Looking At The Carer Prospects Of Foster Care Social Work Essay Essay Example

Looking At The Carer Prospects Of Foster Care Social Work Essay Essay This undertaking is based on a Foster attention appraisal of a prospective carer undertaken as a pupil societal worker. It gives an overview of my appraisal from allotment to cloture due to concerns. Although instantly allocated another more fruitful appraisal, I have chosen to look at this unsuccessful appraisal as I believe it taught me more as a pupil about my pattern. An bureau description is foremost provided to give the reader a image of the squad which should set my function into context. This is followed by the background and aims of my work. The chief text follows the natural patterned advance of my work from be aftering to rating. I will analyze my work placing the societal work subjects, issues and theories that guided my pattern. Reflection acknowledges that we are portion of what we are sing ( Schon, 1983 ) ; looking at our relationships with service users beneath the surface ( Payne, 2002 ) . I will therefore reflect throughout this undertaking, instead than strictly at the terminal, as this is what I of course did in my pattern. This will take to a brooding rating of my pattern and the deductions it had for both me and the service user. We will write a custom essay sample on Looking At The Carer Prospects Of Foster Care Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Looking At The Carer Prospects Of Foster Care Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Looking At The Carer Prospects Of Foster Care Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The bureau I was placed with was a statutory Foster attention squad within the local authorization s kids s services. Although the squad works more straight with surrogate carers it serves kids in demand between the ages of 0 and 16 and is hence classified as a Tier 4 service as shown below. Fostering services in this local authorization were originally integrated amongst other service user groups, regulated by the Boarding-Out Regulations ( 1955 ) . These ordinances caused ambiguity by promoting surrogate carers to handle surrogate kids as their ain ( Triseliotis et al. , 1995 ) . In the 1970 s, with the altering accent to the professionalization of fosterage, the squad bit by bit became a separate division. The 1955 ordinances were finally updated with the Boarding-out of Children ( Foster Placement ) Regulations ( 1988 ) which were later absorbed into the Children Act ( 1989 ) ordinances. Merely a few old ages subsequently the Foster Placement ( Children ) Regulations ( 1991 ) were introduced which changed the focal point of appraisal from families to single Foster parents. However, what both ordinances were missing was met in the constitution of the Fostering Services Regulations ( FCR ) ( 2002 ) and National Minimum Standards ( NMS ) ( Department of Health ( DoH ) , 2002 ) . These come under subdivisions 22 and 48 and 23 and 49 of the Care Standards Act ( 2000 ) severally. This changed the ordinance of the bureau from the local authorization itself to the National Care Standards Commission ( NCSC ) . The NCSC inspects how the bureau recruits, buttockss, supervises and trains surrogate carers. These four countries describe my function as a oversing societal worker within the squad. Background to the Case Monica is a 55 twelvemonth old female who had contacted the fosterage bureau with an involvement in going a surrogate carer. The procedure from public involvement to approved surrogate carer is complex and thorough. Each local Foster attention service will hold a similar but somewhat different process and the squad I was placed with used the procedure shown in figure 1. Initial Interest Initial Home Visit Application signifier sent and completed by Applicant Full Assessment by Social Worker taking to Fostering Panel Approved Foster Carer is allocated a Social Worker and begins furthering Figure 1: The Fostering Assessment Process When seeking to visualize the appraisal procedure for the reader, I felt a pyramid was the most appropriate. This is foremost because the broadness represents the greater personal investing a prospective carer must set into the fosterage procedure and secondly the deeper into their life a societal worker will and must travel. At each phase a prospective campaigner may hold a different societal worker. The initial place visit with Monica was conducted by another societal worker. The intent of this visit was to acquire a snap shooting of Monica s suitableness and motive to further. The societal workers study is so presented to senior staff with recommendations and a determination is made as to whether an application signifier should be sent. Once returned, the following measure is to travel through a procedure that combines elements of appraisal and readying ( McColgan, 1991 ) . This is where my engagement with Monica began. Aims of the Work As good as strong fond regards to household members, surrogate carers or residential attention workers are truly of import for kids in attention, as these are the people who have the most impact on their daily experiences ( DCSF, 2008, p.11 ) Foster carers are cardinal to many kids and immature people s experience of attention. It is indispensable that we value and back up them and guarantee that they are decently equipped with the necessary scope of accomplishments ( DfES, 2007, p.8-9 ) When measuring Monica I held the two statements above steadfastly in my head to utilize in times of uncertainness but besides clarity. It is good known that the enlisting and keeping of Foster carers has been systematically debatable for local governments ( Association of Directors of Social Services, 1997 ; Bebbington and Miles, 1990 ; Colton et al. 2008 ; Hill, 2000 ; NFCA, 1997 ) . Despite this, Quality Protects ( DoH, 1998 ) and the authorities s launch of Choice Protects in 2002 ( see everychildmatters.gov.uk ) continually try to raise the quality of furthering proviso to better arrangement pick and stableness. The green paper Every Child Matters ( DfES, 2003 ) and more late Care Matters ( DfES, 2007 ) argue that Foster attention services need carers with the accomplishments to look after vulnerable kids. In some states, such as Australia, the choice of Foster carers still has no empirical base beyond condemnable record cheques and suited adjustment ( Kennedy and Thorpe, 2006 ) . This was the past image in the UK, nevertheless the National Foster Care Association ( NFCA ) , now called The Fostering Network ( TFN ) introduced the Codes of Practice ( NFCA, 1999a ) and National Minimum Standards ( NFCA, 1999b ) for measuring surrogate carers. My appraisal of Monica would see her accomplishments, experience, values, cognition and overall suitableness to further kids for the local authorization. This was based on measuring her on four competences ( caring for kids ; supplying a safe and caring environment ; working as portion of a squad and ain development ) broken into 18 units ( Appendix A ) . More late the Children s Workforce Development Council ( CWDC ) has developed 7 criterions for surrogate carers ( 2007 ) ( Appendix B ) . The squad had merely begun utilizing these alongside the competences ( NFCA, 1999a, 1999b ) when I started Monica s appraisal. The criterions support a three phase preparation model for Foster attention ( pre-approval ; initiation and surrogate carer development ) . Pre-approval was my nonsubjective with Monica linked to subdivision 27 ( 1 ) of the FCR ( 2002 ) ( Appendix C ) , and other relevant statute law ( Appendix D ) . Although the FCR ( 2002 ) are the legislative force, it was the NMS ( DoH, 2002 ) under subdivision 17 which gave me a more elaborate apprehension of the countries ( caring ability, sexual boundaries, faith etc ) necessitating measuring with Monica ( Appendix E ) . Brown ( 1992 ) observes that a fosterage appraisal has two interrelated facets: ( a ) Evaluation of prospective carer s strengths and failings and ( B ) the appraisal of their capacity to larn, adapt and alteration. These aims are still relevant to measuring surrogate carers today. Whilst I was measuring Monica on the competences and CWDC criterions, there is no standardized manner of obtaining the grounds for these. I therefore felt I had a batch of discretion in my appraisal. I decided multiple cognition beginnings ( research, intuition and experience etc ) would steer my appraisal. Webb ( 2001 ) argues that Evidence Based Practice ( EBP ) can non work in societal work as the farewell of facts and values inherent in EBP undermines professional opinion and discretion. I disagreed and felt the usage of both grounds and my ain intuition was needed to obtain an accurate appraisal of Monica. For illustration, research states a demand for carers committed to developing after blessing ( H utchinson et al. , 2003 ) . However, I knew that merely because a carer agreed to developing after blessing that my intuition or pattern wisdom ( Stepney, 2000 ) may state me otherwise. Further, Sinclair s ( 2005 ) research underscoring the demand for betterments in surrogate carer choice, I felt, justified my usage of multiple cognition beginnings to make my aims with Monica. Planing for the Work When foremost allocated the appraisal of Monica, I was in the first hebdomad of my arrangement and true had small apprehension of what really made a good Foster carer beyond my ain common sense. This deficiency of cognition and apprehension left me experiencing out of my deepness and dying. I hence decided that before doing any contact with Monica I would garner all available information and utilize my bing cognition base to see how it fitted with the fostering appraisal. Brown ( 1992 ) suggests that when nearing a fostering appraisal we should inquire ourselves a scope of inquiries. The three I found myself inquiring were: what knowledge do I need ; is the assessment discriminatory or oppressive and what accomplishments and values do I need. Knowledge Gathering Appraisal is at the Centre of all good societal work pattern ( Bartlett, 1970 ; Milner and OByrne, 2002 ) and therefore my planning was important as failing to program is be aftering to neglect ( Trevithick, 2005, pg.140 ) . I wanted to utilize Monica s initial place visit study as my get downing point, as appraisals are seldom, if of all time, value free ( Rees, 1991 ) . Therefore before I understood any more about the fosterage procedure I wanted to place and look into any prejudice I may hold that could impact the appraisal undertaken ( Clifford, 1998 ) . However I was surprised by the studies deficiency of item and hence spoke to the societal worker who completed it. He could nt give me any extra information which frustrated me as the study, in my sentiment, failed to give the intended snapshot of Monica. This did nt assist alleviate my anxiousness, nevertheless reading the counsel Assessing surrogate carers: A societal workers guide to competency appraisals ( NFCA, 2000 ) increased my assurance of what I was expected to accomplish in my appraisal with Monica. Using this counsel coupled with the NMS ( DoH, 2002 ) and colleague information placed the appraisal of Monica in my head as undertaking centred pattern ( Doel, 1994, 2002 ; Reid and Epstein, 1972 ) . This was because the undertakings involved were non merely activities but held significance because of what they represented overall ( Coulshead and Orme, 2006 ) ; the fosterage of vulnerable kids. As fostering appraisals vary in length, typically between 4 months and a twelvemonth, I saw the appraisal as a uninterrupted procedure ( Hepworth et al. , 1997 ) . Therefore although my assessment visits would be based around specific undertakings and information assemblage, my appraisal of Monica would follow the ASPIRE theoretical acc ount ( Sutton, 1999 ) . This was because during my appraisal I would continually be after, step in, reappraisal and measure the appraisal with Monica. Oppression and Control From all available information beginnings, one issue rose within me. This was how intrusive the fostering appraisal appeared, and how for me, it epitomised the attention vs. control duality. Triseliotis et al. , ( 1995 ) believe that nowhere else are such inquiries asked with greater doggedness than in the appraisal of prospective Foster carers. They acknowledge that ways are being sought to do the procedure less intrusive and fairer to appliers. Although I saw the competences and criterions as one manner of accomplishing this with Monica, I still felt that I had a batch of power in her appraisal. Davis et al. , ( 1984 ) believe that the unequal power relationship between societal workers and appliers may advance the development of a relationship of dependance instead than the type of unfastened partnership required in furthering today. I viewed this unfastened partnership as being based on Monica s ego finding which to be met began with Monica voluntarily accepting my intercession ( Spicker, 1990 ) . My original thought was that subjugation merely applied to vulnerable groups. However, I knew I should avoid complacence as subjugation could go on to anybody, including Monica. In fact Monica had begun a Skills to Foster readying group and I had asked the facilitator of the group for some feedback. She described Monica as an interesting one noticing that she looked like she was approximately to drop dead. I discovered this judgement was based strictly on her usage of a walking assistance. Understating the impact of labelling ( Becker, 1963 ; Lemert, 1972 ) , I did nt desire this judgement to impact on me as I wanted to travel into Monica s appraisal with an anti-oppressive, non judgmental and accepting attitude ( Biestek, 1961 ) . Reflecting on my accomplishments and values Cardinal to our cognition base is the demand to cognize ourselves ( Dominelli, 2002 ; Crisp et al. , 2003 ) . Effective appraisal depends on the deployment of cardinal accomplishments such as Engagement ( Egan, 2002 ) , communicating, dialogue, determination devising ( Watson and West, 2006 ) and administrative accomplishments ( Coulshead and Orme, 2006 ) . I felt I already possessed the accomplishments needed and found it was my values in relation to this appraisal that were more hard to nail. As already stated, I did nt desire to label Monica but I did see her as an expert by experience instead than a service user , which is descriptive non of her as a individual but of our relationship ( McLaughlin, 2009 ) . Although engagement in societal work is determined by context ( Kirby et al. , 2003 ; Warren, 2007 ) I saw our relationship as mutual. I found the exchange theoretical account ( Smale et al. , 2000 ; Fook, 2002 ) of appraisal was peculiarly relevant in measuring Monica s ability to further kids, as she would evidently be more of an expert on her abilities. This really made me experience rather dying and powerless. This was, on contemplation, because as a adult male with no kids, I questioned my ability to measure an experient ex-childminding female parent. I took this to supervising and through treatment I understood that my virtuousness moralss ( McBeath and Webb, 2002 ) based on judgement, experience, apprehension, contemplation and temperament ; coupled with rem aining client centred and esteeming Monica as an person ( Dominelli, 2002 ; Middleton, 1997 ) would steer my appraisal. I saw myself as a hermeneutic worker moving in a brooding interpretive procedure between myself and Monica ( Gadamer, 1981 ) . Direct Work I had telephoned Monica and arranged to run into at her place. As the bulk of my visits would be two manner conversations between me and Monica I saw them as interviews with a specific and predetermined intent ( Barker, 2003, p. 227 ) . Eyess of a kid When set abouting Monica s appraisal, I tried to see everything non merely from the eyes of a professional but besides that of a kid. I understood that kids in the attention system would hold diverse demands and backgrounds ( Schofield et al. , 2000 ) with perchance a complex history of moves ( Ward et al. , 2006 ) . However I besides knew that attention can be a turning point and chance to raise kids, enabling them to carry through their possible ( Rutter, 1999 ; Schofield, 2001 ; Schofield and Beek, 2005 ) . Young people have commented that it is a surrogate carer s personality that makes the difference ( DfES, 2007b ) . Therefore by believing like a kid, I wanted to experience confident that by urging Monica to the fostering panel I could see she would be of great comfort and benefit to vulnerable immature people. Upon reaching at Monica s I was greeted by two aggressive Canis familiariss leaping and barking at the door. A tall compact adult male, who I later learnt was her boy, appeared from the garage and asked what I wanted. When inquiring for Monica he replied who wants to cognize . This ill will was shortly eased when I explained who I was, upon which he opened the door, called for Monica, and left me with both Canis familiariss leaping up at me. I felt that a kid come ining Monica s place was likely to be sing a scope of emotions, including anxiousness and from the eyes of a kid this would be chilling. Despite non the best of starts, I was determined non to do a judgement at a superficial degree ( Lloyd and Taylor, 1995 ) and to maintain an unfastened head about Monica s appraisal. Constructing a resonance Aware of the attention and control duality I wanted Monica to experience relaxed with me. I hence invested clip in acquiring to cognize approximately her as a individual before explicating the appraisal procedure. Although echt resonance can be questionable ( Feltham and Dryden, 1993 ) I felt my involvement in Monica was non-tokenistic, as I admired and respected her for desiring the ambitious function of furthering ( Kant, 1964 ) . I believe this was transmitted to her an enabled her to swear me. Monica talked about her household including the separation from her hubby. She besides spoke about caring for her ill female parent that caused her serious back jobs. Monica explained that she had a trim room and could nt believe of any better usage so for kids in demand of a loving place. Interestingly she went on to add well they might non desire to come here, I m a huffy lady and they might inquire: how would I suit into her universe . I found this look strange but following a gut feeling decided non to research at this point. I did this foremost because I did nt desire to look autocratic but secondly I felt my appraisal would subsequently supply beginnings of information that my intuition would be tested against ( Munro, 1996 ) . I explained the fostering appraisal procedure to Monica including the competences ( NFCA, 1999a ) and criterions ( CWDC, 2007 ) . I used a mixture of interpretive, descriptive and ground giving accounts ( Brown and Atkins, 1997 ) to guarantee Monica was clear of our hereafter work together. I commented you might be believing how a immature adult male without kids of his ain can can measure me in looking after kids . This elicited laugher from both Monica and me. As Kadushin and Kadushin ( 1997 ) explain laughter is an equaliser. It deflates ostentation. Workers capacity to express joy at themselves without embarrassment or shame communicates genuineness in the relationship ( pg. 225 ) . I besides believe it served a societal intent ( Foot, 1997 ) to switch power to Monica and do my following statement easier to present. I explained that in the fosterage appraisal it was expected that prospective campaigners were as unfastened and honest about their past experiences. I explained ab out confidentiality and that whilst non everything would be included in the fostering panel study, I could nt vouch absolute confidentiality ( Evans and Harris, 2004 ; Millstein, 2000 ; Swain, 2006 ) . I explained I would ever inform her if I needed to unwrap information and that personal information with no relevancy to her fostering ability would stay confidential. I believe this account built the needed trust ( Collingridge et al. , 2001 ) necessity for our relationship to advancement ( Leever et al. , 2002 ) . General Task Due to being my first visit, no specific undertakings had been set to discourse. Therefore reflexively I thought about the group facilitators earlier remarks about Monica dropping dead as I had noticed her walking assistance. I wanted to reflexivity dispute how I made sense of Monica s fittingness ( White, 2001 ) by making more cognition about this ( DCruz et al. , 2007 ) and maintaining the power balanced towards her. We hence completed a needed medical questionnaire. Monica stated, this is the spot I was worried about . Homing in on this anxiousness and apprehension that she may experience criticised ( Lishman, 1994 ) , I used reassurance to expose regard ( Clark, 2000 ) . I explained that I was non seeking to categorize her as either eligible or ineligible ( Fook, 2002 ) but a medical was expected of all carers. Monica explained that she was diabetic and was commanding this without her medicine and GP s cognition. I explored this with Monica and the possible impact for a vulnera ble kid, saying I would necessitate to discourse with my supervisor. Whilst traveling through the medical questionnaire Monica did nt advert her mobility job and therefore I probed about this. This achieved its coveted consequence ( Egan, 2002 ) as I learnt that Monica was registered handicapped and had nt been able to work for two old ages. Monica exclaimed that s it now is nt it . I truly valued Monica and thanked her for being honest with me. I stated that I was really more concerned about the diabetes so her disablement. My ain values were that every bit long as a kid was safe, so any individual regardless of disablement should be able to further. I set Monica the undertaking of building her chronology to discourse in our following visit and left her place. Supervision Supervision is non merely to help practician s development ( Hawkins and Shohet, 2000 ) but besides the demands of service users ( Pritchard, 1995 ) . I raised my concerns environing Monica s diabetes. I besides raised concerns environing the general province of Monica s place which was highly run down, covered in Canis familiaris hairs and had peculiarly hapless air quality. Using the hierarchy of attentivenesss ( Maslow, 1954 ) I saw how of import the house would be in run intoing the kid s basic demands and therefore its possible impact on a kid making self realization. Hazard has assumed increasing importance in societal workers day-to-day activities ( Webb, 2006 ) and I found my supervisor and senior practician urging we close the appraisal based on hazard. However I viewed the state of affairs from a preventive hazard position ( Corby, 1996 ) and felt that with work and support Monica could still further. I put my instance to the squad director from a Disability Discrimination Act ( 1995 ) and Equality Act ( 2006 ) position, saying that there is a dominant political orientation of disablement where services tended to concentrate on incapacity ( Prime Minister s Strategy Unit, 2005 ; Thompson, 2001 ) . However I saw possible in Monica due to raising her boy independently and her childminding experience. I was granted to go on with my appraisal if Monica could turn to her wellness and family issues. Dalrymple and Burke ( 2006 ) believe that critical argument about personal, professional and organisational values is indispensable in covering with ethical quandary. Although co-workers will hold different point of views ( Watson, 2006 ) , I felt my co-workers were moving habitually seeing Monica s appraisal as impracticable. However I saw my function as besides moral worker ( Hyden, 1996 ) and felt, with the attention vs. control and anti-oppressive pattern in my head, that Monica deserve d the chance to do the necessary sensible accommodations. Discussion around issues On the 2nd visit I discussed the issues environing Monica s diabetes and she agreed to see the GP and get down to command this once more. Her recognition that she was just being obstinate and thought she knew best I believe showed that my actions were with her best involvements in head. I besides raised the topic of the cleanliness of her place. Monica did nt experience at that place was an issue as she and her boy had lived at that place with no concerns. At first I questioned my values and whether I was enforcing them upon her. I reflexively began believing about the Human Rights Act ( 1998 ) Article 8 Right to Respect for Family and Private Life . However I besides thought about how I felt when I had left after the first visit and once more took my point of view from a kid who would potentially be less healthy than me. Under Article 27 of the UN Convention on the Rights of the Child ( 1990 ) children have the right to a criterion of populating adequate to their physical, mental, religious, moral and societal development . I explained to Monica that I was non seeking to enforce my values and believes upon how she lived and utilizing motivational interviewing ( Miller and Rollnick, 2002 ) asked her to compare her house with her friends places. I had used this method in my first arrangement and believed its usage in placing disagreements was movable. My usage of this method obtained its acquired affect as Monica stated that she knew her house could be a batch cleaner but because of her disablement she could nt keep it. Researching this with job resolution ( Howe, 2007 ) identified the demand of her boy to assist keep the place, but Monica stated she did nt desire to trouble him. I was holding trouble understanding how Monica s boy fitted with her fosterage. From a systems theory position ( Goldstein, 1973 ; Specht and Vickery, 1977 ) I saw this as of import to Monica s appraisal as he was her chief support and therefore his behavior would impact upon both her and kids placed with her. When believing abou t the appraisal of surrogate carers we should be turn toing whether or non the household system is closed or open ( Shaw, 1989 ) . An unfastened household system is one that is accepting of alteration and more likely to offer successful arrangements. Monica explained her boy was apathetic but supportive of her fosterage. I explained that I would necessitate to interview him individually to turn to this issue at a ulterior point in the appraisal. Chronology I had asked Monica to finish her chronology which provides a history of important events in her life ( Parker and Bradely, 2007 ) . This was to measure one of the competences looking at how our ain experiences can impact us ( NFCA, 1999a ) . Monica discussed her life events but nil from her childhood. I asked her about her childhood and she said it was nt of import. I used disputing to help farther ego contemplation and apprehension ( Millar et al. , 1992 ) . Monica asked me about my remarks in our first meeting about being unfastened and honest and whether I needed to cognize everything. I stated I merely needed to cognize things that would impact on her ability to further. Monica began shouting and started to explicate to me that she had been sexually abused in childhood by her uncle. The information elicited took me by complete surprise and made me dying. I sat and listened to understand, sympathize and measure what Monica had disclosed ( Smith, 1997 ) . Reding techniques can be used across many societal work state of affairss ( Seden, 2005 ) and I felt I demonstrated the core/basic guidance accomplishments ( Rogers, 1951 ; 1961 ) required of societal workers ( Thompson, 2002 ) . However with something so entrenched and deep I felt I was nt in the place to research this. Monica stated she wanted to go on and I hence asked Monica her it s impact on her current life. She stated she still had the occasional black twenty-four hours where she could nt acquire out of bed. Care Matters ( DfES, 2007 ) states that we need carers who can stand in the kid s places ( p.46 ) to assist them modulate their feelings. Monica positively identified that she could symp athize with a sexually abused kid but so worryingly said that by speaking to a kid about their issues would assist barricade out her ain cheerless feelings. Anxiety can enrich the individuality of societal work pattern ( Miehls and Moffatt, 2000 ) . On speedy contemplation this anxiousness I felt enhanced the apprehension between me and Monica ( Ruch, 2002 ) and empowered her to state me that she still had her ain issues to turn to. Monica acknowledged that she had nt thought about the maltreatment for 40 old ages believing her disablement caused her depression. I talked with Monica whilst waiting for her friend to get to guarantee she was safe before I left and stated I would shortly be in touch. Endings After the visit I compiled my notes utilizing a funnel attack to polish my information ( Parker and Penhale, 1998 ) into a study for senior staff. I used theory to offer answerability to all involved, including Monica, in my determination to shut her appraisal ( Payne, 2005 ) . This was based on standard 6.1 of the NMS ( DoH, 2002 ) in doing available carers who provide a safe, healthy and nurturing environment ( p.11 ) . My co-workers supported my determination and said to direct Monica a shutting missive which I found insensitive and unacceptable. I wanted a more moral face to confront closing with Monica instead than a procedural closing ( Lloyd, 2006 ) as Monica had disclosed something highly personal to me and I respected her for this. Endings are planned from the beginning ( Kadushin and Kadushin, 1997 ) . The natural stoping would hold been showing Monica s appraisal to the fostering panel. Alternatively our stoping was on different footings in which I provided Monica with a scope of local bureaus that could offer aid or reding to turn to her ain issues. Brooding Evaluation As stated at the beginning of this study, I decided to take this unsuccessful appraisal to analyze instead than my ulterior successful appraisal. This may look strange to the reader as the latter carers are now approved and furthering. However although I could compose in equal length about the more successful appraisal, it was Monica s that taught me more about societal work and about myself. I felt Monica s appraisal demonstrated the acquisition and deployment of my cognition, accomplishments and values over the past two old ages. The wide scope of literature presented in this study pulls on old and new resources, showing the demand to systematically update my cognition in an of all time altering profession. Without this cognition I would neer hold been able to work with Monica. I believe my appraisal, communicating and interpersonal accomplishments demonstrated my competency ( OHagan, 1996 ) . This ensured a natural, about unconscious, usage of the ASPIRE theoretical account ( Sutton, 1999 ) throughout and intend I could accommodate to the state of affairs and react eclectically to Monica s state of affairs due to its complexness ( Cheetham et al. , 1992 ) . Integrity ( BASW, 2002 ) has been the most important value throughout my preparation. I believe it incorporates all values such as Biestek s ( 1961 ) rules. My unity ensured that I fought for the continuance of Moni ca s appraisal at one point ; working anti-oppressively, non-discriminately and contending against societal unfairnesss ( BASW, 2002 ) . However despite my strengths, I appreciate that ego cognition is cardinal to going a brooding practician ( Dominelli, 2002 ) ; necessitating an openness and ability to be self critical ( Trevithick, 2005 ) . With Monica s appraisal I was reminded of how pattern is nt straightforward and can invariably alter ( Parker and Bradley, 2007 ) . I went into this appraisal experiencing that everything would be distinct because Monica had been seen by another societal worker and therefore she must hold been a certainty for furthering. However my complacence and trust on other workers opinions did nt fix me for the information I was subsequently to have. Uncertainty is an inevitable portion of human interaction and determination devising ( Roy at al. , 2002 ) and is something I need to appreciate more and continually turn to within myself. I feel another country that I could hold improved upon was concentrating more on Monica s strengths as she demonstrated an interior resource in reacting to t he day-to-day challenges in her life ( Kisthardt, 1992 ) . I feel that although my determination would non hold changed, in future pattern I need to maintain a steadfast clasp on service user strengths to appreciate that there is room in appraisal to concentrate on the cognitive accomplishments, get bying mechanisms, interpersonal accomplishments and societal supports that can be built on as strengths ( Pierson ( 2002 ) . Although the appraisal had nt gone every bit planned for Monica, I still believe it had some positive impact upon her. Monica s childhood had been traumatic and I viewed this afterwards utilizing the Johari window ( Luft and Ingram, 1955 ) in figure 2 below. At first I had wondered whether Monica s maltreatment was merely an facet of her concealed ego. However what struck me afterwards was that Monica stated I have nt thought about that in over 40 old ages . I had nt attached any significance upon this statement, likely due to the emotiveness of the state of affairs. However upon contemplation I feel that Monica s childhood maltreatment was portion of her unconscious ego that had been repressed as a defense mechanism mechanism ( Freud, 1949 ) . Known Self Things we know about Ourselves and others know about us Hidden Self Things we know about ourselves that others do non cognize Blind Self Thingss others know about us that we do non cognize Unconscious Self Thingss neither we nor others know about us Figure 2: Johari Window ( Adapted from Luft and Ingham, 1955 ) Initially I felt that it may hold been incorrect for me to hold elicited such a strong emotion from Monica. However about 2 months subsequently I received a missive from her thanking me for my support. She was having guidance and although she acknowledged she had a long manner to travel commented that she had seen an betterment in her mobility. I am glad I neer pushed at what Monica meant when she commented I m a huffy lady as I believe my non-judgmental attitude and credence ( Biestek, 1961 ) ensured Monica discovered for herself what she meant by this statement. My determination to shut Monica s appraisal highlighted to me, as was my concern in my planning, that subjugation and power are built-in facets of the day-to-day lives of professionals ( Hugman, 1991 ) . In Monica s instance, although I believe I was non-oppressive working with her, I still felt I processed a certain sum of power. OSullivan states that effective determinations achieve the determination shaper s end ( 2000, p.85 ) . My end was to measure Monica s overall suitableness to further kids for the local authorization. I highlighted to the reader earlier that I held two statements in my head to utilize throughout Monica s appraisal. Although non the make up ones minding factor in my determination, they helped me to see that although I valued Monica and the strengths she possessed, her ain issues needed turn toing before going the cardinal figure to many vulnerable kids. One article I have ever found influential is Howe s Modernity, Postmodernity and Social Work ( 1994 ) . Howe sees societal work as dwelling of the beautiful ( aesthetics ) the good ( moralss ) and the true ( scientific discipline ) ( p.518 ) . The beautiful is when we care which I believe my actions for Monica demonstrated. The true is where change requires us to convey a matter-of-fact and scientific mentality on issues. I believe I used accumulated factual, pattern and self knowledge to assist Monica s state of affairs. Finally the good is when control is employed if behavior has a possible impact upon the community s overall good being. Control was, and still is, something I am uncomfortable with and believe this will ever be the instance. However I see in my pattern with Monica that some component of it was required, otherwise my pattern would hold convened against the rights of so many vulnerable kids. Like many others, the ground I chose societal work was for the chance to do a difference ( Audit Commission, 2002 ) . Milner and OByrne ( 2002 ) believe there is no individual right manner to analyze human state of affairss but we need to happen the terminal merchandise of a narrative that is helpful to all concerned. With Monica s appraisal I believe I achieved this by doing the difference non merely to her but besides to kids who I will neer even meet. It is with this satisfaction that I believe my work incorporates the moralss ( BASW, 2002 ) and pattern criterions ( GSCC, 2002 ) required of me post making. 5708- 296= 5412

A company’s ethical climate Essay Example

A company’s ethical climate Essay Example A company’s ethical climate Essay A company’s ethical climate Essay When we say ethical climate, it refers to the unified way of thinking of a certain group of people regarding moral, societal and cultural issues. This is the totality of their perspectives and insights on various things or issues. It is â€Å"the way [they] do it,† to sum up the definition of ethical climate. Through the advances of a leader or a manager, a company is able to achieve a certain ethical climate that would be the basis of how they run their work. It is important to develop such ethical climate so that unity between the employees could be promoted. If everyone goes by the ethical climate, the company will more or less be a unified unit when it comes to ethical issues.However, some companies often don’t achieve ethical climate because of several aspects. These are the factors that can hinder a company or an organization to obtain an ethical climate. They are considered to be obstacles, and needs to be taken care of as soon as possible. These obstacles involv e issues between employees themselves. An example would be the pressures to conform to the company’s â€Å"standards.† These standards are not set by the company themselves but arises from the way other employees â€Å"do things.† Another obstacle would be in the form of company/managers-employees relations. An example would be on the evaluations and rewards, where most employees aim hard to achieve, often working as an individual instead of cooperating with a team. Another is fragmentation and deference to authority. Some employees view highly of themselves which would lead to separations and factions.No matter what the cost, a company should strive hard to achieve an ethical climate. This would assure them of a better future as a successful organization. The key is to cooperate not only with co-employees but also to the superiors. If you are able to reach a conglomeration of ideas, then it is highly possible that an ethical climate would be achieved. All it ta kes is for all parties to do their share, and they will all reap the fruits of their cooperation.

DISCUSSION 6 Article Example | Topics and Well Written Essays - 250 words

DISCUSSION 6 - Article Example The sampling strategy that was used for the purpose of study was a random sampling. The study was conducted in one place of DRC, which has typical for the given country conditions. Only one period of distribution was selected (between November and January). Three hundred and sixty two women were randomly selected to take part in the study. Three hundred and twenty eight delivery interviews were conducted. A random sample of 115 women were invited to participate in a 6-month post-delivery interview (Pettifor et al., 2009). Presented sample strategy is representative for the given region. However, it has several limitations that does not permit to spread the obtained results to all population of Congo. The authors admit that the main limitations are the small sample size, estimation for only one object and for only one period. The study that compared the effectiveness for different social groups, groups living in rural and urban areas was not conducted. The damages of nets after 6-month period of utilization that does not permit the further use were not taken into account. Nevertheless, the significant difference of LLINs utilization before and after the distribution permits to conclude that obtained results support the idea that distribution free of charge is the effective measure. The improved sample strategy has to include estimation of the given measure for several objects in different parts of the country. Participants in the places have to be selected several times per year, especially before the periods when mosquitos are the most active. Sample size have to be increased. Random sampling strategy would be the most effective. The possible suitable strategy that permits to estimate the effect for different social or age groups could be a stratified random sampling. Pettifor, A. et al. (2009). Free distribution of insecticide treated bed nets to pregnant women in Kinshasa:

Training Plan Thesis Proposal Example | Topics and Well Written Essays - 1250 words

Training Plan - Thesis Proposal Example The medical office is to have 126 employees that will majorly work with the Information Technology perspective. One of the key aspects to ensure is the physical security of the premises. Fifteen employees will be directed towards this feature. The training of these employees will ensure increased safety of the other employees and the information in the medical office. The responsibility of these employees comprises the watching over of the exterior part of the facility. The employees are supposed to observe who goes through the gate and ensure that they run their identification cards through the laser machine present at the gate. The running of the identification card will ensure that their information gets fed into the system and thus accounting for their presence. Shifts are required in this sector and the job will be run by 10 employees during the day and vigilance taken over by the other 5 during the night. The importance of the shifts is to ensure that the workers get enough res t to keep watch at all times. For the optimal results of this strategy, the Information Technology officers in the medical facility should communicate with the officers guarding the gates physically. The cooperation involves the security officers in the medical office informing the gate guards that they have recorded information about the visitors in their database and thus they have the freedom to access the facility. With this collaboration, there is the assurance of maximum security concerning the physical accessibility to the facility. Two physical security guards are required during the day that will bear professional IT gadgets to scan the cars and people that enter the facility. At night, the shift is taken over by two other employees. Upon entrance into the facility, the visitors head straight to the reception area. This area involves around ten

Problem Diagnosis Using Organisational Behaviour Concepts Business Essay

Problem Diagnosis Using Organisational Behaviour Concepts Business Essay There are several significant concepts which are used when managing the workplace in changing business environment. The workplace environment becomes more complex in which the complexity of interactions, relationships and processes often makes difficult to understand. In the organization, managers are required to be effective in organizing, decisive, and maintain good relationship with employees (Kimball 1997). According to the case analysis, practise of empowerment is used as the new tool by Becker for the hotel to be more effective and implement the capacity of employees to make decisions and to be innovative in the working environment. On the other hand there are certain situations where employees were not familiar with change in the management. Focuses on issues and problems of implementing empowerment within the organization. Motivation refers to the forces acting on and coming from within a person that account, in part, for the wilful direction of ones efforts towards the achievement of specific goals (Dennis Michael) According to the case, in the past Regency Grand Hotel was one of the most prestigious hotels in Thailand and the employees enjoyed working. Example: The hotel provided good welfare benefits and good salary rates to the employees. End of the year employees were given a salary increment regardless of the hotels overall performance. This could be due to personal relationships to build a more close relationship with the employees. Employees were motivated and they enjoyed working with the current general manager. Motivation theories are very important in the corporate world. Primarily motivation theories are divided into two types. (Dennis Michael) Theory 1: Content theory This focuses on identifying the specific factors that motivate people internally which contributes to strengthen and direct the behaviours of employees within the organization. (Dennis Michael) Content theories focus on specific factors that motivate people. McGregors Theory X and Theory Y and Herzbergs Motivation-Hygiene Theory will be discussed linked to the case. 3.1 McGregors Theory X and Theory Y Douglas McGregor proposed two different motivational theories. Managers tend to believe one or the other and treat their employees accordingly.   Theory X states that employees dislike and try to avoid work, and must be coerced into doing it. Most workers lack ambition and value job security more than anything else. According to the case the employees were rewarded with a yearend bonus regardless of the hotels overall performance, may be due to lack of motivation which the manager saw in his subordinates to work within the organization. Due to that we can identify that employees were satisfied and job security was ensured and also for it to become a prestigious hotel the efficiency of the fellow employees would have been a reason. 3.2 Herzbergs Motivation-Hygiene Theory According to Herzberg, job satisfaction and dissatisfaction exist in the corporate world. Hygiene factors could cause an employee to become unhappy with their job. Lack of motivation could bring out job dissatisfaction such as pay, job security, and physical work environment. On the other hand Motivation can increase job satisfaction by providing recognition for their achievements and more responsibilitys. Change Internal and external factors affect the organization towards the complexity and changing situations. Mostly, people do not accept and understand the benefits in changing the management. Organization needs to consider the internal and external factors in implementing a new strategic management. It is important to develop strategy to help employees learning about the change (Cameron Quinn) Managers are also required to develop good communication within its employees since people may come from different cultural background, skills, age, and gender (Holden 2001). These differences will create barriers in communication based on different values and perceptions. The effective management of workplace in organization requires an understanding of leadership and motivation in managing the workplace on performing the job and being motivated to do so. (Holden 2001) In the case with the change of ownership there will be a change in the organizations business practises. Its important that the existing employees are aware of the change and that they should adopt according to the change. For that there should be trainings, workshops organized by the management in order to make them understand about the change. Without effective diagnosis, managers may believe that the problem is significantly different than it is, and the change alternative may be ineffective in resolving the problem. (Dennis Michael) In organizational development one should recognize; The need for change Diagnose problems Develop change alternatives Implementation of change Reinforcement of change Evaluation of change Implementing further change actions 4.1 Delegating authority When delegating authority Becker did not explain properly what are the responsibilities of the employees. As stated in the case he did not give a criterion to differentiate minor and major issues which arose in the organization. Proper organization structure was not implemented. 5. Culture   According to the case the Regency was able to merge with a large American chain that was very keen on expanding its operations into Thailand. With the new ownership the current general manager decided to take early retirement. There is nothing more valuable than local knowledge or understanding culture of a particular organization when merging with an organization. It is important to be aware of the culture and business practices especially when changing ownership with a different country. Organizational culture is referred to, a code of attitudes, norms and values and the way an individual thinks. It determines how we see ourselves and how we see the world. Culture can be either right or wrong inherited about individual behaviour. Organization culture affects the way strategy is determined, how goals are established and how the organization operates. (Marie Roger, 2008) With the retirement of the current general manager a new general manger from the US was appointed to the Regency. According to the case, John Becker the newly appointed general manager has 10 years of management experience in the hotel industry and was selected because of his previous success. The case states that in his previous achievements he took over organizations with poor profitability and poor morale and managed to succeed in achieving desired objectives. Organizational culture can be different from one country to another. The success of an organizational culture has to do with external and internal factors (Marie Roger, 2008). With the change of the ownership one should identify the cultural variations from one organization to another or from country to country. Considering the culture in Thailand and in the US the business practices can be completely different there can be a cross cultural affect within the organization. Cross culture explains the behaviour of people in organizations around the world and describes and compares organizational behaviour across countries and cultures seeking to understand and improve the interaction of its subordinates (Adler, 2002: 11). Identifying organizational culture 6.1 Corporate Culture in the US The worlds third largest country both in size and population, the United States is a nation moving forward rapidly and successfully with its unique cultural diversity. Today, the US is considered to have the strongest and most technologically powerful economy. (Communicaid Group Ltd. 2009) In the US people are more work oriented where individualism and equality are two main important aspects in the US corporate culture which has a significant effect on their business etiquettes (Cameron Robert). In the US performance is more important and individuals will be rewarded according to their achievements this is why individualism is important in the US. American business culture is task oriented. Paying attention to guidelines and rules dictated by business policies, laws and procedures is important in the US. 6.2 Corporate Culture in Thailand Thai people are mo re relationship oriented when doing business. International business practices are widely accepted for Thai business person. In general, Thais are naturally friendly and open-minded; however, there are some practices and values to be considered (Thailand Business Guide, 2010) Thai business people can accept new ideas quickly. Thai people are calm and quite. Thais take confrontation extremely seriously. In the west you loosing temper may be familiar and accepted where in Thailand its not accepted. There is nothing worse than an upset, impatient employer who is making demand on Thais. Acting this way will serve no purpose other than alienate. (Thailand Business Guide, 2010) 6.3 Cross Culture (United States Thailand) According to the research carried out its clear that from one country to another their business practises diverge. Culture in one country can be different from one another. What is suitable in the US will not be applicable in Thailand. Certain practises used by Becker will not be applicable in Thailand. His success in previous organizations can be a failure in the Regency. Understanding organizational culture at all levels is important because the culture points out both appropriate and inappropriate behaviours of the employees. According to the case Becker wanted his employees to think out of the box. He expected the employees to be creative, innovative and to make judgments to satisfy guest needs. Throughout my research I identified that being innovative and creative will help to achieve organizational goals. The culture Becker previously worked is a culture based on innovation and creativity. With his new placement in a different country (culture) he implemented the same theory assuming he will succeed. Contrary to the culture in Thailand and the US, the existing employees were used to a different organizational culture from the culture Becker worked previously. According to the case, under the previous management the responsibilities of the employees were to ensure that the instructions from their managers are carried our diligently and conscientiously. Innovation and creativity were discouraged. Indeed, employees were punished for their mistakes and discouraged from trying out ideas that had not been approved by management. As a result, employees were afraid to be innovative and to take risks. This can be due to the normal organizational culture carried out in the industry in Thailand. We assume that they were more task oriented. Team work was not encouraged and individual achievement was encouraged. An organizations culture also determines the way in which employees are rewarded. (Business Management Group, Inc) But without considering the performance of the employees everyone was rewarded with a yearend bonus. Because of this there can be dissatisfaction and un-equality among employees. Management tends to focus on a dominant source of motivation, such as pay, status, or opportunity for personal growth and achievement. The accessibility of management and the ways in which decisions are made are reflections of an organizations culture as well. (Business Management Group, Inc) Empowerment Empowerment can be defined as a term used to express the ways in which employees can make independent decisions without consulting their superiors. Employee empowerment can begin with training and converting a whole company to an empowerment model. Conversely it may merely mean giving employees the ability to make some decisions on their own (Murrell   Meredith) According to the case Becker is a strong believer in empowerment. He believes empowerment increases employee motivation, performance and job satisfaction. He expects employees to go beyond guidelines and make work more effective. According to Becker employee empowerment has always been a successful tool for him in the corporate culture. He believes that by introducing empowerment to the new organization will replicate his previous success in the industry. Implementing empowerment might not work in the new place where it will be difficult to change ones perception and employees will not like to deviate from his/her believes, attitudes and routines. Since empowerment is new to the existing employees they might not understand what Becker is expecting unless he should provide certain trainings to educate his subordinates. On the other hand empowerment will encourage the employees to be innovative, creative and make judgments. Managers believe when they delegate jobs, they are empowering their employees; empowerment is more than simple delegation. It is giving the employees the authority, training and resources to make decisions within defined boundaries. Through these actions, employees gain the power and potential to both grow and strengthen the company  (Weiss, W. H.) Existing employees at Regency had to go through administrative control which result more bureaucratic procedures in the organization. The front-counter employees needed to seek approval from their manager before they could upgrade guests to another category of room. The front-counter manager would then have to write and submit a report to the general manager justifying the upgrade With Beckers implementation of empowerment, the employees will have to follow his instruction if not there will be a contradictory between the employees and the general manager. In the previous management employees were punished for mistakes and they did not have the freedom to be innovative or creative or make decisions on their own. With Beckers new plan the employees might hesitate to adopt directly according to the change if relevant training and briefing isnt done appropriately. So Becker should communicate fully in order to build confidence among the fellow employees. 7.1 Advantages of implementing Empowerment at the Regency Gives more freedom for the employees to be innovative, creative and make decisions End output will be more effective More flexibility within the organization Motivated employees creates a good working environment 7.2 Disadvantages of implementing Empowerment at the Regency Fear about job security when the lower level employees in the organization have power/authority the existing managers will have a fear of losing their jobs. Employees might use the power un-necessarily There will be more people involved in the decision making process which might take more time and disagreement will rise resulting divergence. (Murrell   Meredith) Problems and symptoms Employees had lack of confidence High employee turnover rates within the organization due to delegation of authority With the implement of the new plan Becker did not monitor the progress of the new plan implemented Becker did not have alternatives if the plan of implementing empowerment failed Becker failed to identify/study the corporate culture of Thailand didnt study the culture before implementing new tools to the organization he is not a good consultative leader Assumptions were made without any prove based on personal judgement Employees who displayed initiative and made good decisions in satisfying the needs of the guests rarely received positive feedback from the superiors Becker did not take in to account the feedback he got from several managers the body language (nodding their heads) meant a disagreement to some extent Delegated authority without considering the impairment which will occur within the organization Proper organization structure was not implemented employees didnt know to whom they should report. Lack of organizing, planning and controlling Solutions 9.1 Having alternatives Empowerment is not the only tool to motivate employees in the corporate world.   By using performance appraisals, superiors can praise and recognize the employees at Regency who displayed good innovative and good decisions to satisfy customers. Employees like been appreciated and like to hear the superiors say that they have done a good job. Reward systems for their accomplishments such as incentives, salary increments, yearend bonus for good performers and promotions can be used to motivate employees rather than only using empowerment. A manager should always be transparent and should not be biased when evaluating ones performance. 9.2 Conduct research When implementing a new plan one should always study the culture and identify the need for change. According to the case, Regency was a profit making organization and the need for change was not necessarily important. Without studying the culture Becker implemented empowerment in to the organization based on his personal judgements. To motivate employees at Regency, Empowerment was not the appropriate tool. If prior research was conducted Becker would have introduced different tools to motivate employees. Its very important understand that corporate culture can vary from one country to another. 9.3 Conduct Trainings With the implementation of empowerment employees at Regency was not aware of what exactly they should do and was afraid to be innovative and to take risks due to the bureaucratic procedures conducted by the past management. In order to build confidence in employees, trainings, workshops such as Employee Performance Management trainings can be conducted to educate them about how important empowerment is to succeed in the corporate world. 9.4 Observe the employees By observing the employee superiors can identify what employees should stop doing, what employees should continue doing and what employees should start doing and write reports about relevant employees in order to be more effective and achieve desired goals. 9.5 Have a proper organization structure Becker had lack or planning, organizing and monitoring. He did not monitor after implementing the new plan. Once a new plan has been implemented its important to monitor the progress to see whether it has been effective throughout the organization structure. Close relationship with the employees According to the research Thai people are more relationship oriented so its important that Becker should have a more close relationship with the subordinates. Having meetings at least twice a week is important in order to build up a good relationship. Its important to listen to your subordinates. Active listening guarantees that the other party understood him or her. It is a necessary part of any exchange to motivate employees. 9.7 Decrease employee turnover To decrease employee turnover in future superiors existing should consult ex-employees and discuss the reasons for leaving and make decisions to avoid turnover in future and try to maintain a lower number of employee turnover within the organization. Implement better hiring decisions to fill in the existing gaps. 9.8 Keep employees up-to-date Its important to keep the employees informed about all changes that may affect them. When implementing tools within the organization its important that you make them aware about every single rule and regulation in order to avoid stress and un-efficiency. Recommendation Considering the above solutions the most appropriate recommendation is to first identify the difference between organizational cultures and when implementing new business practises its important to train and provide sufficient information to the employees in an organization. Conclusion The purpose of this report was to diagnose the problems in this case using organisational behaviour concepts and recommend solutions to overcome or minimise the problems and symptoms in this case. There are several solutions identified in order to minimise the problems and symptoms occurred during the implementation of empowerment at the Regency. Using several organizational behaviour concepts to diagnose the problems at the Regency, such as motivation, organizational culture, employee empowerment, crosses cultural effect and change. The report found out that what may be applicable in one culture will not always be applicable/suitable in a different organizational culture. Empowerment was not effective in Thailand though it was effective and gave excellent results in the US. There are a number of contradictory findings among different authors and therefore due to a lack of clear findings at this stage it is not possible to definitively state whether empowerment is the only method of motivating the workforce. Monitoring the progress once a new plan is implemented will greatly increase efficiency and productivity within the organisation. Having alternatives will have a great deal to do with the organizations progress and how it handles the various unexpected situations such as employee turnover and low profitability. Planning, organizing and monitoring the organization are important tools in order to succeed.

Critical Analysis of an Incident in a Clinical Setting :: Reflection Upon Nursing Skills

The purpose of this essay is to reflect and critically study an incident from a clinical setting whilst using a model of reflection. This will allow me to analyse and make sense of the incident and draw conclusions relating to personal learning outcomes. The significance of critical analysis and critical incidents will briefly be discussed followed by the process of reflection using the chosen model. The incident will then be described and analysed and the people involved introduced. (The names of the people involved have been changed to protect their privacy) and then I will examine issues raised in light of the recent literature relating to the incident. My essay will include a discussion of communication, interpersonal skills used in the incident, and finally evidence based practice. I will conclude with explaining what I have learned from the experience and how it will change my future actions. In accordance with the 2002 Nursing and Midwifery Council, the clients' details and placement setting has not been disclosed in order to maintain confidentiality. Critical incidents are snapshots of something that happens to a patient, their family or nurse. It may be something positive, or it could be a situation where someone has suffered in some way (Rich & Parker 2001). Reflection and analysis of critical incidents is widely regarded as a valuable learning tool for nurses. The practice requires us to explore our actions and feelings and examine evidence-based literature, thus bridging the gap between theory and practice (Bailey 1995). It also affords us the opportunity of changing our way of thinking or practicing, for when we reflect on an incident we can learn valuable lessons from what did and did not work. In this way we develop self-awareness and skills in critical thinking and problem solving (Rich & Parker 2001). Critical incidents ??? "To be self aware is to be conscious of one's character, including beliefs, values, qualities, strengths and limitation. It is about knowing oneself" (Burnard 1992). I am going to use Gibbs (1988) Reflective Cycle. This because Gibbs is clear and precise allowing for description, analysis and evaluation of the experience helping the reflective practitioner to make sense of experiences and examine their practice. Taking action is the key; Gibbs prompts to formulate an action plan. This enables the reflective practitioner to look at their practice and see what they would change in the future, how they would develop/improve their practice. Gibbs (1988) consists of six stages to complete one cycle which is able to improve my nursing practice continuously and learning from the experience for better practice in the future.

The Castle Creative Writing

I walked down the narrow, moonlight lane on my way to the park. I was meeting Summer, Leon and Tiffany. It was really cold and it was beginning to get dark. I felt nervous walking down the lane as there were no lights. Eventually I got to the end of the lane and as I turned the corner I could see the park in the distance. I could hear summer laughing like a hyena. I carried on walking. Leon was shining the bright torch in my face. My eyes stung and I grabbed the torch from his plump, sticky hand. He grabbed it back holding it in one hand while holding a chocolate bar in the other. I explained why I was so late and asked what they were planning to do now that I had arrived. â€Å"We have just been playing dares and Tiffany dared one of us to go in the castle up on the hill at Florence's Gardens, but we're all scared!† explained Summer. She continued, â€Å"Why don't you go in there, Ryan?† Ryan, look ever so slightly scared, refused outright reminding us of all the stories about that castle, especially the one about the boy who went in almost twenty years ago and still hasn't been found. â€Å"Oh, they're just myths and rumours, you're not telling me you actually believe them, are you?† said Summer. â€Å"Well if you don't believe them, then you go in there, as you're so sure they're not true!† I shouted. Summer's smile dropped which made me wonder if she might be beginning to regret what she had just said, but Summer isn't the type of person to back down from a dare so she replied, â€Å"Fine, I will then. I'll prove to you it's all lies.† The castle was tall up on the hill overlooking long stretches of green fields. The walls of the castle were jet black and looked dull and dreary. Some of the windows were smashed and through them it was possible to see a glimpse of the dirty looking rooms inside, which were covered in dust and cobwebs. We began to make our way up the hill. By now it was pitch black and we were all extremely cold. The wind was blowing and the leaves on the trees were rustling and the wind gushed past. I was starting to feel scared. I could sense a creepy atmosphere around the castle; it reminded me of something out of a scary movie. I was beginning to think that I would prefer to be back at home, snuggled up in bed with a warm cup of hot chocolate. I don't know if the others felt the same but I definitely didn't want them to think I was scared so I just kept my feelings to myself and kept walking up the hill towards the castle. When we finally reached the huge wooden door Leon turned to Summer and pointed at it. â€Å"Go on then. If you're so brave, you go in there and come back and tell us what you find.† â€Å"Ok,† she whispered. There was a slight tremble in her voice, even though on the outside she was trying to look confident. As she gently pushed the door open, it creaked loudly. She turned back. Tiffany pushed her forward. â€Å"Go on!† she shouted. Summer turned back and began to make her entrance into the castle. Leon, Tiffany and I looked at one another. We stood in silence listening while we could hear Summer's footsteps as she journeyed further into the castle. The footsteps faded and Tiffany began to laugh. â€Å"I can't believe she is actually in there. I though that when we got here she would change her mind!† â€Å"Me, too,† agreed Leon. We sat down on the damp grass and began to discuss what we all thought Summer would find in there. All caught up in our conversation, we didn't realise how long she had been gone when we heard a long, high pitched scream. We all jumped up. Tiffany had a look of horror on her now pale face. â€Å"What's happened?† Leon exclaimed. I began to shout Summer's name hoping, that she would shout back, laughing, saying she was winding us up, and just trying to scare us. But there was no reply. â€Å"We should never have let her go in there.† I began to say. â€Å"I wonder if she's ok?† â€Å"One of us has to go in there,† said Tiffany sternly. â€Å"We have to go and rescue her. She is obviously in trouble.† Leon looked brave and agreed that he would go in and find Summer. I was extremely scared and nervous as I watched Leon go in the same door as Summer had gone in around half an hour ago. But I knew we had to do something, we couldn't just leave Summer in there. I know it was selfish but at that moment I just thought how glad I was that it was Leon going into the castle and not me. The next 10 minutes passed. Nothing. Leon and Summer were now in the house and neither Tiffany or I knew what was going on or if they were alright. â€Å"We've got to go in there!† whispered Tiffany. â€Å"Give it another 5 minutes† I began. But before I could even finish my sentence, she was running towards the doors and into the castle. I hesitated. I was so nervous it was unbelievable. I was shaking – I don't know whether it was because of the ice cold weather or because I was so scared, but I knew no matter how frightened I was I had to go in there. I slowly pushed open the door and peeked inside. It was pitch black. All I could see were the flickering lights ahead at the end of the long straight corridor that I was approaching. I slowly and carefully made my way towards the light. When I finally arrived at the end of the creepy corridor I was faced with two doors. One on my right and the other on the left. I went with my first instinct and choose the door on my right. I quietly pushed the door open and stepped through. It was another long corridor. There were cobwebs all over the place. Dust covered the dirty walls and carpet. I walked down the second corridor. Palms sweating with the fear of not knowing if I was going to get out of this castle alive. But I knew I couldn't go back now and I just had to keep walking. I must have only been walking for a minute or so, but it seemed like forever, when I caught a glimpse of another door ahead. As I approached it, so many thoughts were running through my head of what could be behind it. I hesitated for a second, then reached out to the door and pushed it hard. I was shocked when I saw darkness and felt a bitter cold come over me. I was in the outside world again! Suddenly, I heard a crash as the door slammed loudly behind me. I turned around and it was then I noticed that I was standing right where I was standing before I went in the castle and the door I came out of was the door I went in. I felt relieved and safe but then it dawned on me that I was alone. I still didn't know where the others were. They weren't anywhere around. I thought for a moment and came to the conclusion that they must still be in the house. Then I remembered there had been 2 doors when I had come to the end of the first corridor. They must have gone into the door on the left whereas I had chosen the door on the right. I had to go back and go through the door and try and find them, but as I tugged on the door handle to enter the castle for the second time something was wrong. The door was jammed. I pulled harder and harder on the door handle but it wouldn't budge. It's now a week on and I haven't seen my friends since. I hate thinking that they are going to be stuck in that castle for the rest of there lives – if they even are still alive.