I have to act in the person’s best interest but instead of encouraging them to avoid risks I have to support them and enable them to taking part in activities. I have to act in the individuals best interest, keep them safe, carry out risk assessments, promote informed choices but also respect their decision and right to live their life as they choose. If the risk seems great to me I would document it and discuss the matter with my manager. Another area where duty of care dilemmas may arise are confidentiality issues. When a confidential information is shared with me and it concerns safeguarding and there is a possibility of harm or someone’s wellbeing is threathened I might have to make a decision and disclose this information.
Also a distressed resident may distress other residents so I need to know when it is necessary when to take the resident to a safe area so I can calm them quietly and make them feel as secure as I can whilst I ascertain their needs. Or an example of non-verbal might be a resident using eye contact or grabbing me for my attention they may feel insecure or may just need toileting. Hence I need to be observing constantly to help me care for the residents to the best of my ability. Outcome 2 Understand how to meet the communication and language needs,wishes and preferences of an individual 2.1 Explain why
How their sight, hearing and speech is, are they able to communicate? If they have a disability then they may require moving and handling so any equipment will have to be risk assessed as will the environment that the carer will be working in. Do they have a history of falls, do they have any allergies or specific dietary needs. Talk to family and carers as they will notice changes first. They will notice changes in health, mobility, failure to take medication etc.
They have the right to have the choice to do this and you must respect it but you also have the duty to keep them safe. Explain where to get additional support and advice about how to resolve suck dilemmas. you would get more support from your manager, family member of the service user, another member of staff, a doctor, social worker or the safeguarding team. Outcome 3 Describe how to respond to complaints. i would follow respond to a complaint effectively and be proffesional, if the complaint was something i could deal with personally we could deal with it there and then, but if not then i would inform my manager or senior member of staff about the situation.
I organise all training within the home and have to ensure that staff are fully aware of courses they need to attend, when the courses are and when they have been confirmed on the course. I am able to do this by ‘advertising’ the course via posters and in the staff communication book, liaising with Head Office to book candidates via email and then notifying staff once confirmed. 1.1 Explain how you have supported effective communication within your own job role In my role I ensure that the residents preferred method of communication is being used at all times. A lot of our residents have reduced hearing and so I need to make sure that staff are addressing them in a suitable environment with limited distractions/interruptions. We also have several residents with a form of dementia which can make effective communication quite challenging, it is my responsibility to ensure that each residents care plan
· Employees should always read their contract so they know what is expected of them. · Employees should allow plenty of time when ringing in sick. 1.4 There are various types of information and advice available in relation to employment responsibilities and rights. Below is a list of just a few of the places you can look:- Internal · Employment contract. · Employee handbook.
Outcome 2 Know how to address conflicts or dilemmas that may arise between an individual’s rights and the duty of care 1 Sometimes individuals may want to do something which could be a risk to their Health and safety. As a carer you have a duty of care to that person and you must do all that you can to keep them safe but you also have a duty to respect the individuals rights and choice, so you have a dilemma. It could be that the individual no longer wishes to use her walking frame, but her care plan states that she needs it to move from place to place and you are to ensure you encourage it’s use. In this scenario you could carry out a risk assessment to ensure that it is managed as safely as possible. 2 There are many ways to manage risks associated with conflicts and dilemmas:- * Allowing individuals to explore with guidance, * Making individuals aware of potential hazards and dangers, * Allowing individuals to acquire life skills through learning how to cope with risky situations, * Staff ignorance, * Parents are a risk to staff if reported to social services.
Understand health and safety in the social care settings Learning outcomes and assessment criteria Outcome 2 understanding risk assessments and their importance in relation to health and safety. 2.1 Explain why it is important to assess health and safety risks. It is important to assess health and safety risks, as if you don't assess them, you will not be able to reduce or eliminate any risks that occur. This will result in putting you, your colleagues and your service users as risk and will increase the chance of unnecessary injuries occurring. Outcome 11: safety, availability and suitability of equipment Regulation 16 - (1) the registered person must make suitable arrangement to protect service users and others who may
It also means understanding your duty of care, maintaining confidentiality etc. All of which should make abuse less likely to happen. 1. Explain how to evaluate the use of care plans in applying person centred values The way in which you would adapt the care plan to make it focus on a persons values would be to sit down and discuss with the client how they would be comfortable with the care that they’d be receiving. It may mean that a client would prefer things to be done in a specific way which a carer wouldn’t usually do.
If a person is committed to change or wants change we simply walk beside them and help them determine the best course of action. If a person is in contemplation about change we as helpers need to remember not to take the good side of the argument. If you argue for the good side it only leaves the client one spot to stand and usually that is to defend the other side. So if you tell someone that they must change something, or they must do something, people will come up with excuse after excuse. So rather than getting someone to defend their current behavior, we want to get them talking about change.