Analysis of Team Dynamics and Management Approaches in Healthcare

Desklib provides past papers and solved assignments for students. This report explores effective team building and management in healthcare.

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Contents
Introduction.................................................................................................................................................3
LO 2: Understand strategies for building effective teams for working in health and social care.............4
2.1 Explain theories of how individuals interact in groups in relation to the types of teams that work
in health and social care......................................................................................................................4
2.2 Evaluate approaches that may be used to develop effective team working in health and social
care......................................................................................................................................................4
M1: Identify and apply strategies to find appropriate Solutions.........................................................4
M3: Present and communicate appropriate findings..........................................................................5
D1: Use critical reflection to evaluate own work and justify valid conclusions....................................5
D2: Take responsibility for managing and organizing activities...........................................................6
D3: Demonstrate convergent/lateral/creative thinking......................................................................6
LO 3: Understand systems for monitoring and promoting the development of individuals working in
health and social care..............................................................................................................................7
3.1 Explain the ways in which the performance of individuals working in health and social care can
be monitored.......................................................................................................................................7
3.2 Assess how individual training and development needs can be identified....................................7
3.3 Analyze different strategies for promoting the continuing development of individuals in the
health and social care workplace.........................................................................................................7
M2: Select/design and apply appropriate methods/techniques.........................................................8
M3: Present and communicate appropriate findings..........................................................................8
D1: Use critical reflection to evaluate own work and justify valid conclusions....................................8
D2: Take responsibility for managing and organizing Activities...........................................................8
D3: Demonstrate convergent/lateral/creative thinking......................................................................8
(LO4): Understand approaches for managing people working in health and social care.......................10
4.1 Explain theories of leadership that apply to the health and social care workplace.....................10
4.2 Analyze how working relationships may be managed.................................................................10
4.3 Evaluate how own development has been influenced by management approaches encountered
in own experience.............................................................................................................................10
M2: Select/design and apply appropriate methods/techniques.......................................................10
M3: Present and communicate appropriate findings........................................................................10
D1: Use critical reflection to evaluate own work and justify valid conclusions..................................10
D2: Take responsibility for managing and organizing Activities.........................................................10

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Conclusion:................................................................................................................................................12
References:................................................................................................................................................13
Introduction
This assignment is based on the effective ways which can lead towards building a good team and
management of the team. Allocating certain tasks to a team is not that easy as it looks.
Everything is supposed to be done in a systematic way which if followed carefully can lead to
the good results.

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LO 2: Understand strategies for building effective teams for working in health and social
care.
2.1 Explain theories of how individuals interact in groups in relation to the types of teams
that work in health and social care.
Tuckman’s Theory of the performance model helps in determining the way, the individuals
interact in the teams as well as it helps in determining their relationship with their team
members. The theory explains the three stages:
1) Storming- Stage wherein the individuals are polite, shy and take time to open up with
other people and being very observant.
2) Norming- In this stage, the individuals openly have a conversation with the other
individuals considering everyone’s perspectives.
3) Performing- In this last stage, everyone has mixed up well and even they emerge out as
the beautiful teams (Waldman, 2018).
All these three stages are clearly visible in all the healthcare setups as well as in the social
groups.
2.2 Evaluate approaches that may be used to develop effective team working in health and
social care
1) Allowing the staff to mix up from the different departments.
2) Various rounds of team engagement activities can be conducted on a regular basis from the
Learning & Development department which helps in the staff collaboration
3) Staff should be properly trained to help each other in emergency situations.
M1: Identify and apply strategies to find appropriate Solutions.
1) Staff Rewards & Recognitions - The staffs can be rewarded with certain prizes or
incentives which will motivate the staff to give their best while working on certain
project.
2) Incentives - This is one of the best ways to motivate the staff in order to get the work
done in the best possible way. This is one of the main reason why certain process are
accomplished in a way that gives more than the desired output.

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3) Performance Feedbacks - This term means giving the feedbacks to the employees on the
work that they have been doing or the procedure they are following. If a staff is doing
good while the process is running, then a positive feedback can motivate him to work
more hard and give the best. In addition to this, if an employee is not able to give the
results as per the desired expectation, then he should be provided with feedback, training
and all the necessary help that is needed (Sibald, 2017).
M3: Present and communicate appropriate findings.
1) Giving the proper feedbacks on the assertive note. This term means giving the feedbacks
to the employees on the work that they have been doing or the procedure they are
following. If a staff is doing good while the process is running, then a positive feedback
can motivate him to work more hard and give the best. In addition to this, if an employee
is not able to give the results as per the desired expectation, then he should be provided
with feedback, training and all the necessary help that is needed.
2) The key role of the Training & Development - The training and the development
department are responsible for making the new employees learn the process in a very
well manner so that once they hit the production floor, they can give the best output over
there which in turn will help the company to grow and reach heights. After all, an
employee is known to be one of the most important and valuable asset for the company.
D1: Use critical reflection to evaluate own work and justify valid conclusions.
1) Selecting the right candidate for the right job - While taking the interviews for certain
process, an HR needs to anlayse the candidate and decide if the candidate is nest suitable
for the work or not as one wrong decision can let the company suffer.
2) Explaining all the terms& conditions for the work before rolling out the appointment
letter - This is very important as every employee has the right to know what are the terms
and conditions of the company and choose if they can be fit for the organisation or not
(Manning, 2015).
3) Checking the candidate on the scale of-psychometric testing, ID, behavioral, case-based -
The training and the development department are responsible for making the new

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employees learn the process in a very well manner so that once they hit the production
floor, they can give the best output over there which in turn will help the company to
grow and reach heights. After all, an employee is known to be one of the most important
and valuable asset for the company. While taking the interviews for certain process, an
HR needs to anlayse the candidate and decide if the candidate is nest suitable for the
work or not as one wrong decision can let the company suffer.
D2: Take responsibility for managing and organizing activities.
1) Assuring staff involvement in all the team collaboration activities with cent per cent
attendance.
2) Motivating the staff to accept the feedbacks on the positive note.
D3: Demonstrate convergent/lateral/creative thinking.
1) Convergent Thinking: It is Logical Thinking. This is basically used in direct patient
handling where one has to be quite firm with the answers.
2) Lateral Thinking: It is Imaginative Thinking. This is used in the scenarios where we
need to quickly imagine a situation and deliver a solution (Gilson, 2016).
3) Creative Thinking: It is the Out of the Box Thinking. Here, we need to come out with
an approach wherein no one has been of any help even after multiple deep
brainstormings.

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LO 3: Understand systems for monitoring and promoting the development of individuals
working in health and social care
3.1 Explain the ways in which the performance of individuals working in health and social
care can be monitored.
1) Staff Training & Development needs - The training and the development department are
responsible for making the new employees learn the process in a very well manner so that once
they hit the production floor, they can give the best output over there which in turn will help the
company to grow and reach heights. After all, an employee is known to be one of the most
important and valuable asset for the company.
2) Constructive Performance Feedbacks - This term means giving the feedbacks to the
employees on the work that they have been doing or the procedure they are following. If a staff
is doing good while the process is running, then a positive feedback can motivate him to work
more hard and give the best. In addition to this, if an employee is not able to give the results as
per the desired expectation, then he should be provided with feedback, training and all the
necessary help that is needed.
3.2 Assess how individual training and development needs can be identified.
1) Focusing on the staff’s behavioral needs - The needs and the behavior of the staff is supposed
to be taken good care of.
2) Timely assessments of the employees - Every employee should be provided with an
assessment time to time so that the employee can increase their knowledge and also the higher-
authorities can understand, which employee needs more improvement.
3) Doing a proper Training Need Analysis - An analysis on the training that shall be given to the
employees should be done before giving the training which can help in giving the required
training and can also help in saving the time.
3.3 Analyze different strategies for promoting the continuing development of individuals in
the health and social care workplace.
1) Motivating the employees with the proper training and development and following the work-
based incentives - This is one of the best ways to motivate the staff in order to get the work done

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in the best possible way. This is one of the main reason why certain process are accomplished in
a way that gives more than the desired output.
2) Focusing on the interests of the employees and providing regular feedback - This term means
giving the feedbacks to the employees on the work that they have been doing or the procedure
they are following. If a staff is doing good while the process is running, then a positive feedback
can motivate him to work more hard and give the best. In addition to this, if an employee is not
able to give the results as per the desired expectation, then he should be provided with feedback,
training and all the necessary help that is needed (Eaton, 2015).
M2: Select/design and apply appropriate methods/techniques.
1) Swapping the employees on a regular basis within the organization.
2) Continuous motivation by the team outings and the staff engagements.
M3: Present and communicate appropriate findings.
1) Maintaining the comfort zone with the staff so that the staff will open up to share the
problems and queries.
2) Helping the employee’s personal needs with the proper outlook.
D1: Use critical reflection to evaluate own work and justify valid conclusions.
1) Providing the 360 degrees feedbacks to the employees - This term means giving the
feedbacks to the employees on the work that they have been doing or the procedure they
are following. If a staff is doing good while the process is running, then a positive
feedback can motivate him to work more hard and give the best. In addition to this, if an
employee is not able to give the results as per the desired expectation, then he should be
provided with feedback, training and all the necessary help that is needed.
2) Involving each staff in the designing of the self-Individual Operating Plan - Every
employee shall be given the right to advise and should be involved in every work.
D2: Take responsibility for managing and organizing Activities
1) Involving the management to the best possible aspect.
2) Maintaining sustainability for individual growth.
D3: Demonstrate convergent/lateral/creative thinking.
1) Convergent Thinking: Being logically involved in all the aspects to handle.
2) Lateral Thinking: Clear imaginative approach to reach out to a solution.

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3) Creative Thinking: Coming out with expert advice (Dussault, 2016).

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(LO4): Understand approaches for managing people working in health and social care.
4.1 Explain theories of leadership that apply to the health and social care workplace
Behavioral Therapy works the best for the health and the social sectors wherein the employes
can be motivated by quoting the relevant examples from the life of the various prominent
leaders.
4.2 Analyze how working relationships may be managed.
1) Removing favoritism and biased approach from the workplace.
2) Treating every employee under one roof.
3) Providing equal opportunities to all the employees.
4) Keeping employees self-motivated and task oriented.
4.3 Evaluate how own development has been influenced by management approaches
encountered in own experience.
1) Proper work allocation among the staff.
2) Providing the proper guidelines to the staff to accomplish the tasks.
3) Maintain the motivation levels among the staff (Borrilsx 2015).
M2: Select/design and apply appropriate methods/techniques.
The best approach toward the staff development is the proper training need analysis by the
training & development department. This helps in properly understanding the staff needs as well
as the staff also feels comfortable in sharing the hidden truths.
M3: Present and communicate appropriate findings.
The findings have been entirely based on the collected data which presents that the staff analysis
is the key factor in the growth of any organization.
D1: Use critical reflection to evaluate own work and justify valid conclusions.
The behavioral studies have been an eminent part of the course work and this had helped in the
reflection on the staff studies.

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D2: Take responsibility for managing and organizing Activities.
1) Active participation with the staff in all the needs.
2) Making the feel of belongingness by the staff towards the company (Bach, 2015).

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Conclusion:
Going by the theory, there has been many frameworks designed for the Human Resource
Management. But the actual success is achieved by the proper formulation of the practically
gained experiences and by staying connected with the people both on the professional as well as
the personal fronts.