Six Core Values: Fresenius Medical Care

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

5. Not making a reasonable accommodation for the disabilities of employees or denying employment opportunities to them because of the duty to accommodate their disabilities.

Senior Management, Program Directors, Managers, and Supervisors are responsible for ensuring this policy is followed by all staff.

4.4 Duties. The Employee shall perform all the duties including but not limited to those customary for an officer of a corporation holding the office of Chief Executive Officer.

All staff are further expected to have a good awareness of the Code of Conduct and abide by the same throughout their role, specifically expecting all staff to be tolerant, provide a pleasant working environment, be receptive and professional, respect others feeling and confidentiality and not to stereotype or pre-judge.

This assignment will discuss the core values that underpin social and health service delivery and will compare the current health service provision with health care services at the inception of the NHS. The NHS has seven core values that aim to ensure that quality care is delivered to everyone regardless of their gender, religion, race, age, wealth or sexual orientation. These values have been developed by the general public, patients and staff, with local authorities having to develop and adapt these to provide personalised care. These values not only underpin the social and health delivery service, but also influence the legislation regarding care. For example the Care Act 2014 looks at integrating care, involving the patient and carer

... both to ensure that agency policy is implemented - which implies a controlling function - and a parallel responsibility to enable supervisees to work to the best of their ability. (Brown and Bourne 1995: 10)

The leadership team Mr. Fraser is a part of believes that setting the bar ever higher on quality care, customer service and requiring continuous performance improvement should be deeply ingrained to the culture of the Methodist Health System. All employees are held to the values of the health systems core values, which includes: cultural competence, being patient centered, respect, excellence, teamwork and community service. The leadership team expects that all employees will hold themselves and each other mutually accountable to uphold these standards.

Employers are beginning to recognize the importance of accommodating those suffering from a disability. Employers are increasing incentives for employees to remain on the job with health related problems. However, most employees suffering from health related issues have not received much on the job accommodation. This is unfavorable as the ADA mandates employers to provide reasonable accommodations for employees. However, with stronger communication between employer and employee, the turn-over-rate will slow down. To shed light on the topic, more disability accommodation information is provided from The Department of Labor's Job Accommodation Network. The Network offers free, expert assistance to employers and individuals on workplace accommodation and disability employment

Every person in the organization with a disability has a different need. Organizations work around the clock in many occasions to comply with the accommodations of each individual in the organization. Educating staff in how to comply with the requirements of ADA can be quite challenging. Organizations are afraid to hire, retain or accommodate workers with disabilities because of lack of awareness of disability and accommodations issues, concern over costs, and legal liability (Kaye et al., 2011). It is therefore the responsibility of the organization to educate management about the law and train on disabilities and accommodations. The guidelines, regulations, and building codes should be implemented to make the facility more welcoming and inviting to workers with disabilities (Stryker, R. (2013).

This job description meets our needs but could do with some minor changes. If I had the responsibility of updating it I would:

efficiently, “an organization must divide its work into many tasks and allocate those tasks among workers” (Hodge, 1996, Doloroso,2016).). The author explains that in this manner, workers can work on their specialized field more efficiently and effectively (Hodge, 1996, Doloroso 2016). Enhancing the organization's shared values and creating more inspiring vision statements and more effective mission statements.

Within this position there are naturally a huge number of responsibilities related to each of the roles that must be undertaken.  It is therefore important to be clear on what your roles and responsibilities include and what the boundaries of your role are whilst remaining professional at all times.

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.

2) This company will not discriminate in hiring practices or procedures based on physical deformity, physical limitation, or mental/ physical defect, unless the position is such that the posted position requires levels of mental and/or physical fitness that cannot be adaptable with modalities to enhance those applicants to fit the posted health and fitness requirements specific to the job.