develope script for role play of nurse manager and staff nurse where manager needs to discipline staff nurse for absences, lack of teammwork, and moodiness.
show relevant and clear employee issue. Manager\’s response is appropriate, fits the issue without being excessively punitive or too weak to influence future behavior change. Based on EBP
Staff Discipline
Student’s Name
Institutional Affiliation
Course
Instructor’s Name
Date
Staff Discipline
Introduction
Nurse managers work with their staff to coordinate all aspects of daily patient care in the unit. The nurse managers enhance care delivery safest care possible by ensuring effective communication between staff, patients, and families (Roussel et al., 2015). These leaders see the big picture of the unit and work to ensure that the unit activities are aligned to the strategic goals of the organization. Nurse managers should also maintain discipline among staff to address or prevent any disruptive behavior (Roussel et al., 2015). This paper is a role-play of a nurse manager who needs to discipline a staff nurse for absence, lack of teamwork, and moodiness and the manager’s response is appropriate and fits the issue without being excessively punitive.
This paper focuses on appropriate actions that a nurse manager employed to address disruptive behaviors by a nurse staff. Disruptive behaviors included absence, lack of teamwork, and moodiness among others (Roussel et al., 2015). After learning her disruptive behaviors, the manager first had an informal conversation with the employee regarding her behavior to try to talk to her and avoid unfair dismissal, which is very likely under formal processes. After then, the manager continues to receive further complaints about the employee (Roussel et al., 2015). The manager decided to investigate the issue thoroughly by gathering all the information he has ass facts about the situation. During this investigatory period, the nurse manager recommended the suspension of the employee.
After gathering enough facts about the issue, the nurse manager invited the nurse staff to a disciplinary meeting, which takes place before the facility disciplinary committee. The nurse is informed that she has a right to be accompanied by compassion to the disciplinary meeting (Roussel et al., 2015). She has the statutory right is to be accompanied by a fellow worker, a trade union representative, or an official employed by a trade union.
The employee is found guilty of the allegations put before her. However, the disciplinary committee confirms that the patient had not been issued a warning letter before for similar reasons. They give a formal written warning to the nurse (Roussel et al., 2015). She is informed that a further act of misconduct or failure to improve performance within a set period would normally result in a final written warning. Additionally, the employee is informed that she has a right to appeal if she feels the action or allegations against her are wrong or unjust. Appeals should be heard without unreasonable delay and ideally at an agreed time and place (Roussel et al., 2015). Employees should let employers know the grounds for their appeal in writing.
Conclusion
From the case study, the nurse manager is facing an issue where he has to address disruptive behaviors shown by a nurse staff. The manager does not seem to be punitive in his actions. He follows the right procedure to tackle the issue. He begins by having an informal conversation with the nurse. When the disruptive behaviors of the nurse persist, the manager goes the formal way by first conducting a thorough investigation. After gathering enough evidence, the manager invites the nurse to a disciplinary meeting to ensure she finds fair justice. The employee is given the first warning and informed that further misconduct would culminate in a final written letter and thereafter a dismissal.
Reference
Roussel, L. A., Harris, J. L., & Thomas, T. (2015). Management and Leadership for Nurse Administrators. Jones & Bartlett Learning, LLC.