CHAPTER 14 CASE 1

Chapter 14 Case: With Friends Like This

Student’s Name

Institutional Affiliation

Course Number: Course Name

Instructor

Due Date
CHAPTER 14 CASE 2

Chapter 14 Case: With Friends Like This

What should be your immediate response to Millie Norman? Why?

The direct response I will give to "Millie Norman" is to demonstrate why gossip among

workers can be a form of a motivational killer. Patients may even hear something said within the

place they are receiving support. It is quite essential that supervisors remind workers that such

gossip will strictly not be welcomed and they can do such things outside the workspace on their

personal time. Moreover, the work environment is to surround staff and patients having a

positive effect, not to send a negative impact. This will ensure a healthier work environment as

well as a fantastic hospitality for their patients.

Do you believe you have the basis on which to proceed with disciplinary action against

someone? Why or why not?

I really believe that there should not be any sort of disciplinary action in this situation.

The supervisor or supervisors should clarify to the staff that schedules cannot be altered without

their approval. Furthermore, Disciplinary action must only be considered where there is proof to

support any claims, and not like Millie described as "he or she said." That just could not hold up

or work in a scenario like this without any sort of evidence. In order to ensure professionalism,

supervisors should also establish a comfortable and good working environment for both their

patients and their staff.

How can the human resource department help you in your present concern?

The HR Department can assist with bad or negative conversations among employees.

Now if a worker is offended enough to raise a matter to HR, that is generally when they step in.

That being said, a case like this does not need to go beyond the supervisor unless a similar event

has occurred again. The supervisor must have to resolve this problem and show professionalism
CHAPTER 14 CASE 3

between his or her staff. Now if it goes beyond the supervisor, only then formal warnings may be

issued, and if the warnings are seen to be ignored is no dismissal or suspension without the pay

could happen. Therefore, HR seems to be the only line of safety if nobody else can deal with the

matter.

References

Liebler, J. G., & McConnell, C. R. (2020). Management principles for health professionals.

Jones & Bartlett Learning.