Health and Social Care Organisational Effectiveness

This document provides a solution to an assignment on health and social care organisational effectiveness. It highlights the significance of coordinating functional activities, prioritising patient needs, and conducting SWOT analyses within these organisations. The importance of conflict resolution theories and adhering to rules and regulations is also discussed, providing guidelines for employees and management. References from various books and journals are included for further reading.

Working
in
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
Theories of conflict resolution:..............................................................................................1
Code of conduct:.....................................................................................................................3
Policies/Procedures:...............................................................................................................4
Mission statement:..................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Work in organisation refers to coordination and distribution of job role, authority and
skills within organisation. It is the way in which tasks are diffused among individuals within
organisation (Aveyard, 2014). This assignment is based on Barchester's Charitable Foundation
which was created by Barchester Healthcare in 2000 to assist people. They provide specialist
support and care to people who have mental health problems, learning difficulties, dementia and
other disabilities. They have their main objective to make world better place where people can
live without any kind of illness.
SWOT analysis
Strengths Weaknesses
 Barchester healthcare is broad vision
and they focus to render services to
their customers
 They are experienced in providing care
to individuals.
 They provides large number of
specialized care options for dementia,
nursing care, assisted living, etc.
 They are limited; they don't want to
expand beyond UK.
 Barchester's provide services in
different sectors, they are already too
stretched for additional activities.
Opportunities Threats
 Active volunteer committee are willing
to organise and plan events.
 Suggestions can be taken from patients
in care homes (Costa-Font and Greer,
2016).
 Confidentiality of patients is at stake as
their details might get leaked.
 Fluctuating economies and increasing
costs of economies, have impact on
Barchester's.
Theories of conflict resolution:
Conflict management refers to process of constraining negative aspects of conflict while
enhancing its positive aspects. Aim of conflict management is to increase learning outcomes by
enhancing performance and effectiveness in organisational setting (Curtis and Burns, 2015). It
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refers to technique which is designed to decrease effect of conflict and enhance positive
outcomes of all parties involved. There are different theories of conflict management, Thomas-
Kilmann model is used by Barchester's Charitable Foundation. This model is presented below:
Thomas-Kilmann model is designed by Ralph Kilmann and Kenneth Thomas for
illustrating options for conflict handling. This model comprises of two different dimensions they
are vertical axis which is related with effort to attain what individual wants. Horizontal axis is
related with assisting others with what they want. As no two individuals can have same
perspectives then it is obvious that conflict will arise. It is a online assessment which takes
around 15 minutes for completion. There are 5 options to resolve conflicts, they are mentioned
below:
 Competing: It is present at top left of model which means that uncooperative and
assertive approach is used to resolve conflict. It depicts individual within Barchester's
charitable foundation stand up for rights and defend a position which individual believe is
right. In this individual is concerned with pursuing their own desires on other person's
expenses. It is power-oriented mode in which individual uses their power to win over
position with respect to ability to argue, economic sanctions and rank. Competing refers
to standing up for individuals right and defending position which one feels is correct and
tries to win it.
 Accommodating: This option is present at bottom right of model which means that
cooperative and unassertive approach is used. This indicates charity or generosity to give
other person order to yield a point of view. It is completely opposite to competing. While
accommodating, individual neglect their own concern for satisfying requirements of other
person (Curtis, 2013). This means that individuals within Barchester's have an element of
self-sacrifice mode. Accommodation takes form of charity or selfless generosity by
obeying orders which are given by others to yield point of view of others.
 Avoiding: It is present at bottom at left bottom of model which indicates uncooperative
and unassertive approach for conflicts and do not deal with them. It takes form of
diplomatically put off an issue, postponing an issue till better time or withdraw from a
forbidding situations. In this individuals pursue their own concerns rather than those of
others. Therefore, they do not deal with conflict (Dickinson and O'Flynn, 2016). When
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they are avoided then diplomatically sidestepping issues may form, these issues can be
postponed till some time.
 Compromising: This is present at centre of model as it is both cooperative and assertive
but only up to some extent. This approach states that half a six pence is better than
nothing. Both sides attain something but they do not accomplish everything. It means that
difference among two position give some quick solution to middle ground. Objective
behind this is to identify mutually accepted solution which satisfies both parties involved
within conflict and some expedient. It falls in between accommodating and competing.
Compromising means giving up in any situation i.e. giving up more than competing but it
less than accepting it, i.e. less than accommodating. Similarly, management of
Barchester's acknowledges, issues directly than obviating, but in it in depth knowledge is
not attained as much it is attained from collaborating. In some scenarios, compromising
means rending the difference in between two positions, seeking a quick middle ground
solution and exchanging concessions.
 Collaborating: It is present at top right of model and is at alternate extreme of avoiding.
It means that both the parties are willing to believe that they are at loggerheads, it means
that there is possibility of both parties to come out with exactly what is required. In this if
any kind of conflicts arise within Barchester's they are resolved on basis of mutual
respect and with willingness to listen to other individuals involved in conflict. In this two
parties are involved together to find out some solutions which fully satisfy concerns of
both the parties. It means that digging into issues and addressing requirements of both
individuals (Grajales III and et. al, 2014). Collaboration between two individuals may
take different forms to explore disagreement to see from each other’s insight and try to
find out innovative solutions for a social problem.
Conflicts are natural within workplace as opinions of each individual vary from each other. AS
per research it has been observed that around 2 to 3 hours in a week are involved in some kinds
of conflict. In some cases outcomes leads to fall out and unsatisfactory, distractions and
disharmony in outcomes from real purpose. That is the reason why Barchester's Charitable
Foundation has opted for Thomas Kilmann model for conflict resolution.
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Code of conduct:
It refers to set to set of rules which outlines religious norms, social rules, policies and
responsibilities and suitable practices for individual (Mason and et. al, 2015). They are
principles, standards, values and rules of behaviour which guides employees of Barchester's to
formulate procedures, decisions and system of their organisation, in a way that they contribute
towards welfare of society and their patients. Barchester's has executed code of conduct for
their employees by which all employees can develop in their activities while respecting their
ethical principles. They are:
 Respect for regulations and laws: Barchester's upholds high standards for ways in which
they carry out their activities by respecting labour laws, human rights and environment.
They ensure that their patients are treated equally and with mutual respect irrespective of
their mental state, their disabilities or any other disorder.
Safety of patients: It is foremost principle of Barchester's as they provide their patients with high
security and safety. It is their sole responsibility to ensure that their patients are kept under eye
by which their each activity can be monitored (Costa-Font and Greer, 2016).
 Respect for competition laws: These laws are applicable to every aspect of Barchester's
activities with respect to their suppliers and donators. For this they need to have funds by
which they can provide effective services to their patients.
 Prevention for conflict of interest: Each employee need to stay away from situations
which comprises of conflicts between their own interest and that of Barchester's. By this
they will be able perform in effective manner.
 Protection of activities of Barchester's: Each employee needs to maintain and protect
confidential information of patients, donators and of their organisation. This may harm
the patients either directly or indirectly.
 Execution of code of conduct: If there is any kind of doubt in employees related with
rules which are provided above then they need to contact with immediate supervisor of
Barchester's or HR department to know more about those sections. Furthermore,
employees can assist to formulate strategies which can aid organisation to provide better
services to their patients (Moorhead and et. al, 2013).
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Policies/Procedures:
They are set of policies, rules, guidelines and principles which are adopted by organisation to
attain their long term goals (Reeves and et. al, 2011). Policies and procedures are formulated to
create an impact and identify all important actions and decisions which take place within
boundaries which are created by Barchester's. Procedures refer to specific methods which are
employed to express policies on day to day operations. Procedures and policies together make
sure that all the policies which are formed by governing bodies are followed. By setting explicit
health policies organisation can attain their vision.
 They facilitate observance with recognised and well established professional practices to
promote conformity with set of rules and regulations, accreditation and statues
requirements.
 They decrease variation in practices across entities within Barchester's Charitable
Foundation.
 They serve as a resource for employees and they also decrease dependence on memory in
relation to major oversights and human errors.
These functions show ways in which these policies are essential for healthcare system. As per
Barchester’s policies they formulate measurable objectives and accordingly make decisions and
also define consequences for violations (Staniszewska and et. al, 2011). Procedures define ways
in which organisation carries out their functioning to provide proper treatment and safety to their
patients. In this industry it is mandatory for every employee to know about procedures and ways
in which they can be accessed, what are they and what additional information is required as it is
concerned with lives of number of people. An example can be taken to understand this, like there
is a policy for developing, implementing and reviewing that details of patients are secured, for
this employees must be reminded on regularly so that any kind of misconduct do not occur. It is
also necessary that these passwords should not be shared with anyone as patients and employee’s
details will be confidential and without anyone’s permission access of someone else’s details is
an offense. It is responsibility of each employee of Barchester’s charitable foundation to ensure
this. Also it is necessary that these passwords must be changed regularly. They also need to
ensure that procedures and policies in healthcare industry must be written, transparent, clear and
up-to-date (Aveyard, 2014).
.
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Mission statement:
Barchester's mission is to make divergence in lives of adults and older people who suffer
from any kind of mental or physical disabilities. They focus on supporting practical solutions
which leads to enhanced personal independence, dignity and self-sufficiency. They are keen to
furnish grants which will enable individuals and groups to mix, eliminate danger of loneliness,
isolation and join in social activities.
CONCLUSION
From above it can be concluded that, work within organisation refers to operations and
activities which are performed by individual to carry out organisational functionalities. This will
ensure that goals of organisation can be attained within stipulated duration of time. With respect
to hospital and social care organisations it becomes more important for them that their each and
every functionality must be coordinated and aligned so that health of patients is must not be
compromised at any stage. Moreover, their objectives must be formulated in such a way that
priorities of patients are foremost. SWOT analysis is conducting to know strengths, weaknesses,
opportunities and threats of health and social care industries so that they overcome their
weaknesses, use options which they get and analyse the worst threats with reference to their
patients. Furthermore, there are certain conflicts which can arise within organisation, for this
they need to have conflict resolution theories. Apart from this, there need to be certain set of
rules and regulations which each employee and management must take into consideration. This
will provide them with proper guidelines, ways in which they can carry out things and ensure
confidentiality of information. By this any kind of negative impact on patients will not occur and
they recover quickly within positive environment.
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REFERENCES
Books & Journals
Aveyard, H., 2014. Doing a literature review in health and social care: A practical guide.
McGraw-Hill Education (UK).
Costa-Font, J. and Greer, S. eds., 2016. Federalism and decentralization in European health and
social care. Springer.
Curtis, L. A. and Burns, A., 2015. Unit costs of health and social care 2015. Personal Social
Services Research Unit.
Curtis, L. A., 2013. Unit costs of health and social care 2013. Personal Social Services Research
Unit, University of Kent.
Dickinson, H. and O'Flynn, J., 2016. Evaluating Outcomes in Health and Social Care 2e. Policy
Press.
Grajales III and et. al, 2014. Social media: a review and tutorial of applications in medicine and
health care. Journal of medical Internet research. 16(2).
Mason, A., and et. al, 2015. Integrating funds for health and social care: an evidence
review. Journal of health services research & policy. 20(3). pp.177-188.
Moorhead, S. A. and et. al, 2013. A new dimension of health care: systematic review of the uses,
benefits, and limitations of social media for health communication. Journal of medical
Internet research. 15(4).
Reeves, S. And et. al, 2011. Interprofessional teamwork for health and social care (Vol. 8). John
Wiley & Sons.
Staniszewska, S. And et. al, 2011. Developing the evidence base of patient and public
involvement in health and social care research: the case for measuring
impact. International Journal of Consumer Studies. 35(6). pp.628-632.
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