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Nursing > NUR 460 Exam 1 > Flashcards

NUR 460 Exam 1 Flashcards

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1
Q

Defines emotional Intelligence as the ability to reason with emotions in four areas:

A
  • Perceived emotion
  • Integrate emotion into thought
  • Understand emotion
  • Manage emotion
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2
Q

Personal competence

A

Management of emotions

  • Self-Awareness
  • Self-Regulation
  • Motivation
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3
Q

Social competence

A

Stepping outside of yourself

  • Empathy
  • Social skills
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4
Q

Passive

A

Person suffers in silence, although he or she may feel strongly about an issue.
-Majority of people are passive

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5
Q

Aggressive

A

Direct and hostile manner than infringes on another person’s rights, “winning at all cost,” self-excellence

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6
Q

Passive-Aggressive

A

Communicated in a passive way, usually with incongruent non-verbal behavior

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7
Q

Assertive

A

Direct, honest and appropriate communication that does not infringe on another person’s rights.

  • uses “I” sentences
  • feedback is solicited
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8
Q

Assertive behavior

A

-Right to express your own wants, needs, feeling, and ideas.
Other individuals have a right to respond to your assertiveness with their own wants, needs, feelings and ideas.
-May involve negotiation and agreeable compromise
-opens the door for honest relationship

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9
Q

Steps to address conflict

A
  • Set realistic goals
  • Know the facts
  • Be immediate
  • Be specific
  • Respect privacy
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10
Q

DASR script

A
  • Describe
  • Acknowledge
  • Specify
  • Reaffirm
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11
Q

Describe

A

-What you observed in terms of behavior
-Use factual information
Use sensory language
-Use specific information

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12
Q

Acknowledge

A
  • Express feelings or reactions
  • Clearly
  • Sincerely
  • concisely
  • simple, responsive language
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13
Q

Specify

A
  • Ask for different behavior
  • Be specific
  • Build in positives
  • Build motivation
    (ie. What is the behavior? i need persons blood glucose level at this time everyday)
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14
Q

Reaffirm

A

Reaffirm ability to correct problem
Build in positive outcomes
Build esteem and relationship
(I believe you can do this, and i believe itll make things better)

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15
Q

Follow up

A
  • Critical step
  • Emphasizes importance of an issue
  • Provides roadmap to progress
  • Allows both parties to celebrate successes
  • Builds the relationship
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16
Q

Power

A

The ability to influence others in the effort to achieve goals

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17
Q

Empowerment

A

Contemporary view of leadership

-how we view leaders

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18
Q

Two motives to be powerful:

A
  1. Personal achievement/self-glorification
  2. Gain of others/improve common good
    - Usually the mix of two is commonly seen
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19
Q

Personal power

A

The extent to which a person believes that he or she can influence events through personal effort.
-Self confidence, perceived power, BELIEVES they can influence

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20
Q

Professional power

A

The use of professional expertise and competence, to affect change, to make a contribution

  • Professional expertise, major category that empowers nursing.
  • This is where trust fits in
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21
Q

Organizational power

A

The formal authority delegated to the holder of the position.

  • Limiting the nurse
  • Chief nursing officer has more power because organization gave them that
  • Nursing license is a type of organizational power
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22
Q

Expert power

A

Teaching patients, knowing when to withhold med

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23
Q

Positional or legitimate power

A

closely linked to organizational power, position within organization or group.
-Chain of command.

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24
Q

Perceived power or referent power

A

If nobody believes that you are a powerful person, you have no power.

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25
Q

Information power

A

What you do with the info that is really powerful

  • having the right info to create change
  • ties in with expert power
  • lab values, test results, dynamics of the patients and families
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26
Q

Connection power

A

-Who you know

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27
Q

Transformational power

A
  • something that you hope for also not in a nurse, but a leader.
  • have a hard worker and a lazy person and in the end, have them working toghether
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28
Q

Integrative power

A

The use of both disciplinary knowledge and the ability to integrate different disciplines, including the patient

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29
Q

Advocacy power

A

How to navigate healthcare system

-related to element of trust

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30
Q

Healing power

A

What we do

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31
Q

Participative/affirmative power

A

Working with the patient, being present in their care

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32
Q

Problem-solving power

A

Epicenter of everything we do

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33
Q

3 C’s of negotiation

A
  • Competing
  • Compromising
  • Collaborating
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34
Q

Negotiation

A
  • A learned skill developed with practice and time
  • Requires assertiveness and cooperation
  • Requires quality communication skills
  • failure= learning
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35
Q

Before negotiation

A
  • Be prepared mentally by having done your homework.
  • Determine your starting point, trade-offs and your bottom line.
  • Look for hidden agendas, both your own and the parties with whom you are negotiating.
  • Interviews are NOT a place for negotiation!!
36
Q

During negotiation

A
  • Maintain composure and quality communication skills
  • Avoid destructive negotiation techniques and counter them if they are used against you
  • Use “I” statements
37
Q

After negotiation

A

Restate what has been agreed upon verbally and in writing

Recognize and thank all participants for their contributions.

38
Q

How to negotiate- 4 steps

A
  1. Separate the people from the problem.
  2. Focus on interests
  3. Invent options for mutual gain
  4. Insist on using objective criteria.
    - Shouldn’t get personal
    - Focus on commonalities at first
39
Q

Delegating

A
  • Transferring the responsibility for the performance of an activity from one person to another while retaining accountability for the outcome
  • transferring to a competent individual the authority to perform a selected nursing task in a selected situation. The nurse retains accountability for the delegation.
  • If you delegate, they do require supervison
40
Q

Responsibility

A

involves reliability, dependability and the obligation to accomplish work when an assignment is accepted.

41
Q

Accountability

A

Is being responsible and answerable for actions or inactions of self or others in the context of delegation

42
Q

Authority

A

is the right to act or to command the action of others: it comes with the job and is required for a nurse to take action.

43
Q

Assignment

A

The distribution of work that each staff member is to accomplish during a given shift or work period.

  • RNs don’t delegate to RNs
  • Assignments differ from delegation
44
Q

Professional aspects you cannot delegate

A
  • Assess the patient’s condition.
  • Evaluate the effect of nursing interventions.
  • Plan future nursing interventions.
  • Teaching or discharge planning
  • Basically the nursing process
45
Q

Five “rights” of delegation

A
  • Right task
  • Right circumstances
  • Right person
  • Right direction and communication
  • Right supervision and evaluation
46
Q

Right task

A
  • Must conform to the est. guidelines, agency policies, job description etc.
  • Do not require nursing judgement
  • Results are predicable and risk is minimal
47
Q

Right circumstances

A

Doesn’t require independent judgement

48
Q

Right person

A

Is this specific person competent to perform certain tasks?

49
Q

Right direction and communication

A

make sure there is verification of understanding

50
Q

Right supervision and evaluation

A
  • If expectations are not met, step in.
  • give and ask for feedback
  • plan to evaluate patient outcome
51
Q

Which “right” of delegation has the lowest appropriate use?

A

Right direction and communication (37% incorrect)

52
Q

Guides for giving feedback

A
  • Be clear
  • Start with the positive
  • Be specific
  • Refer to behaviors that can be changed
  • Offer alternatives
  • Show appreciation
53
Q

Supervision

A

means the overseeing of or participation in the work of another individual by a health professional licensed under this article in circumstances where at least all of the following conditions exist

54
Q

Positive re-appraisal

A

how to frame things in a positive way to make the outcome better.

55
Q

Escape avoidance

A

Calling in sick, going in and not being present, not trying hard

56
Q

Role stress

A

A consequence of the disparity between
-a person’s perception of the features of a certain role
& the reality of what actually performing that role entails.

57
Q

Moral distress

A

Develops when two ethical principles compete
-Personal opinion may come in conflict with the values of the institution, the morals of nursing, the way hospital policies are written.

58
Q

A solid orientation is one of the best predictors of….

A

job satisfaction

59
Q

Issues that make being a new graduate a difficult time period

A
  • The department or Unit

- The hospital (do they value nursing, town vs. gown, are thy making money)

60
Q

Town vs. Gown

A

“This is how you probably learned in school, but this is how we do it”

61
Q

Level of resillence

A

Can you go with the flow or if you have a solid week of bad days it continues to break down further and further

62
Q

Emotional intlligence

A

How well do you relate to people, how well do you communicate with people

63
Q

Learning the Milieu

A
  • Learning the culture (people, formal and informal rules)

- Learning RN skill sets (techniques, time management, and pace)

64
Q

Discerning fit

A
  • Sensing discrepancies

- Reconciliation

65
Q

Moving through

A
  • Turning points

- Street smarts

66
Q

Key skills for the professional nurse

A
  • Patient centered care
  • Interdisciplinary team
  • Quality improvement skills
  • Informatics (EMR, issues of privacy)
  • Applying evidence based practice
67
Q

Career development

A
  • Self-assessment
  • Organizational assessment
  • Job analysis
  • Education
  • Training
  • Job search and acquisition
  • Work experience
68
Q

Career development: Phase 1

A

Defining

69
Q

Career development: Phase 2

A

Structuring

70
Q

Career development: Phase 3

A

Implementing

71
Q

Career development: Phase 4

A

Validating

72
Q

Strategies for the first year

A
  • Have realistic expectations/priorities
  • Establish meaningful goals
  • Be proactive/take pride in your career
  • Remain sociable, gracious, grateful 1,2
  • Ask a lot of questions/locate resources –Navigate your organization
  • Take care of yourself
73
Q

Need 3 things to promote your career

A

Person who hires needs to

  1. know you
  2. like you
  3. trust you
74
Q

Characteristics of a charge nurse

A
  • Trustworthy/ strong integrity
  • Strong communication skills
  • Strong work ethic
  • Understand how to seek resources
  • Sound decision maker
  • Enthusiastic
  • Take action/assertive
75
Q

Charge nurse: day to day responsibilities

A
  • Assignments
  • Breaks
  • Patient placement or room assignments
  • Go to person “I need more help!”
  • Problem solver…equipment issues, procedures,
  • Patient conflict
  • Associate conflict
76
Q

What to consider with patient room assignments

A
  • Room-mates need to be same sex.
  • Timing, so that you do not have two people in the same bed.
  • Infections, surgical patients, open wounds.
  • The dying patient.
  • Combative, confused,
  • ETOH withdrawal.
  • Sleepovers.
  • Bed Meetings.- all charge nurses getting together in a meeting, talking about how many is on their floor etc.
77
Q

Long term goals of the department

A
  • Staffing guideline
  • Growth of the department
  • Teamwork
  • Benchmark Quality Indicators= Core Measures
78
Q

Decision making

A

Is a purposeful and goal-directed effort that uses a systematic process to choose among options. Not all decision making begins with a problem situation.

79
Q

Problem solving

A

which includes a decision-making step, is focused on trying to solve an issue that can be viewed as a gap between ‘what currently is’ and ‘the best available option

80
Q

Decision making steps

A
  • What is the objective
  • Identify options
  • List advantages & disadvantages of each option.
  • Rank options
  • Implement
  • Evaluate
81
Q

Problem solving steps

A
  • **Define problem
  • Gather Data
  • Analyze Data
  • Develop solutions
  • Select best solution
  • Implement
  • Evaluate Results
82
Q

Critical thinking

A
  • A composite of knowledge, attitudes, and skills; and intellectually disciplined process
  • Remember evidence and theory to predict
83
Q

Creativity

A

Is essential for the generation of options or solutions.

84
Q

Reflective thinking

A
  • It is an internal learning process in which an issue of concern is closely examined
  • Watching or observing ourselves as we preform a task or make a decision about a particular situation.
85
Q

Intuitive thinking

A

An innate feeling that nurses develop that helps them to act in certain situations

86
Q

Decision outcomes: 2 categories

A
  • Minimal or satisfies= minimally meets desired objectives

- maximization or optimal= highest payoff

Nursing (22 decks)

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