Promote positive behavior By Natalie Glasspool Birchwood House Karen Taylor 1.1 In order to promote positive behaviour in a care setting or organisation you should follow legislation made by government such as the Human Rights Act 1998, codes of practice and relevant policies set out by your work place. It is important to read and understand these legislations and policies and then apply them to working practice. We receive mandatory training that reinforces the trusts policies and keeps us informed of any changes to be aware of. Best practice tells us that if we keep good notes and share information with colleagues correctly then we will be able to help and support patients correctly and encourage positive behaviour. 1.2 Restrictive interventions are ways and methods that prevent an individual from carrying out a certain task.
[CU1571] Promote Positive Behaviour [CU1571] Promote Positive Behaviour [CU1571.1] Understand how legislation, frameworks, codes of practice and policies relate to positive behaviour support 1.1 Explain how legislation, frameworks, codes of practice and policies relating to positive behavior support are applied to own working practice My employers supply us with mandatory training to ensure that we are familiar with the current legislations and framework that relate to all aspects of my job role such as the Health and social care act 2012 which implement a code of practice to ensure that the support we provide for the service users are of the highest possible standards. The service I work for are subject to regular inspections by the care quality commission (CQC) to ensure that all aspects are being met not only care quality but gauge how we encourage positive behaviour while maintaining a high and safe standard. Each service user in my work setting have an individual behavioral support plan which have been created by a multi-disciplinary team, along with the families and the individuals themselves, to set out guidelines around each individuals specific needs and ensure that they are receiving sufficient and adequate support and promote positive behavior. As a support worker working closely with the individuals on a daily basis it is important for me to report and document any behaviour that the individual displays whether it be a positive or challenging behaviour. This helps us to see a pattern of when these behaviour occur and along with a multi-disciplinary team help to develop strategies that support and encourage the positive behaviour with hope that it may also reduce any challenging behaviours.
(1) Sickness & Diarrhoea (2) Burns and Scalds. (3) Fractures ands Suspected Fractures. (D5) EXPLAIN THE PROCEDURE TO BE FOLLOWEDIN THE EVENT OF AN ACCIDENT OR SUDDEN ILLNESS. (1) Get help as soon as possible example emergency services apply first aid training only if you got it. Make sure the client is as comfortable as can be staff should also protect themself complete accidents or sickness illness form log information in client file and inform seniority/manager of the incident.
UNIT 208 Ai: Different examples of accidents and sudden illnesses that might occur are a fall, heart attack, choking and bleeding. Aii: The procedures to follow if an accident or sudden illness should occur are first of all you must try to help the service user to recover or find help. After this the company should have accident report forms that must be completed in which you would need to also inform the manager or supervisor. The form will include date, time, place of accident, people involved, witnesses involved, equipment involved, details of what happened, anything that was said about the accident, the condition of the person involved in the accident, details of when help was asked and when arrived. Aiii: The principles to be followed for safe moving and handling are that there needs to be risk assessments and procedures done to minimise the risk of injury to the employee.
Organizational Systems and Quality Leadership Task 2 Breanna Jordan Western Governors University Organizational Systems and Quality Leadership Task 2 A. Root Cause Analysis Although medical professionals take an oath to ‘do no harm’, errors in healthcare still occur. Patient safety is always priority when planning care for a patient; however adverse outcomes may take place resulting in a sentinel event. “A sentinel event is defined as an unexpected occurrence involving death or serious physical or psychological injury, or the risk thereof. Serious injury specifically includes loss of limb or function. The phrase “or the risk thereof” includes any process variation for which a recurrence would carry a significant chance of a serious adverse outcome.
The risk management plan should include the following Risk Identification: This is the first step in risk analysis. KFF needs to identify risks associated with the implementation of chosen strategy. Some of the risks are poor planning, insufficient resources, lack of management commitment. Alternatives Analysis: A risk analysis is not sound if other risks alternatives are not explored. Alternatives may include the implementation of an effective strategic plan and developing a planning system/ Contingencies Poor Planning: KFF will need to make use of any of the implementation software for effective planning.
Promote Positive Behaviour 1.2 Restrictive Intervention: the act of any intervention which restricts a person’s right and freedom of movement. 1.3 Here are some examples of restrictive interventions and when they may or may not be used Social intervention – where harmful or destructive behaviour can be contained and moderated with the use of language including facial expressions and words, this intervention may be and should be used as a primary action. Mechanical intervention – the use of devices to prevent or contain a person’s movement such as highchairs, stair gates, barrier erection, locked doors. Physical intervention – using actual bodily contact which should only be used with clear justification and in guidance of the settings policies and procedures and staff training. Physical intervention may only be used upon ensuring safeguards are in place for the member of staff and also the person involved and when social and mechanical intervention is not sufficient .
This may be difficult when their behaviour is threatening to their peers or members of staff but it underlines the need for planning and adopting well thought-out strategies where members of staff are enabled to intervene positively. Outcome 4 4.1 Challenging behaviour may include behaviours that are: • Repetitive / obsessive • Withdrawn • Aggressive • Self-injurious • Disruptive • Anti-social or illegal • Verbally abusive 4.3 Challenging behaviour is responded to by the following stepped approach: Risk Assessment Behaviour Management Plan Physical Intervention Plan Where there is judged to be an immediate risk of harm to the individual or others, proportionate restraint would be legitimate. It is a last resort, as an urgent action only to be used in exceptional circumstances using reasonable/minimal force. The stepped approach should be used if the service user is living in a residential unit, their own home, attending a day service or in any other community provision. When using the stepped approach, service users should be treated fairly, with respect and with dignity.
Andrea Jenkins 18/02/2015 PWCS 36 UNDERSTAND PERSON-CENTRED APPROACHES IN ADULT SOCIAL CARE SETTINGS Person centred care is about putting the client at the heart of all decisions about planning their care needs. Working in a partnership with them in developing and assessing their needs to suit their health care thats needed, their wishes and choices and dignity respected. Also in promoting their independance and giving them their choices and control in their lives and working with them as a team alongside other care proffessionals and family members but respecting their privacy at all times. Person-centred values must influence all aspects of social care work to provide a supporting role in an individuals life. To ensure they
In order to define and identify the problem you must make sure the problem is limited in scope so that it is small enough to realistically tackle and solve. Next, you must state the goal; this provides a focus and direction for the manager. Then, you will have to take into consideration the problem and the scope of the problem. Question the HIM will ask him or herself when analyzing the