Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome.
Both the NOHS (1999) and the NASW (2008) offer similar principles of ethical standards for which human service professionals to refer to and abide by. The NOHS (1999) explains that as a human service professional, one will take on many roles such as a “caregiver, case manager, broker, teacher/educator, behavior changer, consultant, outreach professional, mobilizer, advocate, community planner, community change organizer, evaluator and administrator.” The ethical codes are written with these versatile roles in mind and elaborate on one’s responsibility to clients and community, to colleagues, to the profession, to employers, and to one’ self. The list of ethical standards all revolve around central core values consisting of: social justice, dignity and worth all of persons, importance of human relationships, integrity, and competence (NASW, 2008). In comparing these codes of ethics with Biblical standards, it is easy to draw parallels. The many roles that human services professionals take on are also similar to the roles we take on as Christians.
Scope Statement will provide an approved scope for the project that will guide work efforts and align resource commitments. Requirements Management Plan will provide a process to gather, analyze, document and manage to deliver of project requirements. Given the broad range of expectations for the new HRIS, it will be important to align on consistent scope. Statement of Requirements will provide an approved set of requirements for the project that will guide work efforts and align resource commitments. Work Breakdown Structure (WBS) will breakdown project scope and requirements into groups of component tasks that will be manageable Schedule Management Plan will provide a process to gather, analyze, develop and control the schedule of project activities.
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.
The concepts of power sharing, consultation and joint ways of working are essential for effective service provision. Social care professionals need to understand the importance of promoting autonomy with individuals. They also need to be aware of their own roles and responsibilities and how they relate to others within the sector. Organisations therefore now need to think creatively about how to recruit and involve individuals in planning and delivering of care services and the need to invest time and effort in effective “partnership working. This ensures that the individual young person who is in our care is placed at the centre.
The best way to achieve this is to ensure your program is relevant to the needs of the organisation and its employees. Identifying these needs allows you to better understand the organisation’s work environment. This will help to determine the priorities for the program and therefore, develop a healthy canteen that responds to employee needs and aligns with the organisation’s goals and
Foundations of Human Development in the Social Environment Paper Matthew Orman BSHS/325 Mary Carlisle 03/30/2015 Human development is the biological, psychological, and social process that a human being must go through to reach full maturity. It defines who we are and how we interact with and view the environment around us. Understanding human development and how it affects an individual is an essential theme in human services. Understanding the bio-psycho-social dimensions of human development, having cultural competency, and comprehending the general systems theory and how it works are all important parts of being an effective human service professional. Human development consists of three dimensions: Biological, psychological and social development.
The challenge for future public health leaders A person is said to be a leader when is able to exhibit a detailed set of character and conducts to effect the approaches and manners of other people. It is usually a group phenomenon (Adair, 2002). For a leader to be active, he needs a multidimensional combination of qualities, conducts and talents, above all, he needs the capability to redirect upon and value oneself (Donnelly, 2003). In addressing the challenges being faced in the public health, the public health workforce being addressed by David Hunter (2014) will be discuss, as well as the types of leadership, skills of a public health leader and evidence based will be address. In accordance to David Hunter (2014), he states “The future public health leaders need to be politically astute, able to communicate with different audiences, form collaborative relationships that enable things to get done, and assemble the business case for investing and disinvesting in public health using evidence from NICE and elsewhere”.
Foresight - he is required to be able to predict the consequences of the decisions made. Lastly there are characteristics that are connected to both dimensions simultaneously - servant and leader - such as “stewardship“, “commitment to the growth of people“ and “building community“. Stewardship is a necessary characteristic for both sides of servant leaders as it shows the interdependence of being entrusted with the resources of others while people give their resources up to be guided by the servant leader.
In order to create sustainable community development, Hopkins (2008) stated that it involves the ability to work with others from different experiences to close the gap of social capital. Creating and continuing good relationships with local community’s members require ability to recognize personal differences. Beem (1999) mentioned that to build or rebuild community and trust among its members by utilizing social capital, it demands face-to-face communication. In terms of citizen participation and community design, it is essential to provide enough resources for a local community to work together to produce desirable outcomes that benefit the group members or the third party. This mutual opportunity to share knowledge on public issues offer