C5347 Health and social care: Values and Principles in Healthcare

Personal Values:

Values refer to one’s own judgement, standard of behaviour or principle and ethics, beliefs of culture, religion, economy, religion, society and politics. They impact the health and social care delivery and change with respect to personal and professional experiences or changes (Gradinger et al. 2015). Values of an individual are shaped by the gender, family, education and life experiences and greatly impact health and social care. People adopt the values of their parents, believing in good or thinking negative is shaped by the high and low education respectively. Dominant values of culture such as winning attitude or more power for men are imbibed since childhood and remains through adulthood. Values and beliefs (rational or irrational) are formed by the number of people from opposite sex and good and bad events encountered in life (Gradinger et al. 2015).

Personal

Cultures:

My family upbringing and diverse culture have helped me respect equality and diversity and develop compassionate attitude. Experiences of both failure and success in college life have increased my self-awareness and problem solving skills. Value of respecting people since school days help me avoid prejudice, prevent discrimination and stigmatisation. My Cultures of gender equality may impact my work as there are culture say Islam where women are no allowed to access reproductive health care. Legislations in my practice has helped me identify health safety and welfare issues. Lack of training is the barrier to implement care considering the social, economic and environmental well being of client (Billett 2016).

Theories: 150

Seedhouse theory arguably changes the general concept of healthcare promotional practice. As per the seedhouse theory the healthcare practitioners have change their professional and personal values that regulates their work culture and regular practices. The confusion between facts and values can develop the noticeable operational conflict in healthcare management and practices. The seedhouse theory offers the Foundations theory of health promotion to develop further description of healthcare operational goals and activities.

The heritage cycle of cultural values and ethics shows that the understanding, valuing, caring and enjoying revolve in a systematic cyclic way. The cultural heritage of anyone is gown up from enjoying the work by understanding the process that makes the person valuing by caring the people.

As per the theory of 7 Dimension of Compassion, the willingness towards the personal and professional reflection over the regular is regulated by seven interconnected factors of individual lifestyle and behaviour namely Physical, Intellectual, Emotional, Social, Spiritual, Occupational, and Environmental (Marlowe et al. 2015).

Twelvetrees of Tracking Inequality allows to identify the functional and potential inequality of a group of individuals through three ways namely Educational tracking, Performance Tracking, and Cultural tracking. As per this theory these three components regulate most of the functionality of a person.

Legislations: 150

Human Rights Act allow a person or a organisation to learn about equality and anti discriminating cultures and personal as well as professional perspective. Human rights impact the organisational practice of human resource management. At the same time, it also helps to develop the personal ethics and morality against the cultural and social stereotypes and stigma.

Code of Conduct enforces the ethical and legitimate practice within the organisation as well as in the social and cultural boundaries. Code of conduct can be enforced by the regulatory authorities or the social ethics through implanting specific approaches in a disciplined way that can change the cultural environment of a organisation or a society towards the positive direction.

Care Act 2014 allow a healthcare organisation to perform their activities under a legalised supervision. This rule consists of many operational regulations that monitors and maintain the regular functional practice of a healthcare centre.

Helth and Safety at workplace allow the employers as well as the employees to build up the most effective way of organisational environment that can ensure the safe and secured work culture. The purpose of this regulations is to ensure the psychological and physically healthy work culture and regular practices ( Gradinger et al. 2015).

Equal opportunities allow an organisation to make essential functional practices that provides equal opportunities to all employees irrespective of their cultural, social and economical background.

Confidentiality regulations are also known as the data protection and security act that states the copyright protection of valuable data and information as the subject under the surveillance of owner.

Bullying and Harassment regulation prevent the employees to conduct any unexpected or illegal activities that can harm the physical or mental status of other individual. Most of the time this regulations are being handled by the HRM department of the organisation.

Conflicts between personal and professional values and the impact on work:

Each of the regulations namely anti discrimination, health and safety, equal opportunities and others has their own mode of application in both personal and professional platform. On the other hand, all of these regulations have their individual perspective to monitor and maintain social and cultural ethics. Therefore, sometimes this regulation creates significant conflicts at the time of implementation in regular life style (Brett et al. 2015). Apart from that, organisational culture and operational environment is the mixture of group activities. On the other hand, in personal lifestyle these regulatory acts can differ due to their operational diversities.

Appropriate organisational environment allows a healthcare organisation to perform their activities under a legalised supervision. This rule consists of many operational regulations that monitors and maintain the regular functional practice of a healthcare centre. All of these regulation can be applied at workplace allow the employers as well as the employees to build up the most effective way of organisational environment that can ensure the safe and secured work culture. The purpose of this regulations is to ensure the psychological and physically healthy work culture and regular practices. On the other hand the operational benefit of this regulation allow an organisation to make essential functional practices that provides equal opportunities to all employees irrespective of their cultural, social and economical background. On the other hand, to identify the functional and potential inequality of a group, an individual can determine his or her regular lifestyle and practices through various ways of Tracking (Billett 2016). More over it can be said, organisational culture and operational environment is the mixture of group activities. On the other hand, in personal lifestyle these regulatory acts can differ due to their operational diversities.

References

Billett, S., 2016. Learning through health care work: premises, contributions and practices. Medical education, 50(1), pp.124-131. 

Brett, J., Staniszewska, S., Mockford, C., Herron?Marx, S., Hughes, J., Tysall, C. and Suleman, R., 2014. Mapping the impact of patient and public involvement on health and social care research: a systematic review. Health Expectations, 17(5), pp.637-650.

Gradinger, F., Britten, N., Wyatt, K., Froggatt, K., Gibson, A., Jacoby, A., Lobban, F., Mayes, D., Snape, D., Rawcliffe, T. and Popay, J., 2015. Values associated with public involvement in health and social care research: a narrative review. Health Expectations, 18(5), pp.661-675. 

Marlowe, J.M., Appleton, C., Chinnery, S.A. and Van Stratum, S., 2015. The Integration of Personal and Professional Selves: Developing Students' Critical Awareness in Social Work Practice. Social Work Education, 34(1), pp.60-73.