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| Category | Level 2 Diploma in Care Answers | Subject | Nursing |
|---|---|---|---|
| University | ________ | Module Title | AC M8 Duty of Care Assessment Answer |
It explores what duty of care is and how it relates to your job role, as well as looking at how to deal with dilemmas and complaints.
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Order Assignment on WhatsAppThere are just 3 learning outcomes comprised of the following assessment criteria:
Answer:
The term Duty of Care " is defined as:
The legal, professional or moral duty to provide the safety and advance the well-being of others. It is a legal requirement that you owe a sense of care to those you serve, your coworkers, and the community at large; hence, not doing your part may lead to either disciplinary or legal penalty.
Answer:
The concept of Duty of candour is connected to the concept of duty of care since they both contribute to the health, safety and well-being of individuals receiving care.
Duty of care also facilitates the duty of care to be achieved since it shows that one is committed to delivering optimal care services. Duty of candour acknowledges that things may and may not go away; where they do, the best interests of the individual take precedence and duty of care to the individual is exercised.
Answer:
Once you start giving care and support services to someone, you owe a duty of care to (reasonably) protect them against harm, abuse or injury and to advance their well-being.
Duty of care does not just apply to those whom you support, but also to your co-workers, employer, other professionals and to the general population. It must be at the core of all that you do, including being accountable to your own actions (not just in the work environment), professional limits, building trust, managing resources in an effective manner and minimising and properly disposing of waste.
Your Duty of care will also be mentioned in your description and in the agreed ways of working by your employer, as well as being an important legal requirement. It is also included in the code of conduct for healthcare support workers and adult social care workers in England and other industry standards.
Your day-to-day duties and responsibilities will be associated with your duty of care, and many of them will be connected with your duty of care, such as:
Answer:
Dilemma 1: The client is refusing to take his medication
The best example, which is normally presented to illustrate a dilemma between the rights of an individual and the duty of care, is the administration of medication.
Consider the case where you are assisting a patient with paranoid schizophrenia, and he or she is due to take medicine. You tell them to take their medicine, but they do not do it because they think that the pharmaceutical industry is out to poison them.
Although you are aware that the person requires the medication, you cannot compel him to take it. Nor can you attempt to transit it obscurely, by pulverising it into a powder, and introducing it into their diet (this would be a crime)
How you handle the situation will be dependent on the person and what is contained in his or her care plan. You might say okay there is no need to worry. Come and see me later in case you change your mind, and then leave them alone with the understanding that (according to previous circumstances) they will come and ask to be given their meds within half an hour. Or you might attempt to convince them that they are not the subject of some great conspiracy and hear their grievances.
Should the person still decline to take his/her medication despite your efforts to do so, you might need to call their GP or NHS Direct to get more advice. This must also be reported to your manager and the necessary paperwork filled in according to the policies and procedures of your organisation.
Dilemma 2: A vulnerable client is offered part-time employment as a drug runner.
Another example is an instance when you are helping a man with a mild learning disability who has been befriended by a group of men at his local pub. They even purchase him alcohol to deliver suspicious packages on their behalf. The man tends to go home smelling of marijuana.
You clearly care about his well-being, but you must also acknowledge his right to make his own decisions.
It would be your duty of care to discuss with him his actions and the risks involved (he could be arrested, he could be targeted by drug-related violence, he could endanger his family, etc.). But you cannot tell him that he cannot go on doing it (though you may recommend it to him that he should not).
It may be that he was not aware that the packages had drugs in them. Or he might have been aware but not comprehend the ramifications. Through such discussions, you might be able to convince him against doing it in the future.
Perhaps you determine that he lacks understanding of the consequences and may lack the ability to make this decision, in which case you would refer him to seek an MCA.
Anyway, you need to report this information to your manager and whoever is in charge of safeguarding in your organisation. It can also be reported to your local social services safeguarding team or a social worker of the individual by you or your manager.
Answer:
In case of doubts on what to do in a given situation, you should never be alone. In the former, you would seek more help and guidance to solve such dilemmas by your line manager. They will be in a position to guide you appropriately in most instances.
There could be individuals in your organisation who are knowledgeable in some areas. As an example, a Head of Safeguarding may advise on safeguarding issues, or a Learning Disability Nurse may undertake a Mental Capacity Assessment. You will also need to know what the different employees of your organisation specialise in and what they are in charge of in order to know who to approach to seek advice.
Equally, you might have access to some advice in the form of the documented agreed ways of working of your organisation, which might contain policies, procedures and care plans.
External agencies can also come to the rescue. Great sources of information can be social services, GPs, psychologists, NHS Direct or even charities.
In case you feel that the people that you are supporting, your workmates or even visitors to your workplace, are not safe, you must report to your boss as soon as possible. Unless your concerns are addressed, you might have to resort to the whistleblowing policy of your organisation in order to have your concerns addressed internally or to an external organisation like the Care Quality Commission or Health and Safety Executive.
Answer:
By becoming conversant with the ways of working agreed upon by your employer, you will be in a position to effectively deal with complaints.
In case the individual would wish to complain to you in person, then you ought to remain calm and listen to what the person is saying. Where feasible, the discussion should be in a confidential place, such as an office. Be non-judgmental and show support, but do not concur with anything. Clarify the complaints process, and assure them that it will be given serious consideration and that they will be treated fairly, yet an investigation has to be carried out before making any decisions. You might recommend that they make the complaint in writing and give them a copy of the complaint procedure and the formal complaints form. Make them aware of the way their complaint will be addressed and the deadlines. It is also important that you report to your line manager whenever a complaint has been received.
An average complaint-processing process is:
Answer:
Getting advice & support
If you are in doubt about how to handle a complaint, or you need to understand more about the complaints policy and procedure, you must discuss it with your manager. They can provide advice or can address the complaint themselves.
Other co-workers might also offer assistance to you, particularly the senior or more experienced members of staff who might have encountered a similar case previously.
Learning from Complaints
Compliments, comments and complaints are to be invited and encouraged as any feedback is inevitable to better your practice, the service you are working in and the organisation you are working under as a whole.
It can point out places where you might be falling short and give you the chance to do it better – some things you might not have even realised were a problem until someone pointed it out to you.
The work that you do can be confirmed by comments and positive feedback, and can inspire your team. Complaints and negative feedback imply that you will be able to learn about your errors and provide better service in the future.
Relevant Legislation
Laws relating to grievances in health and social care comprise:
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