As A Healthcare 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

Managing attendance in a healthcare environment is critical to ensuring quality patient care, maintaining operational efficiency, and fostering a professional work environment. When an employee consistently exceeds acceptable lateness thresholds—such as being late more than five times in a month—appropriate corrective actions are necessary to address the behavior, uphold organizational policies, and motivate improvement. This paper discusses the components involved in corrective actions, outlines a specific plan for an employee who has been late ten times in a month, and analyzes whether such interventions motivate or empower employees to improve.

Understanding Corrective Action in Healthcare Management

Corrective action is a structured process used by managers to address employee behaviors or performance issues that violate organizational policies or negatively impact work performance. In healthcare settings, where timely attendance directly affects patient safety and team coordination, corrective actions play a vital role in maintaining standards. Typical steps involved include identifying the issue, communicating concerns with the employee, providing guidance on expected improvements, implementing a plan for change, and monitoring progress. Corrective actions can be informal, such as verbal warnings, or formal, such as written notices or performance improvement plans (Bloom and Trivedi, 2018).

The goal of corrective action extends beyond mere discipline; it aims to foster understanding of workplace expectations, facilitate behavioral change, and support employees in improving their performance. Effective corrective actions should be respectful, clear, and consistent—aligning with both legal and organizational policies to prevent misconduct and ensure fairness (Shin and Lee, 2020).

Developing a Corrective Action Plan for Excessive Lateness

Given the scenario—a healthcare employee late ten times in a month— a comprehensive corrective plan should begin with a private, respectful discussion. The manager must clearly communicate the attendance policy, specify how the employee's lateness exceeds acceptable limits, and explain the impact on the team and patient care. It is vital to listen to any underlying reasons for the employee's tardiness, such as transportation issues or family emergencies, and explore potential solutions.

The corrective plan should include specific, measurable steps. For example, the manager might implement a written Performance Improvement Plan (PIP), outlining expectations for punctuality, with a target of reducing lateness to no more than one time in the upcoming month. The plan could incorporate strategies like adjusting work schedules if feasible, coaching on time management skills, or providing resources for transportation assistance. Regular check-ins should be scheduled to assess progress and provide ongoing support. Setting incremental goals helps motivate the employee and demonstrates the organization's commitment to improvement rather than solely punishing misconduct.

Motivating or Empowering Employees Post-Corrective Action

Following corrective measures, employee motivation to improve depends on how interventions are implemented. When corrective actions are perceived as fair, consistent, and aimed at supporting growth, employees are more likely to feel motivated rather than demoralized. Opportunities for positive feedback when improvement occurs further reinforce commitment (Deci and Ryan, 2000).

Empowerment, on the other hand, involves granting employees autonomy, providing them with the tools and support needed to succeed. Combining corrective action with empowerment strategies—such as involving employees in creating their action plans—can enhance motivation and foster ownership of change. For instance, encouraging the employee to suggest time management techniques or adjust schedules can increase their sense of control and commitment to improving attendance (Spreitzer, 2007).

In the healthcare environment, fostering a supportive culture that emphasizes continuous improvement and recognizes positive change can lead to enhanced employee engagement. When employees perceive that corrective actions aim to develop skills rather than merely punish errors, they are more likely to be motivated to rectify behavior and demonstrate sustained improvement.

Conclusion

Addressing excessive lateness through structured corrective actions is essential for maintaining the standards of healthcare operations. Effective corrective strategies involve clear communication, individualized plans, and ongoing support to foster behavioral change. While corrective actions can motivate employees when executed fairly and empathetically, combining them with empowerment strategies—such as involving employees in solution development—can further enhance motivation and long-term commitment. Ultimately, a balanced approach that respects employee dignity while maintaining organizational standards promotes a healthier, more productive healthcare workplace.

References

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