3.1.Evaluate own knowledge, performance and understanding against relevant standards. Once I have analysed the demands and expectations of my job role, the next step is to consider what I can already do and which areas I may further need to develop. This learning outcome looks at how I might evaluate my own performance and how I might use feedback to inform me. It is important to think abut what I can do already and which areas I need to develop further. To do this I can ask for feedback from advisers or assessors.
ASPIRE ESSAY This essay will look at the model of Assessment Planning Intervention and Review (ASPIRE). The essay will look at a case study where the elements of ASPIRE have taken place and look at the theories and values which have underpinned and informed practice. The essay will not take the form of being neatly separated into the different sections of ASPIRE in a linear sequence as the direct work that has taken place has very much been an inter-meshing of assessment at the same time as the intervention. This is because the main intervention used was Crisis Intervention model which, in Roberts’ ACT model, involves a minimum number of contacts. Due to the nature of intervening at a time of crisis its immediacy is paramount in helping to resolve the presenting problems, stress, psychological trauma and emotional conflicts (Roberts 2006).
During the examination of the problem first one must recognize that an issue exists. Study the problem in its entirety by gaining feedback from those directly affected by the problem. Find the root of the problem, what is the cause of the problem. Completing this process in great detail is important for its stability and moving forward throughout the cycle. The next part of this stage relies on the stakeholders.
A violation of compliance to regulation would simply mean that the guidelines in place have not been followed, weather voluntary or involuntary. In this scenario it seems as though the occurrence was involuntary. The first step is critical, it is essential for the HIM to clearly understand the problem so that all energy will be focused in that direction. The objective is to get as much information about the problem as possible. It may be helpful to divide the symptoms of the problem into hard and soft data.
* Assess how disagreements about performance apprasials outcomes are managed, investigating whether BHP has a clear and consistent policy and procedure for the dispute settlement process. Also, whether the issue can be resolved quickly and appropriately, offering advice and support in cases of dissention about performance appraisal outcomes. Question 2: Introducing a Performance management system requires communication and training. What methods would you use to promote the performance management system and gather feedback from stakeholders? In promoting a
Monitoring progress is when you work on the procedures needed for reorganization and observation of the changed behavior. Following up provides the information needed to know if the behavior change results from the intervention continued to create endurance even in other settings and times. The two phases I choose are screening and monitoring evaluation . During the screening process the behavior analyst is to assess the client and to determine if further services are necessary to address behavioral problems (Cooper, Heron & Heward, 2007). It is included in behavior assessment to identify if there was a problem behavior, what variables cause and effect this behavior and if so what needs to be done for said behavior to be better.
Meet with a union representative (your assessor) to receive and discuss the results of the survey. Anticipate possible resistance by this stakeholder and promote your plans to gain acceptance. Ask for additional input to help you revise your change management communications strategy. 4. Draft revised communications plan and overall project plan (from Assessment Task 2) in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis provided in Appendix 3.
Data Collection Methods Used in Research Data collection methods include identifying the problem and determining if fixing the problem will benefit more than leaving the problem alone. Selection of a study group is the second step. The study group needs to be critical to provide proper decisions. The task force needs to include people from all departments of the company. Identification of key variables and operational definitions is the next step.
Simply allowing each party to express their issues and how to resolve it and then finding a middle ground to resolve the situation. In some individual cases with staff, Supervisions or assessments are required to gain more information. With agencies, data collection is vital to agreeing terms, if it is proven that a certain way of working or regulations works then it is hard to argue with conflicting evidence in the benefit of the disagreement. 3.4 – Demonstrate methods of assessing the effectiveness of joint working
Governance and Leadership in Long-Term Care Leadership can be looked at as either a process or a position. However, most individuals view leadership as a way of influencing an organization or group. Even though all businesses have leadership, they are not always effective. This paper will focus on the effectiveness in leadership and governance of long term care. Evaluating leadership effectiveness is vital in every organization.