Health and Social Care Research and Practice Analysis

The provided document is an extensive collection of research papers and studies related to health and social care. It includes articles on diabetic macular oedema, action research in healthcare, climate change, best-worst scaling, classroom-based education, interprofessional teamwork, reducing barriers to mental health services, developing the evidence base of patient and public involvement, assessing choice in English social care services, and more. The document also provides links to online resources for health and social care studies. This comprehensive analysis is suitable for students looking for past papers and solved assignments on health and social care topics.

Health and Social care

Table of Contents
1.1 Range of groups and individuals whose communication needs must be addressed.........1
1.2 How to support effective communication within own job role........................................2
1.3 Obstacle and challenges to the communication system...................................................3
2.2 Effectiveness of existing communication system and practice........................................4
2.3 Proposal to managers on improvement to communication system and practices............5
3.2 Compare effectiveness of existing communication systems for partnership working.....6
3.3 Propose betterment to communication system for partnership working..........................7
4.2 Essential features of information sharing agreements within and between the organisation
................................................................................................................................................8
1.1 Importance of continually improving knowledge and practice........................................9
1.2 Potential barriers in professional development..............................................................10
1.3 Compare the use of different sources and system of support for professional developments
..............................................................................................................................................11
2.1 Evaluating own knowledge and presentation against standards and bench mark..........13
4.1 Comparison of model of the reflective practise.............................................................14
4.4 Evaluating how practice has been improved through:...................................................16
1.1 Models of practice that underpin equality, diversity and inclusion...............................17
1.2 Potential effects of barrier to equlity and inclusion the own area of responsibility......19
1.3 Impact of legislation and policy initiative of the promotion of equality........................20
3.1 Systems and processes can promote equality and inclusion..........................................21
3.2 Effectiveness of system and processes in promoting equality and diversity..................22
3.3 Propose improvements to address gaps and shortfalls in system and processes............23
4.1 Describe Ethical dilemmas that are arise in own area of responsibility.........................24
4.2 Explain the principle of informed choice.......................................................................25
4.3 Explain how issues of individual capacity may affect informed choice........................26
4.4 Propose a strategy to manage risks when balancing individual rights and duty of care 27
1.1 Explain legislative framework for health safety and risk management in your work ...29
1.2 How policies and procedures in own setting meet health, safety and risk management30

2.3 Explain the actions to take when health, safety and risk management are not being
compiled...............................................................................................................................31
4.3 Evaluate own practice in promoting balanced approach to risk management...............32
4.4 How helping others to understand the balance between risk and rights improves practise
..............................................................................................................................................33
5.2 Health, safety and risk management, policies, procedures and practices within work
setting...................................................................................................................................34
5.3 Identify areas of policies, procedures and practices that need improvement to ensure safety
..............................................................................................................................................35
.......................................................................................................................................................39

1.1 Range of groups and individuals whose communication needs must be addressed
Communication are affecting my work in several ways and this is very important part of
my job role. As being a manager I have to communicate efficaciously with the service users,
their family members, relations, staff members and other professionals that are working in the
health centres (Aveyard, 2014). There are different methods of doing effective communication
with all service users and some of them are better than others which depends on the condition to
which it is used and also depends on the capabilities of the receiver. Conversation in my job role
may ranges from one to one verbal communication with body language and also by non verbal
communication like British sign language and Braille.
Other effective mode of communication are telephonic calls and text messages along with
the side of electronic written mode agreement for instant email, and also postal correspondence
which can done in the form of letters and reports. In my job role, it is very essential that I could
convey my message in a proper way for ensuring that the requirements of the service user are
appreciated and are dealings with that appropriately. The strong relationship can be made by
using different variety of interpersonal techniques and written and verbal communication. This
will also assist in promoting good quality of service or care to the service takers. For example,
In first meeting with service user, we will discuss their requirements and ensure them that he or
she will get proper care and support from the workers of health centre.
1

1.2 How to support effective communication within own job role
In my job role as a manager, it is very necessary to have best communication skills that
will create positive relationship and help in sharing information with civilians using the services.
This will assure the better result for them and also for my official members staff (Timmins and
Ham, 2013). I also require to communicate well with the family members or carers of service
users and other professionals regularly. Interpersonal skill assist me in interacting with other
people successfully. I can use different other methods of communication.
For example one to one communication. I will use such kind of conveying skill in my
daily job life cycle. An example of this can be conversation between me and service user, me and
official therapists regarding the requirement of patient, etc. I would also use non verbal
communication in the form of email and written report or letter. By attending meeting regularly
having the intention to discuss about the need of service users can strengthen the relationship
and also build trustworthy relationship with them. Another way to use non verbal communication
is by doing text messaging to the contact carers who are coming to meet service users. Another
form of communication is by understanding the body language of patients and also reading the
expression from their faces and trying to understand their emotions or feelings.
2

1.3 Obstacle and challenges to the communication system
There are different barriers to the communication system that are listed below:
 Physiological barriers: This consist of sight and hearing related issues. Fatigue and poor
health can also create problems in communication.
 Psychological barriers: This includes personal issues like someone is getting depressed
and this will results in loss of concentration. This also covers loss of memory barriers.
This is a disease named as dementia.
 Language or cultural differences: There are service users that are coming from the
different background. So they are using different ways of communication. For example
service users are of different religion have differ gesture (Staniszewska and et. al., 2011).
They will talk in a very different language and this will create a language barrier. This
causes very bad explanation and this leads to misunderstanding.
 Negative feelings: Resistivity to the modification or alternation are creating a negative
feelings in the service users. They get upset and also faces communicating challenges. If
any person is not agree with someone then this can be understand by examining their boy
language (Steventon and et. al., 2013). Other example of this can be a service user whose
requirements are changing as per the time and if he or she is getting so then he or she will
get depressed and angry about their life from which they are dealing.
 Physical barriers: This can be created due to the surrounding in which some is living.
Service users can suffer from noise pollution such as from television, traffic on roads, etc.
due to which they cannot sleep properly in night. Additionally, the temperature can
become high or sometimes too cool also effects the living style of them.
3

2.2 Effectiveness of existing communication system and practice
In order to evaluate the effectiveness of the current communication system and practices I
am going to begin with the one that feels me most effective. This is explained below:
 One to one communication: I feel that this will suit better with in a team because some
of the staff members are not feeling free in speaking in front of other people as they feel
that their thinking is not suitable. I also feel that direct communication is very good as
some person can yield wrong messages and can also take any email as a wrong tone.
 Supervision: This is done for staff members so that they can talk confidently with their
managers . I recognised that this is a very effective way through which managers can
explain how the work of their staff members are going (Reeves, Lewin and Zwarenstein,
2011). This is also very good as this provides workers clear limit of what is needed or
expected from them for a month ahead and this also make sure that aims and objectives
are achieving or not.
 Team meeting: I also thought that this is effective as by this every one can understand
about how programmes are going on. If some one feel these programmes as in effective
then he or she can give idea to give it a new shape.
 Children meeting every morning: This is very effective as each and every members of
childcare will present to share their information regarding the issues and also present
solutions to them.
4

2.3 Proposal to managers on improvement to communication system and practices
Communication system are different processes by which data can be transfferd betwneen
managers and employees within an organisation. Communication can be written, verbal, non
verbal, electronic, etc. The communication system can be improved by using the following ways
and methods:
 Encouraging open feedback: If proper information is the key to do effective
communication then corporation of health and social care have to encourage the
feedbacks from the service users (Oven and et. al., 2012). After all this is the primary
source of communication. But there are some risky factors such as employees gets
shocked of the repercussions that they will face when their work get extremely open in
front of supervisors. Similarly, high ranked officials may be some what perceptive about
hearing what is actually in the brain of employee. In other words, person in enterprises
may be disinclined to provide and get feedbacks.
 Using simple language: The communication can be effectively improved by using the
simple and clear languages. As this assist individual to understand the information of the
others. However, at the time of addressing the audiences having the members who are
not familiar with the specific language, then simple and straight forward language is
proved to be more effective.
 Avoid overload: Imagine this scene: If some one is doing late night work at the ending
of the term. Also he has to write a paper and prepare for finals simultaneously.
Additionally, he has to do the office work then how will he manage? This will create an
issue of misunderstanding as he will not be able to understand the words of other because
of as much load of work (Munn-Giddings and Winter, 2013). On the contrary, when
some one is free and come to the company in a fresh mind then he or she will understand
most effectively the words or feeling of others. So, managers of health centres should
give low work load to their workers.
 Be a good listener: Effective communication also includes more than just representing
messages appropriately. It also consist of listening to the others carefully.
5

3.2 Compare effectiveness of existing communication systems for partnership working
I recognise one to one communication is very effective as this is reassuring service takers
and colleagues and also the outsider agencies so organisation can now concentrate on their
destination. I am also accessing the needs of service users and providing them support as they
require. This also aids in building loyal and strong relationships. Some of the effective mode of
communication are listed below:
 Phone calls: I recognise it is very effective method of conveying message. Some social
worker and other agencies can talk to their patients as soon as possible by taking help of
phone calls. Here the distance does not matters (Minassian, Owens and Reidy, 2011).
Care providers can easily send their message to the discharged patients who had leave the
hospital. As a role of mine is family support worker, I will contact to the family members
of service user on regular basis by using phone.
 Emails: Service givers can also effectively communicate with the family members and
the service users itself by using the emails. In case if the network is not available and
phone call is not connecting then at that situation, email can be effectively used. This is
the ever green process of sending message does not matters where the patient is.
6

3.3 Propose betterment to communication system for partnership working
Every system of communication consist of merits and demerits have to be change or
improve in order to fulfil the demands of service users. A manager have to attempt and propose
development to the system and inspires their staff members to give ideas or creative thinking on
how to improve a system. This proposal can be traced from the individual experience, feedbacks
coming from the workers, service user's response, needs from regional authorities, prompts from
CQC , etc. Reporting and determining problems associated with the communication system and
advising improvements can be executed via arranging meetings and through reports. It is very
essential to intercede with exterior partners through meetings. During these meetings,
manifestation of skills in developing and hearing to the ideas and issues , coming up along with
recognising answer, being capable of compromising with others and alleviating the anxiousness
of others are very necessary (Leichsenring, Billings and Nies, 2013).
Development in the communication system can be advised by managers via reviewing
form, questionnaire,meetings and presenting fresh methodology of communication with the
service user for instances letters, surveys,etc. When any manager is giving proposal to the
improvement then he or she must be sure that the improvement and modification and its aim is
broad and consistent and should also assure that their staff member are capable of implementing
those improvements and changes. Management have to check that they are receiving regular help
of both workers and service users.
Feedbacks are coming from their side should solved by giving high priority by taking
into consideration whether it is positive or negative (McKeown, Malihi-Shoja and Downe,
2011). One of the main effectual way of proposing such improvement and modification to the
communication system can achieved by arranging meeting of their staffs. At that meeting, they
will do face to face communication and can ask for more data and can also express lack of
apprehension if they need or it is necessary. Moreover, it is essential for the management for
allowing a sensible time period between the proposal and the presentation of the modification.
This will aid both staff member and the service users in understanding and comes to the roots or
grips of changes and development. This will also provide feedback if there requires. It is more
important to work together as a team and attribute of the hard labour and agreed service is
supplied and personalisation will be upheld within the service.
7

4.2 Essential features of information sharing agreements within and between the organisation
As I am a senior support worker, I realise that certain information are required to be
shared within my work place and several other enterprises. I may disclose information if client
give permission about this. Information have to only be shared if it is necessary. For example, if
a client is abused then it is my duty to convey this information including the details of clients to
the safeguarding team. In my job role, I am following the procedures and policies before sharing
the data by other organisations. I also have to maintain confidentiality as this is the legal
requirement. It must be check that all files or documents of the staffs are kept at secure place and
it has to be locked by keys so that it can be protected effectively.
8

1.1 Importance of continually improving knowledge and practice
Continuously developing my knowledge and working practise is very important. This
will make sure that I am totally conscious of and can correspond to all the present health and
social care standards, legislating and guidance for good practice in my place of work.
Professional development can be defined as the attainment of skills and knowledge both for the
private improvement and the career development. Enhancing my personal development benefits
not only for the organisation for which I am working but also for myself. This enables me in
keeping up to date with my knowledge and skills and by this I can change actively my service
by checking that I have done appropriate and relevant job. The service users must be very
assured that they are can trust those people from where they are receiving care from them. They
also should be well known about what they are doing and perform that without doing any faults.
This will be an ongoing task which should be present in norms within a care corporation that will
increase the quality of their job. This as a result give happiness to their workers and will create a
positive results for the care centres. As being a manager of the health centre, I have the duty to
take care of all the staff members, mine residents, their family member and visitors, etc. So it is
insistent that have to be well educated in all regions of management which makes me enable for
managing all the tasks effectively. Continually improvement in the my professional area is very
important for my occupation and this also assist me in making progress and gaining promotion in
my organisation.
9

1.2 Potential barriers in professional development
There are many elements which create disturbance in professional development that are
given below-
 Lack of budget from the organisation- If service provider will not proper amount of
financial resources then it will create disturbance in carry out business operation easily
and smoothly. For professional development of employees, company should provide
training to them but if there will be lack of resources then this event will create barrier in
the development.
 Lack of supportive staff- If workers will not support to the employer then job provider
will not be developed.
 No time to train- For getting expected result, training is very important so that staff can
understand what exactly company wants from them. If employer will not provide it then
they will not work effectively and efficiently.
 No proper supervision- Supervisor should evaluate the performance of employees on a
regular basis so that they can be guided in a right manner (Cameron, Lart and Coomber,
2014). If manager will not perform this job then staff will not be developed
professionally.
 Low self esteem- If an individual will not have confidence then it will affect how much
they are willing to learn.
 Transport issue- If company is not providing in house training to their worker and
conducting training event off the job training then it could involve cost that an individual
will not be ready to pay (Fotaki, 2011). So this element will also create disturbance.
 Sick/ holiday time- If an individual is unable to attend training due to arranged holidays
or unexpected sickness can impair their learning or possible promotion in the work place
through lack of qualifications.
10

1.3 Compare the use of different sources and system of support for professional developments
Every individual have knowledge with them. People have developed a world of
resources. These both things can be made in a systematic way in a structural format by
observation or structured approach. Individuals motivation plays an important role in it.
Professional development can be achieved by numerous ways. It can be carried out by formal
supervision-al methods. These are used by managers to check and measure employee
performances. Organisational policies are taken into consideration while evaluating their
performance. They do it by identifying future goals and needs of staff members. This helps
manager in accessing and identifying training needs of workers in near future.
One of the huge support tool is Mentoring. New members needs it the most. This allows
them to pass their knowledge and experience to newer members in an organisation. This helps
staffs in working according to the companies guidelines and policies. Mentoring can be done in
shifts. This assists staffs in working in a way so that they feel comfortable while working.
Training is a ongoing process and will be done on continuous basis throughout workers lifetime.
Staff communication book helps in sharing knowledge effectively (Boote, Baird and Sutton,
2011). This staff manual book helps in passing knowledge from the workers working in one shift
to staffs in another shift. It is important for the manager to talk to the staffs in a meetings that
what did not worked. It can be discussed in length with everyone having their say. Social service,
CQC and other health professional can help employee other than company in which they are
working. This helps to impart extensive knowledge to their workers. External training agencies
can also help in professional development by their training sessions. Manager can be informal
sometimes so as to impart knowledge to their workers in a more practical senses.
11

1.4 Factors to consider when selecting opportunities and activities for keeping knowledge
Giving priority to the essential elements will help in focusing what type of training have
to be chosen. What are those aims and objectives that have to be achieved by service users we
have? What training have to be given for the team members and what they want? What are the
courses that are important for the purpose of training for staff members? All such type of factors
required to be advised and then this should be compare with the enterprise's training budgets.
Monetary value has to be weighted in comparison to what the outcomes entail if the professional
improvement may not be followed through (Jetten, Haslam and Alexander, 2012). For instance,
if the service takers need lifting but training is not provided as per that then this can cause
vulnerability and left them. The managers have to be updated about all new policies, this will
aid them in categorizes the priority of training which will be taken by them as per their
requirement along with the time.
Time has also to be considered. If there is a large team members then it is a rigid task to
arrange training for all of them. This is valid for the location of training also. Is it more beneficial
for the training to be occurred on the site instead of travelling for training at other place but this
generates extra costs? It might be good or beneficial for a manager to send only one or two
members to acquire special training to that location as they can also train other members of team
on the same theme or topic. These trainers can then teach in home as when needed at time
appropriate for all staff members (Kitson and et. al., 2013). This will lead to a situation where
service users are not leaved in a vulnerable situations due to the scarcity or lack of employee on
the shift.
12

2.1 Evaluating own knowledge and presentation against standards and bench mark
I have worked in the health centre for more than 6 years. I was working as an
administrative Officer in a corporation before I have started my career as a support worker in
health centre. I had done some research on the learning disabilities, syndrome and intriguing
behaviour before altering the career. I have done this research with the help of internet by
searching how to provide care for patients in health centre. At the starting time, I have done
super numeric shifts and this includes following an implanted member of staff so that I came to
know how things are running and how can I know about the customers? While working on these
shifts, I also determine the policies and procedure of my organisation. I also have provided
training classes in order to improve my knowledge and capabilities. I founded that I could
acquire more knowledge when these course was a part of group. Attaining the code of practise
assures that I can promote and maintain the secrecy, self-worth as well as right of the customers
that I care for. This make me strive to enhance my quality of work in health care and this can be
done by continually doing my professional improvement. I acquire this within my work role by
assuring that the service users and their family members are provided all relevant information.
The code of practice tells that it is my duty to maintain the quality of my job and also I am
responsible to maintain and improve my knowledge and skill. This means that there is any course
via which I can give benefit to the company, then this must be informed to management or
managers.
13

4.1 Comparison of model of the reflective practise
Reflective practice is the ability to indicate an action in order to involve in a procedures
of continually learning but some think that this is wrong. As per one definition, this includes
paying critical focus to the logical values and theories that are informing each day actions by
recognising the practise reflectively and reflexively. This is leading to the insight development.
Edgar Schon who was an influential writer of reflection describes the reflection in two different
ways: reflection in action and reflection on action. Reflection on action can be defined as seeing
back after the event whilst while on the other hand reflection in action is occurring during the
event. I have explored such terms and founded the following:
 Reflection in action meaning to evaluate what is going on while doing the same. This is
typically excited and also surprised the practitioner.
 Reflection in action is allowing someone to design again the same that is occurring.
This approach can be utilised to develop the practices by assisting individual to question
their daily work which they are carrying on. They might ultimately measures their action against
their values and the organisational values in order to ensure that these are agreeable or for trying
a new approach to a task and evaluation of success goes on.
 Reflection on action means the retroactive reflection of practice is carried on so that
knowledge can be uncovered that are using in practical conditions. This is done by
recognition and interpretation of the recalled data. In this case, the data or information is
turned into knowledge by managing a cognitive post mortem.
14

4.2 Importance of reflective practise to improve performance
Reflexive practice is related to continue learning skills which is the brightest part of
success. A good practise can make a good career and show the best way of life. It is a important
tool where people can improve their learning skills by their professional experiences (Aveyard,
2014) . A person who focus , practises and not look behind in their past actions he can go upper
level of understanding. Reflective practise show real face of successive life which is relate to
strength and weakness of a person. Reflective practise show real events , real experiences which
makes us more energetic. When a person work for his learning skills then he has to practise
whole day, whole night whole week or whole week. When a person revises their progress, their
experiences and continue focuses to their goal then it improves practise skills . A person's has
many friends who have different capabilities and different skills ; through this skills a person can
boost up his reflectiveness. Talking and discussing skills also develop reflectiveness and give the
way of success. A person is capable to take right decision when he use reflexive practise again
and again . Social environment is important part of reflexive practises, When A person is not
social and love to live alone and has not a good guidance and support then process of
development get slow of reflectiveness. In present scenario many persons love to live alone
which makes tuff to life so this impact to a successful life. A good counsellor , parents and
society make a good scenario in society and boost up to a person's life .A good motivation
always helpful in negative circumstances , difficult situations and a peaceful life . It is important
to see self awareness , self motivation which are part of reflexive practises.
15

4.4 Evaluating how practice has been improved through:
 Reflection on best practise: This assist me thinking about the my own attempt and
successes. Reflection is captious thinking scheme in which I reappraise and review my
own work. This makes a connection between what I have done and my learning. We
presently having a safeguarding problem which is occurring at the work place. Financial
abuse has been given by past manager. I have been assigned as a deputy manager for
some time and then perform as a agency manager temporarily (Potoglou and et. al.,
2011). This all activities or jobs provides me working experience. During such time I had
to learn instantly and look over the safeguarding meetings. When the new manager
decides that that job wast not suitable for her then the owner asked my view point about
the job that am I interested or not. I had to show back on my labour and attainments over
not only the last some months but overall my career in care centre. This assist in
analysing that whether I can perform this role or not. This make me clear that I can do
this and now I am the manager of the home and registration formality is going on
presently.
 Reflection on failures and mistakes : This states that what are faults or mistakes. This
also includes writing an account why these things have gone wrong, how this could be
removed or minimised, who was faulty, etc. This only trying to explain that this should
not occur in future. This also focuses on how these incidents can be modified the working
activities so that this cognition or education is transferred to the other staff members and
how can be improvement made on this. I also have to reflect the faults or failures of past
manager had done at her time within the financial conditions (Hewitt, Sims and Harris,
2014). I have to modify our policies and processes to guard not only our patients but
ourselves also. I also have to declare or admit the faults done and reflect CQC, social
services and the relatives of the service users about how the commercial processes have
altered ad ensuring them this will never occur gain in upcoming days. This also give its
impact on the workers as they have to modify their working activities. It was described to
them that this was not done as mistake that they have made but the means in which they
receive training and taught.
16

1.1 Models of practice that underpin equality, diversity and inclusion
As I am a manager, it is my duty to ensure that all individuals, their relatives, staff
members and those that are selected for partnership are treated equally. Each and every people
have to be treated with respect and dignity. There are commonly two models of practice that
underpins the equality, diversity and inclusion (Krachler and Greer, 2015). These are equal
opportunities model and difference and diversity model that is described below:
 Equal opportunities model: This states that every one should be treated equally on the
ground of irrelevant criteria. The limitation and the barriers have to be eliminated when it
is possible. Positive participation should be enforced to minimise the disadvantages that
are caused by barriers. The pros and cons are given below:
Pros:
 This assist in identifying barriers.
 This also actively works in order to overcome those.
Cons:
 This is fully based on the legislation and norms.
 This may be very invasive and also imposes punishment.
 Difference and diversity model: The differences are provided value here. Here
something exist that has to be celebrated and are not given any threatening. This is based
on the following principles:
▪ People are functioning well when they are given value.
▪ People also feel special when their individual requirement as well as group
differences are taken into consideration.
▪ They get knowledge from differences and empower themselves,
▪ Those who have empowered themselves can also work independently effectively.
Pros:
▪ It is generating better work force.
▪ It also allot grater efficiency
Cons:
▪ This depends on individual frames of mind and their actions.
▪ This also relying on the culture of enterprises.
17

Within the care settings there are certain range of policies that are formally sets the
guidance for assuring equality. The equal opportunity policy are being enforced in the
organisation and rights of all persons and group are setted accordingly. In my managerial role, I
am promoting the sameness and upholding the individual equality of choices, rights of individual
and their opportunities, their secrecy, independence, respect and dignity (Blackburn Brownsell
and Hawley, 2011). While practising, I support the requirement, involvement, adapted tasks of
individual and special instrument that caters the need of children. I assist inclusion by assuring
that kids and young ones are allowed to participate completely in all aspects or situation of the
life of the programmes irrespective of their background. Inclusive practising assures that each
and every people feel themselves as valuable assets and has the feeing of belongingness to the
organisation. Inclusion in our setting is giving the similar chances and assist in accessing high
quality knowledge as well as valuing differences. We can make them learn and become
empowered from instead of being threatened.
18

1.2 Potential effects of barrier to equlity and inclusion the own area of responsibility
Potential barriers are the things which create conflicts for a society or an individual.
Every person is a unique who can make a powerful society or powerful country but when an
individual faces different conflict from society then his development become very less
(Staniszewska and et. al., 2011). There are various kind of barriers given below:-
 Prejudice is a potential barrier for society which take rights of an individual or a group
and it affect to society. One of the barrier is racism who affect badly to our society and it
is shameful for our society.
 There are various kind of spirituality, superstitions and religious belief in society which
create barriers in society (Pulsford and et. al., 2013).
 There are various kind of minority in society who face many barriers and their life get
affected.
These kind of barriers effects need to be minimized so there are following tips given is as
follow:-
 There are different kind of special children in society who need special education,
through this they can understand their responsibilities.
 In Nowadays many persons are not well educated which negative impact to developed
society so education system should be strong in various countries; through this equity can
be established.
 It should be known that every person is taking advantage of all scheme related to equity
or development.
 Every person should be aware and contribute their knowledge to the persons who is not
aware for equity which will develop a responsible society.
19

1.3 Impact of legislation and policy initiative of the promotion of equality
There are various kind of organization in society which work for society to develop
equality. Such organization create a better environment and equity in society. As a team
following promotions can be done:-
 Complaint procedure:- There are different kind of formats which need to be used. We
have feedback form and complaint box also ; through this user can complain to any kind
of those service which provided by us.
 Meetings:- There are several plan related to an individual, We always give free check-
up service to our users in every month.
 Maintaining security:- Stored data should be safe and secure and it can be disclose in
appropriate place.
 Person centred care planning:- Every individual has their own plans; through this they
can inform their likes and dislikes (Aveyard, 2014). An individual can use these plans in
their daily basis.
 Various planned activity:- There are various activities for all users; through this all
users can choose different activities.
 Offering choices and encourage independence:- All users have different right to
choose a different meal, anything wish to wear, what time they get up or go to bad.
 Religious right : This is another right for all users (Cameron, and et. al., 2014). All users
have different right to go in church, mosque or any other religious place.
 Respecting individual privacy:- We give right of user for privacy, our staff always
knock the door during entering into the room. We always give right to user that they can
go any place.
20

3.1 Systems and processes can promote equality and inclusion
Health and social care organisations have mission statements which deals with
commitment of services that includes diversity, inclusion and equality. Rights and
responsibilities of those who are living in an environment is reflected by some written policies.
These policies provide rules and regulations for staffs on the way to ensure inclusive practices.
Legislations guides the development of policies rather say they are developed in response to
legislative rules (Jetten and Alexander, 2012). These policies ensure that discrimination is dealt
in a proper manner at the workplaces. These policies ensure that system gives equal opportunity
to every individual and they are treated fairly at workplace. In promoting equality and
encouraging mutual respect these policies plays an vital role and hence providing positive
message for the organisational culture (Cameron, Bostock and Coomber, 2014). Systems are
developed so as to monitor, review and report on progress in relation to diversity, opportunity
and inclusion. Changing complaint procedures can help everyone getting aware of procedures
and it helps the stakeholders to put their views on companies working environment. It helps to
make the report regarding practices that are prevalent in the company and hence helps to reduce
discrimination or inequality. All complaints are monitored and evaluated and considerable
changes are made. Discrimination and its practice at any levels in an organisation come under the
ethical issues of a company. Various messages on the companies blogs or notice boards can help
making a system that promotes anti discriminatory practices. HRM department members are
responsible to ensure that no discrimination is done and such practices are avoided. These
discriminatory practices can be at any place from eating tables in offices or canteen to working
area in company. It can sometimes be a difficult task to monitor these practices in entire
organisation.
21

3.2 Effectiveness of system and processes in promoting equality and diversity
It is necessary to measure the powerfulness of the system as this makes be capable in
reflecting my existed practices by viewing my potential and success to myself. This also assures
me about the gaps that are being addressed (Munn-Giddings and Winter, 2013). This can be
performed by carrying out reviewing, observing and evaluating the effectiveness of my
procedures and system on regular basis. This also provides me chances to collect the views of
colleagues, patients and their relatives. Using the self evaluation by this means assist me in
building up the morale of the setting and reassuring all that included that is working in order to
develop the quality and its effectiveness (Buunk, Gibbons and Buunk, 2013). My evaluation
will include the following:
 How effectively my present system and processes are determining the problems
 Do my policies and norms are covering the overall present legislating
 Is there any impressive communication system in place for reporting complaints.
 Are determining service users wellness and happiness with the given services
 Is the morale of my staff members are good.
22

3.3 Propose improvements to address gaps and shortfalls in system and processes
After doing the evaluation of work place the next step is decide what type of activities required
to be taken to address the gaps and shortfalls in the system and procedures (Husso and et. al.,
2012). Then a report will be created that is based on my findings. I will set a scheme that defines
what type of modification are required. This also contains the details of how betterment can be
done and then a time scale is setted for this. All members of team have to be aware about their
duty and responsibilities regarding the enforcement of that plan. All the workers are allowed to
engage actively to that plan so that they become aware of what objectives and development have
to be done. Then can then provided obligation or duty to participate in improving such services
by using their strength or powerfulness.
23

4.1 Describe Ethical dilemmas that are arise in own area of responsibility
We are facing situations of ethical dilemmas while working in a health and social care
environment. Hence, it is very necessary that manager has clear-cut perceptive about how every
one are differing in their opinions and morals (Tew and et. al., 2012). We are responsible for
conserving the rights of vulnerable people. If any planned course of activity or any treatment are
proved to be harmful for all individual , then we should calculate their benefit and disadvantages.
Empowerment of all individual should be done. This means assuring all of them that they can
take decision from the informed choices that may impact to quality of their life. This assist
individuals in controlling their own lives (Timmins and Ham, 2013). So, it is very essential that
support employees will authorise individuals to make their own decisions regarding their lives.
24

4.2 Explain the principle of informed choice
Service users have to be capable to make informed choices regarding the service and the
most suited or appropriate treatment for themselves (Stevens and et. al., 2011). They should
given treatment in a such a way that increase or improve their capableness to choose and should
not weaken or feel negativity. Informed choices states that encouragement have to provide to the
service users so that they consider range of choices to make decisions and they can effectively
share their results (Ter Meulen, 2013). My role is giving an impartial but accurate suggestion
about the opportunities available. This makes them able to make an decision that is based on
informed choices.
25

4.3 Explain how issues of individual capacity may affect informed choice
For a service user permission to be valid, the person who is permitting must have the
ability to make proper decisions. It must be made as per the individual free will. The decision to
consent or not consent of treatment should be done lonely (Seal and et. al., 2011). This must not
be done due to forcefulness or pressure of any friend, staff member or relatives. They have to be
provided complete information about the decisions like their advantages and disadvantages.
Person who is giving them permission should clearly understand about information that is
provided to them and they could utilise it for making informed decision (Staniszewska and et. al,
2011). Each and every adult has the fundamental right to take their own decisions. Additionally,
any person have to be provided support so that he or she can make decisions if he or she is
unable to make it by own.
26

4.4 Propose a strategy to manage risks when balancing individual rights and duty of care
This may include taking out risk assessment as this allow individual for undertaking
positive risk taking at the time of protecting and precautioning them. Positive risk taking is
something regarding increasing expected risk but also the benefits it can have (Pulsford and et.
al., 2013). The schemes and actions are also reflecting the positive result for the patient in health
centres. It includes using accessible support to attain outputs by minimising the harmful results.
A strategy should be developed for managing specific situations (Reeves, Lewin and
Zwarenstein, 2011). This can be done by performing following:
 Balancing risk of harm by the profits of independence and choice
 Enabling people for making informed choices
 Supporting people for managing risk
27

1.1 Explain legislative framework for health safety and risk management in your work
The health and safety at work act 1974 is the major part of health and safety legislation in
the UK. It is providing the legal framework for promoting and encouraging high level standard at
the work location. This act when it was firstly presented, it provide an integrated system that
deals with the workplace health and safety and this protect the civilians from the work activities.
By giving duties to the employees, workers, manufacturers, etc. rights and obligation are
provided to all at the work place (Oven and et. al., 2012). A worker has a common responsibility
as far as this is sensible and operable, provide safeguarding to the health, safeness and upliftment
of the workers. This can be assured by the safety of plant and equipments. Additionally, safe
handling is given to the storage and transportation of the instruments. This can be achieved by
providing training and supervision to the workers so that at working environment proper
facilities can be provided to the service users and safeness is achieved at work place. When there
are six or more workers, present at the working place, an employer has the complete
responsibility to give documented health and social policies and to assure that each and every
staff member has seen this (Potoglou and et. al., 2011). The legislating structure for health and
safety by knowing the framework and the differences between the acts and norms are modified
and keep into practice. There are several acts that is imposed by government such as RIDDOR
1995, COSSH 1994, Food Regulations 2006, etc.
28

1.2 How policies and procedures in own setting meet health, safety and risk management
My corporation posses its own, clear documented policies and procedures that have to be
followed at the work location. This can further be updated or modified when necessary. These
policies and procedures consist of relevant information regarding the working of employees in
the terms of health and social care practices at the working location (Minassian, Owens and
Reidy, 2011). This also involves the risk assessment and procedures regarding management.
Such policies and procedures are completing the requirement or need of all service users and
things that are being evaluated on the ground of ongoing activities. The modified information are
also being executed and described to all workers. This is then followed but it is necessary to
provide clear procedures so that there will be no conflict at the end. Each and every individual
are hired and provided a designation within in the working location. This ensures that it is their
duty to transfer or communicate all the updated information through the all team members
effectively without making any delay (Munn-Giddings, and Winter, 2013). This can be
conveyed at the time of staff meetings, regular hang over and ceremonial oversight. The
company also have a team whose work is maintaining and addressing all health regarding
problems. The corporation consist of a clear or broad system at the working place for providing
reports of all types of concerns related to that area. They also have two or more folders of
policies that are modified on the regular basis. The staff members have to be more aware about
if any changes occurs.
29

2.3 Explain the actions to take when health, safety and risk management are not being compiled
If there is always any doubtfulness that the health and safety management activities are
not being adhering , then it is necessary to take immediate actions. There should be a responsible
person who has the duty of ensuring that all the risk assessment are up to date and are based on
facts or realities. However, it is the duty of staff and management team members to report
complete areas that are associated with problems (Liechty, 2011). This might jeopardise the
safeness and wellness of all individuals. The regular course of act are being taken when there is
any health and safety issue which are reflected are done at the priority basis. This will ensure that
all important steps are taken in order to improve the issues. However, at several times the staffs
are not pursuing the basic documented procedures and policies. This causes unnecessary risks
regarding the health and social care problems. This should again dealing with fleetly and no
delay should be made regarding this (McKeown, Malihi-Shoja and Downe, 2011). This can be
done by giving proper oversight or supervision and contiguous acts are taken by the team of
management. Additionally, at the same time, a training and development programme should be
arranged for all team members so that these faults re not done or repeated again. If
insubordination is getting down to a patient then it is suggestion and support is being provided
to them. This can also be created by providing proper and clear guidelines to them so that further
occurrent and data can be logged or taped. This can then shared with the third part if needed.
30

4.3 Evaluate own practice in promoting balanced approach to risk management
As I am a deputy manager, I have to continuously evaluate my own practice by
encourage or supporting a balanced approach in order to mange the risks. I an doing this by
holding group discussion with my employees, team members and the people for whom we are
caring in regular basis (Leamy and et. al., 2011). The regular and weekly consultation taking
place with my team members , workers and the young ones will determine their views and
requests. The staff members are then asked or enquired via regular hang overs, meetings of staffs
and management regarding the demands or basic need of young people. There are certain times
when some of the requests are not fulfilled. However, such things or their reasons are described
to the service users or young people. A settlement will be then done or their needs are fulfilled if
it is possible to an accepted degree (Leichsenring, Billings and Nies, 2013). I am evaluating my
personal practise by assuring that I am contiguously holding consultation with my manger on
regular basis. I am doing these meeting in order to talk about all the problems that are rising and
on the basis of that forward plan is created by me. It is necessary to make a balanced approach
for risk handling as practitioner are working with the kids. I am responsible for providing care to
that kids and must be confirm that they are safe. We are planning the play environment and
activities that will be safe for the children, but a balance should be maintained between the risk
that a child will take. Kids are allowed to take risks but it should be done in the presence of any
adult. Although too much intervention is not allowed. If they are not ordered to take risk, then
they will not be capable to improve those skills that are needed to handle such risks. Also, they
will not get able to make judgement about their own strength, weaknesses and overall skills. This
will affect their improvement, self regard and their confidence level.
31

4.4 How helping others to understand the balance between risk and rights improves practise
Assisting others in understanding the balance between risk and rights will vastly develop
the practices. This will reflect that you are not only contributing in decision making but you are
also inquiring people about why those decisions have to be done and also describing the
appropriate reasons for them (Kocher and Adashi, 2011). The direct or face to face working
along with the young people and the ceremonial or formal supervision with the team members
will effectively generate assembly for consultation and discussion. This allows for the logical
thinking, explanations and apprehension to take place. Once any one will realize the reason about
why a decision have been made or taking, then will start understanding that this is for the
profitability of themselves (Krachler and Greer, 2015). This as a result greatly develops the
practices as this will create a more open or free environment for the up coming or future
discussion.
32

5.2 Health, safety and risk management, policies, procedures and practices within work setting
All the health safety and risk controlling policies, processes and activities within the work
setting are evaluating on regular basis (Jetten, Haslam and Alexander, 2012). The risk
assessment of the young people is an active document that can change regularly as per the
requirements and present affairs of them. Any modified information should be recorded properly
and this is conveyed to all the important parties like social workers, parents, service users and the
young persons. The staff members will then give focus on how to assure that updates are
corresponded or adhered to (Kitson and et. al., 2013). This can be done by taking help of
communication log book and regular hang over. Health and safety policies are then evaluated
annually or before it needed and any area related issues are analysed or solved without doing any
delay. This report is provided to the work setting appropriately.
33

5.3 Identify areas of policies, procedures and practices that need improvement to ensure safety
An example is making a decision to take away a tree from the ground of apartment by
discussing with neighbours (Husso and et. al., 2012). The tree was creating problems for them
and after telling this to the senior management team and team members of management, a
decision is taken to remove that tree from the ground (Ifanti and et. al., 2013).
34

REFERENCES
Books & journal
American Speech-Language-Hearing Association, 2016. Scope of practice in speech-language
pathology.
Andrews, C.M. And et. al., 2013. Social work and implementation of the Affordable Care Act.
Health & Social Work. 38(2). pp. 67-71.
Aveyard, H., 2014. Doing a literature review in health and social care: A practical guide.
McGraw-Hill Education (UK).
Betancourt, J.R., and et. al., 2016. Defining cultural competence: a practical framework for
addressing racial/ethnic disparities in health and health care. Public health reports.
Blackburn, S., Brownsell, S. and Hawley, M.S., 2011. A systematic review of digital interactive
television systems and their applications in the health and social care fields.Journal of
Telemedicine and telecare.17(4). pp.168-176.
Boote, J., Baird, W. and Sutton, A., 2011. Public involvement in the systematic review process
in health and social care: a narrative review of case examples. Health Policy. 102(2).
pp.105-116.
Buunk, B.P., Gibbons, F.X. and Buunk, A. eds., 2013.Health, coping, and well-being:
Perspectives from social comparison theory. Psychology Press.
Camargo Jr, K. R. D., 2011. Closing the gap in a generation: health equity through action on the
social determinants of health.
Cameron, A., and et. al., 2014. Factors that promote and hinder joint and integrated working
between health and social care services: a review of research literature.Health & social
care in the community.22(3). pp.225-233.
Cotlear, D. and et. al., 2015. Overcoming social segregation in health care in Latin America. The
Lancet. 385(9974). pp.1248-1259.
Dye, C., Reeder, J. C. and Terry, R. F., 2013. Research for universal health coverage.
Fotaki, M., 2011. Towards developing new partnerships in public services: users as consumers,
citizens and/or co‐producers in health and social care in England and Sweden. Public
Administration. 89(3). pp.933-955.
Glasby, J., 2012. The controversies of choice and control: Why some people might be hostile to
English social care reforms. British Journal of Social Work. 44(2). pp.252-266.
35

Hewitt, G., Sims, S. and Harris, R., 2014. Using realist synthesis to understand the mechanisms
of interprofessional teamwork in health and social care. Journal of Interprofessional
Care.28(6). pp.501-506.
Hex, N., and et. al., 2012. Estimating the current and future costs of Type 1 and Type 2 diabetes
in the UK, including direct health costs and indirect societal and productivity costs.
Diabetic Medicine. 29(7). pp. 855-862.
Husso, M. and et. al., 2012. Making sense of domestic violence intervention in professional
health care. Health & social care in the community. 20(4). pp.347-355.
Ifanti, A.A. and et. al., 2013. Financial crisis and austerity measures in Greece: their impact on
health promotion policies and public health care. Health policy, 113(1), pp.8-12.
Jetten, J., Haslam, C. and Alexander, S.H. eds., 2012.The social cure: Identity, health and well-
being. Psychology Press.
Kitson, A. and et. al., 2013. What are the core elements of patient‐centred care? A narrative
review and synthesis of the literature from health policy, medicine and nursing. Journal
of advanced nursing. 69(1). pp.4-15.
Kocher, R. P. and Adashi, E. Y., 2011. Hospital readmissions and the Affordable Care Act:
paying for coordinated quality care. Jama. 306(16). pp.1794-1795.
Krachler, N. and Greer, I., 2015. When does marketisation lead to privatisation? Profit-making in
English health services after the 2012 Health and Social Care Act.Social Science &
Medicine.124. pp.215-223.
Leamy, M. and et. al., 2011. Conceptual framework for personal recovery in mental health:
systematic review and narrative synthesis. The British Journal of Psychiatry. 199(6).
pp.445-452.
Leichsenring, K., Billings, J. and Nies, H. eds., 2013. Long-term Care in Europe: improving
policy and practice. Springer.
Liechty, J. M., 2011. Health literacy: Critical opportunities for social work leadership in health
care and research. Health & social work. 36(2).pp.99-107.
McKeown, M., Malihi-Shoja, L. and Downe, S., 2011. Service user and carer involvement in
education for health and social care: Promoting partnership for health (Vol. 9). John
Wiley & Sons.
36

Minassian, D. C., Owens, D. R. and Reidy, A., 2011. Prevalence of diabetic macular oedema and
related health and social care resource use in England. British Journal of
Ophthalmology. pp.bjo-2011.
Munn-Giddings, C. and Winter, R., 2013. A handbook for action research in health and social
care. Routledge.
Oven, K.J., and et. al., 2012. Climate change and health and social care: Defining future hazard,
vulnerability and risk for infrastructure systems supporting older people’s health care in
England. Applied Geography. 33. pp.16-24.
Potoglou, D. and et. al., 2011. Best–worst scaling vs. discrete choice experiments: an empirical
comparison using social care data.Social science & medicine. 72(10). pp. 1717-1727.
Pulsford, D. and et. al., 2013. Classroom-based and distance learning education and training
courses in end-of-life care for health and social care staff: a systematic review. Palliative
medicine. 27(3). pp.221-235.
Reeves, S., Lewin, S., and Zwarenstein, M., 2011. Interprofessional teamwork for health and
social care (Vol. 8). John Wiley & Sons.
Seal, K.H., and et. al., 2011. Reducing barriers to mental health and social services for Iraq and
Afghanistan veterans: outcomes of an integrated primary care clinic. Journal of General
Internal Medicine. 26(10). pp. 1160-1167.
Staniszewska, and et. al, 2011. Developing the evidence base of patient and public involvement
in health and social care research: the case for measuring impact.international Journal
of Consumer Studies.35(6). pp.628-632.
Stevens, M., and et. al., 2011. Assessing the role of increasing choice in English social care
services. Journal of Social Policy. 40(2). pp. 257-274.
Steventon, A. and et. al., 2013. Effect of telecare on use of health and social care services:
findings from the Whole Systems Demonstrator cluster randomised trial. Age and
ageing. 42(4). pp.501-508.
Ter Meulen, R., 2013. Solidarity in health and social care in Europe (Vol. 69). Springer Science
& Business Media.
Tew, J. and et. al., 2012. Social factors and recovery from mental health difficulties: a review of
the evidence. The British Journal of Social Work, 42(3). pp. 443-460.
Timmins, N. and Ham, C., 2013. The quest for integrated health and social care: a case study in
Canterbury, New Zealand. Kings Fund.
37

Online
Health and Social Care. 2017. [Online]. Available through :
<http://www.cityandguilds.com/qualifications-and-apprenticeships/health-and-social-
care/care/4222-health-and-social-care#tab=information>. Accessed on 5th August 2017.
Improving health and social care practice.2017. [Online]. Available through :
<https://research.bournemouth.ac.uk/impact/improving-health-and-social-care-
practice/>. Accessed on 5th August 2017.
38

39

40

41

42