'Violence at Work: Westside Health Sytems\r'

' delirium At Work: westside Health Systems placed in Chicago, Illinois is a private nonprofit fountainheadness tutorship system clapperclawed â€Å"Westside Health Systems”. The bon ton consisted of a hospital, a nursing home and 5 minor emergency clinics. Maryanne Walker is the Director of pharmaceutics Services, and everywheresees the of import pharmacy located in the hospital, a pharmacy in the nursing home and iv satellite pharmacies. She directly reports to her supervisor Nancy Smith. Maryanne is one of 5 total supervisors in Pharmacy Services.Rhonda Carter the inventory supervisor , is the direct supervisor of both(prenominal) employees involved in the all(a)egation : Susan Miller and Br sacka Lawson, both pharmacy technicians in the receiving area. The episode claimed that Susan had allegedly assaulted Brenda in the hospital pharmacy, with no witnesses. She had â€Å"grabbed her by the shoulders, shoved her against a partition, and perhaps drew her clenched fist back as if to hit her. ” When both Susan and Brenda were interviewed in relation to the incident their stories differed in levels of just how gross(a) the fight and physical aggravations were. (More thoroughly explained in the causal agency study. If you were Maryanne what actions would you take and why? As Maryanne, I would birth an separate round of interviews for both parties involved (Susan and Brenda) as well as a with Rhonda to high shine the main causes of much(prenominal) a emplacement and bring emerge us further explanations. The interviews would be recorded, with the consent of the interviewee. Then, I would end with a fourth interview with Susan, Brenda and Rhonda and ask them to elucidate any(prenominal)(prenominal) misunderstandings, as well as draw them a talk on how their actions were completely inconceiv fitting and would non be tolerated in the emerging. A compose write up would be in want for Brenda.Rhonda would be put into a â€Å"Sp ecial critique” period, due to her failure to report back to her supervisors or all the same deal with arising problems with her employees. In this case, the troublesome employee was Susan, who seemed to get hold of a way with leaving early, coming into clip on off days, breaking the computerized inventory system with no reprimand, as well as an overall unfriendliness towards other employees. A discussion with Rhonda is necessary to find out exactly the reason why she felt that some of Susan’s past issues were never reported to upper commission when her mental health were distinctly a risk at he employment. In fact, Rhonda whitethorn be up for termination for a overleap of proper supervision and disciplinary action on Susan. In fact, Susan had two planets in which she injured herself, which in turn could have been a liability to Westside Health Systems. All of these incidents which come to light oftentimes later than they should have are enough to end up R honda for her unsatisfactory job performance. Keeping in perspicacity that this is a private organization and the social club is at right for termination without notice.As for Susan, given that she has clinical chanceing and is prescribed Prozac, her time around those substances at work may become a hazard for her constancy and overall work performance. Therefore, we indicate a â€Å"wellness Program” including psychotherapy and counseling as well as education on overall wellness (eating habits, exercising, healthy living). I would then provide the alliance’s employees a special training on employment force out. The goal of this course would be to give employees awareness of violence in the workplace, how to recognize the exemplification augurys, and what actions to take to stay fresh or minimize violence in the future.It is a comparable of the essence(predicate) to define workplace violence in accordance with the pharmaceutical company’s policies : nominate the types of workplace violence. Identify monition sign levels related to potential workplace violence. List the action steps interpreted in solution to workplace violence. Identify ways to prevent workplace violence. Ways to encourage employees to report incidents in which they feel threatened for any reason by anyone internal or outside the organization. Skills in behaving compassionately and positive towards employees who report incidents.Skills in taking disciplinary actions. canonical skills in handling crisis situations. Basic emergency procedures, including who to call and what support resources and services are available. Appropriate viewing of pre-employment references. Basic skills in conflict resolution. 2. In light of this incident, should West-side change any of its â€Å"standards of expression policies” or ” disciplinary action policies”? Explain. The only changes that I would suggest to West-Side regarding their standards of beh avior policies would include:In any verbal counseling, both the employees direct supervisors should be present along with a member of upper management. This would ensure that no favoritism is being placed in one employee over another. Further, I would ensure that employees sign a control acknowledging the fact that verbal counseling was undertaken. In pen counseling, I again would require that separately employee sign a statement that they received tell written counseling. I am not sure how well written counseling would be as it does not require personal interaction between the employer and employee.Include a statement that indicates all parties involved impart be required to meet management to discuss the matter. unsuccessful person to do so may require said employee to be reprimanded for simply refusing said meeting. The system of castigation that West-side has is not a progressive one. I would suggest that it is progressive. If an employee is continuously getting into alt ercations or causing problems, hulky or little, each should be taken into account. head word 3: How can westside prevent future incidents of workplace violence?WestSide can prevent future incidents of workplace violence by move out a clear statement to each employee on violence at work ( as previously mentioned in question 1) yet in any case enforce that violence at work is completely unacceptable and will not be tolerated. In order to maintain a violence-free environment the foremost step against it in the workplace would be to chime in video surveillance using an I. P. System. An I. P. Video command system has several benefits which could be used in the advantage of companies (like a pharmaceutical one).It prevents theft, allows for all staff office to be monitored in work areas, and allows the company to clearly record the face of every customer come in the premises. Video recording would be used as proof if the situation required one. It is clear that management at West side does not have the experience to wrap up workplace violence issues. It would be important for Westside to ensure that management has the tools necessary to handle such situations. Management is essential in any workplace. They provide the standards for employees and are the individuals responsible for ensuring that the workplace is a safe one.If management is not prepared, it is possible that a workplace altercation can be taken out of context and can cause the workplace to be even more unsafe. To avoid this situation the company could implement a new way to work, using PERFORMANCE MANAGEMENT to better ontogeny communication between employees. Moreover workshops could also be use as a way to mitigate relations and communication. An other important fact to brushup would be the hiring process. Next time they hire an employee, even a relative of another employee, they will bespeak to perform a thorough background checks.Incidents like Susan may have been avoided by doing so. A Psychologist could also be helpful during the hiring process or even after if needed, who may conduct psychological tests as a screening process. Westside has a disagreeable environment due to its link with the health care system and its distribution of drugs. Therefore mistakes should be minuscule to a strict minimum. A Psychologist would be able to determine if the workplace is not harmful for the prospect and if working with addictive and mind-altering substances (even though prescribed) such as prozac will or will not be a concern.Last but not least the jobs and tasks that are assigned to them should be clearly defined to avoid mistakes. As written in the case study Susan is performing her supervisors job ( option a patient’s prescription) which should normally by law be conducted by the licensed pharmacist. understandably rules should be re defined to prevent any situation that could lead to an argument and troublesome outcomes for employees and the company. With all of these proposed solutions, a positive outcome is possible. Both to purport the issue of violence and to improve the overall prototype and structure of Westside Health Systems.\r\n'