconciliation Act of 1987: the Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of “certified nurse’s aides”- CNA)

What has not been established?

A

no federal or community standards have been established for training the more broadly defined NAP. (Nursing Assistive Personnel) (also known as unlicensed assistive personnel)

101
Q

UNLICENSED ASSISTIVE PERSONNEL (uap)

Omnibus Budget Reconciliation Act of 1987: the Omnibus Budget Reconciliation Act of 1987 established regulations for the education and certification of “certified nurse’s aides”- CNA)

no federal or community standards have been established for training the more broadly defined NAP. (Nursing Assistive Personnel) (also known as unlicensed assistive personnel) or any of the definitions below:

A

Technicians
Nurse aids
Nurse extenders
Attendants
Assistants
Health Care Assistants
Orderlies
Nursing techs

102
Q

What do NAPs not have?

A

NAPs do not have a license that they can lose.

103
Q

You are the charge nurse on a medical-surgical unit. You have a team consisting of one registered nurse (RN), one licensed practical nurse (LPN), and two nursing assistants (NAs). A new patient is admitted with a stroke. Which task is appropriate to delegate to the nursing assistant?

A. Assessing the patient’s neurological status.
B. Assisting the patient with personal hygiene.
C. Administering prescribed medications.
D. Monitoring the patient’s vital signs.

A

Correct Answer: B. Assisting the patient with personal hygiene.

Rationale: Assisting with personal hygiene is within the scope of practice for nursing assistants. The assessment and medication administration require the clinical judgment and training of an RN or LPN.

104
Q

DELEGATION TO A UAP

What are potential costs?

A

Liability for negligence

Issues for task delegations (knowledge base, job description and demonstrating skills)

Responsibility for patient outcome

105
Q

DELEGATION TO A UAP:

The _________ always bears the ultimate responsibility for ensuring that the nursing care provided by the team members meet or exceeds minimum safety standards

A

The Registered Nurse always bears the ultimate responsibility for ensuring that the nursing care provided by the team members meet or exceeds minimum safety standards

106
Q

What protects the nurse from liability?

A

*Proper delegation practices that include assessment and evaluation help protect the RN from liability.

In general, accountability is shared and does not lie solely with the subordinate.

107
Q

You are caring for a patient who just had a hip replacement. The patient is stable but requires assistance with ambulation. You have an LPN and two NAs on your team. Which task should you delegate to the LPN?

A. Assisting the patient with ambulation.
B. Educating the patient on postoperative exercises.
C. Monitoring the patient’s pain level.
D. Obtaining the patient’s height and weight.

A

Correct Answer: C. Monitoring the patient’s pain level.

Rationale: Monitoring pain levels is a task that requires nursing judgment, making it appropriate for an LPN to handle. The other options may be more suitable for nursing assistants or would require RN oversight.

108
Q

*In assigning tasks to NAP, the RN must be aware of:

A

*In assigning tasks to NAP, the RN must be aware of the job description, knowledge base, and demonstrated skills of each person.

109
Q

*Assuming the role of delegator and supervisor to the NAP increases what?

A

*Assuming the role of delegator and supervisor to the NAP increases the scope of liability for the RN.

Although the NAP does bear some personal accountability for their actions, this does not negate accountability for the RN who delegated the task(s).

110
Q

When is liability reduced for the RN?

A

*Liability is reduced when the RN delegates appropriately and supervises the completion of the tasks.

111
Q

Steps that a nurse must take when delegating task:

How many are there?

A

9

112
Q

Steps that a nurse must take when delegating task:

What must be assessed?

A
  1. Assess the Patient’s Needs
  2. Assess the Environment
113
Q

Steps that a nurse must take when delegating task:

What should be identified?

A
  1. Identify the Right Task
114
Q

Steps that a nurse must take when delegating task:

What should be evaluated?

A
  1. Evaluate the Competence of the Nurse Tech
115
Q

Steps that a nurse must take when delegating task:

What should be provided? What should be set?

A
  1. Provide Clear Instructions
  2. Set Clear Expectations
116
Q

Steps that a nurse must take when delegating task:

What should be established?

A
  1. Establish Supervision and Support
117
Q

Steps that a nurse must take when delegating task:

What should be documented?

A
  1. Document the Delegation
118
Q

Steps that a nurse must take when delegating task:

What should be done at the end of delegation?

A
  1. Follow Up
119
Q

Effective delegation

The individual who gave request or delegated the task must do what?

A

The individual who gave request or delegated the task to be done needs to check in periodically.

120
Q

Effective delegation

What must the delegator ensure?

A

To ensure the the member has the tools and resources that they need to complete the task.

121
Q

Effective delegation:

If there is any difficulty with the task delegated to someone, what should the delegator do?

A

If there is any difficulty the individual who delegated the task needs to step up and help while providing guidance.

122
Q

Which of the following statements by a nursing student indicates a misunderstanding of delegation?

A) “I need to assess my patient’s condition before delegating tasks.”
B) “I can delegate any task that I don’t like doing.”
C) “I should only delegate tasks that are within the scope of practice of the person I’m delegating to.”
D) “I must provide clear instructions when I delegate tasks.”

A

B) “I can delegate any task that I don’t like doing.”

Rationale:Delegation should be based on the task’s appropriateness for the delegate’s scope of practice, not personal preference.

123
Q

Causes for resistance to delegation

A

Lack of Trust
Fear of Losing Control
Perceived Complexity
Poor Communication
Workload Imbalance
Lack of Training
Previous Negative Experiences

124
Q

What is a common response by subordinates to delegation?

A

*Resistance is a common response by subordinates to delegation.

125
Q

One of the most common causes of subordinate resistance to, or refusal of, delegated tasks is

A

is the failure of the delegator to see the subordinate’s perspective.

126
Q

Methods to overcome resistance

A

Build

Offer

Follow Up and Provide

Provide

Empower

Foster

Set

127
Q

Methods to overcome resistance

Build:

A

Build Trust

128
Q

Methods to overcome resistance

Offer:

A

Offer Training and Resources

129
Q

Methods to overcome resistance

Follow Up and Provide:

A

Follow Up and Provide Feedback

130
Q

Methods to overcome resistance

Provide:

A

Provide Clear Communication

131
Q

Methods to overcome resistance

Empower:

A

Empower Team Members

132
Q

Methods to overcome resistance

Foster:

A

Foster a Supportive Environment

133
Q

Methods to overcome resistance

Set:

A

Set Realistic Expectations

134
Q

Elements affecting delegation to a transcultural work team:

A

Communication

Space

Social organization

Time

Environmental control

Biologic variations

135
Q

Elements affecting delegation to a transcultural work team

Communication:

A

especially dialect, volume, use of touch, and eye contact

136
Q

Elements affecting delegation to a transcultural work team

Space:

A

interpersonal space differs between cultures

137
Q

Elements affecting delegation to a transcultural work team

Social organization:

A

family unit of primary importance in some cultures

138
Q

Elements affecting delegation to a transcultural work team

Time:

A

cultures tend to be past, present, or future oriented

139
Q

Elements affecting delegation to a transcultural work team

Environmental control:

A

cultures often have either internal or external locus of control

140
Q

Elements affecting delegation to a transcultural work team

Biologic variations:

A

Susceptibility to diseases and physiologic differences

141
Q

A Leadership role associated with delegation—

A

Demonstrating sensitivity to how cultural phenomena affect transcultural delegation.

NURS 426: Leadership in Nursing (20 decks)

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