Paper on Analyzing the Termination Decision: Workplace Misconduct at William Beaumont Hospital

I agree with the decision made in the Beaumont case of firing Brandt and Antilla from the Beaumont Hospital due to their misconduct behavior that violates the organization's code of conduct. Besides, it is right for William Beaumont Hospital to conduct the termination process. Halim et al. (2018) postulate that the behavior shown by Brandt and Antilla towards newbie staff was full of harassment and showed some disrespect to the culture and values of the institution. The organization should establish an environment full of a positive workplace (Nielsen et al., 2018). Moreover, in the Brandt and Antilla case, the behavior shown by these two characters is seen as consistent, and termination is based on the un-conduct reputation. In this context, the Investigation carried out shows that most health workers were advised in occurrence, witnessing the behavior that is stipulated occasionally by the two characters. Therefore, the witnesses and Investigation part are based on the standing ground for conducting termination.

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Halim et al. (2018) posit that intimidation, harassment, and bullying dominate all our communities. Concurrently, it's very important to provide a comfortable and safe environment for every person in their workplace. The report also shows that out of five individuals, two of them have been bullied at the workplace, and many individuals suffer distress related to illness in their workplaces (Bernini et al., 2020). Therefore, there should be a positive, safe, and comfortable conducive environment for all workplace workers.

In essence, in William's case, the judge found that the conduct of the code shown violated Section 8(a)(1) of the National Labor Relations Act. For instance, the identical two specific laws that were important as "physical gestures or verbal ideas practiced at other individuals exceeds the behavior encountered in promoting teamwork and bounds fair criticism." Again, the other reason for violations was in the sense that the law could have been interpreted as prohibiting legal or rule complaints and discussions that are under the protection of Section Seven (7) of the National Labor Relations Act (An et al.,2016). Precisely, I agree with the decision made by the judge on the Beaumont's Conduct Code violation. The Hospital's policies should be stipulated, free from biases enforcement, and identifying the aftermath of violations. Ideally, as a supervisor, I think the violation does not change the decision's results to the termination. The Investigation conducted showcases that Brandt and Antilla are involved in mocking, intimidating, and bullying that is unprotected in the National Relation of Labor Act. Therefore, healthcare providers who witnessed the action behavior, as portrayed by the two employees, felt the act of intimidation.

References

An, Y., & Kang, J. (2016). Relationship between organizational culture and workplace bullying among Korean nurses. Asian nursing research, 10(3), 234-239.

Bernini, A., Masoodi, M., Solari, D., Miroz, J. P., Carteron, L., Christinat, N., ... & Foltzer, F. (2020). Modulation of cerebral ketone metabolism following traumatic brain injury in humans. Journal of Cerebral Blood Flow & Metabolism, 40(1), 177-186.

Halim, U. A., & Riding, D. M. (2018). A systematic review of the prevalence, impact, and mitigating strategies for bullying, undermining behavior, and harassment in the surgical workplace. British journal of surgery, 105(11), 1390-1397.

Nielsen, J. B., Fritsche, L. G., Zhou, W., Teslovich, T. M., Holmen, O. L., Gustafsson, S., ... & Lin, M. (2018). Genome-wide study of atrial fibrillation identifies seven risk loci and highlights biological pathways and regulatory elements involved in cardiac development. The American Journal of Human Genetics, 102(1), 103-115.