Paradise Valley Hospital case study

Extract

[...] Anderson's behavior Developed a program for upper-level management on how to resolve conflict in the workplace Did Paradise Valley Hospital have the right to discharge Karen Vogel? Termination Issues Mr. Anderson had the right to fire Karen regardless The manner in which she was dismissed could be viewed as unjustified Employment-at-Will Was there good cause for her termination? Implied Contract Mr. Anderson's promise Permanent employee Karen maintains that she was considered a “permanent employee” according to Paradise Valley Hospital's employee handbook Problem: No employee is permanent due to voluntary or involuntary turnover. [...]

[...] (legal actions) Paradise Valley Hospital Located in Phoenix, AZ 140 Bed Hospital Not-for-profit Employs almost 700 High occupancy rate of Serves a large Phoenix suburb of over 100,000 Less competitive then surrounding Hospitals Case Facts Karen Vogel - Director of Nursing Conflict DON vs. Hospital Administrator Mr. Anderson's philosophy: you leave a problem alone long enough and it will go away” Karen sought guidance and support Mr. Anderson: your job or let someone else do Karen agreed in exchange for former position as Operating Room Supervisor Case Facts Mr. [...]

[...] Julian AndersonParadise Valley HospitalAdministrator Mr. Anderson Mr. Anderson used an autocratic dictatorship style of management. It was his way or the high way He liked a His motto was," Do what your told to do, or let someone else do Pacifist Ineffective communicator Lacks interpersonal skills HR Involvement HR Involvement Inform management what would be tolerated and what would not be tolerated - Alternatives to his behavior - Mgt. Leadership training and development courses - Benefits of implementing good interpersonal and management skills lead to retention and increase morale Set a reasonable time-period for improvement - Opportunities to implement new behavior If Resistance from Mr. [...]

[...] Employment-at-Will policy states that “either party in the employment relationship can terminate that relationship at any time, regardless of cause” as long as all the protections afforded by state and federal law have been followed Both parties, Julian and Karen, agreed to end their employment relationship as Director of Nursing and Hospital Administrator Wrongful discharge can be determined if there was no good cause for the termination Wrongful Discharge:Good Cause Even with an Employment-at-Will policy, there should be “good cause” for the termination Judges look at things like longevity, promotions, raises, and favorable past performance reviews to see if there was “good cause” for a dismissal. [...]

[...] (legal actions) Paradise Valley Hospital Located in Phoenix, AZ 140 Bed Hospital Not-for-profit Employs almost 700 High occupancy rate of Serves a large Phoenix suburb of over 100,000 Less competitive then surrounding Hospitals Case Facts Karen Vogel - Director of Nursing Conflict DON vs. Hospital Administrator Mr. Anderson's philosophy: you leave a problem alone long enough and it will go away” Karen sought guidance and support Mr. Anderson: your job or let someone else do Karen agreed in exchange for former position as Operating Room Supervisor Case Facts Mr. [...]