Provide A Safe And Secure Dental

Introduction .

Performance management in dental practice is crucial for managing high skill, knowledge, clear perception as well as understanding of dental staffs in terms of giving flawless performance in professional field. The essay is going to identify the expectations that are associated with performance of dental staffs in dental practice. In addition to this the essay will explain that importance of conducting CPD (continuing professional development) in the dental practice. The essay will also discuss the ways through which a dental practice manager can conduct the appraisal and feedback process in workplace in terms of maintaining the continuous performance development of staffs.

Explaining expectation of performance:

In an organisation the prime expectation to an employee is the high-quality performance that shows that the employees have understood the job criteria and the organisational goals. In dental practices the practice manager expect the that all dental staffs that are in the team of dental practitioners would have proper professional standard as well as skills in terms of meeting the organisational objectives such as improving relationship with clients provide high quality care and treatment process, make strong communication with patients as well as family members and respect the values as well as dignity of dental staffs. As mentioned by Kumar et al. (2016), practice managers a in a dental client has to deal with several functions in terms of preparation dental staffs to the organisational expectation. In this context, the prime duty of a dental practitioners is set individual goals ad criteria for each staff which will assist them to understand their individual work process and duties. Then the dental practitioners need to focus on discussing common goals of organisation on which the dental staffs need to work. As mentioned by Chandrashekhar and Bommangoudar (2018), if job objectives are clear to staffs, they can set proper strategies in meeting the expectations that are associated with their work. In dental study, the practice managers need to make proper review of skills and knowledge of staffs which will assist managers to understand that where the staffs are able to meet these expectations or not. If eth staffs do nit have the professional skills as well as efficiency that is required to meet the expectations of their organisation, the practice manager discuss the process of improving the skills and knowledge. In this context Tarkowska et al. (2017) argued that the practice managers in dental study needs to be clear about what are the expectation of organisation from dental staffs, rather than only focusing on setting some random expectation out of which many of expectation may not be relevant to the organisational goals. In this context, while setting expectation to the dental staffs, practice managers need to first evaluate the standard, need and organisational principles of workplace and then set the clear expectation to the staffs. There are many organisational aspects of the dental study that are associated with the ability of dental staffs to meet the expectation of organisation regarding their performance such as structure of organisation, setting of motivating objectives and discussing clear roles of each dental staff. While it comes to expect the higher performance level from the dental staffs, it is important for the dental practitioner to discuss the entire organisation structure to each staff in terms of making them aware about the individual duties, limitations and boundaries for each of them. As mentioned by Crystal et al. (2017), staffs can meet the expectation regarding their performance only if they understand the importance of duties in each hierarchical structure the dental practice manager needs to discuss the overall structure of organisation in in front of the dental staffs to make them aware about the job responsibilities on individual staffs , their obligations, their professional rights and limitation. In the context Nishimura et al. (2017) argued that, performance management is associated with the structure of organisation, it is not necessary for dental staff to meet the expectation of their performance, rather the staffs need to aware about organisational rule and regulation in meeting the expectation. In the dental practice the practitioners need to discuss the not only the organisational structure but also the expectation of performance standard with these hierarchy, staffs can understand thaw hay kind of performance level in expected by organisation from them. Another most important factors that is associated with expectation off performance is roles of each staffs. As mentioned by Basudan et al. (2017), dental practice manager needs to clarify the duties of each staffs so that they can understand their responsibilities, work limitation and work rights. In dental practices, the practice manager will provide the softcopy of document in which there will be mentioned about the job description for each staff, If the dental staffs have clarity in understating their roles and responsibilities, they can se effective strategy that will assist them to meet the expectation regarding their performance. The other important facto associated with meeting expectation of performance by the dental staffs is setting motivational objectives (Santamaria et al. 2017). In this study the dental practice manager needs to set clear, fair and challenging objectives that can motivate the staffs to meet these objectives. In this context the practice manager will monitor the overall performance of staffs and set new challenges based on their abilities which will motivate them to meet each challenge and achieve this. Therefore, from the above-mentioned discussion, it can be stated that organisational expectation regarding performance standard of staffs is associated with different factor as roles, motivating goals and organisational structure. Therefore, practice mange will ensure that the dental staff will understand their role, the structure of organisational and the organisational objectives that will assist them to set relevant work strategies in term of providing high quality performance that is expected from them. .

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Explaining requirement of CPD for dental staffs;

In dental practice, the CPD (Continuing professional development) is obligatory as well as crucial process for all dental staffs such as dentists, nurse and hygienists, in which they can shape their professional skills as well as practical knowledge throughout the service life. As mentioned by Fontana et al. (2016), CPD is associated with improving the overall performance level of each dental staff in terms of assisting them to provide the better as well as high quality service delivery to patients. In the dental practice, CPD is a regular process in dental practice, in which dental staffs who are registered with the GDC (General Dental Council) are involved in daily basis (Klotz et al. 2019). The CPD is associated with several important activities such as attending lectures, professional courses, seminar, carrying out individual assessment and self-assessment program. In this study the practice manager is involved in keeping record of staffs joining CPD activates in order to shape her skills and knowledge, in addition to this, practice manager is also associated with conducting the self-assessment program for dental staffs that will assist staffs to develop their professional standard and ability to meet organisational expectation. Based on principles set by the GDC, there are some CPD activities that the registered dental staffs need to perform. The activities are attending lectures and courses, attending educational and professional training, appraisal and review of performance, reading journal and articles on regular basis, performance e-learning activities and attending official conferences. As stated by Jones et al. (2017), the GDC has made it obligatory for all registered dental staffs ta they need to comply with the standard ad cods of prates in dental field. In this study the practice mange needs to check that where all dental staffs prioritise the professional standard and ethical values of the dental practice while performing their functions. The practice manager also ensure that they registered dental staffs meet all the CPD requirement in terms of working in accordance with the organisational standard. The GDC has mentioned three different roles that are associated with the CPD, that need to be maintained as well as implemented in the work by registered dental staff, the three activities are setting concise educational objectives, conducting proper quality intro in the workplace and anticipate clear outcomes of the strategies taken by the head dentist,. In this context, the practice manages need to focus on the fact that whether all the registered staffs focus on putting their best effort to meet their objectives in terms of assuring the quality of their performance standard. .

Explaining process of carrying out appraisal and Feedback:

Performance appraisal is the process in which staffs can discuss their professional development and performance standard in achieving organisational goals. In this study, the dental practice manager will conduct appraisal programme in with the manager can discuss as well as analyse the overall performance statfarad, professional skills and competence of staffs. Here the practices manager will conduct 3600 appraisal process in which al hierarchical staffs are associated with interacting and sharing their values and decision regarding understanding the weakness and strength. As attend by Chandrashekhar and Bommangoudar (2018), in managing performance of staffs in workplace, 3600 appraisal method is highly appropriate in which managers and subordinate staffs can interact with each other regarding official matter. Here in the study, the practice manager will use 3600 appraisal methods in conducting the perfect appraisal plan, in which practice manager and dental staffs such as nurse, dentists and hygienists will determine common goals of organisation and set proper planning to meet the goals. As mentioned by Kumar et al. (2016), performance appraisal is one of the most importance process in any organisation which assist the company to enhance et professional ability of workforces in terms of meeting the organisational goals and enhance the productivity the practice manager can make proper performance management as well as organisational development through conducting the appraisal feedback process, in which the manager can allow staffs to share their job related issues that they face during work. As stated by Tarkowska et al. (2017), the overall appraisal process in the dental field is associated with setting effective as well as relevant long terms goals that will assist dental practice manager to enhance the competence and integrity of entire workforces to achieve the target. Before conducting any appraisal program, the practice manager needs to be clear about the aim and objectives that are associated with the dental profession. In addition to the the practice manager needs be trained through the CIPD (Chartered Institute of Personnel and Development). The main aims associated with the appraisal plan is to allow staffs determining their own strength and weakness that assist can help them to set proper strategies for professional development. In addition to this, through conducting appraisal and feedback process, the practice manager will be able to take valuable opinion of all dental staffs about ho to enhance the productivity of their organisation, as argued by (), the 3600 appraisal process is not only associated within including staffs and manager of an organisation rather it involves inclusion of customers as well as clients of the organisation in order to share their opinion with staffs about their experience of service delivered by the organisation. In this context the practice manager can also include patient and client in term of using their suggestion and advise for betterment of service delivery process of the dental care unit.

Process of documenting staff’s performance:

The entire performance of each staff needs to be documented in systematic manner by the managers who will assist manager to use the document in future for assessing the overall graph of performance enhancement. In thus study, the practice manager will use systematic process of documenting important information related to staffs performance such as the preference hours, performance grade, professional as well as personal skill of each dental staff, the practical knowledge of each staff regarding dental surgery and statistical graph of enhancement of productivity of each staff in each year. Here the practice manager will use PDP (personal development plan form, in which the manager will note entire personal skills that a staff has and rate the skill, as per the ability of staff to implement the skill into practice in effective manner. As argued by Crystal et al. (2017), PDP is sometimes irrelevant with the overall goals and objectives of dental organisation, in which the practice manager needs to use the professional development form, in which they can rate the professional skill of each staff that will assist the practice manager to enhance the overall productivity of organisation. While documenting staff’s performance the practice manager will use official inventories and software in which the softcopy of annual performance of each staff will be recorded and stored with using proper password (Basudan et al. 2017). Under Data Protection Act 1998. Practice manager will ensure that all the information regarding performance and professional skill of staffs will be protected from any unauthorised access. .

Conclusion :

From the overall discussion it can be concluded that, performance management is one of the most important process in the organisational that is associated with developing skills as well as competence of each staff. The overall discussion also concludes the practice manager of a dental organisation needs to focus on conducting proper performance management of staff by using the performance appraisal form, CPD (continuing performance development) and 3600 appraisal method.

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Reference:

Basudan, S., Binanzan, N. and Alhassan, A., 2017. Depression, anxiety and stress in dental students. International journal of medical education, 8, p.179. Chandrashekhar, S. and Bommangoudar, J.S., 2018. Management of autistic patients in dental office: a clinical update. International journal of clinical pediatric dentistry, 11(3), p.219. Crystal, Y.O., Marghalani, A.A., Ureles, S.D., Wright, J.T., Sulyanto, R., Divaris, K., Fontana, M. and Graham, L., 2017. Use of silver diamine fluoride for dental caries management in children and adolescents, including those with special health care needs. Pediatric dentistry, 39(5), pp.135E-145E. Fontana, M., Guzmán-Armstrong, S., Schenkel, A.B., Allen, K.L., Featherstone, J., Goolsby, S., Kanjirath, P., Kolker, J., Martignon, S., Pitts, N. and Schulte, A., 2016. Development of a core curriculum framework in cariology for US dental schools. Journal of Dental Education, 80(6), pp.705-720. Friedlander, L.T., Meldrum, A.M. and Lyons, K., 2019. Curriculum development in final year dentistry to enhance competency and professionalism for contemporary general dental practice. European Journal of Dental Education, 23(4), pp.498-506. Jones, J.A., Snyder, J.J., Gesko, D.S. and Helgeson, M.J., 2017. Integrated medical-dental delivery systems: models in a changing environment and their implications for dental education. Journal of dental education, 81(9), pp.eS21-eS29. Klotz, A.L., Ott, L., Krisam, J., Schmitz, S., Seyidaliyeva, A., Rammelsberg, P. and Zenthöfer, A., 2019. Short-term performance of implant-supported restorations fitted in general dental practice: A retrospective study. International Journal of Oral & Maxillofacial Implants, 34(5). Kumar, A., Puranik, M.P. and Sowmya, K.R., 2016. Association between dental students’ emotional intelligence and academic performance: A study at six dental colleges in India. Journal of Dental Education, 80(5), pp.526-532. Kumar, A., Puranik, M.P. and Sowmya, K.R., 2016. Association between dental students’ emotional intelligence and academic performance: A study at six dental colleges in India. Journal of Dental Education, 80(5), pp.526-532. Levy, P.E., Tseng, S.T., Rosen, C.C. and Lueke, S.B., 2017. Performance management: A marriage between practice and science–Just say “I do”. In Research in personnel and human resources management. Emerald Publishing Limited. Nishimura, R.A., Otto, C.M., Bonow, R.O., Carabello, B.A., Erwin, J.P., Fleisher, L.A., Jneid, H., Mack, M.J., McLeod, C.J., O’Gara, P.T. and Rigolin, V.H., 2017. 2017 AHA/ACC focused update of the 2014 AHA/ACC guideline for the management of patients with valvular heart disease: a report of the American College of Cardiology/American Heart Association Task Force on Clinical Practice Guidelines. Journal of the American College of Cardiology, 70(2), pp.252-289. Santamaria, R.M., Innes, N.P.T., Machiulskiene, V., Schmoeckel, J., Alkilzy, M. and Splieth, C.H., 2017. Alternative caries management options for primary molars: 2.5-year outcomes of a randomised clinical trial. Caries research, 51(6), pp.605-614. Snyman, L., van der Berg-Cloete, S.Ε. and White, J.G., 2016. The perceptions of South African dentists on strategic management to ensure a viable dental practice. South African Dental Journal, 71(1), pp.12-18. Tarkowska, A., Katzer, L. and Ahlers, M.O., 2017. Assessment of masticatory performance by means of a color-changeable chewing gum. Journal of prosthodontic research, 61(1), pp.9-19.

Appendices:

Appendix 1: Personal development plan form:

Personal development plan form Personal development plan form Appendix 2: Staff performance appraisal form: Personal development plan form Personal development plan form
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