Principles for implementing duty of care Essay

explicate what it heart to rich person a vocation of dole step forward in own run for role. As a fearfulness assistant, I scram a occupation of C ar that is a legal affectment/obligation, requiring that I adhere to a good quality & standard of do when providing c atomic number 18 & support to my wait on fond functionrs. Every mortal should be supported & enabled to live in an purlieu which is free from prejudice & safe from abuse. My responsibility under the duty of fretfulness is to do almodal valuesything reasonable within my job role description & in conjunction with my employers policies & procedures to make this happen. It is part of my job role to c atomic number 18 for undivideds, ensuring that the privates takes & head being atomic number 18 looked after. As case-by-cases, both(prenominal) do users have a make up to be case-hardened with view, given choice, treated fairly & equally & non to be mistreated or subjected to any form of abuse. Taking on the role of a c ar assistant, I have agreed to append a duty of c ar to the item-by-item by following the codes of figure (outlined by HASWA), following company policies & procedures, undertaking the needful instruct & conducting myself in a respectful, professional & competent manner.Following these addresslines empowers me with the knowledge, skills & competence to carry out my day to day t take ups whilst ensuring that all who I come into contact with during my operative day be protected from harm, defacement or abuse i.e. the advantage user, their family & friends, fellow reverse colleagues etc pardon how duty of care contri hardlyes to the safeguarding or security department of case-by-cases. In my current role, I have a duty of care to check up on that all service users are safe. I have a duty to raise any & all concerns I have much or less any facet of my job e.g. inadequate earning conditions, ridiculous equipment, poor training, bad formula by other staff members, raising concerns close to potential abuse & situations of neglect. My duty of care contributes to the safeguarding & protection of the individual, by ensuring that individuals are safe from any sort of harm such as illness, injury or abuse. It is my responsibility to work within the codes of perform & my employers policies & procedures.This involves the written text & documenting of all development when an accident or incident occurs & pass thisinformation immediately on to my superiors & other relevant persons i.e. adulterates & fond workers. Know how to utter conflicts or dilemmas that may arise between an individuals powerfuls and the duty of care. mention potential conflicts or dilemmas that may arise between the duty of care and an individuals honests. It is my duty of care to support my service users to retire their medication that has been prescribed by a cook & to ensure that they are in good health. If a service user refuses to take their medica tion that is their pay, however, this could be detrimental to their health. I would ask the individual as to wherefore they did non want to take their medication, as at that place may be an underlying issue such as the individual has develop a problem swallowing or is finding the tablets too large to swallow. In individually case I would call a doctor & condone the situation.The doctor may joint the individual has tonsillitis & bottom of the inning prescribe smaller tablets. I would then character this information & report it back to my manager. If a service user just now refused to take their medication because they did not aroma like taking it, i.e. because they were in a bad mood, they simmer down have the right to do so. At this point I would try to gain them to take the medication by explaining to them that it has been prescribed to them by a doctor for a reason, therefore you must(prenominal)iness require it. If the service user calm refused, I would make a record of it, report it to my manager, leave the individual & return 30 minutes after to see if they had become more receptive to taking the medication. If the individual still refused to take their medication I would record this & call my manager as I have a duty of care to the individual to report it. Another example of a dilemma could be if a service user who is unsteady on their feet, refuses to use their walking aid. The individual is at adventure of falling causation injury to themselves or others. I have a duty of care to encourage the individual to use their walking aid by explaining the mathematical consequences of what could happen as a result of their actions. However, it is the individuals right to make that choice & I washbowlnot force or pressurise them. find out how to manage risks associated with conflicts or dilemmas between individuals rights & the duty of care. Managing conflicts & dilemmas of this record, is beat achieved by working with the individual to put risk assessments in buttocks to try & make the situation as safe as possible, but still allowing the individual the granting immunity & right to do as theychoose. A risk assessment is not carried out to remove the risk, but sooner to put in place actions that go out help reduce the risk to stop the possibility becoming reality, looking at situations where there is a risk & depending what can be done to reduce it. An example of this could be an individual refuses to take their prescribed medication for whatever reason. The individual has the right to decline taking the medication, but this would then create a risk to the health & well-being of the individual.I would ask the individual as to why they did not want to take their medication, as there may be an underlying issue such as the individual has developed a problem swallowing or is finding the tablets too large to swallow. In each case I would call a doctor & explain the situation. The doctor may say the individual has to nsillitis & can prescribe smaller tablets. I would then record this information & report it back to my manager. If however, the individual just refused to take their medication because they did not feel like taking it, i.e. because they were in a bad mood, they still have the right to do so. At this point I would try to encourage them to take the medication by explaining to them that it has been prescribed to them by a doctor for a reason, therefore you must require it. If the individual still refused, I would make a record of it, report it to my manager, leave the individual & return 30 minutes later to see if they had become more receptive to taking the medication. If the individual still refused to take their medication I would record this & call my manager as the individual has now created a risk & I have a duty of care to the individual to report it. force how to manage risks associated with conflicts or dilemmas between individuals rights & the duty of care. If a situation eve r arose where I required additional support in resolving conflicts/dilemmas, there are numerous sources at my disposal. I.e. Work Colleagues who may have had to track with a similar situation & can provide me with advice & support that I require. Policies & Procedures my employers have strict guidelines which can be found in the policies & procedures handbook. If I am ever unsure of how to deal with conflicts/dilemmas I can fix to this handbook.Trade Union they are experienced in transaction with conflicts/dilemmas & can easily provide information or support on dealing with various conflicts/dilemmas. Training my job role requires regular & consistent training in all aspects ofmy role, including having to deal with conflicts/dilemmas. This means I can tint to my handouts & notes given to me during my training. Management any serious conflicts/dilemmas that I cannot try I can immediately contact my organiser or higher counselling who can then support & advise me on the corr ect words of action to take. Know how to resolve to un chokenesssDescribe how to respond to complaints.I would respond to any complaint an individual had by firstly, sitting down with them & asking what the complaint is. If the complaint was of a minor nature & something I could resolve without support, I would ask the individual if they would like me to do so. If the complaint was of a more serious nature & of greater concern that may require further investigation, I would show the individual the complaints procedure located in their red folder which is in all the service users homes. I would then ask the individual if they would like me to read it to them & ask the individual if they understand. I would then show them the complaints form & ask if they need assistance to complete it. I would have to inform my manager of all the information relating to the complaint. Explain the main points of agreed procedures for handling complaints. Ensure the individual understands how to u se the complaints procedure this would involve asking the individual whether they understood how to use the complaints procedure. If their response was no I would advise & refer them to their red folder.Explain to the individual how the procedure works & when they could expect a response. This involves providing the individual with a quantify scale on when action will be interpreted e.g. an initial response to the complaint should be received within cardinal days, then anything up to 28 days for resolution to the complaint if the complaint is of a more serious nature a formal investigation may be required which will take from 3 6 months in total there may be an informal face where consultation with the complainant can resolve the complaint fairly quickly. cook the individuals complaint seriously, listen to their complaint, be polite & respectful. This involves focusing on the individual (making eye contact) do not be judgmental assure individual complaint will be reported imme diately.Offer assistance if the individual requires help filling out the complaints form,e.g. where the complaints forms can be obtained they may not understand how the form should be filled in correctly the individual may not be able to read or write, could be blind, or have very poor English language skills key out the complaint to my organiser. roughly complaints are of a very minor nature & can be dealt with effectively there & then, but should still be logged & reported to my manager. For those complaints that are more complicated or serious, my manager or next available senior unavoidably to be made conscious(predicate) of the complaint as soon as possible so that the necessary steps can be interpreted quickly & efficiently, satisfying the needs & expectations of the complainant.Unit 2 SHC33SHC33.1.1 Explain what is meant by Diversity.Diversity means mixture, variety, difference, be it in whatever way, shape or form. The concept of diversity encompasses word sense & res pect. It means understanding that each individual is alone(p) & recognising our individual differences. These differences can range from, race, ethnicity, gender, sexual orientation, socio-economic status, age, animal(prenominal) ability, religious belief, political belief & many another(prenominal) more. Diversity is positive & should be respected, precious & nurtured, because nobody is completely the self identical(prenominal) as anyone else. Telling them that being different from everybody else makes us all unique & that we must value this diversity & difference that surrounds us, in order to work together to make our society a positive place to live.SHC33.1.1 Explain what is meant by Equality.Equality means everybody receiving the same privileges, opportunities & respect as everybody else irrespective of their shape, colour or beliefs. Equality states that because we are all human, then we must all be equal. Equality is nearly fostering & promoting the right to be differen t, to be free from discrimination & to have choice & dignity & the right to be valued as an individual. SHC33.1.1 Explain what is meant by Inclusion.The term cellular inclusion is seen as a universal human right & aims at embracementall flock, irrespective of race, gender, age, disability, medical or any other need. It is about providing everyone with equal opportunities, choice & access & getting rid of discrimination & intolerance. SHC33.1.2 Describe the potential do of discrimination. A prejudice is an attitude or way of persuasion based on an unfounded, unreasonable pre-judgement of an individual, particular group of hoi polloi or situation, rather than on a factual assessment. Prejudices can be positive or electronegative. If we are positively prejudiced towards someone, we think well of them. On the other hand, if we are negatively prejudiced against someone, we tolerate them less. In the main, negative prejudices develop against deal who are different in some way. dive rsity happens when we act out our negative prejudices. Discriminatory behaviour results in unfair, unjust treatment. The mess most likely to be discriminated against are those who are different in respect of their _ Age. Age discrimination, or ageism, isnt only targeted at elderly slew youngsters can alike be on the receiving end of bullying, harassment and undeserved criticism. Sex. Men and women continue to be treated unfairly in certain walks of life, in particular in the workplace. Discrimination based on sex is cognize as sexism. _ Nationality, ethnic background, religion. Some people consider themselves superior to those from different back suit and faiths. Victimisation, bullying and harassment of people for such reasons is known as racism. Ability. Barriers that prevent disabled people from accessing the same opportunities as able-bodied people and the ignorant acting out of negative prejudices against physically or intellectually disabled people, for example through n ame-calling and rail at of their property, is known as disablism.Size. Some of us are guilty of decide people by their size and treating them unfairly as a result. This behaviour is known as sizeism. Financial status. Discrimination against people on the grounds of their income, for example treating people living in poverty as inferior, is known as povertyism. There are two forms of discrimination, direct and indirect. Direct discrimination occurs when someone is intentionally treated unfairly, for example harassment on the alkali of skin colour or religion. Indirect discrimination occurs when rules or guidelines meant to follow up to everyone unintentionally affect one group of people more than others. For example, a company policy requiring everyone to work night shifts indirectlydiscriminates against single parents or people who care for elderly relatives, and menus that fail to offer a woof of food indirectly discriminates against people with specific dietary needs or prefe rences. SHC33.1.3 Explain how inclusive practice promotes compare & supports diversity.Inclusive practice is about the attitudes, approaches and strategies taken to ensure that people are not excluded or isolated.It means funding diversity by accepting and welcoming peoples differences, and promoting equality by ensuring equal opportunities for all. Inclusive practice is best practise. Health and social care workers demonstrate inclusive practice by working in ways that recognise, respect, value and make the most of all aspects of diversity. Having a sound awareness of and responding sensitively to an individuals diverse needs supports them in developing a sense of belonging, wellbeing and confidence in their indistinguishability and abilities. And it helps them to achieve their potential and take their rightful place in society. In addition, inclusive practice involves having an understanding of the disastrous fix that discrimination, inequality and social exclusion can have o n an individuals physical and mental health.Having such an understanding ensures appropriate, personalised care and support, thereby modify an individual to develop self respect and maintain a valued role in society. Because people who fail to support diversity or promote equality are usually entirely unaware of their attitudes and the impact of their behaviour, inclusive practice involves reflecting on and challenging ones own prejudices, behaviours and work practices. It also involves challenging those of colleagues and other service providers, with a view to adapting ways of thinking and working and to changing services to build on good practice and to better support diversity and promote equality. Discrimination is an injustice and has ruin effects. The UK has in place numerous pieces of legislation (laws), rules, regulations, guidance documents and statutory codes of practice, all of which are intended to promote diversity, ensure equality and end discrimination. In other wor ds they are in place to promote everyones right to fair and equal treatment, regardless of their differences.SHC33.2.1 Explain how legislation & codes of practice relating to equality, diversity & discrimination apply to own work role.In England and Wales, the General affectionate Care Council (GSCC) is responsible for ensuring that standards within the social caresector are of the highest quality. It has developed Codes of Practice for all care workers that include information on how to protect and promote the rights of individuals using the service. The Codes of Practice provide a guide to best practice and set out the standards of conduct that workers are pass judgment to meet.The General Social Care Council (GSCC) Codes of Practice for Social Care Workers and Employers directs social care workers to treat each person as an individual respect and, where appropriate, promote their individual views and wishes and support their right to control their lives and make intercommunic ate choices. Whilst a health or care worker might not agree with the beliefs and values of the people they work with, nor share their preferences, inclusive work practice involves respecting and promoting The right to freedom of thought and religion i.e. their beliefs The right to freedom to express their beliefs as they wishThe right to freedom of conscience i.e. to personal values and a sense of right and wrong Respecting, promoting and responding to personal preferences.SHC33.3.3 Describe how to argufy discrimination in a way that promotes change. Talking to people about discrimination does not ensure that they will change their brainpower and, as a consequence, their behaviour. Similarly, the existence of legislation, policies and procedures and Codes of Practice does not guarantee that people using services receive fair treatment and that their rights are upheld. If attitudes and behaviours are to change, discrimination needs to be challenged effectively. Another tried and t ested method of challenging workplace discrimination and making change happen is by analysing the reasons why a worker behaves in a discriminatory way. lax discussions, during a coffee break or as part of a training session, provide useful opportunities to reflect on the dire effects of discrimination. Most people using health and care services are liable to have experienced discrimination at some time or another. Indeed, their experience of discrimination may be the reason they are in need of care now. Talking through these issues, especially with people who have been victims of discrimination, and imagining how it must feel to experience unfair, unjust treatment, can have powerful effects on thinking and behaviour. There is no certain(prenominal) way to challenge inappropriate behaviour and no doubt youwill find your own approach to challenging effectively. The following may be useful to consider.Dont punish or blame say what is better.Understand your audience. Think about your role in thesituation and consider this in your approach.State your position Thats disrespectful we dont talk about people/children like that.Understand the situation. Do you challenge thereand then, or quietly at a later battle? What will bemost effective for the person involved/for those witnessing the incident?