Reflective practice assignment 3

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Reflective PracticeA1 (2.3)According to Social Care Institute for Excellence (2012), “Reflective practice is defined as ‘the capacity to reflect on action so as to engage in a process of continuous learning’. What this means is that you should think about your work, particularly when new situations arise, and see what you can learn”. Reflective practice supports positive outcomes for people in a variety of ways. If people are committed to reflect and improve, then it gives of a positive impression towards companies/organisations and employers. Reflective Practice supports positive outcomes for individuals as it gives them a sense of responsibility for their own actions. As they are not part of a company or organisation, it is more complicated for them to get the right help they need in order for them to achieve their goal or have something go to plan. Individuals may consist of carers, parents, family and friends; although these individuals may not be professionally qualified or may have the correct training, it gives them the opportunity to self-improve and work together with the people they know. As they might not have as much experience, it gives them the opportunity to identify the mistakes that were made, why did they occur and how can they prevent it from happening next time. Using reflective practice, it gives the individual many advantages and benefits as it provides them with experience and new methods to try next time, for example person centred care and taking in account of their needs and wants. However, as individuals, they might not have as much pressure on them to reflect, as they do not have as much experience so they will not feel the need to improve or are motivated to do better next time. There are many theoretical perspectives, which help support positive outcomes, as for individuals, Gibbs reflective cycle. According to Oxford Brookes University (2018), “Gibbs’ reflective cycle encourages you to think systematically about the phases of an experience or activity, and you should use all the headings to structure your reflection”. This is the most used learning style as it is the least complicated. This is the most suitable learning style for individuals as it is easy to follow and act upon. It provides you with stages, which help you to improve next time. An example of how individuals are supported through reflective practice is when a carer has the duty to take care of an elderly person at a residential home. It is their responsibility to treat them with care and make sure they are at the centre of their care and treatment. If the carer made a mistake with the resident’s care plan, then they could use Gibbs reflective cycle to identify what went wrong and how they will amend that mistake in the future. Reflective Practise supports positive outcomes for staff and practitioners as it provides them with experience of all the mistakes they created to change and improve the ways so that it doesn’t happen again. As staff and practitioners, it’s incredibly important that you learn to improve on your mistakes in order to make yourself a better worker. Reflective Practice helps us do that because it helps us understand the effectiveness of our style of providing care and treatment and how it effects the people we are caring for. Most importantly, it supports us to continually develop so that we are getting more better and advanced at what we do; this is where CPD comes into practice. CPD (2018) states “CPD stands for Continuing Professional Development (CPD) and is the term used to describe the learning activities professionals engage in to develop and enhance their abilities. It enables learning to become conscious and proactive, rather than passive and reactive”. This is especially important towards staff and health and social care professionals as it enables them to increase their capabilities in order for them to achieve their goal as it gives them the opportunity to be competent and mindful towards what their job role is. However, many staff and professionals don’t take this opportunity on board which then results in them not being a professional which could then result in them losing their job. An example of this which occurred was the Francis Report. This was an inquiry of the failings of care which they provided at Mid Staffordshire NHS Foundation Trust. According to The Telegraph (2018), “Decisions about which patients to treat were left to receptionists, inexperienced junior doctors were put in charge of critically-ill patients, and nurses switched off equipment because they did not know how to use it.”. This report gave the organisation the opportunity to improve on the care given towards patients and the general services they provide. It was up to the patients and their family to whistle blow and tell the public what was actually happening behind closed doors. The pressure of the government and the public meant that they had to improve their ways of how to treat patients otherwise consequences would occur to the workers and the organisation. Since the Francis Report was published, there had been many improvements in the care and treatment which was given to the service users. For example, NHS England (2014) states “Rolling out a new plan for nursing, midwifery and care staff – the Compassion in Practice strategy, which includes the “6Cs” which are being implemented across all areas of care, training and practice”. The 6 C’s are vital towards reflecting as a professional or as part of a staff team as it gives you the guidelines of what the skills of a health and social care practitioner should at least have. Since the 6 C’s were being put to use by the nurses and care staff, the treatment and care towards the patients improved dramatically as they were putting the wellbeing of the patients and service users first. As service users and patients lives depend on staff team and professionals, it’s important that they reflect in order for them to increase their chance of something going right so that no risk or harm comes to the service user. Overall, if staff and professional reflect back on their strengths and weaknesses from their work and improve, then the services will be used a lot less from the service users which suggests that they are or have been given the right care and treatment whenever they need it. Reflective practice supports positive outcomes for other professionals as it helps bring them closer to achieving their goal. Just like staff, it’s important that other professionals learn to reflect because if we don’t learn to improve on our mistakes, then it will not only impact you, but the service you provide to the service users too. For example if a teacher doesn’t mark or give feedback to a student’s piece of work, then the student wouldn’t know if they have done the assigned work correctly which could result in them failing a test or failing that particular subject. If professionals do not improve, then it has a negative impact towards other professionals and the service users as they will choose to follow in their path and what they are doing. However, co-workers and service users copying what you do and follow your directions and orders can also have a positive impact for everyone. For example if a manager or a person in charge uses reflective practice in their work, then it is more likely that their employers and workers will do it too as they might assume that whatever their head is doing, will have a positive impact on everyone therefore will include it in their practice too. Overall, reflecting back not only benefits you as a worker and service provider, but to those who depend on it also. Bibliography BIBLIOGRAPHY CPD, 2018. CPD Explained. [Online] Available at:[Accessed 30 November 2018].NHS England, 2014. The Francis Report: One Year On. [Online] Available at:[Accessed 30 November 2018].Oxford Brookes Universty, 2018. Reflective Writing: About Gibbs Reflective Cycle. [Online] Available at:[Accessed 30 November 2018].Social Care Institute for Excellence, 2012. Understanding common induction. [Online] Available at:[Accessed 30 November 2018].The Telegraph, 2018. Mid Staffordshire Trust inquiry: how the care scandal unfolded, Not Known: Telegrah Reporters.A*1 (3.1)According to TutorCare (2017), “A health and social care worker has a significant role to play in the society. They can have a positive impact on the people around them if they understand their duties”. The demand for health and social care workers is bigger than ever before. It is their duty to keep the service users as well as themselves safe and protected from any signs of harm or abuse. However, although it is the practitioners responsibility for the delivery of care, their views, beliefs and experiences cannot come into play within their delivery of care towards the service users. Whether the practitioner is a social worker, nurse or any other health and social care worker, , they should keep opinions about situations or people to themselves without discussing it with others as it could cause confrontation between the service user and provider. Rasheed et al (2012) states “We do not have all the same beliefs and attitudes, but the principles and values that underpin care, apply to all of us”. This shows that our number one priority is treating and caring for the patients, not discussing with others our personal beliefs and judgments, which then get in the way of our job. An example of a practitioner working within the health and social care sector could be a doctor. The role and duties of a doctor are very important towards both the service users and their co-workers such as nurses and other doctors as it is their responsibility to make sure that they are providing the best standard of care they can possibly give and providing information and details, which is vital towards the service user. The role of a doctor is very demanding, as you are not just looking out for your patients, but also the people you work with. According to Prospects (2018), a few of the responsibilities that a hospital doctor carries out is to “monitor and provide general care to patients on hospital wards and in outpatient clinics, work with other doctors as part of a team, to ensure quality treatment and provide the same level of care to everyone”. It is important that a doctor keep their personal values and judgement to themselves, as it could potentially put the lives of the service users at risk and the practitioner’s job. Although our own values and beliefs are important to us, practitioners cannot let them be brought up towards patients or co-workers. For example, the 6 C’s are core values, which should be expressed in a health and social care setting, as it isn’t hurting anyone in any way, instead it is supporting them to increase the chance of getting better. However, our own values can put us at risk if we were to express them as it indicates others about our personal and social life; if we were to talk about our own personal values with patients or co-workers, then they could use that information to expose or harm us. Our personal beliefs also should not be expressed deeply in a health and social care setting because as a practitioner, it is your duty to promote equality and support diversity. It is your responsibility to not prejudge anyone regarding his or her appearance or opinions. For example as a doctor, it is your duty to treat every patient with the right care and treatment, a female patient who is a Muslim and wears a hijab, has the right to have the same effective care and treatment as a white male. Our personal values and beliefs are what could potentially put lives at risk because it is what influences how a person can behave to others. Although we should keep our values and beliefs to ourselves, practitioners should respect that, others may have different opinions and beliefs even though we may not agree with them. Although we have rights which help keep us safe and protected, our rights can be restricted if we abuse rights of others for example if we are expressing our beliefs and thoughts to others by discriminating, or harassing them. For example, EqualityHumanRights (2017) states “There may be a particular risk of harassment where a situation involves someone in powerful position expressing views related to religion or belief to another person in a vulnerable or subordinate position”. If practitioners in the workplace perform behaviour like this, then it is setting a bad example towards the service users as it is not holding good reputation, therefore workers may want to quit or leave and it would be hard for employers to hire any more workers/practitioners. As a doctor, when it comes to dealing with patients it is important that they are your priority in making sure they are given the best possible treatment. An example of doing this is giving the patient person-centred care. According to Social Care institute for excellence (2016), “Person-centred care relies on a number of aspects, including people’s values and putting people at the centre of care, taking into account people’s preferences and chosen needs, ensuring people are physically comfortable and safe and making sure people have access to appropriate care that they need, when and where they need it”. From a patient’s perspective, if the doctor did not give the patient the right level of care because of their personal beliefs and values, then it could affect the patient’s wellbeing and health, which could cause delay in them getting better. Service users would not want to be treated or cared for in an environment, which discriminates or harasses them because of who they are and what they believe in. From other workers and practitioners perspectives, they also would not want to work in an environment where they feel their co-worker is not being “professional”. The service user’s life depends on practitioners and how they come to treat and care for them. If they let their values and beliefs choose whether the service user or patient deserves good care or treatment, then it displays how unprofessional the practitioners are towards the service users, which results in the practitioners and the organisation receiving a bad reputation. An example of practitioners putting their own values and beliefs first instead of the service users is when a Christian doctor refused to treat transgender patients as his beliefs were that ‘people cannot choose their gender’, which resulted in him getting fired from his job. The article from Mail Online (2018) explained his response as to why he did not keep his religious beliefs and faith to himself; he argued, “As a Christian, I believe gender is determined biologically and genetically”. The result of the practitioner speaking out and refusing to treat the patient made the doctor lose his job. This could happen to any practitioner if they feel their values and beliefs are more important than a service user or patient’s life. It is important to remember that service users are the number one priority when they are in need of care or treatment and, the practitioner’s values and beliefs should not come encounter with the patient when they are delivering care or treatment.Bibliography BIBLIOGRAPHY EqualityHumanRights, 2017. Religion or belief: expressing personal views and beliefs. [Online] Available at:[Accessed 1 December 2017].Hoyle, A., 2018. Christian doctor fired for saying people cannot ‘choose their gender’ reveals he spoke out because he ‘could not live with himself if he didn’t and claims colleagues are too frightened to back him up. Daily Mail, 16 July. Prospects, 2018. Job profile. [Online] Available at:[Accessed 1 December 2018].Rasheed et al, 2012. Health and Social Care. London: Hodder Education.Social Care Institiute For Excellence, 2016. Prevention and wellbeing. [Online] Available at:[Accessed 1 December 2018].TutorCare, 2017. Role of Health and Social Care Workers. [Online] Available at:[Accessed 1 December 2018].