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|Topics:||👨🏻🦼 Community Service, Universal Healthcare, 😇 Organizational Behavior, 💣 Work Ethic, 🙋♂️ Management, 👩💼 Human Resources|
Medical organizations have various departments which work together to achieve the goal of providing healthcare services to all people. In all these departments, emergency medical services are placed separately as they require intense training and speed. The EMS sectors determine the way a patient will be handled on arrival to the hospital. For this department, Emergency Medical Technicians are required. My former organization had a well-structured approach of dealing with this area. The recruitment process was done in a systematic way and mistakes were handled with great care and clearance. The ability of the organization to identify a mistake and correct it at once enhanced performance in the whole organization.
The hiring process in the organization was very detailed. There was some specific set requirement that all EMT applicants needed to have. To start with, every applicant was supposed to be at least 19 years old and above. With this age, it was assumed that the applicant has completed their studies. Secondly, a state license is mandatory as it proves the right for the applicant to be in the field. This was required together with a CPR certification and a valid medical certificate from the federal government. Excellent computer skills and good verbal and written communication skills were also a part of the requirement (Markenson & Redlener, 2014). Experience in this field was an added advantage to the applicants. Other added requirements were physical fitness and ITLS certification. The hiring was based on how the employees respondent to the questions. A practical session of the respondents was also analyzed to determine if they were qualified enough to perform the specified duties. The understanding of laws regarding this area was a major requirement for the whole process. As with any department, there are constitutional laws which employees need to be well versed with.
The organization while sorting out other ensures related to employment; ensure that the ongoing level of competency is not affected in several ways. To start with, the organization aimed at refreshing the minds of the existing employees by ensuring that the work performed is relevant to the goal of the institution. This focus made the employees continue with the set regulations and guidelines for the department. Secondly, in service training was conducted to refresh on the skills and awareness of the laws involved with EMT (Wisniewski, Dennik, & Peltier, 2010). The organization also identified skills and competency gaps and acted according to the issues presented. This analysis was followed by change in management and employee where the need arose to do so.
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The organization was very strict in following legal requirement and policies. There are various laws that are associated with this area of practice. The most common one is public health law article 330 which deals with the entire concept of health and medication. The EMSRB statutes chapter 144E is another law which is directly linked to the performance of EMT and EMS department. This law is emphasized by the EMSRB rules and regulations which explain the expected behavior under the law and penalties that offenders can receive for any mistake done while in the field of practice. Not only did the organization provide education on these laws but also reported those who have violated the laws while practicing with the firm. It is through these laws and the set organizational values that the management was able to measure the competency of employees. Employees who were underperforming in the field were noted through observation and other methods (Gebbie & Merrill, 2012). The observation was a method which was enhanced by the performance at work. The department has a supervisor who is responsible for monitoring the behavior and work ethics of employees and reports it to the head office. Employees who showed incompetence in this area were laid off duty. Another method used was to call in all employees and ask them to perform random medical procedures of different scenarios (Gebbie & Merrill, 2012). Employees who showed no skill and knowledge in this area were eliminated as this posed a danger to the general public. The company also analyzes the training department regularly to identify if there is a problem in this area. Since training forms the core part of this department, it is essential to ensure that only best trainers are recruited and that the content delivered is significant and relevant to this field.
After competence is measured by using the above methods, the organization takes steps to rectify the problem. If the problem is related to training, then further training is offered to the individual. However, there are some issues which forced the organization to permanently dismiss employees of their duties. For example, work negligence is a serious matter which can result in harmful effects to the patient and may also lead to death. In such cases, the employee is dismissed and charges can be pressed towards him (Markenson & Redlener, 2014). Employees who are new and make mistakes while in practice are pardoned and additional training is scheduled for them to avoid such incidences in future.
EMT department requires constant check and correction to make it serve the desired purpose. With the changes in technology and medicine, employees in this department need constant training. Laws and regulations also need to be followed by all under this area.
- Gebbie, K., & Merrill, J. (2012). Public Health Worker Competencies for Emergency Response. Journal of Public Health Management and Practice, 73-81.
- Markenson, ,. D., & Redlener, C. I. (2014). Preparing Health Professionals Students for Terrorisms, Disaster, and Public Health Emergencies: Core Competencies. Academic Medicine.
- Wisniewski, R., Dennik, C. G., & Peltier, J. W. (2010). Emergency Preparedness Competencies: Assessing Nurses’ Educational Needs. Journal of nursing Administration, 475-480.