Author Question: A nurse has been fired for refusing to work the designated number of weekend and holiday shifts each ... (Read 67 times)

tichca · **on:** Jul 17, 2018

A nurse has been fired for refusing to work the designated number of weekend and holiday shifts each quarter.

The nurse protests to the human resources department, saying that unit managers modified this requirement because this nurse has the most seniority on the floor and that therefore, they cannot fire him or her for this. Which statement by the human resources officer best explains the situation?
a. A court of law will uphold your written contract, not verbal promises.
b. It doesn't matter how long you have worked here; the rules apply equally.
c. Unit management does not have the authority to allow these alterations.
d. You should not have been fired; I would suggest getting a lawyer.

Question 2

A task force is meeting to determine the causes of dissatisfaction between a health care organization and members of a cultural group that receives care from the organization.

The task force finds the nurses to be motivated to provide culturally sensitive care. Using the U.S. Health Resources Service Administration's domains of cultural competence as a framework, what might the task force infer?
a. Nurses need more training to provide appropriate care to the group.
b. The organization presents barriers to culturally competent care.
c. There needs to be better communication between the two groups.
d. This cultural group is encountered infrequently by the organization.

bpool94 · **Reply #1 on:** Jul 17, 2018

Answer to Question 1

A
The parole evidence rule provides that if oral agreements are made in addition to written agreements, the court will not allow these to take precedence over the written agreement. Nurses should never rely on verbal agreements; they should get all employment contracts or changes to contracts in writing.
This may be a true statement at that facility, but this answer is not specific enough to explain the rationale.
Unit management may or may not have authority to make modifications to work agreements, but this answer is not specific enough to explain the situation.
Suggesting that the nurse get a lawyer does not provide any type of explanation of the situation.

Answer to Question 2

B
The U.S. Health Resources Service Administration's critical domains of cultural competence include both individual and organizational factors. The nurses have taken the first step by being open and motivated. Now the organization needs to address domains pertaining to the organization itself so that the motivated nurses have the training and resources they need to provide culturally sensitive care.
Training and development is one of the nine critical domains of cultural competence, but lack of training is an organizational barrier. If there is one organizational barrier, there are probably more, which means this choice is too narrow in focus to be the best answer.
Better communication will always help when working with culturally diverse groups, but focusing solely on communication is not broad enough to consider the many factors that are hindering culturally competent care.
Nurses will never be experts on all cultures with whom they interact. Having personal and organizational resources that encourage culturally sensitive care provides the framework for working with any diverse culture.