Evaluate the culture of City Hospital’s HIM department.
AHIMA Competency Vl.6: Examine behaviors that embrace diversity
Background: The City Hospital HIM department employs 17 people. Only two employees are male. Ralph is 74 years old and processes the disclosure documentation for the department. He keeps to himself because he feels that the other employees think he is slow and they have nothing in common. Seventeen-year-old Celine is a recent high school graduate who is going to school at night and enjoys social media. She has a best friend who is getting married to his boyfriend this summer and that is all she talks about. Teal is a 27-year-old hard worker who is always 7 minutes late for work in the morning and spends the first 15 minutes after arriving at her desk putting on her make-up for the day. When she does finally start working, she gets a lot done and outperforms the others in her department. Teal speaks English as a second language and is very hard for others in the department to understand. Finally, David is a 54-year-old department manager who is putting in his time before his retirement in four months. David is a family man who believes strongly in the beliefs of his church and often shares his church doctrine with his employees during their annual evaluations.
Full Answer Section
Evaluation of Ethical Issues
- Ralph:
- Ageism: Ralph feels isolated due to his age and perceived lack of common ground with his younger colleagues. This isolation could lead to decreased job satisfaction and motivation.
- Lack of Communication: Ralph keeps to himself, which hinders communication and collaboration within the department.
- Celine:
- Distractions: Celine's constant talk about her personal life, particularly her friend's upcoming wedding, could distract other employees and disrupt workflow.
- Social Media: Celine's excessive use of social media during work hours could be considered unethical and unprofessional.
- Teal:
- Tardiness: Teal's routine tardiness and long makeup application time could be viewed as disrespectful to her colleagues and unfair to the department.
- Communication Barriers: Teal's limited English proficiency can create communication difficulties and misunderstandings among team members.
- David:
- Religious Bias: David's tendency to share his personal religious beliefs during work evaluations could be perceived as discriminatory and create an uncomfortable work environment for employees who hold different beliefs.
Strategies for Fostering a More Ethical Workplace
- Diversity and Inclusion Training:
- Implement mandatory training programs on diversity, inclusion, and unconscious bias to promote awareness and understanding of different perspectives.
- Encourage open communication and respectful dialogue about various cultural backgrounds, ages, and personal experiences.
- Clear Communication and Expectations:
- Establish clear guidelines and expectations for work conduct, including punctuality, social media usage, and professionalism.
- Communicate these expectations clearly and consistently to all employees.
- Effective Conflict Resolution:
- Implement strategies for effective conflict resolution to address any interpersonal issues that may arise due to cultural differences or personal disagreements.
- Train employees on effective communication and conflict resolution techniques.
- Recognition and Appreciation:
- Regularly acknowledge and appreciate the contributions of all employees, regardless of their age, background, or work style.
- This will foster a sense of belonging and motivation among employees.
- Leadership Development:
- Provide leadership development training to David to equip him with the skills necessary to lead a diverse team effectively.
- This training should focus on cultural sensitivity, ethical decision-making, and communication best practices.
Conclusion
Creating an ethical and inclusive work environment is crucial for the success and well-being of any organization. By implementing the strategies outlined above, City Hospital's HIM department can create a workplace where all employees feel valued, respected, and empowered to contribute their unique skills and perspectives. This will ultimately lead to improved employee morale, productivity, and patient care.
Additional Recommendations:
- Conduct regular climate surveys to assess employee perceptions of the work environment and identify areas for improvement.
- Provide opportunities for employees to participate in decision-making processes and share their feedback.
- Celebrate diversity and inclusion initiatives within the department and the organization as a whole.
By taking these additional steps, City Hospital can ensure that its HIM department is a model for ethical and inclusive workplaces in the healthcare industry.
Sample Answer
The HIM department at City Hospital is a microcosm of the diversity found in modern workplaces. However, alongside this diversity lie potential ethical issues that could negatively impact employee morale, productivity, and ultimately, patient care. This report will analyze the ethical climate of City Hospital's HIM department, focusing on the behaviors of Ralph, Celine, Teal, and David, and propose strategies to foster a more inclusive and ethical work environment.