HRM Processes

                We have all, at one time, had a supervisor who we did not enjoy working with. You may have felt this person was a poor leader. Perhaps they did not take action to solve problems when they occurred or maybe you felt this person micromanaged the staff to an extreme level. Managers are held to a certain standard in the minds of each employee. My most recent employer was to the Catholic Health Services. I worked as a unit clerk in a private hospital. My direct supervisor, the Assistant Nurse Manager of the Intensive Care Unit, I feel, was a very poor boss who was not only hurting myself, but also my fellow employees, herself, and potentially every patient admitted to our unit.

                My assistant nurse manager, Ro, was more interested in the statistics on the paper in front of her than the quality of care and efficiency in the progress of the unit on a daily basis. Rather than taking report of the patient status of the entire unit as she was required in her job description at the beginning of shift, she would wait until the end and have each nurse write in their own report. The result of this was that certain nurses were getting a patient assignment that was deemed dangerous to those patients due to their acuity and the workload given to that nurse. Rather than walking through the unit during the shift, she remained in her office trying to change the work schedule to her personal preference. This created an issue down the line for many people including myself because complaints would be made by the alternate shift and instead of being able to come to an actual explanation, Ro pointed fingers. In the end, when she was being questioned about the behaviors of certain employees, she did not have an answer to give the Nurse Manager because she had not observed any herself. The result was false information and false accusations. My first serious incident was when Ro tried to write me up for many false accusations. I was given a piece of paper explaining all the things I was being accused of not doing on a regular basis and expected to sign it, resulting in the write up going on my record in human resources and preventing me from progressing to another position within the organization. After a long argument with Ro, I got nowhere. I refused to sign the paper and proceeded to go through a process to make a meeting with the nurse manager and make my case. I successfully got the write up removed but it was a very frustrating process.

                Using the HRM processes, I believe this situation could have been avoided on two bases. The first is by the assistant Nurse Manager, Ro, setting up critical incident techniques and a graphic rating scale to account for those under her supervision. These processes will allow her to have documentation describing the quality and quantity of work, attendance and punctuality of each employee along with his/her actual behavior in certain circumstances. Using the Behaviorally Anchored Rating Scale (BARS), she will be able to measure performance results of each individual. By proceeding through these processes and also communicating her results to the individuals, Ro would be able to not only obtain actual information regarding the status of the employee but also would be able to improve that employee’s weak areas by sharing these concerns with the employee.

                I believe that a situation in which an assistant nurse manager like the one I am presenting can also be avoided with use of similar processes by the higher up manager. A multi-person comparison of Ro to other employees in her position with use of 360 degree feedback can convey to the Nurse Manager where the supervisor stands amongst the staff and how others in her position have been able to succeed beyond that of Ro.

                Not only do I believe these techniques can help to relieve some frustration shared by the staff, but I also believe that it is absolutely necessary in this type of business. Regardless of the success of the business, poor work processes can lead to loss of life in a hospital. Action by the Nurse Manager is necessary for the business chain and the safety of the patients in the intensive care unit.