Bonanza Offer FLAT 20% off & $20 sign up bonus Order Now
1. In this case, the patients right of having autonomy and shared decision-making balance against the non-discrimination policies and laws. The patient autonomy right allows them to make a medical decision as per their personal values and beliefs. Further, the shared decision-making allow the patient to put forward their involvement in the medical decision-making process. The reference of informed consent also allows the patient to prefer the healthcare professional as per their desire and comfort. Therefore, these preference and rights balance against non-discrimination policies and laws (Hurley Medical Center Agrees to Settle EEOC Race Discrimination Case, 2016) (Harzing & Pinnington, 2010).
2. The workplace safety for employees always remains a concern of the higher administration. In this case, the issue of anger and betray in hospital nurses towards the racist client created a safety concern for the administration. As per Occupational Safety and Health Act (OSH Act), it is the duty of employers to provide complete safety and protection to its employees. The employer needs to personally manage any kind of issue, hazard, decision, or action that harnesses the safety of its employee in the private sector as per the conditions of this Act. In this manner, the safety concerns for the employee’s balance against the non-discrimination laws ensured for the employee (Hurley Medical Center Agrees to Settle EEOC Race Discrimination Case, 2016).
3. In this case, the Civil Rights Act of 1964 (Title VII) or Federal Civil Rights Act was violated because the situation of racial discrimination occurred with the nurse in hospital premises and the act performed by hospital authorities supported racial discrimination conducted by one client. As per this law, the employers are not allowed to discriminate their employees on the basis of colour, race, sex, religion and origin. However, in this case, nurse Battle was clearly discriminated on the basis of her race by the authorities of Hurley Medical Centre (Caracappa, 1975).
4. In my opinion, Hurley Medical Center settled the lawsuit and EEOC charges to maintain its image as an organisation against racial discrimination. In a very moral and peaceful manner Melany Gavulic (CEO) of Hurley indicated that organisation opposes any kind of racial discrimination. Therefore, to prove this as a reality for their medical center the lawsuit and EEOC charges were settled in this case (Hospital settles nurse's discrimination suit, 2016).
5. The implementation of effective Organisation Development intervention related to any specific issue leads to rectify the root cause of the issue. In this case, I would suggest OD intervention of providing “More extensive legal education training to its employees”. This intervention will help to avoid racial discrimination issues in Hurley Medical Center that occurred in the case of Mrs. Battle. This intervention will make employees more aware of the legal consequences of practices against employment discrimination policies and laws (Hendry, 2012).
Further, the OD intervention of providing “Employee Advocate” can also help in overcoming such issues where employee advocate will analyse the root cause within the organisation and manage the employee’s issue with hospital administration (Bratton & Gold, 2012).
In the AHA article assigned for lesson 5, Hurley is listed as having “a successful diversity and cultural proficiency program.” Does this case represent a failure of that program?
Yes, this case indicates the failure of successful diversity and cultural proficiency program at Hurley Medical Center because hospital authorities to satisfy a customer having racial perception performed a clear racial discrimination activity. Mrs. Black was disrespected by discharging her from taking care of a child without any mistake performed in her duty indicating a clear act of racial discrimination in the hospital (Hurley Medical Center Agrees to Settle EEOC Race Discrimination Case, 2016).
6. The Swastika Tattoo of the client whose baby was handled by Tonya Battle was visible to vulnerable nurse created an assumption about the racist perception of the client. But, if the tattoo remained invisible than also the situation won’t have changed because the behaviour of the client with black nurse Mrs. Battle, clearly demonstrate his racist attitude. However, the visibility of tattoo created a feeling of atrocity and anger in the staff of hospital (Hurley Medical Center Agrees to Settle EEOC Race Discrimination Case, 2016).
7. This case received a National attention because of the involvement of EEOC in this case. The Hurley Medical Center didn’t persist any process to settle down such case within the organisation this lead to the lawsuit filed by vulnerable employee and involvement of EEOC. Soon the case got National attention due to media publicity.
8. As per my opinion, if such case had occurred in my facility then the hospital authorities would have tried their best to settle the issue within their organisation and take the responsibility of mistake that occurred within their working scenario.
9. In such situation, I would have rejected such racial discrimination request of the client for disallowing African-American nurse taking care of the child. I would have asked the client to provide a genuine reason or mistake committed by the nurse if any. In case, client not able to provide any justification for their request, I would have simply denied their request explaining that hospital does not support any kind of racial discriminating activities.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Caracappa, J. P. (1975). Civil Rights Act of 1964-Title VII-Affirmative Action in Hiring-Persons Protected.
Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management. Sage.
Hendry, C. (2012). Human resource management. Routledge.
Hospital settles nurse's discrimination suit. (2016). USA TODAY. Retrieved 7 August 2016, from http://www.usatoday.com/story/news/nation/2013/02/22/hospital-settles-discrimination-suit/1940575/
Hurley Medical Center Agrees to Settle EEOC Race Discrimination Case. (2016). Eeoc.gov. Retrieved 7 August 2016, from https://www.eeoc.gov/eeoc/newsroom/release/9-26-13e.cfm
Upload your Assignment and improve Your Grade
Boost Grades