Resilience Is The Ability To Steer Through Serious Life

It emphasises the important principles to be followed when working with children and young people: settings must provide a safe and secure environment, if any children are identified as suffering from abuse or likely to suffer the appropriate action must be taken.

It is important for the children at my workplace to feel safe and protected from any harm or neglect and we show that we support them though these situations.

There are many policies and procedures within the UK that outline the current legislation and guidelines to help with safeguarding children and young people.

Explain how the procedures of the work setting protect both children and young people and practitioners.

In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.

It is everybody’s responsibility to safeguard children – This means every single staff member within a setting; irrelevant of what role they may have there. This also includes non-staff members, such as volunteers, student’s third-party companies (visitors, service providers etc). Each setting should therefore adopt their own safeguarding policy, of which has to be kept up to date and followed at all times.

Ensuring children and young people’s safety and welfare in the work setting is an essential part of safeguarding. While children are at school, practitioners act in ‘loco parentis’ while their parents are away. As part of their legal and professional obligations, practitioners hold positions of trust and a duty of care to the children in their school, and therefore should always act in their best interests and ensure their safety – the welfare of the child is paramount (Children Act 1989). The Children Act 2004 came in with the Every Child Matters (ECM) guidelines and greatly impacted the way schools look at the care and welfare of pupils. Children and young people should be helped to learn and thrive and be given the opportunity to

3.2 Explain policies and procedures that are in place to protect children and young people and adults who work with them.

Adults who work with children and young people will come to know most of the personal information like date of birth, address and contact details and also sensitive information like behavioural issues, some medical information, family background, whether parents are divorcing and so on. It is the responsibility of the adult to keep this information confidential. They must protect the identity of the child they work with and that of their families and carers. They must do everything in their power to protect the privacy of every child and adult.

Unit 333.3.2. Explain policies and procedures that are in place to protect children, young people and adults who work with them.

Whistleblowing has always been an important and controversial issue that employers and employees need to understand and stay up to date with. They need to make sure that they know what it means, what it involves, and what consequences are associated with whistleblowing. Whistleblowing is defined as, “…an employee of a company or government agency makes a protected disclosure to the public or authority regarding concerns for wrongdoing” (What is a Whistleblower?, n.d.). In short, a whistleblower is defined as a person who is concerned and discloses and divulges misbehavior in the workplace. This paper will focus on the pros and cons of being a whistleblower, the ethics behind it, the details of s specific whistleblowing situation, and reflect on my personal experience regarding whistleblowing.

We understand considering and imposing sanctions for unauthorized disclosures is a never-ending and thankless task, but consider the alternatives. What will you do the next time a similar action is taken by an employee? Especially

It is believed generally that to be a whistle blower is a bad thing but in all you are standing for the rights of the patients. Ultimately, you are acting as the patients’ patron where they have no voice to air their views or opinions. It is possible to claim that if medical organisations had appropriate infrastructure on ground to ensure that the concerns and needs of its employees are addressed and acted upon whistleblowing would not occur.

In this unit I have learnt about the importance of Resilience. I believe the most important aspects of resiliency are appreciation, optimism, and coping with stress. To be resilient is to bounce back in the face of adversity, depression, tragedy, and other sources of stress. It’s a cycle that many people get stuck in until they pick themselves back up. You experience, you feel, you fail, you hurt, and you fall. But, you keep on going anyways. Mandy Oaklander conveys that humans tend to stress over everything. Even if it’s a waitress messing up your order, or getting a “C” on a project (Guilty), and the list goes on and on. I often deal with stress at least once every month and I don’t even realize it . This is where Mandy

I do agree with De George and his arguments for whistle blowing. I think it is important to continually try and keep the problem internal no matter what. I feel it is the best way to solve the problem because nobody will get hurt that much by the act of whistle blowing. Using De George's five steps lays an essential foundation for anyone who feels that there is a considerable problem, which is harmful in nature and needs to be resolved. An employee needs to continually try and keep the problem internal so as not to look disloyal. If the problem continually gets overlooked, than there must be a step taken to make the problem known externally as De George suggests in his fourth and fifth steps.