Reflection on learning 08/14-2021

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Week 6 Assignment: Leading Toward Effective Management

Author’s Name

Institutional Affiliation

Course Name

Instructor

Due Date

Week 6 Assignment: Leading Toward Effective Management

To: The Supervisor.

Subject: Effective Management Solution to Handle the Members Providing Patient Counsel Inappropriately.

Dear Supervisor,

It has been brought to our attention that two members of this organization are providing patient counsel contrary to the agreed upon plan of care. The Interdisciplinary Team has taken an informal approach and asked them to adhere to the agreed upon plan of care in order to avoid any adverse legal and healthcare outcomes. Despite this effort to deal with the problem swiftly and informally, the members have not heeded our warning. Therefore, the members of the team have unanimously agreed to take a formal approach to handle the matter exhaustively and lay precedence for future occurrences of the same.

Effective Management to Address the Issue

There are four steps to be followed in handling this issue. First, there is the investigation. According to Okolie and Udom (2019), the institution must have a reasonable assertion that accused employees have a case to answer. The Interdisciplinary Team has already carried out an investigation and concluded that the two members have conducted themselves in contravention to the expectations of the institution. Therefore, they have a case to answer. Second, there is the informing of the employees of the allegations. This step has also been taken informally through word of mouth. However, at this stage, an official letter will be sent to the two employees outlining all the relevant events that have taken place so far involving their misconduct. Third, there is the holding of a disciplinary hearing. The Interdisciplinary Team will set a date when the two members are expected to reveal why they went ahead to continue offering patient counsel contrary to the agreed upon plan of care even though they were warned to halt this practice. The employees will be allowed to have companions at the hearings. These companions can either be trade union officials or work colleagues (Doherty, 2021). Any evidence to support their course of action will be tabled during the hearing. Finally, the Interdisciplinary Team will make a decision on the matter one week after the hearing. This period will give the team ample time to consider all the evidence tabled in the hearing to make a fair ruling. Although the two employees have done an action contrary to the set guidelines, there is a possibility that there are mitigating circumstances that forced them to do so. Based on the team’s findings, an appropriate action will be taken to remedy the situation.

Theory Underpinning this Action

The action above is based on the Bureaucratic Management Theory, which emphasizes on clear rules of governance (Abun et al., 2021). In this case, the action to remedy the situation is based on strict rules and meticulous documentation to ensure that the two employees are fairly treated during the disciplinary process.

Micro, Meso, and Macro Level Interventions

The micro-level intervention will involve each of the two members taking responsibility for his/her action and accepting the outcome of the hearing. The meso-level intervention will involve the department of the two members being subjected to a relevant action based on the outcome of the hearing. The macro-level intervention will involve the whole organization using this case as a precedence for similar infractions in the future.

Yours Sincerely, The Interdisciplinary Team.

References

Abun, D., Calamaan, S. M. T., Magallanes, T., Encarnacion, M. J., & Sallong, M. (2021). Bureaucratic management style and workplace well-being of the Divine Word Colleges. International Journal of Research in Business and Social Science, 10(3), 477-489.

Doherty, M. (2021). The first thing we do, let’s kill all the lawyers… Workplace discipline and legal representation. European Labour Law Journal, 12(2), 237-241.

Okolie, U. C., & Udom, I. D. (2019). Disciplinary actions and procedures at workplace: The role of HR managers. Journal of Economics and Management Research, 90(8), 90-105.