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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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