A medical-surgical manager is approached by a full-time ...

[Garrulous]

A medical-surgical manager is approached by a full-time registered nurse who is inquiring about changing job status to part-time. The manager does not want to lose the nurse. The manager informs the RN, I dont have any part-time openings.
 
   The RN leaves the organization for a part-time position at another hospital. What could the manager have done to retain this nurse? 1. Offer a transfer to another department.
  2. Inquire among existing staff if they desire to change their status to part-time.
  3. Hire another full-time nurse.
  4. Increase the nurses salary.

Question 2

The CNO informs the nurse managers that they have the authority to arrange schedules based on the units needs but they must remain within the:
 
  1. Allotted work hours provided for their unit.
  2. Cost share of the organization.
  3. Boundaries of human resources criteria for scheduling staff.
  4. Units budgeted salaries.

[kristenb95]

Answer to Question 1

2
Explanation: 1. The manager does not have the authority to offer positions in other departments. The manager
does have the authority to manage the allotted FTEs (full-time equivalents) and does have the
ability to turn a full-time position into two part-time positions. Hiring another full-time nurse
and increasing the nurses salary are not addressing the issue. It is inevitable the nurse will
leave because he wants part-time status, in which time matters more to the nurse than salary.

Answer to Question 2

4
Explanation: 1. Nursing management has to be conscious of remaining within the units budgeted salaries.
Within the allotted work hours provided for their unit and cost share of the organization do
not give enough information about what these terms represent. Human resources would not
designate employees schedules other than to assure they are consistent throughout the
organization.

[Garrulous]

Gracias!

[mcabuhat]

Thanks for the timely response, appreciate it