Communication and Collaboration in Management of Professional Environment

This essay discusses the importance of communication and collaboration in the management of a professional environment. It explores the definition of multi-agency working and its benefits for service users accessing substance misuse and mental health services. It also examines the role of effective teamwork in supporting service users and reflects on the practitioners' responsibility to ensure effective communication while working with service users.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author’s Note:

1
HUMAN RESOURCE MANAGEMENT
Introduction
The inter professional and inter agency collaboration or IPIAC is a holistic approach
to the requirements of an individual (Cardon and Marshall 2015). When this particular
approach is being utilized effectively and efficiently, it allows for better service delivery to
various service users. Inter professional is learning and with other individuals in an
organization whenever it is required. On the other hand, inter agency working depends more
on the various organizational roles and responsibilities of every individual involved in
collaboration. The inter professional can be stated as the relationship within inter agency and
individuals within companies (McInnes et al. 2015). This IPIAC is the modernization agenda
in public policies. When the professionals eventually work together, they could easily provide
better services to the complicated requirements of the most vulnerable individuals in a
society. The following essay outlines a brief discussion on the communication and
collaboration in management of professional environment.
Discussion
1. Definition of Multi Agency Working and Procedure of Multi Agency being Beneficial
to the Well Being of Service Users Accessing Substance Misuse and Mental Health
Services
Multi agency working can be defined as the most effective and efficient method that
support service users with extra needs as well as helping to secure better improvements in
service life (Thomson et al. 2015). It is responsible for making a unique contribution to the
easier intervention and preventative services as it is considered as an effective method to
address the wider range of cross cutting risk based factors, which contribute to poorer results
for the service users. Multi agency working brings together several practitioners from various
professions and sectors for providing an integrated method of working for supporting service

2
HUMAN RESOURCE MANAGEMENT
users (Stanton and Baber 2017). It is one of the most effective method of working, which
eventually ensures that service users, who require additional support having the appropriate
professionals required for supporting them.
There is a widespread reconfiguration of services, getting more coherent support that
could meet the requirements of service users in a streamlined manner and in convenient
locations (Charlier et al. 2016). Few services for proper prevention as well as treatment of the
substance misuse or substance usage disorders have been delivered traditionally from
generalized and other mental health care services. Since substance misuse was considered as
a criminal and social problem; the prevention services were not majorly considered as the
responsibility or obligation of health care system. People requiring care for the substance use
disorder consists of having access to only restricted range of treatment options, which were
not covered easily (Ghaferi and Dimick 2016). Moreover, the effective integration of
treatment, recovery and prevention services within health care system is the key for accessing
substance misuse as well as its consequences. It represents an efficient method for improving
quality and access of treatment.
The systematic coordination of the behavioural and general health care is required to
integrate the services of service users for mental health as well as substance use related
problems. This type of integration is major responsible for producing the best results and then
providing an efficient approach towards support of wellness and health (Fidalgo-Blanco et al.
2015). The key role that these health care systems have for providing treatment, prevention or
RSS or recovery support service for the substance use disorder is extremely vital and
significant for service users.
Multi agency working is considered as extremely advantageous to the well being of
service users, who are accessing substance misuse as well as mental health service (Binder

3
HUMAN RESOURCE MANAGEMENT
2016). There are several distinctive benefits of collaborative multi agency working for
service users, who are accessing substance misuse and mental health services. The first and
the foremost benefit that multi agency working provides is that it eventually leads to the
enhanced as well as improvised results through a series of joined up services, support as well
as advice that are being readily available or accessible (Bratton and Gold 2017). Moreover,
the benefits of service users to understand the multi agency practitioners’ activities to know
about the substance misuse and mental health services for allowing them in focusing on the
core role of substance misuse. The next benefit involves helps in building consensus,
strengthening partnership voices and breaking down of professional boundaries. Another
significant and important benefit of multi agency working is that it helps in enhancing scale
of coverage and sustainability when endeavours are put into action (Chelladurai and Kerwin
2017). Improved coordination of services is the next effective benefit, which results in better
relationship, addressing of joint targets and improved referrals.
Moreover, with the help of multi agency working, a broader focus and perspective is
provided in the working practices (Brewster, Chung and Sparrow 2016). Since, substance
misuse and mental health services helps in improving a proper understanding and raising
awareness of agencies and issues towards professional practice. The multi agency working
has an increased level of trust that is existing within providers and partners in relations to
each one knowing one could and would deliver. Another important and noteworthy
advantage of the multi agency working towards service users is that it increases staff morale
after knowing that they are not working in isolation and hence the various problems and
issues could be easily resolved collaboratively (Marchington et al. 2016). A better integration
of substance use related services within the mainstream health care systems depicts that there
is a significant value to both the systems.

4
HUMAN RESOURCE MANAGEMENT
2. Exploration of Working Collaboratively and as an Effective Team Member while
working in Teams to Support Service Users Accessing Substance Misuse and Mental
Health Services
The collaborative working environment eventually supports the people like electronic
professions within individual and cooperative works. A successful organization requires
better collaboration for searching of employees with wider range of skills and experiences
from various disciplines (Brewster, Mayrhofer and Morley 2016). This broader
diversification in work force is termed as the major reason that collaboration and team work
could be extremely advantageous for all types of teams. Moreover, it is the core reason that
working together in team becomes easier for every organization. For making the most of the
collective strengths as well as experiences, the leaders and team members would require to
put forth a concerted effort in obtaining the most out of teams for the proper avoidance of
progress hindering and destructive conflicts (Brewster 2017). There are several methods by
which collaboration is improved in teams for supporting service users to access service
misuse and mental health services. The effective methods bringing out the most effective
types of collaboration within such teams are as follows:
i) Improved Communication: The first and the foremost way to bring out
collaboration in team and hence become an effective team member is by improving
communication. Most of the service users eventually realize that a better collaboration is
being built on the communication foundation (Albrecht et al. 2015). A better communication
is required for making the team effective and efficient than others. This communication with
the service users, who are solely accessing substance misuse and mental health services is
extremely vital and could even accomplish various things as soon as these are being done in
better manner. For an effective and efficient team leader, this type of open communication

5
HUMAN RESOURCE MANAGEMENT
subsequently results to have team members, who are trusting his or her leadership and are
prepared for working towards organizational objectives and goals.
Open as well as candid communication is also helpful for the team members to feel
more encouraged and motivated for contributing and willing to work via differences. The
effective team leader even focuses on training programs for training his team members with
the help of an effective communication method (Nankervis et al. 2106). Since,
communication could easily help the service users of substance misuse and mental health
service, it is the responsibility of this effective team leader to be communicative with the
team members for pushing the entire team forward and helping his team members to
accomplish the expected results of a team.
ii) Dealing with the Changes in Positive Method: The second important and
significant method to bring out effective collaboration within the organization to
communicate with the service users is to deal with the changes or alterations in a positive
way (Shen and Benson 2016). The changes could be quite stressful for any situation; however
the negative feelings, which often accompany changes could be eventually amplified within
the group’s setting. When the individuals are becoming extremely comfortable with the way
things are present, the service users might become a failure in noticing things, which are not
working or refusing to deal with them subsequently (Stone et al. 2015). Having the ability of
embracing changes and then viewing it within a positive significance is quite vital for the
collaborative efforts and an effective leader would do this for completion of his team work
programs. The team development skills are quite important for reducing the issues and hence
it is expected to make them more collaborative and efficient. Such programs subsequently
produce the end results, which would be quite beneficial for the service users in both short
term as well as long term plans (Costa, Passos and Bakker 2015). The organizational goals
and objectives are hence obtained easily and these service users, accessing substance misuse

6
HUMAN RESOURCE MANAGEMENT
and mental health services become more collaborative and efficient by dealing with the
changes in a positive mind set.
iii) Bringing Innovation and Creativity: The next significant method by which this
collaboration is possible in the teams is simply by unlocking the creativeness and by bringing
innovation as well as creativity (Mäkikangas et al. 2016). An effective team member should
always out forward his or her creative and innovate ideas for solving the complex problems
and for meeting new and changing requirements of customers and even by utilizing the
resources that are available to him in a smarter method. These above mentioned methods
would be quite effective for bringing more creativity and efficiency in work. Moreover, each
and every team comprises of creative people, who has the capability to use personal
knowledge and experience, after tapping into the team for bringing better results (Green et al.
2017). The service users who are accessing substance misuse and mental health services
would be supported eventually.
3. Reflection of Practitioners Ensuring that Effective Communication Occurs while
working with Service Users Accessing Substance Misuse and Mental Health Services
Communication can be referred to as the act to convey meanings from any one group
or entity to the other with the proper utilization of mutually understood signs, semiotic rules
and symbols (Brandt et al. 2017). The major steps that are inherent to this communication
include formation of the communicative reason and motivation, message composition,
message encoding and transmission of that encoded message as the sequence of signals with
the help of a specified medium and channel, influence of signal quality propagation from the
sender to one and more receivers, signal reception or reassembling of that respective encoded
message from a series of those received signals, message decoding and finally interpretation
of presumed original message.

7
HUMAN RESOURCE MANAGEMENT
This communication is extremely important and significant for all types of teams.
Communication affects the team work within the positive as well as negative methods
(Rogers et al. 2016). The quality and quantity of the communication in any team and
leadership affects team work. A better collaboration that the projects are requiring more
assertiveness as well as intentional of being communication. The team members should
develop trust for not being automatic. These members should communicate more openly than
normal and information should be shared within one another. The teams, which fail in
communicating effectively eventually waste their time and other resources as proper
understanding does not prevail here (Cardon 2016). The methods of communication for
ensuring that the practitioners should work properly with the service users accessing
substance misuse as well as mental health services are as follows:
i) Listening to the Team Members: Each and every member of this team requires
taking an initiative for communicating. When the team is not actively communicating with
each other, it is evident that their work would be at stake (Shen and Benson 2016). Hence, it
is important for the team members to learn to communicate effectively for working
efficiently. The most significant method of communication is to listen to every team member.
This type of communication is referred to as the major form that helps to keep a bond or
relationship between several team members. Effective communication can also be involved
with better listening skills so that these are helpful to communicate about what other
members are speaking. Moreover, the other members should comprise of good listening skills
regarding what the other person is speaking about (Brewster 2017). Impulsion should be
avoided for listening in the teams and hence this type of skill would help the team member in
getting engaged in communication. The service users would be extremely encouraged and
motivated regarding their activities and they would eventually stop misusing substances and

8
HUMAN RESOURCE MANAGEMENT
mental health services. Moreover, these types of communications methods lead to the
phenomenal misunderstandings.
ii) Clear Communication: The next effective and efficient communication method
that would be beneficial for ensuring communication with the service users, who access
substance misuse and mental health service is clear communication (Brewster, Mayrhofer and
Morley 2016). It is extremely vital and important to clear whatever is required to say and by
this process, the language might feel critical and even seem like verbal attacks. The team
relationship would be hence maintained properly and thus the team members will be
beneficial.
iii) Better Practices: Another significant and noteworthy method of communication is
the better practice. There are some of the additional tactics, which could be practiced in
communication on their own. The major aspect is slowing down and not responding quickly.
Moreover, the factors should be clearly spoken by the speaker so that the team members
could easily understand them (Brewster, Chung and Sparrow 2016.). Appropriate volume
should also be used by the service users, who access misuse of substance and mental health
service. A better team work initiates with the shared understanding of its importance. This
communication substantially bridges the teams altogether and then requires to be practiced
for ensuring that the team is working both efficiently and effectively.
4. Reflection of Practitioners Demonstrating the Ability of Transferring Good Practice
to Others when Working with Service Users Accessing Substance Misuse and Mental
Health Services
Benchmarking or the best practice management is increasingly being identified as the
powerful effort of performance improvement for procedures, business unites or the entire
corporations (Binder 2016). The companies as well as market leaders could not afford for

9
HUMAN RESOURCE MANAGEMENT
ignoring the emerging discipline when they want in remaining leaders within the markets.
Various issues, which organizations eventually are clarifying for the adoption and
transferring of the best practices. When the companies could exploit the advantages from
transferring of the best practices, which would be having to start appreciation with the
transfer of the best practices. These best practices are determined to be the best approach for
several companies on the basis of analysing procedure performance data.
For each and every organization, the practitioners could demonstrate the capability for
transferring a good practice to the other team members while working with the service users,
who are accessing substance misuse as well as mental health services (Ghaferi and Dimick
2016). The major reasons why these companies can formalize the transfer of the best
practices eventually vary, however the common drivers involve the requirement of
standardization after merger and acquisition, initiatives for upgrading IT as well as reporting
system and efforts for minimizing the yearly costs during quality maintenance. The most
significant steps of an effective transfer process are as follows:
i) The first and the foremost step for transferring of the best practices is proper
identification or creation of the outstanding practices.
ii) The second step of this particular procedure to transfer the best practices is by
capturing or documenting the knowledge related practices and what makes them more
effective and efficient.
iii) The next step in this specific procedure of transferring the best practices is by
reviewing, evaluating as well as validating these respective practices.
iv) Communication as well as sharing the practices, majorly by allowing subsequent
exchanges within potential recipients and sources is the fourth step in the process.

10
HUMAN RESOURCE MANAGEMENT
v) The fifth and the final step in this process of transferring the best practices is by
supporting the recipients over time since they adapt as well as adopt these practices.
There are three distinct models that are quite effective for the best practices transfer.
The first and the foremost model includes a direct transferring of centralized recognized
practices to the multiple recipient locations (Stanton and Baber 2017). When being
implemented in the organization, this particular model starts when the process improvement
team is identifying or creating the new best practice. In the second model, this transfer is
being facilitated via discipline based network of practice. In the final model, the teams
effectively invite assessors for evaluating the recent opportunities (Cardon and Marshall
2015). Hence, with the help of these three distinct models, the procedure of practitioners
could easily demonstrate the core capability of transferring good practices to the others while
working with the service users, who access misuse of substance as well as mental health
services.
Conclusion
Therefore, from the discussion it can be concluded that communication as well as
collaboration is highly required for the managing of professional environment. The managers
majorly plays one of the most important and significant in better management of employees
and organizational members. The management effectively functions by inclusion of planning,
organizing, staffing, leading as well as overseeing of functions inside or outside the
organization like networking. Each of these functions need better work and communication to
get the work done. For the purpose of better communication in companies, an efficient,
satisfying and productive environment should be achieved. The inter professional and inter
agency collaboration is required for bringing effectiveness in the companies. The above essay
has clearly outlined the effectiveness of IPIAC by bringing together agencies, service
providers, professionals and service users in an organization with proper details.

11
HUMAN RESOURCE MANAGEMENT

12
HUMAN RESOURCE MANAGEMENT
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1),
pp.7-35.
Binder, J., 2016. Global project management: communication, collaboration and
management across borders. Routledge.
Brandt, S., Laufenberg, F., Lv, Y., Stolz, D. and Wattenhofer, R., 2017, May. Collaboration
without communication: Evacuating two robots from a disk. In International Conference on
Algorithms and Complexity (pp. 104-115). Springer, Cham.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European
resource management. Springer.
Cardon, P.W. and Marshall, B., 2015. The hype and reality of social media use for work
collaboration and team communication. International Journal of Business
Communication, 52(3), pp.273-293.
Cardon, P.W., 2016. Community, culture, and affordances in social collaboration and
communication. International Journal of Business Communication, 53(2), pp.141-147.

13
HUMAN RESOURCE MANAGEMENT
Charlier, S.D., Stewart, G.L., Greco, L.M. and Reeves, C.J., 2016. Emergent leadership in
virtual teams: A multilevel investigation of individual communication and team dispersion
antecedents. The Leadership Quarterly, 27(5), pp.745-764.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Costa, P.L., Passos, A.M. and Bakker, A.B., 2015. Direct and contextual influence of team
conflict on team resources, team work engagement, and team performance. Negotiation and
Conflict Management Research, 8(4), pp.211-227.
Fidalgo-Blanco, Á., Sein-Echaluce, M.L., García-Peñalvo, F.J. and Conde, M.Á., 2015.
Using Learning Analytics to improve teamwork assessment. Computers in Human
Behavior, 47, pp.149-156.
Ghaferi, A.A. and Dimick, J.B., 2016. Importance of teamwork, communication and culture
on failure‐to‐rescue in the elderly. British Journal of Surgery, 103(2), pp.e47-e51.
Green, J., Glass, L., Welbaum, C. and Kerns, K., 2017. Bridging the Gap: Impacting Foley
Catheter Insertions Through Collaboration and Communication between Emergency
Department and an Orthopedic Progressive Care Unit. American Journal of Infection
Control, 45(6), p.S57.
Mäkikangas, A., Aunola, K., Seppälä, P. and Hakanen, J., 2016. Work engagement–team
performance relationship: shared job crafting as a moderator. Journal of Occupational and
Organizational Psychology, 89(4), pp.772-790.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.

14
HUMAN RESOURCE MANAGEMENT
McInnes, S., Peters, K., Bonney, A. and Halcomb, E., 2015. An integrative review of
facilitators and barriers influencing collaboration and teamwork between general practitioners
and nurses working in general practice. Journal of advanced nursing, 71(9), pp.1973-1985.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Rogers, P., Burnside-Lawry, J., Dragisic, J. and Mills, C., 2016. Collaboration and
communication: Building a research agenda and way of working towards community disaster
resilience. Disaster Prevention and Management, 25(1), pp.75-90.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management, 42(6),
pp.1723-1746.
Stanton, N.A. and Baber, C., 2017. Modelling command and control: Event analysis of
systemic teamwork. CRC Press.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.
Thomson, K., Outram, S., Gilligan, C. and Levett-Jones, T., 2015. Interprofessional
experiences of recent healthcare graduates: A social psychology perspective on the barriers to
effective communication, teamwork, and patient-centred care. Journal of interprofessional
care, 29(6), pp.634-640.