Question

Real-World Case 21.1

Kelly was a new coder who had never held an HIM job before. She had just graduated from college and passed her RHIT when she was hired by a local clinic and was so excited to start working. A few weeks later, her manager asked to meet with her. The manager closed the door and told Kelly that she wanted her to code charts for a particular procedure using two codes instead of one so the reimbursement would be higher. The manager then proceeded to divulge information that the clinic was struggling financially so anything extra would help. Kelly got the impression that if she did not comply they would let her go; and she really needed this job. Also, since it was her boss asking, she felt obligated to do as she was told.

Question: Read the Real-World Case 21.1 (at the end of Chapter 21). Summarize the case in a few words. What are the ethical issues associated with this case? Identify a few things the hospital can do to prevent the unethical behavior. Discuss Ms. Brown's potential ethical cultural shock by learning who she was and meeting family and friends who she does not remember. Think in terms of religion and cultural bias or prejudices.

Answer 1

This contextual analysis investigates a universe of misrepresentation and charm, revealing and clarifying the reasons for work environment issues and questionable works on lying behind the happy veneer of business neighborliness. Such an investigation essentially reaches out into unscrupulous, hazardous and unjustifiable practices, eight of which are chosen for itemized examination.

These are: working in smoke, inappropriate behavior, useful expulsion, staffing levels, preparing, unlawful liquor benefit, poor nourishment cleanliness, and robbery. A portion of these issues or practices are intentionally damaging (and are in this manner considered as moral issues), some can cause hurt (so are wellbeing and security issues), and some worry the manner in which staff are overseen (and are in this manner work issues).

The industrious concentration in any case, is the avoidable damage and bad behavior that can happen where gatherings of individuals are controlled by a couple. A few topics are investigated, specifically the reasons for poor moral models and administration's effect on these measures. The theories address the conduct of friendliness laborers for the greatest share, yet directors specifically, as they are at last in charge of working environment lead, and are in this way best put to roll out improvement.

Moral guidelines are examined by estimating the real and saw rate, resistance and administration acknowledgment of issues as per people's statistic qualities. The mix of quantitative and subjective information empowers a careful and logical examination of practices in an area surely understood for steady social issues, with the particular goal of distinguishing causes, and along these lines arrangements. The accompanying speculations are inspected:

-Unethical conduct is normal in friendliness;

-Management knows about deceptive conduct in accommodation;

-Management effectively or latently underpins unscrupulous conduct in neighborliness, and

-Management's help is a reason for untrustworthy conduct.

Albeit deceptive practices are observed to be normal, numerous administrators are unconscious of this, while some are noteworthy reasons for inappropriate behavior, helpful expulsions and poor principles of preparing. Perceptions incorporate the impact of codes of morals on unwanted practices, for example, inappropriate behavior, the influence of communal agreement on working environment conduct, and the significant misery of numerous neighborliness representatives. The reasons for work environment issues and dishonest conduct are observed to be low pay and poor preparing. A guideline of responded reliability is proposed, in nimble of the connections recognized between boss responsibility and worker conduct, and educated by system hypothesis, which expresses that for each activity there is an equivalent and inverse response.