Essay Example on Harmful Behaviours by Health Workers: What is Acceptable?

Behaviours practised by the health workers affect the safety and comfortability of everyone in the health sector setting (Ford, 2009). The behaviours of these health workers may end up affecting the patients under their hands or fellow colleagues. For a long time, these behaviours have been so rampant that at some point they have been confused with being acceptable practices. However, several agencies have set their eyes on this behaviour and set codes of conduct on acceptable practices. Hence, unacceptable behaviours have threatened doctors-patients relation, thus making it be a big issue under scrutiny.

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In relation to following disciplinary action, corrective action should be taken as soon as possible so as the employee can perform responsibly at the workplace. The first action to take in the corrective action is communication. The communication involves explaining to employees the duties they are expected to perform. If there are any hindrances that may be on the way of stopping the employee from attaining their set objective, they should be dealt with. It is also advisable to give the employees a platform where they can be able to set their goals and write up their achievements. A work form can be developed where the employees are expected to fill in their details. If the employee goes against the set rules, they are expected to appear before the disciplinary committee and fill a form. The form contains their personal details, the departments they work In and details of their discussion with the manager. The goal is to identify with the problems the employee is going through and look for practical answers and not punish them.

It is not advisable to skip steps in the correction process. This is because, if the correction leads to involuntary termination of an employee, the effect can be severe going far beyond the loss of the occupation. The main reason for the correction process is to help the employee attain the set standards both in their behaviour and in their work performance. The employee should be informed of what is expected of him in the workplace and also be given a fair hearing where he can explain himself. After the discussion, the employee can be presented with a paper which is duly signed by the manager on the areas to be improved.

In modern-day practice, executives do not require any major action to be taken against the employee without the involvement of the human resource manager. According to Joanna (2018), executives feel not well comfortable with solving cases involving incompetence, and they tend to forward these cases to the human resource manager. The managers expect the decision to be made by the human resource manager to be fair and therefore rare chances of unsatisfied parties by the decision made. The managers, on the other hand, pile pressure on the human resource manager to come up with a strong decision (Joanna, 2018). A human resource manager is tasked with the duty of determining if an employee has made substantial mistakes or not and also determine the punishment to be given.

As a manager, the following corrective steps are the ones to be followed during a correction process. Oral warning, this involves calling up the employee for a meeting. In the case presented, I would call the nurse Susie in private. Then I will require her to tell me in person whatever has been going on. While Susie is presenting her issues, I could be noting them down. I would encourage Susie on completing the tasks assigned to her and also to develop a union between herself and the other workers. Finally, I would warn Susie of the punishment she can face if the behaviour continues. After nurse Hellen confirms that still, Susie is not getting along with others and still not doing her work, as the manager, I can call up Susie and issue her with a written warning. In the note, I would clarify to Susie that if she does not improve on her behaviours, severe punishment can be taken, including termination of her contract.

Conclusion

In conclusion, having warned Susie, Fred and Cindy presenting a case suggesting no improvements of Susie conduct and also several witnesses testifying the same, I would, therefore, present Susie with the punishment of suspension without pay. I will describe to Susie the problem that has led to her dismissal and also notify her of her rights to appeal if she feels that her rights have been violated.

References

Ford, J. (2009). Contextualizing disruptive behaviour in health care as a conflict management challenge. Retrieved June 1, 2009.

Joanna, S (2018). People Management. Retrieved from www.people management.co.uk/experts/legal/hr-in-disciplinary-meetings