Code of Conduct in Healthcare Organizations

The code of conduct indicates the consciousness and responsibility of individuals, organizations, and communities to the society and patients, in particular; it is designed for the personnel’s understanding of the complexity and scale of the challenges that the healthcare institution can face. The code of ethics should be detailed and mandatory for all employees. The successful implementation of the code depends mainly on the consistency in actions of every employee at his or her workplace in the framework of their powers when performing the daily activities.

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Code of Ethics. The code of ethics is applied in various organizations, and it is different in the content. For instance, The Kraft code of ethics or Verizon dwells upon the policies oriented at specific settings with the orientation towards the company’s occupation. When it comes to the medical field, the general notions remain the same; however, every organization defines its own peculiarities. The AHIMA Code of Ethics has a very profound approach towards the values, aims, and responsibilities of the association and its employees (AHIMA code of ethics, 2011). It is well-written and provides guidance in the ways the care providers should handle different cases.

The code promotes integrity, stimulates to advocate for the privacy of patients, and anticipates the disclosure of the personal data. Further, it encourages care specialists to hold service provision prior to their personal attitudes while the professionalism should guide every practitioner through his or her work. In addition, the AHIMA Code of Ethics highlights the importance of guaranteeing the safety of the confidential information (AHIMA code of ethics, 2011). According to this document, every individual should evade the intention of unethical proceedings and practices. Moreover, it promotes cooperation of the specialists, lifelong education, and supervision.

It should be noted that the document words the information in an accurate and understandable way. It is detailed and comprehensive in the content; nevertheless, there are aspects that have not been covered well. It does not dwell upon the promotion of the cultural and intellectual diversity of the association and the society in general (Morrison, 2015). The diversity of religious, cultural, educational, and other backgrounds should be appreciated by any organization.

Action Plan. Educating the staff on the new employee code of ethics is a challenging process while this kind of information should be heard and understood by every employee. First, everybody should start the employee education by reviewing the work environment and analyzing what were the previous challenges faced by the employees (Morrison, 2015). Second, by setting the correct atmosphere, the administrator will be able to encourage the people. Third, handing out the code of ethics should be one of the steps to promote the application; nonetheless, the administrator should utilize other practices. For instance, he or she can choose a mediator between the administration and the employees that would be able to promote communication (Thiroux & Krasemann, 2011). Fourth, it would be a good idea to organize training sessions and act out real-life situations that took place in this specific organization. Furthermore, it would be handy to teach the staff the techniques for conducting ethical behavior and preventing morally incorrect decision-making. Finally, the administrator should establish the hotline for the workers to utilize to state the ethical abuses or to get assistance when they feel unsure.

All the health organizations concerned with delivering care, as well as any institutions working with people, should be thoughtful of their code of conduct. The effective ethics promotes transparency and guarantees the safety of the care provision. It also averts any discrimination in the organization. The consequence of the ineffective policy is often the conflict of interest that negatively affects the reputation of the institution, its reliability, the corporate climate, and can even lead to patient-related consequences. Needless to say that those who break the code will be subject to disciplinary actions. All the workers should abide by the ethical code and principles specified in it and negotiate any violations of it.

References

AHIMA code of ethics. (2011). Web.

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Morrison, E. (2015). Ethics in health administration. Burlington, MA: Jones & Bartlett Publishers.

Thiroux, J., & Krasemann, K. (2011). Ethics, New York, NY: Pearson.

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StudyCorgi. (2020, November 26). Code of Conduct in Healthcare Organizations. Retrieved from https://studycorgi.com/code-of-conduct-in-healthcare-organizations/

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"Code of Conduct in Healthcare Organizations." StudyCorgi, 26 Nov. 2020, studycorgi.com/code-of-conduct-in-healthcare-organizations/.

1. StudyCorgi. "Code of Conduct in Healthcare Organizations." November 26, 2020. https://studycorgi.com/code-of-conduct-in-healthcare-organizations/.


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StudyCorgi. "Code of Conduct in Healthcare Organizations." November 26, 2020. https://studycorgi.com/code-of-conduct-in-healthcare-organizations/.

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StudyCorgi. 2020. "Code of Conduct in Healthcare Organizations." November 26, 2020. https://studycorgi.com/code-of-conduct-in-healthcare-organizations/.

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StudyCorgi. (2020) 'Code of Conduct in Healthcare Organizations'. 26 November.

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