1.2 Restrictive interventions are ways and methods that prevent an individual from carrying out a certain task. 1.3 Restrictive interventions must only be used if the individual is at risk of injuring themselves or others, or if coursing damage to property or illegal behavior. 1.4 If an incident occurred where restrictive intervention was needed then the clinic manager or senior nurse must be informed immediately. An incident form will be filled in and sent to human resources and the incident team within the trust. 1.5 Where possible the least restrictive interventions should be used as they can sometimes escalate the problem rather than defuse it.
Explain how and when to seek advice about confidentiality and where to go for help. Confidentiality means not sharing information about someone without their knowledge and agreement and ensuring that written and electronic information cannot be accessed or read by people who have no reason to see it. Ways to keep information secure To keep care plans secure Don't talk about service users out of work. Do not share information to people that do not have the right to the information. Situations where you might need to share confidential information.
Normally, we would not argue about children, but the statement that was made by me was taken out of context. We ended up settling everything, but that just goes to show how things can go left if you are miscommunicating with other people. Miscommunication is described as a lack of clear or adequate communication. In order to make sure that a miscommunication does not happen in the future, you have to make your voice well heard. Make sure that you are saying things in a way that it cannot be mistaken for anything other than it is.
Section 1: Understand the Role of the Social Care Worker You should try to handle conflict situations by remaining calm, ending the conflict before it escalates and remaining respectful of others. However, there are times when this may seem impossible and the following skills are required: openly discuss differences in a calm and rational manner. For example, when having heated professional discussions with colleagues: – avoid rising to challenges or suggestions that you are incorrect – ask colleagues to listen to you and respect your opinions, but also respect their opinions – if you feel you cannot resolve a conflict situation with a colleague then speak to your line manager – respect the advice and guidance which qualified colleagues
Members must overcome the need to protect themselves. One way to tell if you have trust in members they do not hold back, air dirty laundry, and admit their mistakes or weaknesses. If there is a lack of debate this indicates absence of trust. Dysfunction number two is fear of conflict. Teams that are lacking on trust are incapable of engaging in passionate debate about key issues.
Non-verbal communication can help but be careful when using hand gestures as they may be the same in a lot of cultures but may be very offensive in another always research. Distressing situations are a part of life we can not always avoid them such as the death of a family member or friend, but we can try and help the person through the distressing time by showing that you are there if required if they would like to talk or that you are able to get somebody else to talk to like another colleague, friend or relative, but without putting pressure on the person as this could cause more distress or agitation. Be aware of your own body language in these circumstances and approach them in a calm, open and non threatening manor make eye contact and show you are willing to
A potential dilemma could be the client not wanting to visit the hospital when the client has been medically advised that it is essential for them to do so, refusal of medication or any time the service user exercises their rights, to choose or refuse, that could potentially cause harm to themselves or others. I would try to advise them as to what was in their best interest, but there is a fine line between advising them and your advice itself becoming abuse once a service user has “refused” or said “no”. If in doubt always phone your supervisor or manager and always document exactly what has happened and what has been said and done.
To provide person centred practice all staff should give their service user freedom of choice, even if they don’t agree with the choices being made. Staff has to respect the choice of the individual. By not allowing a service user to make choices, even if this could pose a risk to them could have a negative impact on them as they are not being able to live as they wish. If a service user makes a decision that could pose a risk to them, we cannot physically stop them from doing so, we can advise against it but ultimately they have the
If we are not intending a purpose for our words, either spoken or written, they will bear no fruit – they are useless. We are also reminded that sometimes our communication has consequences, even when we think there will be none. Therefore, let us take heed before we speak. This is not meant to deter us from speaking or writing as often, but to make sure they have an intended purpose. When asked to speak, have something meaningful to say.
Occasionally, despite a counselor’s best efforts, some clients fail to act in their best interests and negatively respond to all counseling interventions. These clients are often called oppositional, reactionary, noncompliant, intractable, and unmotivated (Dowd, 1989). You can not make someone tell you something they do not want to. Forcing an issue or trying to push a client into telling you something will only make them want to be more reluctant from sharing. Being understanding, empathic, and listening to the client helps build the relationship and give the client the opportunity to want to trust you enough to tell you what you need to know.