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Discussion Questions

1. What are the facts in this situation?

An anesthesiologist, who is giving an anesthesia to a patient in the OR, finds out that the surgeon is touching the patient’s breast. He asks the surgeon what is going on. But the surgeon stops touching it, once he realizes that the anesthesiologist is observing his behaviors. The ankle surgery to the patient is performed without any problems. When the surgeon leaves the room, the anesthesiologist asks to the nurse and the resident podiatric, if they observed the surgeons behaviors. They agree with the anesthesiologist but the nurse replays that she only would report the incident if he report it. They decide to go to the Chief of surgery to inform him about the occurrence. When the surgeon is called to confront this matter, he does not show any reason or justification to defend his misconduct.

2. Should anyone who observed the behavior feel obligated to report it? Why do you think the podiatric resident would not agree to report the behaviors?

When working in any organization, especially those one related with patient’s care, the first thing that staff members should keep in mind is honesty and integrity. Every single person who observes misbehavior should report it; no matter who does it. As care givers, they should feel obligated to report any wrongdoing to top managers so that together they fix the problem. In addition, there are situations in which coworkers may not want to report some incidents to top managers. They believe that it would be an inappropriate action from them if they do speak out. However, no reporting the misbehaviors that others staff members commits; makes the individual accomplice of it. In this case if the podiatric resident refuses to collaborate with the anesthesiologist and the nurse is because he may have done the same thing. Or the podiatric resident may be afraid of reporting the incident because he may consider that doing it would put his job at risk.

3. The American podiatric Association Code of Ethics states, ‘The podiatrist shall not engage in any deliberate act of emotional abuse, physical abuse, sexual misconduct, or sexual exploitation related to the podiatrist’s position as health care provider, administrator, educator, researcher, consultant, or employer” (MPMA, 2005, P.5). Should this incident be reported to the licensing board? If yes, what action should the board take?

When a physician becomes specialize in a specific area is because he has complied with the requirement to do so. Besides knowing how to perform a surgery, it is assumed that a podiatric knows certain rules and standards when dealing with patient care. Since the rules are cleared established under the American Podiatric Medical

Association Code of Ethics, this incident should be reported to them. That way they may take corrective actions against the surgeon so that he wouldn’t do it again. The boards should document all the facts and of course talk to the podiatric resident; since it is an obligation from him to collaborate with this matter. Together they may create a positive argument that would stop the surgeon of committing misconduct. His license may be suspended for a certain period of time. If he does the same thing again, then his license should be revoked permanently.

4. What is the hospital’s obligation to report this to the patient? Is this a criminal activity and should it be reported to the police?

The hospitals should inform the patient about the incident once the patient is in a stable stage. Of course, the hospital should inform the incident to the family or the person responsible for the patient right away; so that they can be aware of what is going on. Any care giver who Touch a patient inappropriately can be considered as a criminal activity; especially if the patient is not aware of what is happening. Therefore, this should be reported to the police. But first, the hospital’s top managers should inform this to the American podiatric Association, consult with a lawyer, and inform the person responsible for the patient as well.

5. How could these types of behaviors be presented in the future? Provide your rationale for what, if anything might have been done differently in this case.

In the future, the nurse should not say that she only is going to report the incident if the anesthesiologist agree to report it with her. Despite of whether they agree or disagree, if all of them observed what is going on, they should say it. That’s the only way that they may be able to keep integrity among themselves. It is no right that the pediatric resident does not say anything about it. This leads to infer that he may has done the same thing with other patients. If the surgeon would not misbehave, the story would be different. To avoid these types of conflict in the future, any person providing health care should keep in mind that they cannot relate professionalism with seductions when they are working.

Case Study write-up

Inappropriate Touching in the Operating Room

1. Background Statement

This case analysis shows the importance of having ethics and integrity when providing patient care. Although it is assumed that when a physician like a surgeon is specialized, knows the rules and code of ethics; top managers should reinforce and encourage that belief so often. In addition, this case analysis describes how a podiatric surgeon, touches a patient’s breast in an inappropriate way in the OR. However, when he discovers that the anesthesiologist is observing his misbehaviors, he stops and performs the operation without any problems. When the surgeon leaves the operating room, the anesthesiologist asks the others staff members who are presented if they observed the surgeon behaviors. They agree that the surgeon’s actions are obvious. The nurse replays to the anesthesiologist that she only would report it if he does it. And the podiatric resident does not say even a word. The nurse and the anesthesiologist go to the executive directors to report the incident. When the surgeon is called to have a discussion regarding this matter, he does not show any justification for his actions.

2. Major Problems and Secondary Issues

One of the major problems in this case analysis is the way that the surgeon behaves with the patient. The lack of collaboration from the podiatric resident to report the incident is another major problem that can leads to a secondary issues or negative consequences. First of all it can be inferred that if this matter is not addressed with top managers, there is no way that the organization may maintain integrity. Also it may continue happening to other patients as well. Even though the nurse reports the incident, she does not show full honesty because she only agrees to speak out if the anesthesiologist decides to do so.

3. Your Role

As the administrator of an organization that provides patient care, taking correcting action would be the first thing to address, when facing situation related with sexual harassment. In this specify case analysis, three people observe the surgeon’s behaviors. The first thing that top managers should do is to document the whole story and then calls the surgeon to confront this matter. Of course administrators should listen to him and try to understand his argument against what he is being accused. If not justification is given, he may be put in probation for a certain period of time to observe him closely. Since one of the staff members who observed the situation, do not want to report it, managers in this organization should organize meetings more frequently. In this meeting they may call the staff to participate and give their opinions. Also provide workshops that reinforce their beliefs on integrity and patient satisfaction. That way the majority of staff would not get too confident and forget the moral code of the organization as a whole.

4. Organizational Strengths and Weakness

One of the weaknesses in this organization is the lack of confidence from the nurse and the podiatric resident to report the incident to the executive directors. When working in any organization employees should understand that clients play an important role. Therefore, if they see something wrong they should report it immediately to their top managers to avoid it from happening again. Furthermore, the strength identified in the “Inappropriate touching in the Operating Room” case analysis is how the anesthesiologist confronts the surgeon in an adequate manner to stop him from touching the patient. The way that the anesthesiologist manages the situation can be considered another organizational strength among this group because this would avoid that this happen to other patients in the future.

5. Alternatives and Recommended Solutions

One possible solution to this problem may be to report to the top managers that the podiatric resident observed the situations and that he does not want to collaborate. If administrators of the organization know that some of their staff members are not honest as they supposed to be, they can start looking at them more carefully. They may examine their behaviors and attitudes to see if they are delivering an adequate patient care. They remind everybody that the staff members who do not comply with the rules and standards that the organization established may get fines or incarcerations. That way at the moment of misbehaving, they may think twice before do in wrong things. Also top managers may perform Witten surveys among staff members so that they evaluate one another. Additionally, since patients play a central role in any health care organization, patient surveys also should be given out. All these would give an overall idea to top managers of who needs the most supervision or what needs to be improved.

6. Evaluation

When staff members in a health care organization lack ethic it is hard for them to be successful or help the organization to achieve its goals. Managers should ensure that their employees pose a high stand of responsibility, honesty, and integrity when providing patient care. Therefore, administrators should come up with innovative solutions like surveys that may allow them to see who needs to be observed more carefully and what departments need to be reorganized in a better way. If managers support their staff members in a possible way and remind them so often the consequences for breaking certain rules, they make thing hard before misbehaving.

Case 87

The Case of the Dishonest Employee

Discussions questions

1. Summarize the importance aspects of this case.

The most important aspect in this case study is the way that the med tech/secretary falsifies the patient’s health information just because she is busy. The physician that is going to perform a dialysis access to the patient finds out that something is wrong with this data. Therefore, he goes over the whole procedure again to ensure that everything has been done correctly. By asking certain questions to the patient, the physician finds out that the secretary has falsified the patient’s information. When the doctor goes to ask the secretary about this matter, she does not give any reasonable justification; instead she says that she was quite busy and that she thought that blood pleasure in both arms is the same.

2. Which theory or theories do you believe best explain Ms. Smith’s behaviors?

Ms. Smith’s behaviors can be influenced by a large number of factors. First of all, it may be argued that this secretary does not pose any ethic at all. In addition, another factor to consider might be how the organization distributes the task to each employee. Sometimes employees get upset by the amount of work that they have to do for a very little compensation. This particular case, does not explain how much the secretary get pay or how many medical assistants are there to take basic patient’s information. But it can be inferred that because of the way that she responds to the doctor, not enough staff are available in this organization.

3. What actions would be appropriate in dealing with such falsification of patient data?

Although Doctor Jonas might not have the adequate number of staff members to assist all the patients need; Ms. Smith’s action should be taken into the police. Falsifying patient’s information is not a game. Wrong information can lied to serious consequences such as killing the patient. It does not matter whether the med tech/secretary is busy or not; still she must do things with high standards of integrity. Not patient health can be put at risk just because the employees do not like how the organization operates or just because their beliefs are different from actual facts.

4. Should Ms. Smith be terminated, counseled, or disciplined in some other fashion?

Of course the first action to take regarding to Ms. Smith is to remind her that what she has done it is illegal and that altering a patient data can be considered a felony. In addition, MS. Smith should be terminated right away. It is clear that letting her in the organization, might put others patient at risk. Also medical malpractice can occur due to her actions. For some people, she may deserve a second chance. But it should not happen because if the doctor agree not to say anything, makes him accomplice of her attitudes.

5. What are the clinical implications of Ms. Smith’s actions?

One of the most serious clinical implications with Ms. Smith’s action may be clinical malpractices. Also the reputation of the clinic might drop in an extremely way. Nobody would like to go to a clinic where no appropriate care is given to the patients. Therefore, the success of the clinic at long term would be almost impossible.

6. What are the legal implications of Ms. Smith’s actions?

In this case, legal implications can go either way. The clinic may face law sues and Ms. Smith as well. They can have fines, incarceration, and licenses revoked permanently.

7. What should DR. Jonas do in the future to make sure that this set of events does not recur?

There are a large number of options to try to achieve the best results and honesty from employees. When working in an organization that delivers patient’s care; administrators should ensure that the front line employees do things right and appropriate. Having the adequate number of staff members may avoid dishonesty and misconduct from employees. Another factor that Dr. Jonas may consider for the future is to give confidence to his employees to speak out when they have any concern, especially things related to the patients care. That way when they feel that too much is going on; they have somebody who listen to them and try to find out a solution for the problem without putting any patient at risk.

Case Study write-up

The Case of the Dishonest Employee

1. Background Statement

The case of the “Dishonest Employee” shows that it is so important that employees understand the code of ethic or integrity when working in a health care organization. In addition, this case shows how a med tech/secretary falsifies a patient’s information just because she believes that the blood pressure is the same on both arms. The doctor, who is going to perform the dialysis access, finds out that the examination done by the secretary does not coincide with his examination. When he goes and asks the secretary, she replays back to him with an attitude, stating that she though that the blood pressure is the same on both arm; and that she is really busy. Therefore, she falsified the data.

2. Major Problems and Secondary Issues

In this case the major problem is the falsification of the patient’s information. Major problems like this, can lead to a secondary and serious consequences. The first thing to consider is that falsifying a patient’s data is considered a felony. Also a patient may die due to medical malpractice. These types of situations can affect the organization to the point of closing it down.

3. Your Role

One of the most important aspects of the health care delivery system is to provide woo quality services to every patient. Therefore, as the administrator of this organization the first action to take will be to terminate Ms. Smith. There is no way that an employee could continue working in an organization when he or she does not care about the patients. Also top managers would ensure that the organization counts with the appropriate number of staff so that they can take care of every patient in an adequate manner.

4. Organizational Strengths and Weakness

In this case study one of the weaknesses identified is the lack of med tech/secretaries to perform the task adequately. On the other hand, the strength that is obvious in this case is the Doctor capability to identify that something is wrong with the patient data information.

5. Alternatives and Recommended Solutions

One alternative solution to address this matter may be report the incident to top managers so that together they examine the problem and come out with the best solution. Of course Ms. Smith should be terminated from this organization. Organize workshops that allow staff to understand the importance of being honest when dealing with patient’s care would be a positive way to avoid this from happening again. Giving incentives for extra works performed also may help staff to maintain enthusiasm and love for whatever they doing.

6. Evaluation

Being on top of everything going in an organization is not easy. As administrators, managers and supervisors should keep in mind that the only way to get the best from their employees is to appraise them for hard task performed; also give them confidence to speak out when they feel uncomfortable with something going on. Establishing clear regulations among employees would be a helpful tool that would allow them to understand that maintain integrity in a health care organization is a main goal that everyone should follow.

Case 90

Who Stole the X-Rays?

Discussions questions

1. What are the facts in this case?

Several thousand X-Rays are stolen at Immaculate Medical Center. The facts states that the X-Rays might be stolen for two main reasons. First of all, they contain certain personal information such as the patient’s name and their social security numbers. This type of information can be used in identity theft. In addition, according to the reports given, the X-Rays films were created before the digital era. Therefore, the silver used to process them may be sold and get money from them. Furthermore, the security officer in charge of revising all visitors and staff coming into the organization; helps the Robert to remove all the X-Rays. Although the organization clear establishes that before any vendor or contractor may have access to get into the IMC, he or she must show a valid documentation; the security person fails to follow this standard. After meeting with top managers and supervisors, to come out with the best solution to this matter, they decided that the best action to take is to terminate the security employee who is involved in this problem. However, he has been working in the organization for over twenty years. Also he is beloved by staff members and clients as well.

2. What obligations does the hospital have to protect the individuals whose identities may have been compromised?

The hospital may be reliable for any identity theft regarding the patients whose information is stolen. The first factor to consider is that besides delivering excellent care to every patient; protecting patient’s information is so important. The fact that the security person does not ensure that the individual coming into the organization to have access to the X-Rays, is a credential person; makes the hospital responsible for whatever happen. In addition, the hospital has the obligation to inform the police and victims about the incident so that they can take preventive and corrective actions regarding this matter.

3. Does the hospital have an obligation to cover any losses sustained by the patients due to this theft?

Of course the hospital has the obligation to cover any losses sustained by the patients due to this theft. As it is states before, it is the hospital’s responsibility to ensure that personal information regarding to its clients it is keep with the maximum security. It is understandable that the information might be saved in proper place. However, just the fact that the security individual does not verify if the vendor is a credential person, makes the organization reliable for any detrimental consequences.

4. Was the termination of the beloved Mr. Mike appropriate? Could other actions have been taken? Provide possible scenarios where other steps could have been taken. Include your reflections and personal opinions as well your recommendation and rationale for addressing this problem.

It can be inferred that the termination of Mr. Mike, the security individual involved in the matter, is fear enough. First of all, he has been working in the organization for more than twenty years, which is a reasonable amount of time to understand the rules and protocols of the hospital. In addition, some people would say that besides his employment termination other actions should be taken against him instead. But as administrators, managers and supervisors might believe that their patients are first and that without them there is no success for the organization as a whole. If they do not terminate Mr. Mike employment, he could do it again and put other patients at risk. Furthermore, top managers might belief that one of the reasons why Mr. Mike let the Roberts access to the X-Rays is because he might be accomplice of this. Sometimes when people are beloved, appreciate, and respect by others, they take advantage of that. It can be inferred that maybe Mr. Mike became over confident due to the amount of year working in the hospital. This would allow him to believe that he never would be terminated or that nobody would untruths him.

5. It is possible to monitor every part of the hospital to prevent criminal activity? Create a detailed plan for preventing this type of theft, as well as other types of thefts in hospitals.

One of the solutions to address this matter and avoid it from happen again is to have more than one security person to monitor all the people coming in/out the company. Also establish rules under which staff members would know what their limits are and under what circumstances they should allow vendors to take out merchandises. For example: no person should allow any vendor or contractor to take anything out if is not said in advance and approved by top managers. Also the X-Rays should be locked up in a room where only specific employees would have the key to access it.

Case Study write-up

Who Stole the X-Rays?

1. Background Statement

“Who Stole the X-Rays?” is a case study that shows how in some circumstances employees do not pay the appropriate attention to follow the protocols established by an organization correctly. Despite how well the employees know vendors, contractors, or any individual coming into an organization, they must ensure that a valid identification is presented. In addition, this case shows that a large number of X-Rays dated performed to patients between 1998 and 2004, are stolen in at hospital. It is stated that there are two main reasons why they were stolen. The first one is that the X-Rays were created before the digital era was established. Therefore, the silver used to process them, may be sold and get money from that. The other purpose of stealing them is that since they have the patient’s names and social security numbers, the theft can use them to steal the patient’s information. Furthermore, the security that is in charge of the front desk at the hospital, let the individual gets in, despite that he does not show any appropriate credentials. Instead, he helps the individual to take out the X-Rays. The Robert is more than carefully to avoid all the cameras. However, one does it caught him. This information is sent it to the police. Also they going to inform the patients whose information may be exposed to this robbery. In addition, they are going to advise the media about it so that preventive actions could be taken. Top executives meet to discuss this matter and they decided that the best solution is to terminate the security employment; although he is beloved and appreciate by many staff members and clients as well.

2. Major Problems and Secondary Issues

The major problem in this organization is the lack of responsibility by the security individual, who allows the theft to access to the X-Rays without any problem. Usually this types of major problems, lead to a secondary negative consequence. For example: in this case it is clear because of the information printed on the X-Rays, identity theft is likely to occur. Another organizational problem in this case is the lack of enough security people who may ensure that they cover one another, and performing the task assigned to them an excellent manner.

3. Your Role

As the top executive director of this organization, the individual would ensure that from now on, the hospital count with a better vigilance. Every employee among this organization would be informed that nobody would be allowed to take out merchandises without the consent of a supervisor who shows proper identification to do so. In addition, the administrators of the hospital would meet more frequently with the staff members so that they aware of this type of matter. By providing advisement and support to the employees, they may avoid fraud among the organization.

4. Organizational Strengths and Weakness

One weakness that this organization has, is the lack of having a least another security person who may take care of certain areas like X-Rays department. In a hospital, there are different department, which need to be separated into small groups. In this case for example, it is understandable that the security individual does not ask the theft for identification at all. However, someone else should be there besides the security, which may be advice that something unusual is going on. Furthermore, the organization also shows its strengths one way or the other. The capacity to speak out to advise the patients and media about this matter; allows the hospital’s personnel, especially managers and supervisors, to be identified as problem solvers.

5. Alternatives and recommended solutions

In this case the best solution to this matter is no only to terminate the security’s involved employment. Instead, it is better to find a way that events like this one, do not happen again. After examining in deep the facts of this case to see whether the security employee is innocent or not; managers should ensure that their staff are well informed of the organization’s protocol. Besides these, they also may ensure that everyone understands and follows the rule in a proper manner. Dividing the employees in charge of secure the hospital into subdivisions may be a helpful tool. In other words, if the department that requires more security is reinforced, thefts would think twice before doing wrong things. Also if the front desk security allows the theft to come into the hospital, another person would stop him. In addition, putting alarms in the door that needs to be open in order to enter to the place where the X-Rays are store, is another possible alternative. These types of alarms would deactivate by themselves once somebody touches the door and tries to open it without any code.

6. Evaluation

When managers present the hospital’s protocol in a way that every single employee understands it, they may realize that actions like this would be less likely to occur. Reinforcing the areas that need more security would allow them to be more successful. The best way to achieve all this suggestions is putting them together and understands that people are human beings who make mistakes. They are not perfect; so having a combination of security people and alarms as well would be an excellent tool to achieve the best result when dealing with robbery in a health care organization.

Case 99

Dr. Jim’s Wife Disappears

Discussion Questions

1. What are the facts in this situation? What was known and not known when Dr. Jim was a surgical resident at the upstate New York hospital?

The facts in this case state that Dr. Jim a surgical resident and pilot as well; failed to accomplish his most desire dream, which was to be an astronaut. In addition, nobody in the hospital by which he worked knew the cause that disallowed him to accomplish his goal. It was only known that he was rejected by the U.S. Air Force. One day of Dr. Bloom, one of his coworkers decided to fly to New York with him to avoid a long run. A first Dr. Bloom was enjoying the fly but when the dark came in, Dr. Jim behaved in an inadequate manner when he was going to land the plane down. Dr. Bloom noted that something strange was going on with Dr. Jim. In fact Dr. Jim was not invited back to the surgical residency. Furthermore, Dr. Jim misbehaviors were not only around the hospital or flying a plane; his wife was another victim of his craziness. When he found her smoking hi choked her to point of blanking her out. After several arguments were heard by neighbors, it is confirm that his wife disappeared. Dr. Jim did not show any interest in finding his wife. The wife’s family was convinced that he had killed her. However, when investigations arrived, with his medical protocol, he convinced the policed that he was innocent. The family never gave up. He moved to last Vegas and remarried. But after fifteen years he was brought to trial in New York City. The jury found him guilty, stating that he not only killed his wife but also flew over the Atlantic Ocean and threw her body.

2. How did the residency program deal with Dr. Jim’s bad judgment?

They did not allow him to go back to the surgical residency. Also, some coworkers like Dr. Blood started acting different with him because it was more than clear that something bad was going on around Dr. Jim’s head.

3. Did the hospital and residency program have an obligation to tell other programs the reason he was not invited back?

Yes, because telling the reasons why he was not invited back, may help to avoid that Dr. Jim goes over other people to put their life at risk.

4. If an employee exhibits bizarre behaviors off job, yet his job performance is acceptable, should his non-work-related behaviors be addressed by the organization? Provide a rationale for you responses.

Yes, despite of the fact that Dr. Jim’s misbehaviors occurred when he was off duty; his attitudes can be correlated with patient’s care. I tis clear that if he did not care about the life of his coworker and wife, enough to belief that he may not care for the well-being of his patients. In order to ensure excellent patient care, it may be necessary to look both internal and external factors concerning care providers. In this case, Dr. Jim misbehaviors make disallow patients to belief that he is incapable of delivery adequate patient care.

5. Does the absence of a conviction ensure that an implication has not committed a crime? Why or why not?

Although there may be an absence of conviction to Dr. Jim, it can be inferred that all the facts established go to his directions. Therefore, the implication should conclude that he murdered his way. It is clear that Dr. Jim is a person capable of doing wrong things without justification. Since he was able to fly in a plane, would be easier for him to throw his wife in the middle of the ocean. Maybe he thought that because he was a credential surgeon, not body would think that he was a criminal.

6. Although a cloud of suspicion followed. Jim for years, he maintained his hospital privilege. His medical license was not revoked until he was convicted of murder. Do you think something should have been done sooner? If so, what? Provide your reflections and personal opinions as well as your recommendations and rationale for what, if anything might have been done differently in this case earlier on in Dr. Jim’s career.

When checking a person’s background, there should be established that if something is known by an individual, that record must be examined more than carefully. In some cases it is hard to go back and investigate the whole life of an individual. However, when dealing with patient care, managers should ensure that when a Doctor does not show a complete stable sense of life; he or she may be put into probation. It should not matter if the incidents occurred on or off duty. What should count is whether the individual is capable to maintain his privilege by being a role model inside and outside of the hospital. Furthermore, if corrective actions would be taken regarding Dr. Jim’s attitudes, maybe he would stop doing wrongness. In others words, as administrator of the hospital, managers should be able to call their staff and discuss concerns. Also make them clear that being an excellent doctor is not only providing a nice surgery; but also being able to have the highest standard of integrity and honesty as they can. Otherwise their license may be revoked due to inappropriate misconduct.

Case Study write-up

Dr. Jim’s wife Disappears

1. Background Statement

When working in a health care organization, administrators deal with a diversity of situations. ‘Dr. Jim’s wife Disappears” is a case study that shows how sometimes care providers are excellent doing their duties; but they lack integrity and honesty when they are off duty. These are the most important factor to examine when providing patient’s care. In addition, this case state that Dr. Jim, who was a pilot as well, was reject by the U.S Army Force. This disallowed him to accomplish his mots lovely dream, which was to be an astronaut. The reason by which he was excluded were unknown by his coworkers. By flying a plane with him, Dr. Bloom realized that something wrong must be going on with Dr. Jim. His behaviors showed that he did not care about other people. In addition, Dr. Jim mistreated his wife to the point of blacking her out, when he caught her smoking. Dr. Jim inadequate behaviors let him not be invited back to the residency surgery. One day after a big argument surged in Dr. Jim’s apartment, which was heard by the neighbors, his wife vanished. He did not showed any concern about his wife disappearance. The police came to his apartment to make certain investigation. But with his medical skill and respect he was able to convince the police officers that his wife was not stable and that he had nothing to do with her disappearance. The wife’s family was not convinced by his argument. In fact, for them he murdered her. They contracted a private investigator hoping to find out something. Time past and Dr. Jim moved to Las Vegas where he remarried and had a child. After fifteen years later, he was brought to trial in New York City. He was not only found guilty by the jury. They also believed that he threw his wife in the middle of the ocean after killing her.

2. Major problems and secondary issues

The major problem in this case is the way that Dr. Jim behaves when he is off duty. Also there must be a reason why he was rejected by the U.S Army Force that disallowed him to be an astronaut. These types of major problems usually lead to secondary and negative consequences. For example; in this particular case, it can be inferred that Dr. Jim’s attitudes allowed him to kill her wife and also decrease respect and prestige in his whole medical career.

3. Your Role

As the administrator of this large teaching hospital, managers and supervisors would ensure that all the staff members follow certain rules not matter whether they are on or off duty. In addition, making background checks every certain period of time would be another step implemented in this organization. The staffs who fail to meet the organization protocol would be put into probation and if they do not comply with it, they would be thrown out of the organization, and report the misbehaviors to the appropriate personnel.

4. Organization Strengths and Weakness

The strengths in this organization seem to be not well developed. It is true that having the capability of contracting Surgeons who perform an excellent work when they are on duty may be a nice thing. However, when dealing with patients care, external factors such as staff behaviors when off duty could be examine more carefully. This can be considered a weakness among this organization. Despite of the fact that Dr. Jim was capable of perform the work assigned to him in a proper manner, managers should took into account the way he acted outside the hospital, to take correction actions.

 

5. Alternative Solutions and Recommended Solution

 

One alternative solution in this case, may be to give the right to certain organization like the U.S Army Force to disclose information regarding Dr. Jim. Of course only to organizations like the hospital by which he used to worked. By doing this, top managers can have a better understanding of each staff members in terms of behaviors, attitudes, and responsibilities. Also when something is known by fact, administrators should call the person involved to have knowledge of the matter. If the person does not show any justification, they might take corrective actions such paying closer attention to that particular individual. If the confirm that although that person is an excellent doctor, but his behaviors say another thing, they should suspend his or her license to determine a better outcome.

 

6. Evaluation

 

Being aware of every staff member’s action is not easy. However, one of the main goals that administrator should keep in mind when managing a health care organization is to get as much background information from their staff as they can. Providing patient care is a responsibility that must be followed correctly and with the highest standard of integrity. Although there might be excellent doctors performing their wok, in some cases their license should be revoked iif necessary. Being an outstanding doctor is not only providing a surgery adequately; but takes care for others no matter whether the individual is on duty or no.

 

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