Effective Health Management Strategies

This assignment delves into a range of topics related to effective health management. It examines health risks and cost-effective management in wastewater reuse systems, the implementation of health information technologies in hospitals, and personalized health data management solutions. The focus also extends to mobile vaccine management tools, leadership training for laboratory directors, management of high-risk Medicare populations, and strategies for managing stress in healthcare providers. Additionally, it explores the use of automated anomaly analysis for remote cardiac health management and a multiscale monitoring framework for levee infrastructure health assessment.

Management Journal
Management Journal:
Introduction:
The productivity of employees in a specific work environment is subject to the competences
of the employee to reflect on workplace incidents and their contribution to the scope of
personal development. The commonly used model of Gibbs Reflective Cycle is considered as
the preferred framework for reflection in this journal. Since my acquaintance with formal
reflective practices is new, I am able to obtain prolific outcomes from the simple trigger
questions that improve my personal reflection. The reflection is supported with the help of an
action plan that implies the positive changes in practices at the workplace that account for
personal and professional growth which could be further complemented with the references
to emphasis on feelings (Agréus, et al., 2014). The emphasis of feelings enables self
awareness that is helpful for observing the limitations on the perception of self and others
regarding a particular situation.
The reflective journal presented below comprises of particular references to the use of a diary
style writing with the depiction of personal thoughts and observations in context of teamwork
issues in my workplace environment. Different benchmarks within the semester course
implied the requirements for reflective analysis in order to acquire support from research
study literature and conclusions drawn from theoretical frameworks. The individual scenarios
depicted in the entries have been based on the Gibb’s reflective cycle which comprises of
description, feelings and evaluation. Furthermore, it is imperative to note that the objective of
each reflective analysis is to observe the scenarios at workplace indicating teamwork
insufficiencies and determine the alternatives that could have been implemented in the
concerned scenario alongside determining the practices which could be implemented in
future to address the problem (Bianchini, et al., 2017). The future practices would be derived
from the application of the Analysis, Conclusion and Action Plan phases. The necessity of the
reflective journal is perceived in the application of particular references to the incidents from
past and the anticipation of personal aspects of the processes at workplace.
14 March 2017
The completion of the new induction program has led to the inclusion of new employees in
the company management structure. The induction of new employees is also reflective of the
teamwork related issues that I was able to observe in my workplace. I have been associated

Management Journal
with the organization for more than 20 months and my progress in the professional field has
been characterized by my promotion to the position of a team leader. The work of our team
was characterized with appropriate levels of teamwork efficiency over the course of different
professional undertakings in our workplace. Our team acquired proficiency from the aspects
of self awareness and reflection on shared experiences of people. However, it is also essential
to observe the implications for the development of the teamwork through the foundation of
trust. The growth of the team was also responsible for the professional development of
different members in the team which led to the senior employees searching for new
opportunities for their career. The interplay between dynamics of individual disciplines
required in healthcare has become an imperative concern for the sector due to the prominence
of different emerging diseases and lack of competences of individual healthcare personnel to
understand the disease and providing appropriate solution (Boldy, et al., 2013). Therefore
interdisciplinary working is required for addressing these contemporary issues identified in
the healthcare sector which has led to the problems I observed in my workplace primarily due
to the development of trust between members from different disciplines. The challenge which
I was able to identify in my professional environment was the integration of members from
different disciplines to facilitate a shared value framework. The lack of shared experiences
which employees had with the senior employees belonging to similar disciplines in the new
environment leads to the confusion regarding the implementation of the new approach to
teamwork in the organization (Zeghal, et al., 2013). I was able to apprehend the
insufficiencies in the form of discord among the employees which was primarily due to the
lack of trust among the different employees from varying disciplines in the healthcare sector.
My initial approach to address the issue was to ensure that team members would find self
identity in a group as the major contributor to the development of team commitment. I
facilitated privileges to individual team members for defining their role in the organization
based on their personal strengths and weaknesses. This factor would motivate the employees
leading to the flexible working of employees together in an interdisciplinary team
environment. However, the current scenario depicted that my initiative was not productive as
I expected since the differences among members arose due to the misuse of power and
influence within the team. The factor pertaining to independent privileges of team members
to define their roles within the team led to the dominance of stronger personalities over the
team roles which were also based on the difference in disciplines. My responsibility as a team
leader in this scenario has to be inclined towards addressing this issue since it is a major
detriment for the progress of my organization (Chi, 2015). Being a senior member in the

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profession has also led to the complicacies in identifying a productive approach to
interdisciplinary teamwork. The lack of teamwork has also led to noticeable pitfalls in terms
of my frustration over these issues and my inability to cope with the concerned scenario.
Therefore I chose to implement a novel perspective to the issue through reflecting on my
personal setbacks that enabled me to derive feasible conclusions regarding the improvement
of my leadership outcomes in this case. I thought that considering my personal development
through adopting the habits of effective leaders would enable me to improvise my capabilities
as a leader thereby contributing to the resolution of the issue (Cho, et al., 2014).
I was also able to observe that my lack of proactive nature in communicating the severity of
issues identified from reflection was largely responsible for the continuation of the issue. I
identified that allowing team members to assume their roles independently based on the
examples of successful team operations was not sufficient for the members to perceive the
issue at hand as I had anticipated the issue. Therefore I needed to involve myself in the field
to help members in addressing the trust based conflict among the professionals from different
disciplines. Furthermore, I was able to understand that my vision for the team’s future was
not specific since it was missing out on major facets such as desired characteristics of a team,
measures for improvement of team performance and effectiveness of interventions. Therefore
I needed to establish a precise definition of the future of the team so that there would be
limited discrepancies. This aim for my professional undertaking has to be dependent on
evidence that can facilitate practical insights into the scope of interdisciplinary teamwork. My
approach should also indicate promising outcomes for every stakeholder such as customers,
the organization and service delivery personnel. The progress of my initiatives to cater the
insufficiencies in realizing effective interdisciplinary teamwork should be inclusive of
references to certain questions. I thought that the understanding of theoretical inferences
pertaining to an interdisciplinary teamwork approach would help me in apprehending the
characteristics of the interdisciplinary team. This reflective analysis would be helpful for
understanding the specific areas of priority that must be addressed in my case. As a leader, I
have to assume the responsibility of anticipating the underlying principles of interdisciplinary
teamwork in order to understand the setbacks precisely and determine appropriate solutions. I
was able to apprehend the fact that implementing higher emphasis on improving education
through practical learning experiences and interprofessional collaboration. The choice for
developing interprofessional collaboration can contribute primary basis for inducing effective
interdisciplinary teamwork.

Management Journal
28 March 2017
My initiative for promoting effective teamwork among professionals from varying disciplines
in the healthcare sector through interprofessional collaboration had to be accompanied with
communication. I proposed the initiative in our departmental meeting that would involve
prominent references to the categorization of the workforce into different teams that would
comprise of individuals from varying disciplines. Individual teams would be accounted as
responsible for service delivery which should be characterised by consideration of necessity
for frequent meetings among themselves in order to improve collaboration among the team
members in context of care for a patient that should also be complemented with reporting
systems (Chokshi, et al., 2014). The meetings among the team members is also responsible
for improving the scope of reporting wherein employees are able to communicate service
delivery progress to the team alongside defining their role in the same. The team members
could also leverage the opportunities in the meetings to describe any sort of conflict arising
among the members due to lack of trust and variation in discipline. I was able to observe that
this plan implied prolific outcomes such as structured approach to interprofessional
collaboration (Cleary, et al., 2015). Furthermore, this approach would refer to explicit
disadvantages that were associated with my initiative to provide informal motivation to team
members. The initiative was also aligned with the objective of improving education through
including the different clinical staff for education and training purposes that would enable
professionals from distinct disciplines to understand the dynamics of each other’s
professional context. Team members could be able to coordinate effectively with each other
in order to obtain prolific outcomes from the interdisciplinary teamwork (David & Rafiullah,
2016).
15 April 2017
The organization presented the necessary requirements for the admission of patients and
assigning them to healthcare personnel on the basis of the analysis of the work pressure on
individual therapists. The implications of challenging cases are also reflective of noticeable
discrepancies in the delivery of optimal treatment for the client. I was able to accomplish a
feasible outcome from the organization of the team structure with the involvement of
personnel with distinct specialization would facilitate opportunities for improving the quality
of treatment provided to clients. The incident that was observed in this context is reflective of
the instance when a team member visited me regarding a conflict with a fellow therapist that

Management Journal
was primarily based on the implications of lack of trust (Grawitch, Ballard & Erb, 2015). I
followed informal approach in this case through advising the therapist to consult with the
other specialist in the team included as a part of the new structure. The therapist should
follow the basic precedent of communicating regularly with the other therapists in the team
which was not carried out by either party in the conflict. The lack of communication was
responsible for another detrimental outcome for the teamwork activities. As a result of this
factor, the second therapist informed the first therapist to stay away from the case as the
former assessed the patient and took over the case. Reflecting on this scenario, I was able to
obtain inferences into my incompetence as a leader which should have been associated with a
comprehensive review of the situation (Harris, 2017). I felt that my lack of involvement in
the monitoring process could have led to this scenario and my response for the individual
therapists was characterized by references to the unreasonable nature of the behaviour of each
one of them. I pointed out to both of them that they had been unable to leverage the
opportunity to develop shared experience alongside obtaining professional knowledge and
competences (Ukil, et al., 2017). However, the instance was complicated further as I was able
to know from the second therapist that the application of teamwork structure intended by me
was plagued with the concerns of inappropriate communication and assumption of team
roles. I was also able to observe the long term implications of this issue since this instance
would mean that conflicts among team members could be primarily based on the platform of
patient care. My inferences from previous incidents reflected on my personal dissent for the
level of teamwork performance in my organization (Sule, Datar & Sule, 2016). The reflection
on the incidents from the perspective of Gibb’s reflective cycle could provide appropriate
opportunities to obtain a prolific approach to induce effective interdisciplinary teamwork
(Humphrey, et al., 2016).
I had to ensure that the management implemented a flexible and functional measurement
approach in order to monitor the setbacks in the performance of interdisciplinary teamwork.
The trigger question that could be derived from Gibb’s reflective cycle is to understand the
context of the situation. The implementation of collaborative approaches to teamwork would
be productive for ensuring the improvement in service delivery and reduction of costs that
could be functional in different settings. My research implied clear references to the
possibility of improving trust among the conflicting team members through promotion of
communication opportunities as well as distribution of team roles effectively. The consistent
monitoring of communication between individual team members through personal

Management Journal
involvement would be a promising contributor to induction of opportunities for every
member to develop team commitment (Rodriguez, et al., 2014). The working of team
members on a single case would enable them to observe the benefits of progressive
development across the course of the care program. The particular implications noticed in the
case of this initiative would be directed towards improving interprofessional training and
education thereby leading to improvement of quality care. I was also able to anticipate the
prominent impact that can be rendered by the reflection on inter professional interaction and
its role in the dimensions of decision making between healthcare professionals working in
unison (Savoli & Barki, 2017). The interdisciplinary interactions in the healthcare
environment should be based on the common aspects of shared objectives, reasonable use of
power and responsibility (Perrone, et al., 2014). The particular issues that developed in the
incidents at my workplace could also be reflective of detrimental consequences for the
quality of care provided to patients thereby implying that the alignment of team objectives to
a common objective of delivering quality care would be a feasible solution. The common
objective could guide team members to align with each other in order to accomplish the
desired objectives. I should also emphasize on the factor that interprofessional education and
working towards a common goal is responsible for improving the element of trust among the
team members (Isaacs & Dhakkal, 2015). An alternative measure that could be identified in
this context points towards the aspect of sharing in every professional undertaking such as
responsibility, objectives and power. I was able to observe that these factors should be
complemented with other factors in an organization such as personal factors and
organizational factors. I should focus on the individual personal factors in the team members
from the distinct perspectives observed in context of mutual respect and interpersonal
communication skills. These factors could be addressed or improvised comprehensively by
the management in order to develop the desired level of trust among team members. The
requirement of organizational factors in this context could also be a major highlight for my
development plan to obtain effective level of teamwork performance. The particular
references to the processes followed by the organization for training and development of
team members and the awareness of the individual team member regarding the roles of other
members are imperative for ensuring that my plan to improve interdisciplinary teamwork at
my workplace could be implemented effectively (Negandhi, et al., 2016).
29 April 2017

Management Journal
I was able to apprehend from the above instances that my dissent with the level of teamwork
performance is also shared by other people in the team. I engaged in bilateral communication
with individual employees in order to understand the factors which are deteriorating trust
among team members. The particular references to the outcomes of my communication were
ambiguous such as I was not able to understand clearly what role I am supposed to play in
order to address the issues. Another profound outcome that could be identified in my
interpersonal communication with team members is that while every member is not satisfied
with the teamwork, there is no clear voicing for the issue from employees. As suggested
alternatives in the above mentioned instances I was able to observe that the aspect of making
people aligned with shared objectives and responsibilities would have to be supported with
the aspects of profession centric thinking. Professionalism is a major contributor to the
improvement of productivity of an employee as their activities are particularly aligned with
the aspects of short term and long term objectives of the organization. Development of
individual professional cultural competences through the scope of training and development
has to be considered as a crucial factor that influences the behaviour of a particular group of
professionals for another group (Jones, et al., 2014). The implications for blurring the roles
could be associated with the loss of a person’s own personal identity thereby implying the
requirement to align profession centric thinking with the objectives of interdisciplinary
teamwork. The training and roles assigned to individual team members should be based on
the shared objectives and the professional culture which would enable them to identify
themselves with the organization’s objectives (Murphy, Shea & Kitzmiller, 2016).
The development of mutual trust and respect among team members could be supported with
the alternative measures in the long term that would ensure progressive development of the
team structure which I have proposed. The measures would have to be largely emphasized on
the improvisation of interprofessional cultural competence through addressing the individual
aspects of interaction, information, expertise and attention to reflective outcomes. The
interaction aspect should be sustained consistently in order to promote the interplay between
professionals from different specialization in the domain of healthcare. It is also imperative to
keep team members informed about the strengths and weaknesses of the individual team
members which would enable the promotion of mutual help for each other. If a team member
is aware of the weaknesses of other team members then they would feel comfortable to
communicate their personal problems (Keraita, et al., 2015). The aspect of expertise is
necessary and I have to take special note of this factor since it would enable me to

Management Journal
communicate the values and beliefs associated with interdisciplinary teamwork in context of
patient service delivery (Mourouzis, et al., 2015). The element of expertise would also enable
me to involve personally in dialogues with team members that can facilitate opportunities for
perceiving the approaches to interact with members from other disciplines. I should also
depict certain levels of flexibility in altering my views and perception regarding various
teamwork scenarios based on critical reflection and discussion with the team members.
Attention would assist in critical reflection thereby implying references to the benefits that
can be derived from awareness of professional cultural competences and frequent reflection
on workplace incidents. The use of information to base judgments in specific scenarios would
also be accountable for facilitating adequate opportunities to address the concerns of
interdisciplinary teamwork in the long run (Khatri & Gupta, 2016).
Conclusion:
The journal reflected on distinct incidents at my workplace that are explicitly associated with
the introduction of new employees in our management structure. The primary issue observed
from the reflection was the lack of interdisciplinary teamwork competences which has been
reviewed effectively in order to facilitate alternative measures to address the same.
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