Final answer:
The nurse practitioner should impartially investigate the claim of falsifying work hours, considering her dual role as clinician and manager, and balance the need for thoroughness with maintaining a good working environment. Managing rotating shifts is a complex issue that demands a nuanced solution, including better time-tracking and supportive staff policies.
Step-by-step explanation:
When a nurse practitioner, who also serves as a manager, is informed that an employee is falsifying work hours, the initial step in the problem-solving process would involve investigating the claim impartially despite the known conflict between the two employees. This means gathering evidence, such as timesheets, login records, or surveillance footage if available, and talking to other staff members who may provide insights without displaying bias due to internal conflicts. It is important not to ignore the allegation just because the employees do not get along, as this could potentially overlook actual misconduct. The nurse practitioner should also consider their role within the organizational hierarchy and how to balance responsibilities as both a clinician and a manager.
Given that healthcare professionals often work rotating shifts, this complexity can make issues of work hours and timekeeping both a simple and complex problem. The solution may require implementing a more robust time-tracking system which is straightforward in concept but can be intricate in execution. Managing rotating shifts is challenging due to the need for continuous coverage and the stress it can place on employees, potentially affecting job performance and patient care. Addressing this requires careful planning, clear communication, and perhaps adjustments to policy or additional staff training.