If you tell the physician your concerns in a manner that would not hurt his pride or would insult him, you will be able to come in to an understanding in a particular situation.

Aggressive communication would only lead to bickering and would create conflict between two parties. But you must have to take into consideration the most important party involved – the patient.

An example would be this:

On one of her evening shifts, Nurse Sally Stevens, an R.N. with 17 years of nursing experience, was caring for a new patient, a 46-year-old female diabetic, who was suffering from tremors due to a bout of Lithium toxicity. After an i.v. was started, the patient, Miss Hawkins, developed some kidney complications, prompting doctors to bring in a renal specialist. After reviewing her charts, the specialist ordered an i.v. containing dextrose.

Knowing that the dextrose could negatively affect her patient’s diabetic condition, Nurse Sally voiced her concerns. In a non-aggressive tone, Nurse Sally said, “Doctor, Miss Hawkins’ blood sugar was 315 at 4pm. I noticed that you’ve changed her i.v. fluids to Dextrose. Do you want to change the i.v. fluids?”

Because of Nurse Sally’s ability to communicate effectively, Miss Hawkins received the best possible medical care.

Taken from: http://ezinearticles.com/?Positive,-Assertive-Pushback-For-Nurses&id=984220

It is quite obvious that in the workplace, especially when there’s an inherent dominancy over one field in a certain workplace, pride and prejudice always come into play. In the medical setting to tailor-fit it to this blog, it is quite predictable that there would always be conflict between physicians and nurses.

This is where positive, effective communication comes in. we know that there is a hierarchy in the workplace, but for nurses, there too is an effective solution to air out your concerns for the betterment of your patients as well.

When an employer asks a woman on her plans in giving birth in the near future, this too is a major no-no. they would want to hire people that are efficient enough and would become more economical for them to have an output rather than giving a person a paid maternity leave instead.

First of all, it is down right discriminatory since it is an essential part of a female being, and would entail her freedom over her own
body; and secondly, on the basis of disability, where there is an assumption that disabled people cannot give output as what their
capable counterparts can offer. They can be sued for doing such acts.

I have tackled a form of incapacity, which is pregnancy, but let us delve further on the general scope of incapacitation. Sure an employer can ask questions on what you are incapacitated of, and your requirements, but they cannot ask any other questions regarding that matter.

Questions pertaining to these matters involve such discrimination on to these incapacitated people. And would mean that they aren’t fit for the job that they are applying for. Although it is logical that some cannot do physical jobs due to their condition, other jobs, requiring technical skills doesn’t limit incapacitated people from doing their best and producing quality output.

When your employer asks about your religion and your thoughts on several occasions such as Eid’l Fitr or Good Friday, you should never answer such queries. Because these employers would seek employees that won’t go to such occasions, thus they want people who can work even on such special occasions. Even if the issue is not necessarily on the religion of the applicant, it boils down to whether or not a person is willing to sacrifice his personal life for the sake of working for an extra day. When the HR person asks you about it, tell them that it is an inappropriate question, and tell them to ask him or her to carry on with other questions instead.

Corporate America, where the Male population dominates the Forbes List of TOP 50 CEOs also trickles down to comparable industries such as the Medical and Health Care Industry. For the series of posts for this month, we will tackle several questions an employer should not ask an applicant on issues such as gender, and other factors such as disability and religion. America has been always regarded as the land of the free and has the highest tolerance to other people. But in the workplace, it seems to be a little different from what they are preaching, most especially these human resource developers – seeking efficiency more than other traits in a person, but the said traits/ issues should not factor in according to several laws and also in the Amendments of the United States of America.

www.caw.ca

• Permanent Partial Disability – compensation is given to some types of permanent conditions that will still allow the worker to work.
• Permanent Total Disability – in order to receive this compensation, the worker must prove that he has a permanent problem, and that he is unable to go back to work in any capacity.
Although in many states, there are rulings where workers that can only perform undependable, sporadic, or occasional work may still be considered permanently totally disabled. Also frequently, the state worker’s compensation law will allow lawyers to offer evidence where a worker’s age, training, education, and experience will prove that the worker is already incapable of working.