Workplace Scenarios Paper

The healthcare sector is one where all key players should strive to ensure that they do not commit any errors in their operations; because it mostly involves the decision of life and death to a human being. Hospitals, therefore, have to ensure that they work towards ensuring that their patients feel satisfied with the service that they receive upon visiting the hospital. Hospitals remain assured to improve their satisfaction scores by creating a conducive working environment that allows their employees to undergo career growth. They also align their behavior and set their minds towards the achieving the hospital’s goals and objectives. Hospital management needs to communicate with their staff and put into place measures that give priority to meeting of all the patients’ needs; so that they can successfully attain and maintain a respectable satisfaction

The work place is often described by many as a stressful environment, and is often penalized for failing to comply with state and federal regulations. The hospital is struggling not only to keep workers but to attract new ones. The hospital, however, has been making efforts to improve employee morale to encourage workers.

Healthcare, vocational training and work opportunity, pentagonal of sexual abuse from staff, alcohol and drug use and problems relating to their children.

“Working in a Hospital everyday is a new situation, so it keeps you on your feet.You don’t know what type of patient you may come across everyday.You interact with patients daily and give them their medication a certain time according to the medication. Other tasks involve you giving the patient's chart to the doctors. Sometimes when I go with the doctors on their rounds, i have the opportunity to counsel the patients about recommended course of

The Joint Commission understands that human resource management (HRM) is vital in any organization because it deals directly with employees, who are charged with the responsibility of achieving the organization’s goals and objectives. Traditionally, majority of organizations treated employees as liabilities. However, over the years, the view has changed to focus on employees as assets. Importantly, in an acute care hospital, committed employees are essential because they would be dealing with patients directly. Moreover, working with such patients requires employees who can create personal relationships with the patients. In essence, patient satisfaction increases when the patients can trust their caregivers (Mathauer & Imhoff, 2011).

Maintaining a healthy work environment is important for the overall health of nurses, and for the

The national nursing shortage is predicted to continue to rise to levels that have not been seen since the 1960’s (Fasoli, 2010). Managers must create an environment that is conducive to employees. The leader needs to promote organizational commitment and retain employees by promoting a positive culture on the unit. Nurses want an environment where they can provide high-quality care to patients and leaders must help facilitate and maintain this environment. Employees also want to feel like their opinions matter to the manager, and they have a say in the future of the unit. Employees do not want to feel like they are not important, or their voices are not being heard.

This department has had 3 managers within the past year and constant process and KPI changes. The moral of the team is low and they don’t have the same work ethic as the rest of the department due to these factors.

1. Assume you are in charge of socializing the newly hired nurses at a local hospital. What steps would you take to ensure that they understand the hospital 's organizational culture? How would you help them understand how to manage stress on a daily basis so as to prevent burnout later in their careers? Explain.

In conducting a system and structure analysis of Baptist Memorial Healthcare I discovered three opportunities of improvement. The areas of improvement involve our communication networks, our organizational productivity, and incentives program. The first opportunity I discovered was in our communication networks. Effective communication has a direct impact on employee morale. Productivity increases when employees are satisfied with their jobs and with the level of communication they receive. I have observed that employees do not receive regular feedback on their performance. Poor communication between employees and upper management can lead to a significant waste of time. Management should give constructive feedback to employees in a timely

Therefore, with a focus on teams and HR expertise on the topics mentioned above the problems encountered in the case can be alleviated through adequate training, conflict mediation and possible documentation of progressive discipline. In addition, proper personality testing of team members/managers can be applied during the recruitment and team compilation process to ensure healthy team dynamics. In respect to working conditions and deadlines, HR can recommend greater use of job design enhanced legal compliance of working conditions. Ultimately, what we see in this case involves issues of ethics and human relations. As Human Resource professionals it is our role to mediate such challenges and eliminate such barriers through facilitation of proper communication and healthy team relations (McShane, L. Steven, Sandra L. Steen, Canadian Organizational Behaviour (McGraw-Hill Ryerson, 2012), 246).

It’s clear that some level of cognitive dissonance is occurring at the GSU. In this case, the staff states that the reason they entered the nursing profession was to help people. However, they feel as if they are being asked to perform their duties in such a way that conflict with those beliefs. For example, they are spending less time caring for patients and more time filing paperwork and handling administrative tasks. This dissonance is leading to negative attitudes around the workplace. Additionally, the emotional labor present in a hospital setting, compared to that of an office or factory

The culture of an organization, especially one such as a hospital that involves a lot of different people and their values can greatly increase or decrease the chance of the success of an organization. The hospital doctors, nurses, and other health care workers greatly influence the care of the patient either positively or negatively. Policies and procedures govern the internal making of the regulatory aspects of the patient care. Following policies is a must, and usually leads to the safety of the patient (Jasper, Kangasniemi, Turunen, & Vaismoradi, 2013). The culture of the nursing staff in particular can help influence the retention of nurses, and

As nurse manager Barbara is responsible for managing the staff, scheduling and budgeting for the unit. Her staff includes twenty-five registered nurses and eight patient care assistants (PCA’s). The unit is known for its culture of confrontation, blaming, and favoritism. The staff is dissatisfied, unmotivated, and not functioning as a team to deliver quality patient care. In Barbara’s first month she has lost two RN’s and due to a hiring freeze at EMU Barbara was not able to replace the positions. The unit is short staffed, stress levels are high and employee morale is low. Barbara meets individually with twenty or so staff members and comes to the conclusion that no one is happy and she has a lot of work to do. There are multiple groups that Barbara has identified issues with and she must come up with an action plan to manage the discrepancies. She has found issues in downward management which involves senior nurses, newer nurses, and patient care assistants, and in upward management including administrators and physicians,

The author currently consults in employee relations, organization change, and development. His clients include both private and public sector organizations.