I have to act in the person’s best interest but instead of encouraging them to avoid risks I have to support them and enable them to taking part in activities. I have to act in the individuals best interest, keep them safe, carry out risk assessments, promote informed choices but also respect their decision and right to live their life as they choose. If the risk seems great to me I would document it and discuss the matter with my manager. Another area where duty of care dilemmas may arise are confidentiality issues. When a confidential information is shared with me and it concerns safeguarding and there is a possibility of harm or someone’s wellbeing is threathened I might have to make a decision and disclose this information.
The listener should say what they are feeling only if it is beneficial to the relationship or to the person seeking help. When a listener displays this quality of being genuine it is most likely the seeker will become congruent as they have probably spent along time denying their feelings or not been allowed to say what they are feeling, to be congruent is to take responsibility acknowledge your feelings beware of them, then start to deal with stuff. Unconditional positive regard is respecting the help seeker as a unique being or anyone for that matter, to my believe, accepting them for who they are, this does not mean we have to agree with peoples behaviour or agree to their believes, just to accept the person; is being non-judgemental. Along with the show of genuineness and unconditional positive regard from the listener the seeker will feel comfortable within themselves, develop trust in the relationship and begin to open up, explore and start to move forward. The third quality required within this relationship is to be able to Empathise this is not to be confused with sympathy or pity, which would be to show sorrow or sadness, this would not help the seeker to progress and move on.
You can write them a nice e-mail or a memo. You can also praise a team member in front of others so that the feedback gets the added benefit of broader recognition. On the other hand, when team members don't meet your expectations you should also provide performance feedback. It would usually not be appropriate to do this in front of others, or copy others into the feedback. Constructive performance feedback is typically better handled through a one-on-one meeting.
Also, it shows that it’s only guiding the situationist, rather than telling them, as they should make the most loving decision, and there could be two options that could have the same amount of love in their outcome. In contrast though, it states that you “must” which isn’t guiding, but telling. The second presumption is relativism, which states that there is no absolute and so you should make the most loving decision, however, no decision is ultimately going to be the right one for everyone. This guides the situationist in the way that they are again making the decision on what they feel is the most loving thing to do. However, if someone following situation ethics wasn’t a Christian, then they would be forced to make a decision based on a religion that they don’t believe in; but it could be argued that Christian love is similar to religions all around the world.
This is the ability to be you without pretence or façade. This is also called genuineness; it is the most important attribute in counselling according to Rogers, in this the counsellor is keen to allow the client to experience them as they really are, the therapist being authentic. Unconditional Positive Regard: (UPR) this is a non-judgemental, Respecting and accepting the other person as they are, Rogers believed that for people to grow and fulfil their potential it is important that they are valued as themselves. The counsellor has a genuine regard for the client, they may not approve of some of the client’s actions, but the therapist does approve of the client. The therapist needs an attitude of “I’ll accept you as you are.” The therapist must always maintain a positive attitude to the client at all times.
So that they don’t have to worry about managing to go out. Steps that could be taken to overcome disabling attitudes and beliefs could be that we need to encourage the person with sensory loss to use the skills they have to try and do some of things they enjoy doing, even if they need a little help. They need access to the right information so that they can get the support they need to live as independently as possible. There are some things you can do to make it easier to communicate with some who has sight loss. Standing face to face with the person and speak clearly, not shouting.
What nonverbal communication skills and strategies could be used to communicate effectively in this situation? Answer: If people’s individualism doesn’t personally affect you then you shouldn’t worry about it. Treat people with respect. Eye contact is extremely important when dealing with a person like this in the picture. This person only wants respect and eye contact goes along way.
Keeping my emotions in check will help me to think clearly and guide constructive communication; trying to dominate the resolution process will only frustrate the opposition. I will constructively listen to the thoughts and ideas of others and consider them honestly instead of trying to have my own way all of the time. My goal is to defeat my attitude of being a perfectionist. The key is being able to allow myself to make and except the mistakes of others. I do not have to be the best at everything.
Since he or she is under that Ethic Lens it will help a lot, because they can make a fair judgment on everybody because is on their nature. It is relevant to say that a good example for this is if one person on the team or at work is not doing his or her job or is not cooperating the person under Result Lens is good on helping others to see different points of view, not only one point. The optimism of that person will help others to see the positive side on each
The difference is that compliance is when someone conforms out loud with the views or behaviour but secretly disagrees. In this situation their personal views on the subject do not change. An example of compliance is not stating your own opinion on a subject, because the majority has stated a different opinion leading you to agree with them. Whereas in internalisation, a person is so persuaded by the argument that their opinions begin to change both publically and privately. People internalise the views of others when they are persuaded/convinced the arguments make sense.