Author Question: The long-term care agency has recently announced that it will soon lay off six LPN/LVNs and hire ... (Read 37 times)

Kthamas · **on:** Jul 17, 2018

The long-term care agency has recently announced that it will soon lay off six LPN/LVNs and hire eight nursing assistants.

Today, the RN charge nurse presents the LPN/LVN charge nurse with a certificate recognizing her ability to manage effectively despite short staffing. The LPN/LVN responds somewhat politely but seems more angry than pleased. In terms of the Howlett hierarchy of needs, which of the following is the best explanation for the employee's reaction?
a. The LPN/LVN is probably responding to the poor working conditions.
b. When job security is threatened, recognition needs assume lesser importance.
c. Achievement and advancement needs are more fundamental than recognition needs.
d. The adequacy of benefits is more basic to job satisfaction than affiliation needs.

Question 2

When conducting an employee performance evaluation conference, the LPN/LVN charge nurse should understand that

a. giving measurable feedback such as You're doing fine promotes personal growth.
b. positive feedback should be given at the beginning of the interview to set the tone.
c. the employee should develop a plan for improvement without input from the charge nurse.
d. the employee should be encouraged to identify strengths and ask questions for clarification.

kilada · **Reply #1 on:** Jul 17, 2018

Answer to Question 1

ANS: B
Job security is a level 2 need, whereas recognition is a level 4 need. The level 2 need is threatened; therefore, the level 4 need seems less important. Data are not present to support that the LPN/LVN is responding to poor working conditions. The remaining options are either not accurate or not relevant to the scenario.

Answer to Question 2

ANS: D
Evaluation should be a joint interactive process rather than a one-way communication. Dialogue can clarify and enhance the process. Evaluation should focus on identification of strengths as well as behaviors to be modified. The statement You're doing fine does not exemplify measurable feedback. The tone should be nonthreatening and objective but does not require the evaluation to begin with positive feedback. An employee may develop his or her own plan, but the individual needs to include problem areas identified by the charge nurse as well as the employee's own goals.