Workplace harassment is ill treatment faced by employees in organizations. Ill treatment can be in the form of threatening behavior posed by one employee over another or by the employer over an employee in healthcare sector. The workplace harassment has the potential to affect the cognitive ability of the health professional, thus it should be regarded as a sensitive issue for an organization (Aluko et al., 2016). Workplace harassment can be a vital component of workplace management in healthcare sector in order to ensure that any professional involved in such activities is penalized. Workplace harassment needs immediate attention by the organizations because threatening behavior towards nurses and health professionals can lead to stress and reduction in their job performances (Gear Rich, 2009)
In this essay we will critically analyze the employee harassment in the healthcare facilities in nursing profession. Analysis will be conducted focusing on the aspect of shared responsibility for the common good that is not being realized in the healthcare sector and nursing profession.
According to the concept of common good, everybody should become a part of the activities in community. However, harassment at the workplace is the contradiction to the principles of common good. As according to the principles of common good nurses in the healthcare sector should have access to those social conditions and treatment that helped the health professionals in reaching their fulfillment level. According to the first principle of common good it is the fundamental right of the person to get safe working environment in the organization. However, due to no strict rules against harassment in healthcare sector and no government intervention the importance of first principle of common good is not realized in the health care sector and workplace harassment still prevails.
According to second principle of common good, a common good requires the development of spiritual goods like education, health and clothing. However, workplace harassment contradicts this principle of common good in healthcare sector. As workplace safety is not realized in organization because they are not given appropriate training and education to ensure workplace safety. Thus, through conducting training sessions and imparting education to all the members in the organization, workplace harassment can be dealt effectively at global level.
The employers in order to maintain workplace safety can increase their trips to the worksite and can conduct training sessions in order to minimize the risks posed upon the workers at the organization. The employers at their part should also make sure that they are active part of the safety trainings held at the organization. They should also take part in recommending solutions to the top management of the organization for ensuring safety and welfare for the employees ta the organization. If the nurses witness any potential job hazard at the organization, they should inform about the potential hazards to the top management of the organization.
According to the third principle of common good, the members should have access to peace and security. It is the shared responsibility of the employers to ensure workplace safety for its nurses and health professionals in healthcare sector (SÖYÜK, 2018). The nurses and the healthcare professionals still do not have access to workplace safety because workplace harassment is still not considered as a vital issue in workplace management in the healthcare sector.
Every department should have a supervisor and it should be the responsibility of the supervisor to be proactive in enduring safety for the employees in his department. As the third principle of common good is that it is the right of its members to be safe and secure. The employees at the organization should be motivated to set their personal safety goals and should also share their safety stories with their colleagues in order to motivate them to contribute in the safety of the employees at the organization (Hofmann et al., 2017).
The employers at the organization can also conduct safety management reviews periodically in the organization. Safety management audits in the organization will help in driving continuous safety improvement at the organization. However, to increase the effectiveness of safety programs at the organization it is the responsibility of the senior management to make the process transparent and endorse safety programs in the organization. The senior management can play a big role by being receptive to the inputs shared by the employees on potential hazards and their solutions at the worksites or in the organizations (Hemphill & WHITE III, 2016).
It should be the goal of every member of the organization to promote safety throughout the workplace. The committees that are constructed in the organization also need support of the employers and employees at the organization for improving the procedures and processes of safety programs. The success of safety programs in organizations are dependent upon the involvement of the safety manager, general management and the employees of the organization. The employers at the organization should create awareness amongst the employees that it is the shared responsibility of all to ensure workplace safety at the organization (Mullen et al., 2017).
The employees at the organization need to understand they should have vested intertest in effective safety programs at the organization (Nielsen et al., 2016). The employers at the organization should also motivate for greater employee participation in safety program held at the organization. The employers should create a safety driven culture in the organization and should inculcate in the mind of the employees that workplace safety is the responsibility of all at the organization.
Government intervention is one of the solutions that can be implemented in organizations for ensuring safety and welfare of the employees at the organizations. Government intervention can be in the form of increased penalties for those who involve themselves in threatening behavior towards the employees, this can help in the promotion of first fundamental principle of common good. As according to the first principle, it is the fundamental right of the person to get safe working environment in the organization. These interventions posed within an organization has the potential to impact the mindset of employees that workplace harassment will not be treated casually by the organization and the government of the country.
However, employee safety cannot be maintained in the healthcare sector by the interventions posed by the government or through employers of the organization. In order to ensure safety of health professionals at the organization, it is important that the employees in the organization are culturally intelligent for respecting their colleagues from diverse cultures.
The government of the economy should also recommend the organizations to take advice from The Labor Department and the Occupational Safety and Health Council for ensuring workplace safety for the employees at the organization. The Agency can review the occupational safety of the organizations and recommend strategies to the organizations for ensuring workplace safety for the employees. The strategies recommended by the agency will be in line with the health legislation of the country. The agency will also provide advice to the organizations regarding the statutory requirement of the organizations for workplace safety.
For ensuring workplace safety in the healthcare sector globally it is important that it is taught to the students in management courses that they are also responsible for their safety at the organization. The effectiveness of government interventions also reduces if the employees at the organizations are not supportive in safety programs held at the organization.
Aluko, O. O., Adebayo, A. E., Adebisi, T. F., Ewegbemi, M. K., Abidoye, A. T., & Popoola, B. F. (2016). Knowledge, attitudes and perceptions of occupational hazards and safety practices in Nigerian healthcare workers. BMC research notes, 9(1), 71.
Gear Rich, C. (2009). What Dignity Demands: The Challenges of Creating Sexual Harassment Protections for Non-Workplace Settings.
Hemphill, T. A., & WHITE III, G. O. (2016). The World Economic Forum and Nike: Emerging ‘Shared Responsibility’and Institutional Control Models for Achieving a Socially Responsible Global Supply Chain?. Business and Human Rights Journal, 1(2), 307-313.
Hofmann, D. A., Burke, M. J., & Zohar, D. (2017). 100 years of occupational safety research: From basic protections and work analysis to a multilevel view of workplace safety and
Mullen, J., Kelloway, E. K., & Teed, M. (2017). Employer safety obligations, transformational leadership and their interactive effects on employee safety performance. Safety science, 91, 405-412.
Nielsen, M. B., Skogstad, A., Matthiesen, S. B., & Einarsen, S. (2016). The importance of a multidimensional and temporal design in research on leadership and workplace safety. The Leadership Quarterly, 27(1), 142-155.
SÖYÜK, S. (2018). New Management Concepts. Health Sciences Research in the Globalizing World, 1054.
Warmerdam, A., Newnam, S., Sheppard, D., Griffin, M., & Stevenson, M. (2017). Workplace road safety risk management: an investigation into Australian practices. Accident Analysis & Prevention, 98, 64-73.
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