One of the things I have learned in Natalie Kazakova’s case is that feeling insecure at work can compel an employee to avoid going to work. The constant criticism from Susan and Tom has demoralized Natalie and deteriorated her enthusiasm towards her place of work. It toxicity at work has informed Natallie’s decision to look for work elsewhere, where she can enjoy her life. The place that offers the peace that she desires is her home (Brown, 2017). She wishes to remain at home instead of going to work where she is constantly being abused as a result of her purported incompetence.
The lesson that I have learned from Susan and Tom’s case is that junior employees expect senior employees to act as their role model, in respect to the performance of their duties. Susan and Tom were insulting Natalie because they had realized that she was not performing to the expected levels of competence (Park, 2019). As a holder of a master’s degree, for example, Susan and Tom expected Natalie to deliver high-quality medical services. They were, however, surprised that Natalie had limited knowledge and skills.
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The existing similarity between Natalie Kazakova’s case and my practice is that both of us get demoralized from going to work when feeling insecure. As I see it, Natalie has the fear that the manager and her supervisors at the healthcare facility will discover that she does not have much experience in healthcare service delivery, an endeavor that may threaten the trajectory of her career (Wallace, 2017). The limited experience stems from the fact that Natalie pursued a different course in her undergraduate. She, for example, pursued an engineering degree in her undergraduate degree and proceeded to do a nursing course at the master’s level.
Again, Natalie Kazakova’s case and my practice are similar in the sense that both of us work under pressure in many cases. Natalie works under stressful conditions and pressure because most of the patients that she is asked to attend to are always in a critical condition. Handling patients under such circumstances is usually stressful because a simple mistake can instantly lead to loss of life (Park, 2019). I also work under pressure because I am in many times asked to attend to emergency cases.
The difference between Natalie Kazakova’s case and my practice is that I have never regretted why I took a health-related course. My decision to join the school of health sciences was inspired by my parents, who are both medical doctors. Seeing my parents taking care of patients inspired me to follow in their footsteps. My inclination to help those in need has trumped the criticism that I receive from my colleges. I am a staunch believer in the assumption that experience is not instantaneous; rather it is a product of prolonged engagement. Therefore, I am certain that I will be a better medical practitioner after amassing sufficient experience.
Susan and Tom’s case differ from my practice in the sense that I have never insulted my senior colleagues. My respect is perhaps as a result of my firm belief that every employee deserves to be treated professional as a means to fostering the growth of good interpersonal relationships. I am always conscious of the manner that I interact with my colleagues, so as to avoid jeopardizing our professional relationship. For instance, I ensure that I use professional language that is free from abusive statements when communicating with my supervisors. My aim is usually to avoid using a language that will result in conflict. Not insulting my colleagues has enabled me to make friends in the workplace.
References
Brown, N., & Rappert, B. (2017). Contested futures: A sociology of prospective techno-science . Routledge.
Park, R. E., & Burgess, E. W. (2019). Introduction to the Science of Sociology . Good Press.
Wallace, W. (2017). The logic of science in sociology . Routledge.
