Principles Discrimination and Social Care Essay - 1667 Words

Principles in Health amp; Social Care! In this part of my assignment I have been asked to explain own role, responsibilities, accountabilities and duties in the context of working with those within and outside the health and social care workplace, I have to evaluate my own contribution to the development and implementation of health and social care organisational policy and to make recommendations to develop my own contributions to meeting good practice requirements. Stress is defined as the â€Å"non specific response of the body to any demand for change†. It was coined by Hans Selye in 1936. A highly subjective phenomenon. There are many signs of having/getting stress; Physical, Psychological, Behavioural and Emotional. Physical Signs†¦show more content†¦According to the Race Relations (NI) Order 1997, discrimination is defined as â€Å"the unfair treatment of a person based on prejudice and intolerance. It is attitudes, values and prejudices translated into behaviour†. This is basically defined as there is unfair/unequal treatment of individuals or groups throughout the setting. Prejudice is an opinion or judgement formed without considering the relevant facts or arguments. It is an attitude that is rigidly and irrationally maintained even in the face of strong contradictory evidence or in the persistent absence of supportive evidence. Stereotyping is also involved in discriminating against people. Stereotyping is what happens when we simplify out prejudgements about a certain groups of people and we subsequently see all member of that group as having certain negative traits. According to Fitzduff, 1988, â€Å"prejudices and stereotyping are mainly concerned with feelings and atti tudes. Feelings are nurtured through our childhood, community and society and are often by the time we reach adulthood†. Thompsons PCS Model is a theory involved with health and social care settings. This helps health and social care workers to understand how inequalities and discrimination feature in the social circumstances of people and in the interaction between service users and health and staff. It has three levels to help health and social care workers. They are Personal (P), Cultural (C) and Society (S). The 3 levels are closelyShow MoreRelatedEssay about Social Care Theory for Practice1426 Words   |  6 PagesSOCIAL CARE THEORY FOR PRACTICE (OUTCOME 1) ASSESSMENT 1 (1500 words approx.) (12th October 2012) Coco J Hendry Page 1 Introduction Page 2 – 5 Assessment Page 6 Conclusion Page 7 Reference/Bibliography 1 The following essay will demonstrate my understanding of the importance and relevance of values to social care by explaining how social care values and principles influence practice. I will then explain what relationship my value base has with social care valuesRead MoreList Key Legislation And Codes Of Practice1177 Words   |  5 Pagesand discrimination in adult social care setting. There are several pieces of legislation that chains the principles of a number of previous acts. The purpose of this act is to join many of the principles of previous pieces of legislation to make it easier to understand, in places to promote equality and reduce the discrimination, such as; †¢ Employment Equality Regulations 2003 †¢ Special Educational Needs and Disability Act 2001 †¢ The Sex Discrimination Act 1975 †¢ The Disability Discrimination ActRead MoreTraditional Values Based On His Religious Beliefs As A Priest1448 Words   |  6 PagesIn late 1950s, Biestek (Clifford Burke, 2009) developed traditional values based on his religious beliefs as a priest. Biestek constructed seven points of traditional social work principles. These are as follows: 1. Individualisation of Every Person - treating people as individuals; 2. Purposeful Expression of Feelings - allows individuals to freely voice their thoughts and express their feelings; 3. Controlled Emotional Involvement - showing empathy and professional interest; 4. UnconditionalRead MoreDe Facto Relationships1529 Words   |  7 Pagescommon residence, whether a sexual relationship exists, the degree of financial dependence or independence and any arrangements for financial support between them, ownership and acquisition of property, degree of mutual commitment to a shared life, the care and support of children and the reputation an d public aspects of the relationship. A de facto couple is considered a alternative family relationship as it does not fit the definition of a traditional family unit, known as a ‘nuclear family’. TraditionallyRead MorePersonal and Social Care Values1494 Words   |  6 PagesMy own personal and social care values will influence the provision of care that i will provide within my working role. It will be essential when working with service users that i am aware of my personal feelings, emotions, attitudes, and beliefs. Being aware of these can help minimise the risk of prejudice, discrimination and unfair treatment towards others. I value individualization, being your own person and expressing your feelings, as a care worker it is essential to value individual rightsRead MoreAnalysis Of Arnstein s Model As A Way Of Establishing Service Users1390 Words   |  6 Pagesrange from physical, social, organisational and structural, just to mention a few. A general overview shows that people with physical and mental disabilities or progressive chronic illnesses are the most targeted and isolated in the community due to stigma. This is supported in Adams, et al (2002, p290) stating in part that: ‘Discrimination against disabled people is institutionalised throughout society and welfare provision has compounded rather than alleviated that discrimination’. Adams, et al (2002Read MoreEssay on nvq 2695 Words   |  3 Pagesï » ¿CU297P/CT297 Principles of Diversity, Equality and Inclusion in Adult Social Care Setting 1.1 Define what is meant by: Diversity Equality Inclusion Discrimination Diversity - is meant by acknowledging that each individual is unique and recognising individual differences, For example culture, ability, gender, race, religion, sexual orientation, or any other individualRead MoreLegal Affairs And Ethics Of Medical Practice Essay1294 Words   |  6 Pagesalso provide you with a knowledge about ethical principles, rules and theories used in Health Care methodology as well as legal patients’ rights. We face and run into moral dilemmas and problems every day during our life. 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It means recognising and understanding individual’s differences and embracing them, to allow people feel more valued. * Equality means treatingRead Morenvq 3 Principles of diversity, equality and inclusion in adult social care settings789 Words   |  3 PagesPrinciples of diversity, equality and inclusion in adult social care settings 1.1 Explain what is meant by a) Diversity Diversity means varied or different, so in a social care setting the importance of diversity means to recognise and respect the importance of people’s wishes and to treat them as individuals. b) Equality Equality means ensuring that everybody is entitled to equal rights and opportunities and therefore preventing discrimination. c) Inclusion Inclusion means to ensure that

Objectivity and Fieldwork Essay - 1118 Words

Objectivity and Fieldwork Researchers throughout the world most often conduct practical work in a all natural environment outside their laboratory or office in order to experience in firsthand what it is to live outside the society they have been exposed to all their lives, and integrate into another civilization that imposes cultural traditions and policies that the researcher may have never been imposed to in the past. These types of works or studies that ethnographers conduct are called fieldworks; and they help researchers learn the ways and customs of a certain group or kin outside a society. The researcher’s method of fully understanding the culture of the group of individuals they study is by integrating into their assemblage or†¦show more content†¦Being the daughter of an Arab and also of an American; she portrayed herself as being in â€Å"numerous ways culturally more American than an Arabian† individual (Abu-Lughod, 1988:140). Throughout her work, the author makes it clear t hat the factors of being a woman of Arab descent and her positionality had several consequences in the types of research she could perform and the ties and relationships she could build with the members of the Bedouin tribe. The fact that she was a â€Å"Dutiful daughter† doing fieldwork in a segregated society helped her understand the significance of modesty and humility for women in the Bedouin tribe. â€Å"†¦with the contributors to this volume I share the experience of being a woman studying a sex-segregated society. Unlike most of them, I was in the peculiar situation of being neither completely a cultural insider, nor a total outsider.† (Abu-Lughod, 1988:140). Being in a segregated society were male dominance was a basic characteristic of the natives exposed the author to both sides, but mostly to the female’s side, and that is what her research was mostly based on. 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Studies on Employee Satisfaction Free Essays

With the increased competition, fast-paced environment and globalization efforts, companies are finding that they need the support of their employees more than ever. However, the new breed of personnel wants more than pay as a benefit. They are increasingly being motivated by other factors such as greater involvement with business decisions. We will write a custom essay sample on Studies on Employee Satisfaction or any similar topic only for you Order Now Recent studies are researching ways that successful organizations are encouraging positive employee morale despite ongoing business changes. Full employee participation is required for any organizational change to succeed. Joint development of programs gives people ownership and the motivation to ensure the support of the change process. At SmithKline Beecham and Levi Strauss, for example, the strategy is view employees as business partners (Reid, 2004, p. 40). Some of the ways that Beecham and Strauss are instituting change include: 1) An emphasis on values as well as goals, since employees want to know how the organization expects to meet the desired results; 2) Along with #1, encourage joint goal setting that leads to greater involvement and dialogue. Joint goal setting can be a powerful motivator (Reid, 2004, p. 40). 3) Support anonymous real-time feedback through the Internet or the traditional suggestion boxes. 4) In tandem with #3, respond to feedback to let employees know their ideas have been heard. 5) Test and reward new ideas and response to challenges; 6) See employee involvement as an ongoing process that builds over time, rather than a one-shot deal; and 7) Continually review the goals established to see what headway is being made and changes needed. Survey employees regularly to measure whether needs are being met and the degree of interest in the company’s success. Employee specialist Joel Schettler also notes the importance of updating training that in many cases still treats personnel as â€Å"grist for the mill† (2003, p. 56). Training programs should be cast as enhancing a right rather than negating a wrong. Employee motivation and incentives and training programs must go hand-in-hand to become an effective tool in today’s environment. Training should also develop teamwork and foster pride in one’s work. Pay-for-performance approaches bring only short-term, skin-deep results. When an employees’ emotional involved, unexpected positive results occur. Arnett (2002, p. 87) stresses that companies are always putting an emphasis on external marketing programs when they should be marketing their internal customers, â€Å"the employees,† as well. He argues that a successful internal-marketing strategy can enhance both job satisfaction, organizational pride and positive employee behavior that is characterized by a commitment to customer service, cooperation with other employees, and to the company. Looking at the research that has thus far been conducted on employee motivation, Arnett (2002, p. 88) says that the effects of employee satisfaction have been researched extensively, but not the effect of pride. In a study, he hypothesized that both job satisfaction and pride are important variables that managers can use to encourage employees to engage in desired behavior. Further, developing a good relationship with employees is a precursor to building a good relationship with customers. Specifically, the study looked at job satisfaction, or an employee’s general affective evaluation of his or her job; pride, an emotion that is crucial to understanding human behavior that is derived from both self-appraisals and others’ opinions and represents a belief that one is competent and viewed positively by others; role clarity, where employees are clear about the scope and responsibilities of their job; a reward system where employees know they will be measure on how well they perform their duties and that positive performance brings rewards; work environment that is pleasing and offers rewarding experiences; managers that provide the proper training, listen to employees and are fair; an organization that promotes its performance to employees so they know they are a part of that performance; and activities that foster positive employee behavior and the well-being of the organization. Arnett (2004) developed a questionnaire that was responded to by 860. The majority of the respondents had been with the organization for between 1 and 5 years, 26 percent had been with the corporation less than one year, and the remaining 3 percent had been with the company for over five years. Most respondents were hourly employees, 9 percent were supervisors, 4 percent were salaried non-management employees, and 4 percent were managers. The results showed that job satisfaction and pride have the desired goal of promoting positive employee behavior. Three factors seem especially critical to building job satisfaction among employees–role clarity, the work environment, and employees’ evaluations of managers’ performance. Employees who believed they had a clear understanding of what it took to do their job were more likely to be satisfied. Therefore, employers should try to ensure that employees have a clear understanding of their responsibilities and expectations. Interestingly, the employees’ evaluation of the reward system did not influence their job satisfaction. However, the researchers feel this is not an indication that employees do not care about the reward systems in their organizations. Instead, it may be an indication that other factors are more important for changing employee behavior. The results do support the proposition that the work environment affects job satisfaction. Therefore, organizations should not focus solely on the guests’ environment, but should also examine that used by their employees as well. Employee evaluations of managers is related positively to job satisfaction, so managers should monitor the perceptions that employees have of the management team and make changes as necessary. In fact, the workers’ evaluation of managers is most important to job satisfaction; role clarity is the next most important, followed by work environment. The study also showed that job satisfaction effected pride positively. Employees who were the most satisfied with their jobs exhibited the most pride in their organizations. Therefore, we suggest that job satisfaction influences employee behavior. Second, it affects positive employee behavior indirectly by encouraging, pride in the organization, which then leads to positive employee behavior. The results support the fact that employees’ evaluation of managers has a positive effect on pride in the organization, as well. The Arnett research concluded that both job satisfaction and pride in the organization are important factors that influence employee behavior. Therefore, organizations that wish to promote positive behavior in their employees should focus on both of these factors. Although many organizations have specific programs and procedures designed to improve employee satisfaction, fewer organizations make a concerted effort to increase employee pride. Our results suggest that more organizations should focus on improving employee pride. What these above studies demonstrate is that if a company wants to encourage positive change and employee behavior, they need to look at other factors than pay and other material incentives. Although these will always continue to part of an employee incentive package, it is also necessary to reward personnel with the knowledge that their feedback and involvement are important to the company’s success. How to cite Studies on Employee Satisfaction, Essay examples