Constructive and Destructive Criticism, Progressive Discipline, and Chemical Impairment

Constructive and Destructive Criticism, Progressive Discipline, and Chemical Impairment

The difference between constructive criticism and destructive criticism lies in the way of delivery of the criticism. While destructive criticism is given to insult or harm someone, constructive criticism is given with helpful and compassionate criticism (Tortoriello & Hart, 2018). This implies that destructive criticism is always negative, while constructive criticism can either be positive or negative. Constructive can be negative criticism since one can criticize you negatively to help you out. Also, constructive criticism is always related to the issue at hand, while destructive criticism is mostly random.

Progressive discipline deals with the behavior of an employee who does not meet the expected performance standards. Verbal counseling is the first step in progressive discipline. During this step, an employee is counseled about their job expectations verbally. The supervisor should maintain a written document during verbal counseling, which an employee signs to show their understanding of the raised issues. The second step of progressive discipline is a written warning which notifies an employee of continued performance issues even after verbal counseling. During this step, the employee signs a written document to show their understanding of the issues. In the third step, a performance improvement plan is developed to resolve an issue the employee did not correct, even after verbal and written warnings. The performance improvement plan is given for a particular period. In the fourth step, employment is terminated when the employee fails to meet the requirements of the performance improvement plan after the agreed-upon period.

Some employees can benefit from progressive discipline after failing to follow the established rules. In contrast, others need active coaching, support, and professional counseling due to impairment from disease, degree of ability, or energy. Those who benefit from progressive discipline take the issues raised seriously and work on them to meet the required performance standards. For such employees, correcting the issues takes them a short time. However, those who need active coaching or support due to impairment from disease need to be given a longer period to meet the required performance standards.

There are different ways in which marginal employees can be helped to increase their productivity at the workplace. Marginal employees need to be motivated to increase their productivity. The manager or supervisor needs to talk to them to identify the cause of poor performance. They should then be counseled based on the cause of the poor performance. Besides, setting measurable standards can improve the performance of employees who have been performing poorly (Mohamud et al., 2017). Employees are more motivated when they know their performance standards are achievable.

A chemically-impaired nurse or healthcare professional is psychologically and/or physically dependent on a mood-altering substance such as alcohol, cigarette, bhang, and cocaine. A chemically-impaired healthcare professional may not perform well at work as they divert controlled substances from a patient to themselves, make medication errors, and provide poor patient care. Some actions that may signify chemical impairment include excessive use of sick time, difficulty meeting deadlines, leaving work early or arriving late, mood changes after breaks, and altered orders (Mumba & Baxley, 2019). One of the risk factors that increase the likelihood of chemical addiction among nurses is stress. Nurses are sometimes overwhelmed by the number of patients they must attend to. This causes chronic stress, which can lead to substance abuse. Nurses are also vulnerable to chemical impairment since they can easily access controlled substances. In addition, lack of education concerning substance abuse can lead to chemical impairment among nurses. Nurses need to be educated about the signs and symptoms of addiction.

Since a nurse can become addicted to mood-altering substances without being aware of the addiction, I think it is important to educate nurses about the signs of addiction to such substances. Moreover, a nurse can start using mood-altering substances due to various reasons. Not all drug addicts choose to be dependent on drugs. Based on my feelings about a chemically impaired nurse, I would manage a chemically impaired employee by talking to him/her to determine the reasons for the addiction. I would then educate the employee about the effects of substance abuse. I would also help the employee solve the issues that led to him getting addicted to drugs by using strategies that do not involve substance abuse. 

References

Mohamud, A., Ibrahim, A. A., & Hussein, J. M. (2017). The Effect of motivation on Employee Performance: A Case Study in Mogadishu, Somalia. International Journal of Development Research, 07(2014), 17009–17016.

Mumba, M. N., & Baxley, S. M. (2019). A Retrospective Descriptive Study of Nurses With Substance Use Disorders in Texas. Journal of Addictions Nursing, 30(2). https://doi.org/10.1097/JAN.0000000000000273

Tortoriello, G. K., & Hart, W. (2018). Trait interpersonal vulnerability attenuates beneficial effects of constructive criticism on failure responses. British Journal of Psychology, 1–20. https://doi.org/10.1111/bjop.12356

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Constructive and Destructive Criticism, Progressive Discipline, and Chemical Impairment

Differentiate between constructive and destructive criticism. Describe the usual steps in progressive discipline. Differentiate between employees who could benefit form progressive discipline for failure to follow established rules or to meet organizational goals and those employees who need active coaching, support, and professional counseling as a result of impairment from disease, degree of ability, or energy. Discuss strategies to assist marginal employees in becoming productive members of the workforce.

Discuss the chemically impaired nurse/health care professional. Identify behaviors and actions that may signify chemical impairment in an employee or colleague. What risk factors result in an increased risk for chemical addiction in the nursing profession. What are your personal feelings/ experiences regarding the chemically impaired nurse/health care professional. How would your personal feelings affect your ability as a manager to address a chemically impaired employee.

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