Sexual Harassment in Hospital
Research proposal to the Hospital executive committee
Behaviors which are of sexual nature, that affect the dignity of men and women in the work place, done by colleagues or the superiors, is unacceptable. The definition of sexual harassment has not been limited to one specific condition due to the various debates on what exactly constitutes sexual harassment.
Forms of sexual harassment can be divided into verbal advances which are sexual; remarks about ones look and figure as well as sexual jokes. Non verbal forms of sexual harassment include whistling and staring. The physical forms of sexual harassment are physical sexual contact that is unsolicited to aspects like rape / assault. Sexual harassment in any given organization has its cost and consequences when the vice is not mitigated early enough.
Many work places experience cases of sexual assault and we at this health organization are not exempted. In the recent past complains have been made to the managers concerning sexual harassment of various degrees but nothing has been done to address the issue. Some employees have faced threats and firing due to raising an alarm that they are being sexually harassed in this Hospital. Some have decided to shut up for fear of termination (Morrison, 2010).
By tolerating the vice to continue, we will have failed in our moral duty of ensuring equality and harmony among staff members; which is part of our organization mission. We also know that when we do not address the problem, it will lead to a destructive issue in our delivery of services to patients. This means that the psychological well being of the care givers should be a priority because caregivers are able to perform their task optimally when they have a high self esteem (Moss, & Dobson, 2006, pp 284-299).
Describe the employment and labor relations situation
The Hospital shows reluctance in addressing the issues of sexual harassment in the work place. Information policy that addresses the vice seems to be non-existent and lack of leaders who can from time to time solve problems that arise. Complaints from the victims are ignored by the medical officer who is responsible to address the challenges faced by those under him.
Demotion is a punishment to the aide for complaining too much about the problem. Termination is also another punishment faced by those in support of the injustice done to the complainants which are retaliation and sexual harassment. EEOC Complains from the victims is not filed by the Medical officer.
The law that applies to the situation
Every workplace has labor laws, criminal laws, and civil service Act which control violence. The Working Condition law of 1994 calls all organizations to have a policy which addresses against sexual harassment in the work places(Barrett & Lee, 2009, pp 130).
The Hospital management has to come up with procedures and policies for controlling violence and it prevention. It is also recommended that the health personnel are aware of aspects that constitute sexual harassment though awareness programmers. Prevention of workplace violence can be done through training of anger management skills and stress control, skills in conflict resolution and skills of how to deal with violent situations and persons. The hospital has to establish procedures for investigation, reporting and management of the vice(Thompson, 2006, pp 60).
By adaptation of policy measures required by Working Condition law of 1994, the hospital has to undertake information activities which include having a confidential counselor or information distribution to be done by the management. The policy to address is sexual harassment.
Prospective Risk Management
The hospital leaders are responsible for development of a grievance procedure and commissions, confidential counselor and carry out information activities.
Sexual harassment should be further researched to give a wider definition and not only the few that are available. The health organization should develop mitigating aspects to address the vice before the workers performance is tampered due to low self esteem.
Are you aware of cases of sexual harassment within this organization?
What steps have you taken to address sexual harassment?
What do you think are the consequences associated with sexual harassment?
What are the steps to be taken to mitigate the vice?
Are there any policies in place to address such problem?
Who is responsible to solve employee’s problems?
Do you see the need of a confidential counselor in this organization?
What will be your personal responsibility when you receive sexual harassment complaints by your juniors?
What are the procedures that can be undertaken to prevent the problem in future?
Is retaliation a way of solving the victims problems?
Morrison, E. E. (2010). Ethics in health administration: A practical approach for decision makers (2nd Ed.). Sudbury, MA: Jones and Bartlett Publishers.
Moss, E. L., & Dobson, K. S. (2006). Psychology, Spirituality, and End-of-Life Care: An ethical integration? Canadian Psychology, 47(4), 284-299. Retrieved August 19, 2010, from ProQuest Psychology Journals. (Document ID: 1244132131).
Barrett, C., & Lee, P. (2009). Health care transformation and CEO accountability. Health Affairs, 28(2), w177.
Jones, D. S. (2007). Combining disciplines: Making the connection between compliance, risk, and quality management. Journal of Health Care Compliance, 9(3), 5.
Roberts, K. (2006, ). Commitment and challenges in performing "all our best" in corporate compliance within a large health care system. Journal of Health Care Compliance, 8(3), 15.
Thompson, R. E. (2006). The hospital ethics committee -- Then and now. Physician Executive, 32(3), 60.