Even if you fundamentally disagree with another individual’s attitudes and beliefs, they have the right to hold them, the same right as you have. 2.1 Many people fail to recognise or take advantage of the ‘hidden’ learning opportunities that already exist in the workplace. [ Undertaking new tasks or projects, or working closely with (or work shadowing) a colleague, can both provide a way of increasing specific knowledge and awareness. These opportunities will also improve your interpersonal skills, such as listening and questioning. Try
It is important that everyone looks out for changes in a person's or a group's behaviour. However, in many cases the changes may only be noticeable to the person subject to the stress and so it is also important to look at how you are feeling and try to identify any potential issues you may have as early as possible and take positive action to address them; this may be raising the matter with a Team Leader, talking to occupational health or your own GP. Stress can show itself in many different ways - see below. Some of the items in this list may not be signs of stress if people always behave this way. You are particularly looking for changes in the way people behave that could be linked with excessive pressures.
Also I would think it would be very good if a carer would take some advise from a senior carers and talk to them to gain experience and best advice that you can get from a people who are doing a job longer and know what to expect and know the personnel and clients. If my client is going to share some confidential information with me and I am going to be concern that those action are going to affect his health or others I am going to let him know in a first place that I do have to reported and share those information’s with a manager or senior colleagues to prevent any harm which could be cause by not informing
2.1 A service user may want to change a part of their daily routine or refuse to do some thing or want to do something we see unsafe for that individual but they also have a human right and a choice to do what they want so I would want to fill out a risk assessment and weigh out the pros and cons and risks that could possibly happen, if a certain task was too dangerous for the service user then I would have to explain this and suggest a possible alternative. 2.2 I could go to other members of staff, trained nurse and also my manager to get advice and support on my decision and come up with other alternative ideas and balance out the risks to come up with a solution for the best interest of the individual. 3.1 I would listen carefully to whomever is making a complaint and write the key points of their concerns, listening to details and making them feel their concerns are important and to ensure them that everything will be done possible to correct anything. Id pass this information on to the trained nurse and my manager for them to speak to whomever has got the
By explaining the importance of keeping information confidential such as daily activities, medications in a secure place and not to disclose any information to anyone outside of the individuals care or other than their direct team. When recording information electronically ensure that you are only accessing that individual’s particular records and password protect the information with an active password that is only known by the professionals concerned. On completion of checking or amending
You should never be asked or never undertake a job that you are not qualified or trained to do because you could be responsible if a client in your care is injured in the process and you will be putting yourself and others at risk if you do so. Your job description will be part of your contract and needs to be followed. The importance of full and up to date information. Your employers will give you clear and detailed information about your role and responsibilities and your agreed ways of working will be in the policies and procedures for your place of work. This will give you information about how you are to carry out your role in the correct way.
James is to care for our patient’s needs and doing so the organization must consider the employee’s needs also. In order to keep good employee’s long term their needs must be evaluated; if there is an issue with an employee missing excessive time from work or any other behavior problem; The manager must talk with the employee to see what causes them to behave in such a manner and create a solution for the problem. The goal for talking to the employee is to prevent disciplinary actions. Managers should let the employee know that they are valued as an employee and how much they would like them to continue employment with the organization. It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution.
| Employees may before you can take advantage of your investment in them. | Work Team (appose to work group) | Uses the different skills sets of the individual workers together as a team to complete different tasks in a project simultaneously. | Teams take more time planning and assigning steps in each task. | Team incentives | Help bond team members and build team cohesiveness. | Well bonded Teams may hold your production hostage for an insentive.
The course covered symptoms of different types of abuse, financial, physical, sexual, institutional, etc. It also covered what staff should do if they suspect abuse of a service user, who to report it to, and the procedures to follow. I found this course very interesting, and learned new things that I was not aware of. I hoped that I would not encounter any suspected case of abuse, but if I did, I was now informed of the actions to take. 3.1 A personal development plan is set out by an individual for them to follow in order to better themself whether it be to gain more qualifications, progress in their work e.g.
These guidelines should enable staff to work safely and effectively. If staff are forced to breach these guidelines because of workload problems or pressures then this is a threat to the duty of care. Likewise, if sufficient guidance is not in place, this also puts the duty of care in danger. Trade union members and stewards can work together with management to develop, monitor and review these guidelines. Often staff have good ideas about how guidelines can be improved.