Chcmgt 005 CASE Study - HAVE A LOOK PDF

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Case StudyCHCMGTManish Thapa (GT07892)Q Answer:The possible physical indicators are as follows: Counselors are experiencing overloaded.  There is a high demand of employees in the organization, which is producing pressure.The behavioral indicator are as follows: child welfare alerts have gone unc...

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Case Study CHCMGT005 Manish Thapa (GT07892) Q.1 Answer: The possible physical indicators are as follows:  

Counselors are experiencing overloaded. There is a high demand of employees in the organization, which is producing pressure.

The behavioral indicator are as follows:  

child welfare alerts have gone unclaimed, resulting in limited involvement in work duties. They are not performing their role/job tasks adequately.

Q.2 Answer: As a supervisor, Mary is responsible with ensuring that all employees get strict guidance regarding the standards expected of their own achievement. Employees must also be aware of both the behavior & standards that are required of managers, as well as how they should collaborate with leadership and other employees. It is Mary's responsibility to ensure that these needs are communicated to her personnel via role descriptions, organizational practices and regulations, and the use of effective communication abilities to alleviate tension for all employees and supervisors over individual ability. Q.3 Answer: The three actions Mary can take to support individual staff member to manage stress are as follows:   

Recognizing detection and alert indicators of work stress. Demonstrating compassion by encouraging the particular staff member by expressing attention and care, and enabling the worker to address their difficulties. Seeking help if Mary refuses to give good support to a worker. She can obtain support from the human resources department, a rehab supervisor, or the organization's Employee Assistance Program (EAP).

Q. 4. Answer: The two workplace practices she could adopt to accept and identify the diverse needs of these colleagues are as follows: 

Giving support and learning to coworkers. It enables staff to bring variations and builds a group culture that respects variations, acknowledges that each person has their own strong and weak points, and that all of them require your assistance and attention at some time.



Understanding customs through delving into cultural concerns in order to obtain a deeper understanding of the people with or who you interact. Some customs may be similar to your own, while others may be unique to the individual or their ethnic background.

Q.5 Answer: The company ought to have obvious and accurate available explanations of the kind of behavior and human success criteria that are required of its employees. Mary may frequently check her organization's progress in regard to these standards, which can assist discover and disclose any basic issues affecting staffs' stress and mental health.

Case Study 2: Q.6. Answer: The two sources of information that Mohamed can use are as follows:  

Managerial and supervisory guidelines. Gathered data from coworkers, service consumers, and his supervisors.

Case Study 3: Q.7. Answer: The questioning technique are as follows:  

Open-ended inquiries will elicit thorough responses from Fatima, allowing her to voice her worries. Closed-ended questions will offer relevant details and replies, allowing for a rapid evaluation.

Q. 8 Answer: While supporting Lin in the respite facility, the various information that terry and Fatima understand type and scale of the risk are as follows:  

Refer to the policy specified while dealing with the resident – Lin. A risk assessment report is must.

Q.9. Answer: If Fatima is still feeling very distressed about the incident after the debriefing, Tamara could refer her to:   

Counselling - Counsellors are trained to observe and offer advice on how to deal with difficult spots, emotions, and occurrences in a person's life. Psychology - A psychologist gives mental and behavioral help to persons who are unable to come back to work due to a distressing event. Doctors — If the worker has suffered bodily or mental trauma, a recommendation to a doctor could be necessary.

Q.10. Answer:

If Fatima was traumatized as a consequence of the occurrence, the queries used in the counseling session would need to be more encouraging and think positively. This avoids focusing on the bad parts of the situation and alleviates any additional stress on her. Fatima would be praised for her performance in the scenario and reminded that she is protected by the company.

Q.11. Answer: Two benefits of Adam reviewing the outcome of the debriefing includes are as follows: 

A clear perception of what happened and the ability to help Monika and her health.



Determines whether the processes in existence were followed and if they were successful. If the methods were ineffective, it gives possibilities for assessment and modification.

Q.12. Answer: The following record should be kept and completed by the organization:  

Incident reports. Records of the debriefing sessions for future reference.

Q.13. Answer: The following measures could be implemented by Adam to identify whether his team had gap skills relating to client-worker protocols and professional boundaries:

The following measures could be implemented by Adam to identify whether his team had gap skills relating to client-worker protocols and professional boundaries

The following measures could be implemented by Adam to identify whether his team had gap skills relating to client-worker protocols and professional boundaries 

Devise a plan after discussing with his employees on the processes and ethical bounds of their duties. This may be accomplished professionally by performing an employee survey. Coordination on focus group discussions and reflection workshops are alternative informal methods of identifying areas of need. Adam would have to gather all of the information from his discoveries and examine the areas that need greater assistance for staff and consumers, as well as determine what adjustments or upgrades are needed.

Q. 14. Answer: The three elements are as follows:   

Potential hazards or stumbling blocks. A recommended remedy to aid the worker's future development. A summary of the scenario or problem.

Q.15. Answer: The various signs are as follows:     

Loss of Confidence. Social withdrawal. General job dissatisfaction. Constant Tiredness. Dishevelled appearances....