Workplace Debriefing and Support Processes- myassignmenthelp

Question: Discuss about theWorkplace Debriefing and Support Processes. Answer: Introduction Group debriefing normally involves teams that work through numerous incidents at the workplace. On the other hand, Critical Incident Stress Debriefing refers to a crisis intervention process that is composed of seven phases which are normally used or applied in the organization after an event that is deemed to be significantly traumatic. Owing to the fact that the two new staff members of the Bright Future Group organization had already undergone the demobilization and defusing processes, it is important for the Mitchell Debriefing Model to be used. In order to ensure that Bright Future Group organization has the relevant procedures that will ensure that no bad incidences recur in the organization, appropriate and viable interventions will have to be put in place (Baker, 2017). The three debriefing sessions that will be put in place through the use of the Mitchell Debriefing Model are here below 1st debrief report Session Report Date 25TH SEPTEMBER 2017 Location TEAM LEADERS OFFICE Facilitator TEAM LEADER Attendees: TEAM LEADER TWO VOLUNTEERS COUNSELLOR Absent: TIM Session Goals: -The session was aimed at getting a guideline for the rest of the sessions -Minimize stress levels among the two volunteers who had been negatively affected by the incident. -Make them aware of how they should deal with such actions in future and enable them effectively handle stress. Debriefing Stages 1.Introduction The members present introduced themselves and eventually the facilitator described how the whole process shall be. The guidelines for the whole process and sessions were made and members were encouraged to get involved in the process freely (Higgins et al, 2017). However, for safety of all members, sessions were kept confidential and it was agreed that in the next meeting, the clients who witnessed the incident in which the two volunteers were racially abused by Tim will be called to shed some light on how it occurred (Merry et al, 2015). 2. Facts This session was aimed having participants especially the clients to provide vital information or facts regarding how the incident happened. Each of them was given a chance of providing a short description of what happened (Burns, 2016). The clients were also discouraged against discussing their personal reactions during the session 3. Phase 3: Thoughts-Staff members were asked regarding what they thought about the incident that happened. 4. Phase 4-Reactions-the affected victims who were the two volunteers were asked about the incident. 5. Phase 5: Symptoms-Victims were asked regarding the impacts of the incident on their personal and professional lives as well as on their context. 6. Phase 6: Teaching-After the identification of the impacts, corrective measures were taken in order to reduce such effects. 7-Phase 7: Entry: During the final stage, the two volunteers submitted their final statements and a summary of all the vital issues which were discussed during the sessions were made. Topics Covered Stress management, Conflict Resolution, and cultural and Individual differences. Referral Recommendations -Further sessions to be carried out in organizations regarding stress management. -Make all people aware on the best way of conflict resolution. -A counselor was at hand just in case the two volunteers required further counseling. They were also advised to seek for counseling from outside counselors if need be. Session Reflection-It is important for all and sundry to positively interact regardless of their cultural, ethical, religious, and cultural backgrounds since we are all one people. People should never be discriminated or be punished based on the above aspect and there is need that effective conflict management mechanisms are implemented in organizations across the world (Baker, 2017). 2nd Debrief Report Session Report Date 26TH SEPTEMBER 2017 Location TEAM LEADERS OFFICE Facilitator TEAM LEADER Attendees: TEAM LEADER TWO VOLUNTEERS COUNSELLOR Absent: TIM Session Goals: -The session was aimed at getting a guideline for the rest of the sessions -Inform the volunteers against actions to be taken against the culprit -Discuss on how the two will be compensated by the organization. Debriefing Stages 1.Introduction The members present introduced themselves as usual and the agenda for the day put forth (Merry et al, 2015). 2. Facts A review of what transpired in the previous session was made and a discussion on the actions to be taken against the culprit was made (Burns, 2016). 3. Phase 3: Thoughts-Staff members were to give their contributions on the actions to be taken against the culprit. 4. Phase 4-Reactions-Members reacted on the numerous disciplinary measures that had been put forth by members. 5. Phase 5: Symptoms-Victims were asked to suggest the final way of punishing the culprit. 6. Phase 6: Teaching-After the identification of appropriate disciplinary measures, all members agreed that in future, more harsh disciplinary actions will be meted on offenders. 7-Phase 7: Entry: During the final stage, the two volunteers thanked the facilitator for the action to be taken. Topics Covered Disciplinary measures and conflict resolution. Referral Recommendations -People who caused more grievous bodily harm to others to be sacked or be imprisoned instantly. -More harsh disciplinary actions to be meted against any offenders in the organizations. - Counselor was at hand just in case the two volunteers required further counseling. They were also advised to seek for counseling from outside counselors if need be. Session Reflection-People in the organization should learn to live with each other in peace and harmony (Baker, 2017). Third Debrief Report Session Report Date 26TH SEPTEMBER 2017 Location TEAM LEADERS OFFICE Facilitator TEAM LEADER Attendees: TEAM LEADER TWO VOLUNTEERS COUNSELLOR Absent: TIM Session Goals: -The session was aimed at getting a guideline for the rest of the sessions -Inform the volunteers against actions to be taken against the culprit -Discuss on how the two will be compensated by the organization. Debriefing Stages 1.Introduction The members present introduced themselves and a discussion on how the culprit would be arrested put forward (Merry et al, 2015). 2. Facts All people present discussed ways of ensuring that the offender Tim was brought forward and charged (Burns, 2016). 3. Phase 3: Thoughts-All people present held the view that Tim should be looked for and charged according to the rule of law. 4. Phase 4-Reactions-Members were very bitter about Tim and they swore that he should never be allowed back in the organization. 5. Phase 5: Symptoms-It was apparent that the two volunteers were happy of the decision that had been taken by management. 6. Phase 6: Teaching-All people were willing to give evidence in ensuing that Tim was charged against the incident. 7-Phase 7: Entry: During the final stage, the two volunteers thanked the facilitator for the action to be taken against the people who offended them. Topics Covered Disciplinary measures and conflict resolution. Referral Recommendations -People who caused more grievous bodily harm to others to be sacked or be imprisoned instantly. -More harsh disciplinary actions to be meted against any offenders in the organizations. - Counselor was at hand just in case the two volunteers required further counseling. They were also advised to seek for counseling from outside counselors if need be. Session Reflection-People in the organization should learn to live with each other in peace and harmony (Baker, 2017). References Baker, P. A. (2017). Attending to debriefing as post-incident support of care staff in intellectual disability challenging behaviour services: An exploratory study. International Journal of Positive Behavioural Support, 7(1), 38-44. Burns, B. (2016). Caring for colleagues through debriefing. Kai Tiaki Nursing New Zealand, 22, 12-42. Coughlan, B., Powell, D., Higgins, M. F. (2017). The Second Victim: a Review. European Journal of Obstetrics Gynecology and Reproductive Biology. Perry, W., Civil, I., Mitchell, S., Shuker, C., Merry, A. (2015). Reducing perioperative harm in New Zealand: the WHO Surgical Safety Checklist, briefings and debriefings, and venous thrombembolism prophylaxis.