PPD in Health and Social Care: Values, Skills, and Teamwork

This report delves into the multifaceted aspects of personal and professional development (PPD) within the health and social care sector, using BMI Healthcare Group as a case study. The report explores the impact of personal values, principles, and cultural experiences on providing effective care, while also examining the role of professional relationships and teamwork. Task 1 focuses on comparing personal values with organizational principles, the role of personal culture, and the impact of changes in personal values on work. Task 2 involves analyzing current skills, abilities, and learning styles using the Honey and Mumford model, creating a development plan with short, medium, and long-term objectives, and monitoring progress. Task 3 discusses the nature of professional relationships and the promotion of individual rights, and strategies for resolving issues. Finally, Task 4 assesses the effectiveness of personal contributions in teamwork, the impact of work role limitations, and methods to improve teamwork effectiveness. The report concludes with an overview of the key findings and implications for career progression in the health and social care field.

PPD in Health and
Social Care

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing personal values and principles...........................................................................1
1.2 Role of personal culture and experience in supporting service users and colleagues...........2
1.3 Impact of development and changes in personal values on work.........................................2
TASK 2............................................................................................................................................3
2.1 Analysing current skills, abilities and learning styles...........................................................3
2.2 Development plan with short term, medium term and long term objectives........................5
2.3 Monitoring the progress against the plan..............................................................................7
2.4 Effectiveness of the plan to the own development at workplace..........................................7
TASK 3............................................................................................................................................8
3.1 Nature of different professional relationships.......................................................................8
3.2 Personal effectiveness in promoting and supporting the rights of an individual..................8
3.3 Ways to resolve discussed issues encountered in professional relationships.......................9
TASK 4..........................................................................................................................................10
4.1 Effectiveness of personal contributions while working with others...................................10
4.2 Impact of limit of work role................................................................................................10
4.3 Analysing role in minimizing barriers for effective team work..........................................11
4.4 Ways to improve effectiveness in teamwork......................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Personal and professional development is the process of acquiring skills and talents for
the fulfilment of personal desired goals and career progression. Through adopting certain set of
activities, objectives are achieved in such types of development. A set of activities is followed
under the guidance of expertise and specialists in the field. With an aim of attaining knowledge
and experience that fits in the required professional, standards are processed. The present report
is prepared to elucidate different components of personal and professional development in health
and social sector. For the purpose, BMI health care group is taken into account. Report throws
light on the impact of different factors such as personal values, principles and other related on
the effectiveness of providing health and social care.
TASK 1
1.1 Comparing personal values and principles
Personal values and principles is a set of beliefs and ethics hold by an individual to lead
his life. It directly affects the acts of an individual in the context of work and personal
relationships. Whereas, values and principles of an organisation or industry are the foundational
goals and code of conducts in order to meet the objectives and increase effectiveness. It varies
from each organisation and industry (Aveyard, 2014). Combination of both the personal values
and principles of an individual and industry of working such as health and social care leads to the
enhancement of standards and efficiency of working. I am aspiring to work as care taker in BMI
health care group, in that case, it is realised that personal values and principles significantly
impact on the working in health and social sector. BMI works on the principles of creating high
quality of clinical environment and delivering outstanding patient care. It caters to the process of
enhancing the standards of care and protecting the care worker's and rights and interests. It helps
in establishing the environment of trust and confidence among service users with respect to the
care provided to them (Reeves and et.al, 2011). It also intends to improve the service provider's
skills and talents to bring efficiency and affability in services. It ensures the protection of the
rights of service users by protecting their dignity, respect and self-confidence. Comparing
personal values and principles, it can be inferred that with the implementation of such ethics and
beliefs leads to the increase in trust among the health and social care industry.
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1.2 Role of personal culture and experience in supporting service users and colleagues
At a workplace, an individual's working depends upon the number of factors which
directly affect the working style and productivity level (Sheldon, 2011). There are many
determinants which decide the framework of an individual’s working such as academics
credentials gained through formal coaching, family background, experiences, social norms and
religious beliefs.
Family background: I belong to family where both my parents are doctors who are
practising medicine. Upbringing in such environment has inculcated the sense of care and
affability in me towards patients and service users. It has also created the foundational stone
towards my aspiration to work in health and social care industry.
Academic credentials: I have done professional course in Health and social care.
Through this, I have developed in-depth knowledge about the care extended to patients by
knowing different techniques and methods. Further, it has also enabled me to imbibe knowledge
about the latest treatments and medications (Munn-Giddings and Winter, 2013).
Social ethics and beliefs: Belonging to a culture, having certain values such as
considering each individual on equal status and respecting them has inculcated the feeling of
maintaining dignity and respect of patients as well as service users. Further, there are several
societal norms and regulations laid by legislation and Government which focus on prohibiting
discrimination on the grounds of gender, religion, race, colour and place of origin. It enables me
to offer my services without any differentiation towards service users.
Experiences: There were certain incidents and life changing events such as death of a
friend due to negligence of care takers and other staff of hospitals that has developed a feeling of
offering proper care and support (Glasby and Dickinson, 2014).
1.3 Impact of development and changes in personal values on work.
Health and social care industry has been evolved to a very great extent undergoing
various stages of development. These developments have changed the scenario of services
offered by care takers and professionals to their patients and other service users. These changes
have been taken place on the grounds of personal values and principles as well. In earlier, its
working domain was confined to the limited area but gradually with the involvement of
government, non-profit companies and other voluntary organisations have brought considerable
amount of improvements and changes.
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Rules and regulations laid down by Government and other legislations with respect to the
prohibition of discrimination with service users have influenced organisations operating in this
industry to provide uniform services to all the patient being indifferent for their respective
backgrounds.
Apart from boundations laid down by government in form of laws, it is found in a study
that from past decade, there has been significant increase in awareness among people towards the
improvement in health and social care provided to people. Along with this, more and more
people are engaging with this industry that has further enhanced the quality of services extended
by the organisations as well as health and social groups (Currie and Lockett, 2011).
Increase in government's efforts towards the improvement of condition in this industry by
increasing share in budget, attracting finances and investments, starting various schemes and
programs irrespective of anything has decreased the cost of operations of hospitals as well as
health and social care units. It has encouraged the mentioned organisation to keep their services
centred to their service users.
TASK 2
2.1 Analysing current skills, abilities and learning styles
In order to proceed further to develop skills and talents required for the career
progression, identifying learning styles and analysis of current skills as well as abilities enabled
me to prepare appropriate and required personal and professional development plan. For the
purpose, I have used Honey and Momford model for identifying learning style (Great Britain.
Department of Health, 2012).
Honey and Momford learning style
It is the systematic and planned approach in which with the help of questionnaire to
identify the learning approaches adopted by an individual and states four styles of preferences
that are Activists, theorist, pragmatic and reflector.
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Source: Millar and Hall, 2013
There were 80 questions, on the basis of which my scorecard is:
Learning style Score
Activist 16
Theorist 20
Pragmatist 26
Reflector 18
Total 80
From above results certain inferences can be made:
 My identified learning styles are Pragmatists and theorist.
 As per my pragmatists learning style I am keen to try new ideas, theories and techniques.
I seek to opportunity to experiment new things. I am practical and rational in taking
decisions that are based on logical thinking. I possess the problem solving ability and
take them as a challenge and opportunity to move forward (Aveyard and Sharp, 2013).
 According to theorist learning style, I process the information through the thorough
understanding of concepts and theories. I assimilate facts into theories and keen on basic
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Illustration 1: Honey and Momford learning style

assumptions and principles. I am more connected to analytical and rational objectivity.
My approach towards problem solving is logical rather that lateral thinking.
2.2 Development plan with short term, medium term and long term objectives
A plan is prepared with certain short term, medium term and long term goals under the
specified time frame along indicating activities required to be performed for them (Pollock And
et.al, 2012).
Short Term
Objectives
Activities done to
achieve them
Time frame Evidences
Increasing awareness
about the value of
quality services and
outstanding patient
care.
Information is spread
through pamphlets,
putting up posters and
handouts and
distributing to every
employee explaining
he principles of
organisation and
health and social care
industry.
2 Months Increased awareness
among employees and
its reflection on their
services in the form of
empathy and
perfection.
Increasing resiliency
in employees
Enabling individual
counselling sessions of
each employee to
bring empathy (Arts
and Muffels, 2013).
2 Months Satisfaction level of
service users.
Medium Term
Objectives
Activities done to
achieve them
Time frame Evidences
Improving
management skills
Through Employee
assistance program
provider and other
methods, I have
attained he knowledge
4 Months Retained work
efficiency and
capabilities even at the
time of work load.
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of time management
skills, leadership
qualities, decision
making and others.
Enhancement of
knowledge and
information of
employees with
respect to health and
social care services.
I have taken
professional courses to
attained the
information about the
latest techniques and
tools used in the health
and social sector to
improve my efficiency
level (Boote, Baird
and Sutton, 2011).
4 Months Better health and care
services provided at
organisations
Long Term
Objectives
Activities done to
achieve them
Time frame Evidences
To improve the overall
culture of organisation
enabling staff
members to manage
their work and stress.
Training under the
guidances and
supervision of the
senior management
enables be to maintain
the culture of
organisation.
6 Months Increased employee
satisfaction
Move towards the goal
that are doing the right
thing and driving
towards excellence.
Learning about the
principles and values
of organisation and
industry and imbibing
them in my work,
bringing good
coordination among
6 Months Overall development
with respect to
productivity and
services user's
satisfaction with
services (Nakanishi
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staff members and
extending support to
colleagues.
and Nakashima, 2014).
2.3 Monitoring the progress against the plan
The progress of development plan is monitored by making comparison between the
desired goals and targets achieved. Comparison is made by evaluating the results by going
through the evidences. From that I have figured out the following inferences with respect to the
achievement of outcomes.
 I have developed the management skills in the health and social care that fits in the
professional standards of the industry inculcating certain skills such as leadership
qualities to supervise the subordinates, decision making skills that are required at the time
of taking effectual decisions to handle the situation and time management to handle the
slew of works and responsibilities.
 I lag behind in imbibing the knowledge and information about the working in the health
and social care industry with the latest advancements and innovations.
 I still need to develop the skills such as to maintain the resiliency at the work place.
Undergoing counselling sessions has brought improvements in me but in order to attain
perfection and provide optimum patient care it is essential (Drummond and et.al, 2015).
2.4 Effectiveness of the plan to the own development at workplace
Plan developed under the guidances of expertise and specialist in the field has helped me
significantly at my work place. It is the way to prioritize the efforts to make the work compatible
with the culture of Health and social care industry. It has made well managed and productive in
nature.
 It has increased my awareness about the methods and tools used at the health and social
care units with many advancements and improvements.
 Through the training provided by my senior management counsellor, I have developed
the interpersonal and management skills which gave lucrative results from my part.
 Endowment of knowledge and information about the principles and values of
organisation has made me more accountable towards work and raised the standard of
services provided by me (Fook and Gardner, 2012). My involvement in the functioning
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of organisation has been increased with the greater degree of engagement towards solving
matters of colleagues and other issues arising at company level.
 Imbibing certain qualities such as affability and empathy has connected me more with the
service users to bring more satisfaction level and help them heal faster and comfortably.
This gas brought increased satisfaction level in their close relatives of patients who were
undergoing treatments of critical diseases to cope up with the situation.
TASK 3
3.1 Nature of different professional relationships
Professional relationships is the connectivity maintained at workplace with the exchange
of principles, ethics and work. At health and social care organisation professional relationships
are build with many agents such as with service users, staff members and professionals,
organisation and institutes offering similar services, suppliers and government organisations.
Service users: Service users are those who avail the services provided by the organisation. In
health and social care industry service users are the patients and other vulnerable section who
seek services (Moss, 2012). Professional relationship maintained with them by the care taker is
informal in nature to make them feel comfortable and help them to heal faster. With them certain
values are followed such as respect, politeness, trust, confidentiality of data, support and dignity.
Staff members: Health and social care unit works with number of employees catering towards
the goal of providing outstanding patient care. Relationship maintained with them is formal and
informal both. The industry experiences slew of responsibilities and work. While working at the
health and social care unit with my colleagues, I maintain the relationship of support, trust and
empowerment. Working in a team towards achieving a goal bring coordination and trust among
each other. Further I make efforts to empower the staff with required skills when needed. Along
with this in order to maintain the discipling certain professional codes are followed.
Suppliers: Suppliers provides medical equipments and requirements of the organisation for the
attainment of goal that is having highly equipped clinical environment and providing outstanding
patient care. There is formal relation maintained with different suppliers of the organisation.
Institutes offering similar services: There are many organisations and institutes who provide
similar services (Gulliford and Morgan, 2013). The competitive relationship is build among the
different organisation working in the field of area.
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3.2 Personal effectiveness in promoting and supporting the rights of an individual
Promotion and support the rights of an individual in the health and services is provided in
different organisation in different ways. There are different approaches adopted by them to
proceed further for the attainment of goals and targets with the aim to provide optimum level of
patient care. Fundamentally there are two models adopted in this regard such as medical health
model and social model. According to the medical health model organisation caters to provide
optimum services to the patients in the form of diagnosis, care, treatment, preventions and cure
for the disease of patients. This approach is individual centric in nature. On the contrary social
model is system oriented model. It states that an individual health is improved if the quality of its
surroundings in improved from the dimensions such as political, economic, social, technological,
legal and environmental. It states by imposing laws for the betterment of health condition
prevailing in a country, improving the economic determinants of countrymen, making
environmental conditions favourable for the living of individuals, legally bounding organisation
towards the services provided by them will accrue the desired results. It evaluated on the grounds
of individual and organisational benefits (Rigby and et.al, 2011). On individual grounds it
enhances the quality of health and social care services extended to them. It further enhances the
standard of services provided by the service providers due to training offered. On organisational
level it enables it to make an established position in market and creates the environment of trust
and faith among service users.
3.3 Ways to resolve discussed issues encountered in professional relationships
While maintaining the professional relationships with other there are many challenges
faced by the care takers and other professionals working in the health and social sector. The key
challenges faced and ways to deal with them are:
Confidentiality and disclosure: The key practice required for a care taker is maintaining the
confidentiality of data of service users but at many times it requires the disclosure of
requirements of the professional. In that case it can be managed by the care by taking rational
decisions that is seeking authentication of need of personal data of patients and then only
providing them.
Conflicts between good practise and value of others: With the change of time scenario of
working has been changing with the very fast pace. Earlier health and social care was confined to
the process of providing care and treatment but increasing competition has commercialised the
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industry due to which management of organisation seek higher allotment of beds and patients to
earn profitability (Coughlan, Cronin and Ryan, 2013). In that situation it becomes imperative for
a care taker to abide by its ethics and do what is right.
Expectations changing over time: Now with the advancement of technology patients and other
service users caters the need of optimum level of cure and treatments from the organisations.
This situation is dealt by the organisation in a very lucrative manner that is providing ancillery
services along with the basic facilities such as diagnosis, treatment, cure and prevention of
disease. These days palliative care is provided by the hospitals and health and social care unit. It
is the process of relieving patients from the symptoms, pain, sufferings and stress while
undergoing the treatment of serious diseases.
TASK 4
4.1 Effectiveness of personal contributions while working with others
As a care my personal contribution in the working of an organisation assessed on the
some grounds:
Skills and knowledge: In my academic credentials I have gained the in-depth understanding of
the working in the health and social care unit. Further through training and other professional
courses has equipped me further knowledge and information (Miller and et.al, 2012). This has
helped me in providing the precise and prompt treatments to patients while assisting the
professions.
Communication: Despite having thorough knowledge of working, I lack in the proficiency of
communication skills required to interact with professions and to supervise the subordinates.
Further, it has also inhibited me in maintaining good interaction with patients and their relatives.
Responsibilities: I have fulfilled my responsibility as an in-charge of the care taking staff. It
endows me with many responsibilities such as taking care of my allotted patients, supervising
and guiding the other staff members, intimidating the process to the manager. I was accountable
for the effectiveness and preciseness of working done by the whole department. From the
feedback of patients and senior staff, I have sought the appreciation from them.
4.2 Impact of limit of work role
Each organisation caters the optimum level of efficiency of its employee in order to
provide the outstanding services to their users. With some strengths and flaws, my working has
the significant impact on the working (Buunk, Gibbons and Buunk, 2013).
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Providing health and social care services: Perfection and preciseness in my work has led me to
provide the quality services to the users. Service users seek certain attinments in the services
provided to them such as accuracy, empathy, confidentiality, dignity and respect, following
legislation and law. In that respect comply with the needs to match the professional standards
and satisfy the users.
Counsellor and mentor: Along with the treatment provided to the patients, care taker are
supposed to handle the patient and its family members to cope up with the situation in the
effective manner. In that respect I have adopted various measures in the form of palliative care
which is for the relieving of patients from pain and symptoms. One of the way was through
counselling sessions for the service users and their relatives. In that way, their healing was made
faster along with assuring them getting well soon.
4.3 Analysing role in minimizing barriers for effective team work
There are many barriers encountered while processing effective team work, in that my
role was to deal with rationally.
Different professional code of practice: With the diversity in workforce, there exists differences
in the professional codes possessed by the employees. I have resolved the issue by releasing the
uniform code of conducts and principles for the organisation that are t be followed by all.
Group cohesiveness: It is the major barrier encountered in developing effective teamwork. When
groups are formed due to certain similarities among employees for instance interests and beliefs,
it leads to the lack of team work among all employees further leading to inefficiency in
organisation (Tousijn, 2012).
Personalities: There are many personalities possessed by employees with respect to strengths
and qualities. In that case, this differences can be utilized by identifying their strengths and
functional areas and allotting them tasks and duties accordingly.
4.4 Ways to improve effectiveness in teamwork
Interpersonal interactions
Increasing interpersonal interactions will lead to the development of trust and
coordination among the different team members.
Assigning goals and targets
By formulating different teams and assigning them targets and goals to achieve in certain
time duration enables them to achieve with coordination and connectivity.
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Resolving conflicts
Each team encounters the conflicts and disputes among the members due to differences in
their opinions and personalities. Hence, by resolving conflicts and disputes in the effective
manner with the adoption of certain methods and tools such as listening to their view points in
impartial manner (Speed and Gabe, 2013).
Structured organisational system
It refers to the creation of specified hierarchy of work and duties in order to proceed
further for the attainment of goals and targets. It refers to the allotment f accountability and
responsibilities on certain grounds. This features develop the attribute of togetherness among
members ensuring the effectiveness in team building.
CONCLUSION
Personal and professional development is the away to proceed towards the attainment of
skills and talents in order to fit in the professional standards. Health and social care sector in the
industry which demands preciseness and endowment of certain attributes such as empathy,
decision making and other related (BMI health care, 2016). In that regard I have adopted the set
of activities in the planned way to get equipped with the working in BMI group. In the above
study outlining different components of the health and social sectors, it can be articulated that
working get impacted by various factors such as personal values and beliefs hold by an
individual and other related. Further, I have developed the plan to enhance my skills and talents
to comply with the needs and from the inferences realised the significant improvements in the
working. Moreover, principles of professional management is assessed on the grounds of
professional relationships maintained with different people and my role in working of health and
social care unit.
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