NEA-BC flashcards

33 cards. Read the term and the definition here. The deck at the top of this page is optional.

Transformational Leadership Components

Idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Leaders motivate staff to exceed expected performance by connecting work to a shared vision and developing each person individually.

Just Culture Categories

A framework that classifies behaviors as human error (console the person), at-risk behavior (coach and remove incentives), or reckless behavior (apply sanction). It balances accountability with psychological safety in error reporting.

Magnet Model Components

Five components: transformational leadership, structural empowerment, exemplary professional practice, new knowledge and innovations, and empirical quality results. Organizations must demonstrate empirical outcomes across each to earn Magnet recognition.

Situational Leadership Styles

Directing, coaching, supporting, and delegating styles matched to follower readiness. As competence and commitment rise, the leader reduces direction and increases delegation of decision authority.

Shared Governance

A structural model in which direct-care nurses hold decision authority over nursing practice through councils. It distributes power from the executive hierarchy to frontline staff and improves engagement and retention.

Lewin Change Model

Three stages: unfreezing (creating readiness), moving (implementing change), and refreezing (embedding new norms). It explains why change fails when readiness work is skipped before implementation.

SWOT Analysis

An internal and external assessment of strengths, weaknesses, opportunities, and threats. It informs strategy by pairing internal capabilities with external conditions before goals are set.

SMART Goals

Specific, measurable, achievable, relevant, and time-bound objectives. Each criterion makes the goal verifiable so progress can be tracked and accountability assigned.

Porter's Five Forces

Threat of new entrants, bargaining power of buyers, bargaining power of suppliers, threat of substitutes, and rivalry among existing competitors. It assesses the competitive attractiveness of a market or service line.

Break-Even Volume Formula

Fixed costs divided by the contribution margin per unit, where contribution margin equals price minus variable cost per unit. It states how many units must be sold before profit begins.

Product Life Cycle Stages

Introduction, growth, maturity, and decline. Strategy shifts from market penetration and differentiation early to cost control and service rationalization as the line matures.

Horizontal vs Vertical Integration

Horizontal integration combines similar services or facilities at the same level of care. Vertical integration expands along the supply chain, such as adding home health or post-acute services.

Operating Margin Formula

Operating revenue minus operating expenses, divided by operating revenue. It measures profitability of core operations and excludes non-operating income such as investment returns.

Total Margin Formula

Total revenue minus total expenses, divided by total revenue. Unlike operating margin, it includes non-operating income and reflects overall financial performance.

Days in Accounts Receivable

Net accounts receivable divided by net patient service revenue, multiplied by 365. It indicates how long the organization waits to collect payment for services.

FTE Calculation

Full-time equivalent equals total paid hours divided by 2,080 hours per year. It standardizes staffing across part-time and full-time positions for budgeting.

Nursing Hours Per Patient Day

Total productive nursing hours divided by total patient days. It quantifies staffing intensity and is benchmarked against acuity and unit type.

Contribution Margin

Net revenue per unit minus variable cost per unit. The remaining amount covers fixed costs and then generates profit for the organization.

EMTALA Requirement

Medicare-participating emergency departments must provide a medical screening examination and stabilizing treatment regardless of insurance status or ability to pay. Transfer requires stabilization or documented benefit.

HIPAA Treatment Payment Operations

The Privacy Rule permits disclosure of protected health information for treatment, payment, and healthcare operations without patient authorization. All other uses generally require written authorization.

Nurse Practice Act

State law enacted by the legislature that defines nursing scope of practice, licensure requirements, and grounds for discipline. It is enforced by the state board of nursing.

CMS Conditions of Participation

Minimum health and safety standards a facility must meet to receive Medicare and Medicaid payment. They cover patient rights, infection control, quality assessment, and nursing services.

ANA Code of Ethics

Nine provisions guiding nursing conduct. Provision 1 addresses compassion and respect for the inherent dignity and worth of every person.

IOM Six Aims

Safe, effective, patient-centered, timely, efficient, and equitable care. These six aims define the dimensions along which healthcare quality improvement is measured.

Donabedian Quality Model

Quality is assessed through structure (resources), process (what is done), and outcomes (results). It provides the framework for most quality measurement and reporting.

Sentinel Event Response

An unexpected occurrence involving death or serious injury triggers a root cause analysis. The analysis is retrospective and focuses on system failures rather than individual blame.

FMEA vs Root Cause Analysis

Failure mode and effects analysis is prospective, identifying risks before harm occurs. Root cause analysis is retrospective, examining causes after an adverse event has occurred.

Statistical Process Control

Control charts distinguish common-cause variation, which is inherent to the process, from special-cause variation, which signals an unusual event warranting investigation and action.

Nurse Turnover Rate

Number of separations divided by average number of employees, multiplied by 100 for the period. It is a key workforce metric linked to cost and quality.

Vacancy Rate Formula

Number of vacant positions divided by number of budgeted positions, multiplied by 100. It quantifies unfilled staffing and guides recruitment priorities.

Clinical Ladder

A structured career advancement program rewarding education, certification, and evidence-based practice contributions. It supports retention by recognizing professional growth without requiring a management role.

SBAR Handoff Format

Situation, Background, Assessment, Recommendation. It structures communication during handoffs and escalations, reducing omission errors and improving team situational awareness.

TeamSTEPPS Competencies

Team leadership, situation monitoring, mutual support, and communication. These core competencies form an evidence-based teamwork system designed to improve patient safety.