Activity 7.1 Dr. Michael Henry
Improved quality of health care, patient safety, reduced stress levels of the caregiver and the overall employee morale can only be realized with an effective conflict management approach. A breakdown in communication between health care givers, for example, communication breakdown between a nurse and a surgeon, can lead to increased patient errors (Johansen). In the case study presented involving Dr. Henry at the Adams Memorial Hospital, it can easily be identified that indeed this is a form of conflict involving a surgeon and his counterparts as well the nurses. While the facts leading to the conflict are well outlined in the case study, a decision to whether or not revoke Dr. Henry’s medical staff membership and clinical privileges is yet to be made by the Board of Trustees (BOT).
According to Jordan and Schiller, revoking clinical privileges of a care giver can only be done in the reasonable belief that in doing so the quality of health care in a facility will be improved. Additionally, this revocation can only be done so after due efforts to obtain the facts of the matter have been undertaken and indeed the decision makers have acquired these facts. Also, the physician needs to be given adequate notice and hearing in order to get his/her view or plea of the issue under consideration. The revocation can only be considered by decision makers only based on the facts established after a reasonable effort to acquire these facts. In the case study provided, it is observed that the reasonable grounds mentioned herein were conducted (Mary, Chapter 7).
It is recognized that Adams Memorial Hospital is under equipped, probably the reason why most of the staff members at the hospital are demoralized hence their poor work performance. However, as a professional surgeon, the fact that a nurse may be performing poorly in their assigned duties does not institute the grounds to yell at them. Dr. Henry has demonstrated arrogance of the highest level as he brags about how he is the best surgeon in the hospital. He is likely to continue with this disruptive behavior as he has ceaselessly continued to yell at the nurses who work with him. As much as it is recognized that his disruptive behavior has not resulted to any patient harm, the hospital cannot take chances and wait for the day when his behaviors will actually result to this harm. Based on the facts established from the hearing, and the due process followed so far, as a member of the board of trustees, my decision is that Dr. Henry’s medical staff membership and clinical privileges at the hospital should be revoked.
Works Cited
Harris, Dean. “Chapter 7.” Contemporary Issues in Healthcare Law and Ethics. New York, NY: Foundation of the Amer College, 2014. Print.
Johansen, Mary. “Keeping the Peace: Conflict Management Strategies for Nurse Managers.”Nursing Management. The Journal of Excellence in Nursing Leadership Volume 43.Issue 2 (2012): P 50–54. Web. 17 Mar. 2015. <http://journals.lww.com/nursingmanagement/Fulltext/2012/02000/Keeping_the_peace___Conflict_management_strategies.13.aspx>.
Jordan, Michael, and John Schiller. “A Physician’s Last Chance.” 1 Dec. 2010. Web. 17 Mar. 2015. <http://www.walterhav.com/pubs/winter10.pdf>.
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