Being independent does not necessarily mean being completely alone, but supported to do things for themselves. Take time to enable the individuals you support to be independent. Don’t do things for them because it is quicker. Support them to do things that they can do or almost do. Independence makes people feel in control of their lives and gives them a sense of self-worth.
It is based on the belief and values that people with learning disabilities are entitled to the same rights and choices as other members of society. To be included, and not segregated from other members of society. 1.4 Explain how the beliefs and values on which person-centred thinking is based differs from assessment and other approaches to planning. Person-centred thinking is based around the individual and what is important to live their life in a way that they want, and the support they required to achieve this. Assessments and other approaches take into account the basic requirements for each individual but the individual may not be involved with the decision on where they are placed.
Sticking to principles of practice means that quality should be assured, tasks are covered and that actions are also recorded appropriately and accurately. If there are any challenges then security and confidence comes from a job well done in accordance with the codes of practice .there may be temptations to exceed the role to become a friends rather than a worker. Whilst befriending is acceptable a closer relationship might contribute both to dependency and exceeding a role. For example undertaking medication dosage or exceeding the brief by engaging in family conflict for example or accepting gifts. All could compromise the role of the worker and lead to unfortunate consequences for all.
The steps in the A-E-I-O-U Model include: a) assume that the other members mean well; b) express one’s feelings; c) identify what one would like to have happen; d) outcomes one expects are made clear; and e) understanding on a mutual basis is achieved. The benefit of this method is the mutual agreement of team members; however, if one team member does not support decisions made the approach will not be
In addition, they should also be held accountable for these decisions. These ideas are thought to be true in most circumstances, but typically there are variations when dealing with each individual belief. Within the obligation category, certain issues may not always be handled easily. The strict belief to always do what is morally right may not leave much room for compromise in the business world. The inability to look past the right choice to the most beneficial one, the obligation to right versus wrong, and the idea of equality in the workplace may result in problems in the workplace for a person who holds these values within the obligation category.
Letting them make decisions for themselves. Giving them independence. It will build relationships and give individuals confidence to express feelings which they may not be aware is abuse. Promoting choice and rights can empowers an individual. It offers choices which can reduce the likeliness of abuse.
I-4/5 Individualistic, with this stage individuals develop a respect for individuality and personal ties. I-5 Autonomous stage, understanding of conflict and recognizing interdependence. The focus is on self-fulfillment and understanding that we can be free of oppressive ideas. I-6 Intergrated is a difficult level to achieve. Individuals accept themselves for who they are and like themselves.
It is the emotional glue that holds leaders and followers together. The moment trust is gone, everything begins to fall apart. Q: So as a leader, how do you know that you have the trust of the people who follow you? - Reliance- Relying implies one’s free choice to commit oneself to another person. When there’s trust in a relationship, a tremendous reliance is formed between both parties.
The extent in which individuals are influences can depend on self-esteem levels, and individual strengths from moral, values to self-identity. Daily influences may include common courtesy, or inappropriate agreements within group settings based on demands for consensus. Individuals are guided by internal compass’s, which form parameters of perceiving, that is what information is considered to be right or wrong according to individual social and value expectations. Many actions done by individuals are simply done to ensure a place for familiarity and acceptance, while avoiding exclusions. For many, the need for approval and acknowledgement may exceed values of authentic identity.
EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships. Relationships have many different aspects; here are several examples: • Trust • Teamwork • Quality • Morale • Self-esteem • Loyalty • Respect for boss When conflicts are handled well, there’s a positive effect on work relationships. When they are not, these factors can deteriorate. Productivity and the free expression of ideas are also impacted. FACTORS THAT AFFECT HOW PEOPLE MANAGE CONFLICT The skills involved in managing conflict are