scholarly journals Editorial: Investing in Learning about Practice Development as a Critical Response

2013 ◽  
Vol 3 (2) ◽  
pp. 1-2
Author(s):  
Jan Dewing ◽  
Keyword(s):  
Workforce Planning ◽  
Continuing Professional Development ◽  
Learning Opportunities ◽  
Learning And Development ◽  
Safety Standards ◽  
Critical Response ◽  
Health And Social Care ◽  
Strategic Influence ◽  
Practice Development

Learning about practice development is best achieved in and through work. Learning how to 'be' a practice developer and not just to 'do' practice development takes many years of learning based on self-inquiry amongst other things. Maybe, once in a while it can help to stand back and have a burst of learning away from work and with others who share one's passions and dreams. It is increasingly hard for practice developers to find learning opportunities that are embedded in practice development and where new and creative learning is offered. In many health and social care provider organisations, the emphasis is on training and knowing how to meet targets and to 'comply'. Compliance is necessary for minimum safety standards but it is not enough. People need to be creative and feel inspired in different ways. Most training simply doesn't do that. Further, short term bans on education and travel which prevents networking and learning between peers is short sighted and long term bans are dangerous as this contributes to developing insular teams and services with little exposure to external challenge. Economic concerns will always contribute to the value that is placed on learning; however, they shouldn't be the only or even the most important factor (Johnson 2011, p457). Those of us in roles with strategic influence need to work more closely with our colleagues in learning and development and workforce planning towards a ‘critical response’ (Johnson, 2011, p459) that can influence how resources are allocated to education, including continuing professional development, and to gradually bring practice development influenced education and learning more to the fore. Not all education and learning should be explicitly focused on practice development; however it should be part of it in some way. Employers have a social responsibility to fulfil in regard to learning and it is one that is often overlooked. It is, as Dewey so well argued, the investment in workers education and learning that brings the energy and skills needed for organisational growth and increased success (Butler, 2000).

scholarly journals Book Review: Fundamentals of Person-Centred Healthcare Practice

2021 ◽  
Vol 11 (2) ◽  
pp. 1-2
Author(s):  
Erna Snelgrove-Clarke ◽  
Keyword(s):  
Approaches To Learning ◽  
Care Practice ◽  
Learning And Development ◽  
Term Care ◽  
Call To Action ◽  
Health And Social Care ◽  
Healthcare Practice ◽  
The Right ◽  
Practice Framework

When the right team comes together, the results are magical! This is exactly what happened when the authors of Fundamentals of Person-Centred Healthcare Practice united to write this book. Each contributing author interposes theoretical and practice expertise, all adding to the value and wisdom this work has to offer. The book sets out to guide us towards a shared understanding and a common language for person-centredness. The lens of the Person-centred Practice Framework offers an insight into its application in a number of areas of health and social care practice, while reminding us that all persons are ever changing. We are invited to remain open to change and to challenge ourselves and our beliefs as we embark on a journey into person-centred healthcare practice. As that journey begins, we are directed to explore various concepts, from what it means to be a person to the values of person-centredness, knowing self and flourishing as humans. Being person-centred requires a commitment to communicating clearly, navigating systems, appreciating contexts and engaging while being sympathetically present. The delineation of concepts in this book prepares us to explore chapters covering person-centredness in settings such as rehabilitation, long-term care, mental health and maternity services. The book is a call to action guided by approaches to learning and development that include active and reflective learning and critical thinking, alongside the strategies needed to create person-centred learning cultures.

scholarly journals Impact of Emotional Intelligence on Organisational Performance: An Analysis in the Malaysian Public Administration

2021 ◽  
Vol 11 (3) ◽  
pp. 76
Author(s):  
Suganthi Supramaniam ◽  
Kuppusamy Singaravelloo
Keyword(s):  
Emotional Intelligence ◽  
Succession Planning ◽  
Workforce Planning ◽  
Civil Servants ◽  
Organisational Performance ◽  
Learning And Development ◽  
Emotional Maturity ◽  
The Impact ◽  
Goals And Objectives ◽  
Positive Effect

Organisations have shifted from traditional beliefs to the incorporation of agile methods for attaining high levels of performance through its established goals and objectives. Emotional intelligence (EI) is envisaged to contribute to the achievement of higher levels of performance. With the current global economic crisis and the pandemic situation, it has become very critical to achieve higher levels of performance with limited resources. Countries confront challenges by way of attaining a higher level of emotional maturity and realisation in order to sail through the current economic storm. The Administrative and Diplomatic Officers (ADOs) are seen to shoulder a heavy responsibility in materialising this shift. This study analyses the impact of EI on organisational performance (OP) in the Malaysian public sector. A survey instrumentation was distributed to 700 ADOs based in Putrajaya, within five selected ministries, obtaining 375 valid responses. The results attained, analysed using the SMART-PLS method, affirm the significant positive effect of EI on OP, suggesting the need for an increase in the EI of civil servants by including EI indicators and measures in the areas of recruitment, learning and development, workforce planning, succession planning, and organisational development. EI should actively be adopted to increase awareness and maturity, which would thus enable civil servants to embrace the current challenging agile environment.

The Long-Term Regulation of Safety Standards: The Case of the Electricity Industry in Australia and New Zealand

2012 ◽  
Vol 13 (4) ◽  
pp. 312-332
Author(s):  
Malcolm Abbott
Keyword(s):  
New Zealand ◽  
Electricity Industry ◽  
Political Context ◽  
Safety Standards ◽  
Safety Regulations ◽  
History Of ◽  
The Subject ◽  
Organizational Approach

Throughout much of the history of the electricity industry in Australia and New Zealand the industry has been the subject of safety regulations. Although this regulation has been a constant throughout the life of the industry the organizational approach to regulation has changed over the years. Periodically in Australia and New Zealand history these questions have been raised in a political context, although notably the structure of safety regulators does not get much attention in the standard histories of the industry. The purpose of this paper, therefore, is to discuss some of the general issues that have arisen in the reform of regulation in the case of electricity safety over the longer term and how it relates overall to the development of the electricity industry.

Challenging times: building a health, housing and social care local workforce strategy

2018 ◽  
Vol 21 (3/4) ◽  
pp. 108-122
Author(s):  
Patricia Dearnaley ◽  
Joanne E. Smith
Keyword(s):  
Service Delivery ◽  
Older People ◽  
Health Care Services ◽  
Social Care ◽  
Workforce Planning ◽  
Care Needs ◽  
Fiscal Impact ◽  
Content Type ◽  
Care Services ◽  
Health And Social Care

Purpose The purpose of this paper is to stimulate a wider debate around the coordination of workforce planning in non-statutory services (in this case, specialist housing for older people or those with long-term health and social care needs, such as learning disabilities). The authors argue that current NHS reforms do not go far enough in that they fail to include specialist housing and its workforce in integration, and by doing so, will be unable to optimise the potential efficiencies and streamlining of service delivery to this group. Design/methodology/approach The paper used exploratory study using existing research and data, enhanced by documentary analysis from industry bodies, regulators and policy think tanks. Findings That to achieve the greatest operational and fiscal impact upon the health care services, priority must be given to improving the efficiency and coordination of services to older people and those requiring nursing homes or registered care across the public and third sectors through the integration of service delivery and workforce planning. Research limitations/implications Whilst generalisable and achievable, the model proposed within the paper cannot be fully tested theoretically and requires further testing the in real health and social care market to evidence its practicality, improved quality of care and financial benefits. Originality/value The paper highlights some potential limitations to the current NHS reforms: by integrating non-statutory services, planned efficiency savings may be optimised and service delivery improved.

scholarly journals Preferences for Learning and Skill Development at Work: Comparison of Two Generations

2020 ◽  
Vol 5 (1) ◽  
pp. 169-186
Author(s):  
Mariya Karaivanova ◽  
Irina Zinovieva
Keyword(s):  
Older People ◽  
Labour Market ◽  
Skill Development ◽  
Age Groups ◽  
Learning Opportunities ◽  
Learning And Development ◽  
Predictive Capacity ◽  
Two Generations ◽  
Younger Generation ◽  
Work Preferences

The changing economic conditions of the current dynamic and insecure labour market make learning a constant preoccupation of the workforce with view of meeting the growing qualifi cation demands. These demands are likely to infl uence the work preferences of both young people now entering the labour market and older people with established career paths. Research fi ndings suggest that the younger generation exhibits a stronger orientation towards learning and skill development as compared to the older generations. Moreover, studies show that the younger people are more ready to leave the organization when they have better learning opportunities elsewhere. The present study aims at establishing how preferences for learning and skill development in the workplace relate to a number of job and organizational characteristics. Particular focus is placed on the predictive capacity of perceived learning opportunities towards the tendency to leave the organization for either of the two generations. The study addresses work preferences of two generations in the Bulgarian labour market. To this aim, 121 respondents answered a55-item questionnaire consisting of newly developed scales as well as scales based on or adopted from standardized instruments such as the Extended Delft Measurement Kit (Roe et al., 2000). Contrary to fi ndings from previous research done in countries with different cultural and socio-economic background, the older people in our sample were more eager to learn and more ready to leave their organization in pursuit of better opportunities, ascompared to the younger generation. Another noteworthy conclusion is that the preferences for learning and development form different patterns in each of the two age groups and are expressed in a different way for each of the two generations.

scholarly journals Organization of Medical-Social Services for the Elderly Internally Displaced persons from the ATO Zones at the Level of Primary Medico-Sanitary Care

2021 ◽  
pp. 47-55
Author(s):  
Vera Chaykovska ◽  
Tatiyana Vialykh ◽  
Nataliya Velichko ◽  
Vadim Tolstikh ◽  
Svitlana Moskaliuk ◽  
...  
Keyword(s):  
Medical Care ◽  
Social Services ◽  
Social Protection ◽  
The Elderly ◽  
Psychological Characteristics ◽  
Term Care ◽  
Family Doctors ◽  
Internally Displaced ◽  
Health And Social Care

This paper is concerned with the organizationofmedical-socialservicesfortheelderly internally displaced personsfrom theATO zonesat the level of primary medico-sanitary aid.Sociologicalinvestigationsusingpersonal questionnairesandexperts’evaluationshave shown thatsocial-psychological characteristics oftheelderlyinternallydisplacedpersons(IDPs),Theirsocialadaptation, inadequatefinancingandlowlevelofmedico-socialcare,as well as their preferences make it necessary organize healthmonitoringsystem, treatment, rehabilitation and long-term care by family doctors, information centres, day-time stayand rehabilitation centres.WehavedevelopedthemodeloforganizingambulatoryservicesfortheelderlyIDPsat the level of primarymedico-socialcare(PMSC)that would include structural modernization and optimization of its optimal provision. Inouropinion, thismodelismostaccessibleandeconomicallygrounded. It allowsprovide interaction and co-operation of the professionals of health and social care institutions, optimization of standards and principles of medical care. Implementationofthismodelasmostaccessibleandeconomicallygroundedwould allowinteractionandcooperationoftheprofessionalsofhealthcareorganizationsandsocialprotectionsettings.Introductionofthismodel,asmostaccessibleandeconomicallygrounded,would allowensureinteractionandcooperationoftheprofessionalsofhealthcareand social protection institutions, optimizeobservation of the medical care standards and principles. Wehavedevelopedmethodologicalapproachesfortrainingthephysiciansandhealthcare-giversreceivingkeyknowledgeanddeveloping self-carehabitsfortheelderlyIDPsattheir homesconsideringtheirmedico-socialandpsychologicalneeds.

scholarly journals Improving training and support by improving our out of hours handover, Central and North West London NHS Foundation Trust

BJPsych Open ◽  
2021 ◽  
Vol 7 (S1) ◽  
pp. S187-S188
Author(s):  
Mehmet Gez ◽  
Guang Xu
Keyword(s):  
Night Shift ◽  
Learning Opportunities ◽  
Educational Opportunities ◽  
Out Of Hours ◽  
North West ◽  
Qualitative Feedback ◽  
Pdsa Cycle ◽  
And Performance ◽  
Training And Support

AimsDuring out of hour handovers at St Charles Hospital – the two duty SHO (senior house officers) cover on site, whereas the on-call registrar and consultant are available to contact by phone. Some trainees may experience difficulties in contacting their seniors for support, or may not feel comfortable doing so. Trainees may also feel like they would benefit from being more informed of the hospital situation, or added learning and educational opportunities from the shift. The aim of this project was to improve the out of hours support for the on-call SHOs – which we hope to have positive short (such as improving confidence and performance) - and longer-term impacts (improving retention in the deanery and specialty).MethodThe project proposed instating a 15-minute Zoom call at the start of each night shift (9:30pm) which involved the on-call team (SHOs, registrar, consultants and ideally bed managers). Firstly – a survey monkey questionnaire was sent to trainees to gain a baseline on how supported/informed/ease and learning opportunities for that shift. The project then piloted three separate Plan Do Study Act cycles of change and collected feedback from trainees after each cycle. Both qualitative feedback and quantitative feedback from trainees were collected in the Likert scale format after each PDSA cycle.ResultResults showed that a key benefit of this call is that any pressing issues can be brought up and addressed. Furthermore, for the benefit of the trainees, generally trainees felt more supported whilst they are on call, and got to know the fellow on call team. In addition, trainees reported feeling more at ease when calling their senior colleagues.ConclusionIt is particularly important for doctors to feel supported and informed during their on call shift, especially in the current climate, where there are fast changes and adaptations taking place due to the pandemic. By adding a short meeting at the beginning of each night shift, doctors in the hospital demonstrated an increase in feeling supported, informed and having educational opportunities during their on call shifts. In the long term, by addressing on call issues and making trainees feel more confident and supported during their shift, is likely to benefit and improve recruitment and retention.

scholarly journals Háziorvosok és idősellátás egy kérdőíves kutatás tükrében

2018 ◽  
Vol 159 (8) ◽  
pp. 312-319
Author(s):  
Anett Mária Tróbert ◽  
Zsuzsanna Széman
Keyword(s):  
Health Care ◽  
General Practitioners ◽  
Social Care ◽  
The Elderly ◽  
Care Process ◽  
Efficient Operation ◽  
Health And Social Care ◽  
Care Systems ◽  
Care System

Abstract: According to statistical data, the number of healthy life years is not increasing in proportion with the longer average life expectancy. In the ageing societies, the long-term care systems are increasingly overburdened; cost-efficient operation and the related coordination of services is one of the key questions for their sustainability. The present separation of the health care and social care systems causes numerous difficulties. One aim of the online research by questionnaire was to survey the attitude of general practitioners – who play a very important part in care for the elderly – towards their elder patients, the patients’ family members, and social workers providing eldercare. The other aim was to gather information on shortcomings experienced by doctors in the care system and on what possibilities general practitioners see for the improvement of eldercare. Semi-structured questionnaires were applied and analysed by descriptive and content methodology. The questionnaires were sent out to 5060 addresses around the country: a total of 145 were returned filled in. The respondents made many recommendations for the improvement of eldercare in the categories of development of social services, family support, development of health services, and societal cooperation. The areas in need of development named by the general practitioners are closely interrelated: the reform of social care would support the health care system and vice versa. More effective operation of the health and social care systems would ease the burdens of families, and at the same time encourage more active participation of families in the care process. And the systematic education of society and communities is a long-term investment that would strengthen a positive attitude towards old age and a value-oriented view of the ageing process that is one of the basic conditions for successful social integration of the elderly. Orv Hetil. 2018; 159(8): 312–319.

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