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This case Kirk v. Mercy Hospital is important because it illustrates the necessity to protect whistleblowers in healthcare organizations. Moreover, it highlights the importance of ethical choices that medical workers have to take while interacting with patients or their relatives. These stakeholders should have access to the information about medical treatment that they received. It should be noted that this conflict arose when a nurse-plaintiff wad dismissed from hospital because she spoke about the incompetent behavior of a doctor who did not provide proper treatment to the patient (Pozgar 506). This situation is vital because it shows that legislators and hospital administrators should develop a set of regulations that facilitate openness and integrity within medical institutions. This is the main task that should be addressed.
This case indicates at several important issues that cannot be overlooked. First of all, it demonstrates that in many situations employees find it very difficult to raise concerns about the work of their organizations and some of their unscrupulous practices. This issue is particularly relevant to the functioning of medical institutions that have to ensure the rights of patients. The plaintiff argued that the patient did not receive proper assistance from the doctor (Hernandez 19).
In fact, it is possible to say that this physician completely overlooked his duties (Pozgar 506). However, hospital administrators forbade the plaintiff to speak about this problem. Thus, one can argue that the lack of legal protection lead to the conflict of interest which means that a medical worker has to choose between his/her job security and personal integrity. This is the main problem that should be addressed by legislators and healthcare professionals.
Furthermore, it is vital to mention that hospital administrators were unwilling to investigate the claims made by the nurse-plaintiff. They were concerned primarily with the reputation of their institution, rather than the needs people who needed healthcare assistance (Pozgar 506). Provided that the plaintiff had not filed a lawsuit, it is possible that these malpractices could go unnoticed. Thus, one can say that there are no external policies that oblige hospital administrators to investigate various problems existing in their organizations. It seems that this issue can adversely affect many medical institutions.
Apart from, this case indicates that there are no rules which enable a healthcare professional to discuss potential problems in public or even with patients. In turn, the nurse, who was terminated, only suggested that the relatives of the deceased patient should check the medical records (Hernandez 19). Nevertheless, this suggestion was perceived as libel or threat to the hospital (Hernandez 19). This case suggests that sometimes work environment in medical organizations does not promote ethical behavior of healthcare professionals. So, this case represents both ethical and legal dilemmas that are widespread in medical organizations. These problems can profoundly affect both patients and medical workers.
Overall, it is vital to develop policies and statutes that protect medical workers from unfair termination. This argument is particularly relevant to whistleblowers who disclose information about improper policies or malpractices within the organization. The nurse, who lost her job, because she disclosed information to the patient, had to be supported by the administrators. Instead, they chose to suppress this problem. Thus, it is necessary to introduce a set of safeguards can minimize the risks of the events described in this case.
Works Cited
Hernandez, Robert. Strategic Human Resources Management: In Health Services Organizations, New York: Cengage Learning, 2009. Print.
Pozgar, George. Legal Aspects of Health Care Administration, New York: Jones & Bartlett Publishers, 2011. Print.
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