Discipline

Question 1

Constuctive or Destructive Criticism?

employee always alert to impending penalty or termination

Answer 1

Destructive

Question 2

Constuctive or Destructive Criticism?

Carried out in a supportive, corrective manner

Answer 2

Constructive

Question 3

Constuctive or Destructive Criticism?

helps the employee grow

Answer 3

Constructive

Question 4

Constuctive or Destructive Criticism?

use of threats and fear to control behavior

Answer 4

Destructive

Question 5

Constuctive or Destructive Criticism?

Employee is reassured that punishment is given b/c of actions and not because of who he or she s as a person

Answer 5

Constructive

Question 6

Constuctive or Destructive Criticism?

Arbitrarily administered and either unfair in the application of rules or in the resulting punishment

Answer 6

Destructive

Question 7

What are the 4 steps in Progressive Discipline?

Answer 7

1. Verbal admonishment
2. Written admonishment
3. Suspension from work without pay
4. Dismissal

Question 8

What steps in the Progressive Discipline marks the formal reprimand?

Answer 8

Written admonishment

Question 9

What are the 5 things that need to occur in a Discipline Conference:

Answer 9

1. State the problem clearly
2. Ask the employee why there has been no improvement
3. Explain the disciplinary action to be taken
4. Describe the expected behavioral change
5. Get agreement to and acceptance of the plan

Question 10

When should termination of an employee occur?

Answer 10

It should bet he last resort!!

**necessary for employees who continue to break the rules

Question 11

T or F: the nurse manager should immediately confront an employee if she suspects impairment

Answer 11

True

**Gather as much evidence as possible of employee’s impairment

Question 12

What is the top defense mechanism of an impaired employee?

Answer 12

DENIAL

Question 13

T or F: the manager should nurture the employee when they are showing denial

Answer 13

FALSE

they should NOT nurture or counsel the employee showing denial

Question 14

What type of work is less likely to admin they are using drugs or alcohol?

Answer 14

Healthcare workers!

Question 15

Why are healthcare workers more likely to DENY use of drugs/alcohol? (2)

Answer 15

• B/c healthcare professionals do not get peer acceptance of their addictive behavior
• Frequently deny even to themselves

Question 16

T or F: many healthcare workers are caught using instead of self-reporting

Answer 16

True!

Question 17

When an employee is angry, what must the confrontation be focused on?

Answer 17

On the employee’s performance deficits, not the underlying problem or addiction

Question 18

What does the manager NOT need to do when an employee under the influence is angry? (4)

Answer 18

1. preach
2. moralize
3. scold
4. blame

Question 19

When an employee is denying, what does the nurse manager need to do to show decline in performance?

Answer 19

Provide documented evidence!!!

**meaning appropriate evidence should be gathered when applicable

Question 20

What does the topic need to be during confrontation?

Answer 20

employee performance NOT the underlying problem/addiction

Question 21

What behavior changes may show in an employee dealing with drug/alcohol use and addiction?

Answer 21

• personality changes
• job performance changes
• time and attendance changes
• irritability, forgetfulness, social isolation, change in physical appearance

Question 22

T or F: small amounts of psychoactive drug use is okay

Answer 22

F: NONE of this is allowed

Question 23

When a previously chemically impaired employee is reentering the workplace:

what assignment?

Answer 23

Day shift for 1 year

**pair with a successful recovering nurse

Question 24

When a previously chemically impaired employee is reentering the workplace:

Drug screening

Answer 24

The employee should be willing to consent to random urine screening with toxicology or alcohol screens

Question 25

When a previously chemically impaired employee is reentering the workplace:

What does the employee need to show evidence of?

Answer 25

continued involvement with support groups (AA, NA, etc)

**employees should be encouraged to attend several meetings each week

Question 26

When a previously chemically impaired employee is reentering the workplace:

What should the employee be encourage to do?

Answer 26

• participate in a structured aftercare program

- to seek individual counseling or therapy as needed