Problem Employees/Performance Appraisal Flashcards
What does a manager need to determine as far as problem employees?
Who need discipline vs who is impaired chemically, psychologically or marginal
- know the underlying cause
Why shouldn’t a manager avoid discipling an employee?
It jeopardizes the unit and organization’s morale
Plus, you want to help the problem employee figure their shit out
Discipline vs Punishment
Discipline= training and molding the mind and character to bring about desired behaviors bc you care
Punishment = undesirable even that follows unacceptable behavior. This can change people but it can have negative consequences.
Is all discipline good?
No. There’s constructive and deconstructive discipline
Constructive discipline
Used to help the worker grow by being supportive and correcting them so that they develop self discipline
We are fixing their actions - not them as a person.
Destructive Discipline
When you use threats or fears to control the worker so it makes them feel like something is always coming.
Can be unfair and end in punishment
Self discipline defintion
What is required to have this in the workplace?
Rules become apart of the person’s personality & is the most effective
Can only have this if the rules seem rational. Otherwise, they won’t add it to their personality.
McGregor’s Hot Stove Rule’s say that these elements must be present for growth:
Forewarning - You know ahead of time that breaking the rule has consequences bc it was explained.
Immediate consequences - The consequence should be immediate. Don’t put it off.
Consistency - Needs to be consistent
Impartiliaty - Everyone needs to be treated the same way if they break the rules
What type of atmosphere do you need for self-discipline to develop?
Atmosphere of mutual trust
How should rules be communicated for self-discipline to develop?
Clearly written and communicated
If an employee doesn’t identify with the organizations goals, can there be self-discipline?
No - the employee has to identify with it as part of their personaltiy
What is Progressive Discipline?
Which infractions are exempt?
The slate is wiped clean at the conclusion of a predesignated period.
Serious infractions are exempt from this.
Four common steps used with Progressive Discipline
What if you there’s two different breaches?
Verbal warning first but if you do it again, the written warning. Next time, suspension from work without pay. Lastly, dismissal.
If you have two different behaviors before you fix the first behavior, it doesn’t “mount” against you.
Steps used in Disciplinary Conference
- State the problem
- Ask the worker to improve
- Explain the discipline
- Give them the expectations for change
- Get acceptance to the plan
When should managers use termination?
It should be the last resort but if workers continue to break rules despite the warnings, it has to be done.
Steps on how to hold a Termination Conference
- state the facts of the case and reason
- explain the termination process
- asks for employee’s input and response calmly
- end the meeting on positive note
What are Marginal Employees?
Does traditional discipline help?
They disrupt unit functioning because they do the bare minimum to not be in trouble.
Traditional discipline is pointless
Substance misuse vs chemical impairment
chemical impairment - addiction but doesn’t go that far
substance misuse - it impairs a lot more
Chemical impairment is _____ in health professionals than the general public.
Greater - due to having easier access in the workplace.
What is the majority of disciplinary action due to?
Chemical impairment, taking drugs, or selling drugs from the workplace.
What changes might you see in an Impaired Nurse?
Personality/behavior changes such as inappropriate rxns
Job performance changes
Time and attendance changes
NOTE: its not always a substance abuse disorder - it could be psych.
Late stage chemical dependance signs?
The need for the chemical is more intense
Highly defensive
They will continue to use the substance even if it doesn’t give them pleasure
How should you confront a worker of chemical impairment if you are the manager?
Has to be the manager. If you are an employee, go to the manager ***
Gather the evidence if it is there.
If it’s not there, your suspicion is still enough to confront them due to patient safety immediately if its at work.
Expect the defense and denial. Manager doesn’t need to nurture or counsel. Get them out of there.
Manager outlines the plan for them to overcome the issue. Probably includes time off work.
Reentry guide for recovering nurses
No psychoactive drug is tolerated
The worker has to do a day shift schedule for firs year bc they are easy to monitor
Pair the employee with a nurse who has recovered before if possible
They must consent to random urine collections
Must give proof of support group for AA.
Encourage them to participate in structured aftercare
The employee should be encouraged to seek individual counseling
What is the point of performance appraisals?
Used to determine how well employees are performing their job.
A measurement of actual behavior - not intent.
Why are performance appraisals sometimes a negative experience for some?
Sometimes they lack accuracy
Past expereinces didn’t go well
Can be emotionally charged
Are appraisals a waste of time?
They are if its just to meet a regulation and not actually help employees grow
Trait rating scales
rates an individual against some standard
Job dimension scales
rates the performance o job requirements
Behaviorally anchored rating scales
rates desired. job expectation on a scale of important to the position
Checklists scales
rates the performance against a set list of desirable job behaviors
Essay tools
A narrative appraisal of job performance
self appraisals
an appraisal of performance by employee
Management of obhectives
employee and management agree upon goals of performance not be rached
peer review scale
assessment of work performance carried out by peers
Pitfalls of a performance appraisal (due to managers)
Subjectivity as a factor so personal bias
Tendency to be lenient can happen
Inadequate record keeping of the whole year
Recency effect
Halo effect
Manager allows one or two positive things influence everything else about your appraisal
Horn effect
The manager allows one or two bad things about what happened to affect your whole appraisal despite doing good things
Central tendency
Everyone gets to be rated as average bc the manager doesn’t want to give a true assessment
Matthew effect
Bias when employees get the same appraisal feedback year after year
For an appraisal to be effective, what does it need?
The one doing the appraisal needs to be your direct supervisor
And, for it to be effective they should be someone you trust
Don’t surprise an employee with negative traits
The standards for everyone should be the same
How else can appraisal be effective?
Employees need to know where you got the info
Make sure the appraisal is from someone who is pertinent to the person
Be aware of past experience
