Communication in the work setting must be relevant to the workplace. Poor communication or a breakdown of communication can cause distress, miss-understandings or conflict. Relevant and vital information may not be passed on. When dealing with persons of varying capacity, clear, easily understandable words should be used to avoid frustration or the person may not understand what is being communicated to them. In every workplace there may be staff who, do not get along, but it is important to be professional and still communicate relevant information as a duty of care to the
Ethical standards are the code of conduct required by the organization for workers to follow. The relationship between organizational culture and ethics is that the organizational culture guides workers when faced with ethical problems. If the organization culture counters what they are required to do ethically, workers may put the organization in jeopardy by not act ethically. When a worker is faced with a decision that others within the organization think as appropriate, though it is unethical, the worker may follow what is acceptable as per the culture. It is the relationship between organizational culture and ethics that can get businesses into significant trouble in the long term.
Identifying where change needs to be made is not always obvious in an organisation. Simply challenging the ‘status quo’ or ‘it’s the way we’ve always done it’ can lead to new ideas and ways of ‘thinking outside the box’ that benefit the company. AC1.2 Identify the barriers to change and innovation in the organisation There can be multiple barriers when trying to implement change. The organisation may know they need to make changes but lack of planning or lack of agility can stop progression. Employees and Managers play a
But another takeaway is that this type of culture is not compatible with many companies. A company needs to define its culture by looking at the nature of their employees, but also the nature of the industry, and this can be a struggle for a lot of companies. How do companies draw the line between having a comfortable and enjoyable learning
Duty of Care is the legal duty to take reasonable care so that others aren’t harmed and involves identifying risks and taking reasonable care in your response to these risks. Organisations should always ensure that they consult legal and legislative requirements when developing and maintaining their duty of care frameworks and consider working alone guidelines. 1.2 Diemmas that may arise Equipment- Clients may refuse to use hoists and stand aids as they have had bad experience in the past with using them which could affect clients hygiene, physical needs and means that staff can’t do their job to a high standard we would take note of what the clients have said and ring the manager to come up with another solution. All equipment must be in date and checked regularly before use. Training- training must be up to date and if it isn’t you should not but yourself or clients at risk of danger.
• If you allow your own preferences to dominate your work with people, you fail to perform to the standards set by the UK regulating bodies, they require workers to respect and promote people’s individual views and wishes. • To make the right response when there is a clash between your views and those of the people you are working for, you have to identify and understand your own views and values. • Lots of people are better suited to working for themselves which isn’t always about an inability to follow orders; it can be for many reasons exclusive per company/boss. • Own Values: you may be working shifts you don’t like, and not be able to do anything about it, events like these will lead to disagreements with how your boss sees’s things and how work is
These may be misunderstandings to do with ineffective communication or it may have to do with differences in cross-cultural communication. If you sense a conflict brewing, do not allow it to fester, resolve it early. Be direct and courteous. Develop a plan of action to address the problem with your co-worker and then work together toward resolving it. Healthcare settings need to develop a clear written workplace policy stating that harassment and discrimination are not tolerated and establish a process for hearing complaints while maintaining confidentially by appointing an appropriate ‘Contact Officer’ to deal with complaints.
The CARE CERTIFICATE Understand your role What you need to know THE CARE CERTIFICATE WORKBOOK Standard Your role - Tasks, Behaviours and Standards of work Your role will have a job description. This tells you what your main duties and responsibilities are and who you report to. Ask your employer for a copy if you do not have it. You should know what is expected of you but also what is not included in your role. It will be almost impossible for a job description to list every task you will do but it should largely reflect your role.
Many professionals have created rules and guidelines to follow when ethical questions or dilemmas arise in the workplace. Interpreters have followed this pattern, as the RID and AVLIC have Codes of Ethics. Although these guidelines are helpful, they do not cover every situation. Interpreters must not only follow the Code of Ethics, but must also have strong personal morals as well as ethical judgment to be tested in the workplace. This essay will cover a situation in which an interpreter is faced with an ethical dilemma; whether or not to turn in a hearing student they catch cheating.
Business ethics is the guiding principles on what is the “right” or appropriate way to behave in a situation (Jones & George, 2008). Many companies have code of ethics in their employee hand book that guide the employees about the ethical behavior and inform them about the ethical misconducts in the workplace. Even some organizations have ethical program training to train the employees to how to address and handle ethical issues in their daily tasks. But not all the employees have high commitment in ethical standards of the company, especially when they want to