Multi-Professional Work - Essay Example

Multi-Professional Work By: Introduction The aim of this paper is to analyze the multi professional practice, revolving around the early years. It will also be of interest to a range of policy makers involved in providing services to children. Researches indicate that children require a lot of multi-disciplinary and inter-agency working. The research sought to identify the models of joint practice between parents and teachers in relation to the children’s’ academic performance and early interventions for children experiencing shifts in their behaviour. 1.1 Definition of multi-professional practice There are a number of studies that describe professionals working together(Ann, 2004; Boogar, 2010; Humphris, 2007). The studies try to create a link between multi-profession and terms such as multi-disciplinary, multi-agency, inter-professional, inter-agency, and working together. A detailed analysis by Bach concluded that multi-professionalism deals with a wider group, where as inter-professionalism deals with two professional groups working together (Bach , 2011). Another study by Walshe defined multi-professionalism as a practice that involves professional groups, but does not include collaboration(Walshe, 2006). For instance, doctors may agree with a patient on an intervention, but each doctor works separately to provide the intervention agreed. Bach argues that multi-professionalism is working across boundaries to meet the customers’ needs (Bach 2009). The term multi-agency is very common in social care settings. Multi-agency describes multi-professionalism with involvement of services such as education, housing, and housing workers all working together to provide services for an individual. However, the service receiver and provider will also be part of multi-agency work, and studies call this partnering working(Alder, 2011). From the above discussions, it is evident there are a number of terms that define multi-professional working. However, all the terms mean the same thing. The term multi-professional working is often used in literatures because the most important elements of multi-professional practice activity are collaboration and teamwork, which are crucial in delivering services(Alder, 2011). 2. Reasons why people work together There are many factors that influence the growth of multi-profession practice. The paper will cover various drivers for multi-professional practice. The most influential driver is the government because it allocates the funds that make multi-profession practices policies happen. There are reasons why people work together (i) Protect the vulnerable people Most government policies always protect the vulnerable people. There is increasing demand to ensure more efficient safety nets protection of the vulnerable people. The breath of this demand has seen professionals coming together in order to ensure the vulnerable are protected (Bach , 2011). (ii) Ideological issues that influence changes to models of service delivery Nowadays, there is need for different working relationships. For instance, there have been moves from institutional to community-based services for service users with learning disabilities, hence need for multi-professional practice among professionals (Bach , 2011). (iii) Technological change transforming acute health care delivery There have been massive technological changes in acute medicines. The changes have caused differences in operating practices, such as surgery. Therefore, there is need for multi-profession practice in the health sector. With changes in technology in the health sector, patients can be discharged rapidly. Such case means patients and their family have to rely on various primary teams to work effectively. Good relationships between various professionals in the health sector will be important in such case (Bach S2011). 3. How people work together Studies indicate that multi-professional work takes place in a team work setting. A specific study by Thomas stated that, working together is where a small number of employees with necessary skills to complete a specific task, with collective responsibility of achieving an agreed performance goals(Thomas, 2003). Most of the literature reviews into multi-professionalism have taken place in the health care sector (Alder, 2011; Bach , 2011). He studies concluded that the health sector experiences professional collaboration involving heath care levels, including the community. In discussing the topic, ‘How do multi-professional practice operate’ it is worth exploring the literature review by (Wakley, 2005). First, the paper will relate to values, whereby Wakley argues that value is something an individual possesses at the centre of their being(Wakley, 2005). According to the literature review, values develop over time and they reflect an individual’s moral stance. Therefore, team work and values go hand in hand. They both believe in universalism which stands for service for all. In addition, values are very crucial in providing motivation. Motivation is important in multi-professional practice according to Wakley. With good values, there will be adequate motivation. Thereby, multi-professional practice will be encouraged(Wakley, 2005). Secondly, the paper will relate to commonality of sense. A study by Wood indicated that as the needs of the user becomes more complex, there is need for involvement of wider range of professionals(Wood, 2012). There is need for joint responsibility of different professionals when such case happens. Summarizing a study by Wosly, the study notes that shared location may be a factor on how people work together(Wolsey, 2011). This summary means that there is more socialization to a team than to a different profession. 4. How to work in multi-professional teams There is a great possibility that multi-professional teams can work brilliantly together. In addition, there is a chance that these teams could be completely dysfunctional(West-Burnham, 2007). It comes as a surprise that after an organization has brought together a diverse team of professionals; things do not work out effectively. Multi-professionalism is fact of life in social wife. To ensure these teams work effectively, the paper discussed how the teams could work together (a) Definition of power dynamics Most companies that are not successful in multi-professional practices usually assert their professional identities over other colleagues. Therefore, they must address this issue with serious consideration. The organization has to identify the most power within the teams. In addition, the management has to reduce the possibility of certain team members taking complete control(West-Burnham, 2007). (b) Taking decisions There should be criteria of making decisions in the team. Successful teams often value each contribution from the team members. There are no scenarios of holding prejudices. During meetings and discussions, emotions and egos do not find the way in(West-Burnham, 2007). (c) Different professionals have different views There are situations where service users who are hard to handle cause friction between professionals. These professionals usually have different views on the best practice. Therefore, members of multi-professional teams have different views on appropriate practice. Those users who are nagging may expose cracks and flaws in the way the team works together(West-Burnham, 2007). (d) Input from service users There are situations where members of the team may consider the service user as the new member of the team. For example, this can happen if the whole team discuses the welfare of a single service user. The team members may invite the service user to make a contribution. Successful teams never underestimate the value of listening to the service user. But there are situations where service users articulate their needs strongly. They make some members feel threatened. Teams have to be careful in such situations(West-Burnham, 2007). References A. L., 2004. Birth to Three Matters. s.l.:McGraw-Hill International. Alder, B., 2011. Psychology and Sociology Applied to Medicine. s.l.:Elsevier Health Sciences. Armstrong, M., 2002. Employee Reward. s.l.:CIPD Publishing,. Armstrong, M., 2012. Armstrongs Handbook of Management and Leadership: Developing Effective People Skills for Better Leadership and Management. s.l.:Kogan Page Publishers. Bach, S., 2009. Managing Human Resources: Personnel Management in Transition. s.l.:John Wiley & Sons, . Bach, S., 2011. Leadership, Management and Team Working in Nursing. s.l.:SAGE, . Bach, S., 2012. Managing Human Resources: Human Resource Management in Transition. s.l.:John Wiley & Sons. Badenhorst-Weiss, H., 2008. Business Management: A Contemporary Approach. s.l.:Juta and Company Ltd. Boella, M. J., 2013. Human Resource Management in the Hospitality Industry: A Guide to Best Practice. s.l.:Routledge,. Boogar, S., 2010. BoogarLists | Directory of European Venture Capital. s.l.:BoogarLists. Brown, S., 2007. Strategic Operations Management. s.l.:Routledge. Carmona, M., 2012. Housing Design Quality: Through Policy, Guidance and Review. s.l.:Taylor & Francis. Christophe Baret, 2013. Flexible Working in Food Retailing: A Comparison Between France, Germany, Great Britain and Japan. s.l.:Routledge. Collings, D. G., 2009. Human Resource Management: A Critical Approach. s.l.:Routledge. Evans, I., 2004. Achieving Software Quality Through Teamwork. s.l.:Artech House. Festing, M., 2008. Current Issues in International Human Resource Management and Strategy Research. s.l.:Rainer Hampp Verlag,. Gilmore, S., 2012. Human Resource Management. s.l.:Oxford University Press. Glasby, J., 2012. Effectiveness of Multi-Professional Team Working (MPTW) in Mental Health Care , s.l.: University of Birmingham. Glenice J. Wood, 2012. Minorities in Entrepreneurship: An International Review. s.l.:Edward Elgar Publishing. Hannie Badenhorst-Weiss, 2008. Business Management: A Contemporary Approach. s.l.:Juta and Company Ltd. Hendry, C., 2012. Human Resource Management. s.l.:Routledge. Hughes, L., 2009. Good Practice in Safeguarding Children: Working Effectively in Child Protection. s.l.:Jessica Kingsley Publishers. Humphris, D., 2007. Multiprofessional working, interprofessional learning and primary care: a way forward?, s.l.: University of Southampton, Hants, UK.. Hyde, V., 2011. Community Nursing and Health Care: Insights and Innovations. s.l.:CRC Press, . Johnstone, S., 2012. Labour and Management Co-operation: Workplace Partnership in UK Financial Services. s.l.:Gower Publishing,. Kallifatides, M., 2010. Corporate Governance in Modern Financial Capitalism: Old Mutuals Hostile Takeover of Skandia. s.l.:Edward Elgar Publishing. Keith, S., 2010. Realities Of Human Resource Management: Managing the Employment Relationship. s.l.:McGraw-Hill International. Lynne Goodacre, 2013. Rheumatology Practice in Occupational Therapy: Promoting Lifestyle Management. s.l.:John Wiley & Sons. Macqueen, S., 2012. The Great Ormond Street Hospital Manual of Childrens Nursing Practices. s.l.:John Wiley & Sons,. McGoldrick, J., 2004. Understanding Human Resource Development: A Research-based Approach. s.l.:Routledge. Milligan, C., 2006. Landscapes of Voluntarism: New Spaces of Health, Welfare and Governance. s.l.:Policy Press. Page, K., 2005. British Qualifications: Professional, Vocational and Academic Qualifications in the UK. s.l.:Kogan Page. Poole, M., 2009. Human Resource Management: Critical Perspectives on Business and Management, Volume 2. s.l.:Taylor & Francis. Rogowski, S., 2013. Critical social work with children and families: Theory, Context and Practice. s.l.:Policy Press. Stone, D. L., 2008. The Influence of Culture on Human Resource Management Processes and Practices. s.l.:Psychology Press. Susan Hayes Godar, 2004. Virtual and Collaborative Teams: Process, Technologies, and Practice. s.l.:Idea Group Inc (IGI). Thomas, A., 2003. Leading and Inspiring Teams. s.l.:Heinemann. Wakley, G., 2005. Chronic Disease Management in Primary Care: Quality and Outcomes. s.l.:Radcliffe Publishing. Walshe, K., 2006. Healthcare Management. s.l.:McGraw-Hill International. West-Burnham, J., 2007. Schools and Communities: Working Together to Transform Childrens Live. s.l.:A&C Black. Wilson, J. P., 2005. Human Resource Development: Learning & Training for Individuals & Organizations. s.l.:Kogan Page Publishers. Wolsey, C., 2011. HRM in the Sport and Leisure Industry. s.l.:Routledge. Wood, I., 2012. Initial Management of Acute Medical Patients: A Guide for Nurses and Healthcare Practitioners. s.l.:John Wiley & Sons. + Read More