CONTENTS Contents...........................................................................................................................................1 INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 1.1 Develop set of responsibility and performance objective......................................................1 1.2 Examine effectiveness against defined objective..................................................................2 1.3 Recommendation for improvement.......................................................................................3 1.4 Implication of motivational technique for enhancing quality of performance......................3 TASK 2............................................................................................................................................4 2.1 Create solutions for work- based problems...........................................................................4 2.2 Different communication styles for various levels................................................................4 2.3 Time management strategies.................................................................................................5 TASK 3............................................................................................................................................6 3.1 Roles for team members........................................................................................................6 3.2 Evaluate team dynamics........................................................................................................7 3.3 Recommend alternative ways for team members..................................................................7 TASK 4............................................................................................................................................7 4.1 Tools and methods for problem solving................................................................................7 4.2 Develop strategy for problem solving...................................................................................8 4.3 Impact of problem-solving strategy on business...................................................................8 CONCLUSION................................................................................................................................9 REFERENCES..............................................................................................................................10
INTRODUCTION Employability skills is defined as the group of crucial capabilities that are involved within the formation of knowledge base expertise level and developing a mindset which are requiredbyanindividualtomakethemselvesemployedwithinamodernworkplace. Employability skills are typically considered as a essential qualification within several job positions and hence support an individual employment to be more successful(Abas-Mastura, Imam and Osman, 2013). For this report NHS taken into consideration which is a health and social care service provider within UK which get established within year 1948. It offers variety of health care related services i.e. from GPs and dentist to hospital as well as emergency elated care. This report focuses over describing different responsibilities as well as performance objective regarding a particular job role. In addition to this it also explains work-based problem along with determination of several communication type over different level and role of team within business premises. At last it represents several strategies for solving problem to maintain a better working atmosphere which leads to productivity. TASK 1 1.1 Develop set of responsibility and performance objective Employability involves such set of abilities within an individual which they learn from their experience instead of gaining it through their qualification. Some basic employability skills are teamwork, flexibility, communication, leadership, team work and so on. By properly implementing in their work, an individual become bale to improve their performance and be able to determine their capability of performing a particular task effectively. In context of my experience, I am currently own a job of a care manager within National Health Services (NHS) from last 2 years. Throughout my work experience I came to know that a care manager is required to be well trained and qualified along with having good interpersonal skills as the environment in health service sector remain uncertain where any unpredicted situation may arise and if not managed properly then it creates sever issues. This is so because being a care manager it is crucial to manage the health care practices effectively as these activities are linked with an individual’s health as well as their emotions and a mistake may harm patients physical as well as mentally(Andrews and Russell, 2012). Hence, in order to perform operations effectively within the practices of NHS I require to perform some set of responsibility toward the care management of people. Among them the main responsibility of care manager is to ensure that each patient get 1
access to quality services for the proper management of their health and ensuring that ethical practices must be performed at workplace. In addition to this, I am also responsible for ensure the hygiene factor must be maintain within the NHS premises. Despite of these, a care manager is also responsible for collaborating with patient’s family, patient and colleagues for developing better treatment plan. Despiteofthis,forachievingthesatisfiedoutcomeitiscrucialtoseteffective performance objectives as they support in setting up that targets which provide direction to perform several actions(Asonitou, 2015). Being a care manager i.e. have certain performance objectives i.e. making the right services available to user in order to provide better service experience. Another objective that I have is to provide such an environment to service user where they get respectful service access and being treated equally in order to develop an concept of equality at workplace. 1.2 Examine effectiveness against defined objective Effective selection of performance objective is crucial to develop as it helps a particular personinaligningtheireffortsintermofworkers,resourcesandsystemtowardthe accomplishment of strategic objective of an organisation. Hence, by formulating effective performance objective I would be able to determine my strength or weaknesses within my job role as a care manager. Evaluation of own effectiveness present a clear idea regarding the individual performance, knowledge or skills which I possess along with the need of improvement over a particular area. In addition to this it also supports me in determining g effective set of actions to be taken into consideration for increasing the satisfaction, trust and motivation among the patients. Hence, by properly formulating performance objective I would be able to maintain healthier relationship with patients that further support me in taking better decision and serving patients with better services. In addition to this performance objective support me in aligning my work with the standards fixed by NHS which in turn also contribute toward enhancing the organisational performance(de Guzman and Choi, 2013). Despite of this it also supports me in examining the requirement and expectations that every patient holds toward the services of NHS so that I would be able to determine their basic need and then formulate effective action plan for providing g best treatment to the patients. These all support me in enhancing my level of performance along with increasing the proficiency of NHS is better manner. 2
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1.3 Recommendation for improvement Being a Care manager at NHS I posses certain kind of responsibility which I required to fulfil in order to perform better and be able to accomplish the objective of NHS along with mine. But while working at NHS I came to know that there are certain issues which are need to be rectified within my work so that performance can be improved. Hence, for this I have evaluated my performance and the determine things to be improved for better performance. These are mentioned below: Interpersonal skill:- The first and foremost thing which I required to improve in myself is interpersonal skills which support me in developing an understanding regarding the ways to be adopted for dealing and interacting with patients. This support me in understanding the patients and other people better so that proper decision can be formulated(Dhiman, 2012). Other staff involvement: -Another thing that I required to improve is to take more informative and adequate decision. For this I have decided to consider my subordinates and patients guardians within decision making process as subordinates directly interact with patients. Hence both of them would provide more clear information that help in taking better decision. Monitoring and feedback -I also required to improve my way of allocating resources so that the process work can be performed and monitored effectively. So that by reviewing the feedback, coordination can be maintained with health care provider for rendering better services and care to patients. 1.4 Implication of motivational technique for enhancing quality of performance Motivation is considered to be a most crucial factor within an individual which encourage a person to work in a particular direction toward the accomplishment of their goals and objectives. There are several motivational techniques that are basically used by businesses to improve the performance of workers. Being a care manager at NHS I have several roles and responsibility to perform and motivation behind it is to accelerate better performance which allow me to proof that I am the right person to perform these responsibilities and have the capability of promoting to next level. But in order to perform better I required to improve the performance of my team mates too and for the subordinates the motivation factor can be both monetary as well as non- monetary benefits(Jackling and Natoli, 2015). This is because monetary benefits help in keeping 3
employees financial need satisfied which keep them motivated to perform well for earning more and on other side non-monetary reward support them in getting job satisfaction as they get appreciation, promotion and involvement within decision making process which support in keeping them motivated and perform well. TASK 2 2.1 Create solutions for work- based problems `While performing operation s there are certain issues which get arises that affect the performance as well as final outcome of particular task. In context of NHS it is a well known health care provider which is known by its rendering of quality based service. Hence in order to maintain this service quality it is crucial for a NHS to ensure effective management of work based problem. While working within NHS I came to know about the major factor which causes issue within NHS is inappropriate flow of communication. This directly affect the working practices of staff members as they are not clear with their work role. Hence in order to improve this I have used following procedure: Identification of problem: -This is the first stage where the actual issue which is affecting the work of employees are being defined along with reason of its occurrence so that appropriate solution can be determined(Jackson, 2015). Generation of alternative solution: -After determining the issues, next step to develop certain alternatives to resolve those issues. In this step number of alternatives are being identified so that possible outcome can be achieved. Evaluate and select an alternative: -Once several alternatives have been identified the next step is to evaluate those alternative as per their capability of dealing with issue so that most appropriate can be identified to resolve the issues. Implementing and evaluating the solution:- This is the last stage where decided solution will be implemented for resolving the problem. After implementing the solution, it get rechecked for determining whether it is helpful for the problem or required another alternative to be adopted. 2.2 Different communication styles for various levels Communication plays a crucial role within the operations performed by an individual at workplace as it help in ensuring that employees get clear with their work role and ways of 4
performing operations(Ju, Zhang and Pacha 2012).In order to improve the communicational issues that arefacing by employees within NHS a combined form of communication i.e. formal and informal must be adopted so that clear message can be delivered without nay kind of barrier. These can be better understood using following discussion: Informal: -This method is used to perform casual communication without conforming about the pre specified formalities, system or chain of command.This communication form is mainly preferred by the lower level because it is beginning stage where employee required more information in Informal manner to get deep u8nderstanding. By keeping information communication at ground level, it become easier for NHS to maintain a healthier working environment. Formal:- In this method the communication flow in a structure manner which is controlled by the manager while following a chain of command. Formal communication take place between top and middle level management where strategic discussion take place which need to be perform in formal manner(Messum and et. al., 2015).BY adopting this, NHS would be able to have a abetter communication of strategies among middleandtopauthoritythroughmeetings,emailetc.sothatitcanbethen communicated to lower management. 2.3 Time management strategies Time management strategies are considered to be an effective approach which support an individual to perform its operations on timely manner. By applying effective time management strategies, it become easier for NHS to perform operations prior to its deadline so that it can be re verified for reducing the risk of error. Following strategies can be adopted by NHS, Prioritising the work: -In this, care manager can set the pattern of performing work as per the priority of work so that any urgent work may not get delayed and get completed on time. For this task can be evaluated and then arranged as per their necessity and time required by each to perform. Decentralisation of task: -Another strategy that NHS can adopt to delay in working practices is to decentralising the authority of performing work among staff members for the task that are difficult to attempt(Mishra, 2014). By decentralisation it become easier to perform the task easily by taking quick decision. 5
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TASK 3 3.1 Roles for team members Teamwork refers to as a group of people who coordinate with one another to work toward accomplishment of particular goal or objective. The team work support NHS to perform its operation s in effective manner by providing opportunity to people for acquiring knowledge by sharing their skills and to perform their work in most appropriate manner that results into quality work. But in order to enhance its working practices and culture of organisation manager of NHS must focuses toward implementing the Belbin theory, Action oriented role: Sharper: - These are one who formulate action plan to perform work as they are extrovert in nature and maintain positive attitude toward work and in determining best possible action plan to deal with challenges(Rao, 2014). Implementer: - These are the executor of actual work that are planned by the sharper. Complete finisher: - These are the perfectionist as they are one who reduce possibility of occurrence of error or omission by ensuring that work get performed while considering all the standards. People oriented role: - Coordinator: - These are the personnel who monitor the whole work process in a better manner Team worker: - These are those individuals who are assigned with several task and are responsible to perform them on timely manner. Resource investigator: - These are considered as those individuals who inquisitive and responsible for making resources available on timely manner. Thought oriented roles: Monitor: - In this, the team leader of NHS put its effort toward governing the work process of team for ensuring maximum productivity. Specialist: - These are considered as those individuals who are specialist in a particular area which support NHS in maintaining the professional standards(Rasul and et. al., 2012) . 6
Plants: - Theses are one who brings up creative ideas or approaches for overcoming the challenges in trenchant manner. 3.2 Evaluate team dynamics Within a team each member is different in term of their skills, capability and way of performingworkwhichsometimescreateconflictanddifficultiesinperformingwork. Therefore, for developing an effective team it is crucial to determine the requirement of each member so that work can be performed according as with the change in situation dur to varied need the team dynamics also get affect which directly influence the decisions. Hence for maintain a better working culture, the managers of NHS must focus toward the actual situation so that work can be planned accordingly which ensure positive dynamics among team member (Rosenberg and et. al., 2012). As positive dynamic help in increasing productivity as contrast to negative dynamics which creates conflicts. 3.3 Recommend alternative ways for team members The main objective of a team is to work in a particular direction to achieve particular goals or objectives. Hence to accomplishing the task and achieving team goals two things c an be consider as an alternative method for this i.e. team spirit and communication. The manager of NHS must focus toward developing team spirit among its team members which help in building up trust, confidence and loyalty towards one another which motivate team members to perform their work accordingly. On other side communication ensure effective low of information to employees which ensure that each one get clear at their end regarding the work they have to perform. These both support in making tasks get accomplished on timely manner. TASK 4 4.1 Tools and methods for problem solving There are several methods that can be adopted by NHS in order to ensure that proper solution can be formulated so that proper judgement can be made over the effectiveness, usefulness and values. The tools and methods that can be adopted by NHS are mentioned below: Trial and error method: -It is considered to be an effective method which help in developing the solution for particular problem. This method can be used by NHS when other methods or tools are not working over a particular situation. 7
Experience based method: -This will support manager of NHS in solvin g the problems as per experience gained from past situations(Suleman, 2016). In this, the manager of NHs can bring solution to problems by considering the actions that are taken in past situation. Proactive approach: -Within this the manager of NHS can analyse the situation or problem that may arise in future so that proper strategies can be formulated before its actual execution of problem. 4.2 Develop strategy for problem solving The problems arise while working is required to be rectified as it directly affects the outcome of efforts performed to complete a particular task. For enhancing the quality of work and level of performance NHS manager can formulate strategies which help in directing them o0ver the actions to be taken into consideration. These are, Talking feedbacks:The manager of NHSmust focustoward maintain a regular interaction with its subordinated in order to determine the issues they are facing and reason behind dissatisfaction so that solutions can be formulated by clearly understanding a particular situation. Training:-ByorganisingregulartrainingsessionhelpthemanagerofNHS in enhancing the skills and capability of individual to work which ensure reduction of error and enhancement of performance level. It also supports in providing direction of work to employees and keeping them motivated. Equal opportunity: -The manager of NHS must try to provide equal opportunity to its employees in term of performing work and sharing their view so that appropriate decision can be taken (Rao, 2014). As employees working over ground level have to directly interact with patients and hence, they have more understanding of issue. 4.3 Impact of problem-solving strategy on business By implementing the above strategies of problem solving it become possible for NHS to performitsoperationsineffectivemanneralongwithdealingwithissuesthathelpin accomplishingtheorganisationalobjectives.InadditiontothisitalsosupportsNHSin maintaining a better relationship with functional team so that operations can be performed in accordance with the patient’s requirement which help NHS in maintaining its goodwill and position within marketplace by keeping align its efforts with the patients need and expectations. 8
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CONCLUSION From the above mentioned information, it can be summarised that employability plays a crucial role within the performance that an individual accelerate at its workplace. As it helpS an individual to maintain effective e communications, determine ways to resolve issues and enable to understand their own job role within a team so that desired objectives can be achieve. But to resolve issues found while working proper communicational and time management strategies are required to be adopted which help in strengthening the team dynamics by directing over the pathway to be adopted for performing the operations. 9
REFERENCES Books and Journals Abas-Mastura, M., Imam, O. A. and Osman, S., 2013. Employability skills and task performance of employees in government sector.International Journal of Humanities and Social Science. 3(4). pp.150-162. Andrews, G. and Russell, M., 2012. Employability skills development: strategy, evaluation and impact.Higher Education, Skills and Work-Based Learning. 2(1). pp.33-44. Asonitou, S., 2015. Employability skills in higher education and the case of Greece.Procedia- Social and Behavioral Sciences. 175.pp.283-290. de Guzman, A. B. and Choi, K. O., 2013. The relations of employability skills to career adaptability among technical school students.Journal of Vocational Behavior. 82(3). pp.199-207. Dhiman, M. C., 2012. Employers' perceptions about tourism management employability skills. Anatolia. 23(3). pp.359-372. Jackling, B. and Natoli, R., 2015. Employability skills of international accounting graduates: Internship providers’ perspectives.Education+ Training. 57(7). pp.757-773. Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and best practice.Studies in Higher Education. 40(2). pp.350-367. Ju, S., Zhang, D. and Pacha, J., 2012. Employability skills valued by employers as important for entry-level employees with and without disabilities.Career Development and Transition for Exceptional Individuals. 35(1). pp.29-38. Messum, D. and et. al., 2015. What employability skills are required of new health managers?. Asia Pacific Journal of Health Management. 10(1). p.28. Mishra, K., 2014. Employability skills that recruiters demand.IUP Journal of Soft Skills. 8(3). p.50. Rao, M. S., 2014. Enhancing employability in engineering and management students through soft skills.Industrial and Commercial Training. 46(1). pp.42-48. Rasul,M.S.Andet.al.,2012.EmployabilitySkillsAssessmentToolDevelopment. International Education Studies. 5(5). pp.43-56. Rosenberg, S. and et. al., 2012. Basic employability skills: a triangular design approach. Education+ Training. 54(1). pp.7-20. Suleman, F., 2016. Employability skills of higher education graduates: Little consensus on a much-discussed subject. Procedia-Social and Behavioral Sciences. 228. pp.169-174. (Abas-Mastura, Imam and Osman, 2013)(Andrews and Russell, 2012)(Asonitou, 2015)(de Guzman and Choi, 2013)(Dhiman, 2012)(Jackling and Natoli, 2015)(Jackson, 2015)(Ju, Zhang and Pacha 2012)(Messum and et. al., 2015)(Mishra, 2014)(Rao, 2014)(Rasul and et. al., 2012) (Rosenberg and et. al., 2012)(Suleman, 2016) 10