Psychological well-being is about lives going well. It is the combination of feeling good and functioning effectively. Sustainable well-being does not require individuals to feel good all the time; the experience of painful emotions (e.g. disappointment, failure, grief) is a normal part of life, and being able to manage these negative or painful emotions is essential for long-term well-being. Psychological well-being is, however, compromised when negative emotions are extreme or very long lasting and interfere with a person's ability to function in his or her daily life.
The concept of feeling good incorporates not only the positive emotions of happiness and contentment, but also such emotions as interest, engagement, confidence, and affection. …show more content…
This means not allowing work to undermine our basic purposes and needs in our lives, and by extension those of our families and loved ones.
In this respect well-being is a hugely significant aspect of our work and careers. This is achieved by the following ways in our workplace:
Positive work culture: promoting positive work culture enables the staff to be aware of their individual contribution towards the organisation. Our aim is to strive and aim to care for the clients with dignity, compassion and care; the staff know that their role is to care with all the three key points.
Organisational management structure: staff being aware of the management structure, gives them a clear view that whose their line of contact first.
Training and development: we include all the training our staff require in order to perform their job role in a satisfying manner. We have staff from different nation working together, it’s sometimes difficult as most of them don’t have English as their first language, and they find it difficult to talk to residents, but they might be excellent carers, so we provide them with the English training to help them communicate with the residents and the …show more content…
CPD: we help each nurses to have their CPD ready for the revalidation, we also keep the record for the staff who attend the trainings and keep one copy of the certificate with us.
We have a training matrix for the staff, which then tells us the staff attending the mandatory training and the time it will be expired so that we arrange another session to run for them to renew their training. We also keep the record of the training by keeping the copy of the certificates the staff attain.
When assessing a potential new residents, we make sure that we are able to meet the needs of the residents within the home settings. When getting residents who are having challenging behaviour, we make sure our staff has attended the training to deal with residents with difficult behaviour.
When a new resident come in with a need that our staff is not trained for, we make sure we arrange the training as soon as possible, e.g. we had a resident who came in from hospital as an emergency admission with syringe driver in place, I was the only person who was trained for it last time, the rest of the staff were new staff. So our manager organised the hospice people to come and deliver the training so that the staff is then confident in doing this task next
The concept of feeling good incorporates not only the positive emotions of happiness and contentment, but also such emotions as interest, engagement, confidence, and affection. …show more content…
This means not allowing work to undermine our basic purposes and needs in our lives, and by extension those of our families and loved ones.
In this respect well-being is a hugely significant aspect of our work and careers. This is achieved by the following ways in our workplace:
Positive work culture: promoting positive work culture enables the staff to be aware of their individual contribution towards the organisation. Our aim is to strive and aim to care for the clients with dignity, compassion and care; the staff know that their role is to care with all the three key points.
Organisational management structure: staff being aware of the management structure, gives them a clear view that whose their line of contact first.
Training and development: we include all the training our staff require in order to perform their job role in a satisfying manner. We have staff from different nation working together, it’s sometimes difficult as most of them don’t have English as their first language, and they find it difficult to talk to residents, but they might be excellent carers, so we provide them with the English training to help them communicate with the residents and the …show more content…
CPD: we help each nurses to have their CPD ready for the revalidation, we also keep the record for the staff who attend the trainings and keep one copy of the certificate with us.
We have a training matrix for the staff, which then tells us the staff attending the mandatory training and the time it will be expired so that we arrange another session to run for them to renew their training. We also keep the record of the training by keeping the copy of the certificates the staff attain.
When assessing a potential new residents, we make sure that we are able to meet the needs of the residents within the home settings. When getting residents who are having challenging behaviour, we make sure our staff has attended the training to deal with residents with difficult behaviour.
When a new resident come in with a need that our staff is not trained for, we make sure we arrange the training as soon as possible, e.g. we had a resident who came in from hospital as an emergency admission with syringe driver in place, I was the only person who was trained for it last time, the rest of the staff were new staff. So our manager organised the hospice people to come and deliver the training so that the staff is then confident in doing this task next