Case 1: Jorge was summoned into his supervisor's office and the conversation went something like this: Supervisor: You

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Case 1: Jorge was summoned into his
supervisor's office and the conversation went something like
this:
Supervisor: You know the policy, why didn't you check the
ID band?
Jorge: I did check it, but the bar code scanner wasn't working for
some reason. The ID band was creased or stained or something. But I
remembered him from the day before and felt confident I had the
right patient. I must have put the wrong labels on the blood
tubes.
Supervisor: No, you drew the wrong patient. It could have been
disastrous. You made a conscious decision to go against protocol,
you exercised poor judgment. Your decision-making process broke
down. This is healthcare, Jorge. You can't be careless and make
assumptions like that, ever.
Jorge: Yes, I know. I made a mistake.
Supervisor: We can't have flawed thinking here. You need to
change the way you handle this kind of situation. One more incident
like this and we'll have to let you go.
1. Did the supervisor handle the situation
appropriately? Why or why not.
2. Was there something the supervisor should have done
differently?
3. When is disciplinary action appropriate? Should
termination be the only disciplinary action? Why or why
not.