question

leadership roles

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- clarifies unit norms/values to all new employees - infuses a team spirit among employees - serves as a role model to all employees & a mentor to select employees. - encourages mentorship between senior staff & junior employees - observes carefully for signs of knowledge/skill deficit in new employees --> intervenes - assists employees in developing personal strategies to cope with role transition - applies learning priniciples when helping employees learn new skills or info. - coaches employees regarding knowledge/skill deficits - sensitive to socialization/education needs of a culturally/ethnically diverse staff - promotes aspects of LO (learning organization) to employees - assists nursing staff in overcoming organization barriers - encourages/supports workers as they pursue lifelong learning

question

management functions

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- aware unit goals for all employees - clarifies role expectations for employees - uses positive/negative sanctions appropriately - carefully selects preceptors - provides methods of meeting the orientation needs of new grads & experienced nurses. - works with education department to delineate shared & individual responsibility for staff development - makes sure there are adequate resources for staff - assumes responsibilty for staff activities - ensures all staff are competent - provides input in forming staff development policies - ensures organization provides EBP resources

question

learning organization (lo) promotes a _____ ______ & ____ learning to create a positive & needed organizational change

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shared vision; collective

question

LO (senge's model) includes 5 disciplines:

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- systems thinking - personal mastery - team/collective learning - mental models - shared vision

question

IOM released a report. One of the key recommendations was..

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- to reward providers for continuous learning ; quality

question

LOs

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- learning is never ending - organization has some responsibility for developing their employees - also responsible for the growth in staff development programs

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staff development is a

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cost effective method of increasing productivity. (bc the better trained the staff, the fewer # of staff required = saves organization money, increases productivity)

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(staff development) training VS education

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- training: method of ensuring that people have knowledge/skills for specific purpose ; skill for performing the duties of the job. (IMMEDIATE USE) --> manager must OBSERVE & find out what the staff deficiencies are so they can get trained in that area. - Education: more formal/broader. (DEVELOP INDIVIDUALS IN BROADER SENSE) --> managers not responsible for an employees formal education

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(staff development) responsibilities of the education department

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- staff developments official functions are often housed w/in an education department. - unit manager has little authority over personnel in the education department

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if staff development activities are to be successful, it is necessary to

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- delineate (describe) ; communicate the authority ; responsibility for all components of education ; training.

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some organizations _____ the responsibility for staff development

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decentralize

question

decentralized staff development (basically not one person is responsible for staff development) difficulties include..

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- role ambiguity (2 people share responsibility ; disagree) - lack of cost-effectiveness evaluation - limited accountability for the quality ; outcomes of the educational activities.

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how to overcome difficulties with staff development when there is shared authority...

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- education department must ensure all parties involved understand/carry out responsibilities in educaiton ; training of staff. - if a non-nursing administrator responsible for staff development, there must be input from the nursing department - an education advisory committee should be formed --> (includes top, middle, 1st level management, & human resource department) - accountability must be clearly communicated - method of determining cost/benefits used

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managers (have responsibility to improve employee performance through teaching) must be familiar with..

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learning theories

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managers can teach through two learning theories..

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1) pedagogy (child learning strategies) 2) andragogy (adult learning)

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if using pedagogy...

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ineffective for mature learners

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the point when someone achieves self-direction is that point that they

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psychologically become an adult

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pedagogy..

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- learner is DEPENDENT - needs external rewards/punishment - experience is limited - subject centered - teacher directed Learning environment.. - climate is authoritative - competition encouraged - teacher sets goals - teacher lectures/makes decisions - teacher evaluates

question

adragogy (used in staff development programs)

answer

- learner is self-directed - internally motivated - experiences are varied - task/problem centered - self-directed Environment - relaxed, informal - collaboration encouraged - teacher/class set goals - decisions made by both teacher/students - students process activities - teacher,self, peers evaluate

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adragogy implications for trainers/educators..

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- mistakes are opportunities for adult learning - if adults experience is rejected, they will feel rejected - they enjoy taking part in planning their learning experiences - readiness to learn is greatest when they recognize that there is a need to know - need opportunity to apply when they have learned very quickly - assessment of need is imperative (important) in adult learning

question

adults experience more ____ obstacles to learning

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external (time, energy, etc).

question

obstacles to learning (adult)

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- institutional barriers - TIME!!!! - self-confidence - situational obstacles - family reaction - special individual obstacles

question

Assets (driving forces) to adult learning

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- high self-motivation -self-directed - a proven learner - knowledge experience reservoir - special individual assets

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social learning theory (bandura)

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we learn from our interactions with others --> observational learning or modeling

question

social learning theory 4 processess..

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1) ppl learn as a result of the direct experience of the effects of their actions 2) knowledge is frequently obtained through vicarious experiences (observing someone elses actions) 3) people learn by judgments voiced by others 4) people evaluate the soundness of the new information by reasoning through inductive/deductive logic

question

other learning theories..

answer

- readiness to learn (maturation ; experimental factors) - motivation to learn (ex; learners are told in advance the benefits of learning that specific content) - reinforcement (1st attempt unsuccessful, reinforced to become successful) - task learning: tasks broken into parts, beginning with the simplest. - transfer of learning: transferring new learning to the work setting. - span of memory: to some extent the effectiveness of activities depends on the ability of the participants to retain information. - chunking: grouping info together - knowledge of results: ppl learn faster when they are informed on their progress.

question

transfer of learning

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- 1st) should much similarity between training and the job -2nd) adequate practice ; overlearning 3rd) training should included a variety of different situations 4th) whenever possible, important steps in a process should be identified 5th) the learner must understand the basic principles underlying the tasks

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because staff and manager may identify learning needs differently..

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an educational needs asessment should be carried out before developing programs

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the sequence for developing an educational program

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- identify the desired knowledge/skill that the staff should have - identify the level of knowledge/skill that the staff currently has - determine the deficit of the knowledge - identify the resources available to meet the needs - make max. use of available resources - test outcomes after use of resources

question

staff development activities are normally carried out for one of 3 reasons...

answer

- to establish competence - to meet new learning needs - to satisfy interests the staff may have in learning in specific areas

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competence

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having the ability to meet the requirements for a specific role ex: boards, certification, NCLEX, etc. to determine competency

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evaluation of staff development (more than just participants of the program filling out an eval at the end of the session) should include..

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1) learners reaction 2) behavior change 3) organizational impact (how staff activities affect the organization. Ex: are there still lots of med errors, the quality of care, etc.) 4) cost-effectiveness:

question

strategies for promoting EBP decision making

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- develop/refine research-based policies - build consensus (agreement) from interdisciplinary teams - make research findings accessible - provide time to do research --> show staff how to interpret research findings - encourage cooperation - hire nurse researchers to assist staff

question

facilitating EBP is a _____ responsibility of the professional nurse, organization, leader-managers, ; the education/staff development department.

answer

shared

question

leader-manager (not limited to) is also responsible for

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socializing employees to their roles ; to the organization

question

socialization

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the learning of behaviors that accompany each role

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(socialization ; the new nurse) the first socialization to nursing role occurs

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during nursing school

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bc nurse faculty may hold different values, new nurse can develop

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reality shock

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anticipatory socialization

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helps prepare new nurses for their professional role.

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managers should be alert for signs ; symptoms of

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role overload in new nurses --> managers intervene by listening & helping develop coping behaviors

question

managers must create a caring work environment that includes..

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1) helping the new RN adapt to culture of nursing 2) helping them develop the skills they need to function as a professional nurse

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(resocialization ; the experienced nurse) resocialization occurs when

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individuals are forced to learn new values, skills, attitudes, ; social rules as a result of changes in the type of work they do.

question

individuals who need resocialization include

answer

- experienced nurses who change work settings - nurses who undertake new roles (many nurses change jobs because they no longer find their present job challenging) examples: - transition from expert to novice (working in a new area they dont know much about) -familiar to unfamiliar

question

transitioning into a new job creates a great deal of

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role strain ex: one floor to a different floor, you dont know the group norms which may lead to anger ; frustration

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values ; attitudes may be a source of conflict as

answer

nurses learn new roles

question

programs to assist nurses in transition should

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address values ; behaviors necessary for the new roles

question

(orientation to new managers) individuals should receive some management instruction before

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being appointed to a management position

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(orientation to new managers) the orientation period should be short

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- previous manager spends no more than 1 week working with new manager. --> allows new manager to gain control of the unit quickly

question

every new manager needs

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- guidance - direction - and continued orientation/development during the first year

question

this direction comes from...

answer

- new managers immediate superior (ex: the unit supervisor to the charge nurse) - a group of the new managers peers: use the group as a resource to consult to. - a mentor:

question

nurses moving into positions of increased responsibility also experience

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role ambiguity (stress that occurs when job expectations are unclear) and role overload (major stress for nurse-managers that occurs when the demands of the role are excessive)

question

international nurses may have a hard time adapting to

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the units organization culture

question

role model

answer

someone who is inspiring in some social role, job, etc.

question

preceptor (usually assigned)

answer

experienced nurse who provides knowledge, emotional support on a one-one basis.

question

(preceptor) organization should

answer

- carefully select preceptors - select preceptors who have a strong desire to be a role model - prepare preceptors by giving formal classes in adult learning - having experienced staff development monitor the preceptor/preceptee closely

question

mentor (freely choose who they will mentor) stages in a relationship

answer

1) finding ; connecting 2) learning ; listening 3) changing ; shifting 4) mentoring others

question

most nurses will be lucky if they have _ to _ mentors throughout their lifetime

answer

1;2

question

overcoming motivational deficiencies

answer

- positive sanctions - negative sanctions

question

positive sanctions

answer

used as an interactional/educational process of socialization

question

negative sanctions

answer

provides clues that enable people to evaluate their performance consciously and modify their behavior when needed. - should be constructive, not destructive (making fun of new nurses awkwardness with certain skills)

question

teaching strategy..

answer

coaching.

question

one of the most important tools for empowering subordinates, changing behavior, ; developing a cohesive team...

answer

coaching

question

coaching is

answer

1 person helping the other reach a optimal level of performance - most difficult role for manager to master

question

short term coaching

answer

assists with socialization dealing with short term problems

question

long term coaching

answer

tool for career management

question

3 main types of diversity in the work force

answer

ethnicity gender generational

question

staff should be aware that learners w/ diverse learning styles may

answer

perceive instruction different than learners whove never experienced a culture different than the mainstream.

question

managers should also know that older nurses learn best in

answer

a different manner than new grads

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