Discipline Flashcards
Constuctive or Destructive Criticism?
employee always alert to impending penalty or termination
Destructive
Constuctive or Destructive Criticism?
Carried out in a supportive, corrective manner
Constructive
Constuctive or Destructive Criticism?
helps the employee grow
Constructive
Constuctive or Destructive Criticism?
use of threats and fear to control behavior
Destructive
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
Constructive
Constuctive or Destructive Criticism?
Arbitrarily administered and either unfair in the application of rules or in the resulting punishment
Destructive
What are the 4 steps in Progressive Discipline?
- Verbal admonishment
- Written admonishment
- Suspension from work without pay
- Dismissal
What steps in the Progressive Discipline marks the formal reprimand?
Written admonishment
What are the 5 things that need to occur in a Discipline Conference:
- State the problem clearly
- Ask the employee why there has been no improvement
- Explain the disciplinary action to be taken
- Describe the expected behavioral change
- Get agreement to and acceptance of the plan
When should termination of an employee occur?
It should bet he last resort!!
**necessary for employees who continue to break the rules
T or F: the nurse manager should immediately confront an employee if she suspects impairment
True
**Gather as much evidence as possible of employee’s impairment
What is the top defense mechanism of an impaired employee?
DENIAL
T or F: the manager should nurture the employee when they are showing denial
FALSE
they should NOT nurture or counsel the employee showing denial
What type of work is less likely to admin they are using drugs or alcohol?
Healthcare workers!
Why are healthcare workers more likely to DENY use of drugs/alcohol? (2)
- B/c healthcare professionals do not get peer acceptance of their addictive behavior
- Frequently deny even to themselves
T or F: many healthcare workers are caught using instead of self-reporting
True!
When an employee is angry, what must the confrontation be focused on?
On the employee’s performance deficits, not the underlying problem or addiction
What does the manager NOT need to do when an employee under the influence is angry? (4)
- preach
- moralize
- scold
- blame
When an employee is denying, what does the nurse manager need to do to show decline in performance?
Provide documented evidence!!!
**meaning appropriate evidence should be gathered when applicable
What does the topic need to be during confrontation?
employee performance NOT the underlying problem/addiction
What behavior changes may show in an employee dealing with drug/alcohol use and addiction?
- personality changes
- job performance changes
- time and attendance changes
- irritability, forgetfulness, social isolation, change in physical appearance
T or F: small amounts of psychoactive drug use is okay
F: NONE of this is allowed
When a previously chemically impaired employee is reentering the workplace:
what assignment?
Day shift for 1 year
**pair with a successful recovering nurse
When a previously chemically impaired employee is reentering the workplace:
Drug screening
The employee should be willing to consent to random urine screening with toxicology or alcohol screens
When a previously chemically impaired employee is reentering the workplace:
What does the employee need to show evidence of?
continued involvement with support groups (AA, NA, etc)
**employees should be encouraged to attend several meetings each week
When a previously chemically impaired employee is reentering the workplace:
What should the employee be encourage to do?
- participate in a structured aftercare program
- to seek individual counseling or therapy as needed
