Operationally, Claymore was skilled in meeting state and local mandates, adhering to regulations and presenting a public persona that appeared in sync with ethical codes and expectations of quality care for the population being served. Beneath the surface, lurked blatant violations of Principle E of the APA Ethical Principles of Code of Conduct; Respect for Peoples Rights and Dignity. Contradictions between espoused and enacted values and the dynamics of corporate healthcare embodied the notion of a competing ethical principles. Furthermore, the stratification of race, skill level and academic accomplishment forged deep interpersonal and intergroup rifts throughout the milieu. Elitist and ethnocentric statements and practices on behalf of management spawned an environment of resentment, and low morale amongst a subjugated labor force.
Claymore’s leadership consisted primarily of European-American women, between the ages of 29 and 52, with ...
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...ly and making efforts to “…understand who is attempting what, why, and how, in what situation and what really matters, what is valuable in all that” (Forester, p. 38).
Dr. Andrea’s behavior presented as overwhelmingly fiscal, ego and power driven. The self-serving nature of the aforementioned individual placed self-interests above the needs and wellbeing of clients and employees alike. What’s more, staff members in leadership roles, ignored their professional obligations and failed to police the environment effectively (Schön, p. 38). Nevertheless, the overt lack of professionalism and disrespectful attitude towards others served as a personal and rich education. An education so rich that it is directly linked to my passion for learning, developing and implementing effective and ethically sound professional practice both domestically and in international settings.
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