Lecture 16 Personnel problems

Question 1

Marginal employees

Answer 1

1. Those employees who disrupt unit functioning because the quantity or quality of their work consistently meets only minimal standards at best.
2. Traditional discipline is generally not constructive in modifying their behavior.

Question 2

When dealing with personnel problems, the manager’s role is to _

Answer 2

Distinguish between employees who need progressive discipline and those who are chemically impaired, psychologically impaired, or marginal employees so that the employee can be managed in the most appropriate manner.

Question 3

Discipline

Answer 3

1. Involves training or molding the mind or character to bring about desired behaviors.
2. Often considered a form of punishment, but it is not quite the same thing as punishment.

Question 4

Punishment

Answer 4

An undesirable event that follows unacceptable behavior, which may have negative consequences, but can be a powerful motivator for change.

Question 5

Constructive discipline

Answer 5

1. Helps the employee to grow and is carried out in a supportive, corrective manner.
2. The employee is reassured that discipline is given because of their actions and not because of who he or she is as a person.
3. The primary focus is to assist employees to be self-directed in meeting organizational goals.

Question 6

Destructive discipline

Answer 6

1. Use of threats and fear to control behavior.
2. The employee is always alert to impending penalty or termination.
3. Arbitrarily administered and either unfair in the application of rules or in the resulting punishment.

Question 7

Self-discipline

Answer 7

1. The process by which rules are internalized and become part of the person’s personality.
2. Highest and most effective form of discipline.
3. Only possible if subordinates know the rules and accept them as valid.

Question 8

McGregor’s “hot stove” rules for fair and effective discipline

Answer 8

1. Forewarning.
2. Immediate consequences.
3. Consistency.
4. Impartiality.

Question 9

Common steps in progressive discipline

Answer 9

1. Verbal admonishment.
2. Written admonishment.
3. Suspension from work without pay.
4. Dismissal.
   (Actions actually or potentially causing patient harm may result in immediate dismissal.)

Question 10

If differences are not settled in a formal grievance process, the dispute generally proceeds to _

Answer 10

Arbitration.

Question 11

Substance misuse

Answer 11

Maladaptive patterns of psychoactive substance abuse, with the substance user continuing use in the face of recurrent occupational, social, psychological or physical problems, and/or dangerous situations.

Question 12

Chemical impairment

Answer 12

Impairment resulting from drug or alcohol addiction.

Question 13

The profile of the impaired nurse may vary greatly, but typically changes are seen in the areas of _

Answer 13

1. Personality/behavior changes.
2. Job performance changes.
3. Time and attendance changes.

Question 14

Rehabilitation plans for chemically dependent nurses typically include _ (1 of 2)

Answer 14

1. Total abstinence from alcohol or other mood-altering chemicals.
2. Mandatory inpatient or outpatient treatment.
3. Random body fluid testing.
4. Educational courses on chemical dependency.
5. A contract that will specify what type of nursing practice is acceptable and what restrictions will be placed on that practice.

Question 15

Rehabilitation plans for chemically dependent nurses typically include _ (2 of 2)

Answer 15

1. A registered nurse, who is the immediate supervisor of the diversion nurse, will be identified as a worksite monitor. This individual will make regular reports to the diversion committee.
2. Participation is a 2- to 5-year commitment. (Average length of time in the program for drug/alcohol impairment is 3 years.)
3. Transition period begins after at least 24 months of recovery and a minimum of 24 negative random body fluid tests.