Managing Human Resources in Health and Social Care

This document discusses the importance of managing working relationships in the health and social care sector. It explores different leadership styles and their impact on employee performance and satisfaction. The document also emphasizes the need to implement employment laws and regulations to protect the workforce.

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Managing Human Resources in Health and Social Care
In the health and social care sector, it is quite difficult for the management of
St-Margaret's nursing home to manage the working relationship due to having
different nature of work and backgrounds. As St-Margaret's nursing home
recruit employees without any discrimination which in results recruited staff of
different cultures and backgrounds which is difficult to understand by the
management. For this, it is important for HR to communicate with them on
regular basis so as to identify their actual perception and working behaviour so
that further improvement actions can be made for their betterment. There are
different types of process which will be helpful to manage better relationship
with the member of team, co-workers, managers.
• Managers should respect their workforce, be honest towards them.
• Taking feedback and suggestions from the employees so as to value
their position in an organization.
• Required to implement employment laws and regulations to protect the
interest and working behaviour of employees.
Introduction
Human Resource Management play a significant role in
fulfilling the workforce and managing their performance
level so as to gain maximum efforts in achievement of
organisational goals and objectives.
Leader refers to an individual who are capable to get work done from
others in more effective and efficient manner with getting mutual support
from them. It can be supported by implementation of different leadership
styles which are given as under:
Autocratic style: In this style, the leaders took all decisions on
their own without collecting feedbacks and suggestions from their
employees which brings dissatisfaction among them due to their
performance level also gets diminished.
Democratic style: Under this style, the leaders gives freedom and
rights to their employees to take decisions on their own while executing
their allotted roles and responsibilities. This will motivate the team
members to generate new and innovative ideas which can bring profitable
outcome to company.
Laissez-faire style: Under this style, the leaders took advices,
suggestion and views form their employees and further involved them in
decision-making process. This will support in maintaining healthy
employee relationship which in turn increases their work commitment
with company for longer period of time.
St-Margaret's nursing home should adopt Laissez-faire leadership
style in order to take internal as well as external advice which become
more helpful in making an effective decision for the betterment of an
organization. It encourages employee relationship which in results
motivates them to work in a team as well (Grol and et. al., 2013).
My own development has been influenced through a number of leadership and
management approach. Firstly, I get motivation through using of performance
appraisals as it allows me to focus on areas of weaknesses as well as my strengths.
By understanding my weaknesses, I am more capable to focus on training or
gathering of information through self-directed reading to enhance my knowledge in
these weak areas. I was getting tensed due to heavy work load due to which I
identify skilled workers and distributed them work in order to gain maximum
outcomes.
Leadership styles
Managing working relationship