Business Management Report: Wellton NHS Trust - Management Strategies

This report provides a detailed analysis of business management practices within the Wellton NHS Trust. It begins by exploring the principles of scientific management and their application in the Medical Records Department, examining how these principles can enhance operational efficiency. The report then investigates the methods used by Wellton Trust to assess employee personalities, discussing the advantages and potential risks associated with these assessments. A significant portion of the report focuses on staff development within the new HSDU unit, referencing relevant theories like social learning theory to improve training and hygiene. Furthermore, the report highlights the factors contributing to effective teamwork in the accident and emergency department, emphasizing the importance of mutual support and time management. Finally, it addresses the management of changes within the medical records department, providing a comprehensive overview of the Trust's operational strategies.

Business
Management

Table of Contents
QUESTION 1...................................................................................................................................1
Principle of scientific management and the way in which they are applied in Medical Records
Department at Wellton NHS Trust..............................................................................................1
QUESTION 2...................................................................................................................................2
The way in which Wellton Trust assess the personality of their work force and what might be
the advantages and risks of doing so............................................................................................2
QUESTION 3...................................................................................................................................4
Approaching the development of staff in new HSDU unit with reference to relevant theory.....4
QUESTION 4...................................................................................................................................5
Factors that has contributed in the effective team work which is demonstrated in accident and
emergency department.................................................................................................................5
QUESTION 5...................................................................................................................................7
Management of changes in medical records management department.......................................7
REFERENCES................................................................................................................................9

QUESTION 1
Principle of scientific management and the way in which they are applied in Medical Records
Department at Wellton NHS Trust
Scientific management can be defined as a theory which is mainly related to management
and used for the purpose of synchronising and analysing workflow within the organisation. Main
objective of it is to improve operational efficiency and productivity of staff members. There are
four main principles of it which were imposed by F. W. Taylor. All of them are described below:
 Science, Not rule of thumb: According to this principle individuals should not get
habitual to a set routine in which they use old techniques to complete their work they
should be find and develop new ways to accomplish tasks in less time. By following it all
the operational activities of Wellton NHS Trust could be performed quickly and easily
(Arbaugh, Fornaciari and Hwang, 2016).
 Harmony, not discord: This principles is focused with the good working environment at
workplace so that staff members can perform all their tasks productively. It is concerned
with the situation of mental revolution which may help to ignore conflicts among
individuals. If problems such as lower productivity and grievances among employees are
faced by Wellton NHS Trust then it can help to overcome all these issues.
 Cooperation not individualism: This principle of F.W. Taylor states that all the tasks
which are completed by staff members within an organisation should be done with spirit
of cooperation as it can help to accomplish goals successfully. If it is followed by
management of Wellton NHS Trust then it may result in increased involvement of all the
individuals in their work.
 Development of each and every person: According to this principles of scientific
management top level management within the organisations should take care of
efficiency and development of all the staff members. With the help of it managers in
Wellton NHS Trust can establish proper management at workplace.
From all the above described principles development of each and every person and
harmony are implemented by the management as it helps to enhance productivity, involvement
and work quality. These are applied in Medical Records Department at Wellton NHS Trust as the
organisation provides 27 annual leaves, generous NHS pension scheme, range of long service
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awards to the employees. For the purpose of implementing the principles all these benefits are
offered to staff members. All the disadvantage of using this approach are as follows:
 This approach may result in excess spending of funds because various benefits are
offered to the employees (Beck and et.al, 2014).
 The number of leaves which are provided to the staff members is very high if some of the
employees take them same time then it may harm the productivity of whole organisation.
There are various other factors which should be focused by the hospital in its approach
for the purpose of managing all the workers. All of them which are required to be considered are
as follows:
 Top management is advised to pay attention towards the high number of leaves and try to
establish a strategy of that at the same time leave is provided to small number of
employees in order to ignore the possibility of its negative impact on work. It will helps
to manage staff members and their work.
 Organisation should focus on the working hours of employees and if these are high then
appropriate policy should be implemented.
QUESTION 2
The way in which Wellton Trust assess the personality of their work force and what might be the
advantages and risks of doing so
For an organisation such as Wellton NHS trust it is very important to test personality of
work force as it can help to allocate them responsibilities according to their ability and
capabilities. For this purpose different types of tools could be used to top level management of
the organisation. All of them are described below:
 The Caliper Profile: It is a tool which is used for the purpose of measuring the
personality traits of the employees who are working within the organisation. It is a test
which is made up of some questions which are required to be answered by the staff
members. With the help of all of them management in Wellton NHS Trust will be able to
test the personality (Bluebelle Study Group, Macefield and et.al., 2019).
 The Myers Briggs Type Indicator: It is the one of the most common tools of analysing
personality of employees. It guides management to identify personality of staff members
that leans toward one of two tendencies in different groups. These are Thinking vs.
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Feeling, Extraversion vs. Introversion, Judging vs. Perceiving and intuition vs. Sensing.
By using this model management in Wellton NHS trust will be able to test the personality
of all the employees who are working within the organisation.
 The SHL occupational personality questionnaire: It is also a tool which could be used
for the purpose of testing personalities of employees who are working for the enterprises.
With the help of it the management of Wellton NHS trust will be able to create of picture
of specific behaviours which are influencing performance of individuals. While using this
technique 104 were formed by the top authority which can help to measure 34 different
characteristics of employees.
From the above analysis it has been determined that all the described tools and techniques
could be used by top management in Wellton NHS Trust for the purpose of testing personality of
all the staff members. It will help to make decision of allocating roles and responsibilities of all
of them according to their skills, knowledge, behaviour and experience. All the results which are
acquired with the help of personality test could be used by management of the organisation for
the purpose of formulating teams and assign tasks for future. There are various advantages and
risks of testing personality (Chang, Chang and Hruska, 2018). All of them are as follows:
Advantages:
 By testing the personalities of employees top level management of Wellton NHS trust
can analyse the behaviour of all the employees and the factors which are resulting in
decreased interest of them in their jobs.
 With the help of personality tests of work force managers in the trust can assign
responsibilities according to abilities and behaviour of employees.
Risks:
 Personality tests may leave negative impact upon mind set of employees because it may
result in over categorisation of work force.
 It may also affect motivation of employees adversely because some times it results in
under appreciation of staff members due to lower productivity of them.
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QUESTION 3
Approaching the development of staff in new HSDU unit with reference to relevant theory
In previous year Wellton NHS Trust has completed an investment of multi million
investment. Main purpose of it is to develop the theatre department in Prince George Hospital
and this decision was a part of merger strategy of the organisation. Under this plan different
changes are planned which are going to be implemented in future. These are opening new
operation theatres, hospital sterilisation and a new HSDU which is a disinfection unit.
This unit of operation theatre facing one major issue which is dirty surgical equipments.
In order to deal with this situation it is very important for the top authority to implement social
learning theory so that the staff members could be taught about the use and hygiene of operation
theatre's equipments (Herbert and et.al., 2017). Detailed description of it is as follows:
Social learning theory: This theory was developed by Albert Bandura and it
demonstrates that individuals learn via different ways. These are imitating, modelling and
observing others. In order to facilitate the workforce and develop their engagement in HSDU
unit this theory could be implemented by management of Wellton NHS Trust. There are four
differnet elements of it which should be focused by senior doctors in the hospital (Social
learning theory, 2019). All of them are described below:
 Attention: In order to develop staff members in HSUD unit it is very important for
management to analyse the factors which may increase or decreased the amount of
attention paid by staff members in operation theatre. All of them are functional value,
prevalence, distinctiveness etc. By analysing all of them they can try to form strategy to
enhance attention of workforce.
 Retention: This stage is related to the internalising of data in the memory of a human
being. In order to remind the factors which require attention different elements could be
focused by senior doctors in Wellton NHS Trust. These are mental images, motor
rehearsal, cognitive organisation, symbolic coding and rehearsal etc.
 Reproduction: It is third element of Bandura's theory that states that individuals
reproduce the information which is learned by them previously at the time of its
requirements. In order to improve the responses to the employees is HSDU unit of
operation theatre of the hospital senior doctors can focus on mental and physical
rehearsal (Holme, Diem and Welton, 2014).
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 Motivation: In order to perform all the tasks at workplace it is very important for
individuals to get motivated as it can help them to work productively. Senior doctors in
the hospital are required to find different ways to motivate employees as it can help to
develop staff in the new HSDU unit.
There are various implementation problems and barriers to learning. It is very important
for top authority of Wellton NHS Trust to focus on all of them. Description of them is provided
below:
 One of the main barrier is time management because senior authority of Welltyon NHS
Trust is require very high time to analyse all the elements of the theory.
 In order to implement this theory it is very important for top management is required to
study the behaviour of all the employees which may reduce their focus from opening of
new HSDU unit in operation theatre (Kucherenko and Zaccheus, 2017).
In order to overcome all the above described barriers it is very important for store
development team to hire an experienced person who is totally aware of all the elements of the
theory so that time of senior authority could be saved for other areas which require attention.
QUESTION 4
Factors that has contributed in the effective team work which is demonstrated in accident and
emergency department
New appointed human resource manager of Wellton NHS Trust have analysed that
among all the departments of the organisation, performance of accident and emergency division
was the best. While interacting with staff members of this part of the enterprise different factors
are analysed by HR manager which has contributed in the effective team work. All of them are
as follows:
 Supporting each other: One of the main factor which has resulted in the effective team
work was supportive nature of all the team members. All of them help each other to
accomplish their tasks. With the help of it high level of effectiveness is demonstrated by
the employees of Accident and Emergency Department. For the accomplishment of all
the goals it is very important for a team to support all the members so that they can reach
to a common goal (Mohd Ghazali, 2015).
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 Time management: If a team is willing to reach to a goal then it is very important for all
the members of it to manage time and try to save it so that the objective could be
achieved in less time. This factors is also identified by human resource manager in
accident and emergency department which has demonstrated high level of effectiveness
in this department. Without this element, it would be very difficult for the employees to
perform their jobs productively.
 Effective leadership: For leaders it is very important to support, supervise and direct all
the subordinates so that they can work with high level of productivity. Managers in
accident and emergency department of Wellton NHS trust are effective leaders which has
demonstrated effectiveness in this division. Due to their this skill all the tasks are
completed by staff members of this department successfully (Slade and et.al., 2019).
 Highly motivated team: If a team is highly motivated then it enhances work quality and
productivity of all the staff members. Human resource manager of Wellton NHS Trust
have analysed that all the employees in this division are very motivated which has
resulted in effectiveness of whole area.
 Considering opinion of team mates: Managers in accident and emergency department
of Wellton NHS Trust focus on all the opinions which are provided by staff members in
order to ignore possibility of mistakes. This factor has also resulted in effectiveness of the
whole division because it helps employees to feel that they are an important part of
organisation which inspires them work productively.
There are various risks are associated with strong team approach which are as follows:
 As managers provide consideration to the opinion of staff members but it is not possible
to implement all the ideas. Sometimes it may result in decreased moral of employees.
 Another risk which may take place due to strong team approach is lack of employee
engagement because the staff members who are working with high productivity requires
appraisal and if they do not get it then they may show lower involvement in work (Tran,
2019).
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QUESTION 5
Management of changes in medical records management department
In the medical record department changes are being made appropriately and main
purpose of it is to reduce the cost which is faced by Wellton NHS trust. The major changes
which are made within the organisation are opening new HSDU unit, six new operating theatres,
hospital sterilisation. One of the major change was disinfection unit which is HSDU as it can
help to decrease all the costs which are required to be reduced.
All the changes that are implemented by the organisation have taken place due to merger
with a smaller trust. The activities under it are performed and recorded properly in the records of
medical records management department. Main objective of the change was to save money and it
was accomplished with the help of merger. The level of effectiveness of implementation was
very high because managers were highly concerned with it and they were planning for it since a
long period (Welton and Martinez, 2014).
From the above discussion it has been identified that changes were implemented by the
management records department in effective manner. There are various areas of improvements
which are required to be improved by managers if they consider to implement change in future
again. All the factors which should be focused are as follows:
 Staff members in the medical records department were not happy because they felt that
their opinion were not asked by managers. It has affected their willingness to work again
in such types of change processes. Managers are required to focus on their ideas so that
they get motivated to work productively.
 Managers was highly focused with saving of monetary resources other areas such as
work quality, operations etc. which require attention of them were not analysed by them.
If managers are willing to implement a new change in future then they should improve
their way of working and start to pay attention toward all the key areas of the
organisation.
 Senior doctors also not paid attention toward patients which is one of the major mistake
which was made by them. While implementing change in future they should also focus
on the patients because their life should be first priorities of all the individuals who are
delivering medical services.
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 Most of employees were feeling that they may loose their jobs due to merger because
when two organisations get merged then it results in laying off of end number of staff
members. While implementing change again in future the management is required to
make sure that the decisions which are made by them are not leaving negative impact
upon jobs of staff members (Welton and Harper, 2015).
From the above discussion it has been analysed that managers in management records
department of Wellton NHS Trust have implemented the change in appropriate manner. On the
other hand, some of the key areas which require higher attention of them were ignored by them.
In order to implement change in future again all of them are required to be focused by them so
that the possibility of issues such as demotivated staff, decreased work quality, unsatisfied
patients could be reduced. By paying attention towards the suggestions they will be able to
perform all the tasks properly and deal with the challenges in systematic manner.
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REFERENCES
Books and Journals:
Arbaugh, J. B., Fornaciari, C. J. and Hwang, A., 2016. Identifying research topic development in
business and management education research using legitimation code theory. Journal of
Management Education. 40(6). pp.654-691.
Beck, D. E. and et.al, 2014. The ASCRS manual of colon and rectal surgery. Springer New York.
Bluebelle Study Group, Macefield, R. and et.al., 2019. Validation of the Bluebelle Wound
Healing Questionnaire for assessment of surgical‐site infection in closed primary
wounds after hospital discharge. British Journal of Surgery. 106(3). pp.226-235.
Chang, G. J., Chang, G. J. and Hruska, 2018. Rectal Cancer. Springer.
Herbert, A. and et.al., 2017. Data resource profile: hospital episode statistics admitted patient
care (HES APC). International journal of epidemiology. 46(4). pp.1093-1093i.
Holme, J. J., Diem, S. and Welton, A., 2014. Suburban school districts and demographic change:
The technical, normative, and political dimensions of response. Educational
Administration Quarterly. 50(1). pp.34-66.
Kucherenko, S. and Zaccheus, O., 2017. SobolGSA Software.
Mohd Ghazali, N. A., 2015. The influence of a business ethics course on ethical judgments of
Malaysian accountants. Journal of Asia Business Studies. 9(2). pp.147-161.
Slade, E. and et.al., 2019. Primary surgical management of anterior pelvic organ prolapse: a
systematic review, network meta‐analysis and cost‐effectiveness analysis. BJOG: An
International Journal of Obstetrics & Gynaecology.
Tran, B., 2019. The Foundation of (Business) Ethics' Evolution. In Advanced Methodologies and
Technologies in Government and Society (pp. 26-37). IGI Global.
Welton, A. D. and Martinez, M. A., 2014. Coloring the college pathway: A more culturally
responsive approach to college readiness and access for students of color in secondary
schools. The Urban Review. 46(2). pp.197-223.
Welton, J. M. and Harper, E. M., 2015. Nursing care value-based financial models. Nursing
Economics. 33(1). p.14.
Online
Social learning theory. 2019. [Online]. Available through:
<https://www.thoughtco.com/social-learning-theory-definition-3026629>
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