An ICU nurse manager has been struggling to correct client care ...

[jparksx]

An ICU nurse manager has been struggling to correct client care issues on the unit and has asked the unit director for assistance. The director says, Training and discipline on your unit is your responsibility. I have other things to do.
 
   Now, the manager is faced with disciplining a nurse regarding another client care issue. What is the most significant reason this manager is hesitant to administer this discipline? 1. The nurse may quit.
  2. The nursing staff is a cohesive group and might retaliate.
  3. The manager is not comfortable with confrontation.
  4. The manager does not feel supported by the director.

Question 2

The nurse was reported for not following unit policy in relaying a client's complaint regarding another staff member. During a meeting, the nurse insists he managed the situation appropriately. How should the manager respond?
 
  1. Let's schedule another meeting for later in the week after you have had time to reflect on the situation a little more.
  2. Let's explore some alternative solutions to what happened.
  3. I am going to request a meeting for both of us and the human resources director.
  4. As I see it, the problem is your inability to follow the simplest of unit policies and to take direction.

[connor417]

Answer to Question 1

4
Rationale 1: The fact that this nurse might quit is an issue with which managers deal every day.
Rationale 2: The fact that the nurses are a cohesive group is an issue with which managers deal every day.
Rationale 3: It may be that the manager is not comfortable with confrontation, but another option suggests a more significant problem.
Rationale 4: The job of managing others is difficult without the full support of superiors.
Global Rationale:

Answer to Question 2

2
Rationale 1: There is no reason to let the nurse reflect further on the situation.
Rationale 2: Exploring alternatives allows the nurse to develop problem-solving skills and assist in the prevention of future problems related to the situation.
Rationale 3: There is no evidence to suggest that a meeting with HR is indicated.
Rationale 4: This statement is inflammatory and will likely make it more difficult for the manager to improve the nurse's practice.
Global Rationale:

[jparksx]

Excellent

[tranoy]

TYSM