management 2.txt

type of evaluation form that describes the standard of performance, and the rater indicates whether the employee demonstrates that behavior by placing a check mark in that column

to instruct or train, to develop potential

evaluation method in which specific instances of the employee carrying out responsibilities critical to the job are documented

a set of steps or actions to be taken when an employees performance is consistently unacceptable

in employment problems includes the employee being notified of the problem, being told what must be done to correct the problem, receiving help (coaching and/or teaching) in remedying the problem, and being given time for this to occur

another term used for performance evaluation a formal evaluation process for employees

evaluation method that allows comparison of the ratings of several supervisors for the same employee to be reviewed

typically, a meeting of people face to face during which each learns about the other, or a time during which the evaluator meets with the employee to discuss the evaluation

written statements that describe the duties and functions of the various jobs within the organization

assisting a selected individual to prepare for advancement and great opportunities, support offered to those with promise and potential

evaluation in which the evaluation writes a paragraph or more (usually more) outlining an employees strengths, weaknesses (or areas for improvement), and potential

information provided to an individual about performance that does not meet the standard

staff nurses are asked to evaluate other staff nurse as contribution to their growth and development in nursing

formal evaluation process for employees

criteria for action to be taken, usually found in writing

information provided to an individual about performance that meets or exceeds the standard

series of steps or actions to be taken with an employee when that employees work consistently fails to meet expectations

tendency to make judgments based on factors other than the official standards of performance

evaluation tool that consists of a set of behaviors or characteristics along with a method to indicate the degree to which the person being evaluated demonstrates each behavior

examining oneself and determining to what extent one meets the standards one has set

authoritative statements that describe a common or acceptable level of client care

expected behaviors of the RN that can be used as a basis for measuring performance

one responsible for overseeing and directing the activities of others

a strategy for dealing with conflict in which the individual gives in to the wishes of another to preserve harmony or build up social credits

• condition in collective bargaining in which all employees are required to pay dues for membership
• if b/c of religious or philosophical beliefs, employees are unwilling to pay dues to the bargaining group, provisions may be made to pay the same sum to a nonprofit group

approach to dealing with conflict in which the individual chooses no to address the issue at hand

approach to conflict in which the individuals involved in the conflict work toward common goals

process of negotiation between organized workers and their employer for reaching an agreement on wages, fringe benefits, hours, working conditions, and the like

approach to conflict in which the individual works for his or her particular desired solution exclusively

approach to conflict that in involves give and take on the part of all persons involved

situation that occurs when people with different values, interests, goals, or needs view things from a different perspective

in decision making, an agreement among all participants to accept the proposed solution

control, authority, or influence over others

action taken during a conflict that involves working for ones particular desired solution exclusively

steps or process that spells out an orderly method to be used in mediating the grievance between parties

approach to decision making or conflict resolution that involves problem solving and collaboration among these involved

bargaining process in which administration and employees work jointly to problem solve strategies to meet each sides interest rather than taking solid positions on a particular side of the issue

occurs within an individual in situations in which he or she must choose between two alternatives

outcome of conflict in which neither party wins or achieves the desired outcome

process of resolving differences through having a third party as a go-between for others

person who helps the involved parties to negotiate toward a solution

to be involved in the process of negotiation i.e. reaching an agreement through conferring, bargaining, or discussing the issues in which both parties give something both parties gain

method of conflict resolution in which the individuals involved work toward common goals (collaborative approach)

occurs when employees do not know what to do, how to do it, or what the outcomes must be

occurs when tow or more individuals in different positions within the organization believe that certain actions or responsibilities belong exclusively to them

approach to dealing with conflict in which the individual tries to eliminate anger and expressions of difference without addressing the issue itself

outcome of conflict in which one of the parties wins (dominates) and the other loses (submits)

outcome of conflict in which both parties win

strategy for dealing with conflict in which the individual retreats from the situation or ignores it

with this model for change, the advocate acts as an adversary to other health care professionals who do not share the advocates concern with all focus on the rights of the client without concern for others involved

helping clients to be autonomous and informed decision makers and to accomplish their own goals and objectives

model that uses negotiation, compromise, and persuasion to bring about change, involves interaction with other persons associated with the situation as well as the client

person who seeks to cause or create change

process that occurs par way to the goal of the change when individuals begin feeling overwhelmed by the expectations and begin to lose their enthusiasm for the change

theory explaining change, its process and responses

restrain or constrain others by threats or force

factors that tend to restrict and individual from successfully acting as an advocate

enlisting key people from the opposition onto your side by giving them desirable roles in the process and thereby ensuring their commitment

forces that call for change

approach to change that says change will be accepted by a person, group, or organization when it is seen as desirable and is aligned with the interest of those affected

create change by changing the organization and environment first and then moving people into cooperation

factors encouraging change that originate outside the person or organization

theory of change developed by Lewin, which describes the forces that push toward changed balanced against the forces that restrain change

factors encouraging change that comes from within the organization or person

process of resolving differences through having a third party as a go between for others

second stage in the change process identified by Lewin in which the change agent identifies, plans, and implements appropriate strategies to bring about the change

reaching an agreement through conferring, bargaining, or discussing the issues in which both parties give something and both parties gain

approach to change that maintains that change will take place only after changes in attitudes, values, skills, and significant relationships have occurred

an individual who serves as a representative or advocate for clients, especially when there are complaints against an agency or organization

restricting of an individuals liberty by making decisions for the person, usually involves withholding information and is justified because the decision maker knows what is best for the person

approach to change that is employed when the leader orders change and those with less power comply

change that occurs in response to some event as it arises

final stage of change identified by Lewin in which changes that have been made are integrated and stabilized

force that retards, hinders, or opposes motion or change, or the act of opposing or withstanding a concept or change

approach to advocacy that uses negotiation, compromise, and persuasion and involves interaction with other person associated with the situation

forces that are opposed to change

those affected by a change or action; the client system

change of attitudes and beliefs within people

first stage of change identified by Lewin in which the change agent loosens or unfreezes the factors or forces that are maintaing the status quo

in a research study, the group that does not receive any treatment or intervention

that which changes as a result of the independent variable

process of applying to patient care approaches to that care that have been demonstrated as effective through research

focuses on the use of information technology in the health care field

statement of a relationship between variables that the research is designed to test

that which changes by itself or is made to change by the researcher

use of computerized systems to manage all the different types of information resources available

company that provides a link from individual computers into the internet system

probability at which the changes in the dependent variable would be identified as being due to the action of the independent variable rather than chance

a type of group discussion conducted by e-mail

medical subject heading used for subject category indexing by the National Library of Medicine

combining through statistical techniques the results of several different research studies to determine the overall findings of the studies collectively

type of internet group discussion in which each newsgroup is focused on a single topic

use of technology to retrieve and manage information relevant to nursing practice

in a research study, each member of the sample, also termed a subject

something that has been reviewed and evaluated by a group of experts in the field

entire group of people in whom a phenomenon is of interest

statistical likelihood of an event occurring

study designed to look at phenomena in their own environment providing a comprehensive and contextual understanding

type of research that emphasizes experimentation and statistical analysis

degree of consistency or dependability with which an assessment tool measures something

systematic approach to the study of a phenomenon

portion of the population chosen for study

categories used for indexing

degree to which an assessment tool actually measures what it is supposed to measure

written statement or specified process attesting to the accomplishment of certain goals or standards

application of knowledge and the interpersonal, decision-making, and psychomotor skills expected for the practice role, within the context of public health, safety, and welfare

demonstrating knowledge and understanding of the clients culture; accepting and respecting cultural differences

nurses motivation to want to engage in the process of becoming culturally aware, knowledgeable, and skillful, and seeking cultural awareness

patient care that takes into consideration all aspects of cultural differences

ability to make good decisions

refers to having the ability to relate effectively with coworkers, clients, family members, and members of the community

services that are provided in ways that meet the language needs of the client and family, includes translation services if needed, signs in various languages, use of language seen as respectful by the client

those abilities that are related to doing or performing a skill

process of turning thoughtful practice into a potential learning situation or carefully reviewing your nursing actions with the goal of becoming more competent

ability to carry out psychomotor skills effectively, safely, and efficiently

an acknowledgement given to a school or organization to certify that it has met a certain set of standards

groups composed of individuals with certain expertise who come together to offer advice to an organization or institution

written statement or specified process attesting to the accomplishment of certain goals or standards

in nursing, a term applied to nursing language that communicates information and guides data collection about nursing activities

demonstrated abilities or skills

practice of structuring nursing roles on the basis of education, experience, and competence

point at which one enters a career after completing the education preparation for that particular discipline

negligence on the part of a professional in the performance of his or her job; may be inappropriate actions taken or failure to take appropriate actions

North American Nursing Diagnosis Association, one of the classification systems in nursing

Nursing Implementation Classifications, one of the nursing classification systems

Nursing Outcomes Classifications, one of the nursing classification systems

another term for nursing language usually found in nursing classifications

classification of nursing focused on community nursing

activities, procedures, and treatments that a licensed individual may do as specified by the licensing act governing that profession

another term for classification system