STUDENT NAME

STUDENT ID NUMBER
ACTIVITY 1

Job Title: Operational manager

Responsible to: The service manager

Responsible for: Managing the healthcare facility's policies and

procedures
Accountable to: The head of service

Place of work:  Royal Hospital Road 

JOB PURPOSE

 The main purpose of the job is to be Managing the healthcare facility's policies and
procedures and to ensuring high quality, service provision to the patients in the facility.
The operation manager should ensure that the goals of the hospital and the national
policies are meet.

 To check on the operations of the healthcare facility on its day-to-day activities as the
manager asses and make the decisions that will be able to help support the processes
that are ongoing in the facility.

 The operational manager is the chair of the panel that makes decisions in the facility as
per the National Framework and should ensure that all the enquires that are written to
the panel that seeks appeal from relatives’, patients and legal teams are responded to.

 To be able to initiate working partnership between the families of their patients and the
patients themselves. Also, the hospitals staff including the professional.

 The operational manager is tasked to ensure that the   finance team will receive daily
information of the payments for patients in nursing home settings in accordance to the
with Department of Health legislation

 The operational manager will be tasked to be the Safeguarding head of the department.
The  Royal Hospital Road is determined in ensuring that the old and the vulnerable are
care and their wellbeing are safeguarded and its ensures that the all the staffs in the
hospital are committed to the3 roles in the hospital. (Wolniak R ,2019)
  

Describe roles and responsibilities

1. To be an assistant of the service manager

 2. The operation manager is responsible to work closely with the service manager to ensure
that there are quality services are provided that are patients focused.
3. To ensure that the hospital participate in all performing activities.
4. The operational manager should be able to opportunities of improvement in the facility
and be able to supervise the performance in place in the company and be able to ensure
there is key performance and it isa achieved
5. To be able to assist the service manager in ensuring that development of the of the service
and management of the staffs so that they can be able to change their ways of
performance in regard to the National Service Framework and being able to coming up
with ways the Royal hospital can be able to achieve in service provision.
6. To ensure that all Certified Healthcare Constructor data is reported to National Health
Service England as it is required.
7. . To be able to support the staffs the administration and the subordinate and the resource
management in operational management. (Bouraad,F., 2020)

.  .  

PERSONAL SKILLS NEEDED FOR THE ROLE

Some of the interpersonal skills are;

1. To able to express himself or herself well

2. Computer literate
3. having good time management skills
 4. Neat and well organized
5. Having good leadership skills
6. Having good communication skills
(Hayes J, 2002).

Why different personal skills are prioritized for an operational manager

The operational manager role is a role that involves engaging with your junior employees
most of the time and also representing the hospital in seminars and many activities. This
needs a person who has a good communication skill and a verbal communicator in the
presence of the juniors and in seminars.
The personal skills for this role are very important since it deals mainly in management in
the hospital facility and involve being more creative to ensure that the services that are
provided meet the patients need and the NHS. (Correa et, al.2007)

Analysis of an essential competencies an operational manager has to have developed.

This are the ability to exploit resources efficiently that are strategically based on the practice.
The operation manager ought to have developed management skills that will help the operation
manager (Bromiley and Rau, 2016). Some of the essential competencies that an operational
manager out to have developed are;
The technical proficiency- this are operation such as the data entry how to use certain
software’s to access project data and budget tracking information.
Data processing skills- as the operational manager should be responsible in collecting, entering
and processing of operational data with the organization.
Risk analysis- the operational manager analyses the organizational challenges and be able to
come up with the solutions in where negative situations arises.
Budget management- they are often tasked with producing the organizations budget and in this
case the, math’s skills are necessary for the operation manager to be developed.
Staff management-they operational manager should have developed skills that help in managing
of the employees and delegating of duties and also in decision making. (Bromiley and Rau,
2016).

An evaluation of the requisite competencies needed in operational manager in order for

them to be an effective leader in the selected role

Planning -an operation manager has to have an excellent planning skill by arranging the
workloads and projects regarding what should be completed in a day.
Delegation-an operation manager should master the art of delegation of duties to his team and be
able to know who is best fitted ton accomplish the role because he cannot accomplish all the
duties alone.
Communication- an operational manager should be an excellent communicator while engaging
with managers and the team he has and the junior employees in the hospital

Time management-an operation manager should know the importance of time management so
that you will be able to deliver work on time.
Problem solving-should be able to solve a lot of challenges that will be meet up with in the
healthcare facility. Should be able to solve the problem to be an effective leader.
Teamworking-an operational manager to be an effective leader should be able to work Well with
the team in place and not to estimate the values of each team member. (Krajewwski, Lee J et, al.,
2015)

Reference
1. Krajewski, L.J., Malhotra, M., Malhotra, N., Ritzman, L. and Krajewski, L.,
2015. Operations management. Pearson Education, Limited.
2. Bouraad, F., 2010. IT project portfolio governance: the emerging operation
manager. Project Management Journal, 41(5), pp.74-86.
3. Bromiley, P. and Rau, D., 2016. Operations management and the resource based view:
Another view. Journal of Operations Management, 41, pp.95-106.
4. Hayes, J., 2002. Interpersonal skills at work. Routledge.
5. Corrêa, H.L., Ellram, L.M., Scavarda, A.J. and Cooper, M.C., 2007. An operations
management view of the services and goods offering mix. International Journal of
Operations & Production Management.
ACTIVITY: 3

Part A

Leadership skills managing a team in healthcare practice

A team is a relatively small group of people working on a clearly defined, challenging task that is
most efficiently completed by a group working together, rather than individuals working alone or
in parallel; who have clear, shared, challenging, team level objectives derived directly from the
task; who have to work closely and interdependently to achieve those objectives; whose
members work in distinct roles within the team ; and who have the necessary authority,
autonomy and resources to enable them to meet the team objectives. (Woods and West, 2014).

For effective the members of the team should put in a lot of effort to the work in the team and be
able to be flexible at all time and be able to the changing situations at all time.

Leadership styles for developing and managing a team

In leadership styles that are used in developing and management of a team we are going to use
two theories that helps to understand the development of a team. Belbin theory and truckman’s
team development will be used.

Belbin theory

Belbin theory suggests that by being able to understanding your role in a team, you are capable
of developing your strengths and be able to manage their weaknesses so as to be able to improve
your contribution to your team (Jelphs et al., 2016).
 This theory is very useful to be applied in the healthcare working teams so as to increas4e and to
enhance their working performance in the healthcare setup. Delegations of tasks in the healthcare
is hard and it requires the commitment of each member in the healthcare setting, through this
theory it can improve the performance of each team member since each member will be aware of
the assignments that have been delegated to them and they will be able to do the working with
the expertise bit requires. Hence it is easy to build on the quality performance of each healthcare
employee.
Moreover, Belbin theory is so helpful in the healthcare setting since it identifies the current needs
of the team. For instance, when a team needs a clear direction on the delegation of duties because
of lack of team workers, which might lead to a lot of misbalances in work and also poorer quality
of care and also negligence (Gopee and Galloway, 2017).

Truckman’s team

In truckman’s theory there is stages of team development that are suitable for implementation in
the healthcare setting. These stages are;

Forming stage- this the orientation part of the team where members of the team with same
abilities and skills are place together in one team. In the healthcare doctors and clinicians are
grouped in one team because of their specialty in their work in the hospital that are performance
of may be serveries. Team leaders are also picked.

Storming stage- this is a stage where the team members identify each members abilities and also
capabilities. Conflicts and misunderstanding among the embers usually arise from this stage.

Norming stage-at this stage the team members start understanding each other’s role and each
other’s strengths and the work together to accomplish duties assigned to them in the healthcare
system like dealing with the Corona virus.

Performing stage-this stage is usually to the final stage and the members are usually so
determined and promising towards achieving their main aims. The members self-motivated
arises since its their final stage.

Adjourning stage- this is the final stage of a certain activity that had been assigned. In the
healthcare setting, this is a learning point for a doctor or a nurse to improve on the various ways
like avoiding medication errors and even dosage if the same scenario occurs in future. (Natvig
and Stark, 2016)

strategies to resolve conflict

conflict is a disagreement between employees on the opinions and concepts. Conflicts in an

healthcare setup affects the performance of the healthcare workers. There are various strategies
that help in dealing with conflicts in the healthcare setup as suggested by Thomas Kilmann
model and the Enemy System Theory.

Enemy System Theory

This theory suggest that a person makes an enemy and allies which is crucial in a person life, so
it is very important to always maintain a good a social interaction with others. This will get rid of
the opposing treats and enhances capabilities (Gonçalves et al., 2016).

Thomas-Kilmann Model 

It identifies two sides in a conflict that is assertiveness and cooperativeness. Assertiveness where
a healthcare worker in the set up tries only to satisfy his or her needs while cooperativeness is
where the health practitioner satisfy others needs. The two actions have models of handling the
conflicts. that’s is avoiding the conflict by stepping aside, being able to accommodate other
peoples concerns to your own expenses, compromising concerns which satisfies both parties
involved and collaborations so that a win-win situation is achieved (Thomas, 2008).  

The theories of team development and management

Transactional theory- this theory refers a leader’s role as an influencer who exchangers it with
payment. A transformational leader is more of making on his own personality to be able to
achieve some benefits, in this instance the leader makes connection with the subordinate staffs so
as to increase their motivation. A leader must always be able to demonstrate servant leadership to
the colleagues. The healthcare system a transformational; style of leadership is most relevant. the
leader is able to connect with the followers and understands their capabilities thus resulting to a
positive result. Transformational leadership is a method which is goal oriented and the goal is
transforming the followers to the medical profession. In the healthcare set up the leader focuses
on the strengthening of the team and building their confidence while performing their duties
(Baškarada, et al., 2017).
Part B

Plan to improve an area of provision in healthcare practice

It is important for a manager in the healthcare sector to be able to set goals that will be able to
improve on their skills that they already have. One of the plans is always be more open minded
with different team members. This will enable different ideas in the team. different views will be
made and also perspectives. A leader should be more open minded on how to run the activities of
the healthcare by talking to the nurses and the surgeons in the hospital this will help achieve your
goals. Being able to ask the employees in the healthcare will increase your achievements since
you will have obtained new ideas that will help in the operations of the healthcare facility
(Zenzano et al.,2011)

Being able also to take criticism helps the manager in the healthcare to be more effective and
even better in the work. Constructive criticism improves the work performance since when your
team members give you upward feedback in the work done in the hospital, there is improvement
thus it encourages your daily activities in the hospital thus better performance.

Improving also on confidence will make the others practitioners in the team to follow you and
helps in making some good decisions. Working on building the confidence, you can either search
on the strong managerial qualities that you can apply in the healthcare system and practice them
repeatedly (Zenzano et al.,2011).

Description and analysis of the impacts of the plan

Increased employee motivation and engagement -Through this plan the employees were able to
be motivated since each one of the employees wanted to be heard when I allowed to give their
suggestions. The employee’s productivity and engagement in service delivery in the hospital
increased since they felt good being recognized by their manager. Every employee wants to
participate in the decision making that get know will be of benefit to your orgfanisation.in the
healthcare, nurses and doctors’ performance increased to above their expectation and their was
reduction in medical errors and patients care significantly improved (Khashogg et,at., 2020).

It increased team cooperation- from the plan, it brough the healthcare workers together and
delivery of high-quality healthcare was evident in the facility. For a successful healthcare
provision both the professionals and the managerial should work together so as to increase better
services in the health care. From the plans that was strategic, it was evident from the
performance of the doctors and the nurses in solving and in the theater rooms. It enhanced
teamwork and the collaboration within the practitioners. Health care practitioners were able to
know each other’s specialist and worked to provide quality care to the patients.

It improved also the communication in the healthcare system between the management and the
practitioners. Interactions on the healthcare environment increased and patients also got to be
served well by the nurses (Khashogg et,at., 2020. This increased their performance.

Reflection

This is a reflection on the plan that will improve the healthcare setting since the healthcare
employees are usually exposed to a lot of problems in the healthcare facility, they may incur
injuries end exposure to hazards and exposure to diseases. This is the operation plan that will
include the needs and measures that are required in order to improve the set up. The change will
have the needs–benefit analysis and Consideration of legal and ethical requirements.

needs–benefit analysis 

1. Improvement of the professional’s healthcare – this will help in reducing a lot of cases of
patients being exposed to disease and viruses.
2. There is a need to reduce medical errors that occur in the healthcare facility, this benefit
enhances the quality of patients care and trust
3. There is also the need to have measures that safeguards against health hazards, this will
benefit in reduce the exposure to biological hazards and chemicals
4. There is also the need to i8mplement health hygiene by disinfecting and use of
antiseptics, this will reduce the exposure to blood borne pathogens.

Consideration of legal and ethical requirements 

This is are the laws that protects the patients, where a healthcare practitioner in every time
should be able to protect the patient’s information at times and the practitioner offers the service
to the patient regardless of the religion, race or even gender (Remley and Herlihy, 2014).
The Health and Welfare at Work Act 2005, the healthcare environment should safe and the
welfare of its employees are safe. And the health facility should provide a clear information and
regular training of the employees.

strategy on Health, Safety, and welfare of individuals  

To partner with other health sectors like the Health and Safety Executive to be able to implement
safety measures.

To set aside a day in the course of the week that will be able to offer free services like surgeries
that cannot be afforded by some patients.

Human and physical resources

Human resource- this is recognising of certified staffs by the Health and Safety Executive who
work under a regulated licence (Hunter and Goodie, 2010).

Physical resources- this are the equipment’s that are used by the practitioners in the facility for
their safety and prevent exposure to diseases and hazards. This includes the personal protective
equipment (PPE), Surgical mask, aprons and shoe covers (Hunter and Goodie, 2010).

Desired outcomes for healthcare practitioners

There was achievement of the reduced number of patients exposed to contagious viruses, there
was also a quality patient care. Frequent enquiries also and feedbacks were made from the
operations manager.

Systems for monitoring

There was collection, processing and analyzing information that will be able to learn from the
experiences in the future. Some of the successful ways of implementing the plan is to being able
to the reports timeline and write regular status that will help in accomplishing the plan in the
given six months’ time.

In Conclusion, this report talks on the operational plan which help to improve the safety
standards in the healthcare for both the patient and the practitioner.
Reference;

1. Baškarada, S., Watson, J. and Cromarty, J., 2017. Balancing transactional and
transformational leadership. International Journal of Organizational Analysis.
2. Gonçalves, J.T., Schafer, S.T. and Gage, F.H., 2016. Adult neurogenesis in the
hippocampus: from stem cells to behavior. Cell, 167(4), pp.897-914.
3. Gopee, N. and Galloway, J., 2017. Leadership and management in healthcare. Sage.
4. Hunter, C.L. and Goodie, J.L., 2010. Operational and clinical components for integrated-
collaborative behavioral healthcare in the patient-centered medical home. Families,
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review. ISPRS International Journal of Geo-Information, 9(6), p.352.
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small-group development. Journal of Nursing Education, 55(12), pp.675-681.
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