WORKPLACE COMMUNICATION. 215. Communication is essential in any work place or business as if not carried out it can affect business. Good communication means a happy working environment, poor communication can lead to disgruntled staff or customers. There should always be good communication between management and their staff, being misunderstood and feeling out the loop are signs that communications have broken down, Which can lead to a situation of frustration and may result in work not being carried out correctly.
These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If I
Assignment 204 Task C- short Answer Questions Ci Explain what a social care worker must do if they become aware of unsafe practice. First, discuss with his colleague (who is performing) about the unsafe practice and the risk involves result in this practice. Then he can show the safe way to do and explain how it minimise the risk. Any unsafe practice should be recorded and reported to the manager in order to be corrected informing all of the staff by providing training or necessary information. If manager does not hear you, or nothing come in action to eliminate unsafe practice, then you have all the way right to complain to the social service, CQC, health and safety commission and department of health.
Understanding this weakness through the perception of the nurses can improve patient outcomes; this is the research problem in the study. The study highlights the attitudes and values of the selected nurses and also ways to increase knowledge and preserve their dedication to pressure ulcer prevention. The authors established the significance of the study by highlighting the role of the nurse in the prevention of the pressure ulcers and how the break in care contributes to the development and progression of pressure ulcers. Purpose and Research Questions “The study aimed at describing contributing factors for the progression or regression of pressure ulcers in the care trajectory as they were understood by nurses working in hospitals or community care” (Athlin et al., 2010, p. 2252). The authors did not specifically develop research questions, however some appropriate
I recommend the company should respond to the former employee’s charge of constructive discharge by first apologizing. This former employee has had a negative impact on their life do to our company, and an apology would not hurt the situation. The government has various laws and statues pertaining to constructive discharge, management needs to avoid anything that could be misconstrued as discrimination in the work place. Alternative Dispute Resolution (ADR) refers to processes and techniques of resolving disputes that fall outside of the judicial process (Alernative Dispute Resolution Law & Legal Definintion, 2011). Legally, this could save the company bad publicity, a great amount of stress, and money that isn’t necessary to spend.
Organizational behavior - ESLSCA 37C Workplace bullying case study Problem definition: Workplace bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. It can come in different forms and shapes. • Unwarranted or invalid criticism • Blame without factual justification • Being treated differently than the rest of your work group • Being sworn at • Exclusion or social isolation • Being shouted at or being humiliated • Excessive monitoring or micro-managing • Being given work unrealistic deadline Justification for problem definition: Workplace bullies often operate within the established rules and policies of their organization and their society - Hence they follow the procedure. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management - the impact is usually critical to both the individuals and the business.
For example, outlaw promotions and demotions based on factors other than work performance. Ensure that wages are based on skill levels and experience, not membership in an informal social group. When you discover instances of discrimination, act quickly to eliminate the behavior. Use diversity awareness training to discourage problematic behaviors, such as inappropriate language or humor that perpetuates stereotypes and divisions among people. The goal should be to convince workers of the dangers of divisiveness so they become agents of change, according to the book “The Psychology and Management of Workplace Diversity.” Hold group meetings that allow everyone to voice their concerns, not just people in supervisory positions, which might not represent all the various groups that exist in the workplace.
Management and certain workers should acquire education on drug seeking behavior among patients and workers (Harldorsson 2007). Clinicians need to be taught about the regulations concerning control use of substances and the ethical rules and regulations that follow them. It is essential for doctors to understand their moral duty to their patients and to their employers. Cases concerning ethical violation tend to destroy the reputation of the employers (hospitals), ruining the name of the hospital. It is the work of the health practitioner to acquire knowledge on how to help a patient who gets control drugs from online pharmacies.
Strengthening the Orientation Process Elizabeth Midiri Kaplan University NU420: Leadership and Management in the Changing Healthcare Environment Jeremy Lewis MSN February 11, 2014 Staff development specialists understand that the way new employees are oriented to an organization has a significant effect on their job satisfaction and retention. Antiquated orientation programs can leave new nurses feeling unsure and disconnected once they leave the safety and structure of orientation. During the orientation process, new nurses are inundated with new material and can find the time frame for absorption and application is not adequate. Inadequate orientation programs can set new nurses up for failure and, ultimately, the organization can lose a valuable asset through lack of investment and mentoring. New nurses can experience “transition shock” due the pace of reasoning and level of engagement expected of them and the knowledge they are now professionally responsible and accountable for their actions (Price, 2013).
Especially in the workplace where feelings of grief can undermine one’s productivity, organizational change must be dealt with utmost care and with careful deliberation. With that in mind, the first part of the book offers an understanding on the origin and impact of organizational change. As change in the workplace abounds, usually because of driving factors such as technological improvements, industry expectations and new competitors, employees feel threatened as their idea of what once was a “home” is replaced by a new, and