Exam 1 part 2 Flashcards

1
Q

Two types of decisions

A

satisficing and optimizing

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2
Q

Managers decide what is best for their team

A

Paternalistic

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3
Q

Offers the staff the ability to make a decision after information has been shared

A

informative

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4
Q

Decisions are made through an interactive, deliberate process where the staff may express and discuss options and preferences

A

shared decision making

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5
Q

Controlled by voluntary boards or trustees
Provide care to a mix of paying and nonpaying patients
Excess revenue over expenses is redirected into the organization for maintenance and growth

A

not-for-profit healthcare organizations

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6
Q

Operate with the specific intent of earning a profit by providing healthcare services to individuals who can afford to pay
Usually includes mission to provide high-quality healthcare

A

for profit healthcare organization

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7
Q

interacting with internal and external forces

Continual process of adaptation

A

open system

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8
Q

self contained

A

closed system

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9
Q

universe filled with unpredictable and random events

A

chaos theory

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10
Q

Written statement that articulates the values and beliefs of members of the organization about the nature of their work
Important for nurses to be involved in developing an organization’s philosophy about patient care, nursing, health and wellness

A

philosophy/ values statement

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11
Q

Reflection of the organizational norms or traditions as exemplified through behaviors that illustrate the values and beliefs of the organization

A

organizational culture

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12
Q

Amount of structure in terms of rules or policies

A

Formalization

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13
Q

organized around specialties

A

functional structures

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14
Q

focus on the various functions to produce a specific service or product

A

Service line structures

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15
Q

are complex and integrate both functional and service considerations

A

matrix structures

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16
Q

focus on delegation of decision making to professionals doing the work

A

Flat structures

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17
Q

is focused on allowing professional nurses to manage their practice. It involves the responsibility for making decisions at the patient, unit, and organizational level.

A

shared governance

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18
Q

Groups of people who are characterized by common racial, tribal, national, religious, linguistic, or cultural backgrounds

A

Ethnicity

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19
Q

in the margin between two cultures without a sense of belongingness to either

A

cultural marginality

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20
Q

belief that ones own belief is superior to others

A

ethnocentrism

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21
Q

tendency to impose ones beliefs, practices, values on others

A

cultural imposition

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22
Q

refers to maintaing several different cultures

A

multiculturalism

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23
Q

mediating between/ among cultures

A

cross-cultrualism

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24
Q

bridging significant differences in cultural practices

A

transculturalism

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25
ability to influence
power
26
capacity to have an effect on the character, development, or behavior of someone or something, or the effect itself
influence
27
process of sharing power with others so that they are able to exercise their own power or influence
empowerment
28
focus was on improving care through IT and Quality and Safety Education for Nurses (QSEN) project
Tiger initiative (technology informatics guiding education reform 2004)
29
a science that combines hard science with computer science, information science, and cognitive sciences
Informatics
30
is the most common measure of the health of the US economy
Gross Domestic Product (GDP)
31
how is health care financed
Government Commercial or private insurance Out of pocket Other
32
medicare part that involves hospital, home health, hospice, skilled nursing (Not nursing home/custodial)
medicare part A
33
medicare part that involves physicians, equipment, diagnostics
medicare part B
34
medicare part that involves medication
medicare part D
35
state administered for poor, blind, disabled, and children with disabilities or no insurance in poverty
Medicaid
36
A plan that uses numerical data to predict the activities of an organization over a period of time Provides a mechanism for planning and control, as well as for promoting each unit’s needs and contributions
Budget
37
For each Cost Center - Covers day-to-day activities: patient care supplies, office supplies, books, training, travel, catering (EXPENSES)
Operating budget
38
large ticket equipment purchase, building expansion, new programs; often $15K or greater; some minimums are greater than $1K
Capital budget
39
managed by finance department
Cash budget
40
small amounts – may be called VP Pool for unanticipated needs
Petty cash
41
fiscal year
September 1 to August 31
42
Do not change with patient volume
Fixed expensses
43
Vary directly with patient volume
variable expenses
44
producing good results for the amount of money spent
Cost-effective
45
Nurses assume total responsibility of assigned patients while on duty; oldest form; still widely used
Total patient care (AKA case method)
46
The needs of a group of patients are broken down into tasks that are assigned RNs, LPNs, and UAPs to deliver nursing care. Based on scope of practice for each caregiver. Much like an assembly line – fine for building engines. Potential for fragmentation. CN may be only one with full knowledge of patient needs.
Functional nursing
47
Team of nursing personnel provides total care to a small group of patients. Modified functional Uses nurse leader who coordinates personnel; CN, Team Leaders each with designated nursing staff
Team nursing
48
RN designs, implements, and is responsible for nursing care for duration of the patient's stay on the unit (24 hour responsibility)
Primary nursing
49
Manager coordinates collaborative care to those with complex needs. Supervises the care provided by licensed and unlicensed nursing personnel
Case management
50
Facilitates transition from one level of care to another – screening, treatment, follow-up including psychological and educational support
Patient navigator
51
Involves matching patient needs with nurse competencies so synergy is reached and patient care and outcomes can be improved
synergy model
52
Used to determine how well employees are performing their job. Therefore, appraisals measure actual behavior and not intent Goal is employee growth
Performance appraisal
53
rates an individual against some standard (knowledge, judgment, attitudes) attendance, medication safety
Trait rating scales
54
rates the performance on job requirements (Nursing Process elements plus teaching, collaboration, coordination, etc. Industrial nurse – That he/she promotes fitness, health, annual physicals, and record-keeping)
Job dimension scales
55
rates desired job expectations on a scale of importance to the position – Chest Pain treated per protocol
behaviorally anchored rating scale
56
rates the performance against a set of desirable behaviors
Checklists
57
a written appraisal of job performance; may refer to “critical incidents” positive and negative
essays/narrative
58
an appraisal of performance by the employee
self-appraisals
59
employee and management agree upon goals of performance to be reached.
management by objectives
60
assessment of work performance carried out by peers – required by Magnet – why? Attribute of a profession
peer review
61
occurs when recent issues are weighed more heavily than past performance. Take notes on behavior THROUGHOUT the year
The recency effect
62
occurs when the appraiser lets one or two positive aspects of the behavior of the employee unduly influence all others
the halo effect
63
occurs when the appraiser allows some negative aspects of the employee’s performance to influence the assessment to such an extent that other levels of job performance are not accurately recorded
the horns effect
64
is often the result of a manager hesitant to offer true assessments and so defaults to rating all employees as average
central tendency
65
a bias wherein employees receive the same appraisal results year after year
matthew effect
66
A method of rating a person against a set standard, which may be the job description, desired behaviors, or personal traits
trait rating scale
67
includes an assessment by all individuals within the sphere of influence of the individual being appraised
360 degree evaluation