The Veterans Health Administration (VHA) is termed as the home to the United States as it is the largest integrated health care system consisting of approximately 150 medical centres. These medical centres are nearly 1400 community-based out-patients clinics, as well as community living centres, Domiciliaries and Vet centres. The United States has the most comprehensive system of assistance for veterans of any nation in the world, with Roots that can be tracked back to 1636, when the pilgrims of Plymouth Colony were at war with the Pequot Indians leading to establishment of VHA in 1917. There are health care practitioners who are licensed by the government and provide health care service in more than 8.3 million veterans per year. There are online doctors example the physicians, dentists, Licensed Independent Practitioners and even Nurse practitioners all licensed to give medical services to the patients. It is evident that the Veterans Health Administration is well determined in providing helpful information to most of the caregivers and Veterans. The organisation is determined to providing accurate information on practitioner’s current license and their board certification which is periodically updated. Then orgnaistion’s date is reviewed on timely basis for the sake of providing timely basis. VHA is determined in providing a wide range of service from traditional services to hospital based services like; critical care to patients, orthopedics, pharmacy where people can acquire medicines, mental health, physical therapy and radiology services. Other medical canters of the organisation deals with the services like audiology, podiatry, dermatology, geriatrics, oncology, urology, neurology, speech pathology and vision care to better then lives of many patients. Advanced services are also offered in other medical centres and they entail organ transplant in a patient’s body as well as plastic surgery. There are patient’s advocates available at the medical centre and are bound to listen to any questions, problems and any special needs that the client might have in mind concerning health services. Once they listen to different health problems, they refer then concerns to the appropriate Medical Centre staff for resolutions to be made in perfecting the situation.
Veterans Health Administration organisation has the culture of improving the safety climate to enhance the patients safety. The level of groups and entrepreneurial cultures are linked to the health safety of patients in the organisation. Facilitates and best doctors are availed in the organisation to help improve the health care given to various patients. Working with and within the current cultural Orgnaistions is VHA organisational culture towards giving effective treatment to all it patients. The cultural originations of working with and within the current cultural situations has ensured that VHA has components that provide natural advantages as well as component that it can use as break in case of any health emergency. VHA has an organisational culture which entails demonstrating impact very quickly to any emergency situation that has taken place in the hospital at any given time. Such an organisational culture work to ensure that the high-profile initiative and efforts of the organisation is seen by people through its hard work of saving many lives. The organisation has effectively done this through the use of the stage performance pilots referred to as the high-profile demonstration projects, which produce efforts that can easily be evaluated and accessed accordingly. The Organisation relies of dashboards that define the desires impacts on different patients dealt with in their premises, the tactics used to treat them and all specific metrics employed for use in attaining success. Through employing the use of best tactics in their work, the organization management proves to be successful in proving health care to patients. The organisational cultures of the organisation have made it to be in among the top ranked organisation in different geographies, functions and health care activities. The organisation has a culture of focusing on a few critical behaviours, which it a can handle effectively and retain its reputations of helping its patients accordingly. All the behaviours of the Orgnaistions are linked directly to its objectives as this is part of its culture in proving services to patients.
Component of Code of Conduct
The values of the organisation are typically expressed in terms of how the company performs its day-to day interactions with its patients. The definition of what the organisation is all about is a component of its code of conduct ad its employees are taught to retain values of the organisation and help it prosper accordingly. Patients will consider values of the organisation and how much respected they are while getting the required services. Whenever they are highly respected and given the best, they will develop a positive relationship with the Orgnaistions and will still come back in the future for more services. Regardless of the circumstances, patients ought to be respected as this shows the values the organisation has towards dealing with patients.
Any good code of conduct will definitely be well principled. These principles are well outlined for all employees to follow them to the latter with no failure in given their best to all types of patients. Doctors in this organisation are required to be principled in their work and adhere to all regulations as well as follow them accordingly. Corporate responsibility is a natural resource employed for use in making sure that all activities in the organisation are smoothly run.
Training is a component of code of conduct whereby, employees in VHA organisation are taught what to do and why they have to do it. Training is done for all employees to understand subject of then code and what might happen if the code is violated by any chance. Training ensures that the code is reviewed annually to ensure that it complies with the current legislation as well as promotes best health practices in the organisation. All the changes done are reflected in any training done to ensure that doctors and all medical practitioners in different health centres of the organisation are conversant of what is expected of them as the outcome in treating patients.
All the organisation’s employees’ personal responsibilities are well addressed in a code of conduct and this is for the sake of upholding the code of ethics required in their work ethics. Such information helps the doctors and any other medical practitioners to understand what impact will befall them once they violates the code of conduct in their working environments. It will imply that they will have to follow all the code of conduct required of them in giving the best services to all patients’ failure to which they will have to face huge consequences of their negligence. Being responsible means that all doctors and medical practitioners will have to report any case which violates code of conduct within the organisation and not just merely adhering to the required values alone.
Rules and laws are well included as components of the code of conduct; since, it is part of the organisation interactions. The origination must account for all its operations and give clearly stated medical reports that can be used in any part of the country. The documents have to be liable and contain all the patients’ report of ailment as well as treatment. Keeping of records helps the medical practitioners to comply with the rules and regulations of the organisational accordingly. Documentation of all the medical reports helps in ensuring that license is well maintained and legal regulations are good for the safety of the patients’ health. In case of any complaints concerning any medication given, the reports can be used to show how treatment was administer o the particular patients.
Bradley, E. H., Holmboe, E. S., Mattera, J. A., Roumanis, S. A., & al, e. (2003). The roles of senior management in quality improvement efforts: What are the key components? / practitioner application. Journal of Healthcare Management, 48(1), 15-28; discussion 29
Egels-Zandén, N., & Hyllman, P. (2007). Evaluating strategies for negotiating workers’ rights in transnational corporations: The effects of codes of conduct and global agreements on workplace democracy. Journal of Business Ethics, 76(2), 207-223
Gámez-González, J., Rondan-Cataluña, F. J., Diez-de Castro, E.,C., & Navarro-Garcia, A. (2010). Toward an international code of franchising. Management Decision, 48(10), 1568-1595.
Gorunescu, M. (2012). Violating The Right To Private Life Under The New Romanian Penal Code. Lex Et Scientia, XIX(1), 128-134
Sekerka, L. E., Bagozzi, R. P., & Charnigo, R. (2009). Facing ethical challenges in the workplace: Conceptualizing and measuring professional moral courage. Journal of Business Ethics, 89(4), 565-579. doi:http://dx.doi.org/10.1007/s10551-008-0017-5
Sims, R. R., & Sauser, W. I. (2013). Toward a better understanding of the relationships among received wisdom, groupthink, and organizational ethical culture. Journal of Management Policy and Practice, 14(4), 75-90
RELATED: EFFECTS OF SOCIAL POLICIES ON HEALTH