Principles of personal development in adult social care settings Essay Sample

Principles of personal development in adult social care settings Pages
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Outcome 1 Understanding what is required for good practice in adult social care roles Below is a list of some of the legislations that are relevant to adult social care. These make up ‘standards’ to follow for good practice. Care Standards Act 2000

Domiciliary Care Regulations 2002
Health and Safety at Work Act 1974
Manual Handling Operations Regulations 1992
Management of Health & Safety at Work Regulations 1999
GSCC Codes of Practice for social care workers
National Occupational Standards
Safety (General Food Hygiene) Regulations
Control of Substances Hazardous to Health (COSSH), Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR), etc. Being able to reflect on our actions and experiences at work, learn from them and change our behavior accordingly are some of the most important personal development skills we can acquire. We need to consider knowledge, what we know and do not know. Skills, how able we are at doing something or not and practices. How we behave or perform a task. Reflective practice is the process that enables us to achieve a better understanding of ourselves, our knowledge and understanding, our skills and competencies, and workplace practices in general. It involves considering what we do: Considering why we do it like that.

Considering whether it is successful.
Considering whether it could be done any better.
Planning for any changes to what we do.

Reflecting improves personal development as it causes us to become more self-aware. Being self-aware allows us to have raised awareness of others and how we care for them. We are able to identify weak work practices, monitor standards and consider alternative approaches and activities in pursuit of best practice. We have the opportunity to consider our own and others learning and development, thereby ensuring competent practice and improved quality of service. We are able to explore and deal with any negative feelings and anxieties associated with our work, and as a result develop a more positive attitude and improved relationships. We all have attitudes, how we think, behave or what we value. These are very personal to us and different individuals have different attitudes. Our beliefs are a set of ideas and principles about what we consider right and wrong, true and false. Like our attitudes, our beliefs are very personal. These will include such things as our religious and political views.

It is highly unlikely that you will agree with the attitudes and beliefs of everyone you work with and it is therefore important that you do not allow these differences to obstruct the quality of your work nor cloud your judgment of others. It is important that you consider the following: Find out about the individuals history. Understanding the individual may challenge your own attitudes and beliefs. Find out about their attitudes and beliefs. Ignorance can often be a barrier. Understanding can promote tolerance. Be professional at work. Even if you fundamentally disagree with another individual’s attitudes and beliefs, they have the right to hold them, just the same as you have. Promote empathy. Considering life from their perspective may help you appreciate their attitudes and beliefs.

Outcome 2 Understand how learning activities can develop knowledge, skills and understanding I have recently attended a training afternoon with our local MS nurse. This was put in place as we had a new client join our homecare agency, which is suffering with advanced stages of MS. The client has many issues such as loss of mobilisation, loss of vision in one eye and at times challenging behaviour. The MS nurse introduced us to the effects and conditions that MS suffers have to deal with. The insight to the condition and how the condition effects the client was very rewarding. Reflecting on this training, when the client had a MS attack where she can become very unreasonable and offensive, (this includes swearing and emotional outbursts) this stood me in good stead on how to deal with the situation.

This client has some psychological issues which include attention seeking, so when a situation developed when she became emotionally overwrought it was easy to follow advice given at the training session on how to deal with episodes. We regularly have supervision and appraisals with our management team. This helps to see where further development can be made, and advice given if necessary. This also gives myself the chance to discuss item I may feel need looking at e.g. further training in areas I am not 100% clear on.

Outcome 3 Know how a personal development plan can contribute to own learning and development A personal development plan (PDP) is defined as ‘a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement’ and to plan for their personal, educational and career development. It is a good idea to seek the support from others when planning and reviewing your development. This may include your manager, other relevant professionals, NVQ assessor. Formal support, this is the formal training provided by the company, it would include the induction process, continuing professional development and training days. Supervision, where staff receive feedback from their line manager. Appraisal, where your manager assess your performance against relevant standards and agreed performance indicators.

Discuss your knowledge, understandings and achievements. Exchange views about your work practices, your strengths and how you can improve. Mentor, can help identify training opportunities and advise on best practice. Informal Support, from line managers, colleagues and other individuals on a day to day basis, sharing expertise and skills. Colleagues from other care organisations, providing a perspective from outside the confines of your own organisation. Friends and family, whilst not necessarily specialists, they can help identify your needs and strengths. A personal development plan aims to help you understand what and how you are learning and review, plan and take responsibility for your own development. It will help you become a more effective, independent and confident learner. Understand how you learn and apply your learning to different situations, thereby developing your job role, both as a person and as a practitioner. Set personal goals and evaluate and review your progress towards achieving them. Develop a positive attitude to learning and self-development throughout your life.

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