Assessment Task 3 - Project (PT) Project (PT) Organisation need to be ableto supportworkers and conduct workplace debriefings. Answer the following questions and fill in the templates provided for the scenario below to show how an organisation can effectively support workers and conducta successful workplace debriefing session: Scenario lane is a 30-year-old woman who recently moved into a group home after the death of her mother who had been her primary carer. Jane has both a developmental dis ability and epilepsy. In addition, shehas problematic behaviour which includes verbal aggression. There aresome communication difficulties and workers don't yet kn ssages she is trying to convey through her behaviour. Since moving into the group home, Jane's incidents of verbal aggression have become a daily occurrence and have been progressing to physical aggression. One evening after dinner is finished it is time for lane to have a shower or bath, she becomes quite agitated and becomes physical aggressive, attacking her carer. Her carer is able to escape any physical harm from Jane's attack but is quite emotional and distraught from the experience. Several other residents and staff witnessed the attack and 2 of the carer's colleagues came to her aid, having to physically remove Jane from the situation. QUESTION S. Debriefing is an important of supporting workers in the workplace. It allows a workplace to establish whathappened, and how it can move forward correctly by addressing and problems and putting a plan in place to deal with them. Using the following template, plan a debriefing session for the scenario given. Debriefing Session Questions to ask Responses Follow Up Required 5. After a debriefing session, weneed to be ableto identify any indicator of risk. Using the following template Issues to consider Level of risk Possible controls Yes Low Med High Physical environment . human environment rather than a production process . layout relevant to the type of work undertaken spacious, well-lit and well-ventilated noiselevels controlled Equipme suitable for the job, user & environment planned, frequent maintenance Job content . provides opportunity for learning . lead to future goals desired by the job holder enable workers to contribute to decisions affecting their jobs ensure that goals & expectations are clear provide a degree of challenge provide training & information adequate to perform well . tasks form to provide a coherent job . tasks provide a variety of pace, method, location and skill . feedback on performance is provided responsibility for outcome and control of work Mana . acknowledges the value of contribution . clear, well communicated objectives . flexible enough to allow individuals a degree of control . proper balance between responsibilities & authority Training arrangements . for gaps in individual skills, knowledge & experience extend individual's skills & knowledge . to meet changes made in tasks, equipment & work practices The management of change . information made freely available to unions & employees . the use of training allowing time to 'acclimatise'/ adjust Working time extent of shiftwork, unsocial hours . overtime (paid/unpaid) flexibility rest breaks annual leave - amount, level, choice conditions fair payment systems & wage levels . fair procedures for dealing with grievances, discipline etc Support systems . advice, support (eg peer support), debriefing, etc (B) Remedial action: What remedial steps should be taken (in order of priority)
