Performance Management Integrated Strategic Approach Order Instructions: Question and answer according to the marking guides attached

Performance Management Integrated Strategic Approach Sample Answer

Management

Question 1

In health and social care, recruitment and planning refer to a process that deals with identifying an appropriate individual to help in the organization’s care needs.

Recruitment and planning in these settings need better staffing which is achieved through filtering strategies. Planning should also include retention strategies. The first factor to consider is the overall aim of the recruitment exercises in relation to the organizational goals and objectives (Redman, 2013, p 16). On the same note, an organization should also consider the availability of potential workers who meet the job requirement. The management can consider recruiting from employees who are already in the organization or from potential employees who reside in the area. If such employees with the required job requirements are not available, then management must consider the cost that they may incur in training individuals to meet the required standards or providing incentives to motivate potential employees to relocate from other areas. On the same note, an organization should consider the strategies required to attract the right potential employees to work in the organization (Espinilla et al., 2013, p 222.). For instance, the organization may consider using the internet to advertise in order to reach potential employees.

The issue of the cost of recruitment and financial implications are important factors, training and career progression strategies need to be part of the planning and recruitment process. Other factors to be considered during recruitment and planning include applicant’s practical knowledge and skills and the general behavior rating and attitude.Qualification and the experience are important factors in this sector.

There is the need to consider the internal recruitment process as a motivation, and a retention strategy which is a common feature in Human resource policies in health and social care settings. Failure to identify the right candidate advertising is the best option a candidate can be identified. The organization can use several advertising approaches including the internet, jobs centers, and newspapers (Gale, et al, 2010, p 609) Recruiting agencies is one avenue of attracting suitably skilled workers.

Task 1.2

Nations across the globe have implemented their own legislative and policy requirements that are likely to influence the identification, recruitment and employment process. It is important for an organization to pursue the set legislation. For instance, in many European countries, government regulations emphasize equal rights and opportunities for everyone despite the individual religion, gender, race, and ethnic background. Some of the main legislation that guides the process of recruitment and employment include; the discrimination Act of 1975, the race relation Act of 1976, employment policy and legislation employment relation Act of 2004 and Employment Act of 2008 (Department of Work and Pensions, 2013, p. 5).

The sex discrimination act of 1975 protects individuals from being sexually harassed or wrongful dismissal due to protected characteristics. The law also protects potential candidates from discrimination of employment opportunities, rejection and refusing promotion or being given antagonistic working conditions due to protected characteristics.  In most organization discrimination takes place when procedures, policies, and practices do not favor those who share specific protected characteristics (Townley, 2014, p. 92). Some of the protected characteristics recognized by law include age, disability that is unfair treatment of a disabled person, gender reassignment this is to treat people in the process to change their gender, marriage, and civil partnership which include married individuals, pregnant women, race, religion, sexual orientation and sex (Stainback and Tomaskovic-Devey, 2012, p 42).

The employment and policy legislation Act of 2004 entails conflict resolution processes in workplaces.T he laws recognize the employment tribunal’s rules that include equal wages.  The sex discrimination Act of 1975 protects individuals from all types of discrimination. Individuals seeking employment face several challenges; the sex discrimination Act of 1975 covers discrimination including dismissal due to protected characteristics, decisions not to hire the individual, and rejection of an individual for training and promotion based on protective characteristics. The employment Act includes a conflict resolution process and the implementation of minimum wages and employment standards that need to be adhered to by the employers (Department of Work and Pensions, 2013, p 19).

Task 1.3

The main selection and recruitment approach is the use of interviews. Carrying out interviews, evaluating potential candidates and using tests mostly conducted at the assessment centers can be ideal in ensuring that the best candidate is selected. Interviews can be the first process of selection, where an individual meets a selection committee comprised of different stakeholders for interviews. Interviews will reveal important traits of candidates. Interviews can provide opportunities to determine employee weaknesses and certain drawbacks. Confident candidates are considered to have strong leadership personalities (Gale, et al, 2010, p 607).

The second approach s the use of assessment center: Potential candidates can be selected and recruited through assessment centers. Assessment centers can administer tests; the results of the tests can help predict potential employee attitudes.  Several measures can be used to measure the candidate’s performance. Behavior evaluation, IQ tests, psychometric assessment tests are among the commonly used methods of assessing individual capabilities (Gale, et al, 2010, p 605).

Question 2

Task 1.1   

Theories are a set of acceptable ideas or principles that are used to analyze specific situations or events. The most common theory of group work is the Tuckman’s model. According to Tuckman, team interaction can be viewed as four parts of different phases including forming storming, forming and performing (Tay, Moul and Armstrong, 2016, p 18).

According to Armstrong forming is the stage where members rely on leaders to guide the team Employees look up to the leaders to provide direction. During this stage, team members start organizing themselves and being familiar with their roles. Members try to agree on specific issues and the task to be accomplished.

Storming is a process in which ideas are generated and deliberated upon by the groups. Teams identify various issues and try to find solutions for the negative issues that might affect the team. This process might be disruptive and members might disagree. Disputes are likely to occur. This requires members to reflect and have the capability of being patient for the e group to stay together. Leadership guidance during this stage is equally important to provide clear direction to its members (Tay, Moul and Armstrong, 2016, p 121).

Forming is an important step because it aids group members who have overcome their grievances to agree on several issues. At this stage, discussions are more open and issues are discussed honestly. Members adjust their behavior patterns and attitudes towards promoting good teamwork. During this stage leaders become reluctant and members are more dominant (Tay, Moul and Armstrong, 2016, p 121).

Belbin’s theory of group specifies the role of individual team members emphasizing that every member of the team possesses unique behavior that can influence performance. According to Belbin, using inventory questionnaires with nine different roles with unique characteristics can help identify the role of each member of the team. These characteristics include the coordinator, shaper, plant, implementer, resource investor, completer, monitor, evaluator, and team worker. Every role has its strengths and weakness, however understanding each responsibility of the team plays an important role in making an effective team. High performing teams use all these combinational roles to increase team efficiency (Townley, 2014, p 108).

Task 1.2    

Teamwork is the willingness of individuals in a team to work together to achieve a common goal. This involves developing an interest in the team and working for the good of the team. Hounslow home care can use the following approaches to developing effective teamwork. In all healthcare setting including Hounslow care homes, healthcare teams are either formal or informal teams with specific purposes.  These teams have definite leaders with individuals within the team having specific roles. Informal groups have no structure, but everyone has equal status. Within several healthcare settings comprises of multi-disciplinary teams which are informal teams (MacFarlane, et al, 2011, p 55).

MacFarlane, et al, (2011, p 59) emphasize effective teamwork as a process of embracing diverse skills. Team members should focus on the strengths to compensate for the weak areas. Effective teamwork is about ensuring that the main objective is well stipulated and understood by every member of the team. Teamwork requires the engagement of every team member in the duties of health and social care to minimize communication barriers that might arise. Teamwork requires every member to be given equal opportunity to air out their concerns and opinions.

Teamwork has several merits. For instance, it offers a better solution. A well-managed team produces more results. Teamwork creates a supportive environment and propels individuals towards working effectively. Employees’ levels of confidence increase thereby allowing them to perform to the best of their abilities. Teams also create a supportive environment that propels employees towards implementation. The environment boosts the confidence of workers motivating them into delivering their best. Moreover, teamwork has been cited to provide platforms of generating new approaches on how tasks should be accomplished. One of the disadvantages of teamwork includes unequal participation.  In some teams, members sit back and wait for others to work on their behalf an aspect that can result in conflicts at work (MacFarlane, et al, 2011, p 61). In addition, teamwork has been linked closely to limited creativity. This is because employees may become so focused on working for the general good of the team and how to fit into the concept of the team that they contribute their ideas. Consequently, the lack of innovation may hinder an organization from moving forward. Scholars have also argued that teamwork at times can take longer to record the expected results. This is because they require to go through several processes such as selection, socialization, and organization in the bid of completing a task. This eventually adds on the expenses on manpower and equipment required to complete a task.

Question 3

Task 3.1  

Performance management is defined as an integrated strategic approach to delivering sustainable success to the organization by improving individual performance. Performance management is a system that helps in identifying ways to achieve the set organizational goals by constantly assessing and providing feedback that results in improved employee performance (Johansson‐Sköldberg, et al, 2013, p. 121).

The main approaches to measuring performance have identified the domains where adjustments are necessary. Performance appraisal is one of the appropriate ways of measuring individual performance. Performance appraisal involves measuring, providing feedback, positive reinforcement sharing and agreeing on set standards. Measurement is the process of determining if the set organizational goals were achieved. After obtaining individual performance progress feedback is provided involving positive feedback to reinforce good performance. Exchanging and sharing of ideas involves reviewing the past performance and sharing experiences for learning purposes. The agreement is the final process where the set goals and objectives are discussed (Gale, et al, 2010, p 606).

Task 3.2                                                    

Identifying individual training needs of an employee refers to reviewing the set goals and addressing the key activities to be conducted to achieve the set goals. Assessment of individual training and development needs entails monitoring performance and evaluating weak points. Keen observation and measuring employee performance and progress is important because the outcomes will provide the training needs and the type of training and development for individual employees. Development of needs involves conducting period training as part of the learning and development process.  Periodic training will improve individual skills and behavior attitudes to increase the level of performance (MacFarlane, et al, 2011, p 63).

Task 3.3

According to Tay, Moul, and Armstrong (2016, p 115), some of the strategies that can be implemented for improvement of individual in health and social care place of work can be done by offering performance feedback and incentives. Performance feedback is offered using appraisals and targets. Employees will be motivated to achieve certain targets and goals which are geared towards achieving organizational goals. If employees achieve the goals they will be rewarded by using incentive packages such as bonuses in form of increasing salary, additional training or other recognition rewards. If an employee does not achieve the goals, they should be criticized constructively to work towards achieving organizational goals. This will boost individual performance because the employee will understand what is expected of him. Performance feedback whether positive or negative can solve conflicts and update employees on their weak areas hence giving the opportunity to rectify their performance behavior that might hinder employees from achieving their career objectives.

Gale, et al. (2010, p 609) states that attractive performance-based incentives motivate employees with nonfinancial incentives having a lasting impact than financial incentives. Incentives might vary from increased wages to the training and development program and special rewards. HR managers need to implement reward systems that will motivate employees. Rewarding is the process of recognizing employee’s performance and acknowledging their contribution.R awards will encourage individuals to aim higher and work towards meeting the set objectives.

Question 4

Task 4.1

Leadership theories include transactional theories and transformational theories. Transactional leadership theory deals with maintaining the operation flow, using disciplinary powers and an array of incentives as ways of ensuring employees perform as expected (Redman, 2013, p 33). Transactional leadership is tailored to ensuring that everything is running smoothly. Conversely, transformational leadership involves going beyond the day to task to come up with strategies that would make the organization performance improve and achieve the intended objectives. Some of the activities conducted by transformational leaders include promotion of team building, motivation and employee collaboration to accomplish the expected change (Redman, 2013, p 41).

On the other hand, emotional intelligence theories emphasize the ability to comprehend and effectively manage individual emotions and of others. The objective of a leader is to accomplish the set task keeping in mind the team to ensure that everything runs as expected. The four elements of emotional intelligence include self-management, awareness and social skills (MacFarlane, et al, 2011, p 69).

Task 4.2

Transformational leadership mostly encourages teamwork and motivation of employees to work together to accomplish the set objective. As a transformational leader, it is important to set goals and incentives that push employees to perform to the best of their abilities at the same time providing opportunities for personal and professional growth. On the contrary, transactional leadership can be applied through formal authority and responsibilities. Employees will obey the directives that result in expected performance. Transactional leadership can be applied by using both incentives and punishment to enhance performance behaviors (Stainback and Tomaskovic-Devey, 2012, p 74).

Espinilla et al., (2013, p 227) highlight that emotional intelligence theory can be applied by coming up with a strategic plan. Understanding emotions in this process entail perceiving and managing them. For instance, a perception of emotions can be done through surveying to understand customers’ feelings about a specific product. Understanding emotion involves documenting the impact of various market plans by paying close attention to emotional aspects and financial implication. Managing emotion deals with understanding how to be a leader and encouraging desired emotional reaction that will generate positive outcomes.

Task 4.2

At Hounslow, tasks should be allocated equally to promote good working relationships and easy management. Every staff needs to comprehend and be made aware of their job description and additional responsibilities. Some of the attributes and features that can help in improving work relationship include trust and honesty. Additionally, reliable individuals can easily provide constructive feedback and share experiences with other colleagues to impart knowledge and the relevant skills to other colleagues. Effective communication and interaction skills are necessary to manage working relationships (Stainback and Tomaskovic-Devey, 2012, p 77).

Strategies that improve team building also enhance intrapersonal work relationships. Building a conducive environment where communication is open and clear goals are stipulated will result in efficient performance. Team building makes every employee feel valuable in the organization. Organization structure refers to infrastructure and human resources and how they are utilized to achieve the specified goals.  The overall organizational structure needs to be designed to motivate employees to work to the best of their abilities. Work coordination, general operation, employee function, and the organization culture need to be conducive to create innovative cultures that foster the competitive advantage of an organization (MacFarlane, et al, 2011, p 76)

Task 4.3

Managing working relationship requires that leaders should trust employees to carry out their duties to high standards. According to CITATION, an effective leader is required to respect their employees, be considerate, honest and value their employee’s opinions. Leaders are required to enhance the culture of openness within their teams and put a lot of effort to understand the different values, backgrounds, and perspectives of each team members. Stainback and Tomaskovic-Devey (2012, p 143), explain that working as a team requires effective communication because teamwork focuses more on collaborative efforts to achieve the goals of the organization. Constructive feedback is a process where individuals facilitate a conducive environment to acquire additional skills using appropriate communication strategies. Communication skills require a good understanding of employee perspective on certain issues hence developing good teamwork.

My own development is primarily influenced by management and leadership approach. As such, I will utilize performance appraisal to help me identify my areas of weaknesses and strengths. I will focus on improving on my weakness by undergoing training or improving myself using self-directed reading to improve my management knowledge. I will also acknowledge other managers approaches and try to learn from successful managers and leaders. However, I consider the use of a team target setting and task allocation to be the most effective management approach. The reason is that I have learned that task allocation not only benefits an individual but a team as a whole.

Performance Management Integrated Strategic Approach Bibliography

Department of Work and Pensions. (2013). Making the labor market more flexible, efficient and fair. Available online at https://www.gov.uk/government/policies/making-the-labour-market-more-flexible-efficient-and-fair accessed 14 October 2014.

Espinilla, M., de Andrés, R., Martínez, F.J. and Martínez, L., 2013. A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, pp.459-471.

Gale, T. C. E., Roberts, M. J., Sice, P. J., Langton, J. A., Patterson, F. C., Carr, A. S., & Davies, P. R. F. (2010). Predictive validity of a selection center testing non-technical skills for recruitment to training in anesthesia. British Journal of Anaesthesia, 105(5), 603-609.

Johansson‐Sköldberg, U., Woodilla, J. and Çetinkaya, M., 2013. Design thinking: past, present and possible futures. Creativity and Innovation Management, 22(2), pp.121-146.

MacFarlane, F., Greenhalgh, T., Humphrey, C., Hughes, J., Butler, C., & Pawson, R. (2011). A new workforce in the making? A case study of strategic human resource management in a whole-system change effort in healthcare. Journal of Health Organization and Management, 25(1), 55-72.

Redman, T. (2013).Performance appraisal, in Wilkinson, A. and Redman, T. (eds) Contemporary Human Resource Management. London: FT Prentice Hall.

Stainback, K. and Tomaskovic-Devey, D., 2012. Documenting desegregation. New York, NY: Russell Sage Foundation.

Tay, K.J., Moul, J.W. and Armstrong, A.J., 2016. Management of Prostate Cancer in the Elderly. Clinics in geriatric medicine, 32(1), pp.113-132.

Taylor, P. (2013).Performance Management and the New Workplace Tyranny. A Report for the. Scottish Trades Union Congress.Retrieved from http://www.stuc.org.uk/files/Document%20download/Workplace%20tyranny/STUC%20Performance%20Management%20Final%20Edit.pdf

Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), p.92.

Health and Social Care Management Order Instructions:

Health and Social Care Management Sample Answer

Health and Social Care Management

Every individual has the right to live safely and free from abuse and neglect.

However, it is not always that every person lives this kind of life. People often fall into situations where they are vulnerable to abuse and neglect. It is important to note that abuse and neglect happen because people use power and intimidation to control another person’s life. Most of the cases of abuse and neglect are perpetrated by the people known to the victims. However, strangers can also cause abuse to the people they do not know. The abuse that comes from the people known to the victims happens because the victim trusts their assailant. A feeling of trust and belief in the assailant makes it easy for victims to fall into abuse and trust quite easily.

Task 1.1

Kleinman (2015) defines abuse as a repetitive pattern of behavior conducted by an individual to maintain control and power over another person. The behavior arouses fear, harms physically, or prevents the other person from engaging in what they like or force them to do what they do not want. Conversely, harm refers to mental or physical damage or injury that may be afflicted on a person due to aggressive reckless behavior.

There are many forms of abuse. They include sexual abuses which are acts that victims do not consent to, but are forced to participate in them. Physical abuses are in the form of assaults, slapping or hitting, just to mention a few forms. There is psychological abuse, which is in form of emotional abuse and verbal abuse, controlling the victim and threatening the person. Emotional abuse is also referred to as psychological abuse. It refers to acts such as isolation, verbal assault, confinement, humiliation, or any treatment that may diminish the sense of self-worth, identity, and dignity. It also exposes the victim to psychological trauma such as chronic depression, anxiety, or post-traumatic stress disorder (PTSD). Domestic abuse comes from a family member or relative. A victim can be abused through discrimination. This kind of abuse causes unfair treatment of people from a different race, gender, religion, tribe, age or sexual orientation. People can also be abused financially, where one is forced to use or spend their money in ways that they do not feel are appropriate. Neglect is another form of abuse. This form of abuse means that the victim is left to suffer without proper care. In other words, when one fails to receive what they really need from their primary caregiver, they are said to be neglected (NHS, 2015).

In the case provided, John could be suffering from neglect. This is because his parents are continually unavailable for him. For instance, John’s mother is notified about the current behavior of her son and the bruises he has but she ignores all these and chooses not to spare some time for her son to know what is happening. Lack of parental care has very significant effects on the well-being of a child. John could also be suffering from physical abuse. This is because Tina, John’s nurse, reports that John has bruises on his arm. It is possible that his stressed up mom could be beating him up thoroughly.

The victims of abuse show certain signs that prove they are in an abusive relationship. One appears withdrawn, quiet, malnourished, and have low self-esteem. It is important to note that even for the people World Health Organization are quiet, there is a form of withdrawal that is beyond the normal. The victims could become angry and aggressive, even in situations that do not require such emotions.  In the case of John, mentioned in this case study, a victim can become unkempt and dirty. In some extreme cases, victims have bruises, wounds, and scars, to serve as proof that they are in an abusive relationship (Centers for Disease Control, 2015). People like John have no power to stand up for themselves and fight back. This makes them vulnerable to harm inflicted by others. Moreover, John serves as a good example of children with learning disabilities World Health Organization tend to be silent, express their emotions, have difficulties in concentrating and understanding basic concepts, and also have a feeling of isolation.

Some of the groups that are generally exposed to abuse in the society include children, individuals with mental health, persons with disability as well as the elderly. Usually, individuals with a mental disability are exposed to neglect and discrimination due to their inability to make rational decisions. In addition, children with a learning disability may be accorded little care by their instructors World Health Organization may view them as a nuisance.

Task 1.2

There are several factors that can predispose individuals into becoming victims of abuse and/or harm. Some of the risk factors that may expose children to abuse and/or harm include a parent World Health Organization has a history of being neglected or abused, family crisis such as marital conflicts or domestic violence, alcoholism and substance abuse, physical disability of a child, caregivers World Health Organization suffer from physical or mental illness as well as poor understanding of the development of a child and parenting skills.

Disability can cause a child to suffer issues of neglect and abuse. This is because they have no power or capacity to do much for them. Abused victims lack the capacity to understand their situation. For instance, a child has no capacity to comprehend what goes on in their home. This can cause the parents to be abusive to the child, knowing that the child lacks the power to do anything about it. In addition, a woman lacks the physical strength to fight a man, which means that she could become a victim of abuse (Kleinman 2015). Some of the settings that have been documented to have child abuse include learning institutions, the community, children homes, and families especially those with marital issues.

Task 1.3

Child abuse and violence are dated back to the times before civilization ever took place. The culture and socially acceptable norms guide parents and guardians on the best way to bring up their children (Sperry and Widom 2013). One culture could advocate for disciplining the child by speaking and withdrawing privileges. Another culture believes that children need to be beaten, in order to instill discipline. Different cultures have different acceptable forms of parenting. The culture of a people serves as a source of beliefs and behavior and the concepts of how people should conduct themselves. However, cultural and social factors may predispose children to abuse and harm. For instance, female children may be subjected to female genital mutilation, an inhumane act that is extremely painful and is associated with short and long term health risks on the girls. Parents some communities offer their girl children to elderly men for marriage in exchange of dowry. This denies the ladies the right to education and subjects them to intense psychological trauma as they try to cope with married life. Religion is another cultural factor that may expose a child to abuse. For instance, stories have been told of parents World Health Organization chooses not to take their children to the hospital to seek medical services because their religion states that God will heal the sick. The child ends up suffering from immense pain or his/her quality of life deteriorates considerably. Conversely, social factors such as racism and tribalism may predispose a child to abuse and/or harm. For example, incidents of have recorded whereby people are denied essential services such as quality health care and education on the basis of racial or tribal discrimination.

The diminishing status of the child in the parent-child relationship (World Health Organization, 2014) has affected the trust that should exist between children and their parents. Stalker and McArthur (2012) explain that poverty can lead to abuse and neglect. Another social factor that can lead to abuse and neglect is a social exclusion (Pillemer, Burnes, Riffin and Lachs 2016). Most people tend to argue that personal issues are not communal, which means that the victim suffers alone. Often, the society has the capacity to help the person, but people keep away from such matters for the fear of becoming victims.

M1

In response to the concern presented to the manager by Tina, the manager can take responsibility by calling the parents to a meeting. One of the ideas to have in mind is that the manager has a role to play in the life of every child that comes into their facility. The manager can act as the guardian of the child by asking the parents to speak with a counselor about their issues. This will help them to work on their frustrations, which they do not have to pass out on a three-year-old child. Secondly, the counselor can also call child social workers in case she sees that her approach is not yielding any result. A child social worker, as well as a children advocate, can help the manager to address the issue by having the child placed in foster care.

D1

The change means transforming practices that tend to be harmful to a vulnerable person. It is very important for organizations to change their practices. Many organizations can change certain unacceptable regulations and shape norms and new systems that promote health and safety. Another strategy that the nursery can use is to work with policymakers to give their suggestions and views about the issues that children go through in abusive situations. Policymakers can discuss and approve health and safety policies that protect the vulnerable groups from abuse and neglect (Promising Practice Network 2014).

Task 2.1

One of the advantages of the legislation is that they have empowered parents such that they are welcomed to take part in the decision-making process regarding their child. Powell and Uppal (2012) point out that in order for a family’s continue functioning as the primary custodians of the children in a constructive and safe way, the power of the family respected and accorded support. Therefore, the legislation allows parents to be brought to the negotiation table with appropriate parties. Additionally, the legislation recommends that the conversation between the parties involved should be realistic and confidential. This aids in fostering comfortable, honest, informative, and productive discussions regarding the dynamics of the family as well as how the family can in observing the child welfare system. The legislation gives children a chance to have a voice at the table.

One of the most notable weaknesses of the legislation is the imbalance that develops between the parents and the State. The state overwhelmingly and abruptly asserts its power on parents by removing a child from his/her parents, present a child to the welfare system, and giving parents an order to comply for them to receive their child. Moreover, it has been noted that most of these legislations are enacted by individuals that have a history of domestic violence and this prevents them from making un-coerced and voluntary decisions. They are therefore seen to be biased in their decisions.

Task 2.2

There are professionals in the World Health Organization who deal with issues of abuse. However, many people tend to shy away from reporting child abuse cases. The fear that many people feel is that they will be breaking up a home. Others fear that the violent persons might start attacking them if they learn of the role they played in breaking a cycle of abuse. Another fear is that the report will not make a difference in the life of a child. However, it is better to be safe when it comes to the issue of a child. It is unfortunate that most people would rather be quiet about an abusive home than be involved (Committee on Child Maltreatment Research 2014).

Professionals such as teachers play a central role in minimizing child abuse. For instance, they report to relevant authorities the instances where they suspect a child could be undergoing abuse. They also offer advice to parents about their children’s behavior and how it could be related to child abuse. The administrators such as the police, attorney general and the lawyers also aid in enforcing the law and ensuring that the perpetrators are dealt with according to the law. A journalist also aid in reporting cases of child abuse and enlightening the public on the causes of child abuse and what can be done to curb cases of abuse in the society.

In the case provided, as the nursery manager I will start by engaging other staff members such as the Safeguarding Officer (Kate) and the Special Educational Needs Coordinator (Richard) so that I may get their suggestions on what should be done. It will also be imperative to request John’s mother to come to the school so that we may discuss and find what is wrong with the kid. I will strive at ensuring that John’s mother understands the gravity of the meeting by using examples of kids that in our facilities World Health Organization had similar behavior as that of John but changed completely after we intervened. During the meeting, we will make it clear to the mother that parents play a central role in molding the future of their kids. Therefore, it is essential for them to take action whenever they note some abnormal behavior in their kids. She should understand that it is not rational to label a kid as clumsy without finding reasons behind it.

M2

It is important to understand the consequences of child abuse and neglect. A child World Health Organization grows in such an environment is prone to physical and mental growth. In addition, a child can become hopeless about having a good life. A child living in an abusive home can have very low self-esteem. The cognitive development of a child in an abusive home can be delayed. When these children are compared to their peers, these children often grow slower (Powell and Uppal, 2012). In addition, their academic performance is poor.

The government can work with social workers and institutions of learning to reach out to the children World Health Organization are in abusive homes. The fact is that every child has a right to having a good life. A good life, in this case, does not mean that the child has material property provided to them. The basic needs that are very important to a child are food, shelter, clothing, and love. Children need a lot of love for them to cultivate a positive attitude towards life. The government should ensure that every child receives these things.

When one considers the reaction of the mother, it is clear that she avoids talking about the issues she faces. One of the strategies that can help the manager to deal with the issue of abuse is to separate the mother from the source of the harm. It looks like the mother is in a place where the issues she faces instill fear in her, to the extent that she is not able to defend her own son. The manager can ask the local authority to provide the mother and the child with some form of protection until their case is solved by the social workers World Health Organization work with children. The manager can work with the mother to understand the reason as to why she is reluctant to speak about the bruises that Tina reports to the office. From the mother’s point of view, the manager can address the issue armed with information from the guardian of the child. In addition, the manager can speak with the child so as to understand the situation in which they live. A child, at the age of John, does not know how to lie. This means that the information that John gives to the manager can be dependable. This information can be used by the manager and the concern parties to ensure that John gets a change of environment, which will ensure his own safety and health are protected.

D2

The nursery needs to recognize that their staff members need to understand how to handle cases of child abuse. The manager can organize training for their staff members. This will increase their knowledge of how to handle issues such as John’s within the school setting. The manager can organize with child-related organizations to address issues of handling children from abusive environments. These training workshops can employ the use of a trained social worker to pass information to the other staff members about recognizing and addressing the signs of child abuse. A professional in children’s issues can also help the staff members to know how to communicate with children.

Task 3.1

One strategy to use in addressing child abuse in the community is fostering relationships, coalitions, and networks with different child organizations (Centers for Disease Control, 2015). This means that the community together with other organizations helps address this issue. In this case study, John is a three-year-old boy. His caregiver, Tina notices that he comes to school dirty and unkempt. Tina observes that John is not interacting well with his peers. The caregiver also notices that the boy has bruises on his arms. When the caregiver asks the mother, she evades this discussion. Tina and the manager can seek help from the other members of the community. This means that the caregivers can use the other community members to face this issue.

There are networks that can be created to help these children. One of the arms of this network is the local authority. In the case of John, he has attended school with bruises. This means that John has been a victim of physical violence. The local authority can investigate the family from which John comes from. It is illegal to inflict harm on a child. As such, the local authority should confront this family in order to protect the child from such abuse. There are religious groups that can work with the nursery to help the child and the family to heal from this abuse. Education institutions should also play a critical role in educating children about child abuse and providing the children with solutions on what they should do in case they are subject to child abuse. For instance, they can provide them with a hotline number which they should dial and report any cases of child abuse. It is important to understand the religious group with which John and his family associate. The hospital and healthcare providers can also form part of the network that deals with child abuse and neglect. It is important to involve the Ministries that deal with the welfare of Children. All these bodies alongside the nursery can assist John and his mother through the situations they have to face.

Task 3.2

There is a disadvantage to engaging one approach. The adoption of one approach means that the problem is dealt with at the individual level. This means that the broader scale will remain the same. It is important to change the societal norms and systems. It will, therefore, mean that the settings in the society will have to go through changes or instance; the people have to learn the effects of child abuse on the child as well as the society. For instance, a child from an abusive environment tends to grow depressed and with a negative image of life. As such, these people tend to be poor performers even at the workplace. If society can change such issues, then it means that the community benefits in a more profitable way.

It is important to combine approaches, which will address the child abuse issue. The community needs to strengthen the individual’s knowledge and skill in combating child abuse cases. This could include demonstrating to individuals how to promote safety within schools and society. For instance, it is important to know how to deal with a parent World Health Organization argues that their disciplining methods are not abusive, yet their child has bruises on their body. The promotion of community education (Powell and Uppal 2012) in such matters helps the entire community know and use their acquired knowledge to deal with these issues. This strategy uses reaching groups to educate the community. These groups provide the community with information and resources on how to promote health and safety for the vulnerable groups in the society (Promising Practice Network 2014).

Task 3.3

In many cases, child abuse cases happen to children World Health Organization cannot stand up for themselves despite the pains they face (World Health Organization, 2014). Many children from abusive environments have to live with threats from their assailants. Often, they are forced to keep quiet about their ordeals. The assailants often threaten the victims to remain quiet about their attacks. As such, children fear the consequences of sharing their issues with a person World Health Organization is not their primary caregiver. The staff members need to learn how to address these children, giving them hope and assurance of their safety. This means that the nursery can train its staff members on how to handle young children World Health Organization live in fear. Improvements on early assessment should be put in place to aid in the timely curbing of child abuse. Responsible officials should be trained according and equipped with proper skills that will enable them to single out children that could be subjected to child abuse through simple observation of the children’s behavior just like Tina did. Reduction in incidents of child abuse requires proper multidisciplinary teamwork ranging from the instructor, health care providers, lawyers, and administrative leaders. The officials should work as a team such that in case they identify a perpetrator of child abuse he/she is reported to the authorities World Health Organization apprehend him/her and ensure that s/he is arraigned in court and justice is served.

There is also the need to constantly review and update the practices that are used in protecting children from abuse. The government and the policymakers need to create collaborations with people World Health Organization work with children. This will ensure that every concerned party makes a significant contribution to the policies and laws that protect children from abuse. It is the responsibility of the community to ensure that every case of child abuse reaches the relevant authority. This means that the community can work together to protect the children and the vulnerable people from abuse and neglect.

In order for the community to understand how they can address the issues of child abuse and neglect, they need to be equipped with information and resources in this field. Community social and health workers can organize programs that teach the community members on the measures to take when they learn of a case of child abuse. In addition, parents can take education and training programs to show them how to handle themselves in a case of child abuse. People need to grow out of the fear that their intervention can bring about destruction in a family. Protecting a vulnerable person from abuse gives the victim a chance to have a better life.

Health and Social Care Management Conclusion

The cases of child abuse have been in existence in our society for a very long time. It is important to know the organizations and the networks that one can use to ensure that these children grow in safe and healthy environments. The groups that are susceptible to abuse need protection from assailants. The local law enforcement needs to get involved in the systems that help ease the pain for these people. In order to help a victim of abuse and or neglect, it is important to understand the type of abuse they go through. The signs of abuse are not very obvious, especially when physical evidence is absent. It is therefore important to have knowledge of all the signs of abuse before any assistance can be rendered to the victims.
References

Centers for Disease Control, 2015. Child Maltreatment: Prevention Strategies. (Online). Wed Apr 11, 2016, from

http://www.Centers of Disease Control.gov/violenceprevention/childmaltreatment/prevention.html

Committee on Child Maltreatment Research, 2014. New Directions in Child Abuse and    Neglect Research, Washington, D.C; National Academics Press.

Kleinman, P. K., 2015. Diagnostic Imaging of Child Abuse, Cambridge: Cambridge          University Press.

NHS, 2015. Abuse and Neglect of Vulnerable Adults. (Online). Wed Apr 11, 2016, from

http://www.nhs.uk/conditions/social-care-and-support-guide/pages/vulnerable-people-abuse-safeguarding.aspx

Pilsener, K., Burnes, D., Riffin, C., and Lachs, M. 2016. ‘Elder Abuse: Global Situation, Risk

Factors and Prevention Strategies.’ The Gerontologist 56(2): S194-S205.

Powell, J., and Uppal, E., 2012. Safeguarding Babies and Young Children: A Guide for Early

Years Professionals, Berkshire, McGraw Hill Education.

Promising Practice Network, 2014. Promising Practice for Preventing Child Abuse and     Neglect. (Online). Wed Apr 11, 2016, from

http://www.promisingpractices.net/briefs/briefs_childabuse.asp

SCIE, 2013. Dignity in Care. (Online). Wed Apr 11, 2016, from

http://www.scie.org.uk/publications/guides/guide15/about.asp

Sperry D. M. and Widom, C. S. 2013. ‘Child Abuse and Neglect, Social Support, and       Psychopathology in Adulthood: A Prospective Investigation.’ Child Abuse and Neglect Vol 37(6): 415-425.

Stalker, K. and McArthur, K., 2012. ‘Child Abuse, Child Protection, and Disabled Children: A

Review of Recent Research.’ Child Abuse Review Vol 21 (1): 24-40.

World Health Organization, 2014. Child Maltreatment. (Online). Web Apr 11, 2016, from

http://www.World Health Organization.int/mediacentre/factsheets/fs150/en/

The Impact of Cultural Diversity on Managing Projects Order Instructions: The Impact of Cultural Diversity on Managing Projects

Unless you live in a very insular environment, you may be aware of a situation— whether personal, social, or professional—in which cultural issues had an impact. In the project management realm, it is increasingly important to be aware of the impact of culture on business and methods for addressing cultural diversity.
Consider the meaning of culture in its broadest sense. Not only do cultural differences exist across the globe between countries, states, and cities, they also exist within a single office. For example, the accounting department culture may be different than the marketing department culture. Or, some employees may be required to work strict hours seemingly tethered to their desks while others may be free to come and go as they please. Cultural diversity is a very diverse issue, indeed.

In a 2-page word document, Explain how cultural diversity impacts projects and project management, referencing the Learning Resources and your own research. Then, share an example from your own work experience (or from an organization you have researched on in the U.S) in which cultural differences negatively affected the success of a project. Recommend what you could do to bring about change in the corporate culture to address the negative effects you identified.

The Impact of Cultural Diversity on Managing Projects Sample Answer

The Impact of Cultural Diversity on Managing Projects

Cultural diversity refers to the dissimilar aspects of cultures that are displayed by individuals. Cultural diversity is not only between nations but also in departments of organizations. It has been found that cultural diversity has various impacts on projects and project management.

Cultural diversity has a positive impact on projects and project management through the ability to bring about diverse knowledge and approach to projects. According to Zein (2015), it is worth noting that people with diverse cultural structures tend to bear diverse skills towards work. Therefore, it is important for project managers to ensure that they include individuals of diverse cultures in their project teams.

Cultural differences also have various negative impacts on projects. Firstly, some cultures nurture individualism. Proctor (2012) says that having a person in a project team who has embraced the culture that promotes individualism is quite detrimental. This is because such a person will always work as an individual thus killing teamwork. With this kind of an impact on projects, project management will always be a difficult task. Secondly, the cultural difference in projects brings about negative impacts through lack of proper communication. Some cultures held by a section of project teams do not offer much when it comes to the creation of efficiency in communication (Zein, 2015).

Additionally, differences in culture lead to project processes which are not synchronized. This occurs where some departments in an organization handle their part projects differently from others. This leads to gaps in the flow of projects thus leading to unsuccessful project management.

Upon research about companies that were affected by cultural differences, the case of Iridium LLC stands out. Iridium LLC was working on an installation of 66 satellites. This project was meant to be a success but that never happened as a result of the negative impacts of cultural differences. On the international platform, the company failed due to lack of proper communication, teamwork and international marketing due to the challenge posed by cultural differences. During the project, the project teams were unable to communicate effectively due to the differences in their culture. This led to communication breakdown thus impacting negatively on the project at hand. On the other hand, it was impossible to market the project internationally due to the diversity in culture. This led to a low acceptance of the project thus affecting it negatively. According to Anbari et al. (2003), this project by Iridium LLC would have succeeded if the cultural diversity would have been managed properly.

Due to the fact that cultural differences are here to stay, it is important for all project managers to ensure that proper management is done. It is necessary to ensure that all available cultures are harmonized to avoid the negative impacts on projects. On the other hand, proper management of the cultural differences should be carried out to ensure that the positive impacts are harnessed and maximized on for better project results. This can be done through ensuring that all members of project teams are trained on good improvement. According to Kuhnke (2012), proper communication is a vital pillar for success in project management. Additionally, there should be proper strategies to ensure that the negative impacts of cultural differences in projects are handled in a way that translates them into strengths. According to Hill and Jones (2011), change management strategies improve the way various aspects of business impact on projects.

The Impact of Cultural Diversity on Managing Projects References

Anbari, F.T., Khilkhanova, E. V., Romanova, M. V. and Umpleby, S. A. (2003), Cross-Cultural Differences And Their Implications For Managing International Projects, Retrieved from https://www.gwu.edu/~umpleby/recent_papers/2003_cross_cultural_differences_managin_international_projects_anbari_khilkhanova_romanova_umpleby.html (Last accessed 06-04-2016)

Hill, C.L. and Jones, G.R. (2011), Strategic Management Theory: An Integrated Approach. Boston: Houghton Mifflin.

Kuhnke, E. (2012), Communication Skills For Dummies, New York: John Wiley & Sons.

Proctor, R. (2012), Managerial Decision Making and Performance Improvement (4th Ed) Harlow. FT: Prentice Hall.

Zein, O. (2015), Culture and Project Management: Managing Diversity in Multicultural Projects,  Burlington, VT: Ashgate Publishing.