Role and transition

Question 1

Normal Career Stages
Shirey promise

Answer 1

First 10 years
Less experienced yet critical to make wise choices

Milestones to achieve:
Socialization, becoming an insider
Building knowledge, skills, abilities
Identify strengths, build confidence

-Novice
-Advanced Beginner
-Competent
-Proficient
-Expert

Question 2

Benner
a) Novice
b) Advanced beginner

Answer 2

a) Beginner, no experience
“Tell me what I need to do and I’ll do it.”

b) Demonstrates acceptable performance
PATTERN RECOGNITION
Where you are at end of nursing school

Question 3

Benner
a) Competent
b) Proficient
c) Expert

Answer 3

a) with 2-3 years experience
same area or in similar day-to-day situations
Increased awareness of long-term goals
Gains perspective from analytical thinking

b) More holistic understanding improves decision-making
Learns and applies from experiences& how to modify plans

c) No longer relies on principles
More background experience
Performance flexible

Question 4

Normal Career Stages
Momentum (Shirley)

Answer 4

11-29 years of experience

expert knowledge, skills, abilities
Time of accomplishment, challenges, strong sense of purpose,become a role model

Most significant challenge: continue career progression rather than
stagnation

Question 5

Normal Career Stages
Harvest (Shirley)

Answer 5

30-40 years of experience
Expert clinicians
Actively strive to “reinvent” to renew value to team
Knowledgeable, savvy, adaptable

Question 6

a) What are the Justifications for Career Development?

b) what does it allow?

c) what is there an increase of

d) what is imporved? 2

e) what does it avoid?

f) what does it promote?

Answer 6

a) Reduce employee attrition

b) Equal employment opportunity

c) opportunities for employee growth

d) Improved quality of work life
Improved competitiveness of the organization

e) Avoids obsolescence and builds new skills

f) Promotes EBP

Question 7

Orgs have a role in employee development, how do they provide growth?

Answer 7

· provide career information, post job openings
·Performance appraisal & career development
· Provide, support, encourage challenging assignments
· Provide education and training
·Encourage staff to exceed minimum level of competency

Question 8

how does an org encourage nurse to exceed minimum levels of competency? 2

Answer 8

Mandatory Continued Education

· Professional Specialty Certification

Question 9

what are the Specialty Certification benifit? 4

Answer 9

Feelings of accomplishment
Pay
Advancement with career ladder
IMPROVED PATIENT CARE

Question 10

how to prep for an interview?

Answer 10

Perform a self-assessment
Identifies your level of knowledge
Learn about institution(mission etc)
Arrive 10 minutes early

Question 11

a) the interview phase - what does working phase invovle?

b) how to respond?

c) what to maintain?

d) how to answer questions?
what to ask for?
what to say?

Answer 11

a) Highlight personal and professional accomplishments
b) calm, problem-solving fashion
c) Maintain eye contact, listen
d) Answer questions directly
Ask for more information
Say only positive things about present employer

Question 12

what are appropriate questions for employer to ask? 5

Answer 12

· What is your contact address?
· Attendance is important. Are you able to meet this expectation?
· Do you need any special accommodations to perform the job?
· Is there anything that would prevent you from performing this work as described?
· Can you lift 40 pounds?

Question 13

what are inappropriate questions for employer to ask? 9

Answer 13

· How old are you?
· Are you married?
· What does your husband/wife do?
· How many and how old are your children?
· Who takes care of the children?
· Do you live nearby?
· Do you have any physical disabilities?
· All questions on race, religion is prohibited
· Cannot ask sex on application

Question 14

termination phase of the interview:
how does the employer close the interview?

what do prepare?

what to seek?

how to conclude?

Answer 14

a) Employer closes interview asking if you have questions

b) Prepare at least one question to ask

c) Seek clarification for any concerns

d) Conclude by asking when to expect to receive response

Question 15

how is placement a “huge” decision that affects the potential employee and team?

what are the qualities needed for the position? 6

Answer 15

“Fits in well with group”

Qualities needed for position
Great communication skills
Flexible
Supportive
Positive attitude
Energetic
Team player

Question 16

a) what is indoctrination?
b) what is the purpose?

Answer 16

Indoctrination means teaching someone to accept a set of beliefs without questioning them
a) planned, guided adjustment to the organization and work environment

b) employee attitudes towards the organization
Provide necessary information for success
Instill a feeling of belonging, acceptance

Question 17

what is the induction phase?

Answer 17

Induction=leading
After employee selected, before performing the job
Provide general information, education about the organization
Employee handbook, serves as reference

Question 18

what is the orientation phase?

what is the purpose?
who provides it?

Answer 18

Orient to activities specific to the position

Feel like part of the team

Provided by HR (payroll, benefits)
staff development (philosophy, mission, fire/safety, HIPPA)
individual unit (specific policies, unit schedule, staff P&P)

Question 19

socialization - Unit-Specific Orientation
what are the competencies being looked at?

what skills?

who are you introduced to?

Answer 19

Specific competencies needed to care for typical patients assigned to the unit

Technical skills, documentation

Introduced to members of unit and to functions & roles of people who regularly interact with the unit

Question 20

Staff Development with a Learning Org:

a) what must the org value?
b) what do they maintain?
c) what change do they create?
d) what is improved?

Answer 20

people continually expand their capacity

a) value/demonstrate lifelong learning
b) Maintain competent staff - Not just done to achieve licensure requirements
c) Create positive and needed organizational change
d) Improves retention, recruitment

Question 21

Staff Development with a Learning Org: what do they assess?

how? 3

what is implemented?

Answer 21

Assess Staff Development Needs

1: Establish competence
2: Meet new learning needs
3: Satisfy interest of staff - survey staff for learning needs

Implement EBP

Question 22

learning styles: what to self-assess?
what to develop?
what to tell you preceptor?

Answer 22

Assess your specific learning needs and establish learning priorities

Develop an understanding of your individual learning style - essential to analyze how you learn

Inform preceptor how you learn
Preceptor=instructor

Question 23

a) what is a successful preceptor?
b) what do they match?
c) what do the provide?
d) what do they demonstrate?

Answer 23

a) Clinical experience, enjoy teaching, and committed to the role
b) Match teaching style to new nurse’s learning needs
c) Give specific directions, learning objectives
document achievement of the objectives
d) Demonstrate skills, be detailed with explaining skills, break tasks into components to see proper order, priority of items

Question 24

what is a successful preceptor familiar w/?

what are they willing to do?

what to follow?

what to do if there is a probem?

Answer 24

Familiar with organization’s policies & procedures

Willingly share knowledge, display effective communication

Follow the preceptor schedule

If problems surface, immediately address
Notify educator, discuss situation, resolve quickly

Question 25

a) Mentor
b) Coach
c) Preceptor

Answer 25

a) longer period
Sharing knowledge
advise the mentee on what to do, but it’s up to the mentee what to do with that advice
b) follows a structured process to improve specific skills
Mesure performance
c) shorter time frame
evaluate performance and give feedback

Question 26

*Exam**
a) what does socialization of a new nurse invovle?

b) what leads the RN to feel frustrated, overwhelmed, conflicted?

c) what to establish? 3

d) what to value?

e) what to listen to?

Answer 26

a) Acculturate(accommodate,ajdust), role transition into real world of nursing

b) Gaps in academic & practice expectations - reality shock

c) Establish times to share openly, clarifying values necessary to acculturate
Blending academic values with actual nursing
Support the new nurses’ values

Question 27

Staffing
a) What do determine? what is needed?
b) what interview is common?
Why?
c) who to socialize with?
what is required?

Answer 27

a) Determine number, types of personnel needed
b) Behavior interviews common, essential
Work ethics and behaviors difficult to change
c) Socialize employee to organizational values, norms
Creative, flexible scheduling required

Question 28

a) what is Performance Appraisal?

b) what is reviewed?

c) what is stated?

Answer 28

Appraisal=evaluation
a) How well employee carries out duties of their assigned jobs
b) Review work performance with employee, informed of their job performance
c) expectations of organization

Question 29

a) is a performance appraisal personal?

b) what are the components?

c) what can it generate?

d) where is it provided?

e) what should promote?

Answer 29

a) Not personal - Actual performance evaluated

b) Objective, systematic, formalized manner

c) Could generate salary adjustment, promotions, transfers, disciplinary actions, termination

d) Provide in a positive atmosphere

e) Should motivate employee and promote growth

Question 30

a) Performance appraisals let employees know?
b) generate info for?

Answer 30

a) the level of their job performance
any expectations that org has of them
b) info salary adjustment
promotions
transfers
disciplinary actions/terminations

Question 31

Using Performance Appraisal to Motivate Employees
If truly used to motivate and increase productivity, what must emplyee believe? 2

Answer 31

Employee must believe the appraisal is based on a standard all employees in this classification are held accountable

Standard communicated clearly at time hired

Question 32

a) where is info obtained to determine employee performance?
b) will employee know?
c) who is the appraiser? 2

Answer 32

a) Peers, coworkers, patients, care plans, EMR review
b) Employee aware of which sources will be used
c) one of employee’s direct supervisors
Appraiser viewed as trustworthy, professional, respected by employee

Question 33

How to have a fair & Accurate Assessment - 6

Answer 33

· Appraiser develops awareness of their biases, prejudices
· Seek consultation when unsure
· Gather data appropriately
· Keep accurate records to ensure accuracy and fairness
· Collected assessments should contain positive examples of growth, achievement and areas of needed development
· Include employee’s own appraisal of his work

Question 34

How to have a fair & Accurate Assessment
a) Halo effect
b) Horns effect
c) Central tendency

The appraiser needs to guard against 3 common pitfalls of assessment

Answer 34

a) only focus on the positive
your overall impression of a person (“He is nice!”) impacts your evaluations
b) negative aspects solely influence
c) rather hesitant to risk true assessment so rates everyone as average

Question 35

Performance Appraisal Tools
trait rating scales - 6

Answer 35

rating a person against a standard
Job description, desired behaviors, personal traits, Job Knowledge

Question 36

Performance Appraisal Tools
Job Dimension Scales

Answer 36

Rating scale based on job description
Administers medications using barcode 5, 4, 3,2,1

Question 37

Performance Appraisal Tools
Management by objectives

Answer 37

The employee and supervisor meet and agree of the duties at beginning of employment
Set short-term gaols
Regularly meet and discuss progress
Pron/ employee can set own goals lead inc to accomplish
Corn/ they might set easy goals,authoritarian leader find difficult follow this manner

Question 38

what is the 360 degree evaluation? 3

Answer 38

o Assessment by all individuals within the sphere of influence of the individual being appraised.
· A process in which an individual is assessed by a variety of people in order to provide a broader perspective
· Nurses asked to evaluate their peers need orientation to the process and to the specific tool being used

Question 39

Overcoming Appraisal Interview Difficulties

Answer 39

Give employee 2-3 days advance notice
Be prepared mentally and emotionallye
in quiet, comfortable, private setting
Ask employee to comment on their progress
Avoid surprises
Use positive encouragement
Never threaten, intimidate
Mutually set goals
Sign document
Does not mean you agree with what is documented
Means employee read the appraisal
End with pleasant tone
Document further goals
Plan follow up meeting if needed