ACU HLSC606: Health Sciences Management Report on Workplace Issues

This report, focusing on management within the health sciences, explores the critical role of performance appraisal in organizations. It details the strategic benefits of performance reviews, including measuring worker performance, motivating employees, aligning individual duties with organizational ...Read More

Running head: MANAGEMENT IN HEALTH SCIENCES 1
Management in Health Sciences
Student Name
Institutional Affiliation

MANAGEMENT IN HEALTH SCIENCES 2
Part 1
Introduction
Performance appraisal plays a vital role in ensuring that organizations achieve their
objective within a particular period. It is the practice of assessing employee’s performance in
comparison to particular predetermined standards of the company. It is usually used to obtain,
analyze as well as record evidence concerning the values of the staff to that of the organization.
Various companies have employed the use of performance appraisal to analyze staff performance
especially in healthcare, the advantages and disadvantages to determine if there is a need to train
as well as suitability for promotion. Moreover, organizations uses the performance appraisal to
allocate rewards to employees with exemplary performance, offer advice to those with dismal
performance as well as understand their opinion concerning their department, position, and the
entire organization.
Significances of Performance Appraisal in Companies
One of the main strategic benefits of the performance review to the organization is that it
can be used to measure the worker's performance thereby enabling the organization to know if
the progress of the work is headed towards the desired aims and goals. Additionally, employees
can receive a bonus as a result of excellent appraisal which helps in motivation building among
the workers. Hospital mostly uses this technique to encourage health care providers who operate
at night shifts. Performance appraisal also contributes towards the achievement of the
organizational goals since it plays a crucial role in assisting the employee to have a clear
understanding of their duties as well as responsibility through giving direction to individual
performance (Bernardin, & Wiatrowski, 2013).

MANAGEMENT IN HEALTH SCIENCES 3
Secondly, performance appraisal helps in identifying the weakness and the strength of the
workers within the organization. Therefore, organizations can evaluate the vulnerability at the
right time and come up with ways on how to deal with the weakness. Thus, this can help the
workers to enhance their efforts towards meeting the standards set by the company. Moreover,
after identification of strength of employees through performance review, the organization can
decide to motivate the work through rewards so that they can work hard towards set goals
(Venclová, Salková, & Kolácková, 2013). Through performance appraisal, supervises and staffs
are encouraged to have continued as well as organize dialogue, provide feedback to employees
after a comprehensive assessment. Therefore, this assists with the evaluation of the current and
past performance with the goal of discovering if there is a probability of improvement of
performance to achieve the organization goals.
Finally, performance appraisal assists the management when it comes to the control of
the organization targets as a result of employee's performance. Through creations of a healthy
environment between the supervisor and employees, there is always a smooth flow of duties due
to positive attitudes (Warokka, Gallato, Thamendren, & Moorthy, 2012). Therefore this often
leads to the achievement of the company goals at the right time. Performance review also
provides all information concerning task as well as job responsibility thereby making all
functions to be performed by workers clear. Thus, this minimizes the number of errors associated
due to lack of information among the employee leading to achievement of the goals and aims set
by various organizations. Through performance appraisal, complains of the employees are
looked and deal with within the right time leading to better performance and achievement of the
organization goals.
Part 2

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Bullying
Workplace bullying refers to the physical, verbal, psychological or social abuse at the
workstation by one or more colleagues or people who are superior to them over a long time
(Cowan, 2012). Such individuals are often subjected to aggressive conducts that they find
difficult to defend. They are always feeling of intimidation caused by someone who exercises
power and strength to hurts as well as cause fear. Presence of such a person usually makes them
have vulnerable as well as uncomfortable feeling to an extending of being stressed and
demotivated at the workplace.
Laws dealing with Bullying at Work Place
Recent studies indicate that there is a rise of bullying in various workplaces resulting in several
campaigns to encounter harassment and do away with it through the creation awareness to the
employee. The significance of attacking bullying within multiple organizations should not be
underestimated. There are very few laws that have been put in place to deal with bullying. The
set of rules that can be used to deal with bullying include; administrative laws, tort laws and
industrial laws (Indvik, & Johnson, 2012). Administrative laws deals give bullied employee a
chance to challenge the action of somebody who despite not being a government servant is
exercising public powers officers. Industrial laws mainly deal with precedents that address legal
right as well as restrictions of people within the organization. It mediates several conditions of
the relationship between employers, employees and trade union. Tort law serves to guard the
interest of a person, reputation, and physical security. Therefore, unlawful interference such as
those caused by bullies is looked at by the tort laws. Other laws such as workers compensation
laws as well as anti-discrimination laws can also be used to safeguard people from bullying at the
workplace.

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There are various strategies that my organization will come up with to help deal with
bullying in the workplace. There will be a suggestion box where people will be dropping any
complaints including those of bullying the bullies are identified earlier, and appropriate measures
are taken to deal with such people. Additionally, there will be an organization harassment policy
that acts as a guide for every employee against being bullied (Cooper-Thomas et al., 2013). The
policies will encourage individuals to first try resolving their bullying issues by themselves.
However, if it fails, the policies encourages individual who feel bullied to seek for further helps
through involving the top management or the police who will initiate a legal system and
prosecute for taking part in harassment or assault. Moreover, my company will come up with a
reward system for departments that have the best working association. Finally, my organization
will organize frequent workshops where the employees will have a chance to raise any complaint
concerning bullying. The training will also create awareness concerning the effects of bullying
and its consequences.

MANAGEMENT IN HEALTH SCIENCES 6
References
Bernardin, H. J., & Wiatrowski, M. (2013). Performance Appraisal. Psychology and
Policing, 257. https://books.google.co.ke/books?
hl=en&lr=&id=QgsMvvLspPQC&oi=fnd&pg=PA257&dq=Bernardin,+H.+J.,+
%26+Wiatrowski,+M.+(2013).+Performance+Appraisal.+Psychology+and+Policing,
+257.&ots=ljx_LP4gqs&sig=_WT_SJJj69Apt4lD_VKq9_6cY50&redir_esc=y#v=onepa
ge&q&f=false
Cooper-Thomas, H., Gardner, D., O'Driscoll, M., Catley, B., Bentley, T., & Trenberth, L. (2013).
Neutralizing workplace bullying: the buffering effects of contextual factors. Journal of
Managerial Psychology, 28(4), 384-407.
https://www.emeraldinsight.com/doi/abs/10.1108/JMP-12-2012-0399
Cowan, R. L. (2012). It’s complicated: Defining workplace bullying from the human resource
professional’s perspective. Management Communication Quarterly, 26(3), 377-403.
http://journals.sagepub.com/doi/abs/10.1177/0893318912439474
Indvik, J., & Johnson, P. R. (2012). Lawsuits walk in on two feet: The bully in the
workplace. Journal of Organizational Culture, Communications and Conflict, 16(2), 63.
https://www.researchgate.net/profile/Daniel_Jones6/publication/289747028_What_are_th
e_effects_of_psychopathic_traits_in_a_supervisor_on_employees'_psychological_distres
s/links/56ef181b08aed17d09f86c8f.pdf#page=81
Venclová, K., Salková, A., & Kolácková, G. (2013). Identification of employee performance
appraisal methods in agricultural organizations. Journal of Competitiveness, 5(2).
http://www.cjournal.cz/files/131.pdf

MANAGEMENT IN HEALTH SCIENCES 7
Warokka, A., Gallato, C. G., Thamendren, A., & Moorthy, L. (2012). Organizational justice in
performance appraisal system and work performance: evidence from an emerging
market. Journal of Human Resources Management Research, vol. 2012, 1-18
https://ibimapublishing.com/articles/JHRMR/2012/159467/159467.pdf