Principles Of Implementing Duty Essay Example for Free

Principles Of Implementing Duty turn up1. Explain what it means to have a duty of shell out in own work roleDuty of care is a requirement that a mortal act toward others and the public with watchfulness, attention, caution and trouble that a reasonable person in the circumstances would. If a persons actions do not meet this threadbare of care, wherefore(prenominal) the acts are considered negligent, and whatever damages resulting may be claimed in a lawsuit for oversight2. Explain how duty of care contributes to the safeguarding or protection of individualists Duty of care contributes to the safeguarding of individuals because as a brotherly care worker you are responsible to Recognise physical, emotional and psychological needs of individuals by agreement what is required for health and well-being, to observe and record indicators of differences and changes and to show empathy and support. Anticipate danger and manage risks by carrying bring out assessments, avoid ing hazards and carrying out health and safety checks Intervene and support in the event of illness and injury by carrying out first aid, seek help or advice, communicate with health professionals and relatives and report to appropriate imprimatur3. Describe potential conflicts or dilemmas that may arise between the duty of care and an individuals rightsSome meters individuals may want to do something which could be a risk to their Health and safety. As a care assistant you have a duty of care to that person and you must do whole 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 base on balls frame,but her care plan states that she needs it to move from place to place and you are to ensure you boost its 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 rank they are aware of the risks involved.4. Describe how to manage risks associated with conflicts or dilemmas between an individuals rights and the duty of careThere are many ways to manage risks associated with conflicts and dilemmasAllowing individuals to explore with guidance,Making individuals aware of potential hazards and dangers,Allowing individuals to suffer life skills through learning how to cope with risky situations,Staff ignorance,Parents are a risk to module if reported to social services.5. Explain where to get additional support and advice about conflicts and dilemmasColleaguesthe persons family and friendsGPCare professionalsAdvocat esUnion officialRegulators6. Describe how to respond to complaintslistening to the complaintgiving the complainant time and respectrecording the informationreporting to a senior fraction of supplyaccessing the Complaints Policyensuring the complainant has access to the ComplaintsPolicy ensuring the complainant knows what will happen next.Responding to complaints, whether made by a parent or a staff colleague, you should always keep professional and listen to what the person has to say. You should keep calm and by being respectful and apologising when necessary which helps to diffuse potential conflict. Complaints need to be resolved as pronto as possible and constructively to avoid creating a bad atmosphere for all those involved. When responding to a complaint, it is authorized to listen to the other persons point of view. You should avoid making personal comments and focus on the facts throughout. Always apologise if you are wrong and explain how you will resolve the situatio n.7. Explain the main points of concord procedures for handling complaintsThe Complaints policy is a recorded and documented procedure that is available. The complainant is listened to and respected.The Complaints Policy is time-based and the complaint is dealt with in a documented time-frame. Complaints are normally dealt with by nominated members of staff. The procedure is clearIf a member of staff or a parent wishes to make a complaint they should discuss their complaint with the view leader first where most complaints can be resolved quickly. If the parent or member of staff is not happy with the outcome they should then put their complaint in writing to the consideration leader who can then pass the details onto the owner or chairperson of a committee continue mise en scene. The setting will look into the complaint and once they have come to a conclusion the setting leader can arrange a meeting with the person who made the complaint to discuss the outcome. If the person i s still not happy with the outcome they can ask for a further meeting with the setting leader and the owner or chairperson where they can also invite a representative. They can then all meet up to try and come to a conclusion.Everything at this meeting will be noted and recorded. If the complaint can still not be resolved at this meeting then a further meeting can be made where an external mediator is invited.