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Impact of Health insurance and Safety Practices in Medical care Work

Introduction

The cases research focuses on the failings in a private hospital due to the non-compliance of health and safety that led to the death of 1 staff and critically injuring another. These failings have resulted in negative influences on the employees who have been affected, the family and friends of those who affected and the organisation who failed to comply with medical and safety laws.

The impact of the failings on the employees and their relatives

Financial

In the case study the first worker was financially damaged by the failings of the organisation to comply with health and safeness restrictions. The first staff to be damaged by the faulty equipment experienced third degree burns up to their hands. Third degree burns are the most unfortunate uses up, which require treatment. (Getty Doyle and George Doyle, 2014) Depending about how badly the uses up have influenced the function of the arms, the worker will suffer further loss if they have to stop working using their company job. This will likely prevent them from bringing in income to aid their responsabilities such as family; purchase addition treatment that they could additionally require in future. It must also be taken into consideration that this staff may never find employment again. If this is actually the case the individual will either have to depend on their support network or look for other resources of income such as benefits (GOV, 2015). This will also place the members of the family and relatives of the worker under pressure, the need to take on a few of the financial responsabilities of the worker no longer working and needing to support them when they may curently have their own needs and responsabilities to deal with.

Likewise, the next employee to have problems with the non-compliance of health and safe practices lost their life because of the severeness of the event. This will likely place a burden and great strain on the members of the family of the worker. They will have to invest money paying for funeral costs, obligations left out from the individual and taking responsibility for just about any other costs left out (Cordon et al, 2008).

Moral

During and after the incident experienced by the first worker, they experienced pain and can go through trauma of their experience (O'sullivan, 2012). Despite the employee confirming the incident it was not considering that the equipment was unfit to utilize and the staff member themself was blamed for mishandling the equipment. This in itself was unacceptable as the worker had already suffered without sense like the incident was their fault.

The second worker has lost their life which can not be fixed or substituted, because of the faltering of the company and the event that occurred might have been prevented had the correct health and safety precautions been carried out and practiced. The goal of health and interpersonal treatment is to extend life and wait death (McDermid and Bagshaw, 2009)

Physical and health implications

The first worker to suffer from the non-compliance of health insurance and safety by the hospital, experienced pain and stress. The physical ramifications of the incident can also lead to despair and reduction in self-confidence because of the change in his appearance. As mentioned, third degree burns up are the most severe burns and from this the employees nerves are destroyed affecting the way they are able to perform activities (Getty Doyle and George Doyle, 2014).

The health implication to the second employee was that they did not survive the event, as then that was the outcome on the health.

The organisation

Financial

After exploration from medical and Safety Executives (HSE) and police, it was discovered that the responsibility of the failings would fall onto a healthcare facility as a result of neglectfulness, having no satisfactory maintenance of equipment and staffs weren't trained to a satisfactory level to work with the device. The private clinic are affected financial loss and also have the financial responsibility for the staff who suffered. When the employee who suffered with the third degree melt away was to have financial costs to pay for their treatment and any consequences such as unhappiness, it will end up being the responsibility of the organisation, as it is their problem that this worker sustained those accidents. All organisations have employers liability insurance which will cover these costs, if the organisation failed to have this they would be breaching regulations BBC, 2000)

After the imprisonment of the managing director and around a hundred members of personnel involved in the event, the private clinic will lose out on production costs. The company will also need to make it important to recruit new staff; pay for training and change the way health and basic safety is executed and supervised in the organisation. As well as this financial implication the private hospitals reputation will also be put on the line due to their negligence, protecting against the sign up of new customers and also putting off potential staff.

Legal

Due to the occurrence being the fault of a healthcare facility, they will be required to pay reimbursement to the worker who suffered third degree melts away. The compensation is usually to cover the expense of lack of income and pain induced by the personal injury (Morris, 2013). Reimbursement will also be paid to the family of the worker who lost their life. This is because of the financial costs they will have also to help support any dependents of the employee.

Due to the results of the analysis the taking care of director of the private medical center and almost one hundred members of personnel at that clinic were given a sentence of twelve months in prison. That is a form of legal prosecution because of their failings and insufficient responsibility.

Moral

When the first event took place the employee reported it to the hospital. They handed it off as being the workers problem and held the faulty machine in used for staff, which resulted in the loss of life of the next worker. Got the organisation followed policies and procedures to keep an eye on equipment and acted on the first event, the fatality of the second worker might have been avoided. This shows a lack of care, respect ad consideration for their staff.

Conclusion

It can be seen how the impact of non-compliance with health insurance and safety measures, insurance policies, procedures and restrictions has resulted in implications on the personnel and their family members. Had a healthcare facility followed the health and safety precautions, the death of the employee might have been prevented and it might have also averted all losing the hospital were required to incur anticipated to neglectfulness by a huge amount of their staff.

3. 2 Analyse the potency of health and protection policies and routines at work in promoting a confident, healthy and safe culture

Introduction

In my past work working as a Support Helper, there were different regulations and practices used to promote a positive health insurance and safety culture. This was achieved through communication, training, providing staff with reviews and reporting health insurance and safe practices concerns to management.

Systems for communicating information and consulting with staff

The first practice was to talk about information on health and basic safety through different ways of communication. Those methods include appraisals, notifications, meetings, e-mails and posters. From my experience I found meetings to be one of the most effective methods utilized by managers and higher level experts of the organisation to connect and consult staff. This is credited to conferences allowing all levels of staff to make contributions and show their own experience on health and safety. In addition, it gives specialists the opportunity to communicate and work together directly, minimising the chances of barriers to conversing important information. During each reaching minutes were used to keep details of who went to meetings, that which was discussed, what contributions were made and what activities were to be studied on health insurance and safety. This promoted positive health and safety

Despite meetings being truly a way to promote positive health insurance and safety culture in my organisation, some personnel failed to make positive efforts and didn't achieve the actions that were known in the minutes. This would often problem the team. For instance, we discovered that a number of customers who used the service were high risk and staff such as myself bought this up through the team conference and developed the solution to produce a record of the customers so that people can hold the right health and safety solution when they used the service. However, some staff did not take time to identify the personnel, putting others staff and customers in danger.

Systems for reporting concerns and dealing with feedback

Other practices and regulations for promoting a positive health and safety culture in the organisation I did the trick for are systems for confirming health and basic safety concerns and management addressing responses from personnel. My organisation used meetings and staff studies. During the team meetings, managers would give opinions to personnel about their concerns about health insurance and safety and also took into consideration the proposals made to staff about ways of improving health and safeness in the organisation. Like previously mentioned meetings was a highly effective system used as what was discussed was recorded as data as well as getting the whole team present to ensure that everyone was aware. Myself and other staff also got the possibility to speak directly with managers about our concerns and what the right strategies were on dealing with health and safe practices concerns. Although, it was difficult to go over with one of the managers, this way also meant that the discussion was not registered and on some situations that manager had not been very supportive or dynamic in given staff feedback. Surveys were also provided by other degrees of the organisation, which gathered information out of every member of staff in the organisation, once the research were complete the two-team managers, and the mature director would give feedback during the team reaching.

Training in health insurance and safety

Training is another system that was used to market positive health and safety culture in my organisation. There have been multiple kinds of training such as distant learning training online and attending training times at a training centre. On my first day of occupation I needed induction training which released me to the organisational framework; fire evacuation plans and fire leave locations; health and safety equipment location and the appointed first aider and was presented with the files presenting me to the clients I would be responsible for. I was given access to an online portal containing the policies and types of procedures of the company such as lone working and Data Coverage Act 1998. I had developed to undergo further training on specific health and safeness needs of the customers such as Managing Aggression and Home abuse. The training that staff received by the company promoted positive health and protection culture as it managers recognized personnel in selecting their training so that it was focused on the needs of the clients these were providing services for, avoiding them from being overloaded with irrelevant information therefore that their time was allocated appropriately. Staffs were also required to give feedback by the end of each work out to make efforts to the way that training was provided and if indeed they noticed that any changes could be produced to increase the training.

Conclusion

Despite meetings being an effective practice to promote a positive health and safety culture in my organisation, it could be seen that the contribution of staff performs an important role in how positive medical and safe practices culture is. I also sensed that within my experience the way managers and senior pros in the organisation dealt with handling feedback from staff was not quite effective, despite it increasing personnel awareness on health insurance and safe practices and also increasing their efforts on managing health and safe practices in the organisation.

3. 3 Evaluate own contributions to placing the health and safety needs of individuals at the centre of practice.

Introduction

During my experience working as a Support Assistant, I caused vulnerable customers locally that needed support for Money; Benefits, debt and lease arrears; Health - emotional, physical, product misuse, sexual; Job and education; Real estate; Loneliness and isolation. (GOV, 2015) Within the organisation I did the trick for it was vital to place medical and basic safety needs of the those who used the service at the centre of practice.

My duties as a Support Associate that placed medical and basic safety needs of individuals at the centre of practice

My main responsibilities as a Support Assistant in relation to placing the health and basic safety needs of people at the centre of practice, was to work in partnership with other services to provide support to the clients in order to aid them in preserving their accommodation, support these to find accommodation and live independently at home and in the community. I was proficient at complying with my obligations as I actively did the trick well in multi-agency and multi disciplinary groups, using effective communication, respecting different knowledge, skills and know-how as well as making positive contributions to team work.

I carried out my obligations well always making the individuals the concentration of my good care and ensuring that through all support provided was because of their needs.

There were multiple aspects that managed to get difficult to place medical and protection needs of people at the centre of practice, one particular aspects being scarcity of staff. During my employment there have been times of high personnel turnaround, credited to issues with management. This intended that I'd have to defend myself against more situations of customers and needing to manage a higher workload of complicated cases. I had been still expected to take care of my time effectively and work within the same time frames, which I found difficult. I also believe that this limited my capacity to placing medical and safeness needs of people at the centre of practice.

My training as a Support Helper to place the health and safety needs of individuals at the centre of practice

On starting my work I was given an induction training on the company as a necessity under medical and Safety at Work Take action (HASAWA) 1974. (GOV. 2012) Some of the training that we received predicated on the health and safeness need of people were on THE INFO Protection Function 1998 which also includes confidentiality; Lone working policy and procedures; Open fire; Safeguarding of Vulnerable Adults (SOVA); Violence and Aggression policy and procedures; Carrying out risk assessments; Presents and Gratuities plan and types of procedures; The Reporting of Injuries, Diseases and Dangerous Occurrences Restrictions 2013.

During my occupation as a Support Employee I attended working out that was chosen by my team supervisor, to meet the health and safeness needs of the individuals using the organisation. Throughout my occupation I used my knowledge from training to deal with useful situations. This allowed me to place the needs of individuals at the centre of practice.

However, a restricted amount of working out required for inserting medical and security needs of individuals at the centre of practice was not open to me as a support worker. Not surprisingly I was able to use my prior experience in health and social care to manage health and basic safety in order to put the needs of individuals at the centre of practice. For example, part of my responsibility to putting medical and security needs of individuals at the centre of practice was to partner up with Support Employees to wait home assessments of the clients. These home assessments included undertaking risk assessments, requesting the clients questions and positively hearing them. Risk assessments were used to identify the needs of the customers, which through my work I would help support through employed in relationship and with other firms.

Despite training allowing me to add towards placing medical and safeness needs of people at the centre of practice, I found that it was not always effective in every situation. Although training is a kind of preparation for health insurance and safety measures, true to life situations range and I had to be in a position to gain experience in dealing with health and security through my sensible work.

My interactions as a Support Assistant with individuals, categories and agencies

As a Support Assistant I was required to use individuals, groups and businesses. I interacted with individuals (customers) in accordance with the organisation plans I used the individual centred methodology of promoting individuals right to make options and up to date decisions to be able to put their health insurance and safe practices needs at the centre of practice. In order to achieve this I used effective communication skills of listen, being empathetic, clarity, feedback and using appropriate communication options for the individuals needs (Doyle, 2016). As well as using effective communication I functioned locally to meet individuals at their homes for people that have physical and mental needs and after the submission of customers.

However, on some situations my interactions with a few of the individuals could have been better. For instance, during an discussion with a customer who wanted permanent casing he became ambitious because he had not been getting what he required from the service being provided. The customer did not feel that his individual's needs were being achieved by the service. However, he failed to understand that there is a subscription process that was required to collect his information including a risk assessment and needs analysis to be able to meet his needs. During this interaction I feel that I possibly could have been assertive, which would have allowed me to minimise his aggression and interactive with him better to place his health and safety needs at the centre of practice.

My interactions within a group were one of my advantages that allowed me to produce a positive contribution towards putting medical and safe practices needs of individuals at the centre of practice. The team had a good romance, which allowed constant interactions through meetings, group conversations and general discussions on how to promote medical and safety of individuals. During group relationships I was able to contribute my ideas, experiences and knowledge which was always taken into account and also interacted with the group to get information and knowledge and skills that could help me to making more and better contributions to positioning the health and protection needs of individuals at the centre of practice.

As effective as my interactions were, the connections with agencies were not always very effective and made it difficult to put medical and security needs of people at the centre of practice. As mentioned, part of my tasks were to work in partnership with other services and businesses, so good discussion was crucial. However, for relationships to be effective and beneficial it requires the cooperation and participation of both parties. From my experience I put full effort into interacting with other businesses, using different methods of communication to connect to the agencies if for any reason these were not available. This included sending e-mails using Information Communication Technology (ICT), writing words, making telephone calls and participating in the organisation immediately. I exhausted all efforts specially when medical and safeness needs of the individuals were high.

On many occasions the organisations did not connect to me. This is often for many reasons such as having other priorities, having other workloads aside from dealing with the individuals from my organisation plus some firms were just uncooperative for his or her own needs. Undesirable and ineffective connections meant that the health and security needs of individuals weren't always put at the centre of practice despite my contributions.

Conclusion

I assume that the efforts I made to placing the health and safe practices needs of individuals at the centre of practice was done to the best of my capacity and for me this was important due to the vulnerability of the clients who used the services. This was attained by encouraging customer participation; using my training to manage health and basic safety; complying and following organisational methods and using my communication skills to interact with individuals, communities and companies.

I discovered that despite the contributions I designed to placing the health and basic safety needs of people at the centre of practice there were factors that limited my efforts and made it difficult to effectively achieve such as bad relationship relationships, some connections being limited anticipated to poor relationship working plus some training not being accessible.

References

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Cordem et al. 2008. Financial Implications of Fatality of a Partner. Offered by: https://www. york. ac. uk/inst/spru/research/pdf/Bereavement. pdf (Accessed 7 March 2017)

Doyle, A. 2016. Top 10 10 Communication Skills for Work environment Success. Available at: https://www. thebalance. com/communication-skills-list-2063779 (Accessed 28 Feb 2017)

Doyle G and Doyle G. 2014. Uses up: home elevators first, second and third degree burns and how to treat them. Available at: http://www. netdoctor. co. uk/conditions/accidents-and-first-aid/a5366/burns/ (Accessed 7 March 2017)

GOV. 2012. Health insurance and safety training. Offered by: http://www. hse. gov. uk/pubns/indg345. pdf (Seen 28 Feb 2017)

GOV. 2015. Key Support. Available at: http://www. haringey. gov. uk/housing/housing-related-support-supporting-people/housing-related-support-services-and-charges/key-support#problems_and_issues (Accessed 28 Feb 2017)

GOV. 2015. Industrial Accidental injuries Disablement Benefits: complex guidance. Available at: https://www. gov. uk/government/publications/industrial-injuries-disablement-benefits-technical-guidance/industrial-injuries-disablement-)enefits-technical-guidance (Accessed 7 March 2017)

McDermid R and Bagshaw S. 2009. Prolonging life and delaying loss of life: The role of medical doctors in the context of limited rigorous care resources. Offered by: https://peh-med. biomedcentral. com/articles/10. 1186/1747-5341-4-3 (Accessed 7 March 2017)

Morris, I. 2013. Your protection under the law after an injury at work as well as how to claim compensation. Available at: https://dircect2compensation. co. uk/articles/work-accidents/your-rights-after-an-injury-at-work (Accessed 7 March 2017)

Nickle, B. 2013. The Coach Drain: Why training might not be the solution. Available at: http://www. leanhealthcareexchange. com/?p=3154 (Utilized 28 Feb 2017)

O'Sullivan, T. 2012. Workplace Trauma Can Induce PTSD. Offered by: http://www. lhsfna. org/index. cfm/lifelines/june-2012/workplace-trauma-can-trigger-ptsd/ (Accessed 7 March 2017)

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