Effectiveness of the current employee orientation system
From the case study, the current employee orientation system is devoid of nursing ethics as seen in the behaviour of the intern nurse towards a patient. The intern nurse was not passed through proper organization communication ethics on the expected behaviour within the standard code of conduct for practising nurses. The art of communication is effective when conducted clearly within the organization encode and decode channels. Organizations function best when this system is perfect. Therefore, successful organizations manage communication continuously (Escrig-Tena, Bou-Llusar, Beltran, & Roca-Puig 2011).
The practice of information management involves the science of processing information to facilitate informed decision making among personnel. Unfortunately, though the system may be functional in the case study scenario, there is a strong possibility that new employees or interns are not properly given orientation on organization communication ethics and expectations. Sadly, despite complaint from previous supervisor about the rudeness and unbecoming behaviour of the intern nurse, the issue was not addressed within the confines of organization communication ethics. In fact, the intern nurse repeated the same behaviour (Andreadis 2009).
Apparently, it is possible that there is no compulsory periodic training of the staff on the vital aspects of handling the patients and remaining professional within the duty of care act. An ethical orientation system that adopts a participatory approach in design internalises the aspect of responsibility of the staff is lacking. As a result, it is very difficult to address the importance of avoiding negligence before a personnel is released to serve patients. This aspect will eliminate the ignorance exhibited by the intern nurse who displays unprofessional behaviour towards patients. Through participatory information system training, the staff will be equipped with relevant and necessary skills for taking personal responsibility for every patient within the duty of care act. In the participatory information design model, the staffs are liberated to understand how the system works and the consequences of carelessness on their part. Any employee orientation plan should not aim to disseminate any particular message, as its core purpose is to improve communication between the organisation and employees in running of the organisation’s affairs (Andreadis 2009).
Suggestions for improvement
Ethics can be applied in any profession. Basically, ethics denote sets of laws or moral systems that provide a basis for discerning whether an action is correct or erroneous. Therefore, members of a profession can come up with ethical principles that guide them when carrying out their duties. As it happens in other organizations, there should be laid down structures formulated in to keep staff in healthy and stable mind in their duty of serving the Hospital’s interest through regulatory ethical communication models (Dasgupta, Suar, & Singh 2013). These models define expected behaviour, procedural patterns, and response to every deviation.
In order to give the current employee orientation system the implementation strength, the components should be communicated to any new person joining the organization and a hard copy of the policy hanged on all the rooms in the hospital. In this way, none of the staff will argue on the basis of ignorance whenever unethical behaviour is identified. In order to implement this policy, the hospital should hire a professional in the field of effective organization communication to offer periodic trainings on cultured behaviour systems as a component of employee orientation training to include direct effects of the policy on staff’s work life (Olmstead 2002).
Reference List
Andreadis, N 2009, “Learning and organizational effectiveness: A systems perspective,” Performance Improvement, vol. 48 no. 1, pp. 5-11.
Dasgupta, A, Suar, D, & Singh, S 2013, “Impact of managerial communication styles on employees’ attitudes and behaviours”, Employee Relations, vol. 35 no. 2, pp. 173-199.
Escrig-Tena, A, Bou-Llusar, C, Beltran, M, & Roca-Puig, V 2011, “Modelling the implications of quality management elements on strategic flexibility.” Advances in Decision Sciences, vol. 1 no. 1, pp. 1-27.
Olmstead, J 2002, Creating the functionally competent organization: An open systems approach, Quorum Books, Westport.