Give an explanation of how a working relationship differs from a personal relationship. Working relationships are based upon our professional behavior and meeting the expectations of our colleagues and employees in a professional setting. They usually occur in a working / professional environment and are limited, in theory, by the scope of the job roles and the context provided by the job role.
In contrast, personal relationships are based on knowledge and understanding of another person, including their emotional needs, resonantly and expectations. Personal relationships are often based at home or established within the context of a home. Working relationships usually exist between colleagues, colleagues and clients or other professionals. Personal relationships on the other hand usually exist between family members, partners and friends. 2.
Describe two different working relationships you would find in adult social care settings. In an adult social care setting you would find working relationships between: 1) A manager and a support worker, 2) A support worker and a colleague or another professional from a relevant origination that interacts or works together with the support staff, for example medical professionals, such as Nurses. 3. Describe why it is important to adhere to the agreed scope of your job role in an adult social care setting.
It is important to adhere to the agreed scope of a job role in an adult social care setting, because the agreed scope defines the duties and responsibilities of the role. This framework of responsibilities establishes professional expectations of the employee and failure to stick to the agreed scope could result in the needs and expectation of colleagues, service users or even the employee themselves not being met. The result of unmet needs and expectations could be harm, injury, stress – making failure to adhere to this scope, a potentially serious error.
F-allure to fulfill the agreed scope of a job role in this sector could also leave the employee and organization open to the accusation of failing to meet appropriate standards in a care setting. As job responsibilities will line up with company policy and procedure which reflect legislation and current good practice, failure to abide by the agreed scope of a job role could result in failing to meet the demands of law and therefore old result in prosecution. 4.
Outline what is meant by agreed ways forking which you are expected to adhere to by an organization. Agreed ways of working means working within the boundaries of the job description, role and responsibilities that have been set by the employer or organization, including adhering to all relevant policies and procedures (and legislation reflected therein) implemented by the employer. 5. Explain why it is important to have full and up-to-date details of agreed ways of working in adult social care settings.
In adult social care settings, it is vital to have full and up-to-date details of greed Ways of working because this will help the staff to operate within the boundaries of the current legislation that applies to that setting and hopefully prevent situations that could lead to prosecution. Having up-to-date agreed ways of working also helps prevent service users from being put at risk unnecessarily by helping staff to stick to good health and safety practice and avoid situations where service users are exposed to undue risk.
Up-to-date agreements are also important to inform staff and enable them to adhere to the changes that enter the setting and be in agreement with the standards and regulations imposed at all times. . Explain why it is important to work in partnership with others in an adult social care setting. Working in partnership with others within an adult social care setting is important as it provides good accountability for the work being done and also helps to provide the best care for service users possible, by drawing on the skills and knowledge of different support workers or organizations who are al focused on their care.
Working in partnership enables you to support others in their roles – which in turn improves the quality of care provided. Partnership working helps make the service delivery effective. . Identify three ways of working that can help improve partnership working 1) Being respectful, open and willing to listen to the contributions and ideas from others is helpful to improve partnership working as it demonstrates value for the input of others and encourages people to communicate and contribute. ) Reporting all information and communicating appropriate information to others also helps improve partnership working as it improves mutual understanding and knowledge. 3) Having and showing respect for the experience and knowledge of others in relation to the care of service users alps improve partnership working as it demonstrates value for the expertise that others can bring and also draws on it to improve the quality of service provided. 8.
Identify two skills and two approaches you would need when resolving conflicts in adult social care settings. Different conflict situations may require different approaches or skill sets to facilitate resolution to the conflict. The right skills and approaches can diffuse potentially harmful conflict situations and prevent them from escalating or becoming destructive; used rightly these skills can facilitate healthy infiltration and conflict resolution.
Skill 1: Active Listening: This means listening carefully and demonstrating attention and understanding, by: using eye contact; acknowledging what the person is saying by nodding and using affirmations; briefly repeating what has been said to you and asking for clarification if needed; demonstrating empathy and understanding; seeking further advice and guidance from a manager if necessary. Skill 2: Open Discussion: This means discussing issues of differences or conflict in calm manner by avoiding rising to challenges; asking for and show aspect; valuing what different opinions and perspectives; using appropriate channels if necessary -? e. . Talking to a line manager if the conflict is not reaching a resolution; maintaining good professional behavior and attitude that does not make a professional conflict into a personal one. All approaches in these situations need calm, objective demeanor that enable rational thought and communication to prevail and promote a suitable resolution to the conflict. Aspects of the approach can depend on the situation. Approach 1: If the conflict situation involved a colleague and a service user, I old remain objective and try to avoid personal feelings or opinions from clouding my judgment or communication style.
I would remind the service user that we are there to help and support them and we are interested to hear what they feel their needs in the situation were, reinforcing this with active listening. Then I would use negotiation or compromise depending on what was more appropriate. For example, if the service user wanted to help to engage in a particular fitness activity that their Support Worker considered inappropriate or posed an undue risk, I could suggest an alternative.
Approach 2: If the conflict situation involved two members of staff, again I would remain objective and calm and take stock of my agreed working methods and the scope of my role. If it was appropriate for me to become involved, (for example if I had a supervisory or managerial responsibility to the staff involved) would encourage them to have the conversation in an appropriate setting and facilitate their communication, reminding them of the boundaries of their roles and helping them to reach a mutual resolution where possible.
In this situation, compromise may be a more helpful approach as it is likely that both would be aware of their roles and a resolution that creates the best situation for both simultaneously maybe the best result. 9. Explain when and how you can access support and advice about: Partnership working: I can gain support and advice around partnership working from colleagues by asking them. Would need to ask them at an appropriate time and using an appropriate method that did not cause difficulties and met my support need. I could also contact external organizations including ICQ, Social Seen. Ices or other care companies via telephone, e-mail, or by looking at their websites. Resolving conflicts: Staff, especially managers and supervisors may offer a wealth of information and experience around conflict resolution. Using my professional supervisions or asking for chats with managers and supervisors will be a direct way to gain advice and support in this area. SECTION 2: Principles of Personal Development in Adult Social Care Settings. 10. Reflective practice is commonly used to support personal development. Explain what reflective practice is.
Reflective practice is a technique used to evaluate and analyses the developmental needs Of support workers and employees in an adult social are setting (or other professional sectors). It involves reflecting on our methods of work, professional strengths and weaknesses and areas for improvement or celebration. It involves considering what went well and what didn’t prove successful and considering the reasons for each. This contemplation can be done verbally by discussing our professional delivery and progress (e. G. In a supervision) or in writing e. G. Peeping an account of our professional activities, successes and incidents. Either method should expose areas where extra development or training would be beneficial as well s areas where our existing skill and knowledge is proving successful. 1 1 . Explain why reflective practice is an important aspect in contain joyously improving the quality of service provided in adult social care. It is important to reflect on our practice to facilitate continuous improvement of the quality of service we provide, because without it we may not be aware of our weaknesses, which inform and contribute to our professional development strategy.
It also makes us more aware of the source and resolutions of problems, or the methods and approaches that are proving inefficient to the service users in our care which we want to maintain. Reflecting on our practice encourages our adherence to policy, procedure and agreed ways of working that all promote good quality service delivery. Reflection confronts us with issues and new ways of working that meet the demands of current legislation and good practice. It also bolsters our understanding of how and why we employ certain methods of practice in the care setting.
Reflective practice is important in helping us evaluate how effective our current working practice is and then to adjust it based on this evaluation. Such reflection also gives us the opportunity to consider different approaches to our roles and duties and can strengthen our confidence in the role. 12. Standards can inform reflective practice in adult social care. Explain how standards affect your reflective practice referring to Codes of Practice, regulations, minimum standards, National Occupational Standards and/or other standards which you are aware of.
Standards within the care setting provide goals for us to work towards and expectations for us to meet. Therefore they help focus our reflection onto specific areas and ways of measuring our professional performance. They provide measures, specific goals and baselines / minimum standards that we can use to evaluate and measure our performance on – thus helping to expose areas of weakness that need to be improved as well as areas Of success that can be built on or maintained.
Codes of Practice are a standard set both internally by individual care organizations as well as nationally by the General Social Care Council. These statements describe the standards or behavior and service delivery that are required of social care workers. When reflect on my professional performance, these standards give me a clear indicator of how my behavior and execution of my duties matches up to what is expected of me. Those implemented by the organization I work for may be updated regularly and they help me to reflect on if I am keeping up with changes in the professional expectations that are put on me.
The Care Quality Commission and Health and Safety Executive provide standards known as Regulations, which ALL organizations and individuals involved in providing care MUST adhere to. This can inform my reflective practice by giving me specific boundaries to reflect on which helps me to maintain a consistent delivery of my duties. ICQ also provide information on essential standards – i. E. The minimum essential standards of quality and safety that can be expected from care providers. Providers are legally obliged to meet these minimum standards and again this informs my reflective practice by providing a base line for my performance review.
My performance should meet Or exceed all these standards (that are relevant to my role), as a minimum and the legal obligation provides a clear boundary for the scope of my role and performance. National Occupational Standards, or NOSE, are used to establish “best practice” through an amalgamation of skills, knowledge and values that contribute to high quality care provision. These standards can be used to inform appropriate qualifications and for defining job roles and prerequisite levels of ability for different roles.
For me these standards show me areas that need to be improved in my professional knowledge and understanding and so inform areas of reflective practice that look at my continuous professional development. 13. Describe how your own personal values, belief systems and experiences may affect your work Eng practice. My personal values affect my working practice significantly. For example, I have a high value for privacy, freedom, independence, dignity and love and service. My practice is influenced by these because they affect how I view situations at work.
For example the opportunity for service users to be able to make their own choices is important to me and to handle the responsibility of their choices. This means that there are times where am more mindful of how I help a service user – that my support does not hinder their independence but promotes their confidence in making choices and exercising responsibility. Even though I have high value for service, I must lance it and take into consideration the bigger picture of care for a service user -? i. E. Sometimes it is important to encourage them to undertake tasks or contribute to their care plans when they may not feel like it etc.
It also means that am careful with information about clients and how it is shared as privacy and dignity are significant values for me and so I have high regard for data protection etc. As a believer in Jesus Christ and faith as communicated in the Bible, I have beliefs that also impact my working practice. Because of these beliefs, I desire to work well to complete my duties. I believe that how I work is not detached from my relationship with God and my faith, which causes me to approach work and value it and the people around me according to my beliefs.
My past experiences can also impact my working practice. Where have had difficult professional experiences, I may have learnt negative lessons and developed apprehension of certain situations and circumstances that can be involved in the care industry and around issues that often crop up in my line of work. This can cause me to approach certain situations with more hesitancy. On the other hand, my past experiences have even me good perspective of certain situations within the care industry and have helped me not to be overwhelmed by circumstances I may otherwise have found very difficult.
This increases my confidence in the role and makes me more able to take on new challenges and implement new strategies etc. 14. Explain how people (colleagues and yourself) may react and respond to receiving constructive feedback. Constructive feedback can have different impacts on different people in different situations. Various factors can affect the impact and the reactions and responses to the feedback, such as the stress the individual (who is eating the feedback) is feeling at the time and their relationship with the person giving the feedback as well as the way the feedback itself is given.
REACT: It is possible that when constructive criticism is given that people can have a negative reaction – feeling upset that it is a personal attack rather than an effort to help improve performance. This is more likely when the relationship between the individual and the person providing feedback is already strained or they do not get along very well. It is also potentially more likely if the person receiving feedback is well experienced or proud of homeless as they would not expect to be found lacking in their professional performance.
Many colleagues have considerable experience in the field, however, having good relationships with the manager means it is likely they would receive criticism well, unless they are already lacking in confidence in a specific area or are experiencing high levels of stress. For myself, I am less experienced so I think would appreciate the feedback as am already aware that my experience and prowess can develop significantly. RESPONSE: The response to feedback can also be negative or positive.
For some the response an be proactive and positive as people recognize that the feedback is informing their development by providing areas for them to concentrate on improving. A positive response would welcome the feedback as a means to promoting professional development. However, a negative response is also possible – in this case the individual receiving feedback could lose confidence in their own abilities and methods, causing them to feel undermined and to adopt a perspective of failure. This could result in inconsistencies or increased anxiety in their working practice or a defensive or aggressive attitude.
For myself I am very much aware that I am still learning some of the peculiarities of working where work, so I am keen to develop and increase my confidence and capabilities. As we are committed to being a learning organization, think most staff would have a positive response and seek to develop themselves in response to constructive feedback. It is possible that those who are less confident in some areas could feel further anxiety about dads tautly performing certain tasks though. 15. Explain why it is important to seek feedback from others in order to improve your own working practice and inform your development.
Improve practice: Our working practice has an impact on both colleagues and service users. It is important therefore to seek quality feedback from others in order to gain a better understanding of the perspective they hold and how our performance impacts them professionally. When we seek and receive feedback from others, it can help us to improve our practice because it helps us have an objective perspective of our successes and failures, and our strengths and weaknesses. Formal feedback such as an appraisal is often an opportunity to learn different approaches to tasks and to benefit from the experience of our manager / supervisor.
Inform your development: Good feedback should provide an objective and professional picture of areas where we can develop – this helps us to focus on these areas when we are carrying out our tasks. As well as bolstering our confidence in areas where we are strong, seeking good feedback can help increase our ability to solve problems by providing the opportunity to review successes and failures in our working practice. 16. Explain why it is important to use feedback given to you in order to improve your own practice.