Professional Responsibilities Flashcards

Question

Passive communication traits

Answer 1

Allows rights to be violated by others May be a protective mechanism Dismisses own feelings as being unimportant May be a means of manipulation by way of passive-aggressive behavior

Answer 2

Asserts the speaker’s rights, ideas, and opinion with little respect for others May be used to humiliate, dominate, control or embarrass others

Answer 3

The patient The family Openness, honesty, direct, frequent, ongoing

Answer 4

premature advice minimize feelings false reassurances value judgements asky "why" statements excessive questions approval disapproving change subjects

Answer 5

TeamSTEPPS CUS model - I am concerned - I am uncomfortable - This is a safety issue DESC script - conflict mgmt “I Pass the Baton” Crucial conversations

Answer 6

- State the situation/problem - Tell the person what you want - Offer an opportunity to respond - Provide closure

Answer 7

SBAR Call-Out Check-Back Handoff

Answer 8

Arises from a perception of incompatibility or difference in beliefs, attitudes, values, goals, priorities, or decisions

Answer 9

job satisfaction, individuals, collaborative efforts, & organizational costs, and most importantly **- negative impact on patients**

Answer 10

within a person - THE NURSE TURNS INWARD WHEN HAVING A CONFLICT WITHIN THEMSELVES - errors in perception

Answer 11

with policies and procedures

Answer 12

btw others

Answer 13

Personality differences Value differences Blurred job boundaries Battle for limited resources Constraints on decision-making process Communication Departmental competition Unmet expectations for co-workers Complexity of organizations

Answer 14

Increased group performance Improved quality of decisions Stimulation of creativity Innovation

Answer 15

Discontent/Burnout Gossip Disrupted communication Reduced group cohesiveness/effectiveness Fighting among group members

Answer 16

Management time Presenteeism Absenteeism Turnover Litigation

Answer 17

coming to work despite illness, injury, anxiety, etc., often resulting in reduced productivity

Answer 18

not showing up due to avoiding others

Answer 19

- Fear retaliation / ridicule / alienation - Mistaken belief they are unable to handle the conflict situation - Feel like they do not have the right to speak up - Past negative experiences with conflict - Family background & experiences - Lack of education/skills on conflict resolution

Answer 20

Accommodating Avoiding Collaborating Competing Compromising

Answer 21

One party seeks to pacify an opponent; that party is willing to be self sacrificing, they obey and serve others but feel resentment "get nothing in return"

Answer 22

The party is aware of the conflict but wants to withdraw from it. They are unassertive and uncooperative, postpone dealing with the issue

Answer 23

Setting aside original goals to work toward a common goal

Answer 24

Pursuing a desired solution at the expense of others. Stand up for rights and defend important principles

Answer 25

Each person gives up something; the solution provides incomplete satisfaction of both parties. Assertive and cooperative. Work creatively and openly to find the solution that most fully satisfies all important goals and concerns to be achieved.

Answer 26

Prevent disruptive behavior usually ongoing, escalates over time, cumulative significant negative effects on individuals, patient care and safety, and the organization Preserve positive culture/operations Promote positive relationships

Answer 27

Resentment Backbiting Bullying And other dysfunctional behaviors

Answer 28

Process where two or more people come to an agreement - win win -calm - "homework done" - incentives - hidden agendas

Answer 29

A 3rd person attempts to diffuse the negative emotions that are often involved in the conflict

Answer 30

When the sides are unable to reach a resolution

Answer 31

Trust on both sides

Answer 32

up something

Answer 33

Recognize conflict early Be proactive Actively listen Remain calm Define the problem Seek a solution Listen attentively Do not spread rumors/let it go Confront in private when you are not angry Maintain eye contact/good posture Start with “I” Focus on the positive Be willing to negotiate/compromise Be direct/honest Focus on behaviors/issues Do not interrupt Don’t attack the person

Answer 34

D—Describe the specific situation E—Express your concerns about the action S—Suggest other alternatives C—Consequences should be stated

Answer 35

communicate effectively during all types of conflict and is most effective in resolving interpersonal conflict

Answer 36

greater conflict, such as when **hostile or harassing** behaviors are ongoing and **safe patient care is suffering**

Answer 37

consensus should be reached

Answer 38

Having good manners & being polite Respecting others Recognizing that all human beings are important Protecting others from discrimination

Answer 39

Lack of civility Any type of speech or behavior that disrupts the harmony of the home, work, or educational environment Other names in health care: “Nurses eating their young” “Aggressive communication”

Answer 40

Fail to clarify an unreadable order because of fear Lift or ambulate heavy or debilitated clients without assistance rather than asking for help Use an unfamiliar piece of equipment without asking for instructions first Carry out orders that the nurse did not believe were correct

Answer 41

“repeated, unwanted, harmful actions intended to humiliate, offend and cause distress such as a hostile remarks, verbal attacks, threats, intimidation and withholding support.” - beyond impoliteness

Answer 42

peer abuse or lateral (horizontal) violence

Answer 43

Coerce, intimidate, humiliate, offend, cause distress to a person

Answer 44

Those bullied may bully when they move into supervisory positions Perpetuates a culture of vertical violence

Answer 45

Name the problem Raise the issue at staff meetings Learn from experience – journal Pursue a path of personal growth Be a part of the solution not the problem Set an example of ”civility” by your own behavior Maintain self-care behaviors

Answer 46

call it “horizontal violence” to refer to the situation Raising the issue at staff meetings: bring the light of day to the problem Asking supervisors about developing a process for dealing with incivility in the workplace

Answer 47

keeping a journal raises self-awareness about personal values, beliefs, attitudes, and behavior; it is also a good source of documentation

Answer 48

finding those things that create happiness and satisfaction and developing them goes a long way to counteract incivility - Ensuring the nurse is part of the solution, not part of the problem

Answer 49

Peer support Good nutrition and exercise Time – outs Speak up about horizontal violence

Answer 50

Develop high-quality preceptor and mentoring programs for students and new nurses. Educate people on how to recognize and deal with bullying Recognize bullying behavior early and address it (bullying never stops by itself). Set an example of “civility” by your own behavior.

Answer 51

Communicate clearly Be respectful Consider words & actions Avoid gossip Go with the facts Collaborate Be polite Be open Encourage others Listen Offer help Be responsible for yourself Do not abuse power Be direct

Answer 52

Know hospital policy Code word Practice strategy Address Report Document Consider confrontation Support peers Be self aware

Answer 53

Team Structure Communication Leadership Situation monitoring

Answer 54

facilitates teamwork by identifying the individuals among which information must be communicated, a leader must be clearly designated, and mutual support must occur

Answer 55

which facilitates teamwork by enabling team members to effectively relay relevant information in a manner that is known and understood by all.

Answer 56

facilitates teamwork through leaders' effective communication with their team members to ensure that a plan is conveyed, reviewed, and updated; continuous monitoring of the situation to better anticipate team members' needs and effectively manage resources; and fostering of an environment of mutual support for role-modeling and reinforcement.

Answer 57

A way for team members to be aware of what is going on around them Is moderated by communication Is enhanced by team leadership Allows for mutual support by anticipating other team members’ needs

Answer 58

state of knowing the current conditions affecting one’s work

Answer 59

Status of the patient Status of other team members Environmental conditions Current progress towardthe goal

Answer 60

monitoring the ever-changing situation

Answer 61

ambiguity, confusion, and a decrease in communication

Answer 62

*task assist, share feedback, advocacy and assertion* Monitoring other team members performance to anticipate assistance requests. Offering or requesting assistance. Filling in for a member who cannot perform a task. Cautioning team members about potentially unsafe situations. Self-correcting and helping others correct their mistakes. Distributing and assigning work thoughtfully. Rerouting, delaying work so that the overburdened team member can recover. Regularly providing feedback to each other. And providing encouragement.

Answer 63

information gathered through situation monitoring

Answer 64

communication

Answer 65

team leaders

Answer 66

Inconsistency in Team Membership Lack of Time Lack of Information Sharing Hierarchy Defensiveness Conventional Thinking Complacency Varying Communication Styles Conflict Lack of Coordination and Follow-up With Coworkers Distractions Fatigue Workload Misinterpretation of Cues Lack of Role Clarity

Answer 67

Communication SBAR Call-Out Check-Back Handoff Leading Teams Brief Huddle Debrief Situation Monitoring STEP I’M SAFE Mutual Support Task Assistance Feedback Assertive Statement Two-Challenge Rule CUS DESC Script

Answer 68

Shared Mental Model Adaptability Team Orientation Mutual Trust Team Performance Patient Safety!!

Answer 69

inevitable accelerating complex adapting

Answer 70

unfreezing-change-refreeze model that requires prior learning to be rejected & replaced

Answer 71

driving forces, restraining forces, & equilibrium.

Answer 72

those that push in a direction that causes change to occur. They facilitate change because they push the patient in a desired direction. They cause a shift in the equilibrium towards change.

Answer 73

forces that counter the driving forces. They hinder change because they push the patient in the opposite direction. They cause a shift in the equilibrium that opposes change.

Answer 74

state of being where driving forces equal restraining forces, & no change occurs. It can be raised or lowered by changes that occur between the driving & restraining forces.

Answer 75

process of finding a method of making it possible for people to let go of an old pattern that was counterproductive. Must overcome individual resistance & group conformity

Answer 76

Increase driving forces that direct behavior away from existing situation Decrease restraining forces that negatively affect the change movement A combination of the first two methods

Answer 77

involves a process of change in thoughts, feeling, behavior, or all three, that is more liberating or more productive.

Answer 78

establishing change as new habit, so it becomes “standard operating procedure.” Without this final stage, it can be easy for person/organization go back to old habits.

Answer 79

rooted by anxiety/fear expected as integral to the whole change process not all bad - warning need to readjust/clarity resister to the solution help reframe the issue

Answer 80

individual rejects proposed new ideas without critically thinking about the proposal. Change requires energy. The change process does not guarantee positive outcomes.

Answer 81

Fear Sadness Outrage Stress Disorientation Eroded loyalty Lack of commitment Low risk taking

Answer 82

active listening promoting action steps and solutions staff informed or decisions soliciting input and encourage participation reframe difficult messages

Answer 83

Articulate a clear need for change. Start a plan Get reliable information to the implementers. Do not promise things that cannot be delivered. Get group participation by leaving the details to the people who must implement the change. Revise the plan prn. Motivate through rewards & benefits.

Answer 84

Sit facing pt Uncross the arms and legs Relaxed Eye contact Touch if appropriate Your intuition

Professional Responsibilities Flashcards

(110 cards)