21). Non-training and development-related actions should be required (Schraeder & Jordan, 2011, p. 6) and should include MMPI testing specifically for XX and generally for all RNs. Employee-development actions will include employee seminars and workshops around developing greater awareness, compassion and acceptance of personal accountability. Based on XX's very low score, I anticipate XX's only slight improvement due to imposed consequences for failing to learn proper policy and procedure; however, those gains will be only slight and probably insufficient (Schraeder & Jordan, 2011, p. 9). Given the hospital's very low score and static categorization, its ability to implement the development action plan will probably be signficantly hampered by the hospital's static approach to health care (Silverman, Pogson, & Cober, 2005, pp. 143-4). The collective...

Consequently, though a plan for change is desireable, I am not optimistic about XX's meaningful change to an adequate level of care.
Works Cited

Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. Journal for Quality and Participation, 26(1), 17-22. Retrieved August 11, 2013, from the TUI Library.

Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. Journal for Quality and Participation, 34(2), 4-10. Retrieved August 11, 2013, from the TUI Library.

Silverman, S.B., Pogson, C.E., & Cober, A.B. (2005). When…