Identify the source of the conflict and understand the points of friction
Disregard what she feels and continue to work independently
Seek help from the Director of Nursing
Quit her job and look for another employment.
Can be destructive if the level is too high
Is not beneficial; hence it should be prevented at all times
May result in poor performance
May create leaders
Advise her staff to go on vacation.
Ignore her observations; it will be resolved even without intervention
Remind her to show loyalty to the institution.
Let the staff ventilate her feelings and ask how she can be of help.
Setting specific standards and activities for individual performance.
Using agency standards as a guide.
Determine areas of strength and weaknesses
Focusing activity on the correction of identified behavior.
Informing the staff about the specific impressions of their work help improve their performance.
A verbal appraisal is an acceptable substitute for a written report
Patients are the best source of information regarding personnel appraisal.
The outcome of performance appraisal rests primarily with the staff.
The staff member is observed in natural setting.
Incidental confrontation and collaboration is allowed.
The evaluation is focused on objective data systematically.
The evaluation may provide valid information for compilation of a formal report.
She asks another nurse to attest the session as a witness.
She informs the staff that she may ask another nurse to read the appraisal before the session is over.
She tells the staff that the session is manager-centered.
The session is private between the two members.
Level of authority
Lines of communication
Span of control
Unity of direction