Introduction
Decision-making skills are especially important in the workplace. For leaders and managers, it is crucial to have the ability to quickly understand the circumstances of their colleagues and the goals of an organization as a whole, and make choices accordingly. This tendency applies to hiring decisions and practices as well. Choosing the right personnel for the job is often a process that combines a variety of considerations – professional, interpersonal and social. In some cases, a choice in HR can be based on the factors or characteristics outside of direct professional competencies, ones that are rooted in a desire to maintain the correct workplace atmosphere or specific organizational efforts. In the case of the example in question, the manager of the hospital faced a choice between hiring the best candidate for the job based on their technical skills, or considering the implications their identity might have on the process of healthcare delivery.
Discussion
The decision of the HR in the medical organization was made in favor of the most qualified individual. The present staff voiced a strong demand for hiring a technician, a need that was justified by an absence of this specific specialist in the organization. As a result of hiring the man for the job, the workflow has been stabilized, and there are no present complaints from either staff or patients. The main goals of the hiring process are to answer an existing need in an organization, or fulfill the roles that were previously left vacant. By hiring a technician with the necessary professional knowledge, skills and competencies, it was possible for the organization to achieve its goals. In addition, the manager of the clinic also considered the factor of patient reaction in the process, and the social implications of a male cardiac ultrasound technician. While it is an area of worry for a specific reason, the lack of any complaints in the past 6 months shows that the competency of that professional outweighs any misconceptions or criticisms the patients might have had.
Judging from the results of the hiring process, the decision has given the organization desired results. If the clinic received complaints from patients, or has been professionally affected by the change, this fact would be reflected in the 6 months of the new specialist working there. Personally, if I had to make a similar decision, I think I would have acted in the same way. My decision-making is driven by the needs of the organization as a whole, as well as the particular considerations of medical staff. Healthcare workers exist in a special place of society, where professionalism and care intersect and work together in order to shape a truly unique professional practice.
While I understand the sensitive subject of the cardiac ultrasound and why patients might be feeling uncomfortable with the presence of a male specialists, I think that this fact is not important in the face of medical necessity. Healthcare professionals work to ensure the wellness of people, and to promote the continued prosperity, growth and development of every individual (Kruk et al., 2018). Safety of each patient must be the highest possible priority in hiring and workplace decisions (Kim et al., 2020). In this process, the use of evidence-based practice and high workplace competence are the highest considerations (Shelton et al., 2018). Regardless of the identity or gender of a specific specialist, they should be accepted based only on their credentials as a medical worker. I would insist that a person with the highest possible level of qualification should be accepted for a position. In addition, the hiring of a man into a position typically reserved for women, it is possible to further improve or change the process of healthcare delivery. It helps eradicate workplace bias, which is likely to exist in this profession (Marcelin et al., 2019). By allowing a varied number of professionals into the workplace, it is possible to achieve better workplace equity, and inclusion (Rosenkranz et al., 2021). More representation in medicine, in turn, lets medical workers understand the needs of patients better (Baumann et al., 2021).This outlook ensures continued commitment to the high standards of care and a focus on proper medical procedures.
Conclusion
In conclusion, it is necessary to say that a number of considerations go into the process of choosing workplace personnel, and into the effort of continually enhancing healthcare delivery systems. It is necessary to examine a variety of components and factors in order to approach this subject with the care and nuance it deserves. In the case of the example given, the organization was in clear need of a specialist, and the lack of proper ultrasound expert could have negatively affected the quality of care. Answering to this need, the organization decided to hire a man most qualified for the job, in accordance to his professional competencies and abilities. This choice resulted in a positive outcome for the organization as a whole. According to the 6-month results of the hiring decision, the choice made by the manager and other individuals in the organization was correct. If I personally was involved in making a similar choice, I would do the same as in the example. Choosing based on the professional competency allows medical organizations to enhance the quality of care and promote better workplace equity.
References
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