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NURSING 211
WEEK 5
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EVALUATION
Feedback is thedegree to which individuals
areable to obtain clear information regarding
theeffectiveness of theirperformance.
A. Its amethod ofevaluation
B.Feedbackmaybeapparent from the task
itself or feedbackmaybeavailable from other
individuals such as patients, nurses, nursinginstructors, and nursemanagers.
C. Journals maybea format of self-evaluation
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D. As a new graddo you want feedback on
yourperformance?
Why?
1. Improves coordination, cooperation,
andcommunication.
2. Initially feedback willbegiven to you
from nursemanagerand patients.
E. What about 2 years afteryou havebeen
working?1. Willyoubegiving others feedback
on theirperformance?
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2. Always remember to acknowledge
and praise thecontributions of others. A
job welldone, agood idea, goingaboveandbeyond jobrequirements!
F.Do youeveracknowledgereceiving
especiallygood service?Positive feedback is not given enough!
G.Feedback is best when it is immediate
and specific.H.Haveyoueverevaluatedyourown
performance? How does it feel?
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I.Face-to-face self-evaluation can be
powerful.
1. As a nursecouldyouevaluate
yourselfbyaskingyourpatients about the
quality ofcare theyreceived fromyou.
2. When giving negative feedback tosomeone, do it in a private place, not in
front of others.
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PERFORMANCE APPRAISAL
A. This process includes:
1.Day to daymanager employee
interactions
2. Written documentation
3. A formalappraisal interview
4.Follow up sessions; this may involve
coachingand ordisciplineB. Reasons why performanceappraisals are
conducted
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1. To giveconstructive feedbackabout
performanceand how it maybe improved
in the future.
2. To guideadministrativedecisions
3. To meet legalmandates
C. Several steps shouldbe followed in
conductinga performanceappraisal:
1. Shouldbedone onceayear
2. Shouldbe shared with employee
3. Employee shouldbeable to respond
in writing
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4. There shouldbeamechanism in
place so that employees can appeal
results ofappraisal
5. Needs to beadequate observation of
employee
6. Anecdotal notes shouldbekept andshared with employeeduring the
evaluation process
7. Evaluators shouldbe trained8. Should focus on behaviorandresults
ratherthan personal traits and
personality
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9. Shouldreflect theemployees actual
job performance
D.Components normallyevaluated
1. Utilization of nursing process
2.Professionalism
3. Safety
4. Initiative
5.Continuingeducation
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Behavior-OrientedPerformance
Appraisal
1. Performs anddocuments physicalassessmentaccording to unit standard.
2. Completes patients plan ofcareaccording to unitstandard on each assigned patient within 24 hours
ofadmission.
3. Administers medications in a safeand timelymanner.
4. Participates in allmandatory in-service programs.
5. Dresses according to unit dress code.6. Adheres to universal precautions with each patients.
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Outstanding (5)
Above Average (4)
Average (3)
Needs Improvement (2)
Unacceptable (1)
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BEHAVIOR ORIENTED RATING SCALES
1. This evaluation method has tremendous
advantages and is themethodmost highly
recommendedandmost widelyused in
nursing.
2. Ifemployees and theirmanagersactuallydevelop theappraisal instrument,
they have faith in the systemandare
motivated to use it.3. Anotherpositiveaspect is that the
likelihood forlegal problems is decreased
becauseemployees know specifically how
to behave.
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4. Negativeaspects of this appraisal
system:
a.applicable to a narrow range of jobs
b.relatively timeconsuming
c.expensive to develop
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DISCIPLINE
A. Managers, including nursemanagers,
dread having to disciplineaemployee.
But sometimes it is necessary!
B. Neverlose sight of thereason for
discipline. The primaryreason for
discipline is to teach andchange
behaviornot to punish.
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Guidelines forEffectiveDiscipline
Get the facts beforeacting.
Do not act whileyouareangry.
Do not suddenly tighten yourenforcement ofrules.
Discipline in private.
Make the offenseclear. Specify what is appropriatebehavior.
Get the otherside of the story.
Do not let thedisciplinebecome personal.
Do not backdown when youareright.
Inform human resourcedepartment the outcome.
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PROGRESSIVE DISCIPLINE
A. Oral
B. Written
C. SuspensionD. Termination
E. Infractions
A record ofanydiscipline is always kept onemployees file.
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Termination Process
Calmly state the facts of the situation
andexplain thereason fortermination.
Explain the termination process.Ask foremployeecomment, andrespond
calmlyand openly.
End themeeting on a positive note.
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Problems with Termination
A preferablealternatives is that the
employee voluntarilyresigns.
As a nursemanageryoucan suggestthis to theemployee.
This allows theemployee to leave
without arecord of termination.
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Preparation Before Termination
1.Didyou set yourexpectations clearlyfrom thebeginning?Didyoureview thejobdescription, performanceappraisal
criteria, and policies and procedureswith theemployee? These shouldbe inwriting.
2.Didyoudocument theemployeesperformance on acontinuingbasisusing thecritical incident ora similarincident?
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3.Didyoukeep theemployee informed
about his/herperformance on aregular
basis?
4.Didyouconduct coaching sessions ordeal
with policy orprocedure violations in a
timelymanner? Were the sessionsdocumented?
5. Wereyou honest with theemployeeabout
the poorperformance or the policy that wasviolated?
6. Wereyouconsistent amongemployees in
how youdealt with performance issues and
olic and rocedures issues?
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7.Didyou follow up?Didyoudeliverthe
actions youagreed to in hecoaching
sessions?
8.Didyoudocument everything? This is
vital!!!
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CONFLICT
This is theconsequence ofreal orperceiveddifferences in mutuallyexclusivegoals,values, ideas, attitudes, beliefs, feelings, oractions within one ormore individuals
(groups).A. Conflict is inevitableand often a prerequisite
to change in peopleand organizations.
B. It can be positive ornegative, healthy or
dysfunctional.C. Positive example disagreement over
patient carecan increaseawareness oftradeoffs.
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D. Aggressivebehaviorcan occur.
E.Conflict maybecovert and
inappropriate.
F. Examples of negative Angermaybe
displaced to innocent bystanders.
G. Wheremight youexperience naturalconflict as a new grad?
a. physician
b.administration
c.quality ofcare/cost ofcare
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H. 2 Types ofConflict
a.Competitive two ormoregroups
attempt the samegoals and only onegroup
can attain thegoals.
1. It results in victory forone side
andloss for the otherside.2. Therearerules and the
emphasis is on winning, not
defeat orreduction of theopponent.
3. When one side has won
competition is terminated.
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2.Disruptiveconflict
a. Winning is not emphasized.
b. The object is to reduce, defeat,
oreliminate the opponent.
c. This type ofconflict occurs in an
environment that is charged withfear, anger, orstress.
d. In somecases disruptive
conflict can end in irrational,upsetting, oreven violent
behavior.
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There willalways be
someconflict. As a
nursemanager
realize that someissues takecare of
themselves without
getting involved.