Challenges of Inter-Professional and Inter-Agency
The growth of a person highly depends on the ways in which they are able to relater with other people. The relationships that people may have with other people gives them the idea on how they are able to relate to others and also how they are able to react as based on the expectations of these people. Moreover, the social reactions and ideas that they may get are mostly based on the decisions that they make, especially based on the environment that have helped shape them and their perspectives.
In trying to improve and develop the inter-relationships of the people to expect social justice and equality within the public, there is also the need to establish and develop relationships with other agencies. Inter-professional and inter-agency allows for wider subjects and also some degree of freedom in the people’s movement. As such, more people are more likely to be helped. Moreover, information that otherwise may be slower to get to the specific organization may become easier to retrieve and also be more widespread. Of course, this is not to say that such relationships will also have their drawbacks, such as the difficulties in disseminating information and also the lags that may occur in actions.
In establishing change—or at least development—organizations are finding the need to ensure the relationship with other agencies in an effort to distribute responsibilities. There are several problems that organizations have to handle with regards to ensuring these relationships, as was mentioned earlier. One of the advantages of having inter-professional and inter-agency relationship is establishing a wider communication span among the members and therefore distributing the workload. This allows for quicker time span to finish a particular project. Specialization is also a possible effect of the inter-development as, with the distribution of jobs, the acts that the people are required to do become more specified, thus affecting the nature of the people’s ability to do the specified work description. Specialization of the workload also allows for improvements within the details of the methods that they use and as such also consequently improve the products and the outcomes.
With regards to specialization, inter-agency also allows for the determination of which job descriptions to be done, giving a shorter time for the project to finish. Thus idea also allows for better ways to track some problems as with the specializations of the job descriptions, a definite problem may then be addressed immediately to the proper department; mistakes may then be easier to correct and also quicker to change.
However, while there are some advantages to such turns of the organizations, there are also some problems that may need to be addressed with the use of the inter-agency and inter-professionalism, one of which is a common problem in almost every relationship that occurs which is the possible clashes of ideas. It has to be emphasized that the path to success is not singular and that the more involved, the more varied the ideas may be that there may be some problems on the effectiveness of the agency and also with the professional work that the organizations have already chosen. In some sense, this may result to a domino effect wherein clashes with ideas may lessen the productivity of the workers and may also affect the decision-making of those involved especially with the rejection of their own ideas.
Moreover, there is also the possibility of personal clashes between the workers themselves and the heightening of the complaints within the organization itself may occur. Any problem that the organization may encounter, however, will also affect the rate of productivity of the workers as well as the overall outcome of the services. While this may be solved with some effecting human resource management as well as clearer assessment of the job descriptions, there is nevertheless the need to exert some caution when it comes to dealing with people who come from different environments. The premise of the differences of their views already involves deeper assessments that should be done on the quality of the inter-relationships that the organization has with other members.
One of the challenges that inter-agency and inter-professional organizations may find also involves the time frame in which they may succeed and the level of care that the members of the organizations have with the finished product. These two concerns are related as, while it may be easier to track mistakes due to specialization, there is also the possibility that once the project has already gone out of the hands of a specific part of the organization they will not anymore care for the effects as the mistakes may not be part of their department; this may lead to some problems regarding again the relationships of the people within the department and how they believe they are responsible to a specific part of the production of the services and also within the treatments of the organization regarding their mistakes. It is thus up to the company to ensure that they can work on encouraging their workers and also attempt to help them in caring for the services that the organizations themselves offer to the people. In doing so, leadership and management need to be established to help the workers within the project adjust to their workloads and also with their ideas accordingly with each other and thus be able to produce the necessary results.
Relationships of organizations mostly depend of the abilities of the employees and also the ideas that they, as part of separate agencies, may develop over time. In establishing inter-professional and inter-agency relationships, the outcomes that the organizations and the projects may produce may improve, but there is also the need to emphasize on the need for human resource management as well as specific goals that need to be followed in order to guarantee the outcome of success for the project.
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