describe what action should be taken if the individuals wishes conflict with their plan of care in relation to health and safety and their risk assesment
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
unvalued, humiliated, distressed and degraded. You could also
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 centre 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. ]
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