Critically Appraising Topics: Personality Factors & Job Satisfaction

This report critically appraises topics related to the role of practice management in improving personality factors and job satisfaction among middle-level managers. It explores the impact of management decisions on employee satisfaction, particularly in remote work environments, and the importance of clear communication and support. The report also discusses inclusion and exclusion criteria for research studies, emphasizing the need for consistency and reliability in identifying study populations. Furthermore, it highlights the significance of trustworthy relationships and effective leadership in fostering employee engagement and productivity. The document concludes that the bottom line management is all about managing communication from bottom line employees. This assignment solution is available on Desklib, a platform offering various study resources for students.

Critically Appraise Topics

Table of Contents
1. A focused and answerable question, usually about causal relationships, that arises from practical
management and decision-making requirements.......................................................................................3
2. The results and documentation of a search for the best available evidence.1. A focused and
answerable question, usually about causal relationships, that arises from practical management and
decision-making requirements....................................................................................................................4
3. The results and documentation of a search for the best available evidence. Critical appraisal and rating
of the evidence for trustworthiness and relevance.....................................................................................4
4. A "bottom line" which summarizes the practical relevance of the results...............................................5
References ..................................................................................................................................................7

1. A focused and answerable question, usually about causal
relationships, that arises from practical management and decision-
making requirements.
The critically Appraise Topics
To analyze the role of practice management in order to improve the personality factors and job
satisfaction level of the mid level manager
 The population of this topic is mid level manager.
 Independent variable - personality factors
 Dependent variable - job satisfaction,
Middle-level managers are in charge of carrying out organizational plans that adhere to the
company's policies. They serve as a link between top-down and bottom-up management. Low-
level managers are responsible for completing tasks and delivering results while also acting as
role models for the individuals they supervise (Arefin and Draganić, 2020).
Department heads, directors, and chief supervisors are all titles used by middle managers.
They are one or two layers below the top managers and serve as a liaison between them and the
first-line managers. Middle managers take senior managers' big picture ideas and turn these into
practical blueprints for the first managers, complete with detailed targets and initiatives. They
also promote, encourage, and develop talented employees within the company. Middle managers
have a crucial role in delivering leadership, both in implementing top-level instructions and in
enabling first-line managers to support teams and properly report both positively and negatively
effectiveness. Mid level manager is mainly responsible to maintain their operations and take
appropriate Decision-making in order to full fill the requirements of the organization (Ferrell,
2019). The decisions taken by managers in order to implement new arrangements within the
company, it will create issues as it is not necessary that employees will feel satisfied with new
normal arrangements. By working from home, employees feel dissatisfied due to work pressure
and inappropriate structure and lines of communication. This leads to impact on their retention.
As employees will not feel valued and guide properly until and unless they did not receive

effective working environment. Workplace relationship usually arise from practical
management practices and the decisions taken by managers. Therefore, these relations plays vital
role in order to keep employees satisfied not only by ascertaining new arrangements.
2. The results and documentation of a search for the best available evidence.1.
A focused and answerable question, usually about causal relationships,
that arises from practical management and decision-making
requirements.
The practise manager is in charge of all areas of a medical practice's business, including
finances, human resource management, information systems, compliance, marketing, and
operations. Practice management professionals have titles like Practice Manager, Superintendent,
CEO, COO&Executive Director, to name a few. Practice managers work for a variety of
organisations, including small independent practises, big multispecialty clinics, hospital-based
systems, and other managerial and consulting firms (Jones-Goodwin, 2020).
Practice management software (PMS) is a type of software that helps medical and healthcare
practices run smoothly. Its primary goal is to aid in the organization of administrative activities,
the streamlining of appointment scheduling, the simplification of invoice preparation and
invoicing, and the management of client or patient medical information. Managers who have
been in a management position for at least a year are eligible for the Practical Manager. People
who want to learn practical skills that will help them be more effective in their duty as citizens.
Manager. Mid level manager is mainly concerned about the practical management and also
maintain all the operations so that all the employees can easily manage their operations and
manage can take appropriate decisions. On the basis for this study, it is analyze that practical
management need to maintain the quality and effectiveness of the organization. By searching
relevant areas, it has identified that the business origination needs to be effective in relation to
treating employees at home. Working full time at home is not about working in extra hours more
than usual working hours. It will not manage and satisfy their needs. If employees are working
so, they must be get approached by analyzing their performance so that the work will be carry
out smoothly and by retention talented employees for long term. Therefore, it is required to
ascertain quality control of employees productivity. It could only be possible through checking

on their performance and make clear communication with employees at the time of remote
working when they majorly need managers support.
3. The results and documentation of a search for the best available evidence.
Critical appraisal and rating of the evidence for trustworthiness and
relevance.
Inclusion and exclusions criteria
Basically inclusion criteria are mainly characteristics which prospective subject contain if
they are included in the study. In context of exclusion, it is a criteria of those characteristics that
mainly disqualified prospective subjects from the inclusion in study.
It is determined that through inclusion criteria, it is easy to identify the study population
consistently, reliable and in an objective manner. The population of this study is mid level
manager and the main focus on the personality factors and job satisfaction level. In order to
identify the effectiveness of the critical appraise topic questions, it is necessary to pay more
attention on the population and maintain consistency and reliability of the population in an
appropriate manner. Through exclusion criteria, it is analyzed that researcher need to maintain
those strategies which can helpful to maintain the recited population. It is determined that these
factors are confounded for outcomes parameters (Rahman and et. al., 2017). as this criteria
focused on consistency and reliability, there is needs to focus on job satisfaction level at which
the managers must ascertain personality traits in order to focus on behavior, attitude and soft
skills to inspire the employees. The more employees will get treated in right manager and right
attitude, the more they they will give their potential output. Therefore, it is necessary to take
effectiveness in organization performance, a manager must build trust and configuration towards
employees. Trustworthy relationship will create success in making coordination and control over
employees activity.
As per the critical appraise topic, it is necessary to focus on the relevancy of the specific research
area and also determine the applicability of the topic. Middle-level managers are in charge of

carrying out organisational plans that adhere to the company's policies. They serve as a link
between top-down and bottom-up management. Low-level managers are responsible for
completing tasks and delivering results while also acting as role models for the individuals they
supervise.
4. A "bottom line" which summarizes the practical relevance of the results.
The role of practice management is more and it can helpful to enhance the effectiveness of the
research. Mid level manager is responsible to maintain effective leadership and interpersonal
skills which can helpful to enhance the big picture and conceptual work process. It is determined
that mid level manager can manage the communication channel and also take care about the
interpersonal planning and delegation of the skills. Apart from this , it is important that mid level
manager can useful to manage the effectiveness of their staff members and also provide
appropriate training sessions so that they can effectively enhance their technical skills.
Your capacity to form effective relationships and influence individuals at all levels of the
business will be important to your managerial success in the future. This because mid level
manager to influence and work with others at all levels of the business is increasingly important
to your success. Mid level manager can’t succeed as a middle manager just on the basis of your
superior technical abilities. You will set yourself up for failure if you adopt this thinking in your
new managerial post (Sengupta, Mittal and Sanchita, 2020). A bottom line management is all
about managing communication from bottom line employees. It becomes the serious issue that
employees who are working from home are not getting enough guidance and instruction due to
no clear lines of communication. It has ascertained that communication is the key to retain
employees which clear their doubts, confusion and support their decisions. A poor line of
communication will frustrate employees and force them for separation. Therefore, it is necessary
to boost employees motivation by regularly taking feedback and doubts by managers.
Continuing education and mentor ship are the most effective ways to improve your
interpersonal and conceptual skills. Taking high-quality internally and externally management
workshops, taking high-quality evaluation, volunteering, and joining a professional body are all
good options for continuous learning. It is necessary for the mid level manager is to take care

about their subordinates and also provide them proper guidance so that they can also work
effectively and manage the performance level. Therefore, it is necessary to develop unity of
command and direction principle given by Fayoll which will work for effectiveness of the
company.

References
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