As A Health Care Department Manager You Have 10 Employees Un

As A Health Care Department Manager You Have 10 Employees Under Your

As a health care department manager, you have 10 employees under your supervision. The attendance policy at your facility requires employees to uphold good attendance. If an employee is late more than 5 times in 1 month, the department manager must begin corrective action. One employee has been late to work 10 times this month. How will you handle this employee?

Describe what is involved in corrective action. Describe a plan of corrective action for this employee. Would an employee be motivated or empowered to improve after corrective action is implemented?

Paper For Above instruction

Handling frequent tardiness among healthcare employees is critical for maintaining operational efficiency and ensuring quality patient care. When an employee is late more than the permissible limit of five times per month, it necessitates the initiation of a structured corrective action process. This process aims to address the underlying issues contributing to tardiness while promoting accountability, professionalism, and a commitment to organizational standards.

Corrective action in a healthcare setting involves a systematic series of steps designed to improve employee behavior while providing support and guidance. The process begins with a clear communication of the issue, followed by a discussion to understand any underlying causes. Documentation of the incidents is essential to ensure clarity and accountability. Based on the identified causes, a plan is developed that may include counseling, setting clear expectations, and providing resources to facilitate punctuality. If necessary, progressive disciplinary measures—such as written warnings, suspension, or other sanctions—are employed in accordance with organizational policies.

In this scenario, the employee who has been late 10 times exceeds the acceptable limit significantly. To address this, I would first meet privately with the employee to discuss the pattern of tardiness. During this meeting, I would emphasize the importance of punctuality in healthcare, its impact on team function and patient safety, and express concern over their attendance record. This conversation offers an opportunity to understand any personal or external challenges they may be facing that contribute to their lateness.

Based on the discussion, I would collaborate with the employee to develop a corrective action plan tailored to their specific situation. This plan might include setting specific goals for improved punctuality, providing flexible scheduling options if appropriate, or connecting the employee with support resources such as counseling or time management training. Additionally, I would outline consequences if the behavior does not improve, such as formal disciplinary action, in accordance with organizational policies.

Implementation of the corrective plan would involve regular follow-up meetings to monitor progress, offer support, and provide positive reinforcement for improvements. If the employee demonstrates consistent punctuality over a predetermined period—say, two months—this positive change could be acknowledged through verbal recognition or a formal commendation, fostering motivation.

The effectiveness of corrective action in motivating or empowering employees depends largely on how it is delivered. If handled compassionately and constructively, corrective action can serve as a motivating factor by showing the employee that their growth and success are valued. Developing a collaborative approach that includes employee input encourages ownership of the change process, thereby empowering the employee. Conversely, if corrective action is perceived as punitive or unfair, it may result in decreased morale and further disengagement.

In conclusion, addressing excessive tardiness requires a balanced approach combining firm adherence to policies with supportive strategies to address underlying issues. A well-structured corrective action plan, coupled with ongoing support and recognition, can motivate employees to improve and foster a culture of professionalism and accountability within the healthcare team.

References

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