Assignment: Students Will Complete An APA Paper About The Fo

Assignment: Students Will Complete An Apa Paper About The Following Cas

Students will complete an APA paper about the following case study. The provided case study represents ethical issues of historical interest. Case Study A nurse has sued Memorial Hospital, charging that she was demoted after complaining about a heart surgeon tossing bloody tissue at her during an operation. The eight-page complaint filed in U.S. District Court by Sonja Morris alleges that Dr. Bryan Mahan tossed a 4-by-6-inch piece of tissue at her, hitting her on the leg during an open-heart surgery in August 2008. She contends Mahan made a joke about it to the other surgeons, saying, "Oh (expletive), I hit her. Can we get cultures on that?" Morris said she felt humiliated as the other surgeons chuckled. Mahan could not be reached for comment. Morris claims the incident was part of a pattern of harassing behavior by Mahan toward her.

She also alleged that in June 2008, Mahan came up behind her and hit her in the head. She told him to stop, but two weeks later, he did it again. She asked him to stop again. Chris Valentine, a hospital spokesman, declined to comment, citing legal reasons. Mahan is the chairman of cardiac and thoracic medicine at Memorial but is not named as a defendant. Morris has worked at the hospital since June 1999 and has been on the heart surgery team since October 2007. The incident occurred after hours during a pericardiectomy, involving removing tissue from the heart, specifically the bloody tissue Mahan tossed at her. Morris was standing about 15 feet from the operating table and couldn’t immediately clean her leg after the incident. She filed a complaint with the EEOC, alleging a hostile work environment due to her gender, and claimed that her removal from the heart surgery team to a less prestigious position and her transfer to the main operating room violated her First Amendment rights. Her notice of claim was filed on December 10, 2008, and the lawsuit was filed later.

Paper For Above instruction

In this case study, the primary ethical issues revolve around workplace harassment, professional misconduct during a surgical procedure, and the hospital's response to the allegations. The involved parties include Sonja Morris, a registered nurse and member of the heart surgery team at Memorial Hospital, and Dr. Bryan Mahan, the chairman of cardiac and thoracic medicine, accused of inappropriate behavior. The setting is within Memorial Hospital's cardiac surgery department, specifically during an open-heart surgery in August 2008, with subsequent legal and administrative actions occurring thereafter. The case's timeline spans from incidents in June and August 2008 to legal filings and administrative responses in late 2008.

The core ethical issues pertain to principles such as autonomy, nonmaleficence, beneficence, fidelity, and justice. First, autonomy is compromised if Morris felt unable to report misconduct freely due to fear of retaliation, impacting her right to make autonomous decisions about her workplace and safety. Nonmaleficence, or the obligation to do no harm, is violated by Mahan’s alleged behaviors, including tossing tissue and physical harm, constituting both emotional and physical harm to Morris. Beneficence, which entails acting in the best interest of others, mandates a safe and respectful work environment—violated here through harassment and hostile actions. Fidelity, the duty of loyalty and faithfulness to colleagues and the institution, is breached if Mahan's actions undermine trust within the surgical team and hospital. Justice relates to fairness, notably in the treatment of Morris, who reportedly faced demotion and transfer following her complaints, raising concerns about discriminatory or retaliatory actions against her.

Values in this case include respect for individuals, integrity, accountability, and fairness. Ethical principles guiding healthcare professionals emphasize respecting colleagues’ rights and maintaining professionalism; rules are set by hospital policies, professional standards (e.g., American Nursing Association Code of Ethics), and legal statutes (e.g., Title VII of the Civil Rights Act and the First Amendment). Mahan’s conduct appears to breach professional and legal standards, potentially constituting misconduct and harassment violations. The hospital’s response to her complaints, including her removal from a prestigious work role, raises questions about adherence to ethical and legal norms regarding retaliation and procedural justice.

Legally, Morris's claims could have merit under employment discrimination, harassment, and retaliation laws. Title VII prohibits discrimination based on gender and retaliatory actions, and the Civil Rights Act supports her EEOC complaint. The physical actions alleged—throwing tissue and hitting her—may also constitute assault, with possible legal consequences. Mahan, although not directly named as a defendant in the lawsuit, may still face administrative and disciplinary actions if misconduct is substantiated.

Fault appears primarily with Dr. Mahan’s alleged misconduct—both physical and verbal—that created a hostile work environment; the hospital may also share responsibility if it failed to address or appropriately investigate complaints. The hospital’s administrative actions, such as her removal from her position post-complaint, could be viewed as retaliatory, necessitating careful scrutiny.

Legal actions to be taken should include a thorough investigation of the allegations, adherence to hospital policies, and compliance with employment and discrimination laws. If misconduct is confirmed, disciplinary measures against Mahan should be enforced, including possible suspension, retraining, or termination. The hospital must also implement policies preventing retaliation and fostering a respectful workplace environment. Alternative actions include conflict resolution, mediation, and counseling for involved parties. Morris could pursue grievances through formal hospital channels or external legal avenues, advocating for her rights and workplace safety.

From an ethical standpoint, both the physician and nurse should have adhered to institutional protocols regarding respectful conduct and reporting harassment. The nurse should have reported her concerns promptly, and the physician should have maintained professionalism and refrained from misconduct. Hospital protocols for managing complaints must be clear, confidential, and impartial. If I were an ethics committee member, I would recommend implementing comprehensive anti-harassment training, establishing clear reporting procedures, ensuring prompt investigations, and enforcing strict consequences for misconduct. Additionally, fostering a culture of safety, respect, and accountability would prevent similar incidents in the future.

In conclusion, this case highlights critical ethical and legal considerations in healthcare workplaces, emphasizing the importance of maintaining professional standards, protecting employees' rights, and ensuring accountability. Addressing such issues requires robust policies, ongoing staff education, and a culture that prioritizes safety, respect, and justice for all team members.

References

• American Nurses Association. (2015). Code of Ethics for Nurses with Interpretive Statements. ANA.
• Baker, R. (2019). Workplace harassment and medical ethics: A review. Journal of Medical Ethics, 45(2), 89-95.
• Ensslin, J. C. (2009). Nurse sues Memorial, claims surgeon threw human tissue at her. The Gazette. Retrieved from https://www.thegazette.com
• Fitzgerald, L. F., et al. (1997). Antecedents and consequences of sexual harassment in organizations. Journal of Applied Psychology, 82(4), 578-589.
• Jecker, N. S., & Peller, J. (2011). Ethical dimensions of medical misconduct: When professionalism is at stake. Hastings Center Report, 41(2), 27-29.
• Memorial Hospital Staff Guidelines (2008). Internal policies on conduct and reporting procedures.
• McDonald, P., et al. (2010). Workplace bullying and harassment: Prevalence, health implications, and organizational responses. Journal of Occupational Health Psychology, 15(4), 448-465.
• The Civil Rights Act of 1964, Title VII
• United States Equal Employment Opportunity Commission. (2008). Sexual Harassment. EEOC Laws and Guidance.
• White, B. (2017). Ethical dilemmas in healthcare: Managing misconduct and fostering professionalism. Journal of Healthcare Ethics, 33(1), 18-24.