Author Question: The health care facility has elected to make a significant change in organization strategy. The ... (Read 62 times)

acc299 · **on:** Jul 8, 2018

The health care facility has elected to make a significant change in organization strategy. The change has been thoroughly researched and all levels of leadership have been included in the decision.

Which roles are commonly undertaken by the nurse manager when such a change is necessary? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Standard Text: Select all that apply. 1. Disciplinarian
2. Resister
3. Fact manager
4. Liaison
5. Support person
6. Discussion leader

Question 2

A nurse manager and an employee meet to discuss the employee's appraisal. They disagree on the content of the employee evaluation. The disagreement turns into an argument. Which is the best managerial strategy in this situation?

1. Postpone the interview.
2. Agree on arbitration.
3. Seek input from employee peers.
4. Report the employee to the human resources manager.

onowka · **Reply #1 on:** Jul 8, 2018

Answer to Question 1

1,3,4,5,6
Rationale 1: The nurse manager may be placed in the role of disciplining staff members who are impeding the work of the organization.
Rationale 2: Once the decision to make a change has been made, the nurse manager should not act as a resister.
Rationale 3: The nurse manager may be in the role of one who supplies information about the needed change.
Rationale 4: The nurse manager may act as a liaison between the committee and the staff.
Rationale 5: The nurse manager fulfills the role of support person for staff adapting to the change.
Rationale 6: The nurse manager may act as discussion leader, both in formal and informal discussions.
Global Rationale:

Answer to Question 2

1
Rationale 1: Postponing the interview allows both manager and employee to calm down and reflect on the disagreement.
Rationale 2: Suggesting arbitration is not the first step for this manager.
Rationale 3: It is inappropriate to seek input from peers as evaluation is a confidential interaction.
Rationale 4: Reporting the employee to human resources is not the first step. If problems continue, human resources should be advised.
Global Rationale: