Human resources management peer review 2

Description

What Makes a “Healthy” Workplace?

Instructions:

Please post 2 peer responses. 

In the response post, include the following: 

Provide feedback to your classmate about the situation they described.

Describe shared experiences (if applicable), or guidance for handling the situation professionally and effectively.

• Discuss the legal implications and organizational policy factors relevant to the situation and prevention strategies.
• Please be sure to validate your opinions and ideas with citations and references in APA format.                           Jenise Clarks
• Edited Sep 11 8:57pmLast reply Sep 12 8:25amManage Discussion by Jenise Clarks

Reply from Jenise Clarks

Hello classmates and Dr. Ide,

Describe a work situation that you interpret as hostile, toxic, or mentally/emotionally unhealthy. This could be one you personally experienced, or the experience of a friend, family member, or colleague.

While working in the healthcare field can be rewarding, it can also be hostile with patients and even family members. In a recent experience that I had while working in the emergency department. A patient was having a psych situation, and also was having trouble breathing. The doctor ordered the patient a breathing treatment for his shortness of breath, while getting ready to administer the treatment to the patient the patient became very hostile. The patient began to yell and throw his urinal at me and the nurse, and without notice he grabbed the nurse hair and almost hit her in the face. During this time, without thought I began to hit on the patient so that he can let the nurse free. 

Does the situation you described cross legal boundaries? Go against organizational policies? 

The situation described does not cross legal boundaries, unless the patient would decide to peruse legal action. But this situation does go against organizational policies at the facility in which it happened. In our organization all employee attend CPI classes which teach employees how to handle crisis situations in the working environment. Also the organization has detailed police officers who are assigned to the psych area to help monitor those specific patients, but at this time no officers were available in the area to help assist (Crisis Prevention Institute, n.d.).

Reflecting on the situation, discuss ways it could be reduced or prevented in the future.

In the future situations like this can be prevented by ensuring that healthcare facilities are staffed with professionals who are trained in crisis management and emergency response. Regularly conduct risk assessments at all levels to identify vulnerabilities in processes, supply chains, or infrastructure. And lastly strengthen communication and coordination across healthcare providers, emergency services, and public health organizations to ensure response in times of stress. 

What are the HR-related duties that would apply to reducing or preventing such behaviors? (These may be actions taken by managers or HR department personnel).

Healthcare organizations can build a more resilient and prepared workforce by reducing the likelihood of a crisis and improving the system ability to respond effectively when challenges arise.

Tripathi A, Brahma A, Malhotra S, Akula V. Clinical Practice Guidelines for Assessment and Management of Patients Presenting with Psychosocial Crisis. Indian J Psychiatry. 2023 Feb;65(2):212-220. doi: 10.4103/indianjpsychiatry.indianjpsychiatry_485_22. Epub 2023 Jan 30. PMID: 37063625; PMCID: PMC10096203.

Crisis Prevention Institute. (n.d). Nonviolent Crisis Intervention. https://www.crisisprevention.com/our-programs/nonviolent-crisis-intervention/Links to an external site. 

Tracy Sekyiwaa

Sep 11 6:43pmLast reply Sep 12 8:27amManage Discussion by Tracy Sekyiwaa

Reply from Tracy Sekyiwaa

Hello Everyone,

In a previous position, a colleague of mine worked in a healthcare facility where the environment was both toxic and mentally unhealthy. The management often exhibited favoritism, with certain employees receiving preferential treatment, such as promotions and desirable shifts, while others were marginalized. This led to a highly competitive, backstabbing atmosphere. The manager regularly criticized employees publicly, berating them for mistakes and blaming them for failures that were beyond their control. The staff was frequently overworked, with excessive hours and unrealistic expectations that led to high levels of stress and burnout. There was no support for mental health, and any complaints were ignored or dismissed.

This situation could potentially cross legal boundaries, particularly in relation to workplace harassment and violations of labor laws regarding fair treatment and hours of work. The Equal Employment Opportunity Commission (EEOC)prohibits workplace harassment and discrimination under Title VII of the Civil Rights Act of 1964. If the management’s favoritism was based on race, gender, or other protected categories, it could be considered discriminatory (EEOC, 2021). Furthermore, publicly berating employees could potentially be classified as a form of workplace harassment or emotional abuse, which could lead to legal consequences (Martucci & Sinatra, 2020). Additionally, overworking employees without providing proper breaks could violate the Fair Labor Standards Act (FLSA), which mandates fair compensation for overtime work (U.S. Department of Labor, 2021).

Reflecting on the situation, several steps could have been taken to reduce or prevent it. The first action is to establish a clear anti-harassment and anti-bullying policy that defines unacceptable behaviors and provides a process for reporting them. This can help create a healthier environment where employees feel safe to voice concerns. Management training on leadership skills, emotional intelligence, and conflict resolution would be beneficial. Leaders need to model respectful, fair, and supportive behavior. Furthermore, providing mental health support, such as counseling services or employee assistance programs (EAPs), can help address stress and burnout (Dollard et al., 2017).

HR plays a vital role in fostering a healthy work environment. HR personnel should be proactive in monitoring workplace behavior, enforcing policies, and conducting regular climate surveys to gauge employee satisfaction. They should also create confidential channels for employees to report toxic behaviors. HR’s duties also include addressing complaints promptly and effectively, ensuring that investigations are thorough and fair. Managers should be trained in Workplace Bullying Policies to recognize and address signs of toxicity early on, and coaching should be provided to those struggling with leadership (Zapf & Einarsen, 2011). Additionally, the HR department must ensure compliance with labor laws such as the Occupational Safety and Health Act (OSHA), which requires employers to maintain a safe and healthy working environment (OSHA, 2021).

To prevent a toxic environment from developing, HR should focus on building a strong organizational culture through open communication, team-building initiatives, and consistent reinforcement of values. This, coupled with wellness programs, ensures employees feel valued and supported. A regular review of workloads and staffing levels would help prevent burnout and maintain fairness in task distribution (Bennett & Robinson, 2000).