Hayward Healthcare Systems Essay

Mr. trail capital of Mississippi is the mod operations carriage in Hayward health care Systems. He came in to solve a number of problems with the scattering center including higher(prenominal) aims of defects and errors in frames from clients. In just a few weeks after accepting the position, Mr. capital of Mississippi discovered that the former manager hire supervisors on the bag of job length of service and friendship. Moreover, many of his employees were convicted felons who disturbed the work environment. Arguments and separate issues among employees were solved with physical or verbal abuse this in parti every(prenominal)y was because background and references were non checked preliminary to hiring those employees and managers and supervisors failed to fulfill their duty and responsibilities.One mean solar day Mr. capital of Mississippi was informed about a heated challenge between ii of his employees. The tense fact was between a black and a white potent fo r the medication that was contend in the workplace. Because in that location was no official company constitution in regards to the music that was allowed in the workplace, Mr. capital of Mississippi was puzzled on whether or not to penalize the employees and even more important, how he could go along further akin(predicate) situations. epitome of RecommendationBefore creating a cutting company polity in regards to impossible employee conduct, Mr. capital of Mississippi must descend the involution by disciplining both Mr. Ed Williams and Mr. blood brother Jones. Mr. capital of Mississippi must use his designer as operations manager and intimate top(prenominal) level solicitude to avert these both employees for a short finis of while. In admission, both employees should be issued a written warning informing them of speedy termination of their concern upon another resistance or other unacceptable conduct. Aditionally, Mr. capital of Mississippi must recommend company prudence to create a corpo set up policy on the music allowed in the worksite. By informing all his employees that all of them should note this policy or they are button to be castigated, he can discipline that incidents such as the one of Mr. Williams and Mr. Jones exit be less worryly to come on in the upcoming. Case summaryMr. Bob Jackson is the new operations manager of the distribution center for Hayward Healthcare Systems. This $80 million a year demarcation hired Mr. Jackson for this job in hopes that he solve the problems in the distribution center. Recently, the center had drawd a real high level of defects (140 per month) and an unacceptable rate of errors in the revisions striken from client hospitals (ORourke, 2013, p. 301), so Mr. Jackson seemed to be the right chance to correct these issues. Considering that Mr. Jackson had operations experience in the company, top level management felt confident of his capabilities to improve the consummati on of the distribution center in a fairly short period of time. after(prenominal) a few weeks into his new position, Mr. Jackson discovered that five supervisors hired by his predecessor had been selected for their position on basis of job seniority or personalised friendship (ORourke, 2013, p. 301). Without any doubt, this caused employee supervisor relationships to be tense, amateurish and of poor credibility For example, it was unembellished that employees had an overall negative attitude towards their peers and managers. This caused the overall working environment to be hostile, between others.In addition to the situation of the supervisors, Mr. Jackson withal discovered that seven employees were convicted felons who had been captive for violent assaults on their victims (ORourke, 2013, pp. 301-302). Clearly, it can be assumed that employees were hired without their backgrounds and references being checked. On the other hand, because of their violent background, employees w ere used to settle their differences with physical and verbal attacks to separately other. thus far worse, poor management did not service these issues letting the situation to escalate.The climax of this situation came when Mr. Ed. Williams and Mr. Buddy Jones got into a heated dispute on the type of music that was vie in the worksite. Considering that Mr. Jacksons work force included minorities, including black people such as Mr. Williams, it was essential for upper level management to develop a corporate policy on this, which at the time they did not have. In contrast to ult managers, who failed to disciplinenegative actions, Mr. Jackson had to be sure to both discipline these two employees and urge on for a corporate schema that would specify music issues in order to avoid same situations over the big run. Alternatives IdentifiedUpon this issue, Mr. Jackson is limited in his alternatives. As a newly hired manager, he must decide on two important issues the situation of Mr. Williams and Mr. Jones and in addition how he give prevent similar situations in the hereafter. I have determine two alternatives on the situation of his employees and besides one on how to prevent future harsh situations. Also, an option has been identified so Mr. Jackson in case he can not divvy up with the situation.In reference to the situation between Mr. Williams and Mr. Jones, Mr. Jackson canAccept the situation abridge the situationBy accepting the situation, Mr. Jackson result be able to discipline both employees by perhaps suspending them from their shores and besides issuing them a written warning. alike serving as punishment for their actions and as a statement of this behavior volition not be accepted any longer, this action will indicate other employees as a warning that amateurish behavior will not be longer accepted. Besides taking this straightaway action, Mr. Jackson must suggest to upper level management to create a corporate policy on the music al lowed in the workplace in order to prevent future similar situations. On the other hand, Mr. Jackson can also abbreviate the situation and just let it as is, following the pattern of unprofessional management from the previous manager.If Mr. Jackson feels like he can not deal with this situation, he can simply ignore it and just step down from his duties as operations manager. This would not be a nice option since not entirely is this a nifty opportunity for him to collection off his skills but also he was hired to solve this problem. Recommendation found on the possible alternatives identified for Mr. Jackson, it is testimony for him is to discipline both Mr. Williams and Mr. Jones and also to advocate for a corporate policy on the music allowed in the workplace.Immediately, Mr. Jackson should take disciplinary actions against the two employees, Mr. Williams and Mr. Jones. As give tongue to above, Mr. Jackson should suspend 5 business organisation days without pay both of t hem for their actions on the music player incident. In addition to this, he should also issue a written warning to both of them specifying their illegitimate actions and detailing that on a future occasion, similar actions will cause employment termination. On the other hand, a good test on the effectiveness of this recommendation would be to see if after the respite and warning, the employees continue their past behaviors. In regards to fiscal costs for this action, these actions will actually only the company money. Specifically, they will save in total 5 days of net profit from the two employees. For example, $120 per day for each in five days will total savings of $1,200.00. Besides the pecuniary public assistance, a more important benefit will be the security that similar situations will be less credibly to happen.Besides this action, Mr. Jackson should also obtain the creation of a corporate policy on the music that should be played in the workplace. This will benefit all in the company since everyone will populate the type of music that can be played and its volume. No two employees will argue for the music issues since the company will rule over this. A commodious way to supervise the progress of this this go away will be to survey ecstasy from employees after six months of its implementation and to chart future situations dealing with music in the future. In sum, this will be great for everyone in the company and will prevent many future situations such as the one of Mr. Williams and Mr. Jones.ReferencesORourke, James S. Managing Conflict. care Communications A Case Analysis Approach. 5 ed. New York Prentice Hall, 2012. 289-315. Print.