Problem Employees/Performance Appraisal

Question 1

What does a manager need to determine as far as problem employees?

Answer 1

Who need discipline vs who is impaired chemically, psychologically or marginal

• know the underlying cause

Question 2

Why shouldn’t a manager avoid discipling an employee?

Answer 2

It jeopardizes the unit and organization’s morale
Plus, you want to help the problem employee figure their shit out

Question 3

Discipline vs Punishment

Answer 3

Discipline= training and molding the mind and character to bring about desired behaviors bc you care

Punishment = undesirable even that follows unacceptable behavior. This can change people but it can have negative consequences.

Question 4

Is all discipline good?

Answer 4

No. There’s constructive and deconstructive discipline

Question 5

Constructive discipline

Answer 5

Used to help the worker grow by being supportive and correcting them so that they develop self discipline
We are fixing their actions - not them as a person.

Question 6

Destructive Discipline

Answer 6

When you use threats or fears to control the worker so it makes them feel like something is always coming.

Can be unfair and end in punishment

Question 7

Self discipline defintion

What is required to have this in the workplace?

Answer 7

Rules become apart of the person’s personality & is the most effective

Can only have this if the rules seem rational. Otherwise, they won’t add it to their personality.

Question 8

McGregor’s Hot Stove Rule’s say that these elements must be present for growth:

Answer 8

Forewarning - You know ahead of time that breaking the rule has consequences bc it was explained.

Immediate consequences - The consequence should be immediate. Don’t put it off.

Consistency - Needs to be consistent

Impartiliaty - Everyone needs to be treated the same way if they break the rules

Question 9

What type of atmosphere do you need for self-discipline to develop?

Answer 9

Atmosphere of mutual trust

Question 10

How should rules be communicated for self-discipline to develop?

Answer 10

Clearly written and communicated

Question 11

If an employee doesn’t identify with the organizations goals, can there be self-discipline?

Answer 11

No - the employee has to identify with it as part of their personaltiy

Question 12

What is Progressive Discipline?

Which infractions are exempt?

Answer 12

The slate is wiped clean at the conclusion of a predesignated period.

Serious infractions are exempt from this.

Question 13

Four common steps used with Progressive Discipline

What if you there’s two different breaches?

Answer 13

Verbal warning first but if you do it again, the written warning. Next time, suspension from work without pay. Lastly, dismissal.

If you have two different behaviors before you fix the first behavior, it doesn’t “mount” against you.

Question 14

Steps used in Disciplinary Conference

Answer 14

1. State the problem
2. Ask the worker to improve
3. Explain the discipline
4. Give them the expectations for change
5. Get acceptance to the plan

Question 15

When should managers use termination?

Answer 15

It should be the last resort but if workers continue to break rules despite the warnings, it has to be done.

Question 16

Steps on how to hold a Termination Conference

Answer 16

1. state the facts of the case and reason
2. explain the termination process
3. asks for employee’s input and response calmly
   
   1. end the meeting on positive note

Question 17

What are Marginal Employees?

Does traditional discipline help?

Answer 17

They disrupt unit functioning because they do the bare minimum to not be in trouble.

Traditional discipline is pointless

Question 18

Substance misuse vs chemical impairment

Answer 18

chemical impairment - addiction but doesn’t go that far

substance misuse - it impairs a lot more

Question 19

Chemical impairment is _____ in health professionals than the general public.

Answer 19

Greater - due to having easier access in the workplace.

Question 20

What is the majority of disciplinary action due to?

Answer 20

Chemical impairment, taking drugs, or selling drugs from the workplace.

Question 21

What changes might you see in an Impaired Nurse?

Answer 21

Personality/behavior changes such as inappropriate rxns

Job performance changes

Time and attendance changes

NOTE: its not always a substance abuse disorder - it could be psych.

Question 22

Late stage chemical dependance signs?

Answer 22

The need for the chemical is more intense

Highly defensive

They will continue to use the substance even if it doesn’t give them pleasure

Question 23

How should you confront a worker of chemical impairment if you are the manager?

Answer 23

Has to be the manager. If you are an employee, go to the manager ***

Gather the evidence if it is there.

If it’s not there, your suspicion is still enough to confront them due to patient safety immediately if its at work.

Expect the defense and denial. Manager doesn’t need to nurture or counsel. Get them out of there.

Manager outlines the plan for them to overcome the issue. Probably includes time off work.

Question 24

Reentry guide for recovering nurses

Answer 24

No psychoactive drug is tolerated

The worker has to do a day shift schedule for firs year bc they are easy to monitor

Pair the employee with a nurse who has recovered before if possible

They must consent to random urine collections

Must give proof of support group for AA.

Encourage them to participate in structured aftercare

The employee should be encouraged to seek individual counseling

Question 25

What is the point of performance appraisals?

Answer 25

Used to determine how well employees are performing their job.

A measurement of actual behavior - not intent.

Question 26

Why are performance appraisals sometimes a negative experience for some?

Answer 26

Sometimes they lack accuracy

Past expereinces didn’t go well

Can be emotionally charged

Question 27

Are appraisals a waste of time?

Answer 27

They are if its just to meet a regulation and not actually help employees grow

Question 28

Trait rating scales

Answer 28

rates an individual against some standard

Question 29

Job dimension scales

Answer 29

rates the performance o job requirements

Question 30

Behaviorally anchored rating scales

Answer 30

rates desired. job expectation on a scale of important to the position

Question 31

Checklists scales

Answer 31

rates the performance against a set list of desirable job behaviors

Question 32

Essay tools

Answer 32

A narrative appraisal of job performance

Question 33

self appraisals

Answer 33

an appraisal of performance by employee

Question 34

Management of obhectives

Answer 34

employee and management agree upon goals of performance not be rached

Question 35

peer review scale

Answer 35

assessment of work performance carried out by peers

Question 36

Pitfalls of a performance appraisal (due to managers)

Answer 36

Subjectivity as a factor so personal bias

Tendency to be lenient can happen

Inadequate record keeping of the whole year

Recency effect

Question 37

Halo effect

Answer 37

Manager allows one or two positive things influence everything else about your appraisal

Question 38

Horn effect

Answer 38

The manager allows one or two bad things about what happened to affect your whole appraisal despite doing good things

Question 39

Central tendency

Answer 39

Everyone gets to be rated as average bc the manager doesn’t want to give a true assessment

Question 40

Matthew effect

Answer 40

Bias when employees get the same appraisal feedback year after year

Question 41

For an appraisal to be effective, what does it need?

Answer 41

The one doing the appraisal needs to be your direct supervisor

And, for it to be effective they should be someone you trust

Don’t surprise an employee with negative traits

The standards for everyone should be the same

Question 42

How else can appraisal be effective?

Answer 42

Employees need to know where you got the info

Make sure the appraisal is from someone who is pertinent to the person

Be aware of past experience