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Q: describe actions to take in relation to identified risks
A: Once you have analysed and evaluated the risks in your workplace, you then need to draw up an action plan that details how to treat, get rid of or manage the risk. [ This could involve changing a treatment process or introducing a safer system that can control or act as a barrier to the risk. When treating identified risks consider: what are the existing controls? Are there gaps? what are your
objectives for treating the risk? what controls are practical and sustainable? Check with staff who work in the area. is the design of the control right? Is it helping you achieve your objectives? are you involving staff who will need to implement changes? The action plan will detail what work is done to manage and control risks and allow you to monitor changes over time. It will also identify the priorities for risk treatment and record which risks are to be tolerated. If you identify a major risk that cannot be managed or tolerated in your work area this needs to be discussed and dealt with by management. An example of risk toleration could be not installing the required number of hand-washing sinks in aging health premises, at huge cost, to meet current infection control recommendations. Risk control measures to make up for the lack of sinks could include easy availability of alcohol hand wash, good signage to existing sinks and notices to prompt hand washing. It could also include putting the refurbishment or replacement of older health premises onto the planning and capital works program. ]
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User: describe actions to take in relation to identified risks

Weegy: Once you have analysed and evaluated the risks in your workplace, you then need to draw up an action plan that details how to treat, get rid of or manage the risk. [ This could involve changing a treatment process or introducing a safer system that can control or act as a barrier to the risk. When treating identified risks consider: what are the existing controls? Are there gaps? what are your objectives for treating the risk? what controls are practical and sustainable? Check with staff who work in the area. is the design of the control right? Is it helping you achieve your objectives? are you involving staff who will need to implement changes? The action plan will detail what work is done to manage and control risks and allow you to monitor changes over time. It will also identify the priorities for risk treatment and record which risks are to be tolerated. If you identify a major risk that cannot be managed or tolerated in your work area this needs to be discussed and dealt with by management. An example of risk toleration could be not installing the required number of hand-washing sinks in aging health premises, at huge cost, to meet current infection control recommendations. Risk control measures to make up for the lack of sinks could include easy availability of alcohol hand wash, good signage to existing sinks and notices to prompt hand washing. It could also include putting the refurbishment or replacement of older health premises onto the planning and capital works program. ]
emdjay23|Points 873|

User: describe what action should be taken if the individuals wishes conflict with their plan of care in relation to heatlth and safety and their risk assesment

Weegy: Sometimes workplace polices and procedures in relation to moving and handling may conflict with someones wishes. [ For example, some workplaces have adopted no-lifting policies which mean that hoists are used for all people but what if a person does not want to be hoisted If dealt with incorrectly, this could leave people feeling undervalued, humiliated, distressed and degraded. You could also find yourself in trouble, because the persons basic human rights may have been violated. To prevent conflicts from developing between people and workplace policies relating to moving and positioning, it is best to involve people in their own risk assessments and mobility support plans in the first place, if appropriate. Risk assessments should focus on the needs of the person, not just the needs of the service provider. Where possible, people should be placed at the center of the planning process and given choice over their moving and positioning requirements, as they will have the best knowledge of their own mobility. The wishes of the person need to be balanced with the need to ensure that care staff are not put at risk through moving and positioning activities. Balancing the wishes of somebody with the rights of care workers will help promote a persons independence, autonomy and dignity. However, sometimes, a persons condition can change and their mobility can improve as well as deteriorate. This may lead to them changing their mind on how they wish to be moved or positioned. If their wishes conflict with their plan of support, it is important that you document this in the persons support plan and inform your manager. If the person wants to do more for themselves, you should encourage this, but be aware of their limitations are they trying to do too much too soon If the person refuses to be moved or turned, you should encourage them to move as much as possible by themselves. ]
Expert answered|sweetvhe|Points 80|

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Asked 4/4/2013 4:00:14 AM
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