The nurse manager knows that maximum power will be needed to ...

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The nurse manager knows that maximum power will be needed to achieve a desired change and has identified a key person on the organizational chart who will be affected by the change. What is important for the nurse manager to do?
 
  1. Try to minimize the impact of the change when talking to this person.
  2. Bypass this person and talk to the administrator who supervises him or her.
  3. Pay attention to the people above and below this person on the organizational chart.
  4. Try to find some information against this person to use as leverage.

Question 2

A nurse manager gives a staff nurse an exceptional appraisal. The other nurses learn of the appraisal and are upset because this nurse has had numerous complaints from peers regarding laziness.
 
  The manager informs a colleague the nurse obtained an exceptional appraisal because the nurse will always work for me when I need extra help to come in. This is an example of which problem in evaluating? 1. Recency error
  2. Leniency error
  3. Ambiguity error
  4. Halo error

[nickk12214]

Answer to Question 1

3
Rationale 1: The nurse manager should always be honest when discussing the change.
Rationale 2: The nurse manager should not jump the chain of command to speak to this person's supervisor.
Rationale 3: The people just above and just below this person will be important to the way this key player reacts to the change.
Rationale 4: This tactic would not be ethical.
Global Rationale:

Answer to Question 2

2
Rationale 1: Recency error indicates the manager is evaluating the nurse based on recent events.
Rationale 2: Leniency error indicates the manager is allowing tolerance, which may not provide an accurate account of the nurse's performance. In this case, the manager is lenient with the nurse who is always eager to work extra if needed.
Rationale 3: Ambiguity is related to the rating scale itself not being specific enough.
Rationale 4: Halo error occurs when the manager evaluates an employee based on overall impression and is not specific to different functions of the nurse's performance.
Global Rationale: