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Choosing patient escorts essay


City Clinic is one among five significant hospitals inside the core of a giant Midwestern Town. The hospital has just recently added a small addition for the treatment of “well known” people, such as Sports athletes, Music Actors, and best business business owners relative to the area. Local and visiting superstars always select City Medical center when they are inside the city and in need of medical assistance. The Hospital has a 1, 200 individual bed potential and at the moment employs 4, 500 employees, 40 that are individual escorts.

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Sufferer escorts provide a very important, and underneath recognized part in the hospital. They are responsible for moving people from area to space or escorting patients which have been discharged out to the front door or to her or his car in the parking lot. The role in the patient escort requires little or no physical expertise and mental ability.

The major requirement of this job is usually to be personable and friendly. The patients which can be discharged happen to be taken down towards the front door or their car by the affected person escort, meaning that the very last face and impression the patient has of the medical center and their experience is the one particular the patient take leaves them with.

The addition of the small superstar wing is extremely important that all individuals leave feeling healthy and with a great experience. Ought to for any reason the trustworthiness of the hospital is damaged, the influx of celebrity and high profile visitors will begin to decrease, which will probably result in terrible losses equally financially and characteristically intended for the hospital. Just lately, it has been explained that multiple patients have got reported getting treated terribly by the sufferer escorts during the last two years. Therefore leaving a bad connotation of the hospital in the minds of the sufferers.

Problem Id

The problem available in City Hospital is in regards to the way the patient escorts are dealing with the sufferers both throughout their stay and upon their departure. You will find roughly forty patient escorts employed by City Hospital, around three-fourths of them are men, and one-fourth will be women. The majority of them are high school graduation graduates within their early twenties. Many of them work morning alterations and attending school at night, using the financial compensation from your hospital to fund their schooling. The proceeds rate with this position is relatively high for 25 percent, yet adversely 25 % of the workers each year as well move up in the hospital to better compensated careers. This means that there is also a 50 percent new hire rate per year. The person escort is always to provide a laugh to each sufferer as they are transferred throughout the medical center or to front side door upon their release.

This high replacement level explains so why patients have got reported becoming treated rudely, being purchased around, and even being scolded by their affected person escort throughout the discharge procedure. Some sufferers have actually complained that they had been cared for carelessly although they were getting wheeled away their automobiles. In one serious case, a patient reported that their escort haphazardly tipped him more than out of the tire chair. This kind of action leaves a negative meaning on City Hospital and many hospital managers are fed up with this and searching for the reason for this problem, and seeking desperately for a change to get made.

Causes of the Problem

The mistreatment of patients posseses an extremely adverse effect on the reputation of Town Hospital. As a result of importance of this kind of matter, the cause of this problem needed to be identified. Recently mention over, was the reality of the very substantial replacement charge being at approximately 50 percent. This is certainly a combination of a 25 percent proceeds rate and a 25 percent promotion charge. The fact of the matter is those 25 percent who are likely to be out of a work within a yr, and the 25 percent that understand they are likely to be promoted within a year, know exactly who they are really and what position they may be in. The 25 percent which have been most likely to be job-hunting in the near future are more inclined to be quick tempered with sufferers and more willing to disregard the simplest work duties and requirements. In the meantime, a quarter of the staff sees that they are performing the best task possible and they are likely to be taken into account to move up in the hospital and a more happily compensated situation within the next year or so.

In addition to the substantial replacement rate of the placement, we believe a major outlet of concern should be directed at the size of the identity tags that patient escorts must wear. The nametags are in all likelihood standard ID badges which may have a small photo and brand on them to get security reasons. However ,  due to the small-scale of the details provided around the nametag it is quite difficult to get patients in order to see please remember the names and faces in the patient escorts that are dealing with them thus unjustly. One other area of concern with regards to the problem currently happening is the permitting of trading patients between escorts. This makes it very difficult to cope with which sufferer was paired with which take at any time of the day. Individuals are also generally groggy coming from any type of medication , in soreness because of any injuries, or perhaps feeling woozy because of any kind of illness. The individual escorts raise a valid level when they refer to the increased irritability with the patients whom are going out of the hospital on a daily basis. The partnering of the patient’s irritability and the lack of proper care provided by these types of escorts is actually a recipe for disaster intended for the trustworthiness of the hospital. Last but not least, a major cause of this problem is likely to be carried more than from the selection.

It was set by the case the fact that Chief Director of Affected person Escorts brought to light deficiency of substance inside the application to get the position. The application does not really give any insight into the personality from the employee, somewhat it requests some recommendations and job history. Essentially the job is a personality-based position and so shouldn’t the applying and selection reflect on that? The administrators suggested some solutions pertaining to the problem plaguing City Hospital. They advocated:

2. Employees happen to be asked about their hobbies, exterior activities, and their personal desires and demands

5. Employees are asked to transmit three references from people that know the candidate well that focus on the prospective employee’s personality, particularly the applicant’s capability to remain friendly and polite at all times

* Four or five stress-producing inquiries should be asked during the interview

* Develop some kind of frame of mind test and own it revalidated with all the government requirements

Alternative Alternatives

We absolutely agree with a healthcare facility administrators about many of their suggestions means correct this challenge and prevent it from reoccurring in the future. However , it seems to us that their plans are only conventional paper deep and can be bypassed by forging of letters by way of a friends when putting on a fake laugh and frame of mind during the interview with the ‘updated’ questions. Which is why we offer the following requirements be made in regards to the selection process:

2. The same app and interview questions be added to the choice process as i have said by the facilitators but as well making sure that they follow the EEOC standards

* A situational evaluation be implemented during the interview in addition to the situational questions to further see how they will respond

* Make sure the recommendation letters happen to be from a valid source they may have worked with during the past, rather than someone who knows all of them well

* Escorts should not just be paid medical center staff, nevertheless they should be 3rd party from some other medical care or service

* Utilization of incentives to make their work ethic and the worth in these people promoting the precise brand of the hospital This allows the interview to have even more substance with regards to the application and interview process. It will save you the managers valuable time, in which they might be examining, falsified and misguided recommendations from the applicant’s friends and family. Likewise, it will offer an actual live situation where the interviewee is usually tested to find out how they react in a excessive stress circumstance, which will be assessed by the interviewer or any overseers observing the interview.

Once the selection process is over and the employees have been chosen, we have a few more suggestions on how to regulate the person escorts to make sure there is a more than satisfactory job is completed on a daily basis. First, we all suggest that all patient escorts wear much larger ID badges. This IDENTIFICATION badge needs to have the employees term in huge bold publishing and a great unmistakable photo of them just above the name. This makes it much simpler for patients to know who is handling them and attending to their escort needs. In addition , all escorts should be assigned to rooms or patients to the discernment of the healthcare professionals in advanced. We think the existing process where a nurse only calls for a great escort has to be eliminated.

This allows the hospital to find out who is attending to which sufferer at which occasions and will negate any chance for an employee to mistreat the patient and conceal behind a lie whether or not they managed that specific patient or perhaps not. The present tradition of being able to operate patients should be eliminated. If there is any reason that a individual needs to be exchanged it needs to get done throughout the nurse who assigns patient escorts towards the patients and it needs to be documented. Virtually any under the desk trading must be discouraged and reprimanded by uppr administration immediately. Lastly, we feel that an motivation based operate program be put together intended for the patient escorts. Enticements ought to be provided based on good reports, excellent evaluations from people, and completing all work requirements over satisfactory specifications. Incentive based programs provide willingness for workers to make an effort to exceed and perform all their job towards the highest of standards.

Greatest Alternative

Whilst it would certainly benefit the organization to apply all of the adjustments recommended over. It is very important that we find the alternative solution that we consider would have the highest overall result on the job in City Hospital. We totally believe that because of the age and current motives of the most of the employees with this position the best solution to the void of mistreatment of patients should be to institute a motivation based system, for the personnel in the patient take line of operate. Since almost all of the employees happen to be in their mid twenties and some of them are employing their financial settlement to fund their way through college, we deem that further financial incentives will increase performance plus the treatment of workers.

We think that if there are possibilities to get earning more income, which is a thing that many university students or youngsters are always needing, it would encourage the patient escorts to strive to earn wonderful reports from your patients they may have handled. As well, it would let them have a reason to never want to trade apart their individuals because the even more they provide and the better the more bonuses they will earn.

Implementation Steps

The upper tier of facilitators should begin immediately by phoning a meeting for all employees that are affected by this kind of change. In the meeting the problems should be resolved. Administrators probably should not point out any kind of time individual in front of the group, but since they have visitors to speak to they should do so in private when the meeting is now over. After dealing with the dilemma at hand, the brand new incentives program should be provided to the employees that it pertains to. Based on the assumptions employees make $140 per day that they can work, producing approximately $700 per week (5 days). An incentive of seventy dollars per week can be had by getting together with and receiving this reviews and reports.

* Over satisfactory task duties performed as observed by upper managers, nurses, and positions managing the patient escorts

* 10+ exceptional reviews coming from patients

* 0 negative reviews from sufferers

2. Must go above and beyond the cell phone calls of obligation to help various other and further benefit the overall welfare of the medical center each and everyday

It should be noted to all workers while this could seem like a stretch to accomplish, it is the equivalent of half a days and nights pay, in order to perform their particular job to the utmost fulfillment. Bonuses may be earned every week and the hospital administrators will be looking to put into practice more monetary incentives in the months to come. Finally, the hospital will even institute a bi-annual performance appraisal, which will be followed by monetary bonus to the people who have received it over the course of many weeks of diligence. The amount of this bonus will probably be substantially larger than the every week bonus, as it is much harder to attain. The bi-annual functionality appraisals will probably be upper administrations way of seeing progress inside the new incentives program.


City Medical center was displaying rapid progress in the significant Midwestern Town. It was certainly one of five main hospitals, completely just added a special addition for “well-known” patients, which usually made it the main choice of most celebrities inside the area once medical assistance was needed and signs had been pointing up until they observed the conceivable demise from the hospital adobe flash before them. In regards to hiring, the job that essential the nominal skill and knowledge got the least volume of concern from supervision. It also experienced the highest alternative rate inside the hospital the very job that could replace the image of a healthcare facility in the eyes of everyone. Patient escorts had been mistreating individuals, being really rude to them, scolding them in public, and even carelessly tipping them out of wheelchairs.

This is leaving a horrible image in its appearance of the hospital and something needed to be changed. The hospital administration came up with a few guidelines, but it was not until they brought all of us in till they received a few more great ideas. In an ideal scenario, all of changes would be executed, but the medical center asked for only one. So we went with the financial offers package. As a result of age and education stats, it was decided that the majority of these sufferer escorts placed a strong benefit on offers.

Whether it absolutely was for living expenses or to pay for their approach through college or university, incentives would be the most important encouraging factor to showing up every day. This is why all of us introduced the cabability to receive every week bonuses based on positive reviews as well as other deciding factors that could be earned the employees. We believe this is the remedy with the best chance of fixing the issue and bi-annual efficiency appraisals will eventually show the efficiency of the prepare.


[ 1 ]. *Assumptions: 10 hour shifts, $14/hour, work 4-5 days/week, 60 hour operate week


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