Discussion Debate

docx

School

Fayetteville State University *

*We aren’t endorsed by this school

Course

400

Subject

Communications

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by hcalhoun28379

1 Running Head: DISCUSSION DEBATE Discussion Debate Fayetteville State University Kayla Leviner May 3, 2020

2 DISCUSSION DEBATE Discussion Debate Dealing with employees who have mental health issues can be very challenging. With this scenario, there were positive and negative things that happened in my opinion. The positive things were that after an issue occurred, T.C. was brought in to the office to have a meeting instead of addressing it on the floor. Also, after T.C.’s breakdown, she did not call security to have her escorted, because this would have only made things worse. Society for Human Resource Management states how it is very difficult to handle situations with people who have mental health disorders while also being respectful of their privacy (Gurchiek, 2019). I feel that bringing T.C. away from others, so that she did not have the outburst in front of everyone helped with her privacy. On the other side, I feel things were handled negatively also. One negative controversy is that F.J. was talking about T.C. to other people. I feel that this is not appropriate nor is it professional. Also, the way that the email was written was unacceptable. In the email, F.J. states that she does not want her back on her unit. I do not feel this was the way to handle things. Most organizations have a program called Employee Assistance Program (EAP) (DeTienne, Hooley & Larrocha, 2020). With this program, T.C. can get the proper help that she needs to return to work and be able to function normally. With the proper resources, T.C. can figure out what is going on and possible start on medication. I feel that F.J. was being discriminatory instead of addressing that T.C. needs help. Another discussion with being negative is that after 3 years of working and being written up, something should have been done. Written documentation should always be completed and turned in to the appropriate people to prove that there have been issues. Doing this, may have kept the outburst from occurring.

3 DISCUSSION DEBATE When F.J. began speaking on T.C. and how she is having some mental issues, it became both legally and ethically wrong. As a nurse manager, she should understand that T.C. is having some issues mentally that she may not have known she had. The fact that every time something happened, she related it to the stress of the job, should be evidence that she did not recognize herself that she had a disorder. Even though T.C. may not have been diagnosed with a mental disorder yet, she should not be telling others about these private things. With the Americans with Disabilities Act (ADA), once T.C. is properly diagnosed and treated, she should still be able to work (Maurer, 2019). There should be no discrimination with her having a mental health disability (Maurer, 2019). In my opinion, after the first couple of times that T.C. showed signs a mental health disorder, the nurse manager should have pulled her in the office and asked what was going on. If T.C. denied anything, then write her up. If it was to happen again, F.J. should have went straight to the DON and informed her and her only about what had been going on. At that point, the nurse manager along with the DON could confront her and offer her some guidance on having an assessment done. The way that T.C. began crying when told that she had not been acting appropriately makes me feel that she knows something wasn’t right. It is important to be proactive and make sure everyone knows that they can get the proper help they need if they need it (2020). Always being open and making not only T.C. but all employees feel that you are approachable when an issue arises (2020).

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

4 DISCUSSION DEBATE References : DeTienne, K. B., Hooley, J. M., Larrocha, C., & Reay, A. (2020, January 22). How to Manage an Employee with Depression. Retrieved from https://hbr.org/2020/01/how-to-manage-an- employee-with-depression Gurchiek, K. (2019, August 16). Coping with Employees' Mental Illnesses Can Be Challenging. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/risk-management/Pages/ Coping-Employees-Mental-Illnesses.aspx Maurer, R. (2019, August 16). How to Accommodate Workers with Addiction and Mental Health Conditions. Retrieved from https://www.shrm.org/hr-today/news/hr-news/pages/how-to- accommodate-workers-addiction-mental-health.aspx

Discussion Debate

Related Documents