As a carer I would discuss the options and choices available to the individual to allow them an informed choice regards their care. What could happen if there is ineffective communication between the following relationships? • You and your service users Lack of trust and confidence. Could give the wrong type of care. Could miss out on important information – which could result in harm.
The ratings system may have objective underpinnings, but put a lot of subjective thinking into evaluations. In my opinion when a performance evaluation is done it should be a tool that managers can use to provide feedback to employees to improve their job performance. Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by managers. Performance evaluations has several major purposes, a few include providing a basis for rewards and to evaluate previous training programs. (Ivancevich, Konopaske, Matteson) I believe the managers presented the flaws in the evaluation system.
Where potential hazards are recognized, appropriate action must be taken to remove, reduce, or isolate the possible risk. Ultimately, it is about identifying what poses a potential threat to the health and safety in the workplace, assessing the level of dangerous impact that may be incurred, and controlling the situation to avoid any incidents occurring and encourage injury prevention. Health and Safety legislation also governs precautions for working with hazardous materials, substances, or carrying out work where a level of risk is involved. The aim is to also represent employees, employers, suppliers, contractors, building owners and management fairly, and facilitate consultation and collaboration to assess and eradicate work related safety issues. In turn, this places a great amount of responsibility on employers to prioritize the safety of staff.
These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If I
Consider the consequences and imagine the worst possible scenarios. Reflect and see if you need seeking advice from your other colleagues. Their counseling might be helpful, before you eventually choose to go higher up and talk to your boss, but remember, it is your complaint and you need to choose the right person in order to be able to complain effectively. Second, select the appropriate time to complain. See whether your boss, or the supervisor, or the person of your choice is available.
Within this duty of care there also things like omissions or a failure to act that needs to be considered because if you fail to do something for a service user that is expected of you, then you have failed your duty of care and this can result in harm for the service user. Duty of care is based and judged on a reasonable standard. In other words what is reasonably accepted from a support worker which derives from the guidelines in my job role and specifications and as well as those set by the law which include the general social care council. In my roles as I am responsible for the care and support of the service users and I must ensure I am up to date with my knowledge and skills to make sure the quality of service I provided is of a high standard. Provide a service and support in a safe and protective manner.
ASSESSMENT ACTIVITY 08 What methods can be used to encourage workers to participate appropriately in safety programs. Worker participation is an important part of managing health and safety. Managers do not have the solutions to all health and safety problems, while workers and their representatives have the detailed knowledge and experience of how the job is done and how it affects them. Therefore
Therefore, it is important for employees to identify any signs of stress among their members and themselves early enough to prevent impacts on the organization's performance levels. This will help individuals recognize the essential problem and seek measures to cope with it. Ultimately, it will reduce the impact of stress on organizational performance and productivity. This paper seeks to identify the sources and types of stress in the workplace and how the signs and symptoms of stress can be recognized by individuals
The person is able to perform the inherent requirements of a particular job with or without reasonable accommodation measures being put in place, as applicable. An issue which is being increasingly raised is that Depression in its different forms may well fall within the definition of disabilities as identified in the EEA. It, therefore, has the potential to afford an employee substantial protection and designated status. Therefore, individuals that disclose their status can be classified then subsequently have their status reflect as part of the workplace diversity statistics. However, this being the case an employee must benefit from reasonable accommodation measures being put in
supervisor support, or correct information on the job). As to effort-to-performance relationship, efforts of an employee depend on his or her individual differences. In Porter-Lawler model, the concept that individuals’ abilities and role perceptions moderate the relationship between effort and performance is emphasized. Employees are sometimes asked to do things for which they do not have the appropriate skills. When that is the case, they will be less motivated to try hard, because they already believe they will not be able to accomplish the required task.