Self-help application in business and healthcare
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Self-help application in business and healthcare

Adreanne Fessler

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eBook - ePub

Self-help application in business and healthcare

Adreanne Fessler

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About This Book

The book presents the concept of Self-Help.It deals with how we tried to improve ourselves physically, morally, physically, and the likes.

Interested in getting to know each other better and enhancing their emotional intelligence has multiplied exponentially. And as a direct consequence, a new professional sector has emerged with force: that of self-help.

Due to the widespread unrest, it has become fashionable and has established itself as a very lucrative business. There are more and more media spaces - like this one you are reading - to cover these new needs and emerging motivations.

And in commercial bookstores, this section already occupies a significant part. In fact, "experts" on the subject are appearing everywhere. Today, everyone knows what coaching is, although very few know exactly what it is for.

But what is self-help? Why will it always have such a negative connotation? In the course of the most recent decade, the number of individuals, the number of individuals.

Firstly, it should be noted that self-help is the concept that is used to label any psychological, spiritual, or esoteric initiative alternative to conventional therapy and traditional religion. And that is already reason to win some enemies. Especially since it can steal part of the clientele, it is popularly ridiculed as a "pseudoscience" full of "charlatans" and "smoke sellers, " without official titles that prove their Competence and professionalism.

Regardless of our opinion about it, self-help is a psychological movement loaded with good intentions.

However, it harbor's a contradiction in itself. ''Self-help means 'to help yourself.' While others can listen to us, support us, and share what they have learned, no one can solve our existential problems and conflicts. Each of us is called to go our own way.

We as a whole should be better at something since that will give us a more critical sentiment of achievement and individual fulfillment, from waiting to be an unrivaled father or mother, to be a predominant assistant, to perform better in your work, to be more beneficial and to have more vitality for you, until being better in some game or some intrigue.

Self-help includes activities to raise awareness and identity, develop talents and potentials, build human capital, create conditions for employment, improve quality of life, and contribute to the realization of dreams and aspirations. Personal growth takes place throughout someone's life.

Not restricted to assist, the thought involves formal and informal activities for developing others in roles like teacher, guide, counselor, manager, or mentor.

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Information

Year
2020
ISBN
9781087909547
Edition
1

Leadership development

A pragmatic definition is: Management development is all targeted measures that increase the effectiveness of managers.
The goal is to increase the effectiveness of managers in the abstract sense. To this end, companies individually build up the skills of their managers. Changeable leadership skills are:
  • Ability to apply direct (e.g., praise and recognition) and indirect (e.g., motivating work design) management tools
  • the ability to organize and structure social awareness (e.g., being able to observe, understand the needs of others)
  • communicative skills (e.g., listening, asking questions and being able to provide feedback)
  • situational sense of which leadership behavior makes sense in which situation
  • understanding how teams work and how effective teams are built and managed
  • basic knowledge of how motivation works and how it can be used in practice
Organizations and managers should use these key levers when developing leadership skills. And managers should have an impact above all on their employees. When emerging managers, companies ultimately also think of goals such as:
  • better and faster decisions
  • successful leadership of teams
  • Dealing with diversity
  • Developing the power of workers to act
  • motivated, happy and committed workers
  • proper design of work assignments
It should not be forgotten that companies with offers for development also want to bind and motivate their managers themselves.
The next section shows why leadership development is becoming increasingly important.

Why is leadership development significant?

Management development is critical to many companies. Every year companies spend billions on executive development.
The effort is justified because of the demands on managers, and thus on management development is increasing. This has the following reasons:
The trend towards teamwork and independent, competent employees complex work tasks and freelancers through knowledge society and automation greater focus on employee retention due to the shortage of specific talent the increasing diversity of employees (age, culture, values)
Competitors who motivate and lead their employees more effectively with new approaches

MANAGEMENT DEVELOPMENT: CONCEPT AND PROCEDURE

Management development programs are aimed at current and future managers. It's about making leadership more effective in current positions and preparing people for new challenges. The following concept has proven itself:
  • Diagnosis and testing of leadership skills in individual managers (there is a separate chapter on testing leadership skills)
  • Analysis of the individual managers (this can be done in the context of feedback, management audits or leadership assessments)
  • Managers choose development areas (they should be allowed to accept themselves; they often reject externally determined goals)
  • Definition of specific development goals for the individual managers (you can accompany and support the process, for example with coaching, but the managers should set particular goals themselves)
  • Provision of supporting infrastructure (this includes particular feedback in everyday work and offers for collegial exchange, mentoring, coaching, training, etc.)
  • Targeted use of methods, measures, and instruments (the word target-oriented is crucial here)
  • Monitoring the development (e.g., with annual 360-degree feedback)
The success factor here is the individual approach. The watering can, on the other hand, which pours the same measures overall executives, is of little use and therefore costs a lot compared to the effect since actions are ineffective.

Management development: methods, measures, and instruments

The diagnosis is followed by development. Some companies are very structured here with trainee programs, regular management feedback, offers for coaching and mentoring, and their trainers and academies.
This figure shows what basic methods these management development measures end up using. Other organizations, more or less, leave the topic to their departments and managers themselves.
It is important to recognize here that the manager himself is primarily responsible for developing himself. The environment can and should this development promote and support, mainly responsible but the individual executives.

EFFECTS, FUNCTIONS, AND SERVICES OF SELF-HELP IN THE HEALTH SECTOR

Self-help in the professional care system
In recent years self-help has grown into an important "pillar" in the health care system. It makes a significant independent contribution to maintaining health and solving problems, especially for the chronically ill and disabled, but also for people with psychosocial problems.
Even if self-help has not yet been systematically anchored in the German healthcare system, it has differentiated itself widely in its design and range of services and arrays from the psychosocial exchange in the group to advice and information offers to medically oriented services and political lobbying.
Self-help groups achieve effects in the area of health care by supplementing the professional care system, emphasizing the personal responsibility and participation of those affected, and, as a critical mass, dealing with any deficiencies in professional medical care.
In addition to expert advice and information, they enrich the care landscape with a psychological component that no doctor and no facility for inpatient and outpatient care can offer to this extent and of this quality.
Understanding and supporting others, the feeling of not being alone, and being able to exchange individual problems in dealing with those who are equally affected are valuable resources for maintaining health and solving problems.
According to a recent study, the most critical contribution that self-help makes to medical and psychosocial care is offering information on almost every medical and psychosocial topic based on experience in a highly differentiated system.
The unique quality of the care services provided by self-help lies in the conveyance of experience-based knowledge and specialist knowledge about treatment options, medication, and the latest scientific findings for a specific thematic segment.
Self-help groups influence psychosocial well-being and health and have a health-promoting effect.
The use and development of human resources that enable an appropriate way of dealing with the disease lead to a reduction in the individual burdens and risks and can, in the medium to long term, counteract the recurrence of an illness event (secondary prevention) and prevent the illness from worsening (Tertiary prevention).
In particular, social and psychosocial self-help groups also work in the primary preventive area. In that life, events that cause illness such as Unemployment, loneliness, and loss experiences are dealt with at an early stage in self-help groups. Thus, somatization of such originally psychological stress is counteracted.

Health Promotion and Salutogenesis

According to the Ottawa Charter of the WHO (World Health Organization 1987), health promotion should give people a higher degree of self-determination so that they are empowered to improve their health.
Self-help groups play a unique role in our medical care system, which is still curative: they offer a stable social environment, enable recognition and help for those involved and thus develop health-promoting resources.
The focus is on the (sick) person as a whole, with his needs, feelings, fears, experiences, and empirical knowledge. Group-oriented self-help can, therefore, be viewed as a form of health promotion.
Antonov sky (1979) developed the concept of Salutogenesis from the criticism of the primarily biomedical disease and prevention model.
He gave priority to the question of why people stay healthy over the subject of the causes of illness and dealing with the conditions of health and those factors that protect and maintain health.
The conviction that one's own life is meaningful and can be managed was emphasized as necessary.
It is not a matter that people experience their world as useful and shapes able, especially in severe illnesses and permanent disabilities.
The work of self-help groups relies heavily on such a salutogenic perspective. The groups form a social framework in which individual skills are developed to be able to deal constructively with an ...

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