To achieve continuous quality improvement, these different people must work as team with same aim and objective. This creates more understanding of the systems and processes and also motivates workers to take ownership of the improved processes and systems. TQM should evolve from the organizations’ strategic aims and objectives and be based on the client needs and expectation (Gummer et al; 1995). When this is the case, it will encourage more acceptability and not be seen as just a
Communication is Key The author emphasizes on the importance of communication and voicing concerns or recommendations through communication channels like: meetings, newsletters, and suggestion boxes to develop and encourage employees through the organization to contribute feedback to the strategic direction of the organization. Employees need to be included in organizational development and decisions even if it were indirectly, that will boost their morale and give them the satisfaction of feeling respected and valued throughout the
For example, we must be able to acknowledge our client’s capacity for change and provide them with choices and resources to do so. In some ways, this is similar to a friendship because we seek to encourage positive change in a friendship and help our friends identify what is within them. Thus, a friendship that is supportive and encouraging will promote growth and the friendship is essentially like a resource to promote change. Moreover, as a social worker, we must keep the main objective of our relationship in the forefront and ensure that boundaries are set to help clients understand
Correspondingly, it will guide me to provide my clients with the ability to make informed consent. Additionally, this value is important to my future practice because it ensures that I become an advocate for my clients in every capacity, including human rights. Lastly, as a social worker, I will ensure that I work towards my clients being free from violence and the threat of violence (Heinonen & Spearman, 2010, p. 34). Secondly, as a social worker it is necessary that my practice is guided by my value of providing a service to humanity. Therefore, this will allow me to put my interests aside and place the needs of others above when working in a professional capacity.
As we identify a problem, we challenge it by researching and finding solutions to the problem. As we overcome the problem, we are a step closer to resolving the problem and we become happier. Thus this problem is important because it will help the Hospital Management in improving the decision-making and planning process. As we identify the problem and recommend solutions to them. It is also important that staff be involved in decision-making process.
The top management may require the HR professionals to support the change initiatives in the organization. As project leaders, they need to be familiar with the interests of the employees so that the initiatives can be adjusted to make the employees feel more comfortable with the changes that occur. Greene argues that, as it deals with the culture of an organization, the HR department is uniquely positioned to take responsibility for this role in the firm. Csoka further suggests that HR professionals can add significant value through the management of the change processes in an organization. Ehrlich adds that the HR department must anticipate change and be knowledgeable in its implementation.
Within services like White Meadows a person centred approach is about planning and delivering care and support with the input of the service user, by doing this the rights of the service user are being adhered too and they are being treated equally. In conclusion, organisational culture can have a severe impact on the quality of care given to service users, and in this case the impact was not good for those who seemed to need more support in development. But by the senior manager instigating change with the help of HIQA guidelines and PCP, care can be improved and developed in a way that there is a feeling of inclusion and individual support, where all service users are treated equally. References D’Eath, M. (2010). Social care theory and practice 2.
Wood also sets down the tenets surrounding this style of teamwork and leadership. They should be efficient and goal directed in a coordinated effort both inside and outside the team. The leader is relied upon for adequate resources and the team members need to have or be given the appropriate knowledge, skills, abilities and motivation to perform collective tasks well. This works in a productive, supportive climate with high levels of cohesiveness, mutual trust and cooperation among team members. The best teams should be able to adapt to changing conditions with a commitment to continuous improvement.
It is a continuous task that can motivate staff and inspire better performance when integrated correctly. Line managers need to carry out constructive and relevant performance assessments and there must be fairness and consistency throughout. The significance of finishing the full cycle is important with regards to incremental advancement, managing underperformance and general assessment. To successfully deal with underperformance challenges line managers. It is vital that the employee and line manager address any issue of underperformance as soon as it becomes evident or when either become concerned.
Thus, an appropriate communication channel or tools are highly recommended to execute in order to avoid any miscommunication. Nevertheless, managers should identify problems thoroughly for any weaknesses in order to avoid miscommunication in the future. Elizabeth Smith asserts that communication reduces misunderstandings and cuts the costs associated with mistakes. Therefore, It is essential to communicate well with employees in two-way traffic whereby this can help to create contented field of environment between the employees and