Nursing 211 Week 5

8/2/2019 Nursing 211 Week 5

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NURSING 211

WEEK 5


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EVALUATION

Feedback is thedegree to which individuals

areable to obtain clear information regarding

theeffectiveness of theirperformance.

A. Its amethod ofevaluation

B.Feedbackmaybeapparent from the task

itself or feedbackmaybeavailable from other

individuals such as patients, nurses, nursinginstructors, and nursemanagers.

C. Journals maybea format of self-evaluation


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D. As a new graddo you want feedback on

yourperformance?

Why?

1. Improves coordination, cooperation,

andcommunication.

2. Initially feedback willbegiven to you

from nursemanagerand patients.

E. What about 2 years afteryou havebeen

working?1. Willyoubegiving others feedback

on theirperformance?


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2. Always remember to acknowledge

and praise thecontributions of others. A

job welldone, agood idea, goingaboveandbeyond jobrequirements!

F.Do youeveracknowledgereceiving

especiallygood service?Positive feedback is not given enough!

G.Feedback is best when it is immediate

and specific.H.Haveyoueverevaluatedyourown

performance? How does it feel?


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I.Face-to-face self-evaluation can be

powerful.

1. As a nursecouldyouevaluate

yourselfbyaskingyourpatients about the

quality ofcare theyreceived fromyou.

2. When giving negative feedback tosomeone, do it in a private place, not in

front of others.


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PERFORMANCE APPRAISAL

A. This process includes:

1.Day to daymanager employee

interactions

2. Written documentation

3. A formalappraisal interview

4.Follow up sessions; this may involve

coachingand ordisciplineB. Reasons why performanceappraisals are

conducted


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1. To giveconstructive feedbackabout

performanceand how it maybe improved

in the future.

2. To guideadministrativedecisions

3. To meet legalmandates

C. Several steps shouldbe followed in

conductinga performanceappraisal:

1. Shouldbedone onceayear

2. Shouldbe shared with employee

3. Employee shouldbeable to respond

in writing


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4. There shouldbeamechanism in

place so that employees can appeal

results ofappraisal

5. Needs to beadequate observation of

employee

6. Anecdotal notes shouldbekept andshared with employeeduring the

evaluation process

7. Evaluators shouldbe trained8. Should focus on behaviorandresults

ratherthan personal traits and

personality


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9. Shouldreflect theemployees actual

job performance

D.Components normallyevaluated

1. Utilization of nursing process

2.Professionalism

3. Safety

4. Initiative

5.Continuingeducation


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Behavior-OrientedPerformance

Appraisal

1. Performs anddocuments physicalassessmentaccording to unit standard.

2. Completes patients plan ofcareaccording to unitstandard on each assigned patient within 24 hours

ofadmission.

3. Administers medications in a safeand timelymanner.

4. Participates in allmandatory in-service programs.

5. Dresses according to unit dress code.6. Adheres to universal precautions with each patients.


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Outstanding (5)

Above Average (4)

Average (3)

Needs Improvement (2)

Unacceptable (1)


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BEHAVIOR ORIENTED RATING SCALES

1. This evaluation method has tremendous

advantages and is themethodmost highly

recommendedandmost widelyused in

nursing.

2. Ifemployees and theirmanagersactuallydevelop theappraisal instrument,

they have faith in the systemandare

motivated to use it.3. Anotherpositiveaspect is that the

likelihood forlegal problems is decreased

becauseemployees know specifically how

to behave.


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4. Negativeaspects of this appraisal

system:

a.applicable to a narrow range of jobs

b.relatively timeconsuming

c.expensive to develop


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DISCIPLINE

A. Managers, including nursemanagers,

dread having to disciplineaemployee.

But sometimes it is necessary!

B. Neverlose sight of thereason for

discipline. The primaryreason for

discipline is to teach andchange

behaviornot to punish.


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Guidelines forEffectiveDiscipline

Get the facts beforeacting.

Do not act whileyouareangry.

Do not suddenly tighten yourenforcement ofrules.

Discipline in private.

Make the offenseclear. Specify what is appropriatebehavior.

Get the otherside of the story.

Do not let thedisciplinebecome personal.

Do not backdown when youareright.

Inform human resourcedepartment the outcome.


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PROGRESSIVE DISCIPLINE

A. Oral

B. Written

C. SuspensionD. Termination

E. Infractions

A record ofanydiscipline is always kept onemployees file.


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Termination Process

Calmly state the facts of the situation

andexplain thereason fortermination.

Explain the termination process.Ask foremployeecomment, andrespond

calmlyand openly.

End themeeting on a positive note.


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Problems with Termination

A preferablealternatives is that the

employee voluntarilyresigns.

As a nursemanageryoucan suggestthis to theemployee.

This allows theemployee to leave

without arecord of termination.


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Preparation Before Termination

1.Didyou set yourexpectations clearlyfrom thebeginning?Didyoureview thejobdescription, performanceappraisal

criteria, and policies and procedureswith theemployee? These shouldbe inwriting.

2.Didyoudocument theemployeesperformance on acontinuingbasisusing thecritical incident ora similarincident?


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3.Didyoukeep theemployee informed

about his/herperformance on aregular

basis?

4.Didyouconduct coaching sessions ordeal

with policy orprocedure violations in a

timelymanner? Were the sessionsdocumented?

5. Wereyou honest with theemployeeabout

the poorperformance or the policy that wasviolated?

6. Wereyouconsistent amongemployees in

how youdealt with performance issues and

olic and rocedures issues?


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7.Didyou follow up?Didyoudeliverthe

actions youagreed to in hecoaching

sessions?

8.Didyoudocument everything? This is

vital!!!


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CONFLICT

This is theconsequence ofreal orperceiveddifferences in mutuallyexclusivegoals,values, ideas, attitudes, beliefs, feelings, oractions within one ormore individuals

(groups).A. Conflict is inevitableand often a prerequisite

to change in peopleand organizations.

B. It can be positive ornegative, healthy or

dysfunctional.C. Positive example disagreement over

patient carecan increaseawareness oftradeoffs.


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D. Aggressivebehaviorcan occur.

E.Conflict maybecovert and

inappropriate.

F. Examples of negative Angermaybe

displaced to innocent bystanders.

G. Wheremight youexperience naturalconflict as a new grad?

a. physician

b.administration

c.quality ofcare/cost ofcare


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H. 2 Types ofConflict

a.Competitive two ormoregroups

attempt the samegoals and only onegroup

can attain thegoals.

1. It results in victory forone side

andloss for the otherside.2. Therearerules and the

emphasis is on winning, not

defeat orreduction of theopponent.

3. When one side has won

competition is terminated.


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2.Disruptiveconflict

a. Winning is not emphasized.

b. The object is to reduce, defeat,

oreliminate the opponent.

c. This type ofconflict occurs in an

environment that is charged withfear, anger, orstress.

d. In somecases disruptive

conflict can end in irrational,upsetting, oreven violent

behavior.


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There willalways be

someconflict. As a

nursemanager

realize that someissues takecare of

themselves without

getting involved.

Documents

Nursing 211 Week 5