Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. 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.
Their active cooperation in engaging in both informal and formal performance management is vital. A combination of persuasion (making the case for the importance of performance management as part of their duties, and providing some form of reward for doing so), and discipline or supervision is likely to be necessary to ensure
PROJECT 1 In organisations which are concerned with continuous improvement and with ongoing business success, managers must build trust-based relationships, develop effective communication systems and processes, share information, base decision-making on consultative processes and provide opportunities for staff to develop the competencies they need. They must also be aware of relevant legislation, codes of practices and ethical principles. Explain the actions you, as a frontline manager, would take to achieve these things and explain why they are important to an organisation’s sustainability and ongoing success. To build trust based relationships I would take the following actions: 1. Being honest: from my point of view this is the first step to build trust.
Which provides and clarifies employees their new responsibilities, outcomes and most important individual performance. Feedback should be practiced for each individual employees via meetings, or other devices to reinforce team performance and effectiveness with intention of providing motivation for team 2. Why is encouraging participation in the planning, decision making and operational aspects of the team's work important for developing team cohesion, and what role does feedback play in doing this. Offering feedback and reinforcements is important because it commends and offers opportunities to review and reward its members for their contribution, and the standard of cooperation to the work produced. Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive.
Expectations about own work role as expressed in relevant standards(Code of Practice, Regulations, Essential standards, National Occupational Standards): to examine why and how I practice, to identify areas for improvement, to develop different ways of working, to develop new areas of learning. 2. Be able to reflect on practice Importance of reflective practice: reflecting on situation can improve own knowledge, skills and understanding and may include: giving me grater insight, examining how effective my practice is, thinking through different approaches. Own values, belief system and experiences may affect working experiences by: understanding and being open to others` attitudes and beliefs, respecting differences between own and others personal attitudes, being aware of own personal attitudes and beliefs. 3.
A critical reflection of Continued Professional Development The aim of this assignment is to address the current perception of Continued Professional Development (CPD) within my organisation. Section 1 will outline the theories of CPD, change management, evaluating impact and a critical evaluation of the relationship between my organisation and how this reflects what the research tells us about effective CPD leadership. Following on, section 2 will outline the aims of my focus for change and how, using a critical review of the literature surrounding effective CPD, I set out to achieve those objectives. Section 3 will outline the impact of my focus for change on the organisation and finally, section 4 will be a critical reflection on my learning throughout the module, what this means for my leadership of CPD and the impact it has had on my personal CPD and leadership practice. Section 1 Theories of CPD There has been a continuum of maturity in the advancement of theory directed by policy (see appendix A) and research into CPD culminating in what was termed ‘the INSET revolution’ in the early nineties (Bubb and Earley, 2007:5).
4.3 Explain how peer and self-assessment can be used effectively to promote learner involvement and personal responsibility in the assessment of learning. 4.4 Explain how assessment arrangements can be adapted to meet the needs of individual learners. 5.1 Explain how to judge whether evidence is Sufficient, Authentic and Current. 5.2 Explain how to ensure that assessment decisions are made against specified criteria, Valid, Reliable and Fair. 6.1 Evaluate the importance of quality assurance in the assessment process.
My plan should address the three highlighted competencies of motivation, empathy and relationship. Motivation competency will be addressed in my development plan by documenting and reinforcing the need to build my self-confidence in these relationships, to convey my value added to the management team. This will yield improved recognition for my message as well as validate my presence at the management level. Secondly, working to develop relationships with the management team is key to developing empathy. This will require that I understand and build on the non-verbal clues conveyed by the team, responding accordingly in order to make a connection on a level that works for them.
This frame is of the view that - people should have clear, well understood goals and different roles, -and relationships and coordination must exist between these goals and roles in order for an organization to be successful. Policies, linkages and lines of authority are well defined and it stresses that when an organization has the right structure and people understand it, the organization can achieve its goals and individuals can be effective in their roles. It focuses on how work is organized, who does what with emphasis on policies and procedures. After schall had analyzes the situation, she is able to identify some major problems from the structural point of view. Prominent among these are: * A poor operating structure that is not adequate facilitate the successful day to day operations.
Trust and Team Relationships Teams and teamwork are essential to the success of most business enterprises that are not classified as a Sole Proprietorship. By working in teams, an organization is leveraging the diverse backgrounds and perspectives that individual team members bring to the challenges facing their organization. There are a number of different factors that may affect a team’s ability to successfully complete a task. The skills and talent of individual team members, organizational support and effective leadership are some noteworthy variables, but perhaps the most significant factor in determining a team’s effectiveness is that of trust (Granered, 2006). The idea of whether trust is assumed or earned in a team setting depends largely on the individual team members.