You Are A Member Of The Senior Hospital Administration

You Are A Member Of the Senior Hospital Administration You Become Awa

You are a member of the senior hospital administration. You become aware of a problem involving a long-time and well-respected employee, as well as the supervisor of said employee. The employee in question is a social worker; a very competent and very conscientious professional. His wife has recently suffered a stroke with significant residual neurological deficit. This has resulted in the necessity that the social worker take days off to care for her; come in late or leave early to take her to medical, physical, or occupational therapy appointments; etc.

It is thought that, because of these demands on his time—and the taxing emotional overlay of dealing with the critical illness of a loved one, while simultaneously dealing with patients and families in similar situations—that his charting fell behind. In fact, it was discovered that he was writing social work notes 1–2 days after the fact, back-dating the notes, and placing them in the patients chart between notes of the same time frame as the date on the note. When the social worker’s immediate supervisor became aware of this, she told him that such behavior must stop immediately. Given the circumstances, however, she opted to take no further action, did not document this in his personnel file, nor did she advise her superiors.

Other members of the staff became aware of this, and someone reported it to the CEO via a “Tell Us About Problems” Dropbox. You have been assigned to address these multiple issues of ethics, standards of conduct, truth, and fairness. Also describe what concepts of change management theory you would apply in this situation. Describe your answer in detail, write in a response to each case scenario. Your Journal entry should be at least 500 words.

Paper For Above instruction

In contemporary healthcare management, ethical conduct, transparency, and fairness are integral to maintaining trust, ensuring quality care, and fostering an organizational culture rooted in integrity. The scenario described involves multiple ethical issues—namely, honesty in documentation practices, the appropriate handling of staff misconduct, and balancing compassion for employee circumstances with accountability. Addressing this complex situation requires careful consideration of ethical principles, organizational policies, and change management strategies to foster a culture of responsibility without penalizing individual vulnerabilities.

First, the core ethical issue revolves around the social worker’s back-dated notes and the supervisor's response. Ethical standards, such as those outlined by the American Hospital Association and NASW (National Association of Social Workers), emphasize honesty and accuracy in documentation, as these are essential for patient safety, accountability, and legal compliance (NASW, 2017). Back-dating notes compromises these principles, risking inaccurate patients' records and potential legal repercussions. Although the social worker’s personal circumstances might invoke empathy, professional conduct necessitates transparent and truthful record-keeping. The supervisor’s decision to overlook the misconduct, citing compassion, was an act of leniency that inadvertently undermines organizational credibility and accountability (Valentine, 2018). Neglecting formal action and documentation in the personnel file permits the behavior to persist unchecked, potentially setting a precedent that ethical lapses can be excused in exceptional circumstances, which could erode organizational standards over time (Kaplan & Maxwell, 2020).

Furthermore, the incident raises questions about fairness and organizational support. While it is vital to recognize personal hardships, neglecting proper documentation and corrective action jeopardizes fairness among staff—especially those who adhere strictly to policies—by creating a perception of preferential treatment or inconsistency. Similarly, the subsequent disclosure by other staff members highlights the importance of an organizational culture that values transparency and encourages ethical reporting without fear of retribution (Michalak & Taylor, 2021). To maintain integrity, the organization must balance compassion for the social worker’s situation with the necessity of upholding standards, perhaps by implementing support measures such as flexible scheduling, counseling, or ethical coaching alongside corrective accountability.

In addressing this scenario, applying change management theories, such as Kotter’s 8-Step Change Model, can facilitate a structured approach to restoring ethical standards and fostering a culture of accountability. The first step involves creating a sense of urgency by highlighting the risks associated with compromising documentation standards, including legal liabilities and diminished trust. Building a guiding coalition—including senior leaders, HR, and ethicists—enables collective buy-in for implementing necessary reforms. Developing a clear vision for a culture rooted in transparency and accountability is essential, alongside communicating this vision effectively to all staff levels.

Implementing short-term wins, such as mandatory ethics training or revising policies to reinforce documentation standards, can demonstrate commitment and motivate staff. It is also crucial to empower employees to speak openly about ethical concerns without fear of retribution—reinforcing psychological safety (Edmondson, 2018). Sustainment involves embedding these changes into organizational practices through regular audits, ongoing education, and recognition of ethical behavior. These steps foster a culture of continuous improvement aligned with organizational values.

In conclusion, this scenario underscores the importance of ethical leadership and transparent practices. It is crucial to address the misconduct in a manner that balances organizational standards with compassion for staff facing personal hardships. Using structured change management frameworks like Kotter’s model can assist in guiding the organization toward a sustainable culture of integrity, fairness, and accountability—ultimately reinforcing public trust and the quality of care provided.

References

• Edmondson, A. C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
• Kaplan, R. S., & Maxwell, J. C. (2020). The Role of Leadership and Culture in Ethics and Compliance. Journal of Healthcare Management, 65(2), 77–85.
• Michalak, D., & Taylor, A. (2021). Building Ethical Organizational Cultures in Healthcare: Strategies for Leaders. Journal of Medical Ethics, 47(4), 279–285.
• NASW. (2017). NASW Standards for Ethical Practice. National Association of Social Workers.
• Valentine, L. (2018). Ethical Dilemmas in Healthcare: Balancing Compassion and Accountability. Healthcare Ethics Journal, 12(3), 231–239.