In turn, these risks of occurrences are managed. The Quality department will implement a continued process improvement if the facility is below set benchmark. This influences the implementation process for safety standards. These reports monitor infections that may have a detrimental effect on patient care. This includes detecting source and preventive measures.
Inclusive workplaces that understand the needs of their employees and make them feel valued and respected have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing. Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent.
It is essential that all evaluations are completed as a whole, but this doesn’t mean that they all have to be done at the same time; however, there may be some overlap among them (Maurer et al., 2014). Therefore it is exceptionally vital that participants and or the committee assigned to this phase carefully plan out how the assessments will be carried out. These four assessments include (NACCHO 2010): • Community Themes and Strengths Assessment: Identifies local community interests, perceptions about quality of life, and assets. • Local Public Health System Assessment: Appraises the capacity of the local public health system to conduct essential public health services. • Community Health Status Assessment: Analyzes data about health status, quality of life, and risk factors.
With such risk assessment policy, necessary equipment for providing safety had been made available to the staff and there are first aid materials for attending to emergency issues in the health and social care organisations (Morath & Turnbull, 2004). There is the system of care planning in the health and social care organisation. Such system makes the care organisations to have strategies which are used for implementing safety policies. This care planning helps in maximizing the wellbeing of the care workers which enable them to be able to deliver sound services to the
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity (Abercromby, 2007). The result of these synchronous changes in patterns of both working and household life is a complicated multi-variable balancing act as workers and their managers juggle these different parts of their lives, with an understandable concomitant level of stress and social tension (Clark, 2000). Some researchers show that organizational interest in the management of the work-life balance derives from evidence that there is little doubt any more that there is a clear connection between the way people are managed and organizational performance (Purcell, 2002) and that with the onset of predicted skill-shortages, the ability to offer effective work-life balance employment opportunities may become a source of competitive
Moreover, transformational leaders are skilled at communicating the organization 's vision, the steps to get there and each employee 's key role for its realization. Transformational leaders are effective in getting followers to understand and believe in their own individual and collective abilities to achieve higher levels of performance. Helping employees understand the important role they play in achieving the organization 's mission and vision is crucial. Moreover, using a management-by-objectives or MBO process is needed to help everyone in the organization work together and create a common understanding. In this approach, individual employee objectives and plans are created in alignment with overall organizational.
Managing Teams Rationale A manager is employed to ensure the effective and successful implementation of a company’s vision and if you’re a manger that wants to create a positive, creative, respectful, and responsible work environment it’s important that you manage your teams effectively. There are certain attributes or qualities a manager should possess like being able to plan, organise, control, lead and co-ordinate. When working with a team these attributes should be used to achieve or accomplish the organisational goals. Teams have many different facets and to understand what team is right for you, you will need to understand the different types, stages, and roles of team members to ensure an effective result from your team. “A team
In addition, building a teamwork in the firm is vital to increase productivity, profitability, and to develop employees' skills. Moreover, team working is beneficial for employees and managers. To benefit from the personnel and to achieve a cooperation in the firm, it is critical to provide them with the chance to work in teams. As well, every person in the team should be provided with the chance to achieve his/her targets. In addition, a teamwork needs a change in the organizational culture (Bektas & Sohrabifard, 2013).
As a responsible company, the STM aims to constantly improve its practices with respect to human resources and workplace health and safety. Life at work is strongly influenced by increasing ethnic, generational and other types of diversity. The STM recognize the richness that stems from the diversity of its employees, and from that of its customers. In order to create an inclusive working environment, free from discrimination and harassment, STM are taking a growing number of initiatives to reinforce the fact that this diversity is an undeniable asset in the daily management of the company's activities. Acting as a responsible employer also means providing safe working conditions that allow employees to perform their duties more efficiently, derive greater satisfaction from their work and reduce health-related absenteeism.
Ivancevich, Konopaske, and Matteson discussed, “The concept of quality of work life (QWL) is widely used to refer to “a philosophy of management that enhances the dignity of all workers; introduces changes in an organization’s culture; and improves the physical and emotional well-being of employees” (p.143). A healthy work design promotes growth and development within an organization. Quality of life in an organization entails paid time off (PTO), sick time, stress, and a number of other things. QWL is intended to promote overall productivity and satisfaction with employees and the organization. Job design attempts to accomplish two goals.