Staff need to be fully aware of what signs to look for. There are agreed standards set out and all staff should be able to follow these to help prevent and protect. Training may also be supplied to help develop a more clearer and detailed understanding. 2.1 - Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s rights. Individuals receiving care,
| * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect for individuals involved. | 2) What are some questions you could ask when doing a training needs analysis that would clarify whether staff were appropriately skilled to manage disciplinary action? * For what purpose is the research being done and what does the
Amongst the company's policies and procedures, you will find such guidelines, as 'equality and diversity'., and 'dealing with harassment and bullying at work' These policies exists to enable all employees to work cohesively. Please make sure that you familiarise yourself with all of the company policies that will assist you within your job role. It is not only important for the company to have full and up to date details of agreed ways of working, it is also a legal requirement. It is vital that this company can show up to date documents, in the forms of policies and procedures, so that employees can gain a better insight into how the company works with others to promote best practice. Little or no documentation relating to agreed ways of working, would breach national regulations, and the standards of this company.
Aiii) Duty of care means that care giving organisations have agreed procedures and protocols when working with other agencies, a organisation needs a workforce development on duty of care. A system must be in place to offer guidance and information for their staff. Clear reporting and recording procedures. When a inspection takes places the inspectors look at duty of care and will take action if it is found to be lacking. Aiv) Duty of care contributes to safeguarding individuals as duty of care ensures that all concerned think about safeguarding, which also guides professional relationships.
These are some of the roles they have to undertake: • develop a strategy the team will use to reach its goals • provide any training that team members need • communicate clear instructions to team members • listen to team members' feedback • monitor team members' participation to ensure the training they providing is being put into use, and also to see if any additional training is needed • manage the flow of day-to-day operations • create reports to update the company on the teams progress • distribute reports to the appropriate personnel Leadership styles and impact of performance Different type of leadership styles exist in work environments. Advantages and disadvantages exist in different types of leaderships. Laissez-faire A laissez-faire leader lacks direct supervision of employees and fails to provide regular feedback to those under his supervision. Highly experienced and trained employees requiring little supervision fall under the laissez-faire leadership style. However, not all employees posses those characteristics.
It is important to continually monitor and assess your knowledge and performance to enable you to determine how well you are performing. By being aware of your level of competency, you can either see areas you may need to improve or work on, as well as areas that you are doing well at. It also helps you to decide on steps you could take to move you towards the next level of
Human service workers need to be prepared for all situations, and have feedback on how well their programs are working. Typically, the next step in the program planning process is to evaluate the program. It is necessary to have a program evaluation because it brings the results to light. In order to meet the well defined goals and objectives of program planning, it is essential for human service programs to have feedback on the effectiveness of the services they are providing so they can continue to satisfy their consumers. Program evaluation is needed so workers can remove anything from their program that was not needed, or add more attention to another direction of the program.
You should arrange for a formal meeting to be held without unreasonable delay after a grievance is received. Employees have a statutory right to be accompanied at the meeting by a trade union representative or colleague. All parties should make reasonable efforts to attend the meeting. Employees should be allowed to explain their grievance and how they think it should be resolved. Consideration should be given to adjourning the meeting for any further investigation that may be necessary.
To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome. To be able to work with outcome based practice the desired outcome must be established first, this helps the team, service users and others know what the end product should be. Throughout this process there should be regular reviews to find out how outcomes are being met and find out the impact or changes that it had had on the service user. Where positive changes have been identified the programme should continue towards the goal, if however there appears to have had a negative impact on the service users then new strategies should be discussed. It follows a person centred approach to support, always keeping the needs and wishes of the service user in mind and looking to achieve the best possible outcome.
You will through your induction training be able to understand why it is important for all care workers to follow policies and procedures. These have been identified as essential to your role as a care worker, as they describe and outline specific duties and expectations. It is important to stay updated with all agreed ways of working and policies and procedures must be updated regularly as new legislation or codes of practice get changed. You might get these as further training or as updates to staff handbook. All policies and procedures should also be available from the managers office.