OTHM Level 5 Diploma in Health and Social Care Management

A Case Study of Assertive Outreach Mental Health Team

Describe theories of team development utilized

Introduction

Self-efficacy effort groups (AOTs) are the management of emotional life skills. They may be important locally to the CMHT, or they may be a separate group. They work with people over the age of 18 who need to develop the complex needs of emotional well-being. Besides, you need help focused on mental retardation. In your typical environment, the NHS can view their AOT as a frustrating think tank (CCT).

You may need a group in case you have:a chronic mental illness that regularly affects you,be at the clinic regularly and regularly use emergency management,issues affecting the management of emotional well-being, orcomplex needs, for example,immorality,real self-injury,non-response to treatment,medication or alcohol use and mental illness. This is known as double analysis or loose or empty use.

AOT provides great help if you have complex needs. The team plans to help you get different management support. This help can help you to deal with your situation better. Besides, reduce your chances of returning to the emergency room(Millward & Jeffries, 2001).

A significant part of powerful team development involves understanding the basic elements of teamwork regarding both the circumstance of a team and the temperaments of an individual. Cooperation is an incredible method to complete things. Assertive Outreach Mental Health Team is a team that contains health and social care staff that are working for the community and trying their best to help the people of the community that are suffering from any kind of mental health problem(Keaton, et al., 2010).

There is something extremely incredible about interfacing a gathering of individuals to be on the same wavelength, and all working for one extreme objective. This anyway can be an overwhelming errand to perform because of the extent of the goal. This is the place where a sharp comprehension of cooperation hypotheses proves to be useful. A cooperation hypothesis is a coordinated method of appreciating certain conditions, strategies, and practices. Here are a few theories that guide team development (Cisin.com, 2019)

Task 1.1

·         Bruce Tuckman Theory

The unit arrangement is an advancing cycle, as the group structure can keep on developing. The new individuals will enter and the old individuals are allowed to leave the crew. The colleagues are experiencing different stages for the group's development and a great deal of testing has been led to characterize those stages. We address the customary speculations of group development in this article.

Theory of team roles

Group is worked by the connections and force of members attempting to arrive at a common perspective. After the arrangement, the groups set aside an effort to develop and ordinarily seek after certain unmistakably recognizable stages, as the change from turning into a gathering of pariahs to being a strong coordinated group pursuing a shared objective. The colleagues endeavor to comprehend their activities in this cycle, perceive the appropriateness of the conduct and the elements of the colleagues. A group isn't simply made by pronouncing those individuals as a group. A ton of study has been done on gathering framing and development, and various theories have been proposed about gathering improvement.

·         Leadership theory

For circles to be convincing, people in circles must have a different way of participating to contribute around to get results. In any case, this does not happen so: it does as the reunion meets. You have probably had an experience when you were given a party for something to do at a party or school event. When your circle first comes together, you are probably sitting around looking at each other, not understanding how to get started. From the beginning you are not a circle; you are individuals allowed to link. As time goes on you get to know each other, understand what you have learned from each other, accept how the work can be closed and give jobs, and know how to handle your work. In this cycle, you begin to fill in as a meeting unlike a group of people.

·         Color theory

When you were at a party, how did you come to understand the proper behavior? How is it possible to understand which practices were sufficient or any level of execution required? Meeting when you doubt it creates practices that address the roles of partners. Collection guidelines set the standard of guidance, attitude, and performance performed by all partners who rely on compliance. Principles taking over control are currently not being recorded. All in all, all participants no doubt get it. Practices work because partners need to help meet and protect organizations in the circle, and when guidelines are ignored, there is peer pressure that changes or allows to maintain consistency.

·         Team Analysis Theory

The guidelines are based on the collective efforts of partners during the improvement cycle. From the beginning, during the definition and heat, the principles focus on the appeal of interest and function. Thereafter, during the practice and practice phase, the policies focus on the organizations and the standards in which they are implemented. The operating guidelines are very large because they define the level of work effort and the levels that determine the success of the circle. As you would expect, pioneers play a vital role in setting productive goals by traveling perhaps as real role models and by paying for the necessary habits. (Dnata.com, 2019)

Suggest strategies to overcome common teamwork challenges

Assertive Outreach Mental Health Team works strategically to work efficiently. The whole team sticks to the various strategic plans to avoid any challenges. And when they encounter any work-related challenges the whole team unites to cope with the challenge so that they can overcome the challenge together as a team. The team has various members which contain a team leader, a community psychiatric nurse, a health care assistant, and a dual diagnosis nurse. The working timings of the team are also very tough which is from 9 to 5. But team members are very flexible towards their working timings. They usually extend their working timings according to their duties. Because they have to work so hard to manage the psychologically ill people. These people usually isolate themselves and do not open up to anyone. Soteam members need to stay close to them.

Despite all the efficient work of the members of the Assertive Outreach Mental Health Team, certain common work challenges can immerge while working in a team. Such as a lack of trust within a team, Conflicts and tensions related to work, not sharing the necessary information with the staff of the team, poor engagement of team members with their work, a lack of transparency, poor management of changes in the team, miss interpretations or bad perceptions of things related to work, lack of long term planning and opposing each other as a team. So, to keep the team united it is very important to follow certain strategies so that the Assertive Outreach Mental Health Team can overcome all the work challenges. To overcome any kind of challenges, future team planning holds much importance. The leader of the team has a higher responsibility to manage the team. He should talk with every member of the health care team and he should take the suggestions to overcome the work challenges. He should manage the time effectively for every task. Moreover, the members of the health team should trust each other and work in collaboration so that they can benefit the community on a large scale while helping people with severe mental health problems. Every member of the team should be sincere in the work and should be humble towards the patients. The team performance should be assessed in every team meeting to improve the overall working of the team members. (Stanleigh, 2011)

Evaluate the impact of leadership styles on team

The leader of a team should be very enthusiastic and accessible. He should lead a team by developing strong organizational skills. The teamwork and the output of a team are very much depending on their leader. A leader should be very clear about the directions of his team and his goals. He should be aware of all the capabilities of his team. So that he can assign the tasks accordingly to his members. The environment should be friendly but respectful. Respect among the members of a team is very important. The team leader and the team members should develop a healthy relationship. The leader should not be so strict and should not be too lenient. A respectful relationship leads to good teamwork.

A leader should respect the suggestions of his members likewise the members of the team should respect the decisions of their leaders. When they will work together as a team, they will achieve the ultimate goal of the team. Moreover, the team leader should be fair and kind towards his team. He should not miss using his powers against his members. A leader should be completely honest and hardworking as he is leading a team and he has a major influence on his team. The good quality of a successful team leader is that he is a master in the management of work-related stress. He should be a man of strong nerves so that he can handle his team through thick and thin.

Another important quality of a team leader is self-belief and self-confidence. These are very promising factors of a successful team leader. A team leader should be wise enough and brave enough to take the difficult decisions on time for his team. All these leadership qualities majorly influence the members of a team. As the performance and behavior of the team leader would predict the performance and behaviors of his team members. Here are some leadership styles and their impact on the team members.

Guidelines are only effective in controlling practices when adopted by partners. The level of engagement in the circle in particular is selective when the partners see and change according to the guidelines. Unity is the level at which people are drawn into a circle and live to stay in a circle. People from amazingly strong circles look out for their interests, are willing to combine activities, and find satisfaction in team accomplishments. They are trying to get used to the rituals because they need to continue their relationships in the circle and they need to meet the requests for a reunion. Integrated with strong terms of use and high consistency work well (Locusassignments.com, 2019)

·         Democratic and autocratic leadership styles

The pioneer of the group should be able to present himself as righteous and often as contemptuous. From the moment a crisis arises, the master of the party must have the courage to take appropriate action immediately and must have the courage to take strong decisions. He must abide by his decisions and must defend his choice. It will create awareness of the expectations of others in the group. The authoritarian regime of opposition is pointed out directly to the pioneers in the work and when and when it should be abolished. The pioneer takes a choice in the current circumstances to make the show stand out. It's a cohesive way to drive a team because everyone depends on the director or pioneer sets. It is fully organized and the staff is responsible for the production and harvesting. An important level of control is achieved through these lines. The antinomy is small in the form of cruel treatment. It is very clear to people who are inexperienced and unable to work in a team. While vote-based style works where there is a need to allow colleagues to make their own choices about a particular job. It is more responsive that the work is done perfectly. Options that can do the job as shown in the concept. Style is divided and arranged in a relationship. There is a low level of control in the assignment under the popular style of doing something. It is only a matter of time before the representatives or colleagues are well-qualified and well-informed about the work that needs to be done. In line with this, it is important that the master of the team provided his volunteers to ensure the delivery of all work. In any of these early styles, that person needs to create specific processes that can be productive from the past. It is always absurd for fans to fulfill and imagine how an obligation will be made with the intention that a pioneer should find a way to educate and show his supporters to deal with responsibilities in a direct way to avoid mistakes and deterioration.

·         Transformational Leadership style

In this style of the initiative, a pioneer is extremely spurring and empowering. He is continually propelling his group to upgrade the profitability of the group and to meet the definitive objectives of the group. Continually settling on the correct choice on schedule and empowering and valuing his colleagues on their exhibition. Such conduct improves the self-assurance of the individuals and spurs them to work productively. The groundbreaking style of authority is liable for advancing the positive and uplifting conduct of a chief in the organization. It is viewed as that the working of representatives can be persuaded by the groundbreaking initiative. The administrators receiving groundbreaking initiative shouldn't challenge that status of their obligations however to energize their colleagues to benefit the organization and prosperity. It likewise offers the individual supporters to assume their liability for purpose of empowering them. These uplifting chiefs can be able to offer direct acknowledgment of their adherents. They have an exceptionally away from of their eloquent to the adherents. Enthusiasm and inspiration are forever their main concern to guarantee the exhibition of the division or organization. At whatever point there is a requirement for any adjustment in the organization concerning development and the altruism of the market, this system is actualized. It likewise has an excellent effect on prosperity. It is completely founded on the characteristics and estimations of the organization.

Assess the importance of accountability and trust in a team

The obligation of the construction team requires us to understand a few elements because they are more confused than we can see. There is more work to be done in terms of results, which are important, but successful pioneers see that they need a culture of commitment in their teams that provides the resources that are expected to accomplish the group's normal performance. Consideration for those who are responsible may be a major factor in the success of a successful pioneer, but it is also one of the most difficult.

Most importantly, groups - by definition - consist of people. We will not fail to remember that. What is needed is an agreement that the public will truly appreciate one commitment while at the same time (and independently) consider the group's commitment. This interesting inconsistency causes a lot of confusion as to which should be considered the most important. Mysterious guessing chemistry, at the moment, is just getting distracted to start building a bond at work. Without a commitment to the team, it is very difficult - and not fun - to accomplish your quarterly planning. Each partner should be responsible for their tasks, with the goal that the team can achieve results as it spreads through the system.

We can do this if we see where a person is doing the most important work and where cooperation is taking the most important work. For example, when there is a crisis or a problem or something that affects that, you need at least one person to start and start leading the pack. Then again, you need to think savvy to deal with the problem or change the cycle, the better teams. Effective implementation of the plan requires allowing all colleagues to adapt to the conditions they need to make decisions and be considered the consequences. Pioneers at all levels are honest in their consideration of those who are responsible and who monitor their progress.(Projectmanagementdocs.com, 2019)

Compare and contrast methods of managing conflict within a team

Introduction

At a time when society feels the word opposes it, in particular, it fights against fights, fights, or something hurtful, but when we talk about clashes over party matters it often produces as destructive. Strife is a significant genetic variation (Pruitt & Kim, 2004). Many conflicts arise from unseen beliefs or feelings, conflicting characters, and finding erroneous data. The struggle for office “left unchecked can create mistakes, reduce performance, and ultimately lose revenue”.(Bradley, et al., 2013)

When working with a social circle, it is important that you allow everyone involved to submit their suggestions. Keeping the lines of communication open is important. At a time when your beliefs or feelings may be shared by others, or discarded as small, it becomes difficult and sometimes aggressive. This can greatly affect any weather condition due to reduced performance. The expert will usually not put their best effort into the situation in this way. That can lead to extra time for finishing work.

Managing Conflict

It has been said that "the conflict within the association is inevitable, but without the struggle, there would be no thought, and therefore no progress". Small group planning enhances the general intelligence of the meeting, usually because permission to suspect and discuss the idea may support the age of thinking. Negative thoughts may be altered by other aggressors, or they may be reprimanded for easily establishing what constitutes concerted efforts to achieve.(Saylordotorg.github.io, 2019)

In any case, when people join to fill in as a group with anything over a short period, other conflicts are common and should be commonplace. Because of the certainty of conflict, having the option to see, deal with, and ultimately, is very important, because uncertain conflicts can have unwanted implications, including a decline in resolution, or an increase in revenue. Similarly, as conflicts within group situations change, so do strategies for resolving them.

Conclusion

Understanding the various forms of compromise, including how and when to use them, is extremely important. For groups, different types of disputes require different arrangements. Loosening is not a place where one size fits all. The compromise cycle includes, deciding on the source of the dispute, choosing the right course, and resolving the dispute. This paper will discuss collisions, correspondence sections, and character in the program, how they contribute and remove from the exchange, and will explore other management plans and objectives as they point to team issues.

Task 2

Report

Explain the links between the individual, team, and organizational objectives

Introduction

It is stated by Carlos in 1999 that, the connection between the individual, group, and hierarchical targets can be a concurred agreement to accomplish one shared objective inside a specific period. Goals and objectives of an organization or a team help to characterize where the organization or the team needs to go, then plan the best course to arrive at the objective, survey whether the objectives are taking the team or organization to the ultimate destination, and to help with recognizing when the team or organization has shown up at its objective or destination. There is always a link between the objectives of an individual, team, and the organization, and it should be a contract on which all the members and leaders of a team and organization should be agreed. So that they can accomplish a common objective inside a particular timeframe so that they can get maximum output. Clear destinations ought to guarantee that the entire group is pulling a similar goal and way, all of them contain a similar vision and a pledge to accomplishing that goal or objective. It includes observing and assessing crafted by a group and its individuals and giving input to them on their presentation. Taking about the Assertive Outreach Mental Health Team, it is essential for the team members and for every individual of the team and organization to stick to their common goals and objectives so that all these group members can give their maximum output while being honest and stick to their work. By having such attitudes, the team members can play an active role in achieving g all the objectives of the team on time. This will make the team successful. It will benefit the whole team members and the clients seeking help through these team members. Every individual, members of a team, and the members of an organization who are having a common objective should be pledged to work together to get to their destination. Employee engagement and organizational behavior are well linked with each other to achieve the best goals for the Assertive Outreach Mental Health Team (UKEssay.com, 2017)

The factors which influence planning in the team

Assertive Outreach Mental Health Team Organization creates vital strategic plans to achieve their goals and objectives. They cautiously make a dream and plan for their future goals and then develop the techniques to achieve their goals. The pre-planning is the key to achieve the objectives of a team or organization on time. However, many neglect to understand their vision and neglect to convey normal key outcomes. Sadly, many team leaders cannot pinpoint the explanations behind this problem. So, they rehash the essential arranging cycle, again and again, continually trusting that the following vital arranging meeting will bring better outcomes. 5 basic factors will guarantee that your essential plans and objectives are effectively actualized.

·         Engagement

Key Planning about the strategies of the Assertive Outreach Mental Health Team Organization team is a cycle, not just an event or occasion. It requires a lot of input and effort. A vital component in the process to develop strategic plans is the commitment of all the team members. The commitment of team members produces extra info and causes them to fabricate their obligation to the end plan. It is fundamental to include all the team workers in the arranging of the system, in the management of tasks, and the development of strategies for forwarding planning.

·         Communication

Bottom-up and top-down communication are very essential in forwarding planning. It motivates the Assertive Outreach Mental Health Team Organizationteams to communicate will all members of the team. The team leader should be humble towards the team members. So that team members can share their problems with the leader. It also helps to take suggestions from the team members and set the rules and the strategies according to mutual planning. This will improve the overall performance of the team.

·         Innovation

Innovative ideas and innovative strategies are very important to develop planning for team objectives. Every member of the Assertive Outreach Mental Health Team Organization team should come up with new and creative ideas to improve the strategies of the team and to achieve the objective of the team.

·         Management

Management is the key to achieve the goals and objectives of the team. If the team leader is capable enough to manage the time, deadlines, and work stress then he can manage his team to work productively. Create an outline of the plan of your team. Then assign the duties to the team members according to their capabilities, set clear deadlines for the plan, and keep a check on the performance of team members.

·         Organizational Culture

The culture of a team or an organization holds much importance in strategic planning and in achieving common team goals and objectives. Values, attitudes, beliefs, work environment, and the behaviors and the relations of team members come under the category of organizational culture. Always keep a good working relationship with your team members. By this, the members will enjoy their work and will work with more enthusiasm. Senior team members should respect and acknowledge the junior team members. A trustworthy relationship should be developed between the team leader and the team members so that they can communicate with each other easily and can discuss any work-related problem of the Assertive Outreach Mental Health Team Organization. (knowledgehut.com, 2020)

Explain how to identify areas of individual and team responsibility in achieving objectives:
To designate work and concede to targets, Assertive Outreach Mental Health Team Organization team leaders need to guarantee that the assigned work is predictable and in congruence to the objectives and goals, strategies, and estimations of the team. Team leaders ought to guarantee goals are organized and they should give learning occasions to meet objectives of self-improvement. The leaders need to impart and be responsive to remarks and need to give counsel and direction to guarantee that the ultimate goals and objectives of the team will be met. Within the Assertive Outreach Mental Health Team, the team leaders always share the objectives and the work plans with the team members and when everybody agrees to those plans and objectives then these objectives are approved, and starts working to get those objectives of the team. Every member of the team such as nurses, health care assistants, etc. strictly follows the instructions of the leader and the policies of the team. The members always stick to the plans and play their part in achieving the objectives of the team. The team leaders call a meeting in which all the members are present and then choose, with the help of other team members, that how to distribute the work assignments and obligations. This includes ensuring distribution utilizes colleagues' capacities and gives them the occasions so that they can learn and build a capable personality so that they can be successful in their particular work fields. The team leader is very conscious and he is always well aware of the performance of his team members. He meets with every member of the group, tries to assess their personalities and capabilities, and then decides to assign the work to the particular members.

Explain how to identify and agree on aims and objectives promote a shared vision within your team

At the point when Assertive Outreach Mental Health Team Organization team leaders realize that shared heading and qualities drive group choices, they are all the readier to relinquish control and let colleagues accept accountability. Imagination thrives because there is more space for self-governance inside the wide rules that a shared vision gives. Many factors can help a team member or the team leader to promote a shared vision within a team. To identify and to agree to the objectives to promote a vision in your team you need to establish a mission first. Then you need the vision to share with your team members. Then define your values to your team members and clarify any confusion related to vision by asking questions with your members. Outline the main objectives of your vision. So that no member would get confused about the vision. If every member of your team agrees and promotes your vision, then approve it and move to the next step to reach your goal. The purpose of a shared vision is to get a common goal of the team and an agreed vision on which every team worker is willing to work. (UKEssays.com, 2016)

Explain how you monitor progress in achieving team objectives

The more extensive the scope of strategies the Assertive Outreach Mental Health Team Organization team leader utilizes, the more compelling the checking will be on the behaviors and performance of the team members. By utilizing a scope of techniques, they will pick up a more adjusted perspective on the staff part's exhibition and performance. Then the team leaders will be able to give their team members constructive feedback. In Assertive Outreach Mental Health Team, 1^st of all decisions and distribute the work objectives within the team. Always measure the work output and the quantity of work done by the team members on daily basis. Call the team meetings and talk to team members every day to get the report of the whole day's progress. And always establish clear deadlines for the objectives of your team. Establish short term goals as well as long term goals to achieve the main objective of the team. One of the best ways to monitor the progress in achieving the team objectives is to monitor the work of team members and employees. Team leaders should personally visit team members and assess their work. The team members and employees should also use self-monitoring tools. This will help these members to have a check and balance on their work. It will give them the reality check of their performances at work. The team leader has to review the work progress of his team every day. So that he can have a track of progress in achieving team objectives. The team leader should give feedbacks on daily basis to the team members so that members can have a reality check. The team members should frequently ask their team members if they need any help because with team cooperation a team can progress to achieve their objectives.

Provide evidence of feedback given when underperformance is identified

Feedback is considered to just like a conversation between 2 or more individuals that uncovers how someone else sees another person's working performance. There is negative feedback and positive feedback. The Assertive Outreach Mental Health Team Organization team leader chooses to give feedback to each member by completely evaluating his engagement and performance. People get motivated by positive feedback. It gets them a sense of achievement and self-belief. But negative feedback is also important to get the best performance from a team worker. The feedback is essential for the evaluations of behaviors of the workers and it is essential to recommend how accurately to make a move better. This is a very significant job that should be done by the team leader of a team. The main purpose of giving constructive feedback is to guarantee that all the team members are happy with their goals and performance. (Projectmanagementdocs.com, 2019).

Conclusion

Summing up all the points we can say that when underperformance is identified, then the importance of feedback even increases more. Because the must be a valid reason behind the poor performance of the team. Again, it is the responsibility of the team leader to identify the main cause of the underperformance by his team. In this condition, the constructive feedback from the whole members of the team will help the team leader to better identify the cause of underperformance. Because, if the cause will not be identified or if the leader and the team member will overlook the underperformance of the team, it will cause many difficulties to achieve the ultimate goal of the team. For example, in the Assertive Outreach Mental Health Team, the underperformance will cause a huge problem. It will disturb the clients which are under observation of the team members and nurses. So, team leaders should give feedback about the performance of every member of the team so that all the members can work together to improve the performance of the team.

The personality and behaviors of every team member should be observed by the leader. The relationship of team members with each other and with the clients under therapy should be evaluated. So that the cause of the underperformance of the team should be identified quickly. Feedback will be the most important part in identifying the cause of the underperformance.  The performance of the company can be identified by the statistics. In this way, the leadership styles of the company are of great importance because every follower must lead the guidance and orders to their respective leader. There are also different analyses including PESTLE and SWOT that can define the gains and losses of any companions and losses of Assertive Outreach Mental Health Team Organization.

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