Cristen Calahan
Part one
Cristen Calahan might choose the targeted selection process because this interview method enables her to explain to the interview candidates what they may experience at work. In this case, she will be able to explain to the interview candidates that they will be on duty during the 11.00 PM to 7.00 PM. The candidates are then asked if they would accept being on duty during this shift. The targeted selection process will also enable Cristen Calahan to ask the candidates how they handle a different situation, such as working under pressure to complete a task (McQuerrey, 2019). The questions to be asked in a targeted selection process always aim at assessing the interviews’ ability to work under pressure, decision-making abilities, motivation and initiative.
Calahan should avoid asking a theoretical question such as what they will or should do suppose they are hired. However, the interview should focus on past working experiences. Being that the interview candidates were fresh graduates, the nurse manager can predict the candidate’s future performance by assessing their performance during the internship (McQuerrey, 2019). The targeted selection process may influence her ability to ask the wrong questions because she might evaluate the performance of the interview candidates by asking questions concerning what they will do if hired rather than what they did.
Part two
The available amount and the monthly budget do not match in terms of salaries or revenue. Therefore, it does not match supply expenses either. The available monthly income is increasing every month, providing a good deal at the end of the year. Nurse Nugyet seems to be experiencing an over budget in monthly and yearly calculations. The variances in the table provided explain the information on the available budget and the required money for each month’s expenses (Cleverley & Cleverley, 2017). The table also explains the annual status so that we can observe that Nurse Nugyet is operating on an overbudget. However, the information provided on the table provides limited data on salaries and expenses. Therefore, we are not convinced in terms of the available budget. The budget seems unjustifiable, though, she may have valid reasons to all of it.
Some of the additional information that would be helpful when explaining variances include expense details of transport, bedding and much more financial information should be provided in the health care industry, which will be useful in analyzing and reviewing the budget for any concern. With the available expense information, the amount seems to be higher in hand; hence, the nurse is operating on an over-budget (Cleverley & Cleverley, 2017). If she can explain the expense information in details, I may or may not conclude that the budget is unjustifiable.
Part three
The main problem, in this case, is that the nurses, the sick and student nurses frequently experience aggression and violence in the workplace. The potential cause of the problem if the failure of the management to create a safe working place for staff members. Therefore, allowing bullying to flourish in the organization. The organization’s recruitment method and other processes may be promoting negligent hiring, negligent retention, negligent supervision and inadequate security for the company’s staff without the knowledge of the management (Lamberth, 2015). Nurse Adams should identify the individual threatening or verbally confronting the employees. The nurse can gather this information by conducting an exit interview for the nurses resigning and the student nurses requesting transfers. The firm can solve the problem by training and encouraging employees to accept individual differences. Training the employees will equip them with the ability to deal with violent conditions and violent employees will be able to find ways of dealing with their behaviours.