First Day on The Job Discussion
Medication errors (MEs) are an issue of concern in healthcare and require devising prompt solutions to combat their adverse effects. Nonetheless, conflict regarding the best solution to MEs may result in unrewarding attempts to solve this problem. For instance, some multidisciplinary team members may prefer electronic health record systems, while others prefer barcode technology. Fortunately, Wheatley’s five-stage problem-solving approach would be applied to solve this problem and help the team identify the best system. Notably, the first stage is called quieting or cooling, where each party shares their perspective and understands how others view the issue (Weiss et al., 2018). Cooling also involves discussing the most important aspect of the situation; in this case, it determines the most effective system. The second stage is enriching, where each party gives a detailed rationale for their perspective. Accordingly, each party gains new learning. In this case, each party would learn how the two systems work and their specific benefits. The third stage is magnetizing. Here, each party’s perspective broadens, allowing them to develop strong interpersonal relationships and collective acceptance. The next stage is destroying. Here, team members would let go of things that are not effective and identify what gets in their way, like miscommunication and misunderstandings. Finally, in the acting stage, the team finds a way to work together. They can do this by developing listening and analytical skills and working collaboratively to decide from which they would benefit collectively. In this case, the team would select the most practical and beneficial system achievable with the available resources.
Weiss, D., Tilin, F. J., & Morgan, M. J. (2018). The Interprofessional Health Care Team: Leadership and Development (2nd ed.). Jones & Bartlett Learning.
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First Day on the Job Discussion: A
Please read the case and answer the questions at the end. Please respond to two of your peers. Do you agree or disagree?
Malik’s first day as a new manager was more challenging than expected. While adjusting to a new workplace and new colleagues, he had an interesting management challenge thrown at him. Toward the end of the day, one of his employees came to him, looking frustrated and exhausted. Malik had heard that this employee would be one of his best, a high-potential employee who would be a great asset. On this day, the employee did not look like an asset to anyone.
Without providing much history or detail, this employee explained to Malik that she was planning to quit her job. She is exhausted and frustrated, she explains because the work seems to be too much and too little at once. She feels overworked, but at the same time, she does not feel any excitement about her work. She doesn’t feel
she is being challenged to learn skills to help her reach her ultimate goal of owning her own business.
Unfortunately, Malik has to leave for the day before you can get more information. What should he do? Answer these questions and formulate a plan of action.
1. What might be the factors that are
causing this employee’s
2. Which of these factors could be
addressed with improvements in the
way the organization handles
development as described in this
3. What should Malik do tomorrow with
regard to this employee?
4. What long-term changes should Malik suggest for this organization if it appears that this employee is not the only one with these complaints?