CHAPTER 9 Flashcards
Controlling
Is the use of formal authority to assure the achievement of goals and objectives.
Controlling
Performance is measured and corrective action is taken to ensure the accomplishment of organizational goals.
Controlling
It involves assisting, regulating, monitoring, and evaluating individual and group performance.
Controlling
It promotes effective use of resources, provides professional reinforcements, and maintains activity and expectations.
Controlling
serves both as a means and an end
Control
Principles of Controlling
critical few
Point of Control
Self-control or discipline
is the corresponding obligation
Responsibility
answers for all actions done
Accountability
meaning that fewer people involved brings about the best results
critical few
decentralization or centralization of authority.
Point of Control
which translates to personal acceptance of responsibility and accountability.
Self-control or discipline
The Control Process
- Establish and specify criteria and performance standards.
- Monitor and measure performance of services and evaluate it against the standards through records, reports and observations.
- Compare performance with standards, models or criteria ro determine deviation or differences.
- Enact Remedial Measures or Steps to correct deviation or errors
Techniques for monitoring and measuring services
Nursing Rounds
Quality Assurance
Nursing Audit
Pay particular issues of patient care and nursing practice. This is will also satisfy needs and problems met or unmet.
Nursing Rounds
Monitors compliance with established standards.
Quality Assurance
Consists of documentation of the quality of nursing care in relation to the standards established by the nursing department.
Consists of documentation of the quality of nursing care in relation to the standards established by the nursing department.
Nursing Audit
What to do During Nursing Rounds
- Observe professionalism.
- Assess and evaluate
- Check for:
- IV site and IVF patency and rate
- Contraptions attached to patients such as NGT, FBC ,etc - Instructions
- follow –up
- Update
It is degree to which health services for individuals and population increase the likelihood of desired health outcomes and are consistent with current professional knowledge.
Quality
It is the statement or indication that inspires confidence.
Assurance
is an on-going, systematic, comprehensive evaluation of health care services and impact of those services on health care services. (Kozier)
Quality assurance
is defined as all activities undertaken to predate and prevent poor quality. (Neetvert)
Quality assurance
Principles of Quality Assurance
- Customer Focus
- Leadership
- Involvement of People
- Process approach
- Factual approach to decision making
It focuses on patient’s care with standard and recent medical knowledge.
Customer Focus
It helps to inculcate qualities of leadership in staff.
Leadership
It should involve maximum nursing staff so that standards can be maintained.
Involvement of People
there should be a systematic and planned approach to provide quality care.
Process approach
there should be fact or appropriate reason in taking certain decision for quality assurance of patient.
Factual approach to decision making
a method of acquiring and processing information needed to improve the individual’s performance and accomplishments.
performance appraisal
It consists of setting standards and objectives against determined standards and objecties; reviewing progress; having on-going feedback between the appraiser and the one who is being appraised, deletion or correction of identified beehavior as necessary.
Performance Appraisal
methods used for performance appraisal
- anecdotal records
- checklists
- rating scale
- ranking among others
Benefit for the Organization
- Identify where management can improve working conditions in order to increase productivity and work quality.
- Address behavioral issues before they impact departmental productivity.
- Encourage employees to contribute more by recognizing their talents and skills
- Support employees in skill and career development
- Improve strategic decision-making in situations that require layoffs, succession planning, or filling open roles internally
Benefit for the Employee
- Recognize and acknowledge the achievements and contributions made by an employee.
- Recognize the opportunity for promotion or bonus.
- Identify and support the need for additional training or education to continue career development.
- Determine the specific areas where skills can be improved.
- Motivate an employee and help them feel involved and invested in their career development.
- Open discussion to an employee’s long-term goals.
Tools to Evaluate Performance
- Trait Rating Scale
- Job Dimension Scale
- Behaviorally Anchored Rating Scales (BARS)
- Checklist
- Peer Review
- Self- Appraisal
- 360-degree feedback assessment
- Negotiated appraisal
A method of rating a person against a set of standards which may be the job decription, desired behavior and personal trait.
Trait Rating Scale
it focuses on job requirements and the quality work performance.
Job Dimension Scale
this focuses on desired behaviors to improve performance.
Behaviorally Anchored Rating Scales (BARS)
it is composed of behavioral statements that represent desirable behavior.
Checklist
It is colleagial evaluation of the performance done to promote excellence in practice and offer information, support, guidance, criticism and direction to one another.
Peer Review
this tool allows the employee to evaluate his own performance.
Self- Appraisal
Includes input from an individual, supervisor, and peers.
360-degree feedback assessment
This newertrendutilizes a mediator and attempts to moderate the adversarial nature of performance evaluations by allowing the subject to present first. It also focuses on what the individual is doing right before any criticism is given. This structure tends to be usefulduring conflicts between subordinates andsupervisors.
Negotiated appraisal
Common Errors in Appraisal
- Halo Effect
- Logical Error
- Central Tendency Error
- Hawthorne Effect
- Horn’s Effect
- Leniency Error
This has a tendency to overrate staff based on the rater’s first impression to the one who is being appraised. The evaluation is based on the good traits or good things one sees in a person.
Halo Effect
It is often based on first impression of the rater to one who is being appraised.
Logical Error
This rates the staff as average. This is used by the rater when feedback tools are inadequate.
Central Tendency Error
The behavior of the ratee changes simply because he is observed by the rater.
Hawthorne Effect
This occurs when rating an employee very low because of an error committed.
Horn’s Effect
There is the propensity to overlook the weakness and mistakes of the person being evaluated leading to an inaccurate picture of the job performance.
Leniency Error
Performance Appraisal Process
- The assessment process is usually facilitated by Human Resources, who assist managers and supervisors in conducting the individual appraisals within their departments.
- An assessment method should be established.
- Required competencies and job expectations need to be drafted for each employee.
- Individual appraisals on employee performance are conducted.
- A one on one interview is scheduled between the manager and employee to discuss the review.
- Future goals should be discussed between employee and manager.
- A signed-off version of the performance review is archived.
- Appraisal information is utilized by human resources for appropriate organizational purposes, such as reporting, promotions, bonuses or succession planning.
