Specifically Maslow refers to the needs Cognitive, Aesthetic and Transcendence as additional aspects of motivation, but not as distinct levels in the Hierarchy of Needs. Where Maslow’s Hierarchy of Needs is shown with more than five levels, these models have been extended through interpretation of Maslow’s work by other people. These augmented models and diagrams are shown as the adapted seven and eight-stage Hierarchy of Needs Pyramid diagrams and models. The bottom four levels he considered physiological, while the top level would be psychological need. The lowest level moves to the higher level, and they begin.
It is my duty to take care of vulnerable adults and to ensure that their needs and well-being are looked after. I exercise reasonable care with respect to individuals’ best interests, this includes protecting service users from any harm or abuse that may occur and avoiding any acts that could result in injury but it also means respecting service users and giving them choices. I am proficient enough to ensure that every service user is taken care of in a reasonable, responsible and respectful manner. It is my role to ensure that my duty is carried out safely and effectively working alongside my organisation’s policies and procedures. Understand how duty of care contributes to safe practice Know how to address dilemmas that may arise between an individuals rights and the duty of care Know how to recognise and handle comments and complaints Know how to recognise and handle incidents errors and Duty of Care is defined simply as a legal obligation to Always act in the best interest of individuals and others Not act or fail to act in a way that results in harm Act within your competence and not take on anything you do not believe you can safely do.
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.
A risk assessment may initially have been carried out to enable an individual to undertake activities which will develop their skills and confidence, as these grow the risk assessment will need to be reviewed. Failure to do this will undo all the progress that has been made as well as infringing the individuals rights. 4. Explain how useful care or support plans are in supporting person centred values in practice. A care plan is the main important tool in supporting person centred values, this can be achieved by involving the individual at every step to ensure it reflects their individuality.
1.1 Explain what reflective practice is Reflective practice is, in its simplest form, thinking about or reflecting on what you do. It is closely linked to the concept of learning from experience, in that you think about what you did, and what happened, and decide from that what you would do differently next time. 1.2 Explain the importance of reflective practice in continuously improving the quality of service provided the importance of reflective practice is to to focus on what has worked well and what needs to be improved, it enables you to find if a different approach or technique is needed and helps develop self awareness 1.3 Explain how standards inform reflective practice in adult social care Standards may include the Code of practice, regulations , Essential Standards and national occupational standards. these standards inform reflective practise by informing own learning, helping one to think about professional accountability,enabling professional development and providing a way of identifying what is required for good practice 1.4 Describe how own values, belief systems and experiences may affect working practice Own values, belief systems and experiences may affect working practice by preventing conflict with others, fostering understanding of others’ views and perspectives, improving communication with others, favouring those who share your values, belief systems and experiences, not respecting others who do not share your values, belief systems and experiences 2.1 Explain how people may react and respond to receiving constructive feedback people may react by agreeing with the points raised and expressing a desire to improve, they may also ask questions or ask you to expand on exactly what is being said. they may also be defensive or express anxiety 2.2 Explain the importance of seeking feedback to improve practice and inform
Code of Practice for Social Care Workers Social care workers must: be accountable for the quality of their work and take responsibility for maintaining and improving their knowledge and skills. Care Standards Act 2000 (CSA) created a new regulatory framework for all regulated social care and independent health care services. The Act has two fundamental aims, to: • protect vulnerable people from abuse and neglect; and • promote the highest standards of quality in the care that people receive The standards and benchmarks you are evaluating your knowledge and performance against are Codes of practice, National Occupational standards and minimum/essential standards etc (See above) By following your workplace standards you will be ensuring best practice, which is used to maintain quality and can be used as a benchmark. When working in social care, to be effective and to provide the best possible service for those you support, you need to be able to think about and evaluate
To ensure that we are performing to the best of our abilities we have to maintain our skill set. If someone comes up with a better way to do things CPAs should be open to the information and not just stuck in the way things have always been done (Mintz & Morris, 2011, Chapter Chapter 1). Reading the principles you can see that they talk about the others within their explanations, but in order to provide the best service to clients understanding the responsibilities, making sure our integrity is always intact, and maintaining our due diligence (care) in always presenting the best products should be the most important. Mintz, S., & Morris, R.E. (2011).
To manage potential problems and barriers it is essential that they are discussed honestly and that all stakeholders have a say. 2.1 Anticipate changes in job functions and potential layoffs Staff will need to be trained in using the new systems. Job roles will need to be redefined if necessary, although the roles will try to be kept similar if not the same. Training will be decided after assessment by line managers, current employees will fulfil roles best suited to their skills and qualifications. 2.2 Addressing security and privacy issues Databases that contain information about stakeholders will be kept on a need to know basis, on a separate server with data encryption facilities.
Maslow's Hierarchy of Needs January 20, 2012 There are five different steps to Maslow’s Hierarchy of needs. They are as follows; Physiological needs, Security needs, Social needs, Esteem needs, and Self-actualizing needs. Maslow’s hierarchy of needs is the majority of the time displayed as a pyramid. The bottom of the pyramid is made up of the most essential needs, while the top of the pyramid is more complex. Needs at the bottom of the pyramid are necessary physical requirements such as water, food, warmth, and sleep.
Review the following contingency leadership models. Fielder' s Contingency Model: The contingency theory was developed Morse and Lorsch, and is primarily based on McGregor’s Theory Y and Herzberg’s Hygiene Theory. It assumes that people need to feel competence to be motivated, and if it is realised, the individual will remain motivated even after the originating task has ceased. The method of fulfilling each person varies from individual to individual and is also dependant on the strength and variety of each of the individual’s needs. As important as needs fulfillment is the requirement to achieve a good fit within the e organization to “set the stage” so to speak for the individual to be able to strive for success.