Through this process it should provide automatic evidence for the rigor of external evaluation of the partners outlined above. “the core principles of good assessment and quality assurance ……… underpinning both effective learning and the demonstration of competence” ( p xiii Foreword Rob Wye – Chief Executive Learning and Skills Improvement Service). Effective internal verification is an on-going process. It allows good practice to be shared, and can help identify problems at an early stage. Internal Quality Assurance upholds the credibility of any assessment or qualification the organisation delivers.
Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome.
Unit LD 302 Support person-centred thinking and planning 1.1 - Explain what person-centred thinking is, and how it relates to person-centred reviews and person-centred planning. Person centred thinking is a set of values, skills and tools that can be used in person centred planning. It is the foundation in doing the plan to make it works. A person must have a set values or a thought that the centre of the plan is the owner of the plan and everything in it is for its benefits. 1.2 - Explain the benefits of using person-centred thinking with individuals.
5. Explain how people may react and respond to receiving constructive feedback Constructive feedback should include both positive feedback and opportunities for development. People my agree with what is being said, express a desire to improve, ask question, look for reassurance, be defensive, express anxiety over what is being said as a reaction and respond to feedback. 6. Explain the importance of seeking feedback to improve practice and inform development Seeking feedback is important to identify what is working well,
Effective communication begins with encoding or the skill of relaying message in a clear, direct way that allows the receiver to correctly decode your message. Another component of effective communication is a skill as well as it requires the receiver to ensure that he /she properly heard and understood the message being sent the key to properly encoding a message is knowing your audience while actively listening that is required to correctly decode or sent message. In this paper I will discuss how effective communication incorporates the
Vital to any successful communication is the ability of the sender to relay the information in such a way that the recipient understands the information according to the sender’s given meaning. Through this exchange, the sender can form a common ground based on mutual beliefs, feelings, or desires with a recipient to bring a sense of unity between the two parties. However, as straightforward as this definition sounds, it has one major weakness. It assumes the sender and recipient share common attitudes, values, beliefs, behaviors, feelings, and language. The definition should also incorporate the historical and geographical context of the two parties, so as to help them better understand what is being communicated and how it is being received.
CU1571 Promote Positive Behaviour - Question and Answer Session Name of Candidate: ... |Learning outcomes |Assessment criteria 1.1 | | |Question: Explain how legislation, the code of practice and policies relating to positive behaviour | | |support are applied to own working practice | | |Answer: | |1. | | |Understand how legislation, | | |frameworks, codes of practice and | | |policies relate to positive behaviour | | |support | | | | | | | | | | | | |
Part I Questionnaire and Scoring Guide” resource. Score the questionnaire using the same resource. Based on the questionnaire results, as well as the insights gained from the Topic 1 readings, utilize a reflective approach to record your response to the following questions: Reflect upon the questionnaire results. Describe your success with communicating. What did you learn about your communication style that enables you to communicate effectively?
175). Zagarmi et al. (2005) informs that there are two basic elements of influence behavior: directing and supporting (p. 175). The “directive element is best conveyed as perceived behaviors that guide, control, or evaluate individual, group or organization outcomes” (p. 176). The “supportive element, as it applies to influencing others, is perceived behaviors that develop mutual trust and respect between the leader and those who are being influenced” (p.
Benefits to the team members - stretch talents, increasing of motivation, increasing of job satisfaction, opportunities for creativity, feeling of belonging to the organisation 1.2 Describe how to give feedback constructively Constructively giving feedback - building of relationships, reinforcing of good behaviour, improving undesirable behaviour How to give feedback - have a clear purpose for feedback, use appropriate timing (routine, non routine), feedback in private, give specific examples, focus on behaviour rather than the person, ensure feedback is practical, give clear actions, check understanding, balance positive and negative feedback, offer support 1.3 Explain conflict management techniques that may be used to resolve team conflicts Sources of team conflicts can be: Interparsonal - conflict between two or more members of the team, due to personality, values, behaviour or attitude Task-based conflict - the goals or expectations are unclear or unrealistic Techniques of solving conflicts are for example joint problem solving, active listening, tough on problem not the people, review own leadership, use conflict management process Listening to both sides Analyse events, identify causes Identify