Induction Training Course Assignment

Assignment Q1
Working relationship and personal relationship

The basic difference between working relationship and personal relationship is the intimacy or the level of intimacy that people can show. In a personal relationship, one can be as sweet or rude as he can be depending upon his mood. However, working relationships are more formal, and people tend to behave in more or less same fashion all the time. Conversations in working relationships are more businesslike and mostly polite. On the other hand, personal relationship talks are as varied as the relation and one can see a wide spectrum of conversations in husband or wife or partner (same-sex or other sex) relationship.

Professional relationship limits conversations to more business interactions and not emotional or private issues, politics and religion should not be involved as a general rule, where as personal relationships and conversations can go anywhere, including politics, emotional, sexual, to religion.

Within health and social care there are many types of professionals who work to increase service users health and well-being. The different types of professionals working with a service user may vary depending on the illness. Professionals who work alongside the health and social services including Nursing, GPs, Health visitor, Therapists etc.

At the organisation that supports service users and their carers the professionals they see working together would be a social worker and a family worker. Although, within the staff members there are also support workers or project workers, these are not professional roles but at times they worked alongside the professionals as they may have a stronger relationship with service users than some of the health care professionals.

Roles and responsibilities of professionals
Professional Relationship
A Social worker is able to provide information and advice about the services which are available for service users.

They organise care plans and take all the health needs into consideration not just focusing on one aspect of their ill health.

With working relationships you have clear boundaries and policies and procedures in place that you must follow. You must follow a code of conduct in a job description or professional file.

Personal relationship
Personal relationships are with friends and family. You don’t have a code of conduct or set out rules, less boundaries, open, love/intimacy.

Outside the workplace Parents, grandparents, siblings, cousins, aunts and uncles, extended family, your partner, friends, work friends, people you meet out and about.

Assignment Q2
Information Sheet

The importance of varies reasons why it is important to adhere to agreed scope of the job role is that when you appointed for the position, you have agreed with the job description as part of a contract with the employer. So, it is your legal responsibility to adhere in your defined role. It is your duty to understand the expectations of your job as well as understand professional boundaries. In order to be successful in your job, it is essential to be respectful and accountable.
Scope of Practice is a vocabulary used by national and state/regional licensing boards for various careers that defines the procedures, actions, and processes that are permitted for the licensed individual. The scope of practice is limited to that which the law allows for specific education and experience, and specific verified competency. Each authority has laws, licensing bodies, and regulations that describe requirements for education and training, and define scope of practice.

Description of scope of the agreed job role
Because each job/position is a small part of a larger operation. Doing something by "the agreed scope of the job" might not make sense at that level but it might help keep the larger operation running smoothly.

However, if you have ideas or suggestions that would make your job more efficient or save money etc., tell your boss or put it in a suggestion box or any method your place of work uses for any new ideas.

Agreed ways of working
Agreed ways of working are policies & procedures, guidelines, etc., they set out how your employer requires you to work. They incorporate various pieces of legislation as well as best practice. They are there to benefit and protect you, the individuals you support, your employer & any members of the public. They enable you to provide a good quality service working within the legal framework and most importantly aim to keep you and the individuals you support, safe from danger or harm.

Every employer will have aims and objectives. For some employers, these will be documented and for others, they could be verbal statements. Either way, it is important that you know what your employers aims and objectives are.

During your induction period you will learn about your employer and how your role supports them to achieve their aims and objectives. This is important because your employer’s aims and objectives become yours while you are working and you will work together to achieve them.

Answer telephone calls
Prepare Outgoing post
Deal with incoming post - distribute to relevant departments
Send and respond to emails and general queries
Filing, Printing, Faxing, Scanning
Dealing with customers face to face
Dealing with complaints
Writing letters
Update applications onto systems
Report i.e. Indent & Accident
Taking minutes & taking part in team meetings and discussions
Planning Administration.

The importance of having full and up-to-date details of your agreed ways of working in social care

It is important that you always have a full up to date details of agreed ways of working because it will be easier for you to work in every way and in every situation you are in. Cramming and other emergencies will be avoided anytime.

To have an access full and up-to-date policies and procedures that relate to the responsibilities of the specific job role e.g. health and safety, safeguarding, equal opportunities and inclusive working, security; implement agreed ways of working e.g. in relation to infection control, anti-discriminatory practice, safety and security, dealing with emergency situations, moving and handling.
Assignment Q3

The importance of working in partnership with others in social care

By working together and forming good working partnerships, the more the individual patient/client will benefit and the better their care will be. It could also be a way of safe-guarding against mistakes and misunderstandings that could be detrimental to all involved.

Partnership working: importance of professional relationships with team members, colleagues, other professionals, individuals and their families; importance of communication; agreed ways of sharing information; concept of power sharing and empowerment; nature of professional respect; understanding different roles and responsibilities; different professional expectations; multi-agency and integrated working; improving partnership working through effective communication and information sharing; collaboration and team-working; multi-agency team meetings and conferences; main principles of ‘No Secrets’ (2000) for multi-agency working in health and social care Resolving conflicts: skills and approaches needed for resolving conflicts e.g. managing stress, remaining calm, being aware of both verbal and non-verbal communication, controlling emotions and behaviour, avoid threatening others, paying attention to the feelings being expressed as well as the spoken words of others, being aware of and respectful of differences, developing a readiness to forgive and forget, having the ability to seek compromise, seeking resolution, being specific with communication, trying not to exaggerate or over-generalise, avoiding accusations, importance of active listening Access support and advice: knowing how and when to access support and advice about partnership working e.g. in relation to sharing information, issues about confidentiality, confusion about roles and responsibilities, professional limitations or expectations, understanding professional boundaries; understanding agreed ways of working for seeking out support; knowing how to access support e.g. through manager or supervisor, professional organisation, independent advisory organisations; knowing how and when to access support and advice about resolving conflicts e.g. in relation to professional disagreements, issues with individuals or their families, conflict with colleagues or managers; knowing how to access support e.g. through mentoring support, employment counselling, independent advisory organisations, trade unions.

Identify ways of working with others that will help to improve partnership working

1. Co-operation - stops from having a co-operative or friendly character you can’t get much done with people who feel the need to question and argue with you, an attitude of co-operation is important.
2. Loyalty - stops from being punctual and on time without hassles and without outside conflicts to interfere with job.
3. Productivity - staying focused on the work at hand, willingness to learn, to practice doing things the right way or the bosses’ way.
4. Listening skills - paying attention, listening and following directions or instructions, questioning what you aren't sure of or may have missed.
5. Respect, respectfulness - appreciating supervision, treating fairly, not dumping emotions, or fighting with colleagues/co-workers. Honesty and openness with peers, willingness to lend a hand, to show appreciation where merited.

Identify skills and approaches that would be required in resolving conflicts within partnership working

In order to resolve conflicts, one would need to use careful listening skills and a calm, unbiased and considerate approach that offers a compromise that both sides can accept.

How and when to access support and advice about?

You will need to work out how to you deal with any problematic relationships, when you have begun to consider your relationships with the people in your team. There are inevitably people in any team who do not get on with each other. Many teams socialise together, this is not an essential requirement for a successful team. The loyalty and camaraderie that is built up among good team members can be based purely on their performance at work and does not necessarily have to carry over into their personal lives. Remember that everyone working at the same time is not the same thing as everyone working together.

You can access support and advice about partnership working and resolving conflicts from the following people:

1. Colleagues - their experience maybe invaluable in directing you to a resolution.
2. Supervisor - they can offer you professional advice and support you in making decisions when handling conflict.
3. Managers - they will be able to assist you on legal and professional matters and can also support you in the following of organizational procedures and policies when dealing with conflict.
4. External Agencies - CQC, Social Services, unions and groups who have a wide range of support available.

1. Partnership working –

There are many different ways that health and social care organisations can help to ensure they meet the needs of carers. You may want to suggest your organisation approves some of the following ways of helping carers:

A good teamwork
In a comfortable environment
A working relationship and shares with other companies/firms

2. Resolving conflicts –

Training, reading, research, speak to the individual, appraisals and meetings with co-workers or Team Leader.

If a conflict relates to protecting an individual it could be when an individual wants to do something that I don’t feel is safe. I would seek advice from management or line manager/Team Leader. Speaking to the individuals relatives about recommendations. Say like as soon as possible, in a half an hour, immediately, next day, or next week.

You can access support and advice about partnership working and resolving conflicts from colleagues, senior, manager, even other places like the internet and other social care bodies. Their experience and knowledge, especially in reference to your senior in charge may prove invaluable in offering advice and methods when dealing with conflicts or partnership working. The manager can help you with the legal side of things, and offer the most professional resolutions to conflicts between higher bodies such as social services or external agencies. In regards to partnership working, any time you have an issue or a concern regarding it, speaking to any of the above entities will resulting similar results as resolving conflict, for example the senior can offer you professional advice and from experience may well be able to identify your concern in partnership working from having felt a similar way in the past.
Need to calm reassure
Approachable
Empathise
Need to be professional as much as possible
Try to control conflict
Try to resolve it if I can, if can’t seek advice with the manager/line-manager, then still can’t then go to Human Resources.
Assignment Q1

‘Duty of Care’

As a care worker you owe a duty of care to the people you support, your colleagues, your employer, yourself and the public interest. Everyone has a duty of care – it is not something that you can choose out of.

When acting in a person’s best interests you must do so with their consent unless you have evidence that the person lacks capacity to make that particular decision at the time it needs to be made.

If you are employed directly to support someone in their own home, duty of care still applies. Do you have access to supervision where you can talk about this?

A duty of care means that all health and social care professionals and organisations providing health and care services, must act in the best interests of the people they support. They also have to do everything in their power to keep people safe from harm and mistreatment. As a care professional you must ensure that you do not do something, or fail to do something, that causes harm to someone. You have a professional duty of care to act only within you own capability and not to take on something you are not confident about. Your duty of care supports everything that you do, it is what underlies the Codes of Practise and it should be built into your practise on a day to day level. Exercising your duty of care is also a legal requirement, and is tested in court in the event of a case of negligence or mismanagement.

Describe how the duty of care affects own work role.

People have a right to expect that when a professional is providing support, they will be kept safe and not be neglected or uncovered to any unnecessary risks. Having duty of care towards the people you work with is not unique to social care, this includes anyone from different professional worker to doctor.

Thinking about the duty of care that you owe to people is helpful when you are planning your work. It makes you consider whether what you were planning to do is in the best interests of the person you are working with. This is not only about physical risks; you can also have duty of care to treat people with dignity and respect.

Exercising duty of care is not about wrapping people in cotton wool or preventing them from taking any risks. Just participating in everyday care.
Assignment Q2

A leaflet that describes the potential dilemmas which may arise about a duty of care.

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. You would need to explain the risks involved to the individual and make sure they understand. You could come to a compromise, to use a stick for a while instead, to see how they managed, then monitor the situation. All this should be documented including any risk assessment carried out. If the individual still insists on walking unaided you should get them to sign to say they are aware of the risks involved. Another scenario could be that an individual refuses their medication. Remind them of why they take the medication and it’s benefits and again advise them of the risks involved in not taking their medication. If they still refuse ensure this is noted on their Medication administration record and reported in their communication notes and discussed at handover, so others aware if a problem occurs. If the individual insists on doing something which is unsafe or risky that is their choice and you must respect their right, but you have a duty of care and must do all you can to keep them safe in an individual’s rights.

As a care worker I try my best to encourage service users to live quite independently. That means encouraging them to make decisions for themselves. When someone in our care decides to do something that we think is unsafe, we face a dilemma (a difficult choice between two decisions).

Sometimes we question ourselves if we let them do something dangerous, are we failing in our duty of care? So to help us with that we have: The Human Rights Act 1998 that states the following –

* Freedom from torture and degrading treatment, * Freedom from slavery and forced labour * Freedom of thought, conscience and religion * Freedom of expression

In the leaflet you need to explain where to obtain additional advice and support in reaching resolutions to a dilemma.

ACAS, (Advisory, Conciliation and Arbitration Service) they deal with employer issues.

The ACAS Helpline is the place to go for both employees and employers who are involved in an employment dispute or are seeking information on employment rights and rules. The Helpline provides clear, confidential, independent and fair advice to assist the caller in resolving issues in the workplace.

Your manager or lead, supervisor, Team Leader/line-manager
Your setting's paperwork - policies, procedures, contract, publications, framework pages, laws
Your colleagues
Where appropriate the settings parent partnership
Your local authority and their online information - you can find it on direct.gov.uk
Social services
Charity and support groups close to you and maybe nationally/head office if the information you're looking for isn't found or not a related as you'd hoped.
Local safeguarding teams?
Local behavioural support team
Child protection team
Other professional service providers: speech therapy, fire safety, police.
Websites – NHS, Heathcare
Trade union representative
Local library where reference and research books might support new knowledge.

Assignment Q3

The importance of individuals knowing how to complain and in your organisation, how they access the complaints procedure.

The complaints procedure should be clearly displayed and the poor service can be improved.

The main points of agreed procedures for handling compliments for your organisation.

C-I-C policy – respond 2 working days Go somewhere private
Write everything down
Sign the documents to show you both understand
Take it to manager
Acceptance between the worker and manager

Responding as part of a duty of care to a complaint.

As a duty of care, by out of respect,

Assignment Q1

Identify the different signs and symptoms of each identified type of abuse.
Define the following types of abuse:

• Physical abuse

Physical abuse involving contact planned to cause bodily harm, feelings of intimidation, other physical suffering or injury

• Sexual abuse

Sexual abuse is the forcing of undesired sexual behaviour by one person upon another.

• Emotional/psychological abuse

Emotional/psychological abuse may involve threats or actions to cause mental or physical harm; humiliation; violation

• Financial abuse

Financial abuse is the illegal or unauthorised use of a person’s money, property, pension book or other valuables.

• Institutional abuse

Institutional abuse involves failure of an organisation to provide appropriate and professional individual services to vulnerable people. It can be seen or detected in processes, attitudes and behaviour that amount to discrimination through unwitting prejudice, ignorance, thoughtlessness, stereotyping and rigid systems.

• Self neglect

Self-neglect is a behavioural condition in which an individual neglects to attend to their basic needs, such as personal hygiene, feeding, clothing, or medical conditions they might have.

• Neglect by others

Neglect is a passive form of abuse in which the wrongdoer is responsible to provide care, for someone, who is unable to care for oneself, but fails to provide adequate care to meet their needs. Neglect may include failing to provide sufficient supervision, nourishment, medical care or other needs.

Identify the signs and/or symptoms associated with each type of abuse Signs and symptoms may include: 1. Physical abuse ---- broken bones, bruises, pressure marks, abrasions, and burns.

2. Sexual abuse ----- Bruises around the breasts or genital area, as well as unexplained bleeding around the genital area and pregnancy.

3. Emotional/Psychological abuse ---- changes in behaviour, withdrawal from normal activities, and unusual depression.

4. Financial abuse ----- No money, food, clothes, large withdrawals of money from the bank...