Introduction

Professionals in social and health care are liable for creating a prospective outlook in the sector. Each professional should develop their attitude, skills, and behavior in pursuing their customers. Hence, the personal values must be implemented in social and health care. The concept of care and love might be established by continuous development of personal traits. Therefore, the different learning style will put effect on development of the professionals in social and health care.

Part 1

  1. Comparing principles and personal values of support for working in social and health care

The attitudes and personal values are vital in attaining a good performance of individuals in social and health care. The person undergoing social and health care profession requires communicating and interacting with the clients in a suitable manner. I believe that laboring in the social and health care needs values and self-beliefs. The skills and personal qualities must be implemented in working sector to the requirements of the customers. In the UK, (NHS) National Health Service, the globe’s fifth largest employer with an estimated 1.6 million staff has involved collaboration and leadership as main competencies for improving patient satisfaction and engaging employees. For instance, when the customer is dissatisfied because of impersonal behavior, the outcome on that profession might be significant. 

  1. Personal experience and culture manipulates on own role in aiding users in social and health care

As an expert in social and health care, one requires to pay respect to the beliefs of others. Thus, one may not implement anything upon others. Therefore, I strongly recommend that one must be always prepared for the well-being of the customers. During a professional stay one must be focused, she or he might be recalled. I can make sure that the association between my clients and me will be friendly. According to UK’s respective, persons here are individualistic. However, when a customer searches for a homely affection, she or he must not be denied. As the health expert, one should be client centered.  As a team, we must look for maintaining better standards when looking after the clients. A close link exists between the individual taken care of and the workers. For instance, if a customer comes to seek help or treatment, at first one can try to mingle with him or her affectionately. Cultural values are an essential factor in term of offering better aid. One can take a holistic approach when taking care of the customers. For instance, the health professional can have the skills and experience but lack the personal values that could have impact (Dolgoff, Harrington, & Loewendery, 2011).

  1. Discussion on the contact of new developments and changes in personal values on work and legislation in social and health care

The new rule offers policies, which enable the care worker to become more responsible. Hence, it ensures the caregiver has the right to defend the rights of the clients from any discrimination. As a result, the legislation aids the professionals in social and health care to acknowledge the diversification in culture among various persons. Moreover, the anti-discrimination rule defends the rights of different color, vulnerable people, sex, and physical disability. In United Kingdom, the legislation is strong. Each client acquires decent treatment and quality care. The legislation aids the consequences and protects the society from being discriminated. The three different types of norms that are believed to be significant since they play a responsibility in keeping harmony in life. The norms include personal, universal, and cultural. The customer may be different in values, opinion, and attitudes. More importantly, it may exert influence on the experts. The specialist in social and health care must interact with the patients effectively. Thus, any disagreements that arise from the patient’s perspective will be hazardous (Hodgson, 2000).  Therefore, evading arguments during pursuing the clients is not a simple subject rather it requires experiences. Considering the belief and values of the clients, the staff must take necessary steps. In order to evade any uncertain arguments, the individual must adhere to the universal norms. When taking care of the client, one should realize what will be done and developed. For instance, I underwent through some phases where the global norms were violated. From my point of view, one should realize the patient’s outs and ins before captivating any measure. As a result, the significance of the cooperation team members is critical. Sometimes, I went through phases where I required learning slowly but steadily. The personal values played a crucial role. Additionally, I learned the art of being accountable. Equally significant, personal enhancement is equivalent to professional development and growth. Hence, an individual must check the ability and responsibility in such types of developments.

Part 2

  1. Assess Current Skills Ability and Learning Style

Throughout the course, I have learned the importance of positive attitudes, ethics, and behavior in the health and social care sector. I have learned the importance of teamwork and understanding the needs of the clients as well as the effects of my personal behavior on the other employees in the workplace. This far, I would say I have excellent skills and know-how on how to handle patients, portray myself in the workplace, and the effect that my behavior has on the employees.

  1. Produce A Holistic Development Plan with Short Medium and Long Term Goals

In the short-term, I plan to create friendships with my team members, improve communication, and earn respect for one another. In the long-term, I aim to progress in my career, mentor other employees, and earn a promotion in the workplace. Ultimately, my utmost job satisfaction will be meeting the needs of my clients and their families.

  1. Monitor Progress against the Plan According to the Requirements of a Health and Social Care Practitioner Revising the Plan as Required

In order to ensure that the holistic development plan is effective, a review of the ethics requirement of the health and social care practitioner is important. Essentially, the progress in the plan should depict the code of ethics of a health and social care practitioner. So far, the plan meets the requirements because it is based on maintain positive attitudes, values, and behaviors.

 

Part 3

  1. The Nature of Different Professional Relationships in Health and Social Care Contexts

The different types of associations are critical to develop the working progress in the industry of health care. It is an sector that offers the service to the clients to continue an appropriate psychological and physical condition. Thus, professional and personal relationships can offer development through communication and effective working instructions. Consequently, the interpersonal links are important since they can be identified as significant and natural interaction between the service providers, customers, and family members of the consumer. One can identify few examples of basic relationship within the sector as follows;

  • Management - Clients
  • Doctor - Consultants 
  • Staff members – Service providers
  • Management – Staff
  • Consultant – Clients
  • Care Workers – Family members

Therefore, the primary outcome of professional associations is maintaining efficient communication that generates the benefits for both. In order to continue the relationship, some of the guidelines to follow are:

  • Working as a team.
  • Offer the care workers attitudes, skill, and knowledge during recruitment.
  • Share effective data concerning the customers and defend the confidence of the information.
  • Give the relevant guidelines on how to establish the relationship.
  • Maintain an appropriate level of conflict in the firm.

The presence of an online professional relationship from the online-mode within healthcare due to rapid development of the internet.

Stages of online expert relationship

Figure 2. Stages of online expert relationship

  1. Effectiveness in Supporting and Promoting the Privileges of the Person

According to Scott and Spouse (2013), intrapersonal and interpersonal associations are valuable to preserve the efficient working progress in the firm. through this firm, the persons, organization, and individuals will provide better services to the customers, uphold the needs of the client, ensure quality services, and maintain the reputation of the firm. Thus, the people’s contacts, values and attitudes are critical to promote the efficient link within the industry. Therefore, the personal values and rights are indirectly and directly associated with the following discussed factors.

  • Service improvement 
  • Diversity and equality 
  • Service improvement 
  • Innovations of the services 
  • Communication 
  • Professional or personal improvement
  • Quality and security of safety and health 

Endorse the persona values is critical to access some of the organizations and individuals goals.

  • Preserve the well-built social awareness.
  • Uphold the working partnership between employee and management as well as client and employees.
  • Discover the opportunities and adjust the working behaviors according to new chances.
  • Discover and identify the bias attitudes to make few solutions for ignoring the type of situation.
  • Respect others diversity and values for an excellent working environment. 

However, the personal principles and values can be modified to traditional working patterns to attain the opportunities and modern changes. As a result, the personal perspectives concerning the client, customer service, organizational structure, peer groups, condition, and working environment can influence the effectiveness of the service. In order to preserve the ethics employees and positive values must handle few activities. They involve three categories that are;

  • Knowledge gathering activities
  • Information and communication sharing activities
  • Work-life balance activities 
  1. Ways to Determine Issues Encountered in Professional Relationships

Expert associations are more efficient to continue the working process in the firm. Craig (2009) claims that an individual in the firm may have primary responsibility to uphold the effectual links in the company. Therefore, the management task offers practices and policies only. The staff responsibility must follow these for triumphant working environment. The efficient link may share the information that is useful to firm’s processes. thus, one can perceive some barriers that disturb the professional association in the industry;

  • Lack of training and knowledge
  • Miscommunication 
  • Abuse and harassment
  • Ineffective principle, codes, and values
  • Inappropriate hiring procedures
  • Misbehavior of the clients and employees

 When these barriers are bothering the positive association in the firm, the employees and management must follow the link for the customer’s expectations. Hence, pursuing the suggestions can generate a solution for any inappropriate relationship (Craig, 2009). 

Lack of training

  • Offering efficient orientation processes
  • Create small teams to share the knowledge
  • Exercise the leadership camp, workshops, and assessment centers as the short-term teaching procedures. 
  • Discover the training requirements for the staff through the SWOT analysis.
  • Support the self-managed educating process.

Miscommunication 

  • Offer training to communication. 
  • Practice the efficient communication system.
  • Offer awareness concerning the communication.
  • Exercise the modern communication procedures in the firm.

Abuse and harassments

  • Preserve the family concept in the firm.
  • Exercise the strong disciplinary deeds.
  • Uphold a friendly working environment.

Ineffective principles, codes, and values

  • Acknowledge legislations regarding the sector.
  • Ascertain the good organizational policy for interpersonal association.

Part 4

  1. Evaluate the Effectiveness of Personal Contributions When Working with Others in Health and Social Care Practice

Evidently, personal contributions have a large impact when working with others in health and social care practice (Johns, 2009). One, health and social care practice involves the provision of services at an individual level. Hence, the positivity or negativity that one portrays has a similar effect on the people receiving the services as well the other team members providing the same services. Johns (2012) notes an employee’s contribution in the workplace is dependent on his or her personal values and principles. In light of this, it is evident that the same values and principles will have an effect on the other team members or employees in the workplace. In addition, an employee with strong and positive values will translate the same in the workplace. On the other hand, an employee with weak and negative values will have a corresponding effect in the workplace.

Further, Hodgson (2000) indicates that it is essential for employees to nurture personal and professional values that are based on the organizational values. Essentially, it will make the personal attributes and the work expectations compatible. More so, in a service-providing industry, it is impossible to separate the two. There are different aspects that illustrate the different ways that an individual’s values may have an effect on others in the health care sector. These personal values include:

a) Individual values that may affect the job satisfaction of one’s peers, colleagues or clients in the workplace. For instance, positive attitude in the workplace is likely to translate to comfort and higher levels of job satisfaction not only for the individual employee but also for everyone else working together as a team.

b) Having identity values helps in the determination of priorities in the workplace of the individual as well as for the colleagues. In essence, personal values portrayed at the workplace have an effect on the choices that one makes in the workplace. These choices affect both the individual and the stakeholders of the organization.

c) Having positivity as well as positive values is a boost to one’s happiness and that of others. People tend to react happily to positivity while sadness takes over when negative values are persistent. What is more important is that an individual’s happiness or sadness has the same effect on the other people around (Alsop & Alsop, 2013).

d) Having values shapes one’s personal behavior. When someone has values that they use as a guide in their decision-making process, it helps them in ensuring that they remain positive and others feel the same effect around them.

e) Values act as a guideline. In the same way that peer pressure has an effect on an individual having values could be the positive peer pressure that is transferred when one has values that they use as a guide in the workplace.

Furthermore, it is crucial to note that the lack of personal values has negative effects on the health care sector (Davis, 2009). These effects include:

a) High levels of dissatisfaction of the employees, clients as well as the families of the concerned clients

b) Reduction of the trust in the organization and its delivery of the services that are sought

c) Loyalty destruction

d) More cases of conflicts are likely to be reported because the employees cannot understand each other

  1.  Explain How the Limits of Own Work Role Impacts on Work with Others

As explained above, an individual’s work or personal values have a huge impact on the other people in the workplace. Employees’ attitudes are dependent on each other because the workplace setting is such that there is division of labor (Moon, 2013). Hence, if an employee portrays positive behavior and attitudes, the same is likely to be transferred to the others. In support of the same, Weinstein et al (2003) adds that interpersonal relationships in the workplace that exist between employees, management, the clients, and their families have a large influence on the values, attitudes as well the working practices of others.

Nevertheless, some negative attitudes or behaviors transferred in the workplace could lead to disturbances both at the personal and organizational level. Some of these behaviors include: 

a) Poor communication patterns- Indeed, this would lead to lack of flow in the work that should be completed especially because most organizations operate based on division of labor Hence, employees are dependent on each other.

b) Inappropriate group behaviors that hinder personal achievement of the employees

c) Weak personality traits among the employees. It makes these employees poor decision makers because they have no foundations on which to base their decisions.

d) Differing ethical, personal values, attitudes and principles among employees. It is important for employees to adapt values that align to the organizational values as well.

e) High dissatisfaction levels among the employees.

Notably, the health and social care sector requires employees to have a positive mindset in order to meet the expectations of the clients and their families. In essence, these clients and families are looking forward to trust, loyalty, and happiness in these institutions. Hence, the positive values that they portray have a large impact on the clients and their families.

  1. Minimizing Barriers to Effective Teamwork in Health and Social Care

Teams are made up of three or more people who come together with the intention to attain the set organizational goals. In the health and social care sector, teamwork plays a significant role in ensuring that both the clients and their families are satisfied in terms of their needs. effective teamwork in this sector ensures faster delivery of services and higher levels of satisfaction. Nevertheless, some difficulties or barriers may hinder effective teamwork in the health and social care sector. There barriers include:

a) Prioritizing personal ambition s over the team’s goals

b) Lack of clarity as to the overall objectives of the organization

c) Lack of the necessary and compulsory skills for the health and social care sector

d) Poor decision making abilities

e) Lack of loyalty to the team

In response to these barriers, the only certain way of reducing or eliminating these barriers was to portray positive behavior and ethics in the workplace. Indeed, the following recommendations were outlined:

a) Differentiate between professional values and ethics from individual ones

b) Determine the organizational goals and the expectations of the clients and their families

c) Practice trust, honesty, and build positive relationships with team members

d) Learn to make decisions that effective swiftly

e) Uphold positive values in the workplace

f) Learn importance of effective communication

g) Implement effective management guidelines, policy, and regulations

  1. Improve Personal Contributions to Effectiveness of Team

The effectiveness of a team depends on the team members. In light of this, team-building activities can help towards the effectiveness of the team. Through these activities, members can become innovative, learn to communicate better, and learn about new technologies (Walsh, 2011). Eventually, the activities will all help towards ensuring that the team bonds better. More importantly, the team members will forge relationships and friendships that they can maintain in the work environment and make it more positive. Indeed, it becomes easier to maintain positive attitudes when the team members are friends because they respect each other as well (Scott & Spouse, 2013).

Conclusion

In the health and social care sector, personal values, attitudes, behavior, and ethics take center stage. Moreover, an individual values should go hand in hand with the organizational values as they could be duplicated and affect the other employees in the organization. The key to high levels of job satisfaction as well as client satisfaction is remaining positive in terms of one’s behavior, ethics, and attitude. Finally, every employee must understand the essence and significance of teamwork. It plays a crucial role because employees are dependent on each other.

 

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