Case 34 The Complaining Doctor And Ambulatory Care

On Thursday, July 9, 2015 I interviewed Shirley Herron at her residence in regards to the complaint she filed against Dr. Justin LaMonda. Mrs. Herron’s complaint alleges Unethical Behavior, Negligence, and Unprofessional Conduct.

Talking at me as if I am not a human being. I've been disrespected for too long." Before this writer could say anything else, the Clinical Director, Heather E. walked in to diffuse the situation. The Clinical Director explained to the patient about the clinic's policy and procedure as to why she cannot leave the building to smoke as she is conducting a 3 hour medical assessment due to her medication. The patient was in hysterical tear and share with the Clinical Director as to how things were in the past when patient were able to smoke for 5 minutes and come back to finish the assessment. The Clinical Director informed the patient that particular incident was not allowed and changes were made. Then the patient fuss about why she has to do the medical assessment, even though it was explained to her prior. The Clinical Director informed the patient that no one is forcing her to stay in the clinic and if she want to leave, she

I agree with you that medical staff should be more compassionate. I agree with Ms. Hopkins as well that they have a 20-minute rule but at the same time, I believe there is always a way to say things. Being rude is not an option and especially in a field where you working with people who have health issues. A smile and sweet words are the first rule of professionalism. If workers are following the appointment rules then I think they should also follow the professionalism

H had respect for the nursing profession and suggestion render for the care of the patient. The physicians did not examine the patient for himself to see if I have a valid point, he continues to treat the monitor and not the patient. As I analysis things that I could have done differently, one choice I could have done was go up the change of command until the problem was fixed. Another action would be, to insist on DR. H walking 20 steps to the patient room to examine the patient when I notice the change and not just the monitor and labs. I could have stopped the fluids until the patient was examined as well as the x-ray was done. Unfortunately, the patient passed after a long code. That day has change how I handled conflicts with a physician. That day I felt that I had fallen my patient. I go up the change and I don’t care if the physician feels that I’m going over their heads. Furthermore, I am not timid when it comes to voicing my concern about how the doctors are handling patient

Overall, the owner/head physician is responsible for the staff that he employees however, each physician is responsible for hiring his or her own medical assistant. In order for the leaders to guide the employees in the right direction, there needs to be a clear and precise mission statement that is acknowledged by all. It is difficult to lead a group of employees without truly knowing what the mission is. In our facility, our main mission is to ensure that all patients are treated with respect and provided the care that he or she expects within reason.

Well, I don’t think the ward clerk will be a problem. I know, everybody on the team has his/her role and they have a word to say, but all staff must respect the patient’s will. All staff must respect the patient’s rights, even ward clerk. The scenario is telling us that the patient’s doctor was already contacted and he expressed his concerns, but he left the prescriptions and the paper discharge available. Even if the nurse will call the doctor or the other manager, they can’t do anything else other then give advise to Mrs. Jackson.

When I go to the doctor's to be seen for something I do look for the attitude they give off and the dress code violations and rules. The new family doctor that I am going to does not make the recptionist wear scrubs and they can have earrings and facial peircings. I do not like that idea. The receptionist is nice but she has a more like cut to chase she has a very weak attitude like she hats her job. My old dr office they were friendly and they cared about each patient and took time to greet you and make you smile.

The fact that my coach was able to calmly mediates, and negotiate a plan to tackle the issue was very interesting to witness. She not only displayed the practice of inspiring a shared vision (Kouzes & Posner, 2014) by reminding everyone that the main goal was to provide interdisciplinary patient centered care, but she also acted as the mediator that facilitated discussion, which is a key role in conflict management (Ralph, et al., 2013). After viewing how she handled the situation, I hope I can remind myself how important it is as a leader to take on the role as an objective mediator, who can empower colleagues to find solutions as a team. By doing so I can work towards guiding others towards a central goal, set an example for others and promote teamwork when working towards a change that can benefit all. All of which reflect the principles of conflict management and the practices of Modeling the Way, Inspiring a Shared Vision and Enabling Others to Act (Kouzes & Posner, 2014). In relation to patient care, conflict can be seen as a destructive factor that can create an unhealthy setting (Marcum,

In your grievance filed at Browning Unit, you claim you are not receiving timely responses to your medical grievances. You further assert that the responses you have received are not resolving your issues. Your resolution is for the medical grievances to be processed by

Dr. Williams stresses the importance of talking to your patients and nurses. He tells me that when you talk to someone you learn a lot more than when you don’t. He tells me that people who document well, do not converse well. He admits he does not document well but he has great communication with his patients and that helps. He also tells me that it is important to document because otherwise insurance companies will not pay as much. I see more of the jaded side of him in the sense that he’ll have excellent bedside manner but as soon as we walk out of the room he’ll crack a joke about the patient or something they said. One of the patients there has a daughter who is extremely obese and after walking out Dr. Williams says, “There’s a four-hundred-pounder. She’s got enough yeast to be making donuts under all those rolls.” He then tells me the importance of not overeating and how he wishes people didn’t because it makes medical practice much more difficult. He tells me how to get around the difficulties of trying to get an IV in an overweight person or when they weigh too much to have a CAT scan. We visit many elderly patients tonight. We run EKG’s on some to find that one is normal but the other two have CHF. We also conduct an EKG in the trauma room in which Dr. Williams notices a rare heart rhythm that he’s only seen four other times in twenty-five years. He teaches me about the p and q waves on the EKGs.

He was unprofessional and his office was overall terrible. My appointment was at 8am and didn't get seen by him till 10am. Not only this but the nurses in the front were rude. When a nurse suggest to tell the officer manager, who then told the doctor, I was yelled at by Dr. Jose and was told to go to another office if I did not like it. I was reimbursed because even the office manager knew he was unprofessional. I will not come back.

It is with the most discretion that I write about the events that I witnessed yesterday on January the 14th of 2016. Yesterday it was brought to my attention that one of our fellow employees has not been acting in a professional manner with one of Dr. Maung patients. This patient describe to me that she felt that she was not able to communicate with the employee in question, she also mentioned that she felt scared to speak or move because of the way our fellow co-worker carried themselves when doing the patient assessments. The reason I am weary from this is because I feel as though this is not the first time a complaint like this has been mentioned about this employee. Also I have become aware that other employees are not being held to the same standard of practice that I am being held to. There has been many accusations that I have been slacking with my work, that I have been

I previously posted a dissatisfaction post regarding my longtime OB-GYN retiring. To rectify the situation, the organization could have been more empathetic towards his patients. I initially received a phone call asking me to switch my appointment to another GYN because mine retired. But what! Let me process what you just told me about my doctor retiring. Then I received a letter about the new name change of the practice. However, I believe, the practice leaders handled it all wrong. The practice leaders should have launched a small campaign. When a doctor has been in practice for a long time, it is no small thing that he is retiring. First, the office leaders could have sent out a card announcing the retirement of the GYN since it was unexpected.

Working at a small town hospital, communication and the ability to address conflict is extremely important. Our leaders at Allina Health are superior, employing supervisors around the clock to address issues with staffing, patient concerns, and employee disputes. I am extremely comfortable with our leadership staff. They display emotional intelligence with social skills. They manage relationships and building networks. These individual leaders can read social situations accurately and improve the functional level of the organization (Porter-O’ Grady & Malloch, 2015 pp. 405). In addition to our supervisors, our managers are also useful in addressing conflict. Each week we have team meetings addressing the concerns of our patients and our staff. These meetings are well organized and look into the emotional effects of the individuals expressing concern. Along with our weekly meetings, twice a month we individually meet with our supervisors and managers. At these conferences, they coach people on methods to improve their practice as well as assess the emotional competency of an individual recommending self-assessment and self-reflecting activities. Our hospital relays entirely on

The malpractice case assigned to group E is that of a cancer patient who suffered an irreversible injury to the hand due to intravenous infiltration of a chemotherapeutic drug. Before a case can be filed against the nurse, a panel of