Health and Social Care Module: Personal Values and Professional Impact

This report delves into the crucial role of personal values in health and social care, emphasizing their impact on professional practice. It examines how individual values, shaped by factors like family, education, and culture, influence ethical considerations, respect for rights, and attitudes towards care. The report explores relevant theories such as the Seedhouse theory, the heritage cycle of cultural values, the 7 Dimensions of Compassion, and Twelvetrees of Tracking Inequality, providing a comprehensive understanding of healthcare practices. Furthermore, it analyzes the influence of key legislations like the Human Rights Act, Code of Conduct, Care Act 2014, and Health and Safety regulations on organizational practices and ethical standards within the healthcare environment. The report also highlights potential conflicts between personal and professional values, offering insights into how to navigate these challenges. It emphasizes the importance of creating an appropriate organizational environment to ensure a safe and secure work culture that promotes equal opportunities and protects individual rights, referencing various studies to support its claims.

Running head: HEALTH AND SOCIAL CARE
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Personal Values:
Values refer to one’s own
judgement, standard of behaviour or
principle and ethics, beliefs of culture,
religion, economy, religion, society and
politics. They impact the health and social
care delivery and change with respect to
personal and professional experiences or
changes (Gradinger et al. 2015). Values of
an individual are shaped by the gender,
family, education and life experiences and
greatly impact health and social care. People
adopt the values of their parents, believing
in good or thinking negative is shaped by the
high and low education respectively.
Dominant values of culture such as winning
attitude or more power for men are imbibed
since childhood and remains through
adulthood. Values and beliefs (rational or
irrational) are formed by the number of
people from opposite sex and good and bad
events encountered in life (Gradinger et al.
2015).
Personal values refer to the rights,
integrity, equality, dignity, independence,
respect, attitude of care and others are
implemented in personal health and social
care practice. I work while preserving other
people’s respect, dignity and rights that is
useful to maintain privacy of information. I
do not believe in discrimination and harming
vulnerable people through bias attitude.
These values are in alignment with the core
values of the health and social care that
includes confidentiality, equality and
diversity (Marlowe et al. 2015)
Cultures:
My family upbringing and diverse
culture have helped me respect equality and
diversity and develop compassionate
attitude. Experiences of both failure and
success in college life have increased my
self-awareness and problem solving skills.
Value of respecting people since school days
help me avoid prejudice, prevent
discrimination and stigmatisation. My

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Cultures of gender equality may impact my
work as there are culture say Islam where
women are no allowed to access
reproductive health care. Legislations in my
practice has helped me identify health safety
and welfare issues. Lack of training is the
barrier to implement care considering the
social, economic and environmental well
being of client (Billett 2016).
Theories: 150
Seedhouse theory arguably changes the
general concept of healthcare promotional
practice. As per the seedhouse theory the
healthcare practitioners have change their
professional and personal values that
regulates their work culture and regular
practices. The confusion between facts and
values can develop the noticeable
operational conflict in healthcare
management and practices. The seedhouse
theory offers the Foundations theory of
health promotion to develop further
description of healthcare operational goals
and activities.
The heritage cycle of cultural values and
ethics shows that the understanding, valuing,
caring and enjoying revolve in a systematic
cyclic way. The cultural heritage of anyone
is gown up from enjoying the work by
understanding the process that makes the
person valuing by caring the people.
As per the theory of 7 Dimension of
Compassion, the willingness towards the
personal and professional reflection over the
regular is regulated by seven interconnected
factors of individual lifestyle and behaviour
namely Physical, Intellectual, Emotional,
Social, Spiritual, Occupational, and
Environmental (Marlowe et al. 2015).
Twelvetrees of Tracking Inequality allows to
identify the functional and potential
inequality of a group of individuals through
three ways namely Educational tracking,
Performance Tracking, and Cultural

4HEALTH AND SOCIAL CARE
tracking. As per this theory these three
components regulate most of the
functionality of a person.
Legislations: 150
Human Rights Act allow a person or a
organisation to learn about equality and anti
discriminating cultures and personal as well
as professional perspective. Human rights
impact the organisational practice of human
resource management. At the same time, it
also helps to develop the personal ethics and
morality against the cultural and social
stereotypes and stigma.
Code of Conduct enforces the ethical and
legitimate practice within the organisation as
well as in the social and cultural boundaries.
Code of conduct can be enforced by the
regulatory authorities or the social ethics
through implanting specific approaches in a
disciplined way that can change the cultural
environment of a organisation or a society
towards the positive direction.
Care Act 2014 allow a healthcare
organisation to perform their activities under
a legalised supervision. This rule consists of
many operational regulations that monitors
and maintain the regular functional practice
of a healthcare centre.
Helth and Safety at workplace allow the
employers as well as the employees to build
up the most effective way of organisational
environment that can ensure the safe and
secured work culture. The purpose of this
regulations is to ensure the psychological
and physically healthy work culture and
regular practices ( Gradinger et al. 2015).
Equal opportunities allow an organisation to
make essential functional practices that
provides equal opportunities to all
employees irrespective of their cultural,
social and economical background.
Confidentiality regulations are also known
as the data protection and security act that
states the copyright protection of valuable

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data and information as the subject under the
surveillance of owner.
Bullying and Harassment regulation prevent
the employees to conduct any unexpected or
illegal activities that can harm the physical
or mental status of other individual. Most of
the time this regulations are being handled
by the HRM department of the organisation.
Conflicts between personal and
professional values and the impact on
work:
Each of the regulations namely anti
discrimination, health and safety, equal
opportunities and others has their own mode
of application in both personal and
professional platform. On the other hand, all
of these regulations have their individual
perspective to monitor and maintain social
and cultural ethics. Therefore, sometimes
this regulation creates significant conflicts at
the time of implementation in regular life
style (Brett et al. 2015). Apart from that,
organisational culture and operational
environment is the mixture of group
activities. On the other hand, in personal
lifestyle these regulatory acts can differ due
to their operational diversities.
Appropriate organisational environment
allows a healthcare organisation to perform
their activities under a legalised supervision.
This rule consists of many operational
regulations that monitors and maintain the
regular functional practice of a healthcare
centre. All of these regulation can be applied
at workplace allow the employers as well as
the employees to build up the most effective
way of organisational environment that can
ensure the safe and secured work culture.
The purpose of this regulations is to ensure
the psychological and physically healthy
work culture and regular practices. On the
other hand the operational benefit of this
regulation allow an organisation to make
essential functional practices that provides

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equal opportunities to all employees
irrespective of their cultural, social and
economical background. On the other hand,
to identify the functional and potential
inequality of a group, an individual can
determine his or her regular lifestyle and
practices through various ways of Tracking
(Billett 2016). More over it can be said,
organisational culture and operational
environment is the mixture of group
activities. On the other hand, in personal
lifestyle these regulatory acts can differ due
to their operational diversities.

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References
Billett, S., 2016. Learning through health
care work: premises, contributions and
practices. Medical education, 50(1), pp.124-
131.
Brett, J., Staniszewska, S., Mockford, C.,
Herron‐Marx, S., Hughes, J., Tysall, C. and
Suleman, R., 2014. Mapping the impact of
patient and public involvement on health
and social care research: a systematic
review. Health Expectations, 17(5), pp.637-
650.
Gradinger, F., Britten, N., Wyatt, K.,
Froggatt, K., Gibson, A., Jacoby, A.,
Lobban, F., Mayes, D., Snape, D.,
Rawcliffe, T. and Popay, J., 2015. Values
associated with public involvement in health
and social care research: a narrative
review. Health Expectations, 18(5), pp.661-
675.
Marlowe, J.M., Appleton, C., Chinnery,
S.A. and Van Stratum, S., 2015. The
Integration of Personal and Professional
Selves: Developing Students' Critical
Awareness in Social Work Practice. Social
Work Education, 34(1), pp.60-73.