The Appropriate Disciplinary Actions Needed Are Not Always A

The Appropriate Disciplinary Actions Needed Are Not Always Apparent To

The appropriate disciplinary actions needed are not always apparent to those involved. Effective discipline in the workplace requires careful consideration, balancing fairness, consistency, and the context of the misconduct. Analyzing conflicts through established theories, such as Ashley's Discipline Theory and the Fair Process Model, helps managers make informed decisions that promote a positive work environment. Such theories emphasize the importance of transparency, consistency, and fair procedures, which foster trust and compliance.

In scenario A, June Skinner, an inexperienced assistant social worker, unintentionally discloses confidential patient information to an unauthorized individual—the ex-husband of a patient, Debbie Fox. This breach violates the confidentiality clause embedded within healthcare ethics and legal standards such as the Health Insurance Portability and Accountability Act (HIPAA). The core conflict stems from June’s lack of awareness of confidentiality protocols, and the potential harm caused by the disclosure, which could lead to legal consequences and damage patient trust.

Applying ethical decision-making models, such as Rest's Four-Component Model, highlights the importance of moral recognition, judgment, intention, and behavior. June’s unintended breach reflects a failure in moral recognition and judgment, compounded by her limited experience and inadequate training. The legal framework of HIPAA underscores the importance of confidentiality and the serious repercussions of breaches, including legal penalties and loss of professional licensure.

Recommended course of action involves a combination of corrective training and disciplinary measures. First, May should receive remedial training on confidentiality policies and confidentiality breach protocols. This safeguards against future incidents and aligns with the ethical obligation to protect patient information. Additionally, the organization should implement a formal warning or reprimand, coupled with documentation of the incident. While the breach was unintentional, accountability encourages prudent behavior and emphasizes the importance of adherence to confidentiality standards. Further, counseling or supervision should be intensified to support June’s professional development and ensure she adheres to ethical standards moving forward.

Justifying this approach, it aligns with the principles of restorative justice, aiming to correct the misconduct while fostering learning and accountability rather than solely punishing. The intervention respects the ethical obligation to protect patient privacy and maintains the integrity of the healthcare organization, reinforcing a culture of confidentiality and professional responsibility.

Paper For Above instruction

In the healthcare setting, managing disciplinary actions often requires a nuanced understanding of ethical, legal, and organizational principles. The scenario involving June Skinner highlights the ethical dilemma of confidentiality breach, which underscores the importance of appropriate disciplinary procedures grounded in ethical frameworks and legal standards.

June's unintentional disclosure of patient information to an unauthorized person reflects a breach of confidentiality, which is central to healthcare ethics. HIPAA mandates strict confidentiality standards to protect patient privacy, and violations can lead to severe legal consequences. Her lack of experience and insufficient understanding of confidentiality protocols contributed to this lapse, illustrating the importance of proper training and supervision.

Applying ethical theories, such as Rest’s Four-Component Model, emphasizes the need for moral recognition and judgment in preventing misconduct. The model suggests that individuals must first recognize unethical behavior, judge it as wrong, intend to act ethically, and then act accordingly. June’s case demonstrates a failure at the recognition and judgment stages, compounded by her inexperience.

In response, the organization must implement corrective actions that balance accountability and professional development. Providing targeted training on confidentiality standards addresses knowledge gaps and aligns with ethical obligations. A formal warning or reprimand serves as a disciplinary measure that emphasizes the seriousness of the breach yet allows for learning and improvement.

This approach also considers the principles of restorative justice, aiming to repair harm and promote responsible behavior. Counseling and increased supervision can help June develop a stronger understanding of confidentiality duties, reducing future risks. This method maintains trust within the patient community and reinforces the organization’s commitment to ethical standards and legal compliance.

In conclusion, situations like June’s require disciplined responses that integrate ethical principles, legal standards, and organizational policies. Effective disciplinary action involves a combination of corrective training, accountability measures, and supportive supervision to foster a culture of ethical responsibility and trustworthiness in healthcare.

References

• Gordon, J. R. (2020). Ethics and Law in Medical Practice. Medical Ethics Journal, 15(2), 75-88.
• HHS. (2003). Summary of the HIPAA Privacy Rule. U.S. Department of Health & Human Services.
• Rest, J. R. (1986). Moral development: Advances in research and theory. Praeger Publishers.
• Sullivan, D., & Garland, J. (2010). Ethics in Healthcare Management. Jones & Bartlett Learning.
• Kohlberg, L. (1984). The psychology of moral development: Essays on moral development. Harper & Row.
• Beauchamp, T. L., & Childress, J. F. (2019). Principles of Biomedical Ethics. Oxford University Press.
• American Medical Association. (2021). Confidentiality and Privacy. AMA Code of Medical Ethics.
• Johnson, J. M. (2017). Ethical decision making in healthcare. Public Health Reports, 132(6), 695-702.
• Peterson, S. J. (2019). Building Ethical Cultures in Healthcare Organizations. Health Care Management Review, 44(2), 123-132.
• Turner, S. P. (2018). Disciplinary Strategies in Health and Social Care. Routledge.