Exam 19: Coaching, Disciplining, and Terminating Staff

An emergency department (ED) manager is disciplining a nurse with a history of multiple client and staff complaints. The last disciplinary action was a verbal warning. If the institution follows the progressive method of addressing disciplinary issues, the manager would prepare for which action?

A nurse has been pulled from the surgical unit to the ICU unit and is asked by an ICU nurse to administer a medication that requires monitoring the cardiac rhythm. When asked about the client's cardiac rhythm after the medication was administered, the surgical nurse states, "I don't know." What actions should be taken by the unit's nurse manager?

A terminated employee files a grievance against the nurse manager. Which situations would benefit the employee's claim?

Coaching and discipline have failed and the nurse manager is faced with no alternative but to terminate an employee. Which aspect of this situation requires the most careful planning?

An ICU nurse does not follow policy when administering a medication intravenously. Which would be the most appropriate action by the manager to assist the employee?

The staff has complained that a nurse receives frequent personal phone calls, which is a violation of policy. In what manner should the manager address this nurse?

An ICU nurse manager has been struggling to correct client care issues on the unit and has asked the unit director for assistance. The director says, "Training and discipline on your unit is your responsibility. I have other things to do." Now, the manager is faced with disciplining a nurse regarding another client care issue. What is the most significant reason this manager is hesitant to administer this discipline?

The manager has just terminated a nurse. What statement by the manager is appropriate?

The nurse manager is coaching an employee who has been late for work three mornings this week. What statements and

A nurse has complained to the human resources (HR) director regarding unfair treatment by the nurse's manager. The nurse describes receiving a written warning, unlike other nursing staff who exhibit similar behaviors but are not reprimanded. Which concerns would the HR director discuss with the hospital chief nursing officer?

It has been reported to the nurse manager that an employee is repeatedly parking in the patient/visitor parking area. What action should the manager take?

Which statement by the nurse manager is the best example of day-to-day coaching?

An OB nurse has violated a unit policy. The OB manager is discussing the incident with the nurse. During the discussion the nurse informs the OB manager of the actions of other staff and the physician's attitude leading up to the event. How should the manager address these issues?

A nurse has frequent visitors while working. The manager has discussed with the nurse the negative effect of these visits on client care. What should the manager do next?

A nurse is being terminated due to continued violation of hospital policy. What statements by the manager are appropriate?

The manager is contemplating terminating a nurse. What should the manager consider regarding the expectations of the job prior to proceeding with termination?

A charge nurse on the night shift did not notify the anesthesiologist regarding an emergency case. The manager investigated the matter and learned the charge nurse thought the primary care nurse would call the anesthesiologist. Which response by the manager would be most appropriate?

A director must discipline an ICU manager. The director and manager have become friends. When disciplining the manager, what is the best approach by the director?

The manager has disciplined a nurse with a written warning. At the end of the session, the manager asks the nurse to sign the warning and the nurse refuses. What should the manager do?

An employee has consistently violated policy and has not responded to coaching. The manager has decided that discipline is required. What should the manager do first?