Case Study Analysis COMM/215 10/05/13 Robinson Background In this scenario we have a new recruiter (Carl Robins) and possibly HR manager in an organization that has multiple departments. He has been with the company six months and decided to hire 15 employees for Monica Carolls who is Operation supervisor. Mr. Robins recruited these individuals in early April and wanted them working by July. On May 15th Ms Carolls gave Mr. Robins the requirements she needed for the hiring process. On or after May 27th Mr. Robins reviewed the trainee files and noticed many discrepancies.
As managers we should put aside our arrogance in thinking that we knew what the correct course of action was without regard for how the staff would react to changes. Hiring eleven temporary employees would eliminate the need to change the work routine and would be cost effective. Another solution would be to divide all public areas among the entire staff. This course of action would have been the most palatable to the staff. Preparing the staff for the change well before the change took place would give staff the chance to understand why we were making the changes and allow staff to offer alternative solutions to the problem.
4. What is the deadline to know how many people are attending? Staff must inform Practice Manager if you can not attend no later then the 29th March 5. If an individual cannot attend, is there an alternative? If any staff can not attend there will be minutes notes written up after meeting and you will receive a copy along with staff who attended any questions in relation to anything brought up in the meeting can be answered by the Practice manger of the Practice Doctors.
The client will be asked to sign and return the summary of the complaint so that we may proceed with the matter. b) Within 10 working days of receiving the official complaint, the client will receive another letter from a senior or line manager that either suggests ways of solving the problem or noting Trio Childcare Connections Ltd. decision. This letter will explain other options available to the client should they disagree with the action taken. c) Should the client decide to appeal against the action taken, the next stage is for the matter to go to a full board meeting. This will happen within 5 working days of the client informing us that they are dissatisfied with the first decision.
This standard includes three elements of performance that state a pre-procedure process is implemented to verify the correct patient, correct procedure, and correct anatomical site. It then goes on to state that one must identify all necessary items for procedures are available. Lastly, the standard states that you must confirm that the resources are available in the procedure area and are matched to the patient. In all, NCH has these three elements in place; however, a few components are lacking such as going into detail stating in the policy that blood products and devices availability for procedures would be verified. The policy also does not go into detail stating the necessary relevant documentation needed such as nursing assessment, history and physical, and preanesthesia assessment (The Joint Commission,
There should have a specific set of rules set in place for the professionals to have peer to peer discussions about schedule changes that may take place because a doctor may have to start early because he needs to add additional patients to the schedule for the next day. The additional patients request should be communicated with the Medical Director first then with the scheduler. The medical professionals should be able to follow the rules as well as the staff members. The professionals just overlooked the rules (Johnson et al,
The new schedule was based loosely on seniority, but could change daily based on workload. Taylor informed his supervisor that he was leaving for church service and was warned that he would be terminated; Taylor left and was terminated the next day. In spite of Arlington accommodating Taylor’s schedule request for two years, the court ruled that the schedule change in 1987 should have been treated like a new instance and “all that was in place was an ad hoc arrangement contemplating that the inevitable collision between Taylor's religious beliefs and the company's new work schedule would be dealt with when it arose. […] Once the new schedule was implemented, the company should have made a reasonable attempt to accommodate his sincere religious needs” (Plaintiff-appellant v. Arlington Transit Mix, Inc., 1991).With the implementation of a new schedule policy, we should review what accommodations our company is willing to make due to the increased chance that associates may encounter instances that they need time off in order to observe religious beliefs. In 1977, the Supreme
Trosack is to be discharged home without formal support the family must be made aware of their vital role in caring for Mr. Trosack. Mr. Trosack will require daily visits from family members and they must be available by phone in case unexpected needs arise. Mr. Trosack will need someone to obtain his medications and see that he is taking them properly. They will also need to ensure Mr. Trosack is checking his blood sugars and blood pressures regularly and that the levels are within normal limits. They will also need to monitor for any side effects or adverse reactions to his medications and report them to his physician as needed.
When a resignation is received, HR should take reasonable steps to do an outtake interview with the employee to find out why they are leaving and whether the company can take steps to improve the work environment. These outtake interviews should be kept in company records should a complaint arise, so that it can be demonstrated that the company did not have the requisite intent to constructive discharge employees. Finally, the company should make it a policy to address all employee complaints. This will not only foster better communication with employees, but allow the company to demonstrate that it has not constructive discharged an
He needs to think about what is best for the practice, for Dr. Williams, and what’s best for Jerry and his job. He has to consider laws and the possible complications with the caller. At the end of the day Jerry needs to do what’s ethically right and that would be to wait and consult with Dr. Williams before calling in the refill. In the end Jerry should always consult Dr. Williams before calling in a medication refill. Jerry making that decision on his own could result in death of the patient, or life changes complications.