Each profession has its own set of norms which govern how an employee behaves while performing their tasks and interacting with colleagues. The norms define the standard of professional conduct one should exhibit at work. Olden (2019), demonstrates the importance of professionalism in places where people are dealt with. The most essential factor in a healthcare organization is the fact that patients need medical attention, but the nurses have to address the human condition first. Professionalism is a way to do this. This ability to ensure that an employee’s behavior is consistent with company expectations leads to excellent customer service. In this context, professionalism refers to an employee’s ability create a working environment that is less stressful and allows for service delivery to be uninterrupted. Importantly professionalism refers to the ability to maintain a consistent behavior. HCO does not expect people to use different approaches to patient interaction and care.
Emotional intelligence can be described as the ability to handle some inconsistencies associated with emotions. Negative emotions can occur when there are many people around you. The ability to accept certain emotions can help a manager manage the organisation’s performance. Corporations may have rude employees. Managers should have a variety of techniques to deal with impolite employees in such cases. Most situations don’t allow for dismissals or warnings to be very effective. Great managers should be aware of the unique characteristics of their employees and develop specific strategies to deal with them. Avoid confrontation with employees. Some bosses can become angry and punish employees by using their position. It is not appropriate to combine emotions and the management of employees’ difficulties in an HCO.
Contemporary society is faced with diversity. It’s difficult at present to identify a multiculturally homogeneous society. The same holds true when there are multiple HCOs. The health facilities serve people from many ethnic backgrounds. Managers must be able to accept and respect differences between cultures. Cultural differences shouldn’t be a hindrance, but a way to engage the patients and staff. The ability of a manager to make sure that the HCO’s traditions are being used in a constructive way is called cultural competence. Cultural norms dictate behavior. HCO conflicts are therefore reduced when managers can manage the customs of each employee.
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