1.1 Define the meaning “Duty of Care”
A. The term duty of care is the responsibility of caring for another person who may well be vulnerable which includes those who are young or old, ill or unfit mentally to care for themselves and requires another person to assist. This includes looking after the person`s hygiene, cleanliness, safety, meals, transportation, medication or physical needs. Duty of care requires all staff to ensure that all the people we work with are safe and that we abide by relevant legislation and follow care plans, and inform the office of any changes to medication so everyone can keep up the constant care.
Duty of care is the legal duty to take reasonable care so that others aren’t harmed and involves identifying risks and taking reasonable care in your response to these risks. Organisations should always ensure that they consult legal and legislative requirements when developing and maintaining their duty of care frameworks and consider working along guidelines.
1.2 How does duty of care affect your work role?
A. Duty of care is the obligation you have to exercise a level of care towards an individual as in reasonable in all the circumstances to avoid injury to that individual or to his or hers property. 2.1 What dilemmas might arise between duty of care and the rights of your customers? A. Equipment – client’s may refuse to use hoist`s and stand aids at they have had bad experience in the past with using them, which could affect clients hygiene, physical needs and means that staff can`t do their job to a high standard, we would take note of what the clients have said and ring the manager to come up with another solution.
All equipment must be in date and checked regularly before use. Training must be up to date and if it isn`t you should not put yourself or clients at risk of danger.
All carers should not attempt to do things outside of training or job descriptions, and CRBS needs to be updated every year. Risk assessments and care plans are important and should be followed at all times and updated regularly, all concerns and changes to be reported to manager and documented. Protective clothing is to be worn at all times to reduce the risk of infections and cross contamination. 2.2 Where would you get additional support and advice about resolving the above dilemmas? A. I would get additional support and advice by attending training courses i.e. moving and handling, health and safety, also by speaking to my manager or supervisor, reading books and trying to find out as much information I need. 3.1 How would you respond to complaints?
A. I would acknowledge the complaint, and then try to resolve the complaint directly with the complainant, and be aware of differing views of what happened and what was said, also reassure the complainant and have a complaint handling mechanism already in place. Every complaint is different, so the approach to resolving it will differ, depending on the nature of the complaint and the seriousness and the complexity. 3.2 What is the agreed procedure for dealing with complaints? A. The agreed procedure for dealing with complaints is that our company will always deal with any complaints in a professional and positive way and where appropriate will advise the people concerned of any actions and outcomes of any complaint out company will help you in any way they can to advise us of our reasons for dissatisfaction. If I am unwilling or unable to them my manager will have further meetings on how to achieve the best out of you, and if needed further training. CT296 1.1 Identify the standards which influence the way adult social care jobs are carried out?
A. The standards that influence the way adult social care job roles are carried out are firstly Codes of practice which set out criteria which providers are assessed by. They also describe the standards of conduct and practice that workers must carry out their activities and ensure that what they do is competent and consistent with the values of their employer. Minimum standards are a set of standards which all care homes must meet and in order to operate and be registered as a care home if working in a care home. National occupational standards (NOS) define the skills, knowledge and understanding needed by individuals to carry out their job. 1.2 Why is it important to reflect on the way you work? How does this help you to develop your knowledge and skills? A. Reflecting on work activities is an important way to develop knowledge and skill because is allow you to identify anything that needs to be developed, you are also able to evaluate on the things that went wrong and what went right, and able to learn lessons from that also to enable you to be a better carer. It also helps your fellow colleagues as they are able to learn from your mistakes and then the same thing will not happen to them also and vice versa. When you have evaluated you are then able to know the things which are needed in order to make your home care a much safer and nice place to stay.
1.3 How can you ensure your own attitudes and belief do not obstruct the quality of your work? A. There are many ways to ensure that personal attitudes or beliefs do not obstruct the quality of work, firstly you have training which is updated every 3 months which will clearly outline what is accepted and what is not. You may also have supervision which you will be given by a manager or supervisor to assess your performance. Also the code of practice describes the acceptable behaviour. Policies are also a great way I which providers are outlined how to and not to allow attitudes and behaviours to obstruct the quality of work and what will happen if provider allows this to happen. 2.1 Think of a recent learning activity you have completed, how did it improve your knowledge, skills and understanding? A. I recently attended an up to date learning activity for moving and handling. It improved my knowledge, skills and understanding.
There are so many different ways of moving people, by using different equipment, which I was put into a hoist myself just to see and feel how an elderly person would feel, and how easily they can become distressed. It gave me a very clear understanding and knowledge of how things can be done differently and I could also share my knowledge to other team members. 2.2 How does reflecting a situation assisted you to improve your knowledge skill and understanding? A. Reflecting on situations is a stage where I can identify my learning and development needs. To reflect and think about what I have done, and how I did it, and how I could possibly do it better or differently for the future.
2.3 How has gaining feedback from others developed your knowledge, skills and understanding? A. My manager has received feedback from other colleagues who have “shadowed” me on service users visits. She has given me feedback on my performance and highlighted future training events that I may find beneficial. I have received compliments from service users on the standard of care I deliver, and my polite attitude. I have received verbal feedback from my manager on my willingness to undertake extra shifts, and how I am an effective member of the team. 3.1 What is meant by “Personal Development Plan” ?
A. A personal development plan is set out by an individual for them to follow in order to better themselves whether it be to gain more qualifications or progress in their work i.e. promotion etc. 3.2 Who might be involved in the personal development plan progress? A. Anyone you feel could help you with your person development i.e. your manager, colleagues, tutors, family and friends, mainly anyone you feel you can rely on for support and guidance. 3.3 Where can you get support for your learning and development? A. There are many people and places where you can get support for learning and development, i.e. attending courses, speaking to colleagues, your manager or supervisor, reading books and using the internet, and also friends and family members.
3.4 What are the benefits of using a personal development plan to identify on going improvements in own knowledge and understanding? A. The benefits of using a personal development plan is to gain a clearer focus to my learning. Helping to keep myself motivated, also gives me a better understanding of how I learn and how to improve my performance, also more enjoyment and less stress from learning as I become consciously skilled, make more aware of how to apply your learning of new problems, also reflective thinking skills that can strengthen my performance.
1.1 What is meant by
A. Is an understanding that every person is unique and treating people as individuals?
A. Means treating everyone equally regardless of their colour, age, gender, ethnicity, sexual orientation, disability, etc. It is different to treating people the same different people have different needs, so individuality should be taken into account.
A. Full of active participation, feeling respected, feeling a sense of belonging, being valued for who you are.
A. Unfair or unequal treatment of an individual or group on the grounds of age, disability, gender, race, religion, belief’s or sexual orientation, being treated less favourable that someone else in the same situation, being treated unfairly. 1.2 How can direct and indirect discrimination occur in the workplace? A. Direct discrimination can occur in the workplace because they may be being treated less favourable or treated differently because of their gender, age, race disability, sexuality or religion. Indirect discrimination can or may take place when a rule or policy that applies equally to everybody is more restrictive for people from a certain group, i.e. if a company give information about its policies and procedures only in English.
1.3 How can practices that support equality, diversity and inclusion reduce the risk of discrimination? A. By supporting a person`s equality you are treating them as equal and including them in all activities, you will be reducing the likelihood of discrimination. 2.1 List key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings? A. Equality Act, Human rights Act, GSCC = The General Social Care Council. These are some to the rules that apply to all care workers. 2.2 How can you interact with someone in an inclusive way?
A. You can interact with someone in an inclusive way, by respect for their beliefs, and preferences of the individual receiving the care. Promoting independence involvement of the individual, receiving care produce a written report of the activity which, is based on the plan this should be completed prior to the activity taking place. Is verified by the supervisor/manager as an authentic record of what actually took place, and demonstrates ability to manage the materials and resources to carry out the fulfilment of the aims and objectives as specified in a plan. 2.3 How might discrimination be challenged in a adult social care settings? A. This depends if the carer or service user who discriminates. If the carer then as an employee I’d raise the issue with my supervisor without waiting for a supervision meeting.
They would be duty bound to take the issue on, however if you’re on good terms with the employee you could speak on friendly terms asking if they knew they were discriminating. Give them a chance to see the problem. 3.1 Identify source of information, advice and support about diversity, equality, inclusion and discrimination? A. There are a variety of different methods of getting information on diversity, equality, inclusion, you can access web sites that list all of the current legations in place to protect the right of individuals, you can also obtain leaflets to give to service user, to inform them of their rights, also your line manager, your organisations, policies and procedures, your colleagues, books, articles, and care quality commission, skills for care. 3.2 How and when would you access support on the above?
A. I would access support on the above when a service user feels that they need as much information as they require it at that time, and get help with all difficulties the may come across.