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Human Resource Management : Harley Medical Center

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Human Resource Management : Harley Medical Center

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Human Resource Management : Harley Medical Center

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Question:
Discuss about the Human Resource Management for Harley Medical Center.
 
Answer:

Introduction
This assignment is based on the subject of Human Resource Management. The central focus of the study is on the case study of Harley Medical Center, which agreed to settle the EEOC race discrimination case. During this assignment, the answers have been provided for different questions and it has been tried to get an in-depth knowledge on the non-discrimination policies at a workplace.
1:
In the case of Harley Medical Center, it has been identified that many people has complained that the African-American nurses do not provide proper care to their new born babies. In order to satisfy the family members of the patients or parents of the new born babies, the medical center tried to not assign the African-American nurses in the care of the white people. However, this has caused the violation of Civil Rights Act 1964. The balance between the patient’s rights and preferences and employee non-discrimination laws and policies has been made by providing training to the management and other level employees. At the same time, making the patient’s aware that customer’s or patient’s preferences regarding the employees are violating the law and so the medical center will not tolerate this. No staff choice will be tolerated further (Eeoc.gov, 2016).
2:
As per the Harley Medical Center case, the CEO of the hospital Melany Gavulic made an agreement with EEOC in order to remove staff discrimination and provide more safety to the employees. In order to do that, the CEO denied granting the request of the patient’s family member regarding the change of nurse for the patient. The hospital authority understood that if they prioritize the patient’s preference regarding the selection of staff, then the employees’ safety will be at risk. Due to this, the hospital authority decided to focus on the laws and policies of employment non-discrimination, so that the employee safety can be improved (Eeoc.gov, 2016).
3:
Title VII of Civil Right Act 1964 has been violated because as per this particular law, the organization should not influence or accept employment non-discrimination within the workplace. In this law, it has been strictly instructed that the discrimination against any person based on colour, religion, race or gender is illegal (Eeoc.gov, 2016).
4:
The management at Hurley Medical Center settled both the EEOC charges and the lawsuit because as per the Title VII of Civil Right Act 1964, participation in the employment discrimination lawsuit is illegal. Therefore, if the organization did not settle down the lawsuit then that could raise controversies and legal steps could be taken by the government. Therefore, the reputation of the organization could be highly affected (Thompson & Kasarda, 2015). At the same time, the employees, who were the victim of this discrimination, could raise their voice against the organization. Hence, the management thought that settling down the EEOC charges and the lawsuit is better for the organization.
 
5:
In order to manage the situation at Hurley Medical Center, there are two OD interventions that would be very effective and the OD interventions are – Diagnostic activity and Process consultation. Diagnostic activity would have been effective because in this particular OD intervention provides the remedies after conducting detained analysis. At first, the information about the organization’s activity is collected and then observation is done and meetings are arranged with the subordinates. This helps to create better communication system among the employees. Based on the collected information action plan is taken (Rothstein, 2015). Hence, the action place would have been very effective for managing the situation at Hurley.
Process consultation is another effective OD intervention because in process consultation, an OD consultant is invited to assist the management level employees to understand and act on the events that are in process within the organization. In this particular OD intervention, the observation is done on the leadership style, communication technique and decision-making process and with the help of the observation, the consultant assists the employees or managers. Therefore, if the management of Hurley would have taken this OD intervention, then the problem of Hurley could be manage properly.
6:
Yes, this particular employment discrimination case represents that the organization that is Hurley Medical Center is failure in maintaining a successful cultural diversity and proficiency. This is because the employee discrimination clearly states that there is no equal space for each employee and each culture and so the proficiency in the work of the employees is affected by discrimination (Usatoday.com, 2016).
7:
If the “tattoo” had not been visible then the situation might be different for sometimes. However, in long run the problems would occurred because the employment discrimination was still there and the safety of the employees was at risk.
8:
This case has received the national attention because the law and policies have been violated. At the same time, the employment-discrimination showed disrespect to the culture of a large portion of the people in the country, who was affected or victim of this type of activities. At the same time, employment discrimination was unethical (Heckman & Verkerke, 2015). Moreover, the organization that is Hurley Medical Center was one of the top most medical centers in the country and employment discrimination in such type of medical center caught the national attention.
9:
Employment discrimination can never be allowed in any organization. The employment discrimination case can never create a positive reaction and so the outcome is always negative. However, the organization must have taken some strategies beforehand in order to protect the organization from such type of case.
10:
In order to handle the situation of employment discrimination different steps need to be followed. The steps are as under:
The step that needs to be taken in the very beginning is elimination of the system of hierarchical decision-making. In order to create a positive and friendly working environment, it is very important to involve the employees apart from the managers in the process of decision making (Thompson & Kasarda, 2015).
The second step is emphasizing on group work. If the focus is made on the group, then no customer or patient can influence or select any particular employee for availing the service.
In the third step, the organization must try to build trust amount the employees. High level of trust among the employees can create team bonding and protect the organization from negative external influences.
The fourth step is removing the unnecessary competition between the employees. High level competition generates or influences the employee discrimination. The employees, who are stronger, try to dominate the weak employees. Hence, high level competition needs to be removed (Rothstein, 2015).
The fifth step is providing sensitive training. Training is very important to make the employees aware of their duties and required behavior within the organization.
In the sixth step, the organization needs to take strategic interventions. Strategic intervention helps to create better relationship with the external environment. Therefore, employee discrimination can be stopped.
Conclusion
In this study, it has been identified that the employment discrimination at Hurley Medical Center violated the Title VII of Civil Rights Act 1964. Due to this, the management of the organization took needful steps so that any kind of controversy can be avoided. At the same time, the management of the organization has also settled down the EEOC charges and the lawsuit. However, there are some other steps that the management of the organization could have taken in order to manage the negative impact of the situation.
 
Reference list:
Eeoc.gov. (2016). Eeoc.gov. Retrieved 17 August 2016, from https://www.eeoc.gov
Eeoc.gov. (2016). Eeoc.gov. Retrieved 17 August 2016, from https://www.eeoc.gov/laws/statutes/
Heckman, J. J., & Verkerke, J. H. (2015). Racial Disparity and Employment Discrimination Law: An Economic Perspective. Yale Law & Policy Review,8(2), 6.
Rothstein, M. A. (2015). Innovations of the Americans with Disabilities Act: confronting disability discrimination in employment. JAMA, 313(22), 2221-2222.
Thompson, J. P., & Kasarda, R. W. (2015). At Fifty, Title VII Needs a Facelift: Two Reforms that Would Ensure Title VII Works to Prohibit All Racial Discrimination in Employment. JCR & Econ. Dev., 28, 257.
Usatoday.com. (2016). USA TODAY. Retrieved 7 August 2016, from https://www.usatoday.com/

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