When people communicate, information is being shared with another and through this a relationship or bond can be formed. In the workplace when I am supporting an individual, I get to know them and thus a relationship is formed. Professional relationships require good communication and respecting one another is important. Good communication is vital in the work setting, both for those being supported and colleagues in the workplace. It's important that good relationships are had with colleagues and other professionals such as Nurses or Doctors, thus allowing people to work and communicate effectively with each other and share knowledge and information.
Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals 1.5. Develop and agree performance indicators with relevant staff prior to commencement of work 1.6. Conduct risk analysis in accordance with the organisational risk management plan and legal requirements Section 1 – Allocating Work and Performance Management This section takes a look at ways of managing performance as well as communicating with relevant stakeholders as you aim to determine necessary resource requirements and allocating work in a way that is efficient, cost effective and outcome focused. This section also covers ways of incorporating an organisation’s standards and values to develop an effective work environment and enhance the organisation’s image. Scenario: Allocating work Paul is the Sales Manager at Fast Track Deliveries.
Lead and manage a team within health and social care setting Learning outcome one – Understand the features of effective team performance. Activity 1 Examine Syer and Connolly and Bruce Tuckmans theory of team development and compare the two Syer and Connolly believe that effective team development requires certain aspects to be in place in order for the development to happen, they write that there are two elements to team development, maintenance and task roles. In order for the team to develop they need to have task roles such as analysis, decision making, planning and design, maintenance roles are areas such as being concerned about people’s feelings and relationship between team members, continually working towards cohesion within the team and preventing negative conflict within the team, they also believe that task and maintenance roles are interconnected and both are required for the success of teams. ( Syer and Connolly 1996) Bruce Tuckmans theory related to how teams build from the start of their journey together and some of the transitions they go through when building the team dynamic, Tuckman describes these thus: Forming – when a team are trying to develop their roles and responsibilities are unclear, the team members do not want conflict and therefore tend to not make any decisions for fear of upsetting one another, they simply want to gather information about each other before making any commitment to taking on responsibility, this often happened when someone new joins and established team, they as individuals will be reluctant to take on any responsibility. Storming – when team members become more established and knowledgeable and want to show what they have learned, this can lead to conflict and power struggles as their skills and understanding develop and they challenge each other’s ideas.
Understand the importance of working in partnership with others 3.2 The following are ways of working that can help improve partnership working: effective communication and information sharing; team working; awareness and respect of differences; attend team meetings and conferences; policies and procedures to be followed to protect the individuals we work with from abuse; understand of everyone’s role; clarity in roles and responsibilities; everyone to work towards the same goal. 3.4 Advice on information sharing, working relationships, confidentiality issues, confusion about roles and responsibilities or professional boundaries can be provided by the line manager. Advice and support can be provided by the following if there are any conflicts: line manager, professional organisation, independent advisory
In supervision the mangers role is to: • Ensure policies and procedures are followed • Maintain clarity about job roles, responsibilities and accountabilities. • Develop the worker as a professional person • Review objectives and priorities for work and record their progress • Monitor and regulate their work load • Develop their effectiveness. A managers a required to take supervision to meet the standards set by the a General Social Council which give clear direction to the code of practice which is set to improve the quality of work delivered and achieve the objectives and outcomes. Ryan (2004) puts it well “supervision” she writes is an inquiry into practice.it is a compassionate appreciative inquiry …In supervision we re-write the stories of our own practice... Supervision interrupts practice .It wakes us up to what we are doing.
This would be an agreed way of working with both employer and service users. 4) Another agreed way of working would be to conduct your work within your expected
Analyse the importance of working in partnership with others. * Building good relationships * Having good communication skills * Listening to others * Sharing information 4.2. Develop procedures for effective working relationships with
Below these can sit Code of Practice / Conduct, which guide professionals in their practice, as well as, organisational policies and procedures, which set the tone for how the organisation positively promotes individual rights, acts as an advocate for those service users and staff who may need a voice and also gives direction to the day to day work and how this practice should be. All of these aspects and initiatives help guide service providers on their roles and responsibilities, it also helps service users in terms of them knowing what to expect from the support they will recieve and a clear understanding of how they should be treated by
Understanding what is required for competence in own work role Duties and responsibilities of work role Responsibilities are governed by relevant legislation of the GSCC code of practice for support workers. The workplace policies and procedures are built around these legislations and code of practice, which in turns defines my job description. There are many responsibilities and duties of the work role and some include the following; contractual responsibilities, for example, hours of working, lines of reporting; Specific roles and responsibilities, for example, behaviour support, supporting any individuals that may have specific educational needs; compliance with policies and procedures of a setting, for example, behaviour, protection,
You will investigate the differences between a working relationship and a personal relationship, and consider the different working relationships to be encountered in social care settings. The unit examines the importance of adhering to the agreed scope of your job role and provides an understanding of what is meant by agreed ways of working. The importance of full and up-to-date details of these is emphasised in the unit. Partnership working is examined in detail, together with the skills and approaches to support you in resolving conflicts. The unit also examines how and when to access advice and support about working in partnership and the resolution of conflicts.