Brief Overview for Social Work Portfolio - Outline Example

Brief overview for social work portfolio affiliation Brief overview for social work portfolio Task Learningstyles were established by Alan Mumford and Peter Honey, founded upon Kolb’s work, and they recognized four different learning preferences or styles, which are Reflector, Pragmatist, Theorist, and Activist. These are the learning methods that people naturally prefer, and they recommend that to maximize your personal learning it is important to understand your learning style. Learning style is important since they improve one’s learning processes and skills, and this opens up the complete process of improvement and self-scrutiny. Besides, they enable one to turn out to be smarter at acquiring a better fit amongst the learning opportunities and the method that you study best. This will make learning more effective, easier, and enjoyable. Finally, it helps one to expand his her bandwidth of expertise from which they develop benefits (Honey & Mumford 2006). Task 2 Spider diagrams are largely used in learning since they assist in creating ideas in a clearly and neatly structured layout. They enable one to think of the main concept and how the concepts are available in numerous parts. They help you to note down information and aggravate ideas. It begins with a central concept and branches out. They help the social workers to view the patients holistically, identify the solutions and needs, and develop a care plan, building affiliations with the family and the patient, among others. Finally, it also enables them to be proactive, confident, flexible, assertive, and to be able to know what to prioritize over the other. Task 3 A portfolio is considered to be an operational document that is used often all through the student placement and the practice educator so as to review and set out learning results for the placement, to jot down assessments and to evaluate achievement and progress consistent with the progressive assessment principles. This portfolio enables the students to prove that at the end of their placement they are competent to practice skillfully and have attained the principles set forth in the Professional Capabilities Framework (PCF) at the needed level for the placement carried out. The PCF is an outcome statement that sets forth what a student social worker should understand and know so as to progress. During the assessment, the appropriate level should be demonstrated on the basis of the PCF so as to attain a Pass for the placement done. Task 4 Supervision meetings are sessions between supervisors and the support staff where performance at work is debated in an organized manner. These meetings take the procedure of a semi-structured discussions with the emphasis of inspiring conversation between the member of staff and the manager. Additionally, this meetings develop solutions and delegate new projects and tasks. Also, progress is also reviewed against an individual’s work plan, and the problems discussed. Social workers should expect to get the most out of this meetings by being helped to maximize their on job training and to be supported in the appropriate way best for their stage of development. Student social workers should be willing to gain experience and perform well in their duties as their progress will be used in the staff appraisal system. Task 5 Supervision notes are important in numerous aspects. Firstly, these notes are used in staffing as the supervisor can recommend who is the best candidate for the job since he or she is in the best position to fit the position. Supervisor notes can be used by the new employees to make them aware of what is needed in the workplace, the policies of the organization, and the facilities. Secondly, they guide the employees through counseling and guiding to help them advance and develop in their careers. Additionally, they establish performance standards for roles, jobs, and tasks of their employees. Finally, the supervisor’s notes provide feedback the top management on the performance of the employees and through this the management will know when to carry out performance appraisals, and which employees to reward for their hard work. Task 6 Feedback from experts, service users, associates, and their careers is among the significant tools in self-development and, therefore, contributes a lot to enhancing the individual. Feedbacks are the result of certain ideas, and they make the development process continuous. Giving feedbacks whether negative or positive are important. If taken seriously with the receivers, they enable them to be able to recognize their mistakes or achievements and this will assist them to make informed decisions on how to rectify the situation or how to increase their positive achievements. The giver of the feedback should give their views without being hypercritical and should stick to the unprejudiced realities. Task 7 A multidisciplinary team (MDT) must comprise of social workers, psychologists, clinical nurse specialists, medical secretaries, psychiatrists, and at times care, workers, advocacy workers, and counselors, among others. MDT meetings are aimed at discussing their work with individuals to make sure that every patient has a care plan that is best suited to their personal needs. The social workers emphasis is on the natural coping capabilities and the strong points of the service users and their families in their evaluation of individual’s needs. They are aimed at empowering the service users to gain access to resources and the services needed to recuperate and uphold good health and also achieve a noble quality of life in relation to their accommodation, occupation, leisure, income and relationships. Task 8 Interim reviews are a more focused and additional opportunity for the employee and supervisor to share feedback so as to ensure that performance remains on track with the needed job responsibilities and the agreed upon expectations and goals. Together with continuing value-added feedback, they also assist to reduce surprises and offer certifications in preparation for the cycle end evaluation of performance. Finally, this meetings will offer the employee with a chance to discuss important accomplishments or pinpoint obstacles or issues that are connected to their performance that need consideration from the supervisor. This is a training opportunity that the supervisor can use to help the employee through actions or words. Reference list Honey, P. & Mumford, A., 2006. The Learning Styles Questionnaire. In Learning Styles Questionnaire: 80 Item Version. pp. 1–7. Read More