In week one I examined a right versus right scenario that involved the company’s diversity recruitment program in which I was asked to participate not knowing it was being pushed by intuitional investors not the company itself. My right vs wrong scenario was and military investigation into an accidental discharge of a weapon where I was responsible for inspecting the weapon to ensure it worked properly. Even though was determined that the weapon functioned properly the soldier was not properly trained on the weapon which was a failure of leadership yet they chose to continue disciplinary action against the soldier. In week three we looked at Cheryl the new CEO of Hammond aviation that had information that there was possible bribery
In the case of Michael T. Vandall, M.D., Plaintiff and Appellant v. Trinity Hospitals, a corporation, and Margaret C. Nordell, M.D., the issue is about retaliatory discharge. It deals with problems with Trinity Hospital in North Dakota, Dr. Margaret Nordell and Dr. Michael Vandall, both physicians working in the OB-GYN department.
In the collective bargaining agreement under Article XX Section 1, there is list of the causes for immediate discharge. Out of the fourteen causes that are listed, McNamara has committed five of the causes. McNamara has disobeyed the rules that applied to safety and disobeyed her supervisor when she was reprimanded the first few times. There was a neglect of duty, in the case of sleeping during a safety lesson and reading a magazine while on duty. She refused to comply with plant rules, in that she did not follow the safety rules that require employees to
... began to slip as well. With the amount of respect that the men had for him, he could easily have corrected the situation when it started. Sgt. Yribe failed to do his duty as a junior NCO when things began to fail, so they only got worse. This is what lead, alcohol use, drug use, and disregard for the army standards and operating procedures. It grew to a point where the soldiers had gone past the point of caring anymore. With nothing holding them back the soldiers fell into a state of apathy that allowed them to rape a young girl and murder her along with her family. Sgt. Yribe was then made aware that his own soldier was responsible for the crime and lacked the Personal Courage to do what should have been done as soon as he was given the information. His lack of duty and personal courage directly contributed to the rape and murder of an innocent Iraqi family.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
The staff believed the patient’s altered behavior was due to the possible drug withdrawals. While the symptoms are similar, there are distinct differences between hypovolemic shock- secondary to blood loss, and acute opiate withdrawals. With a thorough exam, the staff should have been able to recognize this difference. The Clinical Opiate Withdrawal Scale, (Wesson, D. R., & Ling, W., 2003) would have been the proper objective measurement tool to be able accurately, assess the patient. Another breach of duty was not getting the CT scan down in an appropriate amount of time. The physician had a high index of suspicion that the patient was bleeding internally, yet the CT was not completed until the following morning. Lastly, the patient admitted to a substance abuse problem, yet a drug screen was not ordered. If it had been, they would have seen there were no opiates in his system and he was positive for alcohol and benzodiazepines.
Earlier in March 2014 the senior leadership of the Air Force, to include the Secretary of the Air Force, the Chief of Staff, and the Chief Master Sergeant of the Air Force, made a statement to all airmen. They stated that “being an Airman is more than a job, when we voluntarily raised our right hands and took an oath to support and defend the Constitution, we became members of the profession of arms”, they also said that along with our profession of arms we are given and accept a sacred trust given to us by the American people, that to be worthy of this trust we must “build our lives and shape our service on the foundation of our core values”, and that when Airmen fail to live up to our core values, the reputation of all who serve is tarnished” (letter to airman, Mar 2014). Recently, I was tasked to deliver a briefing for the J3 monthly training day. This tasking was a result of my negligence in updating a certain system that is vital to the J3 watch floor. My briefing, although filled with correct information and guidance, was also slaked with profanity and unprofessional gestures. Regardless of any circumstances that may have been the cause for these actions, the actions needed correction. Correction was given, which was responded to by more profanity and provoking actions. After I showed such disrespect to my non-commissioned officer in charge, he escorted me to my supervisor and my actions were made known to him. During this time I was still acting very contentious and disrespectful, making snide comments and standing with such contempt as if to say “are you done now”. This of course escalated into more serious action by my leadership which very well could have been avoided had I done my duty correctly in the first place. The...
...t of the officers who failed to carry out those procedures, not of the procedures themselves, according to the Board of Inquiry.
Bleary understood the chain of command at U.S. Steel - he had navigated it appropriately and successfully in the past when questioning company decisions. His initial concerns were reasonable and voiced appropriately and was told it was a nonissue and to continue selling the product. He agreed to these directions initially, but later decided he did not accept his supervisor’s assurance that his concerns were unfounded. Instead, without evidence for concern, Bleary leveraged a personal relationship in order to bypass the chain of command and bring his concerns directly to Vice President Neckert. It is because of these inappropriate behaviors that Bleary was terminated. In Palmateer v. International Harvester Co. (Florado 1976), Palmateer reported to police the possibility of current criminal activity of an employee of International Harvester Co.
In discussing negligent failure to discipline and explaining how Criminal Justice agencies can limit their liability. In order to discuss negligent failure to discipline, you have to understand what negligent failure means. Negligent failure is not taking care of someone or something, the result of which is harm to that person or thing. Negligent is failure to exercise the care toward others which a reasonable or prudent person would do in the circumstances, or taking action which such a reasonable person would not. Negligence is accidental as distinguished from intentional torts or from crimes, but a crime can also constitute negligence, such as reckless driving.
I the conducted a voluntary audio recorded interview with John at the Port Richey Police Department with Sgt. Russo present. John stated that he was at Dales house where Mr. Bloom, Kaj Joseph, were looking at several of Dales firearms due to Mr. Bloom being interested in possibly buying a firearm. John stated that once it was time to leave Dale packed up all the firearms except on pistol, where John picked the firearm up and gave it to Dale. It should be noted that John Barret is a convicted felon and is not legally allowed to possess or handle any firearms. John Stated prior to his leaving all firearms were accounted for. John provided me with a written
... corrective action plan for the oversight. This will show their constituents that they are being proactive and taking full responsibility in their social responsibility duties in correcting the error. In Union Carbide’s case, the company stepped up and addressed various oversights that needed corrected. In addition, they implemented an action plan to ensure that this incident does not happen again and provided relief aid to all of those affected by the incident. For example, they continue to provide medical equipment and supplies, and offer $5 million dollars to the Indian Red Cross.
Many cases are brought upon air traffic controllers from pilots, airlines, and unions in order to find fewer faults in their own and to put fault somewhere else and who better to put fault on than someone with the title of “controller”? Out of all the cases that controllers have been a part of, there are three that stand out in giving a well-rounded idea of the liability that controllers may or may not have had while being “plugged
Later in 2003 another issue for the Boeing Company arose which was that documents that belonged to the Lockheed Martin were in the possession of the Boeing managers. This allowed Bowing to have an advantage of the defense contract with the federal. After this Boeing was stopped by Pentagon form bidding on any federal contracts for 20 months which caused CFO Michael Sears to be fired after this incident. After Michael Sears was fired and was put into jail for hiring officer Darleen Druyum, She had made a purchase ...
Human error should not be punished by blame or shame. It should focus on process changes, procedure changes, effective education, change in design, and consideration of environmental factors Lecture notes, 2018). Just culture attempts to differentiate between human error, at-risk behavior, and reckless behavior to accomplish the best way to handle situations that have harmed the patient. The treatment of pharmacists whose actions have harmed a patient is demonstrated in the Eric Cropp case. He was accused of involuntary manslaughter for the death of a 2 year old girl by not checking a lethal dose of a cancer compounded salt solution (Cleveland, 2009). Prosecutors wanted charge Eric with reckless homicide even though this was a human error. According to Just Culture Eric should have been supported due to the failure of the system but instead he was treated harshly like a cold killer. Eric was sentenced to five years in prison with a 10,000 fine (Cleveland, 2009). This may have been evaluated differently with the concept of Just Culture because Eric would have received fair
NET failed to recognize or react to either situation. It is imperative to understand that NET was liable for its employees but the employees, as individuals were also liable for their actions. NET lacked the system controls necessary to keep the company liability to a minimum on this issue. Usually with failures such as these, the system internal controls are this company is lacking the most. Ethical behavior among management is key to ethical behavior among employees.