There are numerous anxieties in the human services staff, but burnout has to be one of them. You have your cons and pros when working in Human Services. It can be amazing and demanding at the same time. A huge amount of effort, not keeping under control, and harmonizing between family and occupation can cause the surroundings to become tense. The purpose of this paper is to assess suffer exhaustion; explain some of the person, ethnicity, clerical, administrative, and community encouragement factors that bring about burnout.
Stress in the workplace can be caused by numerous reasons and can have a major impact on work performance and job satisfaction. It is important that the organization is able to identify the stress related issues and the contributing factors that are causing stress. The stress reducing approaches; stress management training, reduction of stressors and alternate work schedules and telecommuting are essential for reducing stress within an organization as well as benefit the employees at Air Devils
These can range from poor working conditions, poor equipment, poor practice by other staff and raising concerns about potential abuse cases and situations of neglect. It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family member or friends. If you have any doubt at any time, you should discuss any issues you have with your manager.
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.
Management must direct employees to what they must do. If management sees slack in performance of an employee, management must find out what is going wrong. If is lack of training, employee having a coworker issue, or a personal problem management needs to do what is necessary to make it right. Management needs to give them the training the employee needs or send them to a training program. If it is a coworker issue, try to switch the shifts, work in a different department, or different ends of the department.
These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If I
You could lose your job and you could have legal action taken against you. | 1.2 Describe how the duty of care affects own work role and how it contributes to the safeguarding and protection of individuals Duty of Care contributes to the safeguarding or protection of individuals | In your role you have a duty of care to raise any concerns you may have about any aspect of your work. These can range from inadequate working conditions, poor equipment, poor practice by other staff; to raising concerns about potential abuse cases and situations of neglect. | It is your duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have.
What would be your overall aims when counselling an underperforming employee? Describe the steps you would work through to achieve these objectives. The overall aim when counselling an underperforming employee is to restore job performance to a satisfactory level by identifying the unsatisfactory behaviours, mutually establishing goals for improvement, and seeking agreement from the employee on suitable action to overcome those problems. Counselling will occur either because your staff member approaches you to seek help, or because you approach the staff member due to problems you have noticed in his or her work performance. As soon as you have identified that an employee is under-performing, do not wait for things to go from bad to worse.
It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family member or friends. If you have any doubt at any time, you should discuss any issues you have with your manager. 2.1 Describe potential conflicts or dilemmas that may Arise between the duty of care and an individual’s Rights During my work you may find yourself in situations where the individuals you are supporting Do not agree with what you believe is best for them.
Grievances within your workplace can be caused by a change in work circumstances, a problem you might have with the Health and Safety to what you perceive to be a breach within your contract of employment or may it may be that you feel you are being harassed or discriminated against. My first action would be to informally approach my manager or senior, with regards to the situation and with any possible solutions to resolve the grievance I may have. If this is inappropriate or I feel it poses a threat to my colleagues and I, I would consider a formal approach. In which I would follow my company procedures and codes of practise, notifying my employer, formally, of the grievance. I would then supply them with a statement and any evidence I may have, after allowing them time to investigate and establish facts, I would await notification of the decision and plan of action, in writing.