Sarah, a service coordinator at LCDS, received a feedback form from a client, J...
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Sarah, a service coordinator at LCDS, received a feedback form from a client, James, who expressed dissatisfaction with his personal care service. James, who has cerebral palsy, mentioned that he felt uncomfortable with the personal care worker and that his preferences were not being respected.
Recognizing this as a potential breach of both ethical responsibilities and legal requirements under the DDA and NDIS Act, Sarah discussed the issue with her supervisor. They decided to arrange a meeting with James, his family, and the personal care worker to address the concern.
In the meeting, Sarah facilitated a discussion where James could express his concerns and preferences. The personal care worker was also given an opportunity to respond and learn from the feedback. After the meeting, a new care plan was devised that better addressed James's needs and preferences.
Seeing this incident as an opportunity for improvement, Sarah suggested a review of the induction training for new staff to include more emphasis on person-centered care and respecting client's preferences.
The case was also used as an anonymous case
study in the next staff meeting to foster learning and improve practice across
the organization.
Answer the following questions based on the scenario:1. How do LCDS incorporate a person-centered approach in their service delivery? Include specific examples from the case study in your response. 2. What quality management instruments do LCDS utilize to ensure that their services meet the standards? Include specific examples from the case study in your response. 3. What strategies do LCDS use to maintain health and safety in the workplace? Provide examples from the case study on how they mitigate risk. 4. How did LCDS respond to the feedback from James and what changes were implemented as a result?
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