Social Technologies In The Workplace

Social Technologies In The Workplace
Social Technologies In The Workplace
As a nurse manager, you must grasp how social technologies affect workplace efficiency, peer-to-peer relationships, and patient safety.
Collaborating with HR to understand regulations and the organization’s expectations around the use of social technology enables nurse managers to integrate today’s social platforms more effectively and appropriately while limiting the occurrence of inappropriate actions.
Your Instructor will assign you to one of the scenarios below for this week’s Discussion.
The scenario will then be used to study the social, ethical, and legal implications of social technology.
Scenario One: You were recently promoted to charge nurse for your department’s day shift.
Your former colleagues are now reporting directly to you as a result of this promotion.
You’ve been at your job for five years and consider many of your coworkers to be pals.
It has always concerned you how one of your pals posts on social media platforms.
Her comments are frequently improper, as she expresses her displeasure with “ignorant bosses” and “annoying patients.”
You’re also aware that she routinely visits these sites for extended periods of time as folks wait to be helped.
How do you handle this now that she reports directly to you?
If your business does not have a clear policy on social media use, how can you modify her behavior to comply with nursing professionalism expectations?
Scenario 2:
It’s been a little over a year since you started as a nurse manager at a small pediatrics office.
Since then, you’ve seen that many nurses appear apprehensive when they work with one of your best doctors.
You’re curious as to why so many nurses are scared to work with such an experienced physician, especially when the majority of your families laud about her dedication and loving disposition toward their children.
One day, while keeping a close eye on your employees, you notice a nurse pull out a patient chart and start texting.
As you approach, the nurse visibly becomes agitated.
When you confront her about her actions, she reveals that the physician directs all nurses to text patient test results to her.
The nurse admits that she is hesitant to give confidential information via text message and did so only after several requests and increasing pressure from the physician.
Who is to blame for this lapse in judgment, according to ethical and legal standards?
Should action be taken against the nurse, the physician, or both parties because she is the employee who submitted the information?
Scenario three: A physician in your practice is an ardent social media user.
He plasters images of himself and his friends out drinking on numerous of his personal pages, which include blogs about his different outdoor activities.
He also has a penchant for making inflammatory remarks regarding politics and the economics.
Many people in your setting make fun of his intense social life, to which he consistently responds, “Work hard, play hard.”
Should anything be said to this physician, even though his acts do not harm the morale of the setting and his posts are always before or after work hours?
Could his presence on social media have any repercussions for your setting in the future?
Scenario Four: The atmosphere in your critical care unit has always been a little frantic.
However, morale in your unit has dropped dramatically in recent months.
You find that nurses have started sending out huge e-mail chains complaining about unfair scheduling treatment.
As the nurse manager, you’ve always done your best to schedule employees properly and even allow them to transfer shifts when personal issues occur.
You decide to arrange a town hall meeting to openly discuss these issues because your efforts to speak with personnel individually do not appear to be working.
You notice e-mails from your hospital administrator, chief operating officer, and director of human resources while you prepare the meeting announcement.
Everyone is asking why their inboxes have been flooded with emails from disgruntled nurses on your ward.
How do you handle these e-mails?
Furthermore, how should you handle this scenario in order to boost morale in your unit?
to get ready
Examine this week’s Learning Resources, which focus on the proper and improper usage of social technology in the workplace.
Conduct additional research on the social, ethical, and legal difficulties that arise as a result of incorrect usage of social technologies both inside and outside of the workplace.
What laws, for example, safeguard employees’ privacy and free speech?
How can workplaces protect themselves legally from numerous social technology risks such as defamation, misrepresentation, or misuse by individual employees?
What legal ramifications should managers be aware of, such as patient privacy and confidentiality laws?
Consider the scenario that has been assigned to you.
What influence might employee use of social technology have on the rest of the environment?
What effect might it have on patient care?
What techniques (if any) would you apply as the nursing manager in charge of the employee(s) to properly address this situation?
Consider your previous or current workplace’s social technology policies.
Do you believe the company policy on employee social media use is effective?
If so, why or why not?
Could you use this policy as a nurse manager to effectively address the behaviors in your assigned scenario?
Note: Before you submit your first post, change the subject line from “Week 11 Discussion” to “Review of Case Study ___,” indicating the case study number you were allocated.
Post an explanation of the potential social, ethical, and/or legal consequences of your given scenario.
Explain your present or previous workplace’s policy on the usage of social technology, as well as how effective you believe the policy is.
If your workplace lacks a policy, describe what the accepted practices or expectations are in your environment.
Is there any evidence that a lack of policy has caused problems?
As appropriate, back up your answers with authentic examples from the workplace and this week’s Learning Resources.

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