Managing and Promoting Diversity in Health and Social Care Report

This report provides a detailed analysis of managing and promoting diversity within the health and social care sector. It begins by examining the factors involved in recruitment planning, including job purpose, location, working hours, wages, benefits, and government policies. The report then outlines the recruitment process, including planning, strategy development, candidate search, screening, evaluation, and monitoring. The second section explores team development, detailing the stages of forming, storming, norming, performing, and adjourning, along with different types of teams such as core, coordinating, and contingency teams. The role of appraisal in developing team members is also discussed. The final section focuses on organizational change, identifying factors driving change, models of change used in health and social care, and barriers to change along with strategies to overcome them. The report offers insights into effective diversity management practices within the healthcare environment.

MANAGE AND PROMOTE
DIVERSITY

TABLE OF CONTENTS
TASK -1...........................................................................................................................................3
a) Factors involved in planning for recruitment..........................................................................3
b) Recruitment process................................................................................................................4
TASK -2...........................................................................................................................................5
a) Process of team development..................................................................................................5
b) Different types of teams..........................................................................................................6
c) Explanation of role of appraisal in developing team members...............................................7
TASK 3............................................................................................................................................8
a) Factors that drive changes in the organisation.........................................................................8
b) Two models of change that is used in health and social care..................................................8
c) Barriers to change and how to overcome them.....................................................................10
REFRENCES.................................................................................................................................12

TASK -1
a) Factors involved in planning for recruitment
Managing people in health and social care is not easy because there are many roles and
responsibilities which a person has to fulfil. When recruiting people in health and social care
there are many factors involved and proper plans are to be made. Factors which are involved in
planning for recruitment are, purpose of job, location, type of contract, working hours, wages
and other benefits, objectives of organisation, sources of recruitment, government policies and
procedures (Healy and et.al., 2018). These are some factors which are considered at the time of
making plans for recruitment so that correct person can be selected for vacant position.
Job purpose
When making plans for recruitment, job purpose is one if the factor which is involved
because the main aim of recruitment is to choose right person for right job. Purpose of selecting
best candidate is objective of HR managers and it must be achieved. It is important in health and
social care that purpose of job must be clear to avoid confusion and right person will be selected
for vacant position.
Location
Another factor is location, some people are preferring a particular place where they can
work. So, at the time of making plans for recruitment in health and social care, location should
be discussed with candidates so that there will be no problem in future. It is important to discuss
about location as many people cannot shift to other places due to their personal reasons. HR
managers should discuss it with selected candidates at the time of recruitment and make decision
accordingly (Marchand and Peckham, 2017).
Working hours
Working hour is another factor while making plans because in health and social care
female staff is also working and for their safety working hours should be flexible. Time of
working for females should be flexible so that they can work properly and this must be discussed
with candidates who are selected. It will help HR managers in recruiting correct person for the
job.
Wages and benefits
It is the responsibility of HR manager to discuss wages and other benefits which an
employee will get if they are selected. Salary is given according to skills a person has and

benefits are provided on the basis of performance (Dim and Akpunonu, 2017). All these things
are discussed at time of recruitment so that candidates can also decide whether they have to work
in organisation or not.
Government polices and procedures
Recruitment is done according to policies and procedures, in all organisation proper rules
are being made and on the basis of that recruitment and selection process is to be done. There are
some government policies and procedures which will help HR managers in selecting best
candidate. In health and social care employees are being selected after proper analysis is being
done, their skills and qualities etc. Government policies and procedures help in managing all
activities properly and also helps in making plans for recruitment.
b) Recruitment process
There are five steps in recruitment process i.e., planning for recruitment, strategy
development, candidate search, screening, evaluating and monitoring. In health and social care
recruitment process some laws are applied such as, Equal pay act, age discrimination act etc.
Planning for recruitment
First step of recruitment process is to make plans so that best candidate can be selected and it
will help organisation in achieving goals and objectives. This will help in selection of candidates
so that better plans can be made. In health and social care, there is no discrimination among
applicants and all are getting equal chance (Wilson and Usher, 2017).
Strategy development
Second step of recruitment process is to make strategies for selecting appropriate candidate. HR
managers of an organisation has to make strategies while choosing employee for company, who
has all the necessary skills and qualification for vacant position. It is important to develop
strategies so that best applicant can be selected and it will help in achieving targets. All
candidates are getting equal chance to show their talent and after analysing all the points
applicant is being chosen for next round.
Candidate search
When any candidate is required in an organisation then advertisement are given and skills are
clearly mentioned so that eligible candidates should apply. In health and social care field,
advertisement is given in newspaper and on sites so that best candidate can be selected. When
many applicants apply for a job then managers are having more options to select and they are

having opportunity to select best candidate out of them for their company. There is no age
discrimination because this law is applied in health and social care field so that all people can get
a chance to fulfil their dreams (Leslie, Khayatzadeh-Mahani and MacKean, 2019).
Screening
After candidate search, next step is to do screening. In this stage candidates who are selected for
next round are called for interview. HR managers ask them questions related to job position for
which they have applied and check their confidence level and knowledge. From the selected
candidates they choose 5 applicants for next round. In screening stage, generally knowledge and
qualities are being checked by HR department so that best candidate may be chosen for
company. It is fourth step of recruitment process in which some applicants are selected for
organisation.
Evaluation and monitoring
Last step of recruitment process is evaluation and monitoring. Candidates who are selected from
above stages, there evaluation is done by verifying their details. In every company, it is the
responsibility of Hr managers to check all information given by applicants and also their
background details so that correct person should be selected for vacant position. It is important
that evaluation must be done because it will help in determining if any change or improvement is
required (Gillin and Smith, 2020).
So, these are some steps of recruitment process which will help in selecting best candidate for
organisation and there is no discrimination among applicants on the basis of caste, age, race,
gender or any other basis. All candidates get equal opportunity and chance to get job.
TASK -2
a) Process of team development
It is important to work in a team because it helps in completing work on time and all
employees will do their work efficiently. There are some stages of team development:
 Forming – This is the first stage of team development which means that when task is
given to employees in teams then firstly, groups are being made by managers so that
work can be completed on time. When groups are made according to specialisation of
employees then they will work efficiently. Teams are formed at this stage and it will help
organisation in accomplishing its goals and objectives (Rovira-Asenjo and et.al., 2017).

 Storming – When groups are formed then some employees are not happy or conflicts
may arise due to different ideas or all employees are having different way of thinking. It
is normal that when teams are made then conflicts and misunderstanding will arise
because all persons are from different background, culture and language also vary. So,
managers have to solve issues and motivate employees in health and social care to work
as a team and focus on how to achieve goals.
 Norming – After storming, next stage is norming in which all team members try to
understand each other and they make plans or strategies for achieving goals and
objectives. They have to focus on target and for that they have to work in a team, listen to
everyone’s idea and then select best out of it (Peralta and et.al., 2018).
 Performing – Fourth stage of team development process is performing in which all
members come together and perform the given task efficiently so that it can be completed
on time (Novak, Anderson and Chen, 2018). If all team members will work hard then it
will be easy to achieve target and when work is divided among all workers, task will be
finished on time.
 Adjourning- This is the last stage of team development process in which all team
members get back to their work after task is finished. At this stage, all members
understand about nature of each other and they want to get separated. Team development
process help in making good relationship between employees and it will lead to overall
increase in productivity of organisation (Shuffler and et.al., 2018).
b) Different types of teams
Different types of teams in health and social care are:
Core teams
Core teams are cross-functional teams with responsibility and authority for delivery of new
solutions. Core Teams refer to small team having responsibility for giving new solutions. Core
Teams members include direct care providers and continuity providers. In health and social care
core teams include members who are directly involved in providing care to patients (Peralta and
et.al., 2018). Doctors are included in core teams because they are handling all issues and they
provide best treatment to patients. Continuity providers are also included in core teams such as,
case managers.
Coordinating teams

Coordinating teams in health and social care means to manage day to day activities and help in
coordinating. When teams are divided to achieve goals and objectives then coordination plays an
important role. In health and social care, there is proper coordination among all staff members
and this helps in managing all the activities and proper care is given to patients.
Contingency teams
Contingency teams in health and social care are those teams are teams that are
responsible for immediate and direct patient care during emergency situations when there is
more requirement of resources then available with the core team (Dim and Akpunonu, 2017).
Role of contingency team is quite specific and limited to a particular situation such as Code team
who are responsible for broad situations such as disaster response. These contingency teams are
present with health and social care organizations in specific departments and for specific
situations only.
c) Explanation of role of appraisal in developing team members.
Appraisal plays a vital and important role in development of team members in health and
social care. Appraisals provide an opportunity to monitor overall progress of employees and
scope of providing feedback to employees so that they can bring improvement within themselves
(Douglas and Brown, 2019). Appraisals directly help in development of team members because
Appraisals work as motivation from team members that helps them to bring improvement within
their work. it further inspires team members to collaborate with other team members in order to
achieve desired goals and objectives in an adequate manner (Gillin and Smith, 2020). Appraisals
helps in development of team members because it provides confidence to employees so that they
can voice their concerns or ideas.
Appraisal plays a vital and important role in identifying key potential of all the
employees and in making employees realize their key potential so that they bring improvement
within themselves, within their work, and within their current skills and knowledge they can
further help employees in mapping out a successful career path for themselves. It is one of the
best methods that can help in retaining talented team members and provide opportunity to them
so that they can enhance their skills (Leslie, Khayatzadeh-Mahani and MacKean, 2019). It
further helps in making employees flexible enough so that they can managing changing roles and
responsibilities in an adequate manner. It further inspire them to learn new technology, products

and services that not only helps them in enhancing their skills and knowledge but directly helps
them in opening opportunities for them to move ahead in future.
TASK 3
a) Factors that drive changes in the organisation.
Factors that affected the changes in the organisation in health and social care-
Technological changes
With the up gradation in technology in the health and social care leads organisation to get
changes in their technology that is cost effective and help to work effectively with the new
technology (Patri, and Suresh, 2018). Company adapts new technology so that work structure is
got improved and new equilibrium in the organisation is established. New technology enters in
the market will lead the organisation to change in their operation to use new technology that
helps to foster their productivity.
Marketing condition
Every organisation has to face the competition in the market and what they deliver
exports to the environment with different mediums. The conditions in market of health and social
organisation is analysed that affects to change in organisation to get succeed from the
competitors and deliver best services to the patients (Rovira-Asenjo and et. al., 2017). To get
better from the competitors and get survive in the competitive environment the changes can be
done to be in industry for long run.
Deficiency in organisation
The deficiency in the process and the arrangement in the organisation will lead to change
in the company. These deficiencies will be in the form of unmanageable in management; lack of
coordination between the different departments that affects working environment of organisation
will lead to change in the company for improvement of working and coordination so that
services offered to patients are effective and efficient.
b) Two models of change that is used in health and social care.
There are various kinds of models of changes that can be used in health and social care.
Two most commonly used models are: Kurt Lewin’s change models, and Mckinsey 7s
framework.
Kurt Lewin’s change model

This model is used by the health and social care that is simple and practical process of change
process (Burnes, 2020.). The process used for change is analysed and understand the needs of
change in the organisation then moves to create new behaviour for change and solidified that
new behaviour. This can be done in three steps:
Unfreezing
It is the first step that is to be done by health and social care organisation to get prepare to
organisation for the change that is necessary, and help the people of organisation to motivate
them for accepting new changes in working for getting the better results. At this stage effective
communication is play an important role (Douglas, and Brown, 2019). To do the changes reason
of declining of work in organisation is communicate to the people of organisation and motivating
them to accept this, that also help them in achieving their as well as organisation goals
effectively.
Change
This stage is for implementing of change in organisation. From change new ways of to
perform the work is to be accepted (Shuffler and et. al., 2018). In this the people get unfreeze and
implement actual change. During this stage careful planning and communication and motivation
is encouraged for changes in the organisation.
Refreeze
The change is implemented successfully and new changes are adopted effectively,
company is ready to refreeze. By refreezing new changes will used in the working of
organisation all the time and this changes is incorporated in everyday business. With new sense
of stability and employees get comfortable with the change in the working.
Mckinsey 7s framework
The aim of this model is to depict the effectiveness of organisation with use of its
elements. Seven elements in this model used by health and social care organisation are:
Structure
Structure is an organized way of the business divisions in which business operates. It is
also said that is an organized chart of the company. It is one of the most easy change element in
the company.
Strategy

It is plan developed by firm to achieve the success in competitive advantage and get
success in the market (Limor, 2021). Strategy is well defined business plan that allow company
to get success in market and reinforce the mission, vision and values to the company.
System
It is a process and the procedures used by company that helps to analyze the regular
activities of business and with this the effective decisions are made (Novak, Anderson, and
Chen, 2018). The systems are area of business that helps to determine the functioning of
organization and it is main focus to the manager during the change.
Skill
Skills are the ability of the health and social care employees to perform the work. During
change, the organizational skills are analyzed that reinforce to new strategy and structure in
organization.
Staff
This element is required to analyze the number of employee required in organization and
recruitment process, training and motivating is decided (Patri, and Suresh, 2018).
Style
It is a management style used by mangers in the organization.
Shared value
To maintain the effectiveness in organization vision, objectives and values are foundation
of company.
c) Barriers to change and how to overcome them.
Lack of employee involvement
To get change employees not feel safe and not want to involve with change in
organisation this can be overcome by motivating them and give them information about change
and its effectiveness.
Lack in communication strategy
Some of the leader in organisation only tells the changes that are going to be happening
in organisation and this will create chaos in the organisation. The employees and other staff will
not feel comfortable (Shuffler and et. al., 2018). Instead of telling the change how it will help in
growing of the company and the need for change is to be discussed with them.
Unknown current state

The changes can be introduced and implement in the organisation without conducting and
understanding of the blueprint of company status and this will create the barrier for the company
(Douglas, and Brown, 2019). To overcome from this before implementing any change current
blueprint of organisation is to be understood clearly that also help in plan the changes easily.
Organisational complexity
Organisation begins to make the complex process and in making of process and change is
more complex process (Burnes, 2020). Employees find it quite difficult to understand the process
and it will become barrier (Shuffler and et. al., 2018). To overcome company has to introduce the
skilful approach that helps to tackle the growth and complexity of organisation.

REFRENCES
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