Congruence Between JCAHO Suggested Actions and
Current Work Doctor® Services
Develop an Internal Capability to Sustain Workplace Culture Change
The Joint Commission's #4 and #10 suggested actions:
Develop a process that addresses intimidating and disruptive behaviors that incorporates substantial input from an interdisciplinary team - medical staff, nursing, administration and other employees. Encourage inter-professional dialogues to address conflicts and to improve collaboration and communication.
The Joint Commission's #7 suggested action:
Develop and implement a reporting/surveillance system for detecting unacceptable behavior as per the code. Include ombuds services and patient advocates.
The Joint Commission's #2 suggested action:
Model desirable behaviors. Enforce the code equitably regardless of seniority or discipline using both positive reinforcement and punishment.
Creation of an Internal, Multi-Purpose Resource Group of Peers
Most client organizations which implement the Namie Blueprint™ to Correct and Prevent Workplace Bullying, during the Policy writing phase of an engagement, choose to create an internal pool of employee-experts. They become an internal consulting resource to specifically address inappropriate behaviors. The group names itself -- Ambassadors, Champions -- and fulfills multiple roles including, but not limited to:
- the identified go-to experts, the prime informational resource, for the entire organization
- coaches for individuals who are mistreated and for accused perpetrators
- individuals eligible to conduct peer fact finding when Policy violations are alleged
- people trained to model exemplary, positive behavior within the organization
- monitors of scientific advances in the field of workplace bullying, abusive supervision
- presenters at "brown bag" employee sessions
- participants in new employee and new physician orientation to the workplace culture
- Policy trainers or educators (overlapping membership in the Train-the-Trainer group)
Training of the Internal (Anti-Bullying) Consultant Team
Work Doctor consultants train the multi-disciplinary team to accomplish the purposes listed
above. The 3-day program includes a copy of the book The Bully At Work, a
workbook for each trained individual, and a comprehensive collection of 50+ relevant
research articles to provide in-depth understanding of a wide range of aspects about the
destructive phenomena of intimidating and disruptive behaviors.
The internal consultants are often taught to investigate complaints filed using the new Policy.
Unbiased discovery and decision techniques are taught that complement traditional
discrimination, harassment and human rights complaint investigation skills. Training agenda
includes: (a) Understanding the Bullied Complainant, (b) Anticipating Respondents in an
Investigation, (c) Natural Investigator (Cognitive) Biases & How to Defeat Them, (d) Flawed
Decision Making, and (e) Innovative Remedies.
Monitoring Compliance with the New Code of Conduct
Policy-compliant performance by designated individuals can be ensured via periodic evaluations. These 360-degree assessments are completed online. This is also a method to assess the efficacy of the leadership education after implementation of the Policy. Work Doctor will provide the measures, gather data, complete statistical analyses, and file reports and recommendations.