User:Ehagi/sandbox

Name Course Institution In a professional setting, every employee needs to appreciate the challenges that are occurring. This is due to the work that they do for the organization. They are vital to the growth of the organization. To this extent, the people that are working in a company need to appreciate the need for diversity (Czarniawska and Sevón, 2011). Nevertheless, there are times when working with a particular set of people becomes difficult. This is owing to their unrelenting behavior. At times despite being a self-motivated employee, one may find themselves in a team made up of lazy individuals. They would only want to do light tasks. The heavy tasks are left for older persons (Czarniawska and Sevón, 2011). This is because they feel empowered and above others. This proves to be a night for some employees. Thus, they are unable to perform in the company. Therefore, activities that are carried out in a company can be a triggering factor indeed of solving issues. This is because a member of staff may be used for a particular form of behavior. This leads to other members in the department abhorring such acts (Dennison, 2011). For instance, there is the case of one of the employees feeling entitled at all times. They get the best shifts, deals, and day-offs as opposed to other staff in the facility. When working for a medical facility. The routines are complicated owing to the long durations one stands. This is due to the concern a nurse has for the patients (Dennison, 2011). They have to move from ward to ward owing to the number of patients they have to take care off. They are exhausted. Mostly in a medical facility, this arises due to many of the nurses being on maternity leave. This leads most of the nurses on duty to be overloaded with work. On the other hand, there is a shortage of staff at times in the department. Thus, some of the nurses would even take lighter duties or masquerade around in the name that they are doing something important. Nevertheless, they are idling so that they are not extremely exhausted. I have found it to be challenging working in the newborn unit despite having a purpose for working in the pediatric unit. The work is overloading. Since I joined my new working station in the countryside (Fitzgerald and McDermott, 2017), things have not been the same. This is owing to favoritism from the matron in charge. They opt to make the life of other staff difficult. This is due to the changing of the shifts according to their own will. In our hospital, we have a policy of being at work three days in the morning shift and two-night shift. Nevertheless, there are times when the matron disorganizes the roster (Gibbons, 2015). To this extent, one finds that they have only night shifts while another staff has day shifts. To a great extent, this can be viewed as discrimination of the highest order. Also, some of the staffs do not get off days when they ask for them. Furthermore, the ones strongly inclined to the matron get the off days at their request (Gibbons, 2015). This makes them be ruder and see other staff as their juniors at the workplace. At the moment intensely, little is said about the plight of having unbalanced shifts. They bury their heads under the sand, notwithstanding the employees being overworked. There have been cases of underpaying the workers (Gibbons, 2015). Despite them having the same qualifications, some of the new employees earn better salaries than older ones. In the face of the more former employees, they are even more experienced. The hospital has not been able to resolve the issue. Some of the nurses do not wear staff uniform. This is owing to the blasé attitude that they have. Despite the government as well as the hospital is issuing them with uniform allowance (Gibbons, 2015). They have decided to use civilian clothing. This has made patients in the hospital at times, not to know who is attending to them. They are more worried that it might be a dangerous person out to harm them. Thus, giving the medical facility a poor appraisal. The food that the staffs eat is packed in an inhumane manner. Despite working in a hospital facility, the people that are serving the food bring it under unhygienic conditions (Gibbons, 2015). The food is delivered inside a bucket. Furthermore, it is cold and thus gives most of the staff stomach issues. This is owing to the coldness of the food. It is also one type of food that is brought for the staff. To make matters worse, it is conveyed past the lunchtime. Thus, most of the team are emaciated owing to the long working hours. The issues raised above are pertinent in an organization setting. This is owing to the way an organization is functioning. From such attitudes and behaviors to colleagues, one cannot say that some of the staff are not recognized (Gibbons, 2015). They are seen as demi-gods. To that extent, one can learn vital lessons that can tilt the professional realm. The medical facility is seen to have a poor working culture. This is owing to weak management structures. A leader is supposed to be and act professionally. Nevertheless, the in-charge has the audacity of doing activities the way they are pleased. It is one way of shunning other staff mates from the taking charge of their actions. To a great extent, bold employees have stood their ground. This is by making sure that the in-charge does not look down upon them. For instance, during the departmental meetings, they voice serious allegations (Dennison, 2011). For example, an employee once claimed that is their day off, yet they received a call from the in charge. The main reason for the request was to go to work. Actually, this goes beyond the labor relations law of the state. A new wave of workers, however, has cropped up. They are trying to address the aspects that are affecting the nurses. This has led to the formation of groups and a nursing association. Through this institution, one can lodge them complains (Dennison, 2011). They would be dealt with in due course owing to the seriousness they deserve. It is one way of policymaking in which the people share and change the direction of doing things. In the meetings as a department, we have raised issues of staffing. This is because they come out as pertinent (Lewis, 2011). Most of the employees are overworked. Mainly because the ward has a high number of admissions at times, this makes the staff work for long hours. Nevertheless, we have never had feedback from the seniors on how they would be handling the issue. The union members at all times should protect the employees. This is by making sure that they are well represented (Tryon, 2016). For example, the issue of shifts needs to be addressed with great interest. It is not good as well as health-wise to have some staff standing in the cold for longer hours. Others are only working during the day. The course of such tendencies should be investigated. Punitive actions need to be taken for in charges that violate the rule. For instance, the duty roster can be put in a centralized position. This is a place everyone can see the staff that would be on duty (Tryon, 2016). Therefore, making sure that under the table dealings is out of place. This is because some of the staffs are seen to profit from the aspects of being friends with the in charge. Anyone that is against the in-charge to start with is an enemy. Also, they get to undertake more night shifts. They lack off days of which is very bad. The staff need not fear reporting anomalies. This is because the unions protect them. Also, the hospital is acting against the labor relations act of which is culpable. Thus, the person is responsible to adhere to the laws that have been laid out. This is because they are the ones that would also be affected (Tryon, 2016). For instance, if an employee develops a complication, they would lose human resource. This might be due to overworking an employee. At every point, there should be a dialogue between the employees and the management. This will serve as a means of maintaining bottom top communication (Tryon, 2016). It is an essential approach to knowing the issues which the staffs are facing. This is because of the enclosures that happen at certain times, leading to a time bomb at the end of the day. Health care sector plays a vital role in the lives of people. Therefore, nurses should be well compensated. There should be guidelines that seek to address the gap in terms of remuneration (Tryon, 2016). This is owing to the amount of experience one has vis a vis qualification of education. It is not a matter of superiority but a reward level for the workers in the institution. They would be happier and more motivated to change the outlook of the organization. Therefore, employees need to be treated equally. This is owing to the nature of work they are subjected to. It is unfair to treat one part of the department, especially. While the others are seeing that they are being undermined, the human resource manager, to this extent, should intervene. To this, because they should be able to have a sitting with the line managers as well the hospital in charges, they will be able to change various aspects that trouble and make the staff to be worried every time they are at work. Team building exercises also should be organized. This is a way of making sure that they are aware of the strengths and weaknesses of each employee (Tryon, 2016). It is an excellent platform for bringing about change in the facility. This is by the close interaction of the employees. It would be a way of breaking down monotony. It is a sure way of making people more comfortable. Through the platform, the workers can come together and have a positive appraisal. Nevertheless, at the workplace it there is a challenge of having projects in place. This is through the approach the leaders at times take (Tryon, 2016). For example, the issue of staffing has never been addressed. To this extent, the overworking of the staff has led to staff drain. This is caused by the team moving to other medical facilities in the world. It is seen that the management is radical. They are not ready to embrace change when called upon. This is seen through bureaucratic mechanisms that exist amongst the managers (Lewis, 2011). They approach every issue from a proper perspective. It takes a lot of time to escalate from one level to another. This is due to the level of urgency and concern that they have on issues. It would be necessary for the staff to change their outlook. This is by having persons in the management or close to the line managers who can influence decisions. Through this aspect, they can be able to change the way things are done in the medical facility. This is due to the nature of strife that exists between the management and the employees. It is not a healthy working environment (Argote, 2012). Very few employees would wish to work in such a medical facility. This is owing to the challenges that one would face in the institution. As a matter of escalating the discussion to another level, the organization should have a mechanism of retaining the staff of which lack, is our organization really improving as it gains experience, forming an organization culture would be seen as a vital aspect? Would the new mechanisms that are highlighted during meetings be applied? Advancement in technology would also be adapted over time. These are some of the questions that I would wish to pose at times. This is in order to get credible answers. They are answers that would change the outlook of society. Therefore, putting aspects of organizational learning and change, serve as a means of moving the discussion to the next level of which provides a solution to the issues in the medical facility.

References Argote, L. (2012). Organizational Learning: Creating, Retaining and Transferring Knowledge. Springer Science & Business Media, 14 Nov 2012.

Czarniawska, B. and Sevón, G. (2011). Translating Organizational Change. Walter de Gruyter.

Dennison, J. (2011). Challenge and Opportunity: Canada's Community Colleges at the Crossroads. UBC Press.

Fitzgerald, L and McDermott, A. (2017). Challenging Perspectives on Organizational Change in Health Care. Taylor & Francis.

Gibbons, P. (2015). The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press.

Lewis, L. (2011). Organizational Change: Creating Change Through Strategic Communication. John Wiley & Sons.

Tryon, C. (2016). Managing Organizational Knowledge: 3rd Generation Knowledge Management and Beyond. CRC Press.