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Essay Available:
Pages:
2 pages/≈550 words
Sources:
3 Sources
Style:
APA
Subject:
Health, Medicine, Nursing
Type:
Research Paper
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 10.37
Topic:

Disciplinary Action Case Study Assignment

Research Paper Instructions:

Using Exhibit 14-1 as a guide write up the following discipline action.
Complete the disciplinary forms providing initial counseling, oral warning, written warning, suspension without pay and discharge using the facts of the case below. Please provide specific steps you would follow as a manager as you proceed with the disciplinary process. and also answer the following questions:
Why should corrective action be taken as soon as possible and practical following an infraction?
Why is it inadvisable to skip steps in the disciplinary process leading up to an employee’s involuntary termination?
Why do senior executives require no significant disciplinary action be implemented without involvement of the HR department?
Facts:
A nurse, Susie causes trouble on the unit, complains about other workers and does not complete tasks assigned on 9-14.
Charge nurse, Helen brings issue to your attention on 9-15.
You are the Department Head.
Two other employees, Fred and Cindy bring issue to your attention on 9-16.
Charge nurse, Helen tells you nurse Susie is still not getting along with the team members and not doing her work on 10-1.
Two other employees, Fred and Cindy tell you Nurse Susie is not doing work again last night and bring issue to your attention on 10-2
Nurse, Susie has a blow up with another employee, Charlie on 10-10.
There are witnesses to the blow up. Charlie, Fred, Cindy and Helen and two family members.
Nurse, Susie was terminated on 10-13 by Supervisor Nurse Helen.

Research Paper Sample Content Preview:
Disciplinary Action Case StudyNameInstitution AffiliationDate
The disciplinary action that is involved in the issue of Susie requires the use of all the procedures as they are outlined in exhibit 14-1 to avoid making an inappropriate decision. As a way of handling the case of Nurse Susie, we would first refer to the performance improvement process that outlines an employee should meet all the expectations of that once they have joined the workplace. However, the issue was brought to my attention that Susie was not completing her tasks and after the issue was brought for the first time, I would call Susie and make a reference to the performance improvement process that she had earlier signed. It is good to take corrective action as soon as possible following an infraction to avoid the occurrence of conflicts and to solve the problem as early as possible before it grows into a big problem.
Later, I would talk with Susie on the issue and provide a summary of the performance problem discussion for references. It was followed by close monitoring to make sure that Susie is meeting performance standards and gets along well with the other nurses. However, as mentioned, the issue is brought to my attention once more by Fred and Cindy on 9-16. At this point, the option that was available was to put Susie on a probation program so as I would observe her if she would improve. The probation would last 30 days, after which she would be dismissed if she did not show any improvement in performance. During the 30 days, Susie was taken through a counseling program during which I would talk to her on various issues and finding the reasons behind her sub-standard performance once in a week. During this period Susie promised to improve and work together with the other nurses.
However, the issue was again brought to my attention on 10-1 as head of the department by the nurse ...
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