HELP!!!!!! As you are all aware one of the most difficult and time consuming asp
ID: 450239 • Letter: H
Question
HELP!!!!!!
As you are all aware one of the most difficult and time consuming aspect of leadership is discipline. That being said this week our questions will focus on leadership roles and responsibilities and making some really hard decisions in regards to discipline. Please choose one question and provide a detailed answer.
Please describe the progressive strategies that you would use in motivating a poor or nonperforming employee towards a more productive and positive role within the healthcare environment. In addition to describing each progressive strategies please share what you hoping to see as an outcome.
Case Study:
Background
You are the Healthcare/Nurse Manger for a busy Internal Medicine and Urgent Care practice.
Donna who is a staff RN is scheduled to work Tuesday through Saturday 0700 – 1500.
Donna is well liked by the staff and has worked at the practice for 5 years.
Donna has always received outstanding performance evaluations.
She is 26 years old, separated with 4 children
Current Situation
Donna has openly mentioned having a personal crisis involving her relationship with her husband and has been going through a complex divorce the past 6 months.
Recently several staff members have raised concerns about her performance. Stating that she has called out 6 of the past 8 Saturday’s.
Donna is late most mornings and is often unkempt.
Donna also has had repeated outburst during her shift.
She has also made several transcription errors involving provider orders.
As the manager you have determined that you must address these ongoing issues
Questions/Actions
Please share how you determined if you were addressing a marginal employee or an impaired employee. What are you feeling when having to choose an approach.
From this determination please share how you would approach a performance deficiency coaching with Donna.
In your coaching please include
The issue/problem stated in behavioral terms (actual examples can often be included).
An explanation to the employee of how the problem is impacting the mission/function of the practice.
A clear statement of the possible consequences of unwanted behavior/s
Include Donna’s input.
Include Donna in solution and appropriate means of correction.
Include a plan for ongoing monitoring and evaluation of concern/issue
As you are all aware one of the most difficult and time consuming aspect of leadership is discipline. That being said this week our questions will focus on leadership roles and responsibilities and making some really hard decisions in regards to discipline. Please choose one question and provide a detailed answer.
Please describe the progressive strategies that you would use in motivating a poor or nonperforming employee towards a more productive and positive role within the healthcare environment. In addition to describing each progressive strategies please share what you hoping to see as an outcome.
Case Study:
Background
You are the Healthcare/Nurse Manger for a busy Internal Medicine and Urgent Care practice.
Donna who is a staff RN is scheduled to work Tuesday through Saturday 0700 – 1500.
Donna is well liked by the staff and has worked at the practice for 5 years.
Donna has always received outstanding performance evaluations.
She is 26 years old, separated with 4 children
Current Situation
Donna has openly mentioned having a personal crisis involving her relationship with her husband and has been going through a complex divorce the past 6 months.
Recently several staff members have raised concerns about her performance. Stating that she has called out 6 of the past 8 Saturday’s.
Donna is late most mornings and is often unkempt.
Donna also has had repeated outburst during her shift.
She has also made several transcription errors involving provider orders.
As the manager you have determined that you must address these ongoing issues
Questions/Actions
Please share how you determined if you were addressing a marginal employee or an impaired employee. What are you feeling when having to choose an approach.
From this determination please share how you would approach a performance deficiency coaching with Donna.
In your coaching please include
The issue/problem stated in behavioral terms (actual examples can often be included).
An explanation to the employee of how the problem is impacting the mission/function of the practice.
A clear statement of the possible consequences of unwanted behavior/s
Include Donna’s input.
Include Donna in solution and appropriate means of correction.
Include a plan for ongoing monitoring and evaluation of concern/issue
16Explanation / Answer
Discipline in any organisation : Orderly conduct of affiars by the employee/members who adhere to their necessary regulations and responsibilities because they desire to co-operate with harmony and commitment to achive the primary objective of his/her responsibilities.As a manger for nursing staffs its my responsibility to have a close track and monitoring of emplyees displicne and its a controlled mechanism to ensure the compliance.
Marginal emplyee alwasy do not perform to the optimal level. They show variance or inconsistency in their work associated with regularly. At the same time impaired employees are those has real potential but due to some addiction or personal circumstanes thet made them to perform not at their best.They also posses inconsistency as they couldnt balance with their personal and professional life. To chose an approach in making them on the right track , there are certain common features among those two class of employees. Both lack concetraion on the work and commitment. Motivation and counselling is one of the best approach to guide them properly to get a better balance on their work as well as professional life.
In this scenario Donna was a very porductive employee and an asset to the hospital. She has been rewarded for her meritorious acheivements. So an asset is always an asset to an organisation but continous improvement and consistency in the discipline is much required along with that. Donna, due to her current personal tragedies she couldnt put herself to the work she is doing. The mental or emotional instability is the major cause.
Manager is not a boss but to be a leader tht leads from the front and find solutions for all employee related issues to their workplace. Veyr tactial but presie approach has to be taken to find a permanent solution for this.
Firstly has to understand the cause of indiscipline ( root cause).The personal life is directly related to work life in most of the employees. From an organisation perspective it is not possible to find personal life solutions in all the manner.Thus in case of Donna a detailed face to face evaluation related to her urrent issues has to be discussed.. Remind her about the responsibilities and motivate her through her past success record s of her career. If possible motivate through better increment if she proves her mettle once again back.Follow up and make proper track on reminders and ensure that she is performing in the way the organisatin requires.
The change management has to be driven in 3 aspects.1,) Personality and behavior like mood swing, personal care negligence, social isolation etc. 2).Change in job performance like delay work,medication errors etc. 3.)Change in attendance and use of time like increased absence.
Necessary training and corrective actions through moral supports has to be orivded with some formal personality training sessions. Advice them to take necessary rest and meditation to revive frm the tragic situations and propose positive attitude towards work and mentor her to realsie the importance and value of her position and responsibilties in her service in the hopsital.
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