Unit 4222-304 Principles for implementing duty of care in health and social care. 1. Understand how duty of care contributes to safe practice. 1.1 The term duty of care means to give the best care and attention to the clients i work with. This is based around each individual and their careplan so the care i give is individual to them.
Aiii) What having a duty of care means for a care giving organisation When an employer adheres to the duty of care in a setting such as a residential care home it protects residents as well as the staff. This is because all codes of practice are carried out and makes the home a safer environment, e.g. equipment is regularly checked, chemicals are stored correctly and staff trained regularly. Aiv) How the duty of care contributes to safeguarding individuals In my role I have a duty of
If it is a coworker issue, try to switch the shifts, work in a different department, or different ends of the department. Management is trained to handle stressful situations. A manager’s decisions affect quality-of-life outcomes in the critical boundaries between people and organizations and between organizations and their environments ( Lombardi, D.M., & Schermerhorn, J.R.
Understand how duty of care contributes to safe practice Explain what it means to have a duty of care in own work role. All service users should be supported and enabled to live in an environment which is free from prejudice and safe from abuse. My responsibilities under the duty of care is to do everything reasonable within the definition of my job role to make this happen. A duty of care is a legal obligation imposed on a carer requiring that they adhere to a good quality and standard of care. It is my duty to take care of vulnerable adults and to ensure that their needs and well-being are looked after.
You must take care to establish whether or not there are problems or circumstances in the workplace for which the employee is not responsible that are resulting in the under-performance. Remember such things as discrimination or harassment which may not be readily apparent. If the employee's performance is identified as being unsatisfactory due to illness or a disability, you should, in consultation with your line manager, HR Department or Occupational Health Officer, consider whether any modification can be made to the job (for example, in terms of hours or patterns of work, responsibilities, etc.). Also remember to consider any diversity issues. The possibility that poor performance may arise from misunderstandings due to ethnic/cultural/gender or other issues must also be explored, where relevant, and the problems resolved.
It is my duty of care to safeguard individuals from harm. All employees should report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If you do not work in this way, you could be considered negligent or incompetent. If you are in any doubt at any time, you must discuss any issues you have with your supervisor / manager.
An outline of what is meant by ‘agreed ways of working’. The term ‘agreed ways of working’ relates to the way an employee must work and the rules that they must adhere to. As an employee you should work in a way that is clearly set out in the job description – this will then mean that you know what areas of care you would be responsible for and those that should be reported to a higher member of staff etc. Bii) Limits of role There are limits of this role as this has to ensure safety of clients as well as members of staff. The job description outlines the limits and if this is not exceeded, this may result in dismissal or disciplinary action.
Sometimes while doing you job you may come across conflicts/dilemmas beween duty of care and indiviuals rights. This may include situations where the indiviuals you are supporting may not agree with what you believe is best for them. in this situation it is best to make sure the service user is fully aware of the consequences of their choice and they have the mental capacity to understand the risk involved. it is their right as an individual to be able to make informed choices about their lives, even if we disagree. you can always seek advice from your manager or senior staff.
304 Introduction to duty of care in health and social care 1.1. What is meant by duty of care in my own work role “ Duty of care” means to provide care and support to individuals within the law and also within the policies, procedures and agreed ways to work. It is about keeping the service users independence, to support and enable them to live within an environment free from prejudice and safe from abuse. Everyone is entitled to their own opinions, choices and we should respect that at all times while promoting them as an individual. 1.2.
This is underpins everything that you do in your role. If this does not happen and doesn’t meet the standards of care including the Codes of Practice, then it would be considered as negligent and could be taken to court. You also have a duty of care to the people you work with, it should make you plan your work with the best interests of the person you are working with, it’s not just physical risks but any risk when carrying out any task ensuring their well-being and safety in the workplace. Also employers can ensure they provide a good standard of duty of care by ensuring all employees are CRB checked, up to date training, following legislations from governing bodies such as CQC and making sure all employees have a good understanding of policies. 2.