Chctmgt 005 Answers PDF

Preview

Summary

Knowledge questions: What is the difference between chronic stress and acute stress? List one (1) possible impact of each. Ans: Acute stress is a shor-term stress and quickly goes away while chronic stress is a long-term stress and seems to be never ending. Acute Stress- Aggression Chronic Stress- D...

Description

Knowledge questions: 1. What is the difference between chronic stress and acute stress? List one (1) possible impact of each. Ans: Acute stress is a shor-term stress and quickly goes away while chronic stress is a long-term stress and seems to be never ending. Acute Stress- Aggression Chronic Stress- Depression

2. How might you recognise that a worker you are supervising is experiencing excessive and prolonged stress and burnout? Describe the support you could provide to ensure the worker fulfils their duty-ofcare obligations. Refer to two (2) effective communication skills in your answer. Ans: By examing the workers performance at work Evaluating the work records and behavior with their colleagues To ensure the worker fulfils their duty-of-care obligations the supervisor can help identifying the problems of causing burnout at work area and jointly work with them to solve such issues. The two effective communication skills may be:  Active and supportive listening  Open-ended questions

3. Describe two (2) impacts of grief. Ans: Uncontrolled emotions relating to difficulty in concentration and loss of interest at work. Loss of confidence, shortness of breath and loss of appetite.

4. List two (2) stress disorders that may result from being exposed to violent or threatening behavior. Ans: Post-Traumatic Stress Disorder and Acute Stress Disorder

5. What are the two (2) components common to psychological debriefing? Ans: Maintain Safe Environment Encourage exploration and acknowledgement

6. List three (3) guidelines that organisational protocols may provide when you are planning and preparing for a debriefing. Ans: Utilization of useful phrases for clarity of information and understanding Using closed questions for specific and concrete informations Usage of series of questioning framework

7. How soon should debriefing occur after an incident? Explain your reasons. Ans: The debriefing should be held within 3 to 7 days after the serious incident, when the staff has had enough time to absorb the experience. This is a structured, voluntary discussion aimed at taking an unusual event in perspective. It allows employees to clearly understand the serious incidents they have experienced and helps them establish a recovery process.

8. Explain two (2) methods for facilitating open discussion when conducting a debriefing and two (2) techniques for making the environment safe for discussion. Ans: For facilitating an open discussion:  Actively speaking and listening to the participant  Asking a lot of close-ended questions

For safer environment:  Respecting what they say and utilization of useful phrases for clarity of information  Showing neutral response to the client’s comments for better understanding

9. Provide an example of a technique that can be used during debriefing that will encourage the exploration and reflection of emotions related to the incident. Ans: Asking a lot of closed-ended questions can help in encouraging the exploration and reflection of emotions related to an incident. For example, in some of the cases the participants may not be comfortable in talking about their reactions or sharing emotions may be because they feel ashamed or angry or fear that they have done the wrong thing. Asking a series of such questions will make them express their reactions and emotions making them realize that they exist and values a lot to many people around them.

10. Explain the coping strategy that people commonly use for switching off their emotions. Explain the effectiveness of this technique. Ans: Coping is the ability to manage threatening, challenging, or potentially harmful situations and is crucial for well-being. Coping strategies may be behavioral or cognitive. An example of behavioral coping is the use of self-statements focusing on competence, such as “I am a brave boy,” which can help children tolerate uncomfortable situations for a longer period of time. Effective coping strategies enable the individual to perceive some sense of control over the stressful event.

11. Identify three (3) organisational policies and procedures or protocols that may be relevant to crisis procedures. Ans: Recognise the signs- Recognise the early signs of employee distress and low morale. Seek assistance- In cases where you are unable to provide support seek help from HR department, rehabilitation case manager or through you organisation’s EAP. Flexibility- Provide flexible workplace such that the employee can feel safe and productive at work.

12. What does the Fair Work Act 2009 (Cth) say in relation to dispute resolution? List the first two (2) stages in a dispute resolution process. Ans: It explains how to avoid, manage and resolve disputes in any business. The first two stages in a dispute resolution process are:  a negotiated outcome, where the parties concerned resolve the issue themselves  a mediated outcome, where an independent mediator helps the parties arrive at their own agreement

13. What is meant by crisis intervention? Ans: Crisis intervention is an immediate, short-term counseling to stop a critical emotional incident such as an attempted suicide or drug overdose from getting worse.

14. What is meant by structured debriefing? Ans: Structured debriefing is a disciplined but flexible technique for learning through reflections, by sharing experiences, gathering informations and developing ideas for the future.

15. Identify an example each for internal and external referral sources related to debriefing. Ans: Internal referral sources- Operational Debriefing External referral sources- Critical Incident Stress Debriefing (CISD)

16. What services are available for employees through the Employee Assistance Program (EAP)? Ans: Online or face-to-face counseling to support employee’s wellbeing Counselling and conflict resolution services Stress management and wellness programs Solutions in handling and managing difficult situations

17. Identify two (2) indicators of significant issues being experienced by a worker. List two (2) ways to respond to those indicators. Ans: Two indicators are:  Difficulty in concentrating or remembering the instructions  Sudden changes in work performance Two ways to respond to those indicators are:  Talking about the instructions and reviewing them timely  Sharing their problems and emotions to provide them relief for some time

18. What is the legal and ethical requirement a supervisor must be aware of when a worker discusses personal matters with them during a debriefing session? Ans: Supervisor must know how to identify risks to wellbeing and offer appropriate support to protect colleagues from psychological injury. Where issues develop they need to have strategies in place to assist recovery and rehabilitation. Hence, the two ethical legal and ethical requirements are:  Knowledge on breaching ethics  Able to manage complex ethical issues and dilemmas

19. List three (3) sources you could refer to identify your professional boundaries and work responsibilities. Ans: The three sources are:  Professional codes of conduct  Position Description  Code of ethics

20. Identify four (4) practices you could use that acknowledge and accept workplace diversity. Ans: Stand up to discrimination Acknowledge holidays of all culture Mix up the teams Promote pay equity

21. Why is it important to regularly monitor how well your colleagues are performing in relation to both professional and personal standards? Ans: Monitoring how well your colleagues are performing in relation to professional and personal standards and noting absence and illness rates can alert you to issues that might pose risks to individual and general wellbeing in your workplace.

22. Identify three (3) areas you should consider when using self assessment as a strategy to monitor your workplace performance. Ans: The three areas are:  Communication Skills  Productivity  Creativity and innovation

23. Briefly describe the significance of regularly seeking formal and informal performance feedback. Ans: Formal and informal feedback plays a key role in influencing the effectiveness of the organization. Regular performance feedback allows your employees to confirm that they are doing well and show them where they can improve. Informal feedback is an effective way to guide employees in real time. Recording this feedback ensures that when the more formal performance evaluation is completed, there is background information about the employee's past performance and behavior.

24. What is the appropriate questioning method to encourage colleagues to explore and acknowledge their concerns? Provide two (2) examples of possible questions you would ask. Ans: Asking the right questions is at the core of effective communication and information sharing. By asking the right questions in a specific situation, you can improve a range of communication skills. For example, you can collect better information and learn more, build stronger relationships, lead others more effectively, and help others learn. The two examples are:  What is your next plan?  How are you going to solve this problem?...