Community Services Work: Ethical Compliance, Case Study & Scenarios

This assignment delves into various aspects of community services work, focusing on ethical practices, legal compliance, and professional development. It includes scenario-based analyses addressing ethical dilemmas faced in the workplace, such as handling unethical behavior by team leaders and addressing conflicts involving employee conduct. A detailed case study examines challenges in personal and professional life, employing goal-setting techniques like SMART objectives and professional development plans. The report also discusses ethical considerations in arranging social interactions, the implications of professional misconduct by medical practitioners, and the importance of codes of conduct in mental health care. The overall aim is to promote ethical awareness and responsible conduct within the community services sector.

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STUDENT NAME:
STUDENT ID:
TOPIC: COMMUNITY SERVICES WORK
DATE: 29-03-2019

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Contents
Part 1................................................................................................................................................3
Scenario stage 1...........................................................................................................................3
Scenario stage 2...........................................................................................................................3
Part 2................................................................................................................................................4
Case study....................................................................................................................................4
Part 3................................................................................................................................................7
Scenario stage 1...........................................................................................................................7
Scenario stage 2...........................................................................................................................7
Part 4................................................................................................................................................7
Part 5................................................................................................................................................8
Part 6................................................................................................................................................9
References......................................................................................................................................11

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Part 1
Scenario stage 1
An incident occurred when I was in a an office and my team leader left me in a room with
clients. I used to handle all the work with dedication and worked as per my team leader
instructed. There were unethical practices in the office. The team leader in the office used to
attend personal calls in the office apart from the breaks. This was unethical and my team leader
wanted me to handle the situation quietly. The policies and legislations are breached in the office
when it was strictly mentioned that no personal calls should be received in the office timings. At
the time of performance appraisal I was nervous as I was not sure whether I should instruct my
manager or I should work as per my team leader wants me to work. There are crucial situations
at times and ethical compliance should be followed. I should inform my team leader that the
ethical and legal compliance are strict and should not be breached. This could change her
perception about my performance appraisal but I would ensure that ethical compliances are
maintained in the office and I should work accordingly. I would approach my manager if there
are further issues in handling the situation or when team leader leaves me alone with the clients.
Scenario stage 2
I faced an ethical dilemma situation at workplace where a new sales person was working in my
sales team. The new employee did not focused on his work and continuously was late in office
hours and meetings. This was a hindrance for me as I had to detail about the meetings that were
always on time. I had to complain at some point after reviewing his job for few days and I have
encountered several issues that were not acceptable at the first chance. I complaint to my boss
about the scenario that I faced during last days which I expected that my boss would take strict
actions for this scene. Complaining my boss about the new person, he said that the person was a
son of the president and should be treated well. My boss instructed that I should not leave the
new guy and should ensure that the sales number of the new person should look good in the
accounts. This was an ethical issue and the decision that I made was to ensure that I should ask
the new person to work on his sales number. During the process I learnt that ethical standards
and values should be maintained without any social status or class issues. The incident involved
the breach of ethical values as the new person did not work according to the requirements.
Creating a code of conduct and hiring people for values is the training that should would assist in

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preventing unethical behavior at workplace. Ethical standards should be maintained and
prevention of unethical behaviors would lead to a better environment.
Part 2
Case study
The case study engages Jenny’s difficulties in personal and professional life which is a
challenging. Jenny is strongly disappointed and dissatisfied with her life. She had come to solve
the problems of her life and situation. In order to work effectively, I would ensure that I provide
solutions to problems that she is facing. I would ask her to briefly encounter the negative feelings
she has so that she could pay attention and leave all the difficulties she is facing. She should
concentrate on her career as she has a good experience working in restaurants, Motels and pubs.
Working with Jenny, I will focus on ethical consideration and moral values that would Jenny in
her life and career. Jenny needs support, care and attention thereby it is important to understand
her point of view and analyze the situation that would have an array of hope for Jenny.
To make positive changes in Jenny’s life, I will take certain steps that would assist her in
building a positive environment. The first step, I would ask her to detail all the things that she
faced in her life, the current situation and what consequences made her life worst. The next step,
I will ask Jenny to feel that she is confident and is able to apply for the work which she pursued.
Thereby, while meeting, she would have a sense of awareness and responsibility about her son. I
will ask her not to consume alcohol or drugs as this can worsen the situation and she can fall sick
while there is no one to take care of her. She should control her son and ask her to manage the
rent of the house while working in a good company.
The change process that Jenny needs is to continue with the job which she lately leave due to
some circumstances. If she does not wish to work, I will explain her how important it is for her
to continue the job she left while explaining her, the future consequences.
The goal setting technique that I can use with Jenny is SMART objectives which is highly
effective (Kelly & Kelly 2013).

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I will create a Professional Development Plan and explain Jenny that it is important to create a
goal as there are several benefits that can change a living while addressing important features
(Eisele, Therese, Simon & Mien 2013).
Professional Development Plan
My personal goals
are:
Leadership
Communication skills
My professional
goals are:
Achieve my target of
becoming a leader.
Working with
confidence
My timeframe:
6 months
Who will help me?
My learning abilities
and skills
Strengths, skills and
abilities:
Soft skills and verbal
skills are my
strengths.
My weaknesses
learning needs:
Trusting people easily
Training Gaps
Learning
opportunities:
Course work and
programs for
developing leadership
attitude and working
with team.
Expected outcomes:
To have a bright
career while
understanding
difficulties and
ensuring problem
solving attitude.
Action plan for Jenny
What are my
goals?
How will I do
it?
Who will help? What are the
barriers?
What is the time
frame?
Personal goals:
Embrace
mindfulness,
Self-motivate,
achieve results
with confidence
I need to ensure
that I will
motivate myself
each moment to
build a positive
life.
I will focus on
My friends and
relatives
People may not
support
positively,
feeling
distrusted.
2 months

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achieving the
results while
targeting my
actions with the
help of planner.
I will build
confidence while
talking to people
interesting
things.
Professional
goals:
Target career
opportunities,
Build positive
relationship with
colleagues,
Learn to work in
team
I will make a
planner as it
helps to learn the
positives.
I will build
relationship with
people while
talking to them
with interesting
topics and I will
learn to
participate with
career
opportunities.
Colleagues and
superiors
Not getting
opportunities at
work, difficult in
accepting change
management.
4 months
SMART goal setting principals include specific personal and professional objectives, measurable
objectives, achievable objectives, relevant and timely objectives.
There are different learner styles such as aural, visual, physical, solitary, logical and social. I
would prefer to explain Jenny with solitary learning style as it will help me to focus with
intrapersonal skills.

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Part 3
Scenario stage 1
An ethical dilemma is observed in the case where there are two parties and neither of the two
decisions that are acceptable or preferable (Gordon & Craig 2013). This is an ethical paradox
situation. The situation is arranging a play date with Tracey and Alias son. Both children play
well together as they are of same age. Tracey asks me for Alias’ number while she tells that
Alias’ husband deals with drugs and got out from the jail recently. This is an ethical situation
where I could not make a decision which is acceptable. Likewise, I would ask Alia not to interact
in people’s business and would ask her not to talk about anyone’s personal life. Tracey and
Alias’ children play well together and this would have been the major thing to emphasize.
Scenario stage 2
After arranging the play date, Tracey and Alia meet at Alias’ house. After meeting Alia at her
house, Tracey does not feel like talking to Alia as she finds something weird that is going on.
She now has a problem that Alia is Muslim and has strange ideas. Tracey feels that Alia wants a
divorce because her husband beats her and she is scared of her husband. In this situation, I would
observe things calmly and will not trust anyone. I will not straight away go to Alia and ask her
the situation and the circumstances she is facing. I will notice things when Alia talks to me and
will visit her house for finding out the truth. After becoming good friends with Alia, I expect that
she would tell me the problem she is facing in her life. Jumping to the conclusion without any
reason would be a tough step and thereby I would assume that Alia is safe and is happy with her
life. The situation is unambiguous, yet the preferred step is to morally support a person while
knowing the detail and working on moral imperatives.
Part 4
The veteran doctor accused drugs and assaulted a women. The doctor entered woman’s house
and gave her morphine and midazolam and allegedly kissed her. The legal obligations and the
ethical compliance state that no person can assault a women and give her drugs. The ethical and
legal obligations were breached by the doctor (Lachman 2009).

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The professional boundaries of trust and confidence on doctors was crossed by the doctor when
the doctor entered woman’s house without her permission and assaulted her by kissing her and
rubbing her body parts.
To ensure that these types of situations do not occur, doctors should be provided a training and
development program that would help them to ensure positive attitude for the work and the
service they provide to patients (Borhani, Alhani, Mohammadi & Abbaszadeh 2009).
The staff would have a negative impact on learning attributes and professional identity of doctors
in the hospital. Doctors are the life savers and they should serve society while providing a good
example of trust and honesty to the patients, colleagues and staff.
The debrief technique would be an important source that would lead to an immense change in
working life style. Providing motivation and trust to nurse medical staff would be a greatest
advantage because the situation and the incident that the staff members faced is a shame for the
society and the doctors identity (Sanjari 2012).
Code of medical ethics ensures that there are boundaries for physicians while practicing
medicine.
Part 5
MHCA Code of Conduct
The code of ethics for mental disability clarifies the responsibilities and roles of a professional to
provide guidance in addressing mental disability. The code of ethics for mental care is designed
with Certified Professional in mental disability. There is new appreciation that is generated with
the mental health professionals. Ethics ensures making a good value for the laden choices. There
are regulatory compliances that are engage ethical matters. This profession provides principles
that aid in providing mental care quality to patients and executes duties with members of
profession (Hassanpour, Hosseini, Fallahi & Abbaszadeh 2011). There is a code of ethic and
standard that is practiced and the professionals are certified with the judgment of exercise and
specific ethical considerations. The mental health code of conduct is a specific setting and has
portfolio of work that provides optimized support to psychosocial disability people by
representing and promoting the mental health sector to achieve mental health for the disabled.

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The full spectrum of stakeholders and the issues related provide health awareness, advocacy and
education to the people. The responsibility of manager in monitoring and development of the
policies is to maintain organization’s compliance, maintain safe environment practices, ensure
rights and responsibilities and maintain effective service delivery of MHCA Code of Conduct.
Part 6
Debrief strategy is conducted in organization as a support model to manage workplace stress. A
psychological debriefing model strategy is conducted for nursing in mental disability (Couper
2013). There are several organizations that provide debrief training to staff and ensure that
employees are prepared to offer debriefing sessions.
There are legislations and code of practice that ensure psychological debriefing. Breaching ethics
is referred as a code of conduct that determines that a worker may breach ethics but certain legal
implications are taken and punishment is given for breaching the ethics (Boet 2016). Ethical
breach includes sexual relationship with a person, dishonestly of workers, discussing personal
issues of an individual and spending money of workers on behalf of individuals. For developing
the action plans, the management standard framework is included. The WHS legislation ensure
incidents and emergencies for safety act.
The responsibility of manager in monitoring the strategy is to maintain the professional standards
with professional boundaries, work on finding solutions for internal and external support to staff,
dispute resolution process and debriefing the technique. The manager ensures that proper reports
are prepared and disputes are resolved effectively.
Dispute resolution process

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Source: (Ahmed 2016)

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References
Ahmed, R A, Atkinson, S S, Gable, B, Yee, J, & Gardner, A K, 2016, Coaching from the
sidelines: Examining the impact of teledebriefing in simulation-based training. Simulation in
Healthcare, vol. 11, pp. 334 –339.
Boet, S, Pigford, A A., Fitzsimmons, A, Reeves, S, Triby, E, & Bould, M D, 2016,
Interprofessional team debriefings with or without an instructor after a simulated crisis scenario:
An exploratory case study. Journal of Interprofessional Care, vol. 30, pp. 717–725.
Borhani F, Alhani F, Mohammadi I, Abbaszadeh A. 2009, Professional Nursing Ethics: it’s
Development and Challenges. Journal of Medical Ethics and History of Medicine, vol. 2, no. 3,
pp. 27–38.
Couper, K, Salman, B, Soar, J, Finn, J, & Perkins, G D, 2013, Debriefing to improve outcomes
from critical illness: A systematic review and meta-analysis. Intensive Care Medicine, vol. 39,
pp. 1513–1523
Eisele, L, Therese G, Simon B & Mien S, 2013, Employee motivation for personal development
plan effectiveness. European Journal of Training and Development vol. 37, no. 6, pp. 527-543.
Gordon, J A & Craig M C, 2013, The role of ePortfolios in supporting continuing professional
development in practice. Medical Teacher vol. 35, no. 4, pp. 287-294.
Hassanpour M, Hosseini MA, Fallahi M, Abbaszadeh A. 2011, Evaluation of the Impact of
Teaching Nursing Ethics on Nurses’ Decision Making in Social Security Hospitals of Kerman
Province in 1389. Journal of Medical Ethics and History of Medicine, vol. 4, no. 5, pp. 58–64.
Kelly, C & Kelly W, 2013, Take charge of your professional development! Knowledge Quest.
Vol. 42, no. 1, pp. 76-77.
Lachman VD, 2009, Practical use of the nursing code of ethics: part I. Medsurg Nurs vol. 18, no.
1, pp. 55-57.
Sanjari M, Zahedi F, Aala M, Peymani M, Parsapour A, Aramesh K, Maddah SSB, Cheraghi
MA, Mirzabeigi GH, Larijani B, 2012, The Code of Ethics for Nurses in Iran. Iranian Journal of
Medical Ethics and History of Medicine, vol. 5, no. 1, pp. 17–28.

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