It is about valuing variety and individual differences and creating a culture, environment and practices which respect and value differences for the benefit of society, organisations and individuals. The concept of diversity encompasses acceptance and respect. Staff that work in care settings must value diversity, and not give favourable treatment to certain groups of people at the expense of those whom they hold prejudice. Understanding equality and diversity is vital if we want to deliver person centred, safe and effective care. Delivering on equality and diversity in health and social care services means that we are tackling barriers that could prevent some groups of people from accessing
Unit 5 3.1 To provide an efficient, well run person centred service I have to work with many different professionals from different agencies and organisations. It is an important part of my role as manager to work in partnership with others as it means that we have the chance to share our knowledge and skills but also observe that of other professionals and extend their knowledge and skills at the same time. To work effectively with professionals as a manager I need to * Communicate effectively with others in the interest of the service users * Identify and challenge discriminatory practices * Apply interviewing, listening and observation skills of the joint assessment process and shared reports * Negotiate and organise skills that enable good team working * Deal with difficult situations and manage conflict 3.4 The effectiveness of any professional partnerships can be judged on its failures and/or successes. It is important to be clear about the purpose of professional partnerships and to monitor the actions and resources they use. It is important to review, measure and monitor any progress against the set objectives and have regular progress reports.
It is important that when implementing anti-discriminatory practise because there are different factors that could affect different people. The care is vital that they receive, and should be met at a high standard but it may not if someone is judged by their background,
Code of Practice for Social Care Workers Social care workers must: be accountable for the quality of their work and take responsibility for maintaining and improving their knowledge and skills. Care Standards Act 2000 (CSA) created a new regulatory framework for all regulated social care and independent health care services. The Act has two fundamental aims, to: • protect vulnerable people from abuse and neglect; and • promote the highest standards of quality in the care that people receive The standards and benchmarks you are evaluating your knowledge and performance against are Codes of practice, National Occupational standards and minimum/essential standards etc (See above) By following your workplace standards you will be ensuring best practice, which is used to maintain quality and can be used as a benchmark. When working in social care, to be effective and to provide the best possible service for those you support, you need to be able to think about and evaluate
It allows space for skills and knowledge within the care sector to be able to increase. By following your job description it will encourage clients to trust and respect you; it gives you a state of authority within the workplace. It is important that we follow the guidelines in which we are given because if
Should an employee not gain knowledge of any new information on practices, they are liable for any future errors, which could lead to a potential safeguarding issue bought upon them. An employee that continually improves on their knowledge of the sector, policies, procedures, the organisation in which they work for and their job role, is showing a great work ethic and an ideal role model for other colleagues and team members. An employee working within the health and social care sector should also be aware of their personal abilities and where professional development is needed. An employee should ensure that they are fully trained in their particular job role and should there be any changes to their role or the organisation, an employee should include themselves in the re-training process. For example, my role as a Care Supervisor has currently undergone a split in the role, bringing on a support supervisor to take on half of the role's daily tasks.
Some of the reasons people communicate are to express feelings, build relationships, gain understanding, pass on and receive information, share knowledge and opinions and to help us to anticipate and predict behaviour. People communicate to express their needs and desires and understand and be understood and it allows us to understand and predict the behaviours of others and aids us to make decisions and solve problems. We communicate to meet the needs of others and also ourselves. Effective communication is vital in the work setting as we communicate with a variety of people and we need to ensure we pass on information and listen actively to be able to meet the needs of service users and staff. We have to communicate well with colleagues to ensure the smooth running of things, to make sure information is handed over clearly and to avoid confusion and allow continuity of care and minimise risk.
W.I.L.L’s policies and procedures are built around these legislations and code of practice, which in turns defines my job description. 1.2 Explain expectations about own work role as expressed in relevant standards. I refer to the GSCC code of practise which states: Protect the rights and promote the interests of the people we support. Strive to establish and maintain the trust and confidence of people we support. Promote independence of people we support which protecting them as far as possible from danger or harm.
These objectives are competent, accountable performance, continuing professional development and personal support.” (Morrison 1993). Aims of Supervision: * To improve working practice in order to enhance the quality of service received by the Service User. * To improve communication. * To develop the potential of each member of staff. * To improve the competency of each individual staff member and throughout the whole organisation.
Explain how performance management works Performance management is successful when the expectations and obligations of employees align with the strategic plan of the organisation. Performance management should ensure that employees’ behaviour and outputs are consistent with the long term goals of the organisation and that the two complement each other. If an employee is not meeting the objectives set out by the strategic and operational plans, then it is up to the HR manager to performance manage the employee to fit into these plans or seek employment elsewhere. Therefore, performance management is not only a way to ensure that employees are supporting the organisation towards its strategic goals, but also a way in which an employee can develop skills and learn more about their own career goals. 3.