CH 9: Personnel Policies in the Workplace Flashcards

Question

A nurse is experiencing persistent verbal abuse and threats from a coworker but is afraid to report it. What is the best action for the nurse to take? A. Confront the coworker privately and demand that the behavior stop. B. Document the incidents and report them to the nurse manager or human resources. C. Ignore the behavior to avoid escalating the situation. D. Request a transfer to a different unit to avoid further confrontation.

Answer 1

B. Document the incidents and report them to the nurse manager or human resources. Rationale: Workplace violence should be reported through the appropriate channels. Documentation provides evidence of the behavior, and reporting ensures the issue is addressed according to institutional policies.

Answer 2

A. Requiring all employees to sign a code of conduct agreement upon hiring Rationale: A code of conduct sets clear expectations for professional behavior and holds employees accountable for workplace violence and incivility. While conflict resolution courses can be helpful, they should be available to all employees, not just new hires.

Answer 3

C. Document the incidents and report the harassment to human resources. Rationale: Sexual harassment violates Title VII laws, and organizations are required to have reporting policies. If a supervisor dismisses concerns, the next step is to document the incidents and escalate the report to human resources.

Answer 4

A. A staff member making repeated sexual jokes directed at a coworker B. A nurse receiving unwanted physical contact from a colleague D. A patient making repeated sexually explicit comments toward a nurse Rationale: Sexual harassment includes unwelcome sexual jokes, unwanted physical contact, and repeated sexually explicit comments. Ignoring someone after a disagreement is not sexual harassment, and asking a colleague on a date in a respectful, non-repetitive manner is not considered harassment.

Answer 5

A. Conduct an immediate, confidential investigation following hospital policy. Rationale: Employers are required to take all sexual harassment complaints seriously and conduct investigations following institutional policies. Delaying action, dismissing concerns, or handling the issue informally can lead to legal liability.

Answer 6

C. Report the incident to the nurse manager or human resources. Rationale: It is everyone’s responsibility to recognize and report sexual harassment. Even if the victim does not come forward, bystanders should report inappropriate behavior to ensure a safe workplace.

Answer 7

A. A clear definition of sexual harassment B. A mandatory reporting system for all employees C. A confidentiality clause for those who report harassment E. A policy prohibiting retaliation against employees who report harassment Rationale: An effective sexual harassment policy includes a clear definition, a structured reporting system, confidentiality protections, and a non-retaliation policy. Handling issues informally is not appropriate, as it can deter employees from reporting serious concerns.

Answer 8

C. Speaking calmly and acknowledging the patient’s frustration Rationale: Acknowledging the patient’s emotions with a calm and caring attitude helps de-escalate anger. Matching threats, giving orders, or physically intimidating the patient may escalate the situation.

Answer 9

A. Maintain a calm, caring attitude when interacting with aggressive individuals B. Avoid rapid movements or invading personal space C. Keep an open exit path at all times E. Evaluate the situation for potential violence before engaging Rationale: Strategies to prevent workplace violence include staying calm, avoiding aggressive movements, ensuring an open exit path, and assessing for potential violence. Raising one’s voice can be perceived as aggressive and may escalate the situation.

Answer 10

C. Acknowledge the patient’s distress and maintain a calm demeanor Rationale: Recognizing signs of agitation early and responding with a calm, caring attitude can help prevent escalation. Standing directly in front, moving closer, or abruptly leaving may increase tension.

Answer 11

B. Approach the visitor calmly and acknowledge their frustration Rationale: Acknowledging emotions and responding with a calm demeanor can help de-escalate a situation before it becomes violent. Immediately calling security or giving orders may provoke further aggression.

Answer 12

A. Always ensure an open path for exiting the room B. Avoid being alone with the patient whenever possible D. Be alert and vigilant throughout the encounter E. Avoid any behavior that may be perceived as aggressive Rationale: Safety measures include maintaining an exit route, avoiding isolation with potentially violent individuals, staying alert, and avoiding aggressive body language. A firm tone can sometimes escalate aggression rather than diffuse it.

Answer 13

A. Step back, assess the situation, and ensure a clear exit path Rationale: The priority is to maintain safety by ensuring an exit route and assessing the risk of violence. Engaging in commands, physical restraint, or ignoring the behavior could escalate the situation.

Answer 14

B. “I see that you’re frustrated. Let’s talk about what’s bothering you.” Rationale: Acknowledging the patient’s emotions and offering to listen helps diffuse anger. Threatening security, being dismissive, or setting conditional help can escalate aggression.

Answer 15

A. Clenched fists or a rigid posture B. Sudden changes in speech volume D. Pacing or restlessness Rationale: Signs of potential violence include clenched fists, tense posture, sudden loud speech, and restlessness. Avoiding eye contact or speaking softly is not necessarily an indicator of aggression.

Answer 16

C. Call for help while maintaining a calm demeanor Rationale: The priority is to seek assistance while maintaining a non-threatening approach. Physical intervention or yelling could escalate violence, and ignoring the situation puts the nurse at risk.

Answer 17

C. Gather both nurses for an open discussion about the conflict Rationale: Open and honest communication is essential in conflict resolution. Facilitating a discussion helps determine the cause of the conflict and promotes collaboration.

Answer 18

A. Determine the basis of the conflict B. Encourage assertive dialogue between the involved parties D. Analyze the source of the conflict, such as shift issues or personal disputes E. Implement a collaborative strategy to resolve the conflict Rationale: Effective conflict management involves identifying the root cause, promoting open communication, analyzing contributing factors, and implementing collaboration. Ignoring the issue allows it to worsen.

Answer 19

A. Address the conflict in a private, neutral setting Rationale: Addressing conflict in a neutral, private setting helps de-escalate tension and facilitates open dialogue. Public discipline or favoritism can worsen the situation.

Answer 20

A. Speak privately with the senior nurse to gather information Rationale: Gathering information from all parties involved helps determine the root of the conflict before taking further action. Avoiding the issue or making assumptions may not resolve the problem.

Answer 21

A. The involved staff members demonstrate improved communication C. The same conflict does not recur between the same individuals D. The workplace environment remains professional and cooperative Rationale: Effective conflict resolution leads to improved communication, prevention of recurrence, and a professional work environment. Avoidance or resignation suggests the conflict remains unresolved.

Answer 22

A. Encouraging both nurses to express their concerns openly Rationale: Open communication is key to conflict resolution. It allows both parties to understand each other’s concerns and work toward a fair solution.

Answer 23

B. Schedule a meeting with both nurses to discuss the issue Rationale: Addressing the issue directly with both nurses allows for clarification and conflict resolution through open discussion. Public confrontation or avoiding the issue may escalate tensions.

Answer 24

A. Encourage both parties to listen actively to each other’s concerns B. Identify the root cause of the conflict D. Guide both individuals toward a collaborative solution E. Evaluate whether the resolution was effective Rationale: Conflict resolution involves listening, identifying the issue, promoting collaboration, and evaluating the outcome. Taking sides undermines fairness and professionalism.

Answer 25

A. It prevents minor conflicts from escalating into workplace violence Rationale: Addressing conflicts early helps prevent escalation into serious issues such as workplace violence or hostility. It does not eliminate all disagreements but promotes resolution before conflicts worsen.

Answer 26

B. Transformational Rationale: Transformational leadership focuses on collaboration, open communication, and problem-solving to create positive change within a team.

Answer 27

B. Report the suspected impairment to the nursing supervisor immediately Rationale: Impaired practice poses a significant risk to patient safety. The appropriate action is to report suspicions to the nursing supervisor so that the situation can be properly assessed and managed according to workplace policies.

Answer 28

A. Frequent unexplained absences from the unit B. Increased patient complaints about pain management D. Slurred speech and unsteady gait E. Frequent medication errors or missing controlled substances Rationale: Signs of impairment include frequent absences, poor patient care (e.g., inadequate pain management), physical symptoms such as slurred speech, and medication-related discrepancies. Consistently high performance is not an indication of impairment.

Answer 29

B. Encourage staff to be supportive and report any concerns about the nurse’s behavior Rationale: A supportive work environment and ongoing monitoring are essential for nurses returning from substance use treatment. Staff should be encouraged to report concerns while maintaining professionalism and respect. Strict supervision or restrictions may be unnecessary unless mandated by policy.

Answer 30

C. Document the observations and report them to the appropriate supervisor Rationale: Documenting objective observations and reporting them to the appropriate supervisor ensures proper investigation and intervention while maintaining due process and patient safety.

Answer 31

A. Wearing inappropriate or sloppy clothing B. Increased absenteeism, especially on Mondays and Fridays C. Frequent medication errors E. Sudden changes in personality, such as irritability or mood swings Rationale: Signs of impairment include unkempt appearance, increased absenteeism, medication errors, and personality changes. A high energy level and eagerness to work extra shifts are not typical signs of impairment.

Answer 32

B. Report the findings to the state board of nursing and follow workplace policy Rationale: The nurse’s impairment must be reported to the appropriate regulatory body and managed according to institutional policy to ensure patient safety and provide the nurse with appropriate support or intervention.

Answer 33

B. Frequently volunteering to administer controlled substances Rationale: Frequent administration of controlled substances may indicate diversion of medications, which is a key sign of substance use impairment.

Answer 34

A. Assigning the nurse a mentor or supervisor for support C. Encouraging open communication and monitoring for any concerning behavior D. Enforcing a structured return-to-work agreement per workplace policy Rationale: A structured return-to-work plan, mentorship, and ongoing monitoring help support the nurse while ensuring patient safety. A complete restriction from administering medications may not be necessary unless mandated by policy.

Answer 35

D. Immediately report concerns to the appropriate supervisor Rationale: Nurses have a legal and ethical duty to report impaired colleagues to protect patient safety and ensure appropriate intervention.

Answer 36

A. Increased medication errors B. Frequent unexplained absences from the unit C. Unsteady gait and slurred speech during shifts E. Multiple instances of improper reporting of time off Rationale: Impairment often manifests as medication errors, absenteeism, physical symptoms, and inconsistent attendance patterns. Refusing to take breaks is not necessarily a sign of impairment.

Answer 37

A. Encourage the nurse to self-report to the employer or state board of nursing Rationale: Self-reporting allows the nurse to seek appropriate support and intervention while complying with legal and ethical obligations.

Answer 38

B. “It is meant to identify impaired nurses before they make critical errors.” Rationale: Random drug testing is a proactive measure to identify and address impairment before patient safety is compromised.

Answer 39

C. Review the nurse’s monitoring agreement and consult with the professional assistance program before making a decision Rationale: Each case should be handled individually based on monitoring agreements and institutional policies. Consulting the appropriate resources ensures compliance and patient safety.

Answer 40

B. Report the suspicion to the immediate supervisor and follow institutional procedures Rationale: The nurse’s primary duty is to protect patients by reporting the suspicion of impairment to the immediate supervisor and following the institution’s chain of command. This ensures patient safety and addresses the impaired individual’s need for help.

Answer 41

C. Notify the supervisor and follow the institution’s chain of command for reporting Rationale: The nurse should follow institutional procedures and the chain of command to ensure that the issue is handled appropriately and that patient safety is not compromised.

Answer 42

D. The nurse must act to protect patients and ensure the impaired nurse gets the help they need Rationale: The nurse’s primary responsibility is to protect patient safety, while also ensuring that the impaired nurse receives the assistance necessary to regain optimal function.

Answer 43

B. Follow the institution’s procedures and chain of command for reporting C. Seek assistance from an advocacy program for impaired nurses E. Notify the immediate supervisor of the suspicion Rationale: The nurse should follow institutional procedures, notify the supervisor, and utilize available advocacy programs for impaired nurses to ensure proper action is taken.

Answer 44

D. Directing the nurse to a professional advocacy program for impaired nurses Rationale: A professional advocacy program for impaired nurses can provide the necessary support to help the nurse overcome addiction and return to safe practice.

Answer 45

B. To offer short-term assistance to help employees return to a more functional state Rationale: EAPs aim to provide short-term counseling to help employees address personal issues that may affect work performance and assist them in returning to a more functional state.

Answer 46

C. EAPs protect the employee’s privacy through written HR protocols Rationale: EAPs are confidential and designed to protect the privacy of the employee, allowing them to receive counseling without fear of disclosure to their employer.

Answer 47

B. Encourage the nurse to self-refer to the EAP for counseling Rationale: Encouraging self-referral to an EAP is the best course of action, as it allows the nurse to seek counseling confidentially while addressing personal issues that may affect their work.

Answer 48

D. Counseling is confidential and short-term, focused on addressing specific personal or work-related issues Rationale: EAPs offer confidential, short-term counseling to help employees address specific issues affecting their work performance or personal life.

Answer 49

A. Lack of work performance due to personal or professional issues Rationale: Employees are often referred to EAPs when their work performance is affected by personal or professional problems, such as family issues, stress, or substance abuse.

Answer 50

B. They offer confidential counseling to employees struggling with personal or work-related issues C. Employees can self-refer or be referred by their manager for counseling E. EAPs protect employees’ privacy with written protocols Rationale: EAPs are confidential, short-term counseling services that can be accessed through self-referral or manager referral. They aim to address personal or professional issues that affect work performance, and they protect the employee’s privacy.

Answer 51

B. Frequent absenteeism or a pattern of behavioral changes Rationale: Managers often refer employees to EAPs when there are consistent signs of personal or behavioral issues, such as absenteeism or changes in behavior, that are impacting work performance.

Answer 52

C. Employees can receive short-term, confidential counseling to address personal or work-related issues Rationale: The key benefit of EAPs is that they offer confidential, short-term counseling to help employees manage personal or work-related issues that may affect job performance.

Answer 53

C. The employee will receive short-term counseling and help with regaining functionality at work Rationale: EAPs offer short-term counseling services and help employees address issues like substance abuse to return to a more functional state at work.

Answer 54

A. Be aware of the different acts to protect employees

Answer 55

B. Inform the nurse manager

Answer 56

A. Confronting

Answer 57

C. Wait and see if it happens again before doing anything

Answer 58

A. Determine the cause of the conflict

Answer 59

C. Yell louder at the individual who is shouting at you

Answer 60

D. Security guard appointed to walk employee to car

Answer 61

B. National Institute for Occupational Safety and Health (NIOSH)

Answer 62

A. The Civil Rights Act of 1991

Answer 63

D. Two employees are speaking to each other about the assignment and speak with the charge nurse about it

CH 9: Personnel Policies in the Workplace Flashcards

(87 cards)