IC Interactive Activity

Failure mode and effects analysis (FMEA) is used to examine adverse events and identify what went wrong and what might prevent it from happening again. Which statement best describes the MODE element of FMEA?

• The way of operating or using a system or process, or a way or manner in which a thing is done.

• The results or consequences of an action

• The detailed examination of the elements or structure of something—perhaps a process, substance, or situation

• Lack of success, nonperformance, nonoccurrence, or breaking down or ceasing to function

Which statement about organizational conflict is correct?

• Conflict resolution should focus on people, not issues

• Openness and transparency by management leads to conflict

• Conflict is a natural process within systems and fosters a search for alternatives

• Conflict is an immediate sign of dysfunctional work teams

   

The Infection Prevention Leader observes increasing fatigue and burnout among the infection prevention team. What should the leader do first?

• Contact Human Resources for assistance

• Gather the team to identify issues and share concerns

• Initiate a corrective action plan for the group

• Recommend incentives to increase job satisfaction

The Director of Infection Prevention and Control has been asked NOTES to develop a business plan to potentially expand the scope of the organization’s infection prevention program. The objective in developing a business plan for leadership is to:

• Provide a detailed synopsis of the impact of new services

• Demonstrate whether the expanded program will be worth the investment

• Summarize the infrastructure needs to support an expanded program

• Analyze program costs during the past 5 years

Susan is a young IC Head. Most of her staff are senior to her they are very articulate, confident, and sometimes aggressive. Susan feels uncomfortable believing that she is the scapegoat of everything that goes wrong in her department. Which of the following is the best action that she must take?

• Identify the source of the conflict and understand the points of friction.

• Disregard what she feels and continues to work independently.

• Seek help from the Director of Infection Control.

• Quit her job and look for another employment

Susan knows that one of her staff is experiencing burnout. Which of the following is the best thing for her to do?

• 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.

As a head, Susan knows that conflict occurs in any organization. Which of the following statements regarding conflict is NOT true?

•      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

During a leadership meeting, a disagreement arises between the facility administrator and the infection control staff; what is the first step to foster effective conflict resolution?

• Criticize the colleague's viewpoint to highlight the flaws.

• Remain silent and let the team leader handle the situation

• Express your perspective calmly and listen actively to the colleague's viewpoint

• Immediately withdraw from the meeting to avoid confrontation

During a team project focused on preventing healthcare-associated infections, two staff members consistently disagree on the best approach. What strategy can facilitate conflict resolution in this situation?

• Avoid discussing differences and proceed with individual plans.

• Form separate teams for each staff member with their preferred approach.

• Facilitate a team discussion, encouraging open communication and compromise.

• Assign one staff as the project leader to make final decisions.

When dealing with a conflict involving infection control staff with different cultural backgrounds, what should be a primary consideration for effective resolution?

• Ignore cultural differences to focus on the task at hand.

• Emphasize one cultural perspective to avoid confusion.

• Seek cultural competency training for the entire team.

• Isolate the staff members with cultural differences from the team