Enhancing Care Team Effectiveness

LO1 Determination of personal responsibilities and performance

1.1 Personal responsibilities and performance objectives

According to Pinto and Ramalheira (2017), from the perspective of the Mansion Care Home, to assist Mark better in adjusting to the post of support worker, as per the case study, various practices could be considered to be applied regarding development of responsibility management for the purpose of performance objectives achievement. The practices are as the following:

1: Team work development: This is required for Mark to enhance the individual performance through support and competitive learning methods. Properties such as equal engagement of the team members in the decision formulation process could foster the supportive inclinations employees of the care home towards accommodating Mark.

2: Communication: This is significant in expanding the co-operation between employees which leads to greater development in team performance. Risk minimisation of miscommunication for the learning disability affected Mark is a key factor in this regard. According to Jackson (2015), the associated benefits are increment in speed of decision formulation and accuracy of work progress.

3: Leadership: This would be required to infuse greater cohesion in the care home team bonding structure. Effective leadership could ensure the measure of inclusiveness which could be extended to Mark and this could resolve the existing issues of accommodative adjustments for Mark. This process has already been evident through the provided case study where, the senior staff members, with special skills of working with the personnel with learning disabilities, have extended assistance to Mark.

1.2 Evaluate own effectiveness against defined objectives

According to Messum et al (2016), the defined objectives of the Mansion Care Home are reflective of the development of effective elderly adult care. These objectives, in accordance with the stated aim of the care home, are oriented towards fulfilment of the principles of elder care. According to Rowe and Zegwaard (2017), the special necessities and requirements of the inmates of the care home are to be fulfilled in this context through the residential service provisioning in the format of supervisory support personnel by the MCH. Purpose formulated services of care, to ensure the security and safety of the care subscribers, are paramount in terms of significance in the elder and adult care context. Therefore, the implementation of the following procedures, for the purpose of improvement of the work efficiency of healthcare teams as well as learning disability affected support individuals such as Mark, has been considered by MCH manager:

Greater responsibility accordance to the individual team members: This would be entailing innovative planning on part of the managerial personnel and dividing of the work responsibilities amongst the employees in an equitable manner.

Knowledge development: This would entail arranging of training sessions for employees such as Mark so the knowledge about the care disciplines and existing procedures could be improved. Change institution and adoption to the critical situations could be effectively performed as direct outcomes of such steps.

Effective impartation of the policies and terms to the employees: This would be assisting the employees of MCH to better comprehend the organisational vision and the perception of the managerial hierarchy about the care employees such as Mark. Efficiency development through motivational improvements is the core objective in this regard.

According to Messum, Wilkes and Jackson (2015), the impacts of such above mentioned procedures are off dual modes, namely the internal and external modes. The internal impacts are categorical as strengths and weaknesses of the envisioned procedures. The effective strengths of the procedures are palpable as development of work efficiency and motivational increment. On the other hand, the procedures identify a medium term process for the MCH and this denotes a partial weakness.

1.3 Make recommendations for improvement

According to Sisodia and Agarwal (2017), recommendations are as the following:

1: Professional skill development through communication. Methods are group discussion arrangement and communication skills training. 2: Active listening to determine the job roles. Methods are arrangement of seminars and team meetings. 3: Problem solving process development. Methods are collaboration improvement, accurate utilisation of information technology and practicing issue resolution methods. 4: Professional knowledge improvement through employee development measures. 5: Self-management development through smart working process implementation. 6: Team work development. 7: Technology skill improvement through short time courses in computer and IT management.

1.4 Review how motivational techniques can be used to improve quality of performance

According to Hale et al (2019), the implementation of Maslow hierarchy of necessities could be effective for the purpose of improvement o performance quality involving Mark. The managerial personnel of MCH are required to implement a 5 stage based necessity satisfaction process. These are as the following:

1: Physiological needs fulfilment in the forms of sustenance, drinkables, sleep and excretory cycle continuation through close supervision by the work team leaders. 2: Security and safety needs fulfilment through emphasising on the health and working condition related security as well as resource preservation by the team leadership complement. 3: Belongings fulfilment through ensuring supporting and accommodative supervision. This could be positively influenced through positive bonding enhancement amongst the different employees. 4: Esteem necessities fulfilment through ensuring the motivational levels of the employees through which support workers such as Mark could gain the necessary measure of confidence and sense of achievement. The point of consideration is respect obtainment from fellow staffs. 5: Fulfilment of Self-actualization based needs through maintaining the self-respect, problem solving abilities, positive attitude, creativity and morality of the employees. The outcome would be employee motivation based performance enhancement.

Reference List

Pinto, L.H. and Ramalheira, D.C., 2017. Perceived employability of business graduates: The effect of academic performance and extracurricular activities. Journal of Vocational Behavior, 99, pp.165-178.

Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and best practice. Studies in Higher Education, 40(2), pp.350-367.

Messum, D., Wilkes, L., Peters, K. and Jackson, D., 2016. Content analysis of vacancy advertisements for employability skills: Challenges and opportunities for informing curriculum development. Journal of Teaching and Learning for Graduate Employability, 7(1), p.72.

Rowe, A.D. and Zegwaard, K.E., 2017. Developing graduate employability skills and attributes: Curriculum enhancement through work-integrated learning.

Messum, D., Wilkes, L. and Jackson, D., 2015. What employability skills are required of new health managers?. Asia Pacific Journal of Health Management, 10(1), p.28.

Hale, A.J., Ricotta, D.N., Freed, J., Smith, C.C. and Huang, G.C., 2019. Adapting Maslow's hierarchy of needs as a framework for resident wellness. Teaching and learning in medicine, 31(1), pp.109-118.

Sisodia, S. and Agarwal, N., 2017. Employability Skills Essential for Healthcare Industry. Procedia computer science, 122, pp.431-438.

Fallatah, R.H.M. and Syed, J., 2018. A Critical Review of Maslow’s Hierarchy of Needs. In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.

LO2 Interpersonal and transferable skills development

2.1 Work-based problem solutions development

According to Carroll et al (2018), the development of solutions could be envisioned, from the perspective of the Manager of the MCH, through the process of arrangement of training sessions for employees such as Mark. This could entail training the employees on interpersonal and intrapersonal communication skills. Lacerenza et al (2018), have suggested that arrangement of seminars, team meetings, strategy discussions, communication management through skills development and effective observations are to be considered as processes of development of such solutions. Furthermore, the clarifications of the care service strategies, the technological information sharing in an effective and sustained manner and ensuring of group based collaboration are supportive measures in this context. Richardson et al (2019) have observed that the entire process of learning impartation on care personnel such as Mark could be categorised into 3 different segments such as coaching, training and mentoring.

Training

This involves the engagement of all of the human resource management personnel to share knowledge and provide information to the employees such as Mark, so that the existing level of knowledge could be developed. The training on basic communication abilities could enable employees to develop their interpersonal communication. The most significant training involves technology based instructions through which the employees could expand their capabilities regarding the management of their task designations through the utilisation of technical support facilities.

Coaching

This process involves the effort to improve the decision formulation capabilities of the employees. The HR operatives of the MCH are to be made responsible to engage with the newly recruited as well as existing employees to identify their talent complements and to manage them accordingly.

Mentoring

According to Eppich et al (2016), it is the responsibility of the team leaders and HR officials to mentor the employees with issues such as Mark. The emphasis is required to be on the sharing of experiences and knowledge by the responsible personnel. The carers of MCH, could, through proper mentoring, relate their obtained knowledge to the criticality of situations and this could pave the way to develop effective solutions in a time bound manner by the employees themselves. This would be fostering greater coordination and cooperation based collaboration between the human resources and their leaders such as the managerial personnel.

2.2 Communicate in a variety of styles and appropriate manner at various levels

According to Joseph et al (2019), the variegated communication styles involve listening to the patients and their family members, non-verbal communication through appropriate gestures and body language, questioning the patients, written presentation and most significantly, convincing verbal communication. The organisational mentors and recruitment officers would be required to guide the employees in the most effective methods of such communication types including the measures of modifications in tonalities, the methods of movements while body language could be applied to be an effective instrument of communication and clarity of voice as well as in the spoken sentences.

2.3 Identify effective time-management strategies

According to Eppich et al (2016), the employment and HR officers are required to consistently guide the employees regarding prioritisation of their tasks so that the identification of the most swift methods to complete their task designations could be outlined. Next, the time management strategic approaches would have to involve the implementation of the decided upon methods so that the delegated procedures could enable the employees to complete their tasks in a time bound manner. Scrutinising every task regarding time bound management would be of vital significance in this respect. According to Richardson et al (2019), the strategies would entail the 8 fold approaches involving identification of the tasks, prioritisation, delegation of the duties, evaluation of achievements, time management ensuring, rest periods, technology based activities and project assessment.

LO3 Understand the dynamics of working with others

Explain the roles people play in a team and how they can work together to achieve shared goals.

Action Based Roles

Shaper

Functionalities such analysis of the tasks and drawing of the necessary format so that initiation of the tasks could become effective. The functionalities of adult-care are mostly challenging. The most positive attitude within the teams would be required.

Implementer

This role is primarily delegated to the team leaders since they are, according to Sisodia and Agarwal (2019), the most disciplined and efficient personnel who could be considered to be reliable enough to transmute conceptions into actual actions. Swiftness and flexibility are necessary in this context.

Finisher

This role involves the team leaders to effectively collaborate with the most outstandingly performing team members so as to ensure that such personnel could be made patient and tolerable to the MCH inmates. Furthermore, omissions and errors in duty are to be looked out for as well. Making the care team members sensitised enough to comprehend the task complications is also significant for the team leaders.

Personnel Based Role

Coordinator

According to Jones and Phillips (2016), this involves the members of the healthcare teams who could be considered to be confident enough to relate the healthcare based performance with those of the vision of the MCH. The various procedures and methods of patient management are to be consistently adjusted by the coordinators through matured management related performance. In most cases, the senior most officials, including the dean of the individual care departments are made responsible for this role.

Resource Investigator:

According to Fraher, Spetz and Naylor (2015), such personnel within any healthcare management team are mostly extrovert and communicative as well as being enthusiastic regarding opportunity exploration and management of their tasks in the most effective manner.

Team Worker

According to Hesse-Biber (2016), diplomatic minded personnel would be required so that their cooperative attitude could be brought to effect in this context. Especially for employees such as Mark, this would be of vital significance since the diplomatic attitude could also infuse a person with effective listening capabilities. This could be considered to be the prime motivational aspect for any team.

Analyse team dynamics

According to Reeves (2017), psychologist Bruce Tuckman had propounded the dynamics of 5 different stage based development of a team. These are as the following

suggest alternative ways to complete tasks and achieve team goals

Introduction

The corresponding essay would be highlighting the effective development of the strategies for the resolution of issues related to the employability skill development at the MCH.

LO4 Be able to develop strategies for problem solving

4.1 Evaluate tools and methods for developing solutions to problems

According to Halvorsen and Sarangi (2015), the utilisation of such a procedure of solution development is incumbent on the 8 different steps through which diverging instructions and information could be synchronised and analysed. The summary of the tasks identified, in the formats of solutions could then be forwarded to the individual care unit leaders of the MCH. The individual care employees are to be then provided their specified assignments for the purpose of completion. The summary of this information is then utilised to categorise the entire assignment in multiple segments so that suitable solutions could be developed regarding individual issues.

4.2 Develop an appropriate strategy for resolving a particular problem

The appropriate strategy, according to Sonnenstuhl and Trice (2018), could be the following:

1: Determination of the problems and formulation of the resolving methods accordingly through brainstorming.

2: Undertaking of rigorous analysis to evaluate the actual nature of the issues and evaluate the suitability of the solutions.

3: Defining the problems through a phase based approach.

4: Effective ideation through further brainstorming.

5: Undertaking of effective planning.

6: The specifications of determined solutions have to be chalked out in the subsequent measure.

7: The final stage involves the implementation of the decided upon resolutions of the existing issues.

4.3 Evaluate the potential impact on the business of implementing the strategy

The potential impact of the implementation of such determined strategy could be as the following:

Factors related to Human Resources development in the Mansion Care Home

1: Enhancement of the capability measures of the care home from a cumulative perspective as well as those of the individual employees such as Mark.

2: Formulation of strategies which could prove to be effective in terms of their supportive roles in enabling the resolution of the existing issues of the various employees with special emphasis on the individual specific necessities such as those of Mark.

3: Enhancement of the corporate governance based approaches which could be practised within the MCH.

4: Care process related strategic leadership development.

Factors related to the MCH systems development

1: Establishment of direct linkages between the working conditions and that of the strategy. 2: Support provisioning to the policies and procedures regarding the establishment of such strategies. 3: Ensuring the continuation of required and careful adjustments so that continuous improvement of employees with learning disabilities such as Mark could be instituted. 4: Finally, the installation of information management systems through which strategy execution and evaluation of the outcomes could be supported.

Conclusion

The above mentioned strategies have been developed with the orientation of fulfilment of the responsibilities which are prevalent within the MCH so as to foster greater effective team work and employee individual skill measure development.

Reference List

Sisodia, S. and Agarwal, N., 2019. Whirl of Prowess-Creation of Tool to Analyze Employability Skills Essential for the Healthcare Industry. International Journal of Information Systems and Social Change (IJISSC), 10(4), pp.36-56.

Jones, B. and Phillips, F., 2016. Social work and interprofessional education in health care: A call for continued leadership. Journal of Social Work Education, 52(1), pp.18-29.

Hesse-Biber, S., 2016. Doing interdisciplinary mixed methods health care research: working the boundaries, tensions, and synergistic potential of team-based research. Qualitative health research, 26(5), pp.649-658.

Fraher, E., Spetz, J. and Naylor, M.D., 2015. Nursing in a transformed health care system: New roles, new rules.

Reeves, S., Pelone, F., Harrison, R., Goldman, J. and Zwarenstein, M., 2017. Interprofessional collaboration to improve professional practice and healthcare outcomes. Cochrane Database of Systematic Reviews, (6).

Halvorsen, K. and Sarangi, S., 2015. Team decision-making in workplace meetings: The interplay of activity roles and discourse roles. Journal of Pragmatics, 76, pp.1-14.

Sonnenstuhl, W.J. and Trice, H.M., 2018. Strategies for employee assistance programs: The crucial balance (No. 30). Cornell University Press.