Human Resource Management

Human Resource Management [WLOs: 1, 2] [CLOs: 1, 2, 3, 4, 5]

Prior to beginning work on this discussion forum, read Chapters 4 and 6, and view the  Human Resources in Health Care Scenarios (Links to an external site.) resources.

The health care delivery system is currently experiencing a paradigm shift regarding the functionality and application of talent within their human resource departments. Many health care organizations include the human resources department in their decision-making processes to obtain a greater degree of transparency regarding employee input. As an example, the human resource department can provide recommendations on managing employee concerns and suggestions to improve positive health care outcomes for patients. This process of inclusion greatly helps to reduce patient complaints as well as issues associated with noncompliance of state and federal policies as well as accreditation standards. Further, human resource departments are considered experts in the areas of employee performance evaluation, recruitment, and training. Last, employee retention and job satisfaction in the health care delivery system is vitally important for health care organizations to maintain high care standards; therefore, human resource departments are tasked with providing employees a working environment that inspires both personal and professional growth opportunities.

As the human resources director, you are responsible for determining the actions taken for the following scenarios, as assigned by the first initial of your last name.

For a larger view, open the interactive in a new tab by clicking:  Human Resources in Health Care Scenarios  (Links to an external site.)

Human Resource Management Scenarios

Scenario E: Harassment in the Workplace: Bullying

First Initial of Last Name:  F, J, M, T, X

Prior to preparing your response to this scenario, read  Skilling Self to Better Manage Difficult People  and  Workplace Bullying: Not a Manager’s Right?  articles. Additionally, review the  Understanding Your Role: Managing In A Unionized Environment (Links to an external site.) PowerPoint presentation.

In your discussion post, address the following:

· Identify the policy or policies this behavior would violate as identified in section 6.2 of our textbook.

· Choose one of the policies and give your rationale as to why this behavior violates the policy.

· Discuss at least two possible methods of managing this situation, including the benefits and drawbacks of each option

· Who would be disciplined?

· Who would not be disciplined, if any?

· Discuss how the actions would vary if the group were union

Your initial post must be at least 250 words and must use at least one credible source to support your discussion content. The supporting resource can be one of the required or recommended resources provided in this course. The  Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.)  table offers additional guidance on appropriate source types. All referenced materials must include citations and references in APA format. Please see directions for including APA Style elements on these Writing Center pages:  APA: Citing Within Your Paper (Links to an external site.)  and  Formatting Your References List (Links to an external site.) .

“From Text book”

Legal Environment

Law Key issues
National Labor Relations Act (1935) Labor–management relationships
Fair Labor Standards Act (1938) Minimum wage and overtime pay
Equal Pay Act (1963) Prohibits discrimination in pay (based on gender)
Civil Rights Act (1964) Workplace discrimination
Age Discrimination in Employment Act (1967) Workplace discrimination
Occupational Safety and Health Act (1970) Workplace safety for employers and employees
Rehabilitation Act (1973) Protects handicapped workers from discrimination
Employee Retirement Income Security Act (1974) Protects retirement benefits
Pregnancy Discrimination Act (1978) Protects pregnant employees
Consolidated Omnibus Budget Reconciliation Act (1985) Health insurance protection
Americans with Disabilities Act (1990) Protects disabled workers
Family and Medical Leave Act (1993) Assists workers with family or medical problems
Health Insurance Portability and Accountability Act (1996) Privacy protection
Genetic Information Nondiscrimination Act (2008) Genetic discrimination protection
Patient Protection and Affordable Care Act (2010) Sweeping changes to the U.S. health system

The health care workplace is governed by the organization’s policies and work rules, combined with myriad national, state, and local laws andregulations. Some of the legal aspects of staffing are shown in Table 6.4.

Table 6.4: Laws and the health care system, listed chronologically

Two additional legal circumstances in health care include the concept of employment at will and regulations regarding sexual harassment.

Sexual Harassment

Sexual harassment results from unwelcome sexual attention that affects an employee’s job conditions or creates a hostile working environment. It is aform of discrimination as defined in the Civil Rights Act and the Equal Employment Opportunity Commission regulations. Many types of sexualharassment take place. The two most widely recognized forms are the following:

Quid pro quo: The Latin term quid pro quo means “this for that.” In the work environment, quid pro quo harassment occurs when asubordinate’s job benefits are directly tied to his or her submission to unwelcome sexual advances. Other examples of this quid pro quo:

1. better job assignments

1. undeserved performance evaluation ratings

1. promotions

1. pay raises

1. Hostile environment: Hostile working environments are created in a variety of ways that lead to impaired job satisfaction. Whether theimpairment is a subtle condition or a significant issue, the employee has a right to be free from such acts in the work environment. Examplesinclude sexual innuendos in language, such as jokes, sexual references, and inappropriate comments about appearance and dress; unwantedtouching; signage (indecent pictures, cartoons); and conduct toward the other gender or those with a different sexual orientation that suggests adiscrepancy in how people are treated.

A Closer Look: Sexual Harassment

This video discusses the #Metoo movement, a social movement that puts a spotlight on sexualharassment experienced by women (and others) in the workplace.

Critical Thinking Questions

Required Resources


Baack, D., Fischer, A., & Vellek, S. A. (2020).  The essentials of managing in the health care industry  (2nd ed.). Zovio.

· Chapter 4: Organizational Design in Health Care

· Chapter 6: Human Resource Management in Health Care

· The full-text version of this ebook is available through the Constellation database. This book is a comprehensive text on health care leadership and management. Chapter 4 discusses structures and strategies of organizational design and Chapter 6 discusses human resource functions in the health care setting, and both will assist you in the Human Resource Management discussion forum as well as the Week 3 Quiz this week.

Volokh, E. (1997).  What speech does “hostile work environment” harassment law restrict? (Links to an external site.)

· This webpage provides information about statements in the workplace that are considered hostile and will assist you in your Human Resource Management (Scenario D: Harassment in the Workplace: Hostile Work Environment) discussion forum this week. Accessibility Statement (Links to an external site.) Privacy Policy

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