Working as a human resource manager at Prince George’s Hospital in Maryland USA is the best decision I ever made. I have done the job for close to 5 years now after leaving Glaxo Smithkline Becham in South Africa in the year 2007. This is a job I enjoy so much as the teams I work with are extremely cooperative. The seniors accord me total support to ensure I deliver.
Classification of Prince George’s Hospital in Maryland
Prince George’s Hospital is a general medical and surgical hospital founded in 1944 as an acute care teaching and referral hospital. It is a member of the Dimensions Health care System not-for-profit health care provider, accredited to offer health care services by the Joint commission. The hospital performs exceptionally well in the United States in adult specialties offering services such as prenatal care, nursing care and patient treatment.
Organizational Chart Prince Georges Hospital in Maryland
Prince Georges Hospital in Maryland organizational chart is hierarchical headed board of directors and the DHS president who is also the chief executive officer. Organizational president manages the hospital by liaising with tactical managers such as vice presidents. The organization has vice presidents who help the president in managing the organization. They include VP medical affairs, VP DHA, ambulatory care and ancillary services, VP materials management, VP chief nursing officer, VP support services and VP human resources. The chief nurse is assisted by medical and surgical services, patient transport, behavioral health services, infection control, diabetes centre, nursing excellence, education and training and two associate vice presidents. One VP is in charge of the surgical services while the other is in charge of the cardiac services, critical care services, maternal child health, customer service and volunteers (Brien, 2011).
Types of Health Services Provided by Prince George’s Hospital in Maryland
Prince George’s Hospital offers comprehensive inpatient and outpatient surgical and medical services. The services include behavioral health, cardiac rehabilitation, emergency services, medical imaging, surgical services and critical care. Other services include domestic violence and sexual assault, diabetes, maternal and child health, physical rehabilitation and arthritis and joints care. Outpatient care includes medicine, dental care, gynecology, family practice and senior programs. Inpatient psychiatric care for adults and adolescents helps those with mental problems. The facility also has a graduate medical education program to train health care professionals on procedures and processes (Dimensions Healthcare, 2012).
Human resource Department at Prince George’s Hospital
Being a human resource manager in the health sector, I enjoy a lot of privileges like a good salary, flexible working conditions and hefty allowances. I also have a role to play in the organization. All issues pertaining to employees are placed under my docket. Practices of human resource management no longer fit into the traditional framework in which they were initially designed to perform. In the past, human resource management (HRM) was deemed as nothing more than an extra limb of the organization, which was used primarily for activities such as cost reduction, payroll processing, and leave processing. The main focus of HRM was on compliance with rules and regulations, such as time management and checking levels of employee absenteeism. It was also used to detect the cause of any deviations present, and to fix them so that everything worked out properly. However, with time, functions of HRM have evolved to respond to emerging issues.
The current issue that I have faced is harassment of staff. Safe and comfortable workplace environment is crucial in improving the productivity of employees and wellbeing of everybody. Any form of actions or acts that might intimidate or affects people at the workplace can therefore, reduce productivity and performance of individuals. In healthcare settings or hospitals, safe and comfortable working environment is necessary for delivery of services and optimal performance of medical personnel. Good relationships among colleagues in hospitals are also influential in decision making process. Workplace harassment has not only been reported within the medical staff but also in other departments as well.
Harassment is any conduct grounded on age, HIV status, domestic circumstances, race, disability, color, language. Religion, political, trade union or other opinion which is unreciprocated and which affects the dignity of women and men at work (Wi, 2009). Workplace harassment in healthcare settings has been reported as a widespread problem in most American hospitals. Healthcare professional such as nurses, general practitioners, and other medical staff do experience harassment in most hospitals in America. Harassment of males and females in hospitals takes various forms such as physical, psychological and sexual harassment, one-off incident or subsequent and recurrent patterns of behaviors and among colleagues, between superiors and subordinates in health or among third parties (patients and visitors).
Women have borne the brunt of sexual harassment because they have traditionally occupied a lower status in the society particular in the workforce. The same is replicated in hospital settings in America, where most victims of sexual harassment are women. Both male and female nurses and other medical staff experience harassment in American health care settings although the level of endurance is different from either gender. Female nurses endure harassment from their colleagues or patients for a long term before taking a further step of reporting the matter.
Harassment by patients is common among nurses and night shift workers. Nurses face harassment from patients and visitors in hospital settings or from fellow colleagues or their superiors that have higher ranks. Similarly “harassment by colleagues is often directed towards women in authority positions and women with financial worries or recent domestic violence” (Libbus & Bowman, 1994). Sexual coercion is majorly perpetrated by male colleagues and senior supervisors. Health statistics and research from the hospital have revealed that close to 90 percent of women health professionals working in the hospital are sexually harassed in related to 10 percent of male health professionals (Roach, 2010).
Harassment in hospital settings has the potential of affecting nursing performance and productivity. Male and female harassment in hospital lowers the morale of nurses and other medical personnel to work efficiently. They minimize the the capacity to deliver. Harassment may be traumatic, and if the health care professionals who are the victims to get counseling servicers, they can suffer from stress and long-term affects that are related to stress disorders. Act of harassment in hospital settings may lead or result in “increased absenteeism, greater staff turnover, decreased morale and reduced worker productivity” (International Labor Organization, 2000).
Nursing managers and executives in at the hospital should identify and eliminate any form of harassment that is directed to either gender in order to improve and sustain nursing performance and productivity. In addition, nursing managers and executives should Endeavour to create a good working environment and culture that can discourage any form of harassment in hospital settings and to foster good behaviors among patients, nurses and staff in hospital settings. Hospital management should take the responsibility of ensuring that working environments in hospitals are free and zero tolerant to conducts and behaviors that constitute harassment of gender.
Cases of harassment of male and female in healthcare settings in Prince George’s Hospital have been reported. Most of the harassment cases involve health professionals and their colleagues, with their superior supervisors. The most dominant form of harassment being sexual harassment. Harassment of male and female health professionals in healthcare facilities has serious detrimental effects and it may impact negatively on the productivity and performance, and it can further lead to absenteeism, greater staff turnover, decreased morale and stress.