Before terminating an employee, a nurse manager must:

Be an expert in all legal aspects of termination and discipline practices.

Follow the organization's specific policies for addressing disciplinary problems and termination.

Do everything to assist and protect the employee by adjusting standards and policies.

Function as a counselor for problem employees.

Answer and Explanation

The Correct Answer is B

Choice A reason: While it is beneficial for a nurse manager to be knowledgeable about legal aspects of termination and discipline, being an expert is not a practical expectation. The expertise typically lies with legal professionals and human resources departments.

Choice B reason: This is the correct choice because it is essential for a nurse manager to adhere to the organization's established policies when addressing disciplinary issues and termination. This ensures fairness and legal compliance.

Choice C reason: Adjusting standards and policies to assist and protect an employee may not be appropriate as it could lead to inconsistencies and potential legal issues. Standards and policies are in place to ensure uniformity and should be followed unless officially changed.

Choice D reason: A nurse manager may provide support to problem employees, but functioning as a counselor is not within the scope of their managerial responsibilities. Referral to professional counseling services would be more appropriate.

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Correct Answer is C

Explanation

Choice A reason: Hiring nurses who are not part of the union during a strike may be a strategic decision during labor disputes and does not necessarily constitute a situation warranting whistleblowing.

Choice B reason: Disregarding due process when disciplining a nurse can lead to unfair treatment and legal issues, making it a valid concern for whistleblowing to ensure justice and adherence to policies.

Choice C reason: Delaying responses to provide safe care compromises patient safety and could be a systemic issue that requires whistleblowing to bring attention to and rectify the situation.

Choice D reason: Refusing to bargain in good faith with the elected bargaining agent can disrupt labor relations and may be a serious concern, but it typically involves legal and union intervention before whistleblowing is considered.

A. Accept the security levels as a consequence of funding realities. B. Refer the matter to the head of security and let them deal with it. C. Provide nurses with information about the rationale for recent changes in security staffing. D. Provide mentors who can help nurses defuse aggressiveness.

Correct Answer is C

Explanation

Choice A reason: Accepting the security levels as a consequence of funding realities may be seen as passive and could potentially compromise the safety of the nurses and patients. It does not address the concerns of the nurses or seek to improve the situation.

Choice B reason: Referring the matter to the head of security and letting them deal with it removes the opportunity for nurses to be informed and involved in the decision-making process, which can lead to feelings of helplessness and frustration.

Choice C reason: Providing nurses with information about the rationale for recent changes in security staffing empowers them with knowledge and may help in understanding the broader context of the decisions made, which can alleviate concerns and foster a sense of inclusion in the workplace.

Choice D reason: While providing mentors to help nurses defuse aggressiveness can be beneficial in managing difficult situations, it does not address the root concern of decreased security presence and the reasons behind it.

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Before terminating an employee, a nurse manager must:

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Naxlex Comprehensive Predictor Exams

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Correct Answer is C

Explanation

Correct Answer is C

Explanation

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