Different_Working_Relationships_in_an_Adult_Social_Care_Setting

different working relationships in an adult social care setting In the health and social care setting there are many different working relationships. These relationships will include: colleagues, manager, other professionals such as doctors/district nurse, service users and their family and friends. For each you develop a different type of working relationship and some will be more formal than others e.g. You would not address a visiting doctor in the same manner as you would a service user and you would not address your manager in the same way as you would a colleague although you must ensure that you maintain a professional manner. One relationship is with your team of integrated service providers. In that forum each team member shares information about their role and whether they believe that the care plan is effective or not. If not, a solution set is often proposed at the time efficacy is reviewed. Typically, this relationship is fairly formal and the meetings are routinely scheduled unless a problem arises. Another relationship is the one you have with the person you are caring for. This is a one-on-one relationship. You need to LISTEN and OBSERVE while delivering care. You have conversations with the person and ask how they feel, what they need, etc. This is the most important relationship that you establish because the model used in adult social care is person-centred. When appointed for the position, you would have agreed with the job description as part of a contract with the employer. So it is your legal responsibility to adhere to the scope your job role. It is your duty to understand the expectations of your job as well as understand professional boundaries. In order to be successful in your job, it is essential to be respectful and accountable. Why is it important that you adhere to this' Would it be ok if you carried out tasks that you aren't trained for' Is it ok if you decide what is and is not confidential' Do you follow or ignore the instructions of your line manager if you think you know better' What might happen if everyone (or each agency) did their own thing without informing or agreeing a plan with others' Think about working with those in your setting including individuals and families and with other agencies. The term ‘agreed ways of working’ relates to the way an employee must work and the rules that they must adhere to. an employee should work in a way that is clearly set out in the job description – this will then mean that they know what areas of care they would be responsible for and those that should be reported to a higher member of staff etc. The ‘agreed ways of working’ have been set out in accordance with the policies and procedures of the care organisation, for example, the health and safety policies and procedures or the safeguarding of vulnerable adults. The employee will/ should be informed about any updates that will be put in place in the policies and procedures – this will usually be passed over in handover or in a staff meeting. The policies and procedures should be regularly updated, documented in hard form i.e. on paper, kept in a file and easily accessible to all staff. Informal supervisions, for example, observations, will enable the employer to identify the employee’s strengths and weaknesses; thus proving if they are working to the ‘agreed ways’. Appraisals can be just one formal way that offers both the employee and employer the opportunity to resolve the weaknesses through discussion and suggestions can be made for improvement. If you had a problem regards another member of the care team or agencies dealing with a service user you support. You would do this by first speaking to your line manager who may be able to resolve the issue for you. Your workplace should have policies in place of how to deal with problems as they occur. If you need support and advice resolving a conflict the same course of action should first be followed to try to reach a resolution. Depending on the severity of the conflict and what is actually involved various other courses of action may be taken. If the conflict is related to any type of discrimination or health and safety issue the matter would have to be formally reported and dealt with immediately When you are unsure about your or other's roles you might look at the care plan to see what has been agreed. You might refer to your manager or use the care plan to resolve a conflict with a worker from another agency. If unsure seek advice from senior members of staff Social workers, doctors Policies and procedures, management Training Research i.e. websites, reading. Speaking to the individual. Appraisals and meetings with co-workers If a conflict relates to protecting an individual it could be when an individual wants to do something that you don't feel is safe with . You could seek advice from management & co-workers. Speaking to the individuals relatives about recommendations