Case Study: Evaluation and Morale
An effective and productive performance evaluation is an opportunity for a health care manager and his/her staff to identify expectations, establish goals, give reinforcements for jobs well done, and identify areas that have opportunities for improvement. A successful performance evaluation will be one that fosters a healthy working relationship between manager and staff.
The case study to be discussed involves a staff nurse who has completed his/her performance evaluation with his/her healthcare manager and has left the appraisal conference disappointed in its outcome and with concerns regarding one specific incident having weighed heavily on his/her evaluation (Mary & Joanne, 2011, p. 231).
At the manger level the annual performance appraisal is a toll that should utilized to evaluate past and current performance, identify educational and professional development needs, give rewarding recognition for positive performance, and take disciplinary action if needed.
Nursing professional standards of practice holds that each nurse has an obligation to adhere to the code of ethics. The standards of professional practice should be utilized as a criterion when evaluating a nurse’s practice ("Professional Standards," 2012).
In reviewing the information provided by the case study this author has evaluated potential problems that could have contributed to the deterioration of the evaluation of this particular staff nurse. It appears that active participation by both participants did not take place during this evaluation process. Performance appraisal must be interactive with all parties involved to be considered an effective process (Mary & Joanne, 2011, p. 219). There are three main phases of the performance appraisal process which are; planning, interviewing and utilization of outcomes (Mary & Joanne, 2011, p. 223).
Planning for