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Ethics in Nursing > Week 11 - Incivility, abuse in the workplace > Flashcards

Week 11 - Incivility, abuse in the workplace Flashcards

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1
Q

What are the shockingly high statistics of new graduate nurse turnover?

A

30% by year 1; 57% by year 2

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2
Q

What are contributing factors to the higher NGN turnover rate?

A

Feeling underprepared for practice
Stressful transition period
Expectations vs. reality
Experiences of incivility and bullying

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3
Q

Process of making a significant adjustment to changing personal and professional roles at the start of one’s nursing career

A

New graduate nurse transition

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4
Q

What are the 3 major sections of the Transition Stages Model?

A

Doing phase
Being phase
Knowing phase

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5
Q

What are the different factors in the Doing phase of the Transition Stages model?

A 
Learning
Performing
Concealing
Adjusting
Accomodating
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6
Q

What are the different factors in the Being phase of the Transition Stages model?

A 
Searching
Examining
Doubting
Questioning
Revealing
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7
Q

What are the different factors in the Knowing phase of the Transition Stages model?

A 
Separating
Recovering
Exploring
Critiquing
Accepting
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8
Q

Identify what aspect of the Being phase of the Transition Stages model is being described.

A - Looking for meaning in what it is that you are doing, trying to understand why things are the way they are

B - Start to ask why you went into the profession, will you ever be good? As good as your colleagues? What about fatigue and work-life balance?

C - May be trying to figure out the roles of nurses in HC system, may be pondering certain aspects of our unit or organization, how the HC system works itself.

D - Now aware of differences between the way you were taught and what you are actually doing; now looking at things for what they are

E - So much of what we didn’t know, or couldn’t be exposed to is starting to reveal itself, starting to see everything that comes with the nursing profession

A 
A - Searching
B - Doubting
C - Questioning
D - Examining
E - Revealing
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9
Q

Identify what aspect of the Knowing phase of the Transition Stages model is being described.

A - starting to spread own wings – moving away from preceptors and mentors – gaining independence and doing things your own way

B - happens after recovering period – starting to think about future, exploring nursing career trajectory – e.g. stay on unit, new type of nursing, leave profession, back to school

C - feeling like what the hell happened, stressful months, feel like you may need to take a break, vacation, take some time off since you feel drained

D - where you accept the profession for what it is – keep moving on or do you move away; do you start asking for changes to happen, or just accept the way things are happening

E - exploring, understanding and reconstructing our vision of nursing and how we fit into it

A 
A - Separating
B - Exploring
C - Recovering
D - Accepting
E - Critiquing
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10
Q

Identify what aspect of the Doing phase of the Transition Stages model is being described.

A - Comfortable in learning role – lots to learn about organization, coworkers, new responsibilities, how to manage workload, etc.

B - figuring out who you are as a nurse, and trying to belong

C - shifting to new roles, relationships and responsibilities

D - often feel very insecure about what they do know, but more about what they don’t – will hide and pretend that you know more than you do

E - very concerned about doing skills – feel like you are being watched and want to do everything properly

A 
A - learning
B - accommodating
C - adjusting
D - concealing
E - performing
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11
Q

Identify the phase of the Transition Stage model based on the description.

A - Consistent and rapid advanced in their thinking, knowledge level, and skill competency

B - Understanding professional relationships in the HC system

C - Transition from a structured, relatively predictable life into a new set of expectations and responsibilities

D - Increased awareness of professional self

A

A - Being
B - Knowing
C - Doing
D - Being

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12
Q

Identify the phase of the Transition Stage model based on the description.

A - Feeling unprepared for the responsibilities and workload of their new role

B - comfort and confidence with their roles, responsibilities and routines

C - seeking balance

D - recovery from transition shock

A

A - Doing
B - Knowing
C - Being
D - Knowing

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13
Q

Identify the phase of the Transition Stage model based on the description.

A - Desire for clarification and confirmation of their own thoughts and actions

B - often lack of support and mentorship

C - increased comfort with roles and responsibilities of being a new nurse

D - desire to keep personal and work life separate

A

A - Being
B - Doing
C - Being
D - Knowing

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14
Q

Identify the phase of the Transition Stage model based on the description.

A - Idealistic vs. realistic expectations of self and workplace

B - often placed in situations beyond their level of competence and comfort

C - Understanding expectations, doing it well, and completing their tasks primary concerns

D - Seeking balance

E - Increased awareness of professional self

A 
A - Doing
B - Being
C - Doing
D - Being
E - Being
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15
Q

What are the phases of skill acquisition?

A

Novice –> advanced bigger –> competent –> proficient –> expert

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16
Q

The majority of us are in what phase of skill acquisition? After IP?

A

novice

somewhere in advanced beginner

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17
Q

What are important sources of new graduate support?

A

Solid orientation
Experienced nurse mentorship
Progressive and thoughtful exposure to progressively challenging situations

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18
Q

Graduates require consistency, predictability, stability and familiarity in their initial practice situations for at least the first ___ months.

A

4

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19
Q

match with an employer on a specific unit – get 20 weeks of orientation above staff complement – full time guarantee, but working with a preceptor

A

NGG

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20
Q

What are some common issues with NGNs?

A 
Lack of clinical knowledge
low confidence in skill performance
relationships with colleagues
workload demands
organization and time management
Decision-making and direct care judgements
Communicating with physicians
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21
Q

What is a big focus for issues with NGNs?

A

Organization and time-management

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22
Q

Negative psychological syndrome characterized by emotional exhaustion and cynicism

A

Burnout

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23
Q

feel like you cannot deal with people or care for them – feel like you have nothing left to give

A

Emotional burnout

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24
Q

skeptical of meaningfulness of your work or efforts

A

Cynicism

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25
Q

What are the two factors that contribute to nurse burnout?

A

Emotional exhaustion and cynicism

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26
Q

What is the most common type of workplace violence?

A

Psychological violence

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27
Q

Psychological violence is often due to _______ of _______.

Often perpetrated from ______ powerful to ______.

A

misuse, power

most, least

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28
Q

What are the three types of violence in the workplace?

A

Physical, psychological, sexual

29
Q

Which type of violence is a priority as a workplace concern?

A

Psychological - hardest to identify, articulate and fix

30
Q

an incident of aggression that is physical, sexual, verbal, emotional or psychological that occurs when nurses are abused, threatened or assaulted in circumstances related to their work

A

Violence in the workplace

31
Q

Name who is impacted by violence based on the description.

A - decreased level of nursing care, decrease patient safety

B - high turnover rate, less staffing, lower productivity, increased costs for retention and recruitment

C - fear, anxiety, dissatisfaction with job, impact on patient care, isolation, self-esteem diminished, fatigue, sleep disturbance, increased sickness, poor retention, depression

A

A - Patient care
B - Organization/workplace
C - individual

32
Q

describes low-intensity, rude or disrespectful behaviours with an ambiguous intent to harm others

A

incivility

33
Q

Described as interpersonal conflict in which the target is subjected to systematic stigmatization, harassment, and social isolation over an extended period of time

A

Bullying

34
Q

rude, unreasonable, bad manners, disrespectful, impolite, discourteous – common in any profession, but especially here

A

Incivility

35
Q

If not checked, _________ can escalate into bullying

A

incivility

36
Q

Effects of bullying are ______-lasting and ____________ leading to poor health outcomes, increased absenteeism and high job turnover

A

long

multidimensional

37
Q

There are three recommendations/factors for the prevention of violence in the workplace, name them

A

system recommendations
organizational factors
environmental factors
(team/individual recommendation)

38
Q

Name the recommendation/factor for the prevention of violence in the workplace based on the description.

A - teaching HCPs de-escalating course; policies and procedures that address it; addressing people who are violent in the workplace

B - like government involvement – e.g. mandatory reporting of violence; monitoring organizational accountability; research – measuring incidence and studying mitigating factors

C - proper lighting, security, making workplace accommodations when necessary

A

A - organizational factors
b - system recommendations
C - environmental factors

39
Q

What is the biggest factor for prevention of violence in the workplace?

A

Speaking up = team/individual recommendation

40
Q

What are the resources by the Ontario nurse organizations for violence in the workplace?

A

CNO - conflict prevention and management practice guideline
ONA - workplace violence prevention campaign
RNAO - BPGs; position statements

41
Q

impacts the way we interact with the environment – aka personal resources

A

psychological capital

42
Q

What are the different factors encompassed within psychological capital?

A

Self-efficacy
Hope
optimism
resiliency

43
Q

Name the factor based on the description.

A - setting goals and believing you can meet them
B - belief about ability to be successful in executing a task or successful in a particular situation
C - Ability to bounce back from adversity
D - positive outlook on an event

A

A - hope
B - self-efficacy
C - resiliency
D - Optimism

44
Q

The higher the psychological capital, the lower the….?

A

emotional exhaustion, bullying, cynicism, burnout, etc.

45
Q

Bullying has a significant positive effect on _______ development.
Positive workplaces protect against ________ ________.
Burnout has a significant negative effect on NGN’s ______ and _______ health

A

burnout
emotional exhaustion
mental, physical

46
Q

What are the 6 significant areas of worklife for employees?

A 
Workload
control
rewards
sense of community
fairness
values congruence
47
Q

Name the area of worklife for employees based on the description.

A - may want to know what the role looks like and how much governance there is over how you perform the job
B - want to look at relationships between efforts and recognition on that particular floor
C - level of justice and managerial support within the organization
D - matching values and beliefs between employee and organization
E - when choosing place to work, want to know what resources are necessary to meet the demands of the job
F - quality of the relationships on that unit or organization

A 
A - control
B - rewards
C - fairness
D - values congruence
E - workload
F - sense of community
48
Q

What are the three characteristics of healthy workplaces?

A

Positive, supportive organizational culture
Physical environment and occupational health and safety
Health and lifestyle (corporate wellness)

49
Q

Name the characteristic of healthy workplace from the definitions below.

A - Mindfulness, wellness exercises, yoga, step classes, zoomba, etc.
B - Policies and procedures to protect us; proper training of staff, maintenance of equipment, given proper patient assignments
C - managers open for you to share your perspectives

A

A - health and lifestyle/corporate wellness
B - physical environment and occupational health and safety
c - Positive, supportive organizational culture

50
Q

Work engagement is a positive work-related state of fulfillment characterized by feelings of?

A

Vigour, dedication, absorption

51
Q

high energy levels, that mental tenacity when conducting work – putting in 100% and persevering when things are tough

A

vigour

52
Q

state of concentration or deep enthrallment into your job

A

absorption

53
Q

__________ is the most common thing that helps to increase work engagement, especially for newer nurses.

A

Leadership

54
Q

factors of effectively functioning social groups – things like interpersonal relationships, the ways we interact with each other; norms, values and beliefs

A

social capital

55
Q

What are the descriptors of authentic leadership?

A

Self-awareness, transparency (True self), balanced processing, moral and ethical integrity

56
Q

refers to access to organizational structures that enable employees to accomplish their work in meaningful ways

A

Structural empowerment

57
Q

What is the assumption of structural empowerment?

A

nurse managers can create effective work environments by providing access to structures of opportunity and power

58
Q

What are the four core components of structural empowerment?

A

Access to:

  • opportunities
  • information
  • support
  • resrouces
59
Q

Name the access type for structural empowerment based on the description.
A - time, supplies, and equipment to accomplish organizational goals
B - knowledge and expertise, awareness of organizational goals
C - a sense of challenge and changes to learn and grow
D - feedback and guidance received from superiors, peers, and subordinates

A

A - resources
B - information
C - opportunities
D - support

60
Q

resources or credits created by and embedded within social relationships within an organization

A

Social capital in organizations

61
Q

What is the assumption of social capital in organizations?

A

positive relationships with others at work lead to increased exchange of social resources such as ideas, advice, cooperation and help. Social resources require investment in relationships and is not readily transferable.

62
Q

What are the three main types of social capital in organizations?

A

Structural
Relational
Cognitive

63
Q

Name the type of social capital in organizations based on the description.

A - describes who knows who and how they know each other – social network or web
B - refers to the nature or quality of relationships that people have with one another
C - refers to the shared ways of thinking about work, shared jargon and common experiences

A

A - structural
B - relational
C - cognitive

64
Q

Describe the link between authentic leadership, structural empowerment and social capital.

A

Authentic leadership influences social capital through structural empowerment

65
Q

quality of ________ is an additional mediator between leader behaviours and NGNs job satisfaction

A

relationships

66
Q

Your manager makes sure that you have the equipment and information you need to do your job, provides you with support, and gives you funding to attend an annual nursing conference for professional development.

A

Structural empowerment

67
Q

According to the NGN Transition model, new nurses go through which stages?

A

Doing, being, knowing

68
Q

A nurse is regularly excluded from social events on her unit.

A

Bullying

Ethics in Nursing (12 decks)

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