5 Bsbwor 502 Assessment task 1 PDF

Preview

Summary

Download 5 Bsbwor 502 Assessment task 1 PDF

Description

BSBWOR502 LEAD AND MANAGE TEAM EFFECTIVENESS ASSESSMENT TASK 1

Unit of competency: Name of your trainer/assessor:

Unit code: BSBWOR502 Title:Lead and manage team effectiveness

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Your name: Your postal address: Company / organisation(if applicable) Student Phone: Student Phone (mobile): Email:

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

1

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Small business Company policies and procedures establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policies and procedures are in place to protect the rights of workers as well as the business interests of employers. Depending on the needs of the organization, various policies and procedures establish rules regarding employee conduct, attendance, dress code, privacy and other areas related to the terms and conditions of employment. Employee Conduct Policies An employee conduct policy establishes the duties and responsibilities each employee must adhere to as a condition of employment. Conduct policies are in place as a guideline for appropriate employee behaviour, and they outline things such as proper dress code, workplace safety procedures, harassment policies and policies regarding computer and Internet usage. Such policies also outline the procedures employers may utilize to discipline inappropriate behaviour, including warnings or employee termination. Companies are increasingly paying attention to bullying behaviour as a serious issue and beginning to adopt policies in this area as well. Anti-bullying policies focus on repeated hostile behaviour, identify reporting mechanisms and describe the consequences for employees who engage in persistent bullying behaviour. Equal Opportunity Policies Equal opportunity laws are rules that promote fair treatment in the workplace. Most organizations implement equal opportunity policies – anti-discrimination and affirmative action policies, for example – to encourage unprejudiced behaviour within the workplace. These policies discourage inappropriate behaviour from employees, supervisors and independent contractors in regard to the race, gender, sexual orientation or religious and cultural beliefs of another person within the organization. Attendance and Time off Policies Attendance policies set rules and guidelines surrounding employee adherence to work schedules. Attendance policies define how employees may schedule time off or notify superiors of an absence or late arrival. This policy also sets forth the consequences for failing to adhere to a schedule. For example, employers may allow only a certain number of absences within a specified time frame. The attendance policy discusses the disciplinary action employees face if they miss more days than the company allows.

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

2

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Substance Abuse Policies Many companies have substance abuse policies that prohibit the use of drugs, alcohol and tobacco products during work hours, on company property or during company functions. These policies often outline smoking procedures employees must follow if allowed to smoke on business premises. Substance abuse policies also discuss the testing procedures for suspected drug and alcohol abuse. Workplace Security Policies Policies on security are in place to protect not only the people in an organization, but the physical and intellectual property as well. Policies may cover entrance to a facility, such as the use of ID cards and the procedures for signing in a guest. Equipment such as a company laptop or smartphone may need to be signed out. Computer security is a high priority for firms these days. Policies cover a variety of topics, such as the frequency for changing passwords, reporting phishing attempts and log-on procedures. Use of personal devices, such as a USB drive you bring from home, may also be restricted to prevent to unintended spread of computer viruses and other malware. Work Health and Safety Policy Workplace injuries can affect your business in a number of ways including decreased productivity, sick pay obligations and the cost of finding a replacement. WHS policies highlight safety procedures and the responsibilities of all employees to keep the workplace safe. Bullying, Harassment and Discrimination Policy Did you know an employer can be held legally responsible for acts of discrimination or harassment in their business? In order to minimise this risk, the business must show they have taken all reasonable steps to prevent discrimination or harassment from occurring. However in the absence of a comprehensive policy, this is almost impossible! Having a policy in place communicates clearly to employees what constitutes bullying, sexual harassment, discrimination and any other form of inappropriate behaviour at work. A good policy will also outline procedures for dealing with complaints.

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

3

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Code of Conduct A Code of Conduct is important for setting the standards of behaviour you expect from your employees. Common issues such as dress code, mobile phone use, punctuality and the use of company property will be included in a Code of Conduct. By outlining unacceptable behaviour and educating employees on business values through a policy, you are in a better position to manage unacceptable conduct in the workplace if and when it arises. Drug and Alcohol Policy The use of drug and alcohol during and outside of work hours can present significant safety risks and costs to your business through injuries, absenteeism and lost productivity. A drug and alcohol policy can promote and maintain a risk-free work environment while outlining the rights a business to test employees for drug-use. Leave Policy For businesses that experience seasonal busy periods, a leave policy can be extremely valuable. A leave policy can include ‘blackout’ periods during busy periods with increased notice periods for employees applying for leave, to ensure you aren’t understaffed. Grievance Policy Most businesses will have to deal with a workplace dispute at some point. Having a grievance policy in place acts as an important tool for employees to understand what steps they should follow when handling a complaint. Performance Counselling and Discipline Policy Performance management is a common practice within any business, but can often be a delicate process. A policy will assist you in remaining compliant with requirements of procedural fairness and provide guidance on how unacceptable conduct will be dealt with. Internet and Email Policy With the increased use of technology in businesses, it is important to manage inappropriate internet usage. An internet and email policy will define appropriate use of company computers and internet resources, as well as the consequences an employee may face for breaching the policy.

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

4

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Social Media Policy Social media use is rapidly increasing and becoming incorporated into our working lives. A social media policy is essential to protecting your company’s reputation, especially if employees list their place of employment on their profiles. On social media, lines between professional and personal networks can become blurred, so it is a good idea to let employees know that how they behave on social media reflects on the business, and therefore will be regulated. Privacy Policy Employers have a responsibility to safeguard the personal information of employees and customers. Therefore, businesses must have a policy in place articulating how their private information is used and managed. A privacy policy makes it clear what information is allowed to be made public and what is required to stay private or within the walls of the company. A privacy policy should include employee health records and personal information such as addresses, phone numbers and emails. Employer’s duty of care There are a number of duties that are owed by an employer to an employee. These include, but are not limited to:    

The duty to provide competent staff; The duty to provide a safe place to work; The duty to provide proper and adequate materials; and The duty to provide a safe system of work and supervision.

Duty of care Duty of care is a difficult term to define as there isn’t a legal definition of the concept (except in occupational health and safety legislation). Duty of care comes under the legal concept of negligence, and negligence belongs to the domain of common law. Common law is also known as judge-made law as the decision about guilt is decided using legal precedence and community attitudes and expectations. That is, there hasn’t been an Act of Parliament passed defining what is legal or illegal but rather the decision is based on what is considered appropriate or not appropriate at a particular time in history. Principles of negligence There are four key factors that are essential in deciding whether or not someone is negligent. They are: 1. 2. 3. 4.

duty of care standard of care breach of duty of care harm or loss.

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

5

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Duty of care This refers to the obligation to take responsible care to avoid injury to a person whom, it can be reasonably foreseen, might be injured by an act or omission. A duty of care exists when someone’s actions could reasonably be expected to affect other people. If someone is relying on you to be careful, and that reliance is, in the circumstances, reasonable, then it will generally be the case that you owe them a duty of care. You need to be clear about exactly what the nature of the care or support is that you are providing, and on which the person is relying. Failure to exercise care in that situation may lead to foreseeable injury (in other words it could have been avoided with due care taken). Standard to care Standard of care refers to what is expected of any other reasonable person/worker who performs the same duties. This is not about having to be the perfect worker but about being good enough and doing your job as well as any other worker. Judges when making their decisions regarding whether or not a worker has failed to provide a reasonable standard of care looks at many factors such as:      

training that the worker has received laws and regulations practicalities relating to the situation needs of others in the situation current trends in the industry community values and attitudes.

Breach of duty of care A breach of duty of care exists when it is proven that the person who is negligent has not provided the appropriate standard of care. That is, the worker (or agency) has done something that they shouldn’t have done or failed to do something they should have done. Harm or loss Harm or loss has to happen if someone is going to sue a worker for negligence. A worker is only deemed legally liable if a client is injured whilst in their care, if it can be proven that the worker has been negligent. This depends on a number of factors, such as whether:  the worker owed the client a duty of care  the injury suffered by the client was reasonably foreseeable  the worker failed to take reasonable care to prevent the injury from occurring  the harm was a direct result of the breach of duty. Fulfilling duty of care responsibilities Fulfilling duty of care responsibilities involves ensuring that adequate care is taken to avoid injury. To do this, keep the following things in mind. Foreseeable injury Regarding assessing a certain activity or situation for foreseeable injury to a client or others, keep in mind: BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

6

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

   

prior knowledge of the person and their capacities the dangers of the situation the person’s awareness of risks assessments/reports regarding the person’s needs and vulnerabilities.

You may have a client that wants to do something that, on quick reflection, seems dangerous (such as a person with a disability abseiling), however, when you look more closely at their capabilities and their awareness of the risk involved, with certain precautions it may be quite possible to minimise the risks with appropriate care. Seriousness of the injury Regarding assessing the likelihood of a potentially serious injury to a client, keep in mind the potential seriousness of the injury, even where the likelihood of it occurring might seem quite remote. For example, a client who has a life-threatening allergy to eating shellfish needs to have care taken at all times, even if the chances of them eating shellfish are remote (eg it is never on the menu at the group home). The service should always be mindful that, in the rare event the client did come into contact with the food, their life would be at risk and thus take all precautions (such as have adrenalin on the premises to reverse the affect of the allergy). Values of workers In making an assessment of foreseeable risks and benefits of an activity for a client:   

always be aware of how staff values can influence a service’s definition of risk operate from the value base of the client make sure the client has access to information and support that will enable them to make decisions and to form their own values.

Doing what is reasonable to avoid injury In looking for ways to adjust activities or situations when necessary to minimise foreseeable harm, consider:  placing the least restriction on client’s rights  compromising the rights of as few people as possible. For example, if you have a client who is violent, you may need to curtail their access to certain areas of a group home without supervision, but that shouldn’t mean other residents should have their access restricted. Supporting people to confront risks safely To help balance foreseeable harm with benefits of an activity or situation, aim to empower clients to take control over and responsibility for the situations, including the risks, with which they are confronted. For example, if a client wants to move out of home and he requires support for daily living, encourage them to identify the potential risks and develop strategies to overcome them.

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

7

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

Safeguarding others from injury Remember that in your assessment of potential harm occurring duty of care does extend to other consumers and members of the public. For example, if you take a client who has challenging behaviours on an outing to the city, you must take precautions, with adequate supervision to ensure that no member of the public is harmed in any way. Role of agency policy and procedure Agencies in the CSI should always ensure that there is a clearly written policy and procedure, which enables staff to understand and perform their duty of care. Policy will vary according to the target group and agency context, but should include the following points: 1. encourage consumers, staff and significant others (such as parents and carers) to work together to cooperatively develop strategies and identify solutions for challenging duty of care issues 2. ensure that staff receive appropriate, relevant training and support to perform their duty of care. The following points are an example of what may be incorporated into a policy and procedure in relation to duty of care.  All employees need access to orientation training and induction that includes information about duty of care.  Employees need to seek advice and support from internal or external professionals to deal with issues that challenge duty of care and dignity of risk.  Appropriate documentation relating to daily duty of care responsibilities should be maintained at all times (eg case notes).  Information should be given to clients, staff, volunteers and significant others about considerations involved in evaluating duty of care issues. This should include information identifying duty of care obligations and the client’s right to experience and learn from risk taking.  Ensure that clients participate in decisions regarding their care arrangements and life style choices.  Issues relating to duty of care must be discussed with a manager or supervisor. As you can see, the thrust of duty of care policy is to collaborate with the relevant people involved and to be mindful of accountability and client rights. What to do if unsure about duty of care responsibilities As you have discovered, duty of care is a complex and grey area of responsibility in the community services area. Short of being a clairvoyant, there is very little that you can do to be able to predict with certainty whether a person will or will not be injured if they carry out a certain activity. All you can do is rely on a range of factors, such as: 

what you already know of that person’s capacities to carry out similar tasks safely

BSBWOR502 Lead and manage team effectiveness assessment task V1 Brighton Institute of Technology All rights reserved. No part of this work may be produced, published, communicated to the public or adapted without permission

8

BRIGHTON INSTITUTE OF TECHNOLOGY CRICOS Provider Code 02552G RTO No 21438

  

what you know of the person’s awareness of what risks might be involved and of how these can be avoided what you know of the dangers involved in the activity and of how equipped the person is to deal with these should they arise what you can learn from previous relevant assessments or reports regarding the person, their vulnerabilities and their skills.

Always be mindful to involve the client and significant others in the decision-making process and to document the action you decide to take, either in case notes or in the form of a report, if appropriate. You are accountable, as a professional worker, for the decisions that you make. Don’t forget to apply the old saying ‘Two heads are better than one’. Talk to your supervisor and other colleagues to help you weigh up the risks. However, it is important when making such judgements, particularly where compromises to people’s rights are made in the name of duty of care, that workers do...