Critical Decision Making for Providers: Discussion Questions
Student’s Name
Institutional Affiliation
Date
Consequences of Failure to Report
Small problems in an organization can evolve into bigger problems if no one is willing to take the initiative to correct them. If employees do not bother to correct workplace hazards such as spills, serious injuries could occur (Abdalla, Apramian, Cantley & Cullen, 2017). The consequences of failure to observe safety procedures vary depending on severity, but ignoring hazards can be detrimental to employees, customers, and the overall organization. One of the consequences of failure to report is that hazards that could have been removed may hurt clients or even employees. While some workplace accidents cannot be avoided, others can be prevented by merely reporting. Lawsuits are another unfortunate consequence of failure to report, especially when workplace hazards result in deaths or serious injuries (Abdalla, Apramian, Cantley & Cullen, 2017). But even when the healthcare organization wins in lawsuits, the costs of defending cases in court can be steep. Losses may also mean that the organization pays millions or thousands of dollars to affected families, employees, and other parties; this can be devastating to struggling or small healthcare organizations. Losses may also come in the form of negative or decreased publicity, which can damage the reputation of an organization and affect sales and profits. Failure to report can also result in decreased productivity, especially when injured parties are organizational employees. Injured employees will not perform their duties for days or weeks, thus affecting overall company productivity. Unreported work hazards can also affect the overall community. For instance, gas leaks may cause fires that spread to other homes or businesses.
Impact of Mike’s Decision on Patient Safety and Organizational Performance
Mike has two options to ignore or report the problem. If he chooses to ignore the problem and not report, the hospital becomes unsafe for patients, as patients may slip due to the spill. In other words, choosing not to report may result in increased patient accidents. However, if he chooses not to ignore the problem, the healthcare facility becomes a safe place for patients. Ignoring the problem can also have negative impacts on the performance of the organization. The productivity and the performance of employees depend on the workplace environment (Rainer, Schneider & Lorenz, 2018). If Mike chooses to report the spill, he will be contributing to an unsafe work environment, and by extension, to decreased organizational performance. As explained above, employees who get injured in the workplace end up spending days or even weeks away from work. When this happens, the overall performance of an organization decreases due to insufficient staffing levels. By reporting the problem, on the other hand, Mike would be contributing to a safe work environment, meaning that employees will be safe from workplace accidents and the overall performance of the organization remains optimal. Safety in the workplace also increases employee motivation and morale; employees become motivated to pursue organizational objectives and goals (Rainer, Schneider & Lorenz, 2018).
Issue Assessment and Steps to Prevent Similar Mistakes
I will address the issue with mike by c first creating an atmosphere of free and open communication (Paraizo & Bégin, 2019). For instance, I would listen to Mike’s views about the workplace hazard, instead of doing all the talk. An open communication climate will encourage mike to raise any objections, questions, or concerns that he may have regarding the issue. I would also try to demonstrate care and concern. The best way to make employees adopt safety behaviors is to show them their well-being matters. Showing concern also means avoiding confrontation with the client and approach the issue in a manner that shows respect. Focusing on specifics is another approach I would use to address the issue with Mike (Paraizo & Bégin, 2019). Instead of using a language that will provoke mike, I will take a collaborative approach to find a solution. To prevent other employees from repeating the same behaviors, I would educate them on wellness and safety. Continuous safety training will help organizational employees to understand the benefits of taking safety precautions not just for organizational benefits but also for their good. I would also monitor safety measures in place at all times. Strategies such as rewards, staff meetings, education, and supervision can also help reinforce safety measures at the facility. These safety improvement strategies will not be possible without a safety plan. Therefore, I will encourage all employees to familiarize themselves with the organization’s wellness and safety plan and make sure that they adhere to it at all times (Paraizo & Bégin, 2019).
Issues Contributing to Workplace Dilemmas
Unethical leadership is one factor that could contribute to ethical issues, such as the one described in the scenario. Having a boss is one thing, but reporting to an ethical one is another. Unethical leadership may come in the form of inappropriate use of organizational resources, manipulating numbers in company reports, or being too bossy to employees (Rainer, Schneider & Lorenz, 2018). Additionally, leaders who use threats on employees many also drive into making unethical decisions. In the scenario described, for example, we are told that Mike had already been given a warning that he risks termination if he continued arriving late to work. Such a threat can easily make employees find themselves in ethical dilemmas; Mike had to decide between reporting the spill and heeding his boss’s advice. Toxic workplace cultures are also creating ethical dilemmas for employees. Toxic workplaces cultures are a product of unethical leadership. Organizational leaders who contemplate manipulating sales data and figures, pressuring business associates or employees for favors put other people in an organization under challenging situations. Harassment and discrimination are also other sources or causes of ethical dilemmas. When organizational culture discriminates employees of their disability, race, gender, or ethnicity, it creates situations where employees always encounter ethical dilemmas (Rainer, Schneider & Lorenz, 2018). Conflicting and unrealistic goals can also be a cause of ethical dilemmas in organizations. Unrealistic goals can, for example, make leaders put a lot of pressure on employees, and they may use unethical means to reach organizational goals.
Organizational Behavior and Development Principles for Success that apply to Scenario
One way organizations can avoid ethical breaches is by having a code of conduct (Miao, Eva, Newman, Nielsen & Herbert, 2020). Employees in an organization find it easy to navigate ethical dilemmas when they have guidelines that they can follow. Therefore, establishing ethical principles and consequences of non-compliance can help workers. Organizational leaders must also be motivated to model the behaviors they want their followers to exhibit. If leaders are always doing the opposite of what they say, junior employees may find themselves doing the same things (Miao, Eva, Newman, Nielsen & Herbert, 2020). It is also crucial for all employees in an organization to make known any conflicts of interest that they are experiencing. It is usual for employees to find themselves in situations where organizational decisions might affect their interests. When this happens, the wise thing for employees to do is raise their concerns with their superiors. Focusing on issues instead of persons is also a smart thing to do. For example, claiming that individuals are unethical or dishonest can only make things worse. Instead, leaders and employees should focus on only issues and discuss why they pose problems (Miao, Eva, Newman, Nielsen & Herbert, 2020).
References
Abdalla, S., Apramian, S. S., Cantley, L. F., & Cullen, M. R. (2017). Occupation and risk for injuries.
Miao, Q., Eva, N., Newman, A., Nielsen, I., & Herbert, K. (2020). Ethical Leadership and Unethical Pro‐Organisational Behaviour: The Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology, 69(3), 834-853.
Paraizo, C. B., & Bégin, L. (2019). Organizational Ethics in Health Settings. Ciência & Saúde Coletiva, 25, 251-259.
Rainer, J., Schneider, J. K., & Lorenz, R. A. (2018). Ethical dilemmas in nursing: An integrative review. Journal of clinical nursing, 27(19-20), 3446-3461.