Reflective Practice In Health And Social Care
“Reflective practice is a process by which you: stop and think about your practice, consciously analyse your decision making and draw on theory and relate it to what you do in practice.” (Csp.org.uk, 2014).
Reflective practice allows us to evaluate how we provide care and to learn from both good and bad outcomes. It is important to be open, honest and critical when reflecting on our work. A diary may be utilised to help you reflect by yourself or you may find it beneficial to work with a colleague working through the findings together, (group supervision).
When working within a team there are different personalities, Walton and McKibbin, (2008) identify the importance of adapting practice so as to meet individual needs of staff. This holds …show more content…
true for clients; different personalities and varying levels of I.Q. means it is important we constantly evaluate our practice in order to ensure we are delivering the best possible care.
How we interact influences the outcome of all situations.
Different interactions can either mean improving the wellbeing of a client or producing a negative impact on their well being. By reflecting we can improve the care we provide and also share our learning with others to improve what they do. Moon 1999 spoke about how the sharing of reflection can enhance reflective practice. We must remember when reflecting it is ourselves we are critically analysing. We must not blame the client; we must look at how an interaction went and what, (if anything), we can do differently to improve the interaction and the response.
It is important once you identify shortfalls in practice that you identify what could be done better in future. With good record keeping you can record the efficacy of different techniques, ascertaining which works best and understand why they work best along with what does not work and why. If one takes time to examine the effectiveness of a particular approach it can lead to more effective performance (Greenwood …show more content…
1998).
Reflective practice is important as it enables us to know the client better, understanding their needs and what works with one individual may not work well with another. Good reflection benefits the team as it reduces resistance from clients, (doing what you know works for them), and consequently increases the effectiveness of staff. It means time spent with clients will be more meaningful and productive. It will result in the client being better informed of what is being done and why it is being done the way it is. Hargie (2006) talks about reflecting having the potential to build a positive working relationship built on openness and respect.
1.3(2)
There are variety of sources and systems available for professional development. There maybe cost implications to some of these but there are plenty with no monetary cost, but require your time.
The development of new staff starts by good induction of the job role and expectations. A new staff member may be given a buddy/mentor to link in with as a go to person on a day to day shift. Induction should be followed up with regular supervisions and yearly appraisal; this can be a good time to development plans, and reflect on current practice.
Induction will use resources such as face to face training; this may then be followed up yearly by using e. learning or in-house training by the manager or a designated trainer in the team. E learning can reduce the time required, be more flexible to the time restraints of the job.
You can avail of journals at work or go online; reading resources from you registered body, the NMC or NISSC. Staff can bring relevant articles to staff meeting where they can share finding and be as source of knowledge for your team.
The types of barriers to professional development can be things like course context did the model of teaching suit my style of learning. If my employer does not pay for me to go to courses which are not mandatory but are beneficial to the work I do. There may not be enough time allocated for me to attend during my work hours. Personal circumstances can stand in the way e. may not have access to computer. There maybe a lack of motivation resulting from lack of direction or confidence.
Although there are some barriers to professional development it is important to avail of all recourses that are available to you.
On reflection of what is available, it is important to attend inductions and all follow up meeting with your manager. Use this time to high light training needs and be able to justify why your organisation should provide you with this additional training and the value of it. There is plenty of free information on line; if you don’t have access to a computer at home then you could go to your local Library, factor some time into your work day to go on line.
4.4 (3)
Harold Shipman was family doctor who took the life of his elderly patients by injecting them with lethal does of Diamorphine. As he took his own life it can never really be clear why he did what he did. Psychiatrists believe the trauma of loosing his mother to a painful illness and not been able to help her may have contributed to his actions.
Following the Shipman Inquiry there was a number of recommendations which would be implemented to safeguard patients in the future. The one I have chosen to look at it recruitment and screening as this changed and improved practice within our organisation.
When applicants apply for a job they give full details of all there working years and explain gaps in
employment.
Checking the registration is up to date gaining proof. Applicants must provide the name of 2 referees 1 from most recent manager and a previous manager, or another from a senior college. They should not be from much earlier in their career and this would be questioned and not accepted. Address and contact number should be submitted.
All staff is fully vetted before commencing employment and is under an ethical obligation to report caution/convictions to their professional body.
3.1 (4)
After completing the VAK Learning style Self Assessment Questionnaire I am a visual learner as I would have expected. A visual learning has a preference for seeing/ observing things. This can include pictures handouts onscreen information and so on. The VAK learning style would imply this type of learner will perform after reading instructions or watching someone else. We like to make list and like our working area to be clutter free.
We will also teach in the same way showing how to do a task. I was an equal split of the other 2 types Auditory and Kinaesthetic so although I agree with the finding I would think it important to be able to go between each 3 styles as different teachers may use only 1 of each style. If I am too reliant on any one learning form it could make learning more difficult. Being aware of my learning style will help me as if I cannot understand how something is being taught to me I can follow up myself by reading up on the subject and looking for ever day examples. Knowing about these different styles of learning also make me more aware of how I will provide training. It is important to use a range of styles when helping other learn.
Also making others aware of their own learning style will benefit both teacher an d trainer.
Reflective practice allows us to evaluate how we provide care and to learn from both good and bad outcomes. It is important to be open, honest and critical when reflecting on our work. A diary may be utilised to help you reflect by yourself or you may find it beneficial to work with a colleague working through the findings together, (group supervision).
When working within a team there are different personalities, Walton and McKibbin, (2008) identify the importance of adapting practice so as to meet individual needs of staff. This holds …show more content…
true for clients; different personalities and varying levels of I.Q. means it is important we constantly evaluate our practice in order to ensure we are delivering the best possible care.
How we interact influences the outcome of all situations.
Different interactions can either mean improving the wellbeing of a client or producing a negative impact on their well being. By reflecting we can improve the care we provide and also share our learning with others to improve what they do. Moon 1999 spoke about how the sharing of reflection can enhance reflective practice. We must remember when reflecting it is ourselves we are critically analysing. We must not blame the client; we must look at how an interaction went and what, (if anything), we can do differently to improve the interaction and the response.
It is important once you identify shortfalls in practice that you identify what could be done better in future. With good record keeping you can record the efficacy of different techniques, ascertaining which works best and understand why they work best along with what does not work and why. If one takes time to examine the effectiveness of a particular approach it can lead to more effective performance (Greenwood …show more content…
1998).
Reflective practice is important as it enables us to know the client better, understanding their needs and what works with one individual may not work well with another. Good reflection benefits the team as it reduces resistance from clients, (doing what you know works for them), and consequently increases the effectiveness of staff. It means time spent with clients will be more meaningful and productive. It will result in the client being better informed of what is being done and why it is being done the way it is. Hargie (2006) talks about reflecting having the potential to build a positive working relationship built on openness and respect.
1.3(2)
There are variety of sources and systems available for professional development. There maybe cost implications to some of these but there are plenty with no monetary cost, but require your time.
The development of new staff starts by good induction of the job role and expectations. A new staff member may be given a buddy/mentor to link in with as a go to person on a day to day shift. Induction should be followed up with regular supervisions and yearly appraisal; this can be a good time to development plans, and reflect on current practice.
Induction will use resources such as face to face training; this may then be followed up yearly by using e. learning or in-house training by the manager or a designated trainer in the team. E learning can reduce the time required, be more flexible to the time restraints of the job.
You can avail of journals at work or go online; reading resources from you registered body, the NMC or NISSC. Staff can bring relevant articles to staff meeting where they can share finding and be as source of knowledge for your team.
The types of barriers to professional development can be things like course context did the model of teaching suit my style of learning. If my employer does not pay for me to go to courses which are not mandatory but are beneficial to the work I do. There may not be enough time allocated for me to attend during my work hours. Personal circumstances can stand in the way e. may not have access to computer. There maybe a lack of motivation resulting from lack of direction or confidence.
Although there are some barriers to professional development it is important to avail of all recourses that are available to you.
On reflection of what is available, it is important to attend inductions and all follow up meeting with your manager. Use this time to high light training needs and be able to justify why your organisation should provide you with this additional training and the value of it. There is plenty of free information on line; if you don’t have access to a computer at home then you could go to your local Library, factor some time into your work day to go on line.
4.4 (3)
Harold Shipman was family doctor who took the life of his elderly patients by injecting them with lethal does of Diamorphine. As he took his own life it can never really be clear why he did what he did. Psychiatrists believe the trauma of loosing his mother to a painful illness and not been able to help her may have contributed to his actions.
Following the Shipman Inquiry there was a number of recommendations which would be implemented to safeguard patients in the future. The one I have chosen to look at it recruitment and screening as this changed and improved practice within our organisation.
When applicants apply for a job they give full details of all there working years and explain gaps in
employment.
Checking the registration is up to date gaining proof. Applicants must provide the name of 2 referees 1 from most recent manager and a previous manager, or another from a senior college. They should not be from much earlier in their career and this would be questioned and not accepted. Address and contact number should be submitted.
All staff is fully vetted before commencing employment and is under an ethical obligation to report caution/convictions to their professional body.
3.1 (4)
After completing the VAK Learning style Self Assessment Questionnaire I am a visual learner as I would have expected. A visual learning has a preference for seeing/ observing things. This can include pictures handouts onscreen information and so on. The VAK learning style would imply this type of learner will perform after reading instructions or watching someone else. We like to make list and like our working area to be clutter free.
We will also teach in the same way showing how to do a task. I was an equal split of the other 2 types Auditory and Kinaesthetic so although I agree with the finding I would think it important to be able to go between each 3 styles as different teachers may use only 1 of each style. If I am too reliant on any one learning form it could make learning more difficult. Being aware of my learning style will help me as if I cannot understand how something is being taught to me I can follow up myself by reading up on the subject and looking for ever day examples. Knowing about these different styles of learning also make me more aware of how I will provide training. It is important to use a range of styles when helping other learn.
Also making others aware of their own learning style will benefit both teacher an d trainer.