unit 5 p1 cell functions Essay

Summarise the policies and procedures of the setting relevant to promoting children and young people’s positive behaviour.

The policies and procedures of the setting relevant to promoting children’s and young people positive behaviour covers a range of six sectors these are

1.1 explain how legislation, frameworks, codes of practice and policies relating to positive behaviour are applied to own working practice

Summarise the policies and procedures of the setting relevant to promoting children and young people's positive behaviour (1.1)

“The first step in teaching nurses how to decrease bullying by others is to help them understand what to do and what not to do when confronted by a bully” (Rocker, 2008, Education, para. 13). Nurses need to be aware of how to recognize horizontal violence, and how to be able to stop it. Furthermore, Baltimore (2006) explained that nurses need to try and resist the temptation of participating in gossip which could ultimately result in people losing respect for nurses (p. 35). Nurses also need to be respectful and value differences among other nurses. Each nurse is unique and may have different ways of implementing his/her type of care. Therefore, it is crucial that nurses respect these differences (Rocker, 2008, Policy, para. 14). If nurses are able to be consciously aware of these small things, it can make a huge difference on how they treat other coworkers, and how others view them. Not only is it important for nurses to understand what horizontal violence is, but managers of hospitals need to be well educated of this as well. Brunt (2011) stated that managers have a key role in preventing and altering horizontal violence in the workforce. It is important that managers create an environment where staff members feel comfortable coming to the managers with concerns. Managers need to be educated about how to deal with the negativity of horizontal violence (p. 7). Managers can improve relationships, trust, and productivity and reduce tension by

A lot of aggression is created by anxiety, regularly in light of the fact that individuals feel powerless and out of control. Aggression here and there results from frustration. To overcome defusing aggression as a barrier of communication, health and social care expert ought to stay calm and breath typically at all times, this will demonstrate that they are not going to become aggressive. Another methodologies is, health and social care expert ought to utilize listening skills to demonstrate that they are using so as to consider the other individual important non-verbal aptitudes to convey regard. In particular, as a care worker they ought to dependably attempt to meet the other individual's self-regard needs, this is by attempting to make

Positive behaviour support (PBS) is an approach to providing services to individuals who exhibit challenging behaviour. Since the early 1990s, PBS has received increasing attention from the behaviour-analytic community. Some behaviour analysts have embraced this approach, but others have voiced questions and concerns. Over the past dozen years, an approach to delivery of behavioral services known as positive behavior support has emerged as a highly visible movement. Although PBS has been substantially influenced by applied behavior analysis, other factors are also part of its

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:

| Use own knowledge of promoting positive behaviour to contribute to reviews of behaviour policies, including bullying, attendance and the effectiveness of rewards and sanctions

The goal of this research was to quantitatively describe the occurrence of healthcare worker directed violence, describe how the violence is dealt with, and describe the consequences to the healthcare worker. This research was performed at a general hospital in Sweden using a cross-sectional survey that was dispersed to many types of healthcare workers ranging from physician to physical therapist to nursing assistant and midwife. The Survey of Violence Experience by Staff (SOVES-G-R) was given to 4,845 workers that had patient contact and 2,495 surveys were returned. Three categories are looked at using the SOVES-G-R including: individual characteristics, interactions, and organizational work environment. Results of these surveys showed that violence was seen by workers in all areas of patient care, often when medical or therapeutic interventions were taking place. The interventions used by the healthcare workers were also documented and found to be very inconsistent throughout the hospital, showing that the lack of education on avoidance of violence and de-escalation of violent patients was a problem that needs to be addressed throughout the healthcare

In today’s world violence can be expected anywhere at any time. This includes what was considered at one time a low risk area, the medical facility. Today the incidence of violence is increasing. There are two types of violence the first is lateral violence or aggression which is amongst hospital or medical personal. The other is external factors consisting of patients or visitors instituting violence or aggression among themselves or against healthcare workers. This is known as a code grey in my facility and all male staff not currently engaged in patient care are supposed to respond.

Nursing and caring staff will be required to note down the type of behavioural episode, such as verbal or physical aggressive or non-aggressive behaviours, at the time of episode or as soon after as possible. This method of data collection has been shown to be effective in assessing types and frequency of behaviours in residents by Lin et al. (2011, p. 671) and Chang et al. (2010, p. 940). A similar type of documentation may already be in place in the facility. If this is the case, no extra documentation will be required of the staff and an audit will be conducted to collect information; otherwise, appropriate documentation will be provided for staff to complete. This data will be compiled by researchers to determine trends shown over the time

The next step is to think about changing the behaviour ie preparing to start a change and planning on how it’s going to be done.

Suzanne Gordon’s book (2010), When Chicken Soup Isn’t Enough shares a personal experience of Registered Nurse Eleanor Geldard, titled, Intolerable Behaviour. When Geldard was working in South Africa, a nurse in her Intensive Care Unit (ICU) was verbally abused in front of patients and their families, by a doctor. Geldard could not stand this doctor’s

McNamara (2012) stated that prevention is one approach to handling incivility. She suggested that there should be a comprehensive and methodical approach when it comes to preventing incivility. She suggested improvements for all personnel within the hospital. McNamara (2012) suggested that nurses should aim to improve their conflict resolution skills. She also suggested that nursing managers should provide access to workshops and classes that help their nurses with improvement of conflict resolution skills. Her last suggestion was that hospital officials should display the real picture and position of nurses and hospitals to the community. McNamara (2012) also stated that there must be a clear, written standard for behavior, stating what is