Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
If manager does not hear you, or nothing come in action to eliminate unsafe practice, then you have all the way right to complain to the social service, CQC, health and safety commission and department of health. Cii Describe what a social care worker must do if unsafe practice is reported but nothing is done to ensure it is corrected If unsafe practice has been reported but nothing has been done to ensure it is corrected a social care worker has a duty of care & so must report their concerns to: the next level of management, the Care Quality Commission, the Safeguarding Team at the local Social Services department or the General Social Care Council, & write a confidential report detailing all relevant information. Ciii Describe three factors that may make individuals more vulnerable to abuse than others 1. Individuals with poor communication – may not be able to hear, may not be able to speak, may have trouble getting their point across and finding the right words to say, could become frustrating not being able to communicate effectively, may feel as though they’re not being listened to 2.someone not being able to fed themselves and a carer not providing adequate food and not providing assistance with eating food. 3 not providing support with personal care and and ensuring they are adequately dressed.
Treadway Tire Case: In the Multimedia presentation in Segment 4 Ashley Wall and John are having a discussion over what might be ways of resolving the conflicts within the company structure so that the turnover rate can be alleviated among the foreman and job dissatisfaction can be minimized. Ashley Wall seems to be on track to correcting the problems at hand. Ashley has given all of the material a lot of thought and she seems to demonstrate great leadership skills. It is obvious Ashley is critically thinking about all of the ideas and the problems that have been taking place. One key area to look at is how Ashley mentions all of the mistakes the company has made.
There was a need to try and cure people with disabilities. This model focuses more on the negative attributes of people with disabilities, it highlights that there is a need for care, that people struggle to go out and other things which suggest that disabilities are problems. People with disabilities are left with very little control over their lives according to this approach. All decisions about education, housing and employment etc… were taken out of their hands and decisions were made for them. This invariably meant that people with disabilities were mainly shut away in institutions with no real need for society to change at all.
This unusual self-help book about surviving grief offers the reader comfort and inspiration. Each of us will face some loss, sorrow and disappointment in our lives, and The Courage to Grieve provides the specific help we need to enable us to face our grief fully and to recover and grow from the experience. Although the book emphasizes the response to the death of a loved one, The Courage to Grieve can help with every kind of loss and grief. Judy Tatelbaum gives us a fresh look at understanding grief, showing us that grief is a natural, inevitable human experience, including all the unexpected, intense and uncomfortable emotions like sorrow, guilt, loneliness, resentment, confusion, or even the temporary loss of the will to live. The emphasis is to clarify and offer help, and the tone is spiritual, optimistic, creative and easy to understand.
How might these three employees’ characteristics affect the performance of the organization? In my opinion it seems to me that the most common concern is the personality trait. All three of the employees have different personality traits; this will require a different means of communication from a manager. To look a bit deep, a manger must know his people and their capabilities, for instance placing people in the right job makes all the difference in the world and can greatly affect the organization performance in a positive or a negative way. For a better example, let look at employee number one from our employee questionnaire, in the case of Dontae, he has a introvert personality with strong individual skills in supply procurement.
Right for key people to be protected so that work is done effectively. (Incorrect) No one has a right to be protected in the workplace. In the name of transparency, people have tasks to accomplish. Each person is responsible for managing his or her own time to assure that the work is done effectively. Right to have the criteria for credibility met by authors of
Introduction François de la Rochefoucauld stated, “the only thing constant is change.” Change can be very difficult within an organization, and our personal lives. When leadership commits to a change, the message must be that the change is not an option. But the message that often comes across is “We’d like you to change, we’re asking you to change, we implore you to change, please change…” Whenever people have the option not to change, they won’t. Change should be implemented utilizing strategies that allow employees to embrace it. Organizations tend to fail miserably because they downplay or ignore the human pain of change.
Millan (2012) points out many business failures are a direct result of utilizing the same mindset for problem solving that was used to create the problem. In order for problem resolution to occur, the underlying issue must be exposed, accountability procured, and new measures instituted to correct the situation. Failure to accept accountability ultimately leads to failure in problem resolution (Millan, 2012). The next method for embodying emotional intelligence is to alter the workplace mindset (Millan, 2012). The author asserts changing the mindset is important because businesses often operate under the guise of fear; meaning the fear of losing a job, fear of not meeting a deadline, or fear of delivering substandard work.
During my research I have concluded the foundation of a good organization is regular and complete communication. Without it, confusion could easily arise, which leads to conflict and reduced productivity. My current work performance is clearly based on my resistance to change. My resistance was a direct result of feeling that my organization did not care about me or my input. After taking this course and getting a better understanding on how organizations function I can now make an informed decision