What Are Setting Challenges

These barriers relate to individuals having differing personalities, if someone has lack of self-esteem or poor interpersonal interactions and communication it can affect the way they treat others. They may be unaware of how to support someone with needs that are new to them or struggle to identify resources needed to support a client. If staff are unable to provide information to the residents or carry out tasks they may need additional training to gather greater knowledge on equality, diversity and inclusion; when staff are unable to acknowledge differences it can mean that individuals are discriminated against unintentionally. This would then have an impact on relationships and rapport built between staff and clients and discourage the residents to work with the staff if they believe they are not being understood or their needs are not being met, this can have further impact on their mental health and wellbeing, therefore it is crucial that staff and management work alongside residents and their families or friends to ensure that their voice is heard especially when considering person centred care, as many vulnerable adults may not have the capacity to challenge discrimination.

In health and social care settings, aggression could often be the result of fear, frustration or stress; consequently resulting in barriers to effective communication. Therefore care practitioners should device strategies to overcome this barrier by dealing with aggressive behaviour appropriately. For example:

When selecting a jury, both parties are allowed to remove potential jurors using an unlimited number of challenges for cause (need to state a reason) and a limited number of peremptory challenges (don't need to state a reason). At James Kirkland Batson's trial for burglary and stolen goods, the prosecutor used his peremptory challenges to remove four African Americans from the jury pool. Watson challenged the removal of these jurors as violating his sixth amendment right to an impartial jury and the equal protection clause of the 14th amendment. The jury convicted petitioner on both counts.

Abuse in care setting may not be in the hand of the staff, it can also be in the way the organisation is run, the organisation is run not by taking into consideration the resident or patients but only the staff and management. In situation like this one can be told when to go to bed, only allows doctor to visit at a particular time and not allowed to go out. Example residential setting, no freedom to go out, privacy and dignity are not respected, access to advocacy is restricted etc.

As a healthcare professional a therapeutic relationship is fundamental in providing quality patient care. The Nursing and Midwifery Board of Australia (NMBA) National Competency Standards for a Registered Nurse (2006) emphasises Collaborative and Therapeutic relationships as one of the four main domains which make up the standards. The assignment will explore one specific quality on establishing, maintaining and appropriately concluding a therapeutic relationship in relation to a Horizon Hospital and Health Service client, in this case Mary Young. The specific attribute chosen is ‘establishes rapport with individuals/groups that enhances they ability to express feelings, fosters an appropriate context for expression of feeling.’ This attribute is crucial in having the guiding principals for a safe professional practice.

The building of a positive relationship is described as showing warmth, respect and empathy however to provide effective communication between nurse and patient the nurse needs to be aware of and identify the patient’s physical, social and psychological barriers. A nurse can use these tools to build trust, mutual respect and confidence with the patient as these are needed for

They were not respected by the nurses, which lead to the patients not respecting each other

If it is the questions you are asking that build up this anger, hostility and agitation, then you should change the subject immediately. If the anger, hostility, and agitation are not due to your questioning then before continuing the interview, you should confront your client’s feelings in a nonjudgmental and nonthreatening manner. One way to do this may be to excuse the behavior, sympathize with the client, agree with the patient, and get to the main reason for the hostility. Countering the hostility is a great way to handle the client’s hostility. It is important to be cautious and not become hostile yourself. It is best not to respond to your interviewee’s hostility by arguing with him or her, but rather agreeing to the client’s statements in a way that requires the client to cooperate. Defusing hostility by being on the side of the client is key and it is important to make sure that you respond in a manner that only addresses your client’s emotional needs. If the client becomes physically agitated, it is best for you to remain calm and say to the client in a calm and quiet tone of voice “Please take your seat.” By being calm and quiet you may be able to prevent a threatening situation from becoming worse. It is important to have a three part plan: 1) confirm your and others safety; 2) keep composed when telling your client the penalties of additional threats or threatening behavior; and 3)if needed, be ready to follow through on your words. If the hostility is continuous, then you may have to stop the interview, but not before maintaining some base for a possible future relationship. After you stop the interview, you should inform the security and your coworkers. It is important to make sure your client, coworkers, and you are always

The patient may feel uncomfortable and no longer want to come back. They may even tell people that they know to avoid going there because they are very unprofessional. This type of situation can even give the office a bad reputation.

Behavior change emphasizes behavior modification through tools focused on motivating the individual to change. Additionally, this philosophy is one of the most utilized in health education as it is easily quantifiable and can address a variety of issues. One of the major goals of this program is to ensure after the participants leave the prenatal and perinatal classes that the knowledge gleaned from the classes will be a motivating factor towards individual behavior change that seeks to put into practice the skills, knowledge, and techniques they have been taught. The program will target the specific behaviors of improving breastfeeding practices, increasing the number of women choosing healthy eating habits and lifestyles, and to discourage smoking habits in expectant

The commonness of aggressiveness in the healthcare field is used by aggressive communicator, or people who feel the need to be assertive this behavior of assertiveness is use mainly by the doctors. Most male doctors go in to a patients room already in a mindset and this is a form of aggressive communication, because you're not going in the room to listen to the patient. More than usual the aggressive communication comes from the patients who feel they have been treated unfairly. Aggressive communication is from a person who usually has low-self esteem, so they feel the need to try to overpower another person. Some examples of this is by cursing, physically attacking someone, or interrupting and being loud trying to talk over the other person. This is why the prevalence of aggressiveness in the healthcare setting is hugely known.

This past Thursday April 6th, I experienced an angry patient. Thursday at QBEC there are no patients, it is just a day where the staff members catch up on work. A patient came in saying they have an appointment at 9:15 and they do not know the doctors name. My staff member and I then went on the computer and asked for the patient’s date of birth along with their last name. The doctor name did not come up on his record. We explained to him that it is impossible to have an appointment today since no one gets scheduled appointments. The patient started getting angry and then raised his voice and we had to tell him that we would call the doctors to ask them. We found the solution that he was in the wrong office and he just came for a consultation check up from his blood work. The problem in this was that he did not check in with the staff from downstairs on where to go but rather he just came in the office starting a rage. This was a great example of how to calm an unsatisfied patient. This situation lasted 10 minutes.

When I think of difficult patients I think of difficult customers. If anyone has ever worked in retail, you'll understand the frustration that comes with dealing with difficult customers. And from that perspective, I have looked at the viewpoint of doctors regarding difficult patients. The article "Difficult Patients: Why They're That Way and How to Handle Them," identified difficult patients as complaintive, will criticize, shout, swear and may even hit you. The article continued to say, "Difficult patients are an unfortunate fact of life in healthcare." This concept is like the difficult customers in retail. They are an unfortunate fact of life in retail because they will complain, criticize, shout, swear, they won't hit you, but they will try everything in their power to make your job a little harder than it has to be. However, I have been on both sides of the spectrum. I understand how it feels to be a customer

As a healthcare worker, we take pride in helping other people. It is not always easy to help people who may display rude or intimidating behavior toward you. Learning to connect and work with people who are difficult takes time and patience. Difficult people display undesirable behaviors, including arguing the same point over and over again and choosing their own interests over what is

When I meet my clients for the first time, I am already in the mode to give my clients the best of my profession, because my clients need me to recognize that they are in need and to provide that help I would have to build a healthy relationship with them. According to my field instructor, she admires my ability to connect with my clients in a short matter of time. The patients have already being judged by their families, friends and maybe their communities because that is partially the reason why they are there at the state hospital. Nine times out of ten most of these patients we see come the most abusive past and present which drives their disorders and escalate their outbursts.