Author Question: The nurse told the nurse manager about a situation with another co-worker. The co-worker placed a ... (Read 59 times)

fox · **on:** Jul 8, 2018

The nurse told the nurse manager about a situation with another co-worker. The co-worker placed a hand on the nurse's thigh and made a sexual comment.

During a discussion between the nurse manager and the nurse manager's immediate supervisor, which of the following responses reflects the best way to approach the situation?

1. I've requested information from the human resources department regarding termination of the employee who is accused of sexual harassment.
2. I've decided to wait and see if this will blow over with time.
3. I've scheduled a meeting this afternoon with the employee accused of sexual harassment to see how we can prevent this from happening in the future.
4. I've decided to let the nurse deal with it alone. I'm not sure how I can help, and I can't be here all of the time to watch over these employees.

Question 2

The nurse manager is preparing a staff education program about sexual harassment. Which of the following interventions by the nurse manager would be the primary way to reduce or avoid organizational costs associated with sexual harassment?

1. Discuss the many forms of sexual harassment.
2. Discuss reporting procedures for sexual harassment.
3. Discuss reactions and behaviors that can result in victimization.
4. Target only those accused of sexual harassment to discuss disciplinary actions.

vboyd24 · **Reply #1 on:** Jul 8, 2018

Answer to Question 1

Answer: 3

Rationale: The very best way for the nurse manager to handle this situation is to address the issue immediately with the employee accused of sexual harassment. This action reduces employer liability during these types of situations and prevents further costs to the organization. Prevention programs are the best way to avoid these types of situations from developing. At this stage, the nurse co-worker has only been accused of sexual harassment. The issue needs to be investigated, and a meeting with the accused employee is an important step to help discover the truth. It is not appropriate to wait for the situation to blow over. The costs to organizations related to sexual harassment are high, and the issue should be dealt with immediately. It is not appropriate to allow the nurse to deal with the issue on his or her own. Later, the facility might be held liable for allowing the sexual harassment to occur after the nurse manager was notified. The organization should foster a no tolerance environment for these types of behaviors.

Answer to Question 2

Answer: 3

Rationale: The very best way to effectively reduce or eliminate the costs of sexual harassment for an organization is to prevent the behavior from occurring. The nurses should be educated about employee behavior or reactions that can result in victimization. This one intervention can assist the nurse to develop prevention-oriented behavior. It is important to discuss the various forms of sexual harassment, but this merely allows the nurses to recognize when they are already being sexually harassed. The reporting procedures are important for the nurse manager to discuss, but the behavior has already occurred. It is important to discuss disciplinary actions with those people, who have sexually harassed another employee, but this should be performed privately, and the sexual harassment has already occurred.