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Developing Functions for Ideas and Information

The aim of this portfolio is to develop and implement processes to control ideas and information including:

  • communicated information to support others to achieve work responsibilities
  • facilitated employees' contributions to consultation on work issues
  • provided feedback on the outcomes of consultations
  • resolved issues elevated or referral to relevant personnel
  • established and/or implement insurance policies to ensure that the organisation's social diversity and ethical principles are adhered to

Flowcharts have been made to illustrate the procedure in handling these ideas.

1. 1 Diagram illustrating communicated information to support others to attain work responsibilities

1. 2 Diagram illustrating facilitated employees' contributions to discussion on work issues

1. 3 Diagram illustrating provided feedback on the outcomes of consultations

1. 4 Diagram illustrating the procedure from the fixed issues elevated or referral to relevant personnel

1. 5 Refer to appendix 1 &2 : Regulations to ensure that the organisation's social diversity and ethical values

  • Code of ethics for nurses, consumers, colleagues, community
  • Equal Opportunity Action 2010


This section seeks to provide information how leadership through our very own behaviour and professional do can promote trust within the company and with our external contacts.

Adjusting our own social communication style to meet the organisation's cultural variety and honest environment designed for, and manage, the use of networks to support identifiable final results for the team and the organisation is essential.

2. 1 Diagram illustrating professional carry out to promote rely upon the organisation and externally


This section aim to illustrate processes and systems to manage difficulties including:

  • identifying and resolving conflicts and other complications according to organisational guidelines and procedures
  • planning how to address difficulties
  • Providing information, counselling and support to aid co-workers in resolving their work difficulties
  • explained how systems, insurance policies and procedures can support the introduction of effective work human relationships focusing on interpersonal styles, communications, discussion, cultural and social sensitivity, networking and discord resolution


Sandra and I've the same level of experience on the ward. Sandra has used a fresh role on the medication committee. One on transfer, the manager elected me to be the nurse in control and Sandra didn't appreciate the actual fact she wasn't chosen to take action. As the evening progresses, Sandra's frame of mind was abrupt and inappropriate. Below is the chat that occurred

Sandra said: 'Can you sign this cellphone order with me'

I replied : 'I haven't been told the order, I cannot signal an order I haven't read unfortunately'

Being on the medication committee, Sandra is well aware that signing an order without facts is legally incorrect.

Sandra sighed: 'You always make things difficult'

I replied: ' I'm sure you need to do recognize that you are requesting me to do something beyond my range of practice and which is against the policy of the hospital, you are well alert to the implications'

I reiterated the fact that people are breaching the policy if we signal an order that was not clarified by the physician with 2 nurses.

Sandra was more annoyed and replied: 'Well then I'll ask another person to do it for me'

I replied: 'I suggest you contact the doctor and we both listen to the order'

I distanced myself from the rudeness and subjectivity and offered a solution

Sandra refused and said: 'No point, I simply need you to signal, I've already given the medication'

I was stunned by Sandra's action and phoned the physician who offered the order, but half the dosage of what Sandra administered. At this time, I know I had developed to do an instant performance review, as the patient's care and security was the top priority. I called Sandra in the office.

I asked: ' You could have been chosen to be on the medication committee because you are extremely up to date of the current policy and you simply always strived for the patient's protection and treatment. However, what happened today astonished me and you have implemented a medication not approved and the wrong dose. Afterward you insisted which i take accountability for it by signing for it. Why do you react therefore?'

Sandra sighed again and replied 'To be honest, I acquired offended that we wasn't chosen to maintain charge today'

I asked: 'Do you realize why you weren't in charge?'

Sandra said: 'No'

I replied: 'Well, because I got here last night and I understand all the patients so for best continuum of health care that's the reason the manager select me'

Sandra was embarrassed and said: 'Oh! Is the fact that why, now I feel awful!'

I discussed: 'You are as proficient as I am but today's decision is justified. However, you know the implications of your action and I'd like you to take responsibility and do an occurrence survey about the medication problem, as per a healthcare facility policy'

Sandra decided and apologized that she allowed herself to breach the plan because she was upset. Actions were considered by recruiting and Sandra was put on a performance management with guidance and training.

Below is a flowchart to illustrate the process about managing the difficulties that arose with Sandra

Appendix 1: Rules of Ethics for nurses, Retrieved 3 March 2017 from www. nursingmidwiferyboard. gov. au/

Appendix 2: Equivalent Opportunity Act 2010, Retrieved 3 March 2017 from www. humanrightscommission. vic. gov. au

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