1.1 The nurse was working for 20 years in the hospital and stating that she could not speak up is something that cannot be subjected as valid. In accordance to the South African national Council, it is very imperative that the care and treatment as well as that of caring the administration associated with the medicine in the direction of the healthcare user. It is instrumental in including the aspect of monitoring the vital signs relative to the patient's. Not only this the patient’s reaction associated with disease conditions, shock, pressure, nervousness, prescribed medication as well as the treatment should be adhered at regular intervals. This was missing for the patient and the state of validation seemed vague .
1.2 The three communication failures in this context are that the senior nurse did not consult the doctor as the patient was very critical it was imperative to consult him. There was no monitoring of his vital signs in the overnight ward and the doctor did not come to visit the patient. The doctor knowing that a nurse cannot practice intravenous Morphine, the doctor stated the nurse to do so. In this context the nurse should have communicated with the doctor as this was out of her scope .
1.3 The three interventions that could be implemented within the unit that could reduce the risk of this incident repeating itself are monitoring the vital signs at regular intervals, nursing care plans for acute pain management. It is instrumental in maintaining a calm and composite environment that on going further tend to minimize the noise associated with the aspect of reducing stress. Side by side the aspect of observing the behavioral responses likes those of the hyperactivity, bewilderment, perplexity, insomnia, petulance can be attained .
2.1 Policies are specific minimum requirements that cannot be breached, and leave little discretion in its application. It is applicable to any and all units that perform activities the policy applies to. Procedures are specific implementation of policies for a specific function or process. A policy might say screen payments to sanctioned countries .
2.2 Bureaucratic structures are used in many organizations healthcare being a major one. The bureaucratic design as for an example it considers medical as well as the nursing departments. It is furthermore considered to be difficult in the direction of determining the responsible oerson while making decision. It is in particular refers to teh aspect of creating or feeling associated with the feeling of powerlessness amongst the employees. Under this bureaucratic model, there exists a command chain. This is instrumental in making it considerably difficult in the direction of detecting or tracing the point in which the wrong decisions are eventually made. It is resulting to a blame game amongst the employees making them vulnerable. In a case like this the employees tend to feel very powerless due to the tendency of becoming the blame bearer. As the command's chain base is occupied they act as implementers . An example, in context to surgery supervision by either a consultant or a specialist, a junior medical officer is considered as in the form of a most culpable event associated with an error. It is even at those times when the junior staff is instrumental in acting as per the orders received from either the specialist or the respective consultant.
3.3 The two benefits that demonstrate why the bureaucratic design remains prevalent in large organizations are: Organization structure is instrumental in setting up the pace as well as determines the contextual framework associated with the aspect of organizational functioning. Predictability as well as dealing with complexity; the rules, policy, occupation, formation as well as training associated with the aspect of import predictability, ensures organizational stability. Conformity in terms of the pre requisite rules as well as the roles associated with structural framework tends to cope with complexity and maintain order .
4.1The purpose associated with the process of induction training refers in the direction of integrating the newly joined employees. This aims in the direction of understanding the organizational systems as well as the procedures as followed. This process helps the newer employees to settle down within a new working environment with a sense of belonging .
4.2 In this context, referring to the case study it has been found that both the doctor and the nurse lacked motivation to work in an effective way which resulted in the breach of their duty of care. The doctor did not come to check the patient despite knowing that his pain level was 10/10 with high intake of alcohol. The nurse on the other hand knew that administering intravenous Morphine is out of her scope, but the nurse did not reach out to inform this despite having a work experience of 20 years. In orientation policy includes education how staff, nurse a doctors need to follow the rules and to function comfortably and effectively in the organization. The policies adhered in the orientation day or induction was not adhered by the nurse or the doctor .
4.3.1Induction program's Objectives:
The process of induction begins prior to a person's joining as it includes the pre-joining procedures and formalities in the form of some documentation that includes offer letters and letter of interest from HR. This ensures the arrangement of induction as per the company's policy .
Supporting the process of Induction includes induction checklist to record all the induction activities as completed by newly joined staff on their first day, week and employment month. Staff are provided with an induction folder aims to store induction related materials that they will receive in the course of the induction period.
Training of right kind need to be provided to appropriately ensure individuals in regards to the knowledge as well as skill's set that experience a necessary implementation process to operate this policy
4.3.2Enforcing participation and completion of the program can be understood by effective form of induction act as influencers. These are organized timely, as well as considered to be engaging and create a good organizational image. They inspire the newbie’s, by creating a definite mission as well as a vision for them. These processes inspire them about the organization’s history, culture and values. They further refine their required technical skills and provide valuable information like those of the company’s hierarchy and escalation matrix as well. If done correctly, the driven process will allow a newcomer to establish organizational PR by coordinating well with his/her team and supporting the concerned departments with a wider prospective. On the other hand, a weak initiation of an induction program is not to be taken lightly. The most common complaint among newbie’s is that they either feels to have drowned, become bored, or are in a state of "drowning or swimming". This can confuse them and make them less productive. If a starter is disabled, reconnecting can be very difficult this will in turn increase the attrition rate adding up headache for the HR team as they need to start the recruitment process again .
A major task that determines the number as well a type associated with actions required in the direction of achieving organizational goals. Research is the initial HRM plan that helps management collect, analyzes, as well as identify future needs within the organization .
Another important step associated with the organization is associated with the work. Each member is assigned a task by integrating their skills as well as activities towards a common goal.
This includes activating employees at different levels as well as contributing in the direction of organizational goals. The key relies upon in the direction of maximizing the potential associated with an employee through constant motivation as well as control.
It aims in the direction of control associated with the process after planning, organizing as well as managing; an employee’s performance is tested, verified as well as compared with goals. If the actual performance deviates from the plan, monitoring measures will be taken.
6.The key aspect to address staff morale is Leadership. Leadership is one of the most critical contributors to morale. The right person in a leadership role will build up your team and make them feel excited about their work. It's more important than any technology or perks you have in place. Poor leaders lower employee morale. If you have someone in a leadership position that makes your team feel micromanaged or unappreciated, it works against morale. It erodes your team's ability to work and get things done .
Lack of issues in the management
7.It can be done through measuring the productivity Level. If the overall productivity of an organization is increasing, it can be taken as a symbol of high morale. But there are certain limitations to this criterion also. It is quite possible that the output may increase even under conditions of low morale, or irrespective of high morale output may not increase. This is because, high productivity is not necessarily a function of job satisfaction or morale.
8.Three engagement strategies that as a manager one can implement to improve management/follower engagement in hospital setting :
13.1A capital expenditure budget is a formal plan that states the amounts and timing of fixed asset purchases by an organization. The capital expenditures budget makes provision for the amount of cash a company will invest in projects and long‐term assets .
13.2It is not good to exceed the capital budget for the previous year as the capital budget is made according to the expenditures of the whole year. It is important to stick to the budget to adhere organization efficacy and finances. However, there should be spare funds in the organization setting to deal with emergency situations so that there are no lack of funds in context to an emergency .
13.3Purchasing items is a better ideas as new items or new technical items will make work easier and the work load will also be a bit low for the employees.
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