Term
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Definition
| Anyone who uses interpersonal skills to influence others to accomplish a specific goal |
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Term
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Definition
| An employee who is responsible and accountable for efficiently accomplishing the goals of the organization |
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Term
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Definition
| Practiced by a nurse with legitimate authority described in a JOB DESCRIPTION |
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Term
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Definition
| Exercised by a staff member who does not have a specified management role |
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Term
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Definition
Makes decisions for the group.
■■ Motivates by coercion.
■■ Communication occurs down the chain of command.
■■ Work output by staff is usually high – good for crisis situations and bureaucratic
settings. |
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Term
|
Definition
| Anyone who uses interpersonal skills to influence others to accomplish a specific goal |
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Term
|
Definition
| An employee who is responsible and accountable for efficiently accomplishing the goals of the organization |
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Term
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Definition
| Practiced by a nurse with legitimate authority described in a JOB DESCRIPTION |
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Term
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Definition
| Exercised by a staff member who does not have a specified management role |
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Term
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Definition
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Term
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Definition
| Give very little direction |
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Term
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Definition
| Put people through alot of steps and hurdles |
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Term
| Autocratic leaders tend to have ___ followers |
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Definition
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Term
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Definition
Connect to pressures of front-line staff
Are passionate about creating quality work environment
Generate energy to do the impossible |
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Term
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Definition
Have emotional intelligence and social competence
Maintain a positive environment
Emphasize the importance of emotions and relationships in success |
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Term
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Definition
| Getting work done through others |
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Term
| Getting work done through others |
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Definition
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Term
|
Definition
| The ability of an individual to influence behavior of others |
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Term
| The ability of an individual to influence behavior of others |
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Definition
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Term
| Contemporary leadership theory |
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Definition
| leaders can develop necessary skills |
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Term
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Definition
| Patient or Problem, Intervention, Comparison, Outcomes |
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Term
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Definition
| A structural format for nursing to implement a more horizontal locus of control and practice power enablers that are essential to professional self-governance. This framework provides support of the professions, their interaction, and their collective obligation to advance the interest of health care. |
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Term
| Policies and procedures are _____. Evidence-based practice is ____ based |
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Definition
fixed approaches to standards and practices
mobility |
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Term
| serves as a foundation for the exercise of nursing practice |
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Definition
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Term
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Definition
| A structure for the professional organization of decision-making based on the expectation that all staff members will be engaged and participate in decisions that affect the profession and its work. |
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Term
| 90% of all decisions in shared governance must be made |
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Definition
| as close to the point of service as possible. |
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Term
| Are identified as one for professionals |
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Definition
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Term
| with autocratic managers, work out put by staff is usually |
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Definition
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Term
| Autocratic leadership is good for |
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Definition
| Crisis situations and bureaucratic settings |
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Term
|
Definition
■■ Includes the group when decisions are made.
■■ Motivates by supporting staff achievements.
■■ Communication occurs up and down the chain of command.
■■ Work output by staff is usually of good quality – good when cooperation and
collaboration is necessary. |
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Term
| With democratic leadership, work output by staff is usually |
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Definition
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Term
| Democractic leadership is good when |
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Definition
| cooperation and collaboration is necessary |
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Term
|
Definition
Makes very few decisions and does little planning.
■■ Motivation is largely the responsibility of individual staff members.
■■ Communication occurs up and down the chain of command and between group
members.
■■ Work output is low unless an informal leader evolves from the group. |
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Term
| With laissez-faire leadership, work output is |
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Definition
| Low unless an informal leaders evolves from the group |
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Term
| Five major management functions |
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Definition
| Planning, organizing, staffing, directing, and controlling |
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Term
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Definition
| The mental process of analyzing or evaluating information |
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Term
|
Definition
The process by which a course of action is determined. The course
of action may be in response to a problem or an issue. |
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Term
| Critical thinking reflects upon |
|
Definition
the meaning of statements, examines available data, and
uses reason to make informed decisions. |
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Term
| Critical thinking is necessary to |
|
Definition
| reflect and evaluate from a broader scope of view |
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Term
| Process of decision making |
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Definition
◯◯ Objectives are defined.
◯◯ Data are gathered.
◯◯ Alternatives are determined.
◯◯ Alternatives are evaluated in a logical and objective manner.
◯◯ A decision is made and the choice is acted upon. |
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Term
| Problem solving begins with |
|
Definition
a potential or actual threat or situation that needs or
could benefit from an intervention. |
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Term
may provide a framework for
solving client-related problems |
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Definition
| The problem-solving model or the nursing process |
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Term
| Problem solving model steps |
|
Definition
■■ The problem or issue is identified and defined.
■■ Data are collected and analyzed in regard to the problem identified.
■■ All possible solutions are identified and evaluated.
■■ A solution is selected and implemented.
■■ The results of the solution are evaluated. |
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Term
| Prioritize ___ before ____ |
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Definition
Systemic before local (life before limb)
Acute before chronic (less opportunity for physical adaptation)
Actual problems before potential future problems |
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Term
| Recognize and respond to ___ versus _____ |
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Definition
Trends versus transient findings
Signs of medical emergencies and complications versus "expected client findings" |
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Term
| lack of conflict can create |
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Definition
|
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Term
|
Definition
| A victory for one side and a loss for another |
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Term
|
Definition
| Does not follow any mutually acceptable set of rules and does not emphasize winning |
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Term
| Antecedent conflict conditions is based on |
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Definition
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Term
| Role conflicts defined as |
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Definition
| Other people's expectations regarding behavior and attitudes |
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Term
|
Definition
Structural relationships (superior to subordinate, peer to peer) provoke conflict because of poor communication
Competition for resources, opposing interests, or lack of shared perceptions or attitudes |
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Term
| Structural relationships (superior to subordinate, peer to peer) provoke conflict because of |
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Definition
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Term
| Values and beliefs result from |
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Definition
| An individual's socialization experience |
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Term
| Distancing mechanisms or diffrentiation serve to |
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Definition
| divide a group’s members into small, distinct groups, thus increasing the chance for conflict |
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Term
| Unifying mechanisms occur when |
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Definition
| Greater intimacy develops |
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Term
| Perceived and felt conflict |
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Definition
| Parties involved view situations or issues from differing perspectives |
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Term
|
Definition
| Each party’s perception of the other’s position |
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Term
|
Definition
| Negative feelings between two or more parties |
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Term
| Conflict behaviors result from |
|
Definition
The parties' perceived or felt conflict
May take the form of aggression, competition, debate, or problem solving
May include covert behavior |
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Term
|
Definition
| Indirect tactics, such as scapegoating, avoidance, and apathy |
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Term
| Resolution vs. Supression |
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Definition
Resolution is a mutually agreed upon solution that both parties commit themselves to
Supression is when one person or group defeats the other |
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Term
|
Definition
Win-Lose: one party exerts dominance, the other party submits and loses
Lose-Lose: neither side wins
Win-Win: focuses on goals and meeting the needs of both parties. Consensus involves attention to facts and the position of the other parties |
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Term
| Integrative decision making focuses on |
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Definition
| The MEANS of solving a problem rather than the ends |
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Term
| Integrative decision making is most useful when |
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Definition
| The needs of the parties are polarized |
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Term
| Considered the most effective means for solving conflicts |
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Definition
|
|
Term
Confrontation's goal is
Confrontation is delivereed |
|
Definition
To achieve win-win status
In private asap |
|
|
Term
| confrontation is a ____ technique |
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Definition
|
|
Term
| Negotiation seeks to achieve |
|
Definition
| Agreement even though consensus will never be reached |
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Term
| Negotiation can be guided by |
|
Definition
| Levenstein’s ten commandments for negotiators |
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Term
|
Definition
| Mutual attention to the problem, in which the talents of all parties are used |
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Term
|
Definition
Used to divide the rewards between both parties.
Neither gets what he or she wants |
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Term
|
Definition
| An all-out effort to win, regardless of the cost |
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Term
|
Definition
| Involves give-and-take on various issues among the parties |
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Term
|
Definition
| An unassertive, cooperative tactic used when individuals neglect their own concerns in favor of others’ concerns |
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Term
| An unassertive, cooperative tactic used when individuals neglect their own concerns in favor of others’ concerns |
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Definition
|
|
Term
| Accomodating is a ____, ____ tactic |
|
Definition
|
|
Term
|
Definition
|
|
Term
| Suppression could include |
|
Definition
| elimination of one of the conflicting parties through transfer or termination |
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Term
|
Definition
| Participants never acknowledge that a conflict exists |
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Term
|
Definition
|
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Term
|
Definition
| Complimenting opponent, downplaying differences, focusing on areas of agreement |
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Term
|
Definition
| Method that yields an immediate end to the conflict but leaves the cause of the conflict unresolved |
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Term
| Method that yields an immediate end to the conflict but leaves the cause of the conflict unresolved |
|
Definition
|
|
Term
|
Definition
|
|
Term
| Conflict management begins with |
|
Definition
| A decision regarding if and when to intervene |
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Term
| Why is it sometimes best to postpone intervention |
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Definition
| Increased intensity can motivate participants to seek resolution |
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Term
|
Definition
|
|
Term
| Before a solution is evaluated, |
|
Definition
The solution should be given adequate time to become
established as a new routine |
|
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Term
| Smoothing is usually a ____ situation |
|
Definition
|
|
Term
| The problem with smoothing |
|
Definition
The focus may be on what is agreed upon, leaving conflict largely
unresolved. |
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|
Term
a communication style that acknowledges and deals with conflict, recognizes others as
equals, and provides a direct statement of feelings. |
|
Definition
|
|
Term
| Principle-centered power is based on |
|
Definition
Honor, respect, loyalty, and commitment
Invited |
|
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Term
| Principle-centered power is defined by |
|
Definition
| The capacity to act and to make choices and decisions |
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Term
|
Definition
Capacity to create order from conflict, contradictions, and chaos
Ability to sustain positive influence |
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Term
|
Definition
Based on inducements the manager can offer in exchange for cooperation
Used in relation to a manager’s formal job responsibilities |
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Term
|
Definition
Based on the penalties a manager might impose on an individual or a group
Motivation to comply is based on fear of punishment or withholding of rewards |
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Term
| Reward power is used in relation to |
|
Definition
| a managers' formal job responsibilites |
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Term
|
Definition
| Bc of the authority associated with job or rank |
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Term
|
Definition
| Based on possession of certain skills, knowledge, and competence |
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Term
|
Definition
Based on admiration and respect for an individual
Relates to the manager’s likeability and success |
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|
Term
| Referent power relates to |
|
Definition
| The manager's likeability and success |
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Term
| Based on admiration and respect for an individual |
|
Definition
|
|
Term
Information power:
Based on
Depends on |
|
Definition
Based on access to valued data
Depends on the manager’s organizational position, connections, and communication skills |
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|
Term
Connection power:
Based on
Relates to |
|
Definition
Based on an individual’s formal and informal links to influential persons
Relates to the status and visibility of the individual |
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Term
|
Definition
| The least amount of power |
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Term
|
Definition
| Attempts by others to diminish or demolish their opponents |
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Term
|
Definition
| Interactions and communications with others |
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Term
| Positive interactions create |
|
Definition
| A strong, favorable image for the individual and profession |
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Term
| The decisions that govern action |
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Definition
|
|
Term
| Determine an organization’s relationships, activities, and goals |
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Definition
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Term
|
Definition
|
|
Term
| Art of influencing others to achieve a goal |
|
Definition
|
|
Term
| Can be used to influence policy |
|
Definition
|
|
Term
|
Definition
| People or groups who have a direct interest in the work of an organization |
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Term
| Is vital for nurses to achieve goals |
|
Definition
|
|
Term
| Political skill is built on |
|
Definition
| relationships with others |
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Term
|
Definition
| very committed to their company |
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Term
|
Definition
| not committed to just one work place, move around a lot |
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Term
|
Definition
| good work/family life balance. I don’t live to work, I work to live. |
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Term
|
Definition
Oral messages accompanied by nonverbal messages
Behaviors that include head or facial agreement or disagreement |
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Term
|
Definition
Nonverbal communication can distort the meaning of the spoken words
When a verbal message is incongruent with the nonverbal message |
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Term
|
Definition
| Person gets conflicting messages from different sources |
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Term
| Recommended to address Generational and Cultural Differences in Communication |
|
Definition
| Personal and professional cultural enrichment training |
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Term
|
Definition
| Customs, norms, and expectations within an organization shape behavior |
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Term
| Conflict or confrontation is best handeled |
|
Definition
|
|
Term
| Determines best mode of communication to use |
|
Definition
| Purpose of the message - The more important or delicate the issue, the more intimate the mode should be |
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Term
| Levels of intimacy in descending order |
|
Definition
1. In person
2. Phone
3. Voicemail
4. Email, texting, etc.
5. Memos, faxes, written mail |
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|
Term
| Managing upward is successful when |
|
Definition
| power and influence move in both directions |
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Term
| Peers should interact on a |
|
Definition
|
|
Term
| role models and leaders for establishing nurse-physician relationships on their units |
|
Definition
|
|
Term
| MEdical staff have considerable power because |
|
Definition
| of their ability to attract patients to the organization |
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Term
| Physicians primary concern |
|
Definition
|
|
Term
| Consider yourself and your staff _____ with physicians in health care |
|
Definition
|
|
Term
| Actively listen and respond to physician complaints as |
|
Definition
|
|
Term
| Principal customers of an organization |
|
Definition
| Patient (and their family) |
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|
Term
| Lawsuits can be avoided if |
|
Definition
| the patient or family feels that someone has taken the time to listen to their complaints |
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Term
| For dealing with difficult interactions with pts and families, identify a |
|
Definition
|
|
Term
| How to generate power through body language and posture |
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Definition
Sit next to antagonist; turn 30 degrees to address that person
Expand your personal space
Use gestures
Maintain eye contact, but do not stare |
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|
Term
| Critical thinking is used to |
|
Definition
| Find creative solutions to problems |
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|
Term
| Critical thinking model includes |
|
Definition
| Problem solving, creativity, and decision making |
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Term
|
Definition
| Encouraged and made a priority in critical thinking |
|
|
Term
| Four stages of creativity |
|
Definition
| Preparation, Incubation, Insight, Verification |
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|
Term
| Incubation stage of creativity |
|
Definition
| Allow as much time as possible to elapse before deciding on solutions |
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Term
| Difference between decision making and problem solving |
|
Definition
Decision making: may or may not involve a problem, always involves making a CHOICE
Problem solving: involves diagnosing a problem and solving it, may or may not require making a decision |
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Term
|
Definition
| The likelihood that an event will or will not occur based on facts and reliable information |
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Term
|
Definition
| The likelihood that an event will or will not occur based on manager’s personal judgment and beliefs |
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Term
| Rational decision making model - take the action that |
|
Definition
| yields the highest probability of achieving the most desirable outcome |
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Term
| Descriptive rationality model emphasizes |
|
Definition
| Limitations of decision maker and the situation |
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Term
| Emphasizes limitations of decision maker and the situation |
|
Definition
| Descriptive rationality model |
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Term
| Three ways decision makers depart from the decision-making model: |
|
Definition
Limits of time, energy, or money
Lack of adequate information and control of conditions
Individuals often use satisficing strategies |
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Term
|
Definition
| The individual chooses an alternative that is not ideal but either is good enough or is the first acceptable alternative |
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Term
| Political decision-making model |
|
Definition
| Power is the ability to influence or control how problems and objectives are defined, what alternative solutions are considered and selected, what information flows, and what decisions are made |
|
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Term
|
Definition
Identify the purpose
Set the criteria
Weight the criteria
Seek alternatives
Test alternatives
Troubleshoot
Evaluate the action |
|
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Term
|
Definition
Define the problem
Gather information
Analyze the information
Develop solutions
Make a decision
Implement the decision
Evaluate the solution |
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Term
| Professionals function best in organizations with |
|
Definition
|
|
Term
| Benefit of group-decision making |
|
Definition
Provide more input
Often produce better decisions
Generate more commitment |
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Term
|
Definition
Structured and precise method of eliciting WRITTEN questions, ideas, and reactions from group members
-Ideas generated in writing
-Ideas presented on flip chart by group members
-Discussion of recorded data for clarification and evaluation
-Voting on priority ideas |
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Term
|
Definition
Judgments on topic from participants who do not meet face to face
-Can rely on the input of experts widely dispersed geographically
-Useful when expert opinions are needed
-Minimizes the chances of more vocal members dominating discussion and allows independent evaluation of ideas
Ideas are collected through a carefully designed sequence of questionnaires interspersed with summaries of information and opinions derived from previous questionnaires |
|
|
Term
| Delphi technique is useful when |
|
Definition
| Expert opinions are needed |
|
|
Term
| Delphi technique minimizes |
|
Definition
| the chances of more vocal members dominating discussion and allows independent evaluation of ideas |
|
|
Term
| Minimizes the chances of more vocal members dominating discussion and allows independent evaluation of ideas |
|
Definition
|
|
Term
| Useful when expert opinions are needed |
|
Definition
|
|
Term
|
Definition
-Individuals polled regarding problem
-Responses tallied
-Disadvantage: No opportunity for group members to strengthen interpersonal ties or for the generative effect of group interaction |
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|
Term
| Disadvantage of statistical aggregation |
|
Definition
| No opportunity for group members to strengthen interpersonal ties or for the generative effect of group interaction |
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Term
|
Definition
-Group members meet and generate many diverse ideas about the nature, cause, definition, or solution to a problem
-Premium placed on generating lots of ideas as quickly as possible
-Evaluation takes place after all the ideas have been generated
-Disadvantages: High cost factor, the time consumed, and the superficiality of many solutions |
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Term
|
Definition
|
|
Term
| Evaluation of brainstorming takes place |
|
Definition
| After all the ideas have been generated |
|
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Term
|
Definition
| Generating lots of ideas as quickly as possible |
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Term
|
Definition
| Applying one solution after another until the problem is solved or appears to be improving |
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Term
|
Definition
-Involves testing a theory or hunch
-A project or study is carried out in either a controlled or an uncontrolled setting
-Data are collected and analyzed and results interpreted to determine whether the solution tried has been effective |
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Term
| Past experience and intuition |
|
Definition
Individual’s experience can determine how much risk he or she will take in present circumstances
Intuition relies heavily on past experience and trial and error |
|
|
Term
| Intuition relies heavily on |
|
Definition
| Past experience and trial and error |
|
|
Term
|
Definition
| If permitted to run a natural course, problems are solved by those personally involved |
|
|
Term
| If problem permitted to run a natural course, |
|
Definition
| Problems are solved by those personally involved |
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|
Term
| Advantages to group problem solving |
|
Definition
Groups are more likely than individuals to try several approaches
Groups may generate more complete, accurate, and less biased information than individuals
When groups solve problems the likelihood of cooperation in implementation increases |
|
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Term
| Groups are more likely than individuals to |
|
Definition
|
|
Term
| Groups may generate more ____ than individuals |
|
Definition
| complete, accurate, and less biased information |
|
|
Term
| Use group decision making when |
|
Definition
-Time and deadlines allow for a group decision
-The problem is complex or unstructured
-The group’s members share the organization’s goals
-The group needs to accept the decision for proper implementation
-The process will not lead to unacceptable conflict |
|
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Term
|
Definition
| a negative phenomenon occurring in highly cohesive, isolated groups in which group members come to think alike, which interferes with critical thinking |
|
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Term
|
Definition
| a technique used to minimize groupthink through the use of a formal debate format |
|
|
Term
|
Definition
| A phenomenon seen in groups in which riskier, more controversial decisions are made |
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Term
| In making a decision about what to do, what should the nurse consider first |
|
Definition
Why a decision is needed
Who makes the decision
When it needs to be made |
|
|
Term
| Schmielding - reflective inquiry |
|
Definition
Past experiences and knowledge are used to evaluate the situation.
Objective data are tested against one's thoughts and feelings.
Ideas about the problem are validated or refuted based on empirical evidence through a serial rather than a linear process. |
|
|
Term
| Umiker describes four ways to generate power: |
|
Definition
| Use words, through delivery, by listening, and through body language. |
|
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Term
|
Definition
| Feelings or perceptions about the situation initiate behavior |
|
|
Term
|
Definition
| The stage of conflict in which one of the conflicting parties is eliminated through transfer or termination |
|
|
Term
|
Definition
| Antecedent conditions -> perceived conflict/felt conflict -> conflict behavior (manifest behavior) -> conflict resolution or suppression -> resolution/outcomes |
|
|
Term
| Ideas are collected through a carefully designed sequence of questionnaires interspersed with summaries of information and opinions derived from previous questionnaires |
|
Definition
|
|
Term
|
Definition
| attempts to resolve problems over which you have control |
|
|
Term
|
Definition
| wastes time on problems over which you have no control |
|
|
Term
| wastes time on problems over which you have no control |
|
Definition
|
|
Term
| two main sources of power important in political action |
|
Definition
| Connection and information |
|
|
Term
|
Definition
| interpersonal endeavors, collective activities, analysis and planning, and image |
|
|
Term
| By using ____ and ____, nurses increase their professional influence |
|
Definition
|
|
