Ethical Decision-Making Project - Essay Example

Ethical Decision-Making Project Ethical Decision-Making Project Step Assessment of the Problem The ethical context in which this situation is occurring is whether the worker suspected of having an alcohol problem, appears at work with an alcohol smell on his breath, compromised gait, and slightly slurred speech. This is dangerous to the work environment. The behavior of the worker also amounts to unethical behavior while at work. The employer has a duty to provide a safe working environment and ensure public health and safety (Towsley-Cook & Young, 2007, p. 45). However, the case of a drunken employee negates this aspiration since such employees might end up sustaining injuries caused by their poor judgmental capabilities. Furthermore, as already reported in other studies, some people usually become violent upon intoxicating their minds. The supervisor cannot take the worker’s ability to become violent for granted because the employee has even refused to take a test sanctioned by the institutions policy (Towsley-Cook & Young, 2007, p. 49). Persistence by the supervisor that the worker should take the tests may present more problems. The conduct of the worker amounts to insubordination because of appearing in the workplace in a condition of intoxication and further refusing to take the necessary tests as required by the institution’s substance abuse policy (Towsley-Cook & Young, 2007). It is noteworthy that forcefully testing the worker will amount to a violation of the independence and privacy rights, which may attract legal proceedings. The ethical problem occurring in the case is associated with a locus of authority issue. This is because the supervisor upon being informed that the worker behaved in a drunken manner decided to identify with him the signs he also outwardly observed (Towsley-Cook & Young, 2007, p. 51). The supervisor reminded the worker that according the substance abuse policy, his conduct is a ground for drug testing. The supervisor acting within authority requests that the employee undergo a blood test, which he refuses. The supervisor then remains with the dilemma whether to force the worker to take the test or to send him away from duty, or whether to allow him to continue working. This is a critical case of a locus of authority issue (Towsley-Cook & Young, 2007). However, the supervisor can still manage to handle the situation by barring the worker from attending to patients. This conduct also amounts to the ethical dilemma for the supervisor. This is because while ordering the employee to take the test, the supervisor is already aware that the worker might be having health problems (Towsley-Cook & Young, 2007, p. 55). The dilemma comes in whether to force a worker, who is already suspected to have certain health issues, to take the test or whether to leave the employee to work. Notably, the supervisor also has to deal with the issue of ensuring a safe place of work and the safety of patients (Towsley-Cook & Young, 2007, p. 57). This is because allowing a drunken employee to attend to patients would also be unethical of the supervisor. At the same time, the supervisor cannot violate the privacy rights of the worker by forcing a drug test. Step 2 – Isolation of the Issues The significant issues in this situation include the fact that unethical conduct should not be allowed in hospitals. Secondly, substance abuse policy dictates that workers should undergo tests whenever it is suspected that their state of mind has been compromised by alcohol or other drug and, therefore, is liable for making wrong decisions while handling patients (Towsley-Cook & Young, 2007, p. 60). The other significant issue is that the situation puts the public health and well-being at risk. According to this situation, the values that should be maximized include absolute public health and safety. The hospital has to do everything it takes to ensure that the public health is guaranteed (Towsley-Cook & Young, 2007, p. 63). Furthermore, provision of a safe work environment is a value that the management must adhere to. However, this situation compromises that value. The other value pertains to the professional code of conduct for workers that need to be adhered to by every employee (Towsley-Cook & Young, 2007). This situation presents an ethical dilemma and a locus of authority issue for the supervisor. The situation compromises certain rights of the patients. The patients’ right of informed approval will be compromised in this situation. This is because any patient who requires a treatment should obtain accurate information that they require to make a decision (Towsley-Cook & Young, 2007). However, in this situation allowing the worker to attend to patients violates their right to informed consent since they may not get accurate information from the doctor. The management should consider certain long-term interest for the employee. Noting that the worker is suspected of health problems, the management should engage the employee in robust discussions to seek medical attention (Towsley-Cook & Young, 2007, p. 67). This might include therapy and rehabilitation. However, when the employee continually shows this kind of misconduct, then the management can have legal grounds to relieve the worker of the duties. The long-term consideration would be supported by the fact that the worker puts the life of the public in danger because of impaired judgment (Towsley-Cook & Young, 2007). The hospital also has to make certain decisions in the future to protect its image and the professionalism expected of doctors. The hospital must continue to make available a safe work environment for other doctors as well as patients visiting the facility (Towsley-Cook & Young, 2007). Step 3 – Analysis of the Data: Ethical Values Promoted or Violated The ethical values promoted in this situation would be observable in the conduct of the supervisor. The supervisor promoted the ethical values of leadership and fidelity to the policies. This can be seen when the supervisor asks the worker to undergo tests because the employee’s conduct was a ground for testing for drug and substance abuse (Towsley-Cook & Young, 2007). The ethical values compromised in these situations pertain to the conduct of the worker. Integrity is a professional value requiring practicing imaging doctors to exercise good judgment during practice and adhere to the ethical principles. Therefore, the fact that the worker decided to consume large quantities of alcohol violates that integrity value (Pozgar, 2009). Furthermore, the doctor violated the ethical value to provide quality services. This cannot be possible in a state of intoxication, thus rendering the services the worker can offer in that state of mind as non-professional. The Rights of the Patient Violated or Supported The right of the patient violated in this situation entails the right to informed consent. This is because the worker’s state of mind potentially leads to making inaccurate judgments because of the intoxication (Towsley-Cook & Young, 2007). This may make the worker provide the patients with inaccurate treatment information that potentially harms them. Particular Medical Imaging Professional Code of Ethics or Conduct Violated or Supported The worker violated several medical imaging codes of ethics according to the situation. First, the worker violated the code of ethics related to ensuring excellence and accessibility of professional services to the public. This is because in a drunken condition the worker cannot offer quality professional imaging services to the public (Pozgar, 2009). Secondly, the worker also violated the ethics that medical imaging professionals should bear in mind that their research, work, and, conduct affect public health. This is true because in a state of intoxication, the worker cannot ensure quality service delivery to the public and may violate the patients’ right to informed consent (Towsley-Cook & Young, 2007). Thirdly, the worker violated the code of ethics that directs professionals to refrain from practicing their occupation in a state or circumstance liable for compromising the superiority of services or the pride of their profession. This is also associated with the consumption of alcohol, which, no doubt, minimizes correct judgment. This means the worker can eventually provide inaccurate information to patients, thus threatening public health (Pozgar, 2009). The code of ethics also requires that the professionals offer clients accurate explanations necessary to comprehend and assess the services rendered to them. In addition, the drunken state of the worker does not show the dignity of the medical imaging profession. The code of ethics also prohibits derogatory acts in the medical imaging profession. The derogatory acts include professionals engaging in their work in a condition of intoxication or other physical or mental condition likely to compromise the quality of their services (Pozgar, 2009). The worker also violated the code of ethics of showing respect to colleagues after appearing in the place of work while under the influence of alcohol. Furthermore, disobeying the supervisor’s directive is an act of disrespect (Pozgar, 2009). However, this can be debated because of the stakes that are involved, including infringing on the workers privacy rights. Institutional Policies and / or Procedures Upheld or Desecrated The institutional policies and procedures upheld in this situation are to ask the worker to undergo testing after identifying that the employee has apparently consumed alcohol (Towsley-Cook & Young, 2007). The substance abuse policy in the institution requires that workers suspected of alcohol consumption take the appropriate tests. However, the employee rejects the supervisor’s directive and this amounts to insubordination. Step 4 – Development of a Plan of Action The conduct of the worker is unethical. The worker has refused to undergo the relevant tests to determine the level of intoxication. The supervisor is also required to maintain a safe workplace and ensure that the patients’ rights are protected (Towsley-Cook & Young, 2007). The worker is also suspected to be suffering from certain health problems. While this situation requires a lasting solution that will help the employee as well as protect the public against any harm, it is important to find a shorter way out (Towsley-Cook & Young, 2007). Furthermore, looking at the prevailing conditions and circumstances the refusal by the worker to take relevant tests together with coming to work in a condition of intoxication amounts to insubordination and a violation of a certain code of ethics. However, the insubordination should not necessarily mean that the worker is going to attend to patients forcefully (Towsley-Cook & Young, 2007). The supervisor has the authority to handle the situation in the short term while hoping the management steps in to provide long-term solutions. Therefore, in the short term the supervisor should stop the worker from proceeding to work to handle patients in that condition (Towsley-Cook & Young, 2007). The supervisor should ask the worker to go back home and resume work when fit. The supervisor should find someone else to assist in replacing of the worker. The supervisor should then write a report and inform the management of the conduct of the worker (Towsley-Cook & Young, 2007). The report should be kept in the worker’s personnel file for future use. The management should also find a way of helping the worker through a referral to therapists or rehabilitation centers. Finally, the management may have to dismiss the worker if the problem persists. However, this should be done using the right procedures provided for within the law (Towsley-Cook & Young, 2007). It is notable that sometimes employers have to dismiss workers on grounds such as alcoholism, but the discontented employee may seek legal redress. In such scenarios, the legal redress sought may have serious ramifications for the employer, particularly if the dismissal was not legally undertaken (Towsley-Cook & Young, 2007). Therefore, in this particular situation, if the management chooses to dismiss the worker, then they must explore all the legal loopholes such action may present to the institution. Step 5 – Institution of the Plan The best plan to help the situation is by barring the worker from attending to patients and asking the employee to go home for rest and resume work later. This is the best plan because it helps solve the situation at hand and saves the patients from potential danger (Towsley-Cook & Young, 2007). It is also important because it saves the worker from work related injuries. Therefore, this is the best plan of action that can be implemented in this situation. References Pozgar, G. (2009). Legal and ethical issues for health professionals. New York, NY: Jones & Bartlett Learning. Towsley-Cook, D., & Young, T. (2007). Ethical and legal issues for imaging professionals. New York, NY: Elsevier. Read More