Strategies for Theory Construction in Nursing - Assignment Example

In the evaluation and morale case, a number of problems emerge. According to the staff nurse, the nurse manager made some untrue against her in the report. In this respect, the problem of unfair evaluation emerges. Another problem also stems from this context. The staff nurse’s morale is negatively affected by the report. The underlying adverse effect is directed towards the actual practice as much as it remains an issue with the staff nurse. This personal-practice-based implication of the report is a critical problem in the case. Over and above this, the staff nurse’s evaluation seems to have been directed towards one key event. In this respect, the progressive factor that should be captured in the report is not observed. Moreover, poor, inefficient, and ineffective communication between stakeholders (Phillips & Morris, 2011) is characteristic in the case. Finally, the personal growth and development of the staff nurse are on the verge of being negated by the unfolding events in the case.

The above-mentioned problems can be analyzed by employing a number of principles. An administrative problem that befalls any health care organization is critical (Burnard, et al. 2004). In the light of the case, it is important to understand the administrative standpoint of the nurse manager in executing her performance appraisal mandate. This is because the principle of dialogue is seemingly downplayed in relation to the manner in which the nurse manager executed the evaluation. Over and above that, issues to do with morality and ethics emerge. Moral and ethical principles are vital in analyzing problems related to nursing or any other health care practice (Walker & Avant, 2011). At the same time, it would be essential to account for professional platforms that are designed to promote personal and professional growth and development.

In order to solve the problems described in the evaluation and morale case, a number of recommendations are important to consider. To start with, the nurse manager’s comments about the staff nurse need to be harmonized and aligned with the staff nurse’s actual performance and practice. Secondly, it is vital to evaluate the staff nurse based on all performance events and not just one that the nurse manager ought to consider. Thirdly, communication between stakeholders, in this case, should be streamlined for the purpose of enhancing effectiveness and efficiency. Finally, working relationships should be enhanced alongside promoting worker morale and a stress-free working environment.

In conclusion, the manager’s behavior is important to consider. To start with, the manager’s behavior is caused by her position in the case’s context. The manager undertakes the evaluation, and therefore the observed behavior as the report had to be provided regardless of being positive or negative. Another cause of the manager’s behavior is her choice to evaluate the staff nurse based on only one key event. The manager, therefore, downplays any other performance aspect relevant to the evaluation. Finally, communication and working relations and interactions subject to the case also constitute another cause of the nurse manager’s behavior.