Personal and Professional Development in Health & Social Care

Personal and Professional Development in Health & Social Care

Introduction
Healthcare industry is a very complex healthcare system. This is because of the increased
diversity of the stakeholders and the reduced homogeneity of the workforce. The increased
new trends in technology make the system even more complex and even more dynamic.
Additionally, the healthcare system expectations from the community are high, which causes
the establishment of new standards to ensure that healthcare quality is sustained. To do this,
the healthcare professionals are expected to continue learning to keep themselves abreast with
the emerging trends in the healthcare. This continued learning improves the professional
skills, competencies as well as behaviours, especially when interacting with the various
healthcare stakeholders (Ledlow & Coppola, 2011).
Task 1.1 Personal values and principles vs workplace values and principles
Personal values and principles are powerful instruments as they shape their professional
thinking and their interaction within the organization. The personal values and principles
form individual culture, as they impact on the contributions of the healthcare providers.
Personal values and beliefs are influenced by various factors including the social values,
instrumental, religious and political values (Healey, 2013). The instrumental values include
person’s acts such as empathy, honesty, courageousness and politeness. Through these
values, patient dignity and autonomy is respected. These instrumental values promote
implementation of nursing principles of justice, maleficence, beneficence and autonomy, thus
improving delivery of care at the Regent Ward. These personal values ensure that the
healthcare providers are competent and embrace cultural competencies (Ledlow & Coppola,
2011).

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The healthcare provider motivation and commitment shape their personal values and
principles. These are also influenced by the economic values within the healthcare facility.
For instance, implementation of standards that will ensures quality delivery of services such
as automated system will require large amount of money. Additionally, well paid employees
are well motivated if they are well paid than the overworked and underpaid employees
(Crow, 2008).
The social factors that influence personal values at the Regent wards include equality, justice
and freedom. These values ensures that the concepts of teamwork are attained, improving the
levels of trustworthiness, professionalism, reliability and competitiveness with other
healthcare providers in the neighbourhoods. Other factors that influence employees include
religious values, because spirituality is a core factor in healthcare. Respecting patient’s
cultural diversity and their religious beliefs improves their relationship with the healthcare,
improving the delivery of care (Ledlow & Coppola, 2011).
Task 1.2 Influence of personal culture on delivery of care
The healthcare system consists of from different cultural background. Respecting and
valuing other people’s culture and traditional background is the key for effective delivery of
services. At the Regent’s Ward, the healthcare respects their diversity and do not enforce
their cultures or values to other healthcare providers or the service users. This ensures that
patients are treated equally without discrimination. Cultural competence within the healthcare
organization ensures that the service users are protected from abuse, patient information is
held confidentially, privacy and dignity is sustained (Fatoki, 2014).
I come from a community that really uphold their culture, the Hispanic culture. Originally,
this culture influenced my productivity. To begin with, I felt awkward when assigned to take
care for patient of the opposite gender, especially the elderly. This is because it is a taboo to
see your seniors naked. Previously, I found myself interacting with people from my ethnic

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background because we tend to share values and believe. However, from nursing education
and experience, I understand the importance of professional relationship with the various
stakeholders including the workmates and the service users. I have learnt to interact with
people from different background, and have learnt to respect and value other cultures beliefs
and tradition (Rogers et al., 2013).
Additionally, my culture emphasizes on respect, empathy, honesty, and integrity. These
backgrounds has enabled me foster positive interactions that are used to foster quality care to
all clients without discrimination. However, the journey has not been easy as in this industry
involves interaction with people who have varying views and values. In some cases, the
patients make it difficult, especially if their values conflict with the professional values.
However, through effective interactions with the nurses, an awareness is established which
improves delivery of quality care, reducing healthcare disparities (Putnam, 2014).
Task 1.3 New Changes in healthcare that improve the delivery of care
The developments and new changes are achieved through learning during professional
studies. These are aimed at broadening students way of thinking and solving the problems.
Most of the healthcare changes are enhanced through information technology. The healthcare
educators, supervisors, managers and mentors improve healthcare developments and changes
through the use of refresher training programs and using content from the evidence based
practice. Student learning opportunities are also improved as they interact in formal and
informal learning activities such as voluntary services and professional development courses
(Melville-Wiseman, 2011).
At legislative level, the healthcare providers improve the quality of care by integrating new
changes and developments by reforming the existing ones and additions of new standards and
policies. These include acts such as Children Act 2000 and the Equal opportunities Act that is
used to ensure that people’s preferences and dignity are protected and maintained. Other

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legislatives that are important in shaping the healthcare include the Children Act 2004,
National Health Service Act 2006, Health and Safety Act 2012. These legislations improve
partnership and interagency collaborations, minimizing increased fragmentation in healthcare
department, which led to the death of baby Peter. This ensures that the NHS embrace the
proposed concepts, increased allocation of resources and ensures that there is pooled of
efforts and resources within the healthcare system (Rogers et al., 2013).
2.1 Assessment for the current skills as well as learning
The learning styles were introduced during my first year. Initially, they did not make any
sense as I was not conscious enough. The learning styles are important as they determine the
development of skills, abilities and core competencies. The learning styles include the aural,
solitary, logical and visual learning style. These learning styles have influenced by nursing
understanding in a positive way (Melville-Wiseman, 2011). For example, the solitary
learning style has improved my ability for critical thinking and analyses of context in a
holistic manner. This learning style has improved my ability to explore evidence based
practice, and the ability to convert challenges in the healthcare into opportunities. The social
learning has enabled to strengthen the interpersonal skills and improving the cultural
competencies. These improved my ability to value and respect other people’s cultures as well
as their preferences. The audio visual has been beneficial to me, especially when learning on
theories that need to be incorporated into clinical practice (Ledlow & Coppola, 2011).
These learning styles have improved my understanding of core principles and code of ethics
expected during the delivery of care. The use of case studies and case scenarios places me in
a situation that improves my critical thinking in a situation that is simulation of the reality.
This has improved my ability to interact with the peers and the service users. The benefits of
integrating all this learning system is that disadvantages of one type of learning styles are

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complemented by the advantage of the other, which stimulates my memory cells with ease
(McSheehy, 2010).
2.2 Personal Long, medium and short term goals as well as holistic goals
The development plan described below is based on my career objectives, competencies,
abilities and the areas that need to be improved. Findings from my personal evaluation
programs, my strengths include effective communication skills, rapid response, critical
thinking abilities and improved positivity and commitment to my career. This has enabled me
improve and grow effectively (Melville-Wiseman, 2011).
The main weakness includes poor leadership skills which is attributable to low self-
confidence. This has made me relax and fail to navigate the extra talents that lie within me.
Additionally, my mentor keeps on saying that I am not assertive and often lack initiative.
This implies that I have the tendency to initiate a program and will hardly see to its
completion. Additionally, I sometimes feel overwhelmed and increased anxiety, especially
when confronted with ethical dilemmas of increased workloads that needs to be addressed.
In a summary, the issues that need to be improved in my career include courage, self-
confidence, improve assertiveness and enhance my leadership skills (Yalli & Albrithen,
2011).
My aim is to improve the ability to undertake tasks with authority and increased
confidentiality. This implies that I need to develop an intervention that will help me believe
in my decision making, ideas and opinions, and explore other opportunities that will improve
my self-confidence. The short and median term goals include finishing a leadership program
that will help boost my confidence through the application of the principles taught. To
improve my decision making process, I will increase article reading practices by enrolling in
journal databases, which will enable me keep abreast with the study findings. The long term
goal is to ensure that I have the command and leadership skills. I also want to learn to

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remain calm even during challenging situations (Ledlow & Coppola, 2011). The timeline of
achieving these activities is shown in the table below.
Focus area 1
Start date: 11/11/2015
Short term goal: 10/12/2015
Long term goal: 18/1/2016

Focus area 2
Start date: 13/11/2015
Short term goal:
21/12/2015
Long term goal: 28/1/2016

Focus area 3
Start date 20/11/2016
Short term goal:
21/12/2015
Long term goal: 18/1/2016

2.3 Monitoring personal development against the personal competencies according to the
standards of health and social care
In order to remain relevant in this complex industry, it is important to ensure that there is
personal development is sustained. Monitoring personal development facilitates the
evaluation of whether the personal goals are in line with standards of the healthcare and the
core values of the Regent ward. Research indicates that personal development based on
external reasons such as pleasing of the bosses reduced the chance for commitment and
career fulfilment because they lack emotional satisfaction (Guru, 2009).
In this context, there will be monthly personal reviews of the proposed areas of the
development with the aim of identifying the extent of progress. Additionally, every week, I
will fill in a journal to reflect on my achievements and failures. This will facilitate when
tracking the progress and in identifying the areas that need improvement. Additionally, there
will be a periodic assessment with my mentor. My mentor will give pastoral support and
encourage me as I work towards improving my areas of weaknesses. I will also attend
developmental programs with the aim of having guidance from the experts in these fields
(Ledlow & Coppola, 2011).
2.4 Effectiveness of the PPD

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The main reason for PPD was developed is to ensure those professional skills and the core
competencies. This aims at ensuring that the professional goals and objectives of an
individual are promoted and ensure that there is safe delivery of care. Therefore, if the
positive professional attributes are achieved, the quality of care and professional
improvements are obtained automatically (McLaughlin & Scholar, 2014).
The evaluation process indicates that my self-confidence has improved considerably. This is
evidenced by my ability to implement strategies that are evidence based and those that
address the ethical dilemmas. I have become assertive and have managed to finish two
interventions into completion. The leadership skills have not yet been developed completely.
The issue of anxiety is also not fully covered. I have enrolled in psychosocial programs as the
anxiety behaviour has been traced from my childhood. This is important as it is indicated
that in healthcare profession, the professional interacts with people from the diverse
background. In summation, I have established that 75% of the target objectives have been
achieved (Ledlow & Coppola, 2011).
The PPD has enriched me with the ways to explore new areas with confidence. It has
improved my critical thinking ability. This has helped me identify new opportunities in the
healthcare that needs improvement, and has facilitated the ability to use research, interact
with mu superiors and respond according to my mentors feedback. This activity has improved
my organization skills, improved my commitment and responsibilities through continual
learning and professional development (Melville-Wiseman, 2011).
3.1 Various professional relationships in Regents Ward
Professional relationship involves the interaction between various stakeholders within the
healthcare facility. The first type of interaction reckoned at the Regent ward is that of service
user and health care providers. Effective interaction between the two improves the trust and
cohesion, which improves the livery of care (McSheehy, 2010). The healthcare provider must

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inform the service user about the health complication, its management, prevention and
alternative medicine that is available. The healthcare provider must respect patient
preferences and choices must be respected. Other patient rights including privacy, dignity and
justice must be observed. This improves the nature of the relationship and the ultimate
delivery of care (Ledlow & Coppola, 2011).
The second type of interaction is that between the healthcare staff within the organization.
Evidence base research indicates that healthcare facilities that works as a team improves
productivity of the facility. Therefore, the staff must learn to work in partnership, respecting
one another choices in order to improve delivery of care. This cohesion in healthcare enables
the staff to share their experiences and to brainstorm on issues that are of ethical concern. To
sustain cohesion between the staff, the organization must promote cultural competency.
Disciplinary actions must be undertaken for people who bully, discriminate or even harass
other staff members (McSheehy, 2010).
Lastly, there is the relationship between the various external organizations. This includes the
regulatory bodies and other healthcare facility. Positive relationship improves the healthcare
facility competitiveness within the region. Increasing trust between the various stakeholders
involved improves collaboration, and consequently, improved patient satisfaction through
effective delivery of care (Ledlow & Coppola, 2011).
3.2 promoting and supporting patient rights at the Regents Ward
My main responsibility is to ensure that I offer support to patient in all ways possible to
improve their health. My first responsibility is that of caregiving. This entails ensuring that
the patient needs and wants are met holistically. To effectively meet these demands, I will use
Maslow’s hierarchy of need, so as to ensure that patient health and quality of care is sustained
(Yalli & Albrithen, 2011).

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My responsibility as educator includes ensuring that people’s health literacy and knowledge
is improved. Patient will be taught on ways to manage their health, life style modification and
other aspects of alternative care for the health complications. As an advocate, I will ensure
that patient’s preferences are protected at the Regent Ward. I will also ensure that patients are
respected, dignity upheld and that there is no discrimination based on their socio economic
status, gender or ethnic background. Additionally, I will ensure that the patient
confidentiality, privacy and person’s wishes as well as views are maintained. This is will
facilitate in ensuring that disparities within the healthcare are reduced through the promotion
of cultural competency (McSheehy, 2010).
Additionally, I have the responsibility to ensure that the patient undergo smooth transition
from the healthcare facility to home. This will be done by establishing trust between the
healthcare user and the healthcare providers. Ethical attributes and principles such as
dependency, trustworthiness, reliability and honesty will be highly promoted. This will help
respecting other people views, value and self-esteem, which will improve interaction and
quality of care (Ledlow & Coppola, 2011).
3.3 Emerging issues of professional relationship
One of the common issues that affect professional relationship is the ethical dilemma from
the established relationship. This is because establishing too much trust between a nurse and
a patient could lead to vulnerability, especially if there is overreliance on the healthcare
provider. This especially affects patients who have longer hospitalization days. The peaceful
interaction between the healthcare provider and the patient is interfered once the patient is
discharged. In this context, it is the responsibility of the healthcare providers to ensure that
the professional boundaries are not surpassed. Additionally, they should ensure that the
patient is self-reliant and all psychological issues that could arise in the future are addresses
accordingly (Ledlow & Coppola, 2011).

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Other issues that arise include the conflicts between the cultural values and principles with
that of the healthcare. This includes issues such as behavioural risks and confidentiality.
For instance, if a child has to be vaccinated to prevent them from acquiring communicable
infection can be difficult if the patient religion and culture does not believe in vaccination. In
this content, who should the healthcare provider follow, the law that insists that all children
welfare must be protected, or the patient wishes? In this context, it is important to seek
solutions from higher authorities to describe if they can refer the client other alternative care
medicine of same religion and one that will accord quality care (Yalli & Albrithen, 2011).
The issue of confidentiality and disclosure is also common within the healthcare industry. If
the patient discloses to a healthcare provider of a deep secret about their health condition or
mistreatment at their homes or healthcare facility, should the healthcare provider report the
matter to the authorities, or should they respect patient confidentiality. In my views, if the
information disclosed affects the healthcare user, it must be reported to avoid more harm to
the patient (Ledlow & Coppola, 2011).
4.1 healthcare contributions in delivering care at the Regents
At the Regent ward, my responsibility is to ensure that quality care is delivered. This is
achieved by developing patient centred care plan, identifying the most effective interventions,
and implementation of the interventions. In order this to occur. There is need to ensure that
there is effective communication between the various stakeholders, in order to ensure that
patient needs as indicated by Maslow are met. This also includes in-depth analysis of the
evidence based research with the aim of determining the new strategies in healthcare that can
be integrated at Regent healthcare facility (Ledlow & Coppola, 2011).
For example, I have been actively involved in the installation of an automated system that
involves issuing of a patient tag that has a bar code. This bar code is used to retrieve patient
information at all healthcare departments the patient will visit within Regent healthcare

Personal and Professional Development in Health & Social Care

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facility. This aims at reducing patient identification errors that have been the key issue of
concern at the Regent ward (Fatoki, 2014).
4.2 healthcare providers limits effects at the Regents ward
Every healthcare staff is give responsibilities based on their experiences, qualifications and
talent. As trainee, my ability of participation within the clinical matter is limited. For
example, I am not allowed to perform any clinical activity unless I am supervised. In all
decisions made on tasks assigned must be in agreement with the mentor and supervisor. This
includes the processes of administering medication or giving clinical advice to the patients
(Healey, 2013).
In some situations, my opinion has been disregarded by my peers, which has taken toll on my
confidence level. I feel that these limitations at the Regent ward affect the organization in a
negative way. This is because they insist on standards and procedures, and have zero
tolerance to new ideas. This is a barrier to innovative thinking and continual improvement of
the healthcare facility (Rogers et al., 2013).
4.3 minimizing barriers in in Regents ward
Effective teamwork is the key factor in minimizing barriers at the healthcare facility.
Effective teamwork is very vital in the delivery of quality care. Teamwork is faced by
various barriers such as poor communication, interpersonal interaction and leadership. This
often leads to distrust and reduces employee’s motivation, especially if the healthcare facility
does not promote innovative thinking. This is the key challenge at the Regent Ward facility
(Guru, 2009).
To effectively eradicate these barriers, there is need to establish effective leadership. This
includes a type of leadership that ensures that there is improved communication, trust, and
honesty within the organization. The healthcare facility leaders should establish programs
that will ensure cohesiveness between the team members including team building activities

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which will ensure that the colleagues trust each other. Leaders must also empower the staff
by ensuring that they deliver care according to the employee’s abilities, focus on their
individualised performances and offer criticism that is constructive whenever necessary. The
leaders should enrol the staff in professional motivation programs to ensure that the
employees remain motivated, have professional development and improve the delivery of
services (Ledlow & Coppola, 2011).
4.4 Ways to contribute to team’s effectiveness in Regents ward
All healthcare staff contribution is very valuable and important. This is because it improves
the quality of care. I have contributed significantly at the Regent ward in various activities
including sharing my opinion and support to my peers, which improved delivery of care,
Additionally, I have excellent interpersonal skills, which enabled me solve disputes and
conflicts between my colleagues, especially when making decisions on ethical dilemma
matters (Crow, 2008).
My main contribution involved conducting research to determine the new EBP strategies in
which can be integrated in the Regent ward. For example, I have been actively involved in
the installation of an automated system that involves issuing of a patient tag that has a bar
code. This bar code is used to retrieve patient information at all healthcare departments the
patient will visit within Regent healthcare facility. This aims at reducing patient identification
errors that have been the key issue of concern at the Regent ward. The current research that I
am undertaking is strategies to minimize surgical sites infections (Yalli & Albrithen, 2011).
Conclusion
In summation, the healthcare system is dynamic and complex system. To maintain high
quality and ethical standards, healthcare professionals are expected to continue learning to
keep themselves abreast with the emerging trends in the healthcare. This continued learning

Personal and Professional Development in Health & Social Care

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improves the professional skills, competencies as well as behaviours, especially when
interacting with the various healthcare stakeholders

Personal and Professional Development in Health & Social Care

14

References
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Fatoki, O. (2014). The Personal Values of University Students in South Africa. MJSS.

Guru, S. (2009). Islam and Social Work: Debating Values, Transforming Practice. Health &
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Healey, C. (2013). Development of a plan for improved recruitment and retention of Hispanic
practical nursing students. Nurse Education Today, 33(1), 10-12.

Ledlow, G., & Coppola, M. (2011). Leadership for health professionals. Sudbury, Mass.:
Jones and Bartlett.
McLaughlin, H., & Scholar, H. (2014). Advancing Excellence in Social Work Education.
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McSheehy, L. (2010). The National Skills Academy for Social Care: A values-based model
of excellence in training and learning in adult social care. Journal Of Care Services
Management, 4(4), 280-285.
Melville-Wiseman, J. (2011). Professional sexual abuse in mental health services. Social
Work And Social Sciences Review, 15(3), 26-43.

Putnam, M. (2014). The Importance of Peer Reviewers for Advancing the Field. Journal Of
Gerontological Social Work, 58(1), 1-2.

Rogers, A., Gualco, K., Hinckle, C., & Baber, R. (2013). Cultivating Interest and
Competency in Gerontological Social Work: Opportunities for Undergraduate
Education. Journal Of Gerontological Social Work, 56(4), 335-355.

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Yalli, N., & Albrithen, A. (2011). The Perceptions of the Personal and Professional Factors
Influencing Social Workers in Hospitals: A Qualitative Analysis. Social Work In Health
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