Question

Sleeping on the Job: A Managerial Challenge

Marty is an African American nurse who has worked in a major university hospital for over six years evaluating patients’ rehabilitation needs. She used to have an autonomous job making patient visits in area city hospitals; however, two years ago her role in the hospital changed and she is now working Monday through Friday in an office. Three years ago Marty’s mother was diagnosed with dementia and is now dependent in every aspect of care. In view of the fact that the health of both of Marty’s parents has been declining, she decided to move them into a spare room in her home. She hired caregivers to manage her parents’ needs during the work day but has no additional help or relief after work hours or on weekends. Marty’s officemates and supervisor have noticed that for well over a year now she has been coming into work late and leaving early every day. While she is “working” at her desk, she is seen sleeping and heard snoring loudly by her coworkers multiple times daily. On multiple occasions the other nurses in the office tried to speak with Marty to let her know that she was sleeping and that they were concerned for her health. She stated that she had a sleep study done in the past, was diagnosed with sleep apnea, and has a C-pap machine but doesn’t like to use it. “It makes too much noise.” A couple of the nurses in the office gossip behind Marty’s back stating that they are tired of picking up the slack and doing her job while she is getting paid not to work. The nurses perceive that Marty is lazy and is taking advantage of her personal situation as her mother’s caregiver. “We all have a life, kids, family, and other obligations and I am here doing my job!” In addition to sleeping at work, Marty’s supervisor has had multiple complaints from the hospital case managers asking for another nurse to assist them with discharges and patient placements due to her lack of performance and communication. There are other performance issues, as Marty calls in sick often, with one sick call lasting a week or more. Even though the hospital policy allows for three paid days, when her sister passed, she took off three weeks for bereavement. To make matters worse, when she returned to work she didn’t thank her coworkers for covering her assignment. Six months after her sister passed away, Marty went on disability for over 12 weeks for complaints of back pain only to return to work wearing high heels. And, most recently she was off for four weeks for bunion surgery during the holiday season. Marty’s supervisor has been made aware multiple times that this negative behavior has created a hostile work environment.

Discussion Questions1.

What are the facts of this case? 2. What is the nature of the organizational behavior problem? 3. Which theory or theories do you believe best explain the behaviors of Marty’s coworkers? Of Marty’s manager? 4. Should Marty be referred to an Employee Assistance Program (EAP)? Why or why not? 5. How would you manage Marty’s sleeping on the job if you were her supervisor? 6. What types of ethical issues are identified in this case study? 7. What kind of financial impact do you think the behavior of Marty and her supervisor may have on the hospital? 8. Provide your reflections and personal opinions as well as your recommendations for addressing this problem.

Background Statement?

Major Problems and Secondary Issues?

Your Role?

Organizational Strengths and Weaknesses?

Alternatives and Recommended Solutions?

Evaluation?

Answer 1

1)Facts of this case:
The major facts in this case of Marty are
a)Family history of Dementia
b)Sleep Apnea
c)Depression due to sister's sudden demise
d)Recent Bunion surgery

2)The nature of the behaviour problem:
Oragnisational Behaviour Management (OBM) ia a very particular
approach to increasing the effectiveness of organisations by using
reinforcement and sometimes punishment-referred to as 'Conditioning'.

3)The two dangers of nurses station gossip:

a) Damage Realtionships: Whether the chatteris about a patient,colleague,supervisor or third party,
talking behind someone's back can cause hurt feelings and other issues that can potentially damage
a relationship.Demeaning ,belittling and disrespectful gossip damages relationships,contributes to error and adversely impacts nurses,coworkers and
patients.

b)Lack of Trust and Respect:
When there is negative gossip,its difficult for trust and respect to florish.

4)Employee Assistance Program:
An employer can offer an Employee Assistance Program or EAP as part of an employee benefir package.It helps to
assist employees who may be dealing with personal problem that affect their relationship
at home and at work.
Hence referring Marty for this Employee Assistance Program is advisable so it helps Martyover come personal difficulties
and help assist Marty to deal with her personal problem that affect their personal and professional life.

5) As asupervisor to manage
Marty's sleep during job can be managed by giving for small naps after lunch so as to keep her fresh and active after sometime.

6) Ehical Issues:
Ehical issues relating to Sleep.There is always some sort of ethical isssues involved in human research especially when there is a very hifgh risk for the research subject.
Tests on the continuous positive airway pressure pressure(CPAP)

7)Financial Issues:
A lack of sleep costs companies billions in lost productivity and is the equivalent of going to work drunk.Yet for some worker,sleeping on the jod earns them a gold star.

8)Reflection and personal opinION: Oragnisational Behaviour Management (OBM) ia a very particular
approach to increasing the effectiveness of organisations by using
reinforcement and sometimes punishment-referred to as 'Conditioning'.