Author Question: LaDuke (2000) has identified some strategies for nurses when consulting and/or collaborating with an ... (Read 45 times)

Marty · **on:** Jul 7, 2018

LaDuke (2000) has identified some strategies for nurses when consulting and/or collaborating with an attorney. Which of the following is not correct regarding LaDuke's strategies?

a. Retain a legal specialist.
b. Let the attorney set your course.
c. Keep costs sensible.
d. Examine everything in writing.

Question 2

Which comment by a staff nurse would indicate to the nurse manager that further clarification regarding the concept of shared governance is needed? Shared governance:

a. formalizes and insists upon collaboration among the health care team members.
b. affirms that the patient is the center of care.
c. distributes power more evenly among nursing staff and leaders.
d. provides an outlet for the recognition of inappropriate processes.

princessflame2016 · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

B
Nurses who are considering consulting or collaborating with an attorney should be aware of certain aspects of the nurse-attorney relationship and work toward being clear up front about what they need and expect. LaDuke (2000) has provided some excellent advice for nurses who may be considering consulting or working with an attorney. They are: 1) retain a legal specialist (not a generalist); 2) set your own course (insist on a collaborative relationship for the duration of the case, not merely letting the attorney do all the decision making without a collaborative relationship); 3) keep costs sensible (know what your fees will be, how you will be billed, and whether a retainer fee is required); and 4) examine everything in writing (everything needs to be explained clearly by your attorney and all examined in written form).

Answer to Question 2

D
Shared governance is the process that formalizes and insists upon collaboration among the members of
the health care team and confirms that the patient is the center of care. It is also a means by which
power can be equalized because it is more evenly distributed among the team members. It is not a
means by which inappropriate behaviors or processes are confronted, criticized, or affirmed.