Reference no: EM133075106

CHCPRP003 Reflect on and improve own professional practice

Task 1 - Workbook

1. Reflect on own practice 1.1 Undertake self-evaluation in conjunction with supervisors and/or peers
1.2 Reflect on and recognise the effect of values, beliefs and behaviour in practice
1.3 Share two-way, open and evaluative feedback with co-workers or peers
1.4 Actively seek and reflect on feedback from clients, organisations or other relevant sources
2. Enhance own practice 2.1 Determine improvements needed based on own evaluation and feedback from others
2.2 Identify potential support networks both internal and external to the organisation
2.3 Seek specialist advice or further training where need is identified
2.4 Recognise requirements for self-care and identify requirements for additional support
2.5 Devise, document and implement a self development plan that sets realistic goals and targets
3. Facilitate ongoing professional development 3.1 Access and review information on current and emerging industry developments and use these to improve practice
3.2 Assess and confirm own practice against ethical and legal requirements and opportunities
3.3 Identify and engage with opportunities to extend and expand own expertise
3.4 Regularly participate in review processes as a commitment to upgrading skills and knowledge

Part 1:
You will be instructed the week prior to commencing the subject to complete the Pre-reading task. This is a simple task. Read your Tabbner's, Chapter 17. Answer the questions and fill in the workbook below.

Part 2:
This is the final assessment tasks. These questions can be answered each week as you move through the content, or at the end of the subject. The due date will be negotiated with the facilitator.

Assessment task

Answer the following questions.
1. Explain what critical thinking means to you as a nurse.
2. What is ‘clinical reasoning'?
3. What is your understanding of problem based learning (PBL)?
4. Often, PBL is conducted in small groups with a case study simulating a real-life problem. What are the two questions the students must ask? What is the process to further solve the problem?
5. What is your understanding of reflective practice?
6. What is the difference between a reflective practitioner and self-reflection?
7. Define the following -
a. Empirical knowledge
b. Interpretive knowledge
c. Critical knowledge
8. Explain the benefits of keeping a reflective journal.
9. Read Case Study 16.1 - reflective practice journal entry. What are the learning outcomes from this incident?

1. Reflect own practice.
1.1 Undertake self-evaluation in conjunction with supervisors and / or peers.

Question 1 You have begun a new role at your work, and would like to evaluate your own performance after your first week. What are two (2) ways you could do this?

1. Reflect own practice.
1.1 Undertake self-evaluation in conjunction with supervisors and / or peers.

Question 2 You have begun a new role at your work, and would like to evaluate your own performance after your first week. What are two (2) ways you could do this?

Question 3 What are two (2) advantages of using peer supervision as a part of self evaluation?

Question 4 According to the Kolb Learning Cycle, what happens directly after you develop an idea?

Reflect on and recognise the effect of values, beliefs and behaviour in practice.

Activity - NMBA Code of Conduct Activity Sheet

Case study 1 - Under-involvement/lack of care

Summary of conduct

Mary is an enrolled nurse working in residential aged care.
Mary's colleagues had noticed that the residents in Mary's care were looking uncared for over several shifts and that wet sheets were unchanged and urine bottles not emptied. Mary was also spending a lot of time at the nurses' station while her residents were left unattended. Mary's manager raised the issues that both she and her colleagues had noticed with Mary.
Applying the Code of Conduct for nurses:
The code describes the principles of professional behaviour that guide safe practice, and clearly outlines the conduct expected of nurses by their colleagues and the broader community.
• Look through the principles in the Code of Conduct. Which principles apply to this case, and why?

Case study 2 - Cultural practice and respectful relationships

Summary of conduct
Michael is a registered nurse at a health care facility.
Michael was working when an intimate examination of a patient was required. The patient was anAboriginal woman. While Michael explained to the woman why the examination was required he did notask the woman if she was comfortable with him doing the examination.
The woman was uncomfortable with Michael doing the examination; however, she felt that she had nochoice. The woman's family made a complaint to the manager of the facility about Michael doing theexamination because he had not taken her personal and/or cultural preferences into account.
Applying the Code of conduct for nurses
• Look through the principles in the Code of Conduct. Which principles apply to this case, and why?

Case study 3 - Bullying and harassment.

Summary of conduct

Susan works as a midwife in a large public hospital and reported to her manager that she was being bullied and harassed by Anne, another midwife.
The bullying was in the form of demeaning and hurtful comments and was occurring on a daily basis. The bullying and harassment occurred in the workplace and via text messages to a personal mobile when Susan was away from the workplace.
The bullying led to Susan feeling stressed and no longer enjoying work.
Applying the Code of conduct for midwives
• Look through the principles in the Code of Conduct. Which principles apply to this case, and why?

Case study 4 - Professional boundaries
Summary of conduct
Elizabeth is a registered nurse who works in a mental health service.
While caring for a new patient, Elizabeth became very close with the patient's family. After several weeksof caring for the patient, Elizabeth began a sexual relationship with the patient's husband.
The patient made a notification (complaint) to the NMBA about Elizabeth's conduct.
Applying the Code of conduct for nurses
• Look through the principles in the Code of Conduct. Which principles apply to this case, and why?

Case study 5 - Confidentiality and privacy

Summary of conduct
John is a midwife working in the same hospital where a friend's ex-wife had recently given birth.
Although John was not involved in the care of the women, he accessed information about her and her baby. Without her consent, John then provided the information to his friend.
The woman was no longer in contact with her ex-husband and later discovered he had been provided with her confidential information. The woman reported the incident to the hospital.
Applying the Code of conduct for midwives
• Look through the principles in the Code of Conduct. Which principles apply to this case, and why?

1.2 Reflect on and recognise the effect of values, beliefs and behaviour in practice.

Case study:

Ricky is an Aboriginal and Torres Strait Islander health care worker working in an Indigenous community. Sometimes he feels like he is the glue that helps two groups of people join together for a shared common purpose. He helps people understand each other and learn about the values, belief systems and ideas that influence behaviour and feelings. He also acts as an advocate in situations where people have been treated unfairly or discriminated against. One recent case involved the family of an Aboriginal Elder with a disability that had been asked to leave a health care and rehabilitation facility as the staff were concerned about the multiple family and community members that kept attending the patient in care. They felt the family was disruptive, and the children were unruly. The NUM was heard to make derogatory comments about the family and their culture. She accused the Elder of being ‘lazy' and unwilling to participate in his rehabilitation.

Question 1: identify two (2) possible laws that may apply in this case study and explain how they are relevant.

Question 2: What is one () concept that the nurse manager might not value very highly?

Question 3: What are two (2) things that Ricky could do in this situation?

Share two-way, open and evaluative feedback with co-workers or peers.

Question 1 During a team meeting, a colleague suggests that you pay more attention to the way you speak to senior managers. What could you ask to obtain more useful feedback?

Question 2 You are mentoring a student nurse, and notice that she tends to arrive 10 - 15 minutes late most days, and misses most of the handover. She then rushes trying to get though the work, and does not appear to be organised. Her behaviour is affecting your own ability to get your work done. What would you say to provide some constructive feedback to this student?

Question 3 In a team meeting, it was agreed that every one would write their learning goals following their upcoming performance reviews. One team member has refused to hand in her work within the requested time, and keep stating she is ‘too busy'. What type of feedback could you provide to assist this person see the importance of their task?

1.4 Actively seek and reflect on feedback from clients, organisations or other relevant sources.

Case study.

Mary is a graduate nurse wanting to increase her skills in leading group education. She feels a career in nurse education is where she would like to head and has asked her ANUM to provide feedback on an education session on the importance of perioperative nutrition.
The session begins well. Mary greets her attendees by name and welcomes them to her session. Mary begins to get rattled as several people arrive late and upset her concentration, the audio-visual equipment stops working, which she attempts to problem solve, and some of the attendees begin to ask challenging questions, which she does not have the answers for. Some staff got up and left prior to the end of the session.

Mary's ANUM provides written feedback concentrating on group management, leadership skills, communication, safety, risk management and creativity. All of the comments are contain criticisms and suggestions for improvement, as she feels Mary did not perform at the level at which she would expect someone in her position. She says the session was poorly run, boring, involved poor equipment choices, and Mary's actions caused staff to leave part way through the session. There are no positive comments in the critique.

Mary is very angry when she reads the feedback. She throws a pen across the room, storms into the ANUM's office, tells her she does not know what she is talking about, and storms out.

Question 1 What are two (2) positive ways Mary could have responded to her supervisor's feedback?

Question 2 Who else could provide feedback to Mary following her session?

Question 3 How could Mary's supervisor have provided constructive feedback?

Question 4 Give one example of something the supervisor could do or say to make Mary more receptive to receiving feedback.

2. Enhance own practice.

Question 1 Describe two (2) ways a mentor could help you in developing your skills at work.

Question 2 What are three (3) examples of training that could help you build your skills?

Question 3 The knowledge needed for your job seems to have changed recently. What could you do to keep up?

Question 4 Is it appropriate to talk to a person from outside your organisation to seek specialist advice or support?

Attachment:- Reflect on and improve own professional practice.rar