Assignment 1:
Following, your reading the case study, please answer the following questions:
1. What are the Major Problem and Secondary Issues based on this case study?
2. Who is the best person to reach to solve this problem?
3. What is the Organizational Strengths and Weaknesses? And possible solutions/recommendations?
Case Study
She Said, He Said, She Said: Three Stories, Multiple Sides – Case Guide
Dale Buchbinder and Sharon Buchbinder
Background Statement
She Said: Take One: A poorly performing female employee accuses a male physician of sexual harassment.
He Said: Take Two: A new male RN is the object of sexual harassment from a powerful female surgeon.
She Said: Take Three: A new female employee in the development office of a hospital is sexually assaulted by a major donor, a physician who is on the Board of Trustees.
Major Problem and Secondary Issues
The major issue in these cases is that sexual harassment is a complex and complicated issue in health care. Health care managers must follow the data—not their emotions—to investigate all claims of sexual harassment. Secondary issues are multiple and will be addressed as weaknesses below.
Role
The best role for these cases, i.e., the person or persons who can solve this problem for this facility are human resources and the administrators in the organization. The advantages of these roles are that HR will know the laws regarding sexual harassment and the organizations’ policies and procedures for managing incidents of this nature. The disadvantages are these are the people under whose watch it occurred. There is a potential for the administrator to be defensive and reluctant to acknowledge a need for change—in the situation with Darla—she should be considered suspect and should not be involved in the investigation. Whichever administrator takes this on, they must view it from that perspective and not personalize this situation.
Organizational Strengths and Weaknesses
These are some key areas for the students to recognize; there are more that can be explored in a discussion.
She Said: Take One:
Strengths:
Physician leaders who call for an impartial investigation;
Good record-keeping regarding the poorly performing employees’ previous behaviors.
Weaknesses:
Female managers demonstrated bias by jumping in to defend the female employee and judge the male employee without investigating.
He Said: Take Two:
Strengths:
Large organization with the resources to deal with the issue;
Weaknesses:
Based on the OR nurses’ comments to Rob, the surgeon’s behavior is a long-standing pattern—and based on Olga’s comments to Rob, it appears nothing had been done about her previous sexual harassment.
She Said: Take Three
Strengths:
Cordial relations with donors and development office.
Weaknesses:
Darla’s relations with big donors may be too cordial. Amy was a new, relatively inexperienced employee sent to ask a major donor for a significant donation. Amy suspects she is being used by Darla as a quid pro quo for a donation.
Amy may go to the police to report the assault—and bad press could follow.
Solutions and Recommendation
Here is a list of some potential solutions:
Re-education of all employees at all three hospitals on sexual harassment and the policies for reporting it.
Investigation of all allegations without bias. Following the data and interviewing all potential witnesses to each incident is critical.
Termination of the employee in the She Said: Take One.
Regardless of the number of grants and money she brings in, if Olga is found responsible for sexual harassment, re-education and progressive disciplinary actions should be based on the number and severity of the complaints.
Investigation of Darla’s actions and her alibi for not being able to accompany Amy to Bunyan’s office.
Investigation of Bunyan’s previous behaviors and any allegations of sexual impropriety. The timing of the appointment and the physical appointment of his office imply this was something planned out ahead of time. The “apartment near the hospital” also indicates a premeditated predatory mindset.
The hospital will want to avoid bad PR, but Amy was physically assaulted and has the right to legal counsel regarding Bunyan’s behaviors. The hospital would be wise to offer this to Amy free of charge.
Evaluation
At the end of one (1) month all employees will have received sexual harassment education and
training.
At the end of one (1) month all investigations will have been completed.
Any re-occurrence of sexual harassment claims against Olga will move the disciplinary process along from counseling and written documentation to suspension to termination, depending on the number and severity of complaints.
If Darla is found responsible for setting Amy up for sexual harassment and assault, Darla must be terminated immediately. Darla will be lucky if she doesn’t go to jail. Even if not specifically addressed in an employee manual, offering sexual favors in exchange for donations is an egregious and illegal act. Amy has legal grounds to sue the hospital since Darla was PMC’s employee. Offering Amy support and legal resources upfront might mitigate her desire to bring a lawsuit against her employer.
If Bunyan is found responsible for sexual harassment and assault, the hospital should remove him from the Board of Trustees and the Chief Medical Officer should discipline Bunyan up to and including revoking his admitting privileges and referring him to the state medical board for additional sanctions against his medical license. Legal action may also be taken against Bunyan for his behaviors.
Assignment 2:
Please answer the following questions. Please follow the APA format and include a cover page with at least two references to support your argument.
1.Define complexity science and give an example?
2. Define underutilization of staff and give an example?
3. Define the following components of the five principles of high reliability, and provide an example of each: preoccupation with failure, reluctance to simplify, and sensitivity to operations?