Work-Based Learning Report: NHS England and COVID-19

This report examines work-based learning within NHS England, focusing on the health and social care sector's challenges during the COVID-19 pandemic. It begins with an overview of relevant literature, detailing the impact of the pandemic on health and social care services in the UK, including resource reallocation and service redesign. The report then analyzes the pandemic's effects on career prospects within the sector, highlighting the increased demand for healthcare workers and the evolving career pathways. Furthermore, it applies organizational culture and structure theories to NHS England, examining how these elements influence the organization's operations and employee dynamics. Finally, the report analyzes NHS England's functions in relation to its stakeholders within the health and social care industry in the UK, providing a comprehensive overview of the organization's response to the pandemic and its broader impact on the healthcare landscape.

Related Learning

EXECUTIVE SUMMARY
The report of work-based learning in prepared of NHS England that provides care to
communities and vulnerable people. It discusses health and social care industry in pandemic of
CoVid-19 and impacts that the pandemic has on carer prospects within the sector. It also includes
application of models of structure and culture theory in eth company. Various relationship
among the institution and stakeholders are analysed in the report.

Table of Contents
EXECUTIVE SUMMARY...............................................................................................................
Table of Contents...............................................................................................................................
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Overview of literature on health as well as social care in context to CoVid-19 pandemic.........1
TASK 2............................................................................................................................................2
How CoVid-19 pandemic has impacted the career prospects for health and social care............2
TASK 3............................................................................................................................................4
Application of theory of organisational culture to NHS England as an organisation within
health and social care industry in UK..........................................................................................4
Applications of model of organisational structure to NHS England as an organisation within
health and social care industry in UK..........................................................................................5
TASK 4............................................................................................................................................6
Analysing functions of NHS England in relations to stakeholders in health and social care
industry in UK.............................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Work related learning is said to practices which use contexts of effort for developing
knowledge, understanding addition to skills of an individual at location of work (Halpin, Terry
and Curzio, 2017). The report is prepared to assess health and social care sector by considering
existing situation of CoVid-19 pandemic. For understanding work related learning, NHS
England is taken consideration that employs nearby 6500 employees across England, UK. It acts
as individual company for supporting NHS to deliver appropriate and improved care for citizens
or patients.
The report includes literature related to health and social care in context of CoVid-19
pandemic and impact of the pandemic on the industry. It also examines structure, function along
with culture of the organisation. At last, it analyses relationship among venture and its
stakeholders.
TASK 1
Overview of literature on health as well as social care in context to CoVid-19 pandemic
As per Simms, Fear and Greenberg (2020), Health and social care sector are said to an
industry which provides treatment of ill medical as well as health conditions in medical centres,
hospitals and community. It helps people or citizens to live more healthier addition to
independent lives for longer. It has clinical and non-clinical staff that provides medical support
for treating all types of illness and injuries. Within UK, whole population is covered by NHS that
is run by Department of Health and financed through general taxation. Need for health and social
care services is increasing in United Kingdom. Moreover, additional development, growth as
well as investment is needed in the sector for the purpose of meeting current along with future
demand.
In accordance to statement of Horton (2021), only one third of whole population of United
Kingdom managed to access health and social care at the peak of first wave of the pandemic.
Despite of huge unmet needs, there was equal access to health and social care for citizens having
different income levels. In contrary, higher income population were able to access services
through GP Consultations, medical helpline addition to prescriptions of first wave. A founding
principle addition to duty of NHS England is to ensure equal access for equitable requirements
irrespective of ability to pay, age and geographical location. At the time of CoVid-19 pandemic,
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major resources were relocated in health and social care industry so to handle cases.
Administration professionals of NHS and NHS England redesigned services for releasing
potentials through discharging huge people to free up beds together with postponing planned
treatments. It affected on competence to meet demand for health and social care requirement
because of other health situations, illnesses or emergencies.
As per Thorlby, Tinson and Kraindler (2020), CoVid-19 pandemic has delivered propound
shock to health and social care sector in UK. Public health manpower addition to local
government have played important role on reshaping their jobs in an effort to contain the virus as
well as protect vulnerable. The sector has been mobilised for responding acute requirements of
infected people with the virus and deliver scaled back non-CoVid-19 health and social care. In
case with NHS England, the team of the company have rapidly resigned their practices on large
scale for the purpose of releasing capacity for providing acute treatment to people with CoVid-19
virus. It comprised huge free up beds, shifting appointments online, postponing planned
treatment and redeploying staff. It also published approx. 50 set of guidance for specialist in
health and social care sector for treatment of non-infected people in the period of pandemic. In
the pandemic situation, various concerns about significant decline in A&E usage addition to
admission for immediate circumstance through hospital emergency departments. There were
hospitals or other health and social care units, for example, British Heart Foundation that have
drop around 38% in emergency heart surgency in start of spread of the virus and cardiologists
surveyed believe that huge patients are staying away due to worries related to contracting the
virus which added huge pressure on NHS England. General practices of health and social care
sector did much work to manage people with chronic conditions of CoVid-19. For long term
situations, there are limited evidence for access to services of the industry.
TASK 2
How CoVid-19 pandemic has impacted the career prospects for health and social care
Health and social care sector is wider career field as tons of distinct pathways for an
individual are available from all kinds of academic backgrounds. Career pathways in the sector
are related to helping or providing care to people. Career in the sector is more likely to require
combination of further study as well as on the job medical training. It also permits practitioners
to achieve great height in career (Sivarajasingam, Tai and Steeghs, 2021). For thriving careers in
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health and social care sector, it is essential to possess potential for building relationships with
service users along with patients. More than this, patience, effective communication skills and
friendliness are required in health and social care sector. It has been analysed that CoVid-19
pandemic have resulted in unprecedent economic disruption together with unemployment that
threatens towards financial and humanitarian crisis. In the situation, career framework is
designed for improving developing careers addition to job satisfaction for people in the field.
This encourages individuals to take additional responsibilities and learn new skills which enable
huge progress in the field. Various people take extra responsibility in the area while there are
some who retrain and move towards other roles.
Across UK, millions of people are taking time from their busy schedule to recognise heroic
efforts made by workers in health and social care sector. For existing as well as prospective
student of the sector, CoVid-19 pandemic offers vivid preview of complexities addition to
rewards of future careers. However, forced to cope with restricted human resources, health and
social care sector are struggling to provide adequate care to people affected by the virus. The
crisis has resulted in highlight about ways employees of the sector are vital for overall economy.
Learning in the pandemic situation begins in elementary addition to secondary system at which
learners are exposed to wider career pathways and work for gaining academic prerequisites
(Kinder, Stenvall and Memon, 2019). In recent period, government of UK have announced
incentives for people so to meet significant labour market shortage for nurses and public support
workers. Pursuing career in the sector is decision made by a person to help must vulnerable ones.
CoVid-19 pandemic have brought attention towards significant of workers in health and social
care sector.
In present era, laboratories, registered nurses as well as epidemiologists are seen as on
front lined of the pandemic response. The characteristic of virus that possess huge threats to
people above 65 are also termed on professionals of health and social care involved in eldercare.
Moreover, heavy demand for geriatric professionals impacts positively on career pathways in the
industry. Greater awareness about issues in the sector and huge efforts of employees inspires
students to pursue career as front-line employees. The industry is not immune for existing crisis
and number of employees in the field out to job because of CoVid-19 are small fraction projected
to be employed in coming decade.
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Health and social care industry jobs are forecasted to grow by 14% among 2018 and 2028
which is approximate to three times average growth rate for other occupations. As per
professionals of NHS England, it projected that career pathways driving diversity of jobs are
physician assistants, nursing aides, nurse practitioners, physical therapist assistants and many
more. These are the opportunities in the sector across spectrum of career paths (Shimoda,
Ichikawa and Oyama, 2018). CoVid-19 pandemic have brought new focus to significance of
health and social care workers in society. Heath and social care workers at heart or centre of the
existing pandemic are inspiring examples to make career in the industry. While unemployment in
UK climbs, career prospects in the industry are high in demand. Moreover, the pandemic
situation has lasting impact on entire industry as well as career.
TASK 3
Application of theory of organisational culture to NHS England as an organisation within health
and social care industry in UK
Organisational culture is said to personality of an institution (Malby, Mervyn and Boyle,
2018). Corporate culture is an underlying belief, ways to interact along with underlying belief to
contribute in unique environment of company. In NHS England, values and belief are set out on
patient centredness addition to responsiveness as core. Handy’s cultural theory is defined by
Charles Handy and includes four kinds of culture that are described in context to NHS England:
Role culture: It is job oriented as well as is found in bureaucratic companies. Within this
culture, staff members want stability and security. (Barron, Deery and Sloan, 2017) If NHS
England work as per role culture, then it will be known for agreements, procedures, rules and
obligations.
Power culture: In this, power of decision making and delegation of work lies with fewer
people that are founder and highest boss. If power culture is adopted in NHS, then employees
will be more loyal to their bosses and foster mutual collaboration.
Personal culture: It is seen at workplaces wherein staff members have complete
independence and work with their expertise. In case with NHS England, adoption of personal
culture can lead to keeping individual central and working with few regulations by haring
interest and values.
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Task culture: It is result oriented and known for wisdom. In this, employees prefer to
complete tasks addition to projects correctly (Donaghy, Doherty and Irwin, 2018). In NHS
England, use of task culture can make employees rely on their skills and expertise.
From the analysed organisational culture, adoption of task culture at NHS England offers
chances to medical worker for relating themselves with others and develop a bond to make work
more enjoyable so to deliver effective care to patients. This makes health and social care workers
feel important together with contribute for morale and productivity. This permits teams to make
creative decisions to manage working in CoVid-19 pandemic.
Applications of model of organisational structure to NHS England as an organisation within
health and social care industry in UK
Organisational structure is described to a system which outlines ways to direct certain
activities for reaching success. Purpose of structure of an establishment is to assist attainment of
objectives along with competition of work efficiently (O'Neill, Johnson and Mandela, 2019). It
allocates designates work roles and aid management to control addition to coordinate activities.
Description of organisational structure models in context to NHS England are as follows:
Divisional structure model: In this, entire organisation is classified into divisions and
each division has control on resources to operate successfully. In context to NHS England,
application of divisional structure can create divisions and empower all to devise decisions to
provide care to vulnerable people.
Matrix structure model: It do not have any hierarchy, instead, all employees carry out
practices with dual reporting relationships. If matric organisational model is applied in NHS
England, then the company have cross functional teams belonging to individual department but
carrying out operations for various projects.
Within NHS England, divisional structure is applied different divisions named as
hospitality services, primary care and community services. In division of hospital services, it is
organised into regional hospital boards in charge of administration. Moreover, primary care
comprises of dentists, GPs and so that are independent contractors to provide care. Community
services engrosses child welfare, ambulance, maternity and vaccination.
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TASK 4
Analysing functions of NHS England in relations to stakeholders in health and social care
industry in UK
Stakeholders are independent parties that support an organisation for ceasing to exist. In
other terms, stakeholder can be any party who have interest and power in the entity along with
impacts or is impacted by the business (Jamaludin, Kadir and Zisserman, 2017). In context to
NHS England, purpose of stakeholder is to generate evidence which are relevant along with
useful to make real world decisions for health and social care with aspect of enhancing
dissemination as well as uptaking finding sin clinical practices. Some functions of NHS England
in relation with stakeholder are as analysed:
NHS England and Insurance companies: In health and social care, insurance companies
are any establishment which sells promise to pay for some of expenses in exchange of premium.
For insurance companies, function of NHS England is to maximise wealth of stakeholder.
Moreover, relationship among insurance entities and the health care organisation is inherently
antagonistic as hospitals are looking to get paid for care that is delivered by them and payers
makes attempts for reducing payments in best possible manner they can.
NHS England and Patients: Patient refers to recipient of services which are carried out by
professionals in health and social care (Gordon, Baranov and Fleisher, 2018). In aspect to NHS
England, key function is to deliver appropriate care to patients and provide complete as well as
accurate information about their health. Relationship among patient and NHS England is based
on trust that gives rise to the health care provider ethical responsibility for placing welfare of
patient above self interest or obligations to others including usage of medical judgement on
behalf of patients and advocating for welfare. Furthermore, strong communication, shared
decision making along with empathy are key for positive relationship among the both.
NHS England and Employees: Employee is a stakeholder that makes effort to help
organisation in achieving objectives in exchange of wage or salary for set occupation. Key
function of NHS England for employees is to help in keeping human resources updated, reducing
inequalities at workplace, training and development along with timely payment or compensation.
Health care employees or professionals and NHS England shares positive relationship wherein
both work in coordination for providing quality to care to communities and patients. These both
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work for reducing cultural as well as structural barriers to improve relationship and foster
alignment so to enhance care and safety of patients (Patterson, Martin and Karatzias, 2019).
CONCLUSION
From the report, it is concluded that work related learning gives immense opportunities for
self-development in particular field. CoVid-19 pandemic have impacted career prospects
addition to health and social care industry in huge aspects. In an organisation, culture define
effective ways for behaviour at workplace. It engrosses shared beliefs, values, etc which are
established by leaders and communicated together with reinforced by using certain methods to
shape perceptions, understanding along with behaviours of employees. Matrix structure and
divisional structure are key organisational structure model that are applied by companies on
health and social care sector. Key stakeholders of health and social care industry are insurance
companies, patients and employees.
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REFERENCES
Books and Journals:
Barron, K., Deery, R. and Sloan, G., 2017. Community mental health nurses' and compassion: an
interpretative approach. Journal of psychiatric and mental health nursing, 24(4),
pp.211-220.
Donaghy, C., Doherty, R. and Irwin, T., 2018. Patient safety: A culture of openness and
supporting staff. Surgery (Oxford), 36(9), pp.509-514.
Gordon, E. K., Baranov, D. Y. and Fleisher, L. A., 2018. The role of feedback in ameliorating
burnout. Current Opinion in Anesthesiology, 31(3), pp.361-365.
Halpin, Y., Terry, L. M. and Curzio, J., 2017. A longitudinal, mixed methods investigation of
newly qualified nurses’ workplace stressors and stress experiences during
transition. Journal of advanced nursing, 73(11), pp.2577-2586.
Jamaludin, A., Kadir, T. and Zisserman, A., 2017. Self-supervised learning for spinal MRIs.
In Deep Learning in Medical Image Analysis and Multimodal Learning for Clinical
Decision Support (pp. 294-302). Springer, Cham.
Kinder, T., Stenvall, J. and Memon, A., 2019. Play at work, learning and innovation. Public
Management Review, 21(3), pp.376-399.
Malby, R., Mervyn, K. and Boyle, T. J., 2018. Darzi Clinical Leadership Fellows: an activity
theory perspective. Journal of Health organization and Management.
O'Neill, L., Johnson, J. and Mandela, R., 2019. Reflective practice groups: Are they useful for
liaison psychiatry nurses working within the Emergency Department?. Archives of
psychiatric nursing, 33(1), pp.85-92.
Patterson, J., Martin, C. J. H. and Karatzias, T., 2019. Disempowered midwives and traumatised
women: Exploring the parallel processes of care provider interaction that contribute to
women developing Post Traumatic Stress Disorder (PTSD) post
childbirth. Midwifery, 76, pp.21-35.
Shimoda, A., Ichikawa, D. and Oyama, H., 2018. Using machine-learning approaches to predict
non-participation in a nationwide general health check-up scheme. Computer methods
and programs in biomedicine, 163, pp.39-46.
Simms, A., Fear, N. T. and Greenberg, N., 2020. The impact of having inadequate safety
equipment on mental health. Occupational Medicine, 70(4), pp.278-281.
Sivarajasingam, V., Tai, M. and Steeghs, K., 2021. How eConsult has transformed patient care
and staff well-being in an NHS practice. Primary Health Care, 31(1).
Online:
Horton. L. 2021. How COVID-19 impacted UK healthcare. [Online]. Available through: <
https://www.eurekalert.org/pub_releases/2021-04/uoea-hci042621.php>
Thorlby. R., Tinson. A. and Kraindler. J., 2020. COVID-19: Five dimensions of impact. [Online].
Available through: <https://www.health.org.uk/news-and-comment/blogs/covid-19-
five-dimensions-of-impact>
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