The Healthcare Code of Conduct - Essay Example

Running head: HEALTHCARE OF CONDUCT Healthcare of Conduct Christopher Lopez Grand Canyon HLT-418 August 29, Healthcare Code of Conduct According to The Joint Commission on Accreditation of Healthcare Organizations (JCAHO), “All intimidating and disruptive behaviors are unprofessional and should not be tolerated” (2008). This sentinel event alert discusses details that contribute to this behavior in healthcare organizations, and presented suggestions to prevent such incidents from happening.

In every sentinel event, JCAHO’s purpose is to analyze the root causes of incidents that seriously risk the welfare of those who are in healthcare organizations (Scalise, 2006, p.49). Such events are publicly announced by JCAHO every year (Mustard, 2009, p.3). JCAHO accreditation is a requirement for several state and private health care programs including participation in Medicaid and Medicare (Gaul, 2005). The reviews involve evaluations of medical laboratories, hospitals, surgical centers, home care agencies, rehabilitation centers, medical equipment providers, and nursing homes (Popovich, 1998, p.173). This is why passing JCAHO standards is crucial for most healthcare organizations (Gaul, 2005).

Obviously, being JCAHO-accredited gives the healthcare organization an increased positive image, thus, increased business. Insurance providers are also more inclined to offer better packages to accredited organizations (Popovich, 1998, p.174-5). Since JCAHO declares “zero tolerance” for intimidating and/or disruptive behaviors, a facility that does not comply will have its accreditation suspended or terminated. More severe effects are loss of clinical privileges and being reported to professional licensure bodies (The Joint Commission, 2008).

Interestingly, in my workplace, there is a code of conduct policy in place. New hires are oriented to these policies from day 1. So far, I have only heard of two incidents of reporting from the department I work in. Both incidents have been dealt with accordingly by the HR department. The violators went through the due process of investigation, and when proven guilty, were terminated.ReferencesGaul, G. M. (2005, July 25). Accreditors Blamed for Overlooking Problems. Retrieved August 29, 2011, from The Washington Post: http://www.

washingtonpost.com/wp-dyn/content/article/2005/07/24/AR2005072401023.htmlMustard, L. W. (January 01, 2009). The culture of silence: disruptive and impaired physicians. The Journal of Medical Practice Management : Mpm, 25, 3.)Popovich, M. L. (January 01, 1998). Why become accredited? Benefits and values of Joint Commission accreditation. Home Care Provider, 3, 3, 173-5.Scalise, D. (January 01, 2006). Clinical communication and patient safety. Hospitals & Health Networks / Aha, 80, 8, 49-54.The Joint Commission.

(2008, July 09). Sentinel Event Alert, Issue 40: Behaviors that undermine a culture of safety. Retrieved August 29, 2011, from The Joint Commission: http://www.jointcommission.org/sentinel_event_alert_issue_40_behaviors_that_undermine_a_culture_of_safety/