References Parker Oliver DR Demiris G Day M Courtney KL Porock D Telehospice

References parker oliver dr demiris g day m courtney

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References Parker-Oliver DR, Demiris G, Day M, Courtney KL, Porock D. Telehospice support for elder caregivers of hospice patients: Two case studies. Journal of Palliative Medicine. 2006;9(2):264–267. doi: 10.1089/jpm.2006.9.264 7.2 In thinking about the employee below, how would you approach the situation based on our readings? Please be sure to be detailed in your response in what you would do from the first time you learned of the situation to resolution of the issue? Please be sure to share examples to support your claims. Do not forget to support your postings and replies with APA style and provide details to support your claims. Kim: The agency receptionist has informed you that Kim (an employee of 7 months) has called in stating that she would be late to work for the 2nd time this week because she has to take her kids to school as they missed the bus. The last time she called in to report that she would be late, you discussed with Kim that she must show up to work on time and you documented your actions clearly in a written reprimand. However, she has called again stating that her alarm clock did not go off properly and she would be more than 1 hour late. In addition to tardiness, Kim also has a history of submitting her documentation (e.g. notes) late, and on several occasions was not punctual with client appointments in her role as case manager in your agency, leaving clients waiting in the lobby or having to reschedule the appointment. Kim also is known as an agency “gossip” and at times spend a great deal of her day in activities which are not related to her job roles such as surfing the internet,
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looking at social media and talking with employees. You have tried to motivate her verbally in the past by providing verbal reprimands, but the behavior continues. When she arrived to the office finally, she enters her work area and closes the door and starts to whisper with her coworkers. If Kim continues to make the same important mistakes or otherwise are not performing satisfactorily, a manager needs to provide support for change. By doing this, Weinbach and Taylor (2015) suggest perhaps through continuing education, mentoring by another staff member, or by more intensive supervision. According to Weinbach and Taylor (2015), the first step in progressive discipline is usually a verbal reprimand. After the verbal repimand (also documentated), there were no improvement in Kim’s behavior. Weinbach and Taylor (2015) explain if improvement does not occur, they should be warned that they are in danger of losing their job. This writer would then use a written reprimand. Written reprimands spell out in detail what is inadequate about the staff member’s work performance. It may contain a description of new requirements being imposed in order to address the problem and/or a reference to sources of help (Weinbach and Taylor, 2015). The staff member is asked to sign it as proof that it was received and read (Weinbach and Taylor, 2015).
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