An acute care facility refers to a facility whereby patients receive follow-up medical attention within a short time for various reasons (Hodges, Keeley, & Troyan, 2008). The reasons for medical care could be recovery after undergoing surgery and treatment after an episode of sickness or severe injury. In the medical jargon, acute care is the opposite of the long term care or chronic care. There are at least four health care professionals in the acute care facilities that offer medical assistance to the patients in the acute care facility. Different medical professionals provide various services that range from medication to cleaning in an acute care facility. There are probably four critical roles for employees working in an acute care facility.
Doctors are critical people in acute care facilities because of the roles and responsibilities that they perform (Whittington, Patrick, & Roberts, 2000). The roles and responsibilities of the doctors in this kind of facilities vary depending on the conditions of the patients. The doctors in the facility, however, act as consultants whereby they attend to patients and some work as registrars by supervising the intern students and residents (Alexander et al., 2007). To work as a doctor in the facility, an individual is required to have an undergraduate in the medical field and be registered member by the medical board.
Nurses are the other crucial employees that are found in the acute care facilities. The role of the nurses is to handle the regular treatment and medical care in the facility. Nurses plan, access, and execute the treatment of the patients that are admitted in their facility (Whittington et al., 2000). They also help doctors in managing the overall health of their patients. Nurses in these facilities help in the running of the wards, provide medical care to the patients under the supervision of the doctors and provide the primary medical care to the patients (Hodges et al., 2008). For one to be a nurse, he is required to pursue an undergraduate course or diploma in nursing.
Pharmacists are also found in the acute care facilities. As we had mentioned earlier, the acute care facility holds patients who require medical attention for a shorter time. The pharmacists thus play a critical role in these facilities because they give medication to the patients as per the doctor’s instructions. They also advise patients on the correct dosage of the drugs that they are administered with (Alexander et al., 2007). Pharmacists are required to have an undergraduate or diploma in pharmacy.
Last but not least we have the lab technicians. The lab technicians take specimens from the patients and subject them to various tests to establish the presence or absence of a given disease. Lab technicians in the acute care facilities work with different specimens that range from the tissue to blood samples (Whittington et al., 2000). Lab technicians are also required to be professionally trained by pursuing a diploma or degree course in lab technology.
Employee screening refers to the process of subjecting the potential employees to some procedure that is aimed at verifying the academic qualifications and work experience of the employees before hiring them (De Cocker et al., 2015). It is essential for an organization to screen their employees before hiring them to prevent theft, preventable accidents, and lawsuits that are likely to damage the reputation of the company. We have some employees who steal from their employers while others are lazy and unprofessional. It is thus essential for companies to put measures in place that will help in ensuring that the employees that the company recruit are equal to the role that they are expected to play. Screening the employees is one sure way of ensuring the firms only contract professionals to work for them.
The concept of progressive discipline refers to the clear discipline steps in an organization that both the employee and employers are aware when they violate specific ground rules that have been put in place (Steingold, 2017). Putting disciplinary measures in place is critical when it comes to the proper management of the organization. Employees need to be disciplined if the organization is to remain focused on its objectives. Companies that have neglected employee discipline have ended up in paying a heavy price on the same. Organizations should, however, adopt the disciplinary measures that are not entirely aimed at punishing the employees but those that are aimed at correcting behavior. The progressive discipline of employees is greatly encouraged because of the disciplinary structure it provides, the standards that it sets for the managers and supervisors, and also assists in the documentation of the disciplinary process.
Firms should have effective termination procedure in place to avoid witch-hunting at the workplace and also to save the organization from unnecessary legal tussles. The termination procedure should be put in white and black and be communicated to the employees. It puts specific measures in place that will ensure that the termination process is not only fair to the employer but the employee as well. Employees are typically fired for various reasons like work performance or economic layoff (Steingold, 2017). It is crucial to point out that specific laws have been passed by the government to protect the employees. Firing an employee without following the due procedure could cost the company lots of money in the legal compensation and case that they are likely to be drawn into. Having a termination procedure in place will prevent the organization from avoiding such kinds of legal tussles.
Alexander, K. P., Newby, L. K., Armstrong, P. W., Cannon, C. P., Gibler, W. B., Rich, M. W., … & Gore, J. M. (2007). Acute coronary care in the elderly, part II: ST-segment–elevation myocardial infarction: A scientific statement for healthcare professionals from the American Heart Association Council on Clinical Cardiology: In collaboration with the Society of Geriatric Cardiology. Circulation, 115(19), 2570-2589.
De Cocker, K., Veldeman, C., De Bacquer, D., Braeckman, L., Owen, N., Cardon, G., & De Bourdeaudhuij, I. (2015). Acceptability and feasibility of potential intervention strategies for influencing sedentary time at work: focus group interviews in executives and employees. International Journal of Behavioral Nutrition and Physical Activity, 12(1), 22.
Hodges, H. F., Keeley, A. C., & Troyan, P. J. (2008). Professional resilience in baccalaureate- prepared acute care nurses: First steps. Nursing Education Perspectives, 29(2), 80-89.
Steingold, F. S. (2017). The employer’s legal handbook: Manage your employees & workplace effectively. Nolo.
Whittington, K., Patrick, M., & Roberts, J. L. (2000). A national study of pressure ulcer prevalence and incidence in acute care hospitals. Journal of Wound Ostomy & Continence Nursing, 27(4), 209-215.