Introduction
The success of any business organization is highly dependent on management. The more equipped and skilled the management of an organization is, the more the chances of an organization’s success. This writing critically analyses Liberty Care Services – an organization that provides community-based services to the disabled. It is registered under the national disability insurance scheme, and its services enhance active participation, inclusivity, and self-dependency among the members of society. The paper shall look at the organization’s strengths and weaknesses guided by the areas named below, including the organization’s structure, service provision, professional process of transition, conflict resolution, and performance appraisal system.
Structure and Service Provision
A Chief executive officer at the top-level management heads Liberty care services. The CEO is responsible for managing the workforce, planning, fundraising of the participants, and managing financial resources. At mid-level management, we have the operation manager and the director in charge. The director in charge accounts for the general management of the organization. The operation manager formulates strategies and works to improve the performance of the workforce. At the junior management, we have admin officers who work with the managers to make decisions concerning recruitment. The support Ordinator does the plan management and makes budgets for the participants. The community worker ensures that the SWS appropriately assists the clients in carrying out their daily routines and other activities. The support worker works with the participants and provides welfare support.
The Services Offered
Social and Community Participation
The organization provides its employees with skills that support their daily living by engaging them in developmental programs that add to their skill levels and psychology, physiotherapy, and occupational support.
Support Coordination
The liberty healthcare service works to link up its clients with the proper support. It works closely with its clients to achieve their goals and make them a good and active part of its community. The company thus helps the disabled to realize their plans by offering them the required support services.
Plan Management
The organization plan manager helps the clients to plan for their funding. The manager lobbies for funds from either donors or the National Insurance Disability Scheme. These funds cater to disabled needs such as accommodation, transport, and medication, among others.
Transport Services
The company provides transport services to the disabled. It owns many cars and buses which can be accessible by a wheelchair to help them to attend to their activities effectively. This provides not only a comfortable means of transport for the disabled but also a more convenient and reliable means.
Respite Center
Liberty care services own a respite center that suits people with low disability. The company’s shared living accommodation provides the clients with a serene environment to have moments alone and develop essential life skills alone.
Daily Personal Activities
The organization has got staff who visits households and assist the disabled with activities like cooking, cleaning, and other day-to-day tasks. This staff provides both physical and moral support to the disabled. They also attend to any health problems they may suffer, such as injuries.
Supported Independent Living
The organization has supportive living plans for its residents. They own high-quality and accessible homes to offer the necessary support for people having different disabilities having between two and five people in a home. The sharing of homes offers the clients an opportunity to live with people of their own choice, getting their social needs and ensuring their independence. In contrast, they get the necessary support to fulfill their potential.
Possible Barriers to Transition to Professional Practice
Communication Barrier
A wide range of communication barriers between healthcare providers and patients may arise. This may arise due to various factors, including but not limited to differing expectations between the medical personnel and the patients on the proper medication and treatment time. These may frustrate both the healthcare worker and the patient. The patient may therefore develop a negative attitude toward the quality of services offered to them.
Cultural Disputes
Offering health services to people based on ethnicity, race, or any other characteristic may negatively affect the communication between the health service providers and the patients. This kind of dispute makes the patients lack confidence and have a negative attitude toward the quality of services provided by the healthcare worker
expectations of the older employees to the new employees
Language Barriers
Different languages, including inappropriate professional jargon, may bring communication barriers to the healthcare system. The barriers interfere with developing good relationships with healthcare workers, which is vital for providing quality healthcare services. Language barriers may affect the communication between patients and healthcare providers.
Professional Processes for Transition of New Employees in Liberty Care
Ways In Which Liberty Care Assimilates New Workers in The Organization
In assimilating employees, an orientation session is arranged for the new employees to understand the organization better. A brief knowledge, structure, and programs and the mediums to run communication are also introduced. Home training, such as buddy shifts and online training, are provided. Proper explanation about policy and expectations from the employee is briefly explained. Ongoing support from co-workers and seniors is also provided with proper guidance (Stelmas,2020).
Management of the Employee’s Stress
Stress management in employees has got two main strategies, namely the primary and secondary stress management strategies. Primary stress management entails identification of the conflict, safe environment, work culture, guidance and support from the manager and employee, and ongoing communication. In contrast, secondary stress can be managed by counseling, relaxation training, stress management skills, and training, time off offered, and participative approach (Nixon et al., 2022).
Employee Conflict Resolution
Clear Communication
Clear communication, especially by an organization’s top management, keeps off possible conflicts. Where employees can clearly understand their roles and duties, there are minimized conflicts between them and the junior-level management since they know precisely what is expected of them.
Avoid Conflict Ignorance
Most people do not like conflicts; more often, they assume it does not exist with the expectation that they will end over time. Sometimes the conflict may resolve itself, but most of the time, this further escalates the conflict. Since ignored conflicts tend to disappear over time and inopportunely appear, an organization must take conflicts between employees seriously and work toward resolutions (Sewak et al., 2020).
Clarify the Issue
When dealing with a conflict between two people, it is crucial to identify the facts relating to the conflict. Here, the person trying to solve the dispute talks to each individual and identifies precisely what the dispute entails. They should also identify the perception of each individual involved. The mediator should also identify what each individual identifies as the solution. Lastly, it is worth notifying both parties that you are acting as an impartial mediator in resolving the conflict so that they can give the necessary details relating to the dispute (Francis, stride & Reed, 2018).
Engage the Parties in a Talk
After talking to each individual separately, bring them together so they discuss their differences in a neutral atmosphere. This time, the mediator listens actively, brainstorms, and is open to new perspectives. They should identify the role of each individual in the conflict and the possible solutions since the goal is to arrive at a common understanding (Sewal et al., 2020).
Identify a Solution
Since you have spent time discussing the conflict, at this point, the main goal is identifying the solution to the problem. More often, at this point, the parties shall have arrived at a common understanding facilitated by open discussions. However, in cases where the parties do not agree, step in and negotiate for the recommended solutions.
Conflict Follow Up
Solving conflict resolution is not enough. As a manager, you need to check on the employees regularly to see if the suggested solution worked. If it seems to have worked, keep a closer eye on the parties to see if it worked fully. If the solution does not work, you need to re-engage the individuals and work to find alternative solutions to the conflict (Hann, Nash & Heery, 2019).
The Performance Appraisal System Used
Discussion and Encouragement on Comments
Top managers must communicate with the employees about their performance in the organization. At liberty care service, the managers communicate with the employees about their scores in the employee performance appraisal form. Communicating with the employee on their scores in terms of performance motivates them to work harder for promotion, or if the performance is too low, the employees are motivated to improve their efforts to avoid being sacked.
Training
Since the delivery of service in the healthcare system is dynamic and subject to improvements, the team leaders in Liberty Care Service often call the employees for on–job training meant to upgrade, update and improve their performance. It increases the quality of the services delivered and the employee’s performance. New employees are also trained on how the operations in the organization take place.
Discussions by the Managers with Their Administration officers on the Performance of the Support Workers
The admin officers in Liberty Care Services are responsible for training and supervising the employees. The manager may call all the admin officers to discuss the performance in their various sub-units since they are the ones responsible for performance in the organization. Poor performance may sometimes be translated as a result of the sub-unit’s head failures hence the need to hold them accountable.
Reminding the Employees on the Disciplinary Action
Frequent communications on the disciplinary action keep the employees on their toes and hard work, knowing that any kind of performance failure will result in an agreed punishment. At liberty Care Service, the administrative manager keeps reminding the employees of the disciplinary actions in their mailings. This keeps them aware of the consequences of poor performance and enables them to reduce conflicts once such disciplinary action is passed to an individual.
The Administrative Manager Discusses Reliability and Punctuality
Discussing the punctuality of the employees enables them to understand the consequences of their errors, such as lateness and absenteeism in the organization. This keeps the employees warned of such vices since they understand their consequences for the organization. This motivates them to be punctual in their workplaces. On the other hand, reliability involves the employees working under minimum or no supervision. Communicating to the employees on reliability reminds them of the evaluation of their performance hence burry their heads in hard work.
Conclusion
To sum up, managing the various areas in the organization, such as human resources, quality of services provision, sound conflict resolution mechanisms, frequent communications, and a well-established performance appraisal system, translates to an organization’s success.
References
Francis, G. L., Stride, A., & Reed, S. (2018). Transition strategies and recommendations: perspectives of parents of young adults with disabilities. British Journal of Special Education, 45(3), 277–301.
Seward, M. W., Goldman, R. E., Linakis, S. K., Werth, P., Roberto, C. A., & Block, J. P. (2019). Showers, culture, and conflict resolution: a qualitative study of employees’ perceptions of workplace wellness opportunities. Journal of occupational and environmental medicine, 61(10), 829.
Hann, D., Nash, D., & Heery, E. (2019). Workplace conflict resolution in Wales: The unexpected prevalence of alternative dispute resolution. Economic and Industrial Democracy, 40(3), 776–802.
Nixon, P., Ebert, D. D., Boß, L., Angerer, P., Dragano, N., & Lehr, D. (2022). The Efficacy of a Web-Based Stress Management Intervention for Employees Experiencing Adverse Working Conditions and Occupational Self-efficacy as a Mediator: Randomized Controlled Trial. Journal of medical Internet research, 24(10), e40488.
Stelmas M. (2020). How do absorptive capacity and organizational learning orientation interact to enable innovation capability? An empirical examination. Entrepreneurial Business and Economics Review, 8(1), 7–32.
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