Read Case: “Pleasant Dreams” in Chapter 17. Post your answers to questions 1 & 2 and respond to two posts from your colleagues. You will not be able to see any postings until you post.
Your initial post should be a minimum of 200 words.
Feedback responses to your classmates should be a minimum of 100 words.Case: Pleasant Dreams Imagine yourself as night-shift charge nurse on a medical-surgical unit. For several months you have had a problem with a staff nurse whose performance you consider unsatisfactory She seems to continually take advantage of quiet times during her shift to doze offat the nursing station. You have orally reprimanded her several times for sleeping on the job, and you have reached the point where you believe you can no longer simply scold her for her conduct. Her position, however, is that “it’s no big deal,” that she’s always certain to hear any call signals as long as she’s at the nursing station. (Your hospital has a clear policy concerning written warnings, but policy is relatively loose concerning oral warnings; these can be unlımited and issued at your discretion, so you can deliver as many as you believe necessary.) For a written warning to become official and be entered into an employee’s human resource file, it must be agreed to and countersigned by the unit’s nurse manager and the director of nursing. You issued the offend- ing nurse two written warnings, both cleared only through the unıt manager. However, you believe you can go no further without backing from the director of nursing, and there has been no follow-up from that direction. Meanwhile, the employee continues to be a problem. Questions 1. What recourses do you have in pursuing the disciplinary policy in the manner described in the case? You know the disciplinary policy lists “sleeping on the job” as an infraction. 2. Assuming that you believe the problem to be severe enough to constitute a risk to patients under your care, what can you do about the troublesome employee? Reference 1. Kaufmann W, Borry EL, DeHart-Davis L. Can effective organızational rules keep employees from leaving? A study of green tape and turnover intention. Public Management Review. 2022:1-22 https.//doi.org/10.1080/14719037.20
