NUR 460 Exam 1 Flashcards
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
2
Q
Personal competence
A
Management of emotions
- Self-Awareness
- Self-Regulation
- Motivation
3
Q
Social competence
A
Stepping outside of yourself
- Empathy
- Social skills
4
Q
Passive
A
Person suffers in silence, although he or she may feel strongly about an issue.
-Majority of people are passive
5
Q
Aggressive
A
Direct and hostile manner than infringes on another person’s rights, “winning at all cost,” self-excellence
6
Q
Passive-Aggressive
A
Communicated in a passive way, usually with incongruent non-verbal behavior
7
Q
Assertive
A
Direct, honest and appropriate communication that does not infringe on another person’s rights.
- uses “I” sentences
- feedback is solicited
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
9
Q
Steps to address conflict
A
- Set realistic goals
- Know the facts
- Be immediate
- Be specific
- Respect privacy
10
Q
DASR script
A
- Describe
- Acknowledge
- Specify
- Reaffirm
11
Q
Describe
A
-What you observed in terms of behavior
-Use factual information
Use sensory language
-Use specific information
12
Q
Acknowledge
A
- Express feelings or reactions
- Clearly
- Sincerely
- concisely
- simple, responsive language
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)
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)
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
16
Q
Power
A
The ability to influence others in the effort to achieve goals
17
Q
Empowerment
A
Contemporary view of leadership
-how we view leaders
18
Q
Two motives to be powerful:
A
- Personal achievement/self-glorification
- Gain of others/improve common good
- Usually the mix of two is commonly seen
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
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
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
22
Q
Expert power
A
Teaching patients, knowing when to withhold med
23
Q
Positional or legitimate power
A
closely linked to organizational power, position within organization or group.
-Chain of command.
24
Q
Perceived power or referent power
A
If nobody believes that you are a powerful person, you have no power.
25
Information power
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
26
Connection power
-Who you know
27
Transformational power
- 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
28
Integrative power
The use of both disciplinary knowledge and the ability to integrate different disciplines, including the patient
29
Advocacy power
How to navigate healthcare system
| -related to element of trust
30
Healing power
What we do
31
Participative/affirmative power
Working with the patient, being present in their care
32
Problem-solving power
Epicenter of everything we do
33
3 C's of negotiation
- Competing
- Compromising
- Collaborating
34
Negotiation
- A learned skill developed with practice and time
- Requires assertiveness and cooperation
- Requires quality communication skills
- failure= learning
35
Before negotiation
- 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
During negotiation
- Maintain composure and quality communication skills
- Avoid destructive negotiation techniques and counter them if they are used against you
- Use "I" statements
37
After negotiation
Restate what has been agreed upon verbally and in writing
| Recognize and thank all participants for their contributions.
38
How to negotiate- 4 steps
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
Delegating
- 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
Responsibility
involves reliability, dependability and the obligation to accomplish work when an assignment is accepted.
41
Accountability
Is being responsible and answerable for actions or inactions of self or others in the context of delegation
42
Authority
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
Assignment
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
Professional aspects you cannot delegate
- Assess the patient’s condition.
- Evaluate the effect of nursing interventions.
- Plan future nursing interventions.
- Teaching or discharge planning
- Basically the nursing process
45
Five "rights" of delegation
- Right task
- Right circumstances
- Right person
- Right direction and communication
- Right supervision and evaluation
46
Right task
- Must conform to the est. guidelines, agency policies, job description etc.
- Do not require nursing judgement
- Results are predicable and risk is minimal
47
Right circumstances
Doesn't require independent judgement
48
Right person
Is this specific person competent to perform certain tasks?
49
Right direction and communication
make sure there is verification of understanding
50
Right supervision and evaluation
- If expectations are not met, step in.
- give and ask for feedback
- plan to evaluate patient outcome
51
Which "right" of delegation has the lowest appropriate use?
Right direction and communication (37% incorrect)
52
Guides for giving feedback
- Be clear
- Start with the positive
- Be specific
- Refer to behaviors that can be changed
- Offer alternatives
- Show appreciation
53
Supervision
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
Positive re-appraisal
how to frame things in a positive way to make the outcome better.
55
Escape avoidance
Calling in sick, going in and not being present, not trying hard
56
Role stress
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
Moral distress
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
A solid orientation is one of the best predictors of....
job satisfaction
59
Issues that make being a new graduate a difficult time period
- The department or Unit
| - The hospital (do they value nursing, town vs. gown, are thy making money)
60
Town vs. Gown
"This is how you probably learned in school, but this is how we do it"
61
Level of resillence
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
Emotional intlligence
How well do you relate to people, how well do you communicate with people
63
Learning the Milieu
- Learning the culture (people, formal and informal rules)
| - Learning RN skill sets (techniques, time management, and pace)
64
Discerning fit
- Sensing discrepancies
| - Reconciliation
65
Moving through
- Turning points
| - Street smarts
66
Key skills for the professional nurse
- Patient centered care
- Interdisciplinary team
- Quality improvement skills
- Informatics (EMR, issues of privacy)
- Applying evidence based practice
67
Career development
- Self-assessment
- Organizational assessment
- Job analysis
- Education
- Training
- Job search and acquisition
- Work experience
68
Career development: Phase 1
Defining
69
Career development: Phase 2
Structuring
70
Career development: Phase 3
Implementing
71
Career development: Phase 4
Validating
72
Strategies for the first year
- 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
Need 3 things to promote your career
Person who hires needs to
1. know you
2. like you
3. trust you
74
Characteristics of a charge nurse
- Trustworthy/ strong integrity
- Strong communication skills
- Strong work ethic
- Understand how to seek resources
- Sound decision maker
- Enthusiastic
- Take action/assertive
75
Charge nurse: day to day responsibilities
- Assignments
- Breaks
- Patient placement or room assignments
- Go to person “I need more help!”
- Problem solver…equipment issues, procedures,
- Patient conflict
- Associate conflict
76
What to consider with patient room assignments
- 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
Long term goals of the department
- Staffing guideline
- Growth of the department
- Teamwork
- Benchmark Quality Indicators= Core Measures
78
Decision making
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
Problem solving
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
Decision making steps
- What is the objective
- Identify options
- List advantages & disadvantages of each option.
- Rank options
- Implement
- Evaluate
81
Problem solving steps
* **Define problem
- Gather Data
- Analyze Data
- Develop solutions
- Select best solution
- Implement
- Evaluate Results
82
Critical thinking
- A composite of knowledge, attitudes, and skills; and intellectually disciplined process
- Remember evidence and theory to predict
83
Creativity
Is essential for the generation of options or solutions.
84
Reflective thinking
- 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
Intuitive thinking
An innate feeling that nurses develop that helps them to act in certain situations
86
Decision outcomes: 2 categories
- Minimal or satisfies= minimally meets desired objectives
| - maximization or optimal= highest payoff
