• Depending on the threat if it’s an internal threat from a staff member I would inform Human Resources, just in case we need to follow up with any disciplinary actions. • Any external threat be it personal or to the company, would get the police involved. • Conduct a full investigation so a full report can be put together, making sure that all the facts are correct and any evidence that needs to be gathered be completed with continuity. If the police are involved making sure that all information and reports are passed on so they can continue with their own investigation. • Make sure all internal documentation is completed on a Human Resources level.
Unit 205 – Introduction to duty of care in health, social care or children’s and young people’s settings Outcome 3 – Know how to respond to complaints 3.1 Describe how to respond to complaints All complaints and concerns we receive are dealt with fairly and quickly in my establishment and we respond to individuals’ needs as a main priority. It is important that all complaints are reported to a senior staff member or Manager and is then logged within our complaints form for investigation. All complaints received are important and must be taken seriously. The Care Quality Commission (CQC) requires my organisation to gather, evaluate and generate reports about complaints – this is to ensure the improvement of our service is ongoing and is evolving all the time. It is really important for our service users to exercise their rights as human beings.
2.3 Describe the procedures to follow in event of a grievance Creating a grievance procedure An employer must draw up a written grievance procedure and provide a copy of it to its employees. Where appropriate, management, employees and their representatives should be involved in drawing up the procedure. Management and supervisors should be aware of the contents of the grievance procedure. Steps of the code of practice The code of practice requires the following steps to be taken: Holding a meeting A meeting should be held with the employee to discuss their grievance. You should arrange for a formal meeting to be held without unreasonable delay after a grievance is received.
To make sure they agree to what they have to do i have to make sure they understand the important of what they have to do and why they have to and asure them that I will be able to assist in anyway they need to be assist with. If cant get the agreement from them than i need to seek for a colleage advice language barriers communication Bad behaviours Neglecting and abused clients 2.2 By providing all the staff members with trainings need for the job. By making sure all the stuff are following the company policies and procedure. By reporting and recording all accident happened in a accident book. 2.3 Get advice from the manager, senior care, or your colleagues or stuff books 3.1 Respond to the complaints professional way, listen the person what they have to say be sympathetic and respectful to what they have to say.
Outcome 1: understand how to plan work and be accountable to others. 1.1 Outline guidelines, procedures codes of practice relevant to personal work. There are a number of guidelines and procedures in place to enable me to do my job not only to the best of my ability but in a professional manner. Whilst on the reception area, there are procedures that need to be followed relating to various aspects of the job including correct procedures to answer the phone, use sage, filing things away, doing purchase orders etc. All the steps and guidelines for everything are kept in a PowerPoint I made that is basically a step by step tutorial on what to do for each thing.
In this incident, the coordinator must determine the most threatening situation and react to that one first and then respond to the others in order of importance. All of these situations are going on at the same time; the coordinator is also dealing with other phone calls, questions and requests from management. Critical thinking assists this author in better prioritizing the importance and urgency as well as thinking clearly about all of the information and requests happening at one time. This paper has examined the definition of critical thinking, defines how decision making is driven by critical thinking and provides an example of application of critical thinking in a workplace setting. One must constantly be adapting his or her critical thinking every situation, individual and new experience.
The implementation process Implementing: after establishing a written BCP; the leadership of the company, will communicate the existence of the plan and the reasons behind it to all employees. Different ways to communicate are e-mails, memos, meetings, and face to face interviews if necessary. To implement the plan, there will be delegation of roles and description of tasks for clear understanding and effective performance (establishment of different strategies). In the meantime, the process of implementation requires trainings and a security plan. Trainings are scheduled according to the urgency of the matter.
“Grievance Procedure is a step by step process an employee must follow to get their complaints addressed satisfactorily. In this process, the formal (written) complaint moves from one level of authority to the next.” The purpose of this process is to ensure the organization creates a working environment where employees may perform his/her duties to the best of their abilities as it relates to their assigned duties and responsibilities. In this paper, I will discuss the effective use of the grievance procedure for the settlement of disputes. HR 586: Labor Relations Course Project I. Various Types of Grievances There are various types of grievances that can come into play in the grievance process, usually depending on how they transpire.
Workers will almost certainly desire to discern how these changes will concern them individually; the HR Manager of the company must comprehend the procedure and policies well adequately to answer to their questions. After communicating the changed policies, feedback should also be asked and should never be ignored. Training should be given if the organization thinks that the changes have been vast and the staff needs a particular program to understand
If at any time, project manager is unable to solve the problem, he must talk to the senior management. Project manager must have strong interpersonal and communication skills as he has to meet the stakeholder’s expectations (Schwalbe, 2010, p. 24). For this he has to communicate, negotiate, solve problems and influence the organizations at large. Project manager must be polite under pressure. Project manager should be able to manage the team effectively.