+61480015851
Health Services Management: Handling of Labour - Related Issues and Problems Health Care Assignment Help
Download Solution
Order New Solution
Internal Code: 1IBGE
Topic: Health Services Management
During the mid-1980s labour-related issues surfaced as a problem for our health services managers, when hundreds of nurses went on strike at what was the known as Baragwanath Hospital. Since then, labour disputes and industrial action in the health services, and the resulting neglect of patients, have become commonplace. Striking, especially by nurses, has been disconcerting to both a large proportion of the nursing profession an the public, who in all cases suffer the most. The health services environment is different to any other form of industry, because it deals with the wellbeing of people in what are often life-and-death situations. It is therefore imperative for health service managers to understand the importance of professionalism and ethical codes, and the regulations that govern the correct way of dealing with labour-related issues. The three parties in the labour relationship system are the state (who promulgates legislation), management (as representatives of the owners or employers of the organisation) and unions (as representatives of the employees). These parties operate within the constraints and opportunities of legislation, regulations and the organisational goals and structures. Irrespective of management's view on unions, the real focus of labour relations is on the organisation as an institution and the ensuing interaction between labour and management. Management's aim is to maximise outputs while the employee's aim is to maximise earnings and benefits. It is because of this inherent conflict between the parties that labour relations exist. In this study guide we shall deal with the following issues: the labour relationship, the legislative framework within which labour issues are handled, communication and employee participation, terms and conditions of employment, training and develop- ment, a change in status (eg transfers and promotion), grievances, discipline, retrenchment and redundancy, termination, trade unions, recognition agreements, collective bargaining, the process of negotiation, dispute resolution and industrial action. As you can see, this module covers a wide range of managerial tasks which have to do with the relationship between the employer and employees. We hope to broaden your knowledge of labour management considerably and we trust that your study of this module will provide you with practical guidelines and support for creating a healthy work environment. A healthy work environment will facilitate bilateral cooperation between management and employees and prevent industrial action as far as is possible Ð so that our client, the patient, may receive the best possible care from our service. PLANNING AND WRITING OF THIS STUDY GUIDE We asked ourselves some important questions when we planned this study guide, involving questions about how, why and for what purpose we would write this study guide:- How: Instruction is by means of an interactive process, through participation in an enabling process.
- Why: Through the acquisition of knowledge and skills and adjustment in attitude, learning will result in competence in the handling of labour- related issues and problems.
- What: The aim is to enable you to become a competent, critical, reflective thinker and practitioner.
- Purpose: When you have worked through this module you should be able to manage labour-related issues effectively in any health service, so that all parties concerned Ð the patient or client, employees and management Ð will feel that they have been treated in a fair manner.