Person Centred Planning

Organisational culture also described as the informal structure of an organisation or labelling an organisation as being institutionalised, in social care this can impact on the quality of care or support given to service users and the impact can be good or bad. According to Mullins as cited by D’Eath “the culture of an organisation is often defined as ‘the way we do things around here’ and may be characterised as the ‘personality’ of an organisation” (D’Eath, 2010, p.22). In this case study, White Meadows, a residential centre with 160 service users with moderate to severe intellectual and physical disabilities states that the service users that present with more challenging behaviours are rarely and sometimes never taken out for activities

With possible managerial changes the service users will be empowered. With effective Person Centred Planning each individual service user will engage in activities which are meaningful and relevant to their care plan. The service users will have advocates working alongside them and on their behalf and to ensure equality and fairness for all.

Both the Health Information and Quality Authority (HIQA) and Person Centred Planning (PCP) are important aspects of social care going forward, this assignment will highlight their effectiveness and also how they would impact on the health and wellbeing for the service users in White Meadows.

In 1972, Harrison identified four types of organisation culture. These included power culture, role culture, task culture and person culture (D’Eath, 2010). The service users with manageable behaviours in White Meadows participate in all outings and activities. This is fulfilling both their physical and social needs. This represents person culture as the opportunity of participation in social activities is presented to them. They lead active and fulfilling lifestyles and this gives them the potential to be involved within

Within services like White Meadows a person centred approach is about planning and delivering care and support with the input of the service user, by doing this the rights of the service user are being adhered too and they are being treated equally.

In conclusion, organisational culture can have a severe impact on the quality of care given to service users, and in this case the impact was not good for those who seemed to need more support in development. But by the senior manager instigating change with the help of HIQA guidelines and PCP, care can be improved and developed in a way that there is a feeling of inclusion and individual support, where all service users are treated equally.

References

D’Eath, M. (2010). Social care theory and practice 2. Galway: Health promotion research centre, NUIG.

D’Eath, M., & Power, M. (2010). Social care theory and practice 1. Galway: Health promotion research centre, NUIG.

Gleeson, C. (2010). Equality and diversity for social care workers. Galway: Health promotion research centre, NUIG.

Health Information and Quality Authority. (2009). National quality standards: residential services for people with disabilities.