Employee Performance Issue Scenario (Essay Sample)

Employee Performance Issue Scenario Student’s Name University Course Professor Date Employee Performance Issue Scenario In healthcare environments, employer behavior plays a critical role in ensuring a safe and healthy workplace for both employees and patients. This includes addressing inappropriate behavior displayed by staff members, promoting a positive work culture, and implementing measures to prevent future incidents. The scenario in question highlights a common issue in healthcare environments, where a staff member reports inappropriate behavior of another staff member to a supervisor, and the supervisor confronts the offending staff member. In this context, it is imperative to explore the incident and the behaviors of the individuals involved, and provide suggestions on how to address such situations in the future. A. Supervisor's Approach In the scenario presented, Joan, the supervisor, took a proactive approach by confronting Betty immediately after receiving a report of her inappropriate behavior. This was an appropriate response, as it allowed Joan to address the issue before it escalated further, potentially causing harm to patients or creating a negative work environment. However, it is important to note that the tone and approach that Joan used when confronting Betty could have been more constructive. Instead of simply telling Betty to keep her voice down, Joan could have acknowledged Betty's concerns and explained why the behavior was not appropriate for the workplace, especially in front of patients. In future similar incidents, Joan could improve her approach by practicing active listening and empathy. This would involve taking the time to listen to the staff member's concerns, asking open-ended questions to understand the situation better, and providing feedback in a constructive and supportive manner. Joan could start by asking Betty about her perspective on the situation and why she felt the need to raise her voice. By doing so, Joan would show that she values Betty's opinions and that she will listen to her. After hearing Betty's perspective, Joan could then explain the negative impact that the behavior had on patients and the workplace culture. She could provide clear examples of how the behavior violated the organization's policies and explain the consequences of future violations. By doing so, Joan would provide a clear understanding of what is expected of staff members in the workplace, and how they can contribute to maintaining a safe and healthy environment. In this case, while Joan's proactive approach was appropriate, there is always room for improvement in handling similar situations. By practicing active listening and empathy, supervisors can ensure that staff members feel valued and heard, while also addressing inappropriate behavior in a constructive and supportive manner. B. Corrective Action The inappropriate behavior displayed by Betty needs to be addressed, as it is not acceptable in a healthcare environment. Shouting at a colleague in front of a patient not only creates a negative atmosphere for the patient but also affects staff morale and teamwork (Baker, 2020). It is important to address such behaviors to prevent them from recurring and to maintain a positive work environment. Betty's behavior is not the only issue that needs to be addressed. Lola's behavior of reporting to the supervisor instead of addressing the issue with Betty directly is also a concern. While it is commendable that Lola was looking out for the well-being of the patients, it is important to ensure that staff members are trained on how to address conflicts with their colleagues in a constructive and professional manner. In addressing the behavior of both staff members, corrective action could include counseling sessions to address their behavior and training sessions on conflict resolution and communication skills. Additionally, the organization could implement a policy that encourages staff members to address conflicts with their colleagues directly before reporting to their supervisors C. Legal and Regulatory Perspective When addressing staff behavior, it is important to be cautious from a legal and regulatory perspective. The organization needs to ensure that any corrective action taken is consistent with its policies and procedures and complies with all applicable laws and regulations (Hesselink et al., 2018). In addition, staff members should be made aware of their rights and responsibilities in the workplace, including their right to report inappropriate behavior without fear of retaliation. D. Preventing Future Incidents To prevent future incidents, the organizat...