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Leadership Final > Discipline > Flashcards

Flashcards in Discipline Deck (26):
1

Constuctive or Destructive Criticism?

employee always alert to impending penalty or termination

Destructive

2

Constuctive or Destructive Criticism?

Carried out in a supportive, corrective manner

Constructive

3

Constuctive or Destructive Criticism?

helps the employee grow

Constructive

4

Constuctive or Destructive Criticism?

use of threats and fear to control behavior

Destructive

5

Constuctive or Destructive Criticism?

Employee is reassured that punishment is given b/c of actions and not because of who he or she s as a person

Constructive

6

Constuctive or Destructive Criticism?

Arbitrarily administered and either unfair in the application of rules or in the resulting punishment

Destructive

7

What are the 4 steps in Progressive Discipline?

1. Verbal admonishment
2. Written admonishment
3. Suspension from work without pay
4. Dismissal

8

What steps in the Progressive Discipline marks the formal reprimand?

Written admonishment

9

What are the 5 things that need to occur in a Discipline Conference:

1. State the problem clearly
2. Ask the employee why there has been no improvement
3. Explain the disciplinary action to be taken
4. Describe the expected behavioral change
5. Get agreement to and acceptance of the plan

10

When should termination of an employee occur?

It should bet he last resort!!

**necessary for employees who continue to break the rules

11

T or F: the nurse manager should immediately confront an employee if she suspects impairment

True

**Gather as much evidence as possible of employee’s impairment

12

What is the top defense mechanism of an impaired employee?

DENIAL

13

T or F: the manager should nurture the employee when they are showing denial

FALSE

they should NOT nurture or counsel the employee showing denial

14

What type of work is less likely to admin they are using drugs or alcohol?

Healthcare workers!

15

Why are healthcare workers more likely to DENY use of drugs/alcohol? (2)

-B/c healthcare professionals do not get peer acceptance of their addictive behavior
-Frequently deny even to themselves

16

T or F: many healthcare workers are caught using instead of self-reporting

True!

17

When an employee is angry, what must the confrontation be focused on?

On the employee’s performance deficits, not the underlying problem or addiction

18

What does the manager NOT need to do when an employee under the influence is angry? (4)

1. preach
2. moralize
3. scold
4. blame

19

When an employee is denying, what does the nurse manager need to do to show decline in performance?

Provide documented evidence!!!

**meaning appropriate evidence should be gathered when applicable

20

What does the topic need to be during confrontation?

employee performance NOT the underlying problem/addiction

21

What behavior changes may show in an employee dealing with drug/alcohol use and addiction?

-personality changes
-job performance changes
-time and attendance changes
-irritability, forgetfulness, social isolation, change in physical appearance

22

T or F: small amounts of psychoactive drug use is okay

F: NONE of this is allowed

23

When a previously chemically impaired employee is reentering the workplace:

what assignment?

Day shift for 1 year

**pair with a successful recovering nurse

24

When a previously chemically impaired employee is reentering the workplace:

Drug screening

The employee should be willing to consent to random urine screening with toxicology or alcohol screens

25

When a previously chemically impaired employee is reentering the workplace:

What does the employee need to show evidence of?

continued involvement with support groups (AA, NA, etc)

**employees should be encouraged to attend several meetings each week

26

When a previously chemically impaired employee is reentering the workplace:

What should the employee be encourage to do?

-participate in a structured aftercare program

-to seek individual counseling or therapy as needed