Approaches to Challenging Behaviour: Assessment Answer
Contemporary Approaches to Managing Challenging Behaviour
Approaches to Challenging Behaviour:
- Values and Beliefs
Managing challenging behaviour is crucial to improve productivity and accomplish business goals. Challenging behaviour is something that contemporary managers are highly cautious about due to the rising danger of disruptions of change. The nature and characteristics of work and people are so drastically changing in recent times that it is impeding the organisational environment with rigidity and drastic transformations. One of the most significant approaches to manage challenging behaviour is the values and beliefs possessed by an organisation and the people associated with it (Crane and Matten, 2016).
Values and beliefs are something that acts as a guiding principle in managing challenging behaviour. Values and beliefs are those intensely rooted principles that help to determine what is right and what is wrong while being faced with challenging behaviour. It is also a dominant factor in helping an organisation as well as its people to make important decisions on managing challenging behaviour. Values and beliefs are also a key attribute in determining the culture of an organisation to deal with challenging behaviours. Some of the most important challenging behaviours in the workplace are peoples' skills, issues with quality and productivity, workplace diversity, empowering employees, ethical conducts, work-life conflicts etc. (Child, 2015). The approach of values and beliefs, in this context, is primarily to generate a mutual understanding between the people so that the necessity of a shared purpose and considerations can be obtained. Values and beliefs are considered to be the most important approach in managing challenging behaviour because it helps to build great operational relationships (Denhardt et al., 2018).
Values and beliefs help to align different goals of people in an organisation with their working intentions to mitigate challenging behaviours. The approach of values and beliefs makes people accountable for their actions by creating a difference in their attitude. The focus of values is to concentrate on detailing so that every single individual can feel important. Challenging behaviours often come from conflicts in fundamental ideologies which can presumably be mitigated by being absolutely honest in the opinions. Transparency is one key attribute of values and beliefs to manage challenging behaviour. It encourages people to keep their promises, be reliable and positive in their outlook (Di Ciccio et al., 2015). In the context of an organisation, the values and beliefs become specifically important because it helps the company to educate the team members on building a great relationship with each other. Like any other fields in life, perfection can only be accomplished with the help of a strong bond between individuals. Educating people on the values and beliefs is essential to ensure effective communication. The reason as to why effective communication is considered to be an integral part of the approach of values and beliefs in managing challenging behaviour is because of its potential to set clear goals and expectations. Therefore, values and beliefs are the most important approach in managing challenging behaviour not only because it improves peoples’ skill but also because of its potentials to empower people in that regard (DuBrin, 1989).
There is a strong connection between building positive relationships to manage challenging behaviours. Relationship plays a major role in managing challenging behaviour both in life and in work. Both in life and work, relationship infuses a strong foundation of a structure that helps to develop enthusiasm and passion for mitigating challenging behaviour. For instance, if a teacher comes across challenging and unruly behaviour from a student, he or she can make the process of learning fun by using the interests of the students to control their behaviour. Humour is an integral part of any relationship. Therefore, the approach of relationship is to infuse passion, light-heartedness and understanding to mitigate issues of challenging behaviour in any field of life (Burden, 2016).
Another important approach to managing challenging behaviour is an assessment. The assessment of challenging behaviour is crucial to ensure effective management of the behavioural discords. The approach of assessment is necessary for managing challenging behaviour because it has the potential to deconstruct the complexity and protractions associated with challenging behaviour. For instance, people with learning disabilities have certain behavioural challenges which can be categorically characterised with the help of assessment (Guest, 2017). Assessment approach takes into consideration the developmental history of a people (e.g. a people with a learning disability) as well as their mental and physical health. This approach can equally apply to the context of an organisation where challenging behaviour might be a frequent issue to consider. Assessment helps to analyse the social and physical quality of employees in different circumstances. The reason as to why the approach of assessment is important is because it provides the necessary care to analyse the skills and capacities of initiatives to manage challenging behaviour (Hutchison, 2016).
- Reflection on Contemporary Approaches to Managing Challenging Behaviour based on Power and Culture:
I consider power and culture an integral part of managing challenging behaviour. Power and culture can both be strong or inventive as well as weak and toxic. The communication and integration of power and culture is defined by the interaction of people within an institution. Power and culture go hand in hand and is heavily influenced by the action we take. I have also observed that in the context of challenging behaviour, it is particularly difficult to change the culture because it includes changing the way we behave. So, changing the way we behave might transform the underlying culture that provokes challenging behaviour. Challenging behaviour might also be induced by the construct of power (Kincaid et al., 2016). For instance, acting as a leader emulates a power of authority and dominance which might be attributed as challenging behaviour for someone. So, the change of culture is necessary if the leader wants to mitigate the conflicts of challenging behaviour. Innovation comes with a cultural appreciation which also leads to an equal distribution of power. In my opinion, an equal distribution of power and culture establishes synchronisation between them so that challenging behaviours can be controlled. Management of challenging behaviour through power and culture is also necessary to promote enhanced skills of diversity, awareness about equal rights and encouragement to be productive (Nahum-Shani et al., 2015).
Power and culture define the skills of people in defining excellence in their particular arena of life. Challenging behaviour might also refer to an ethical dilemma. In life or work, we might come across certain situations where we fail to differentiate between what is right and what is wrong. Power along with culture creates a healthy environment and atmosphere around us that enhances our productivity and secures optimum satisfaction. A positive approach in life is something that we all desire. Competitive pressures have become so intense on us that it gives rise to pessimism and negativity. Cultural practices develop our potentials to control challenging behaviour by developing resilience, strength and fostering vitality (Rosenbach, 2018).
- Reflection on Contemporary Approaches to Managing Challenging Behaviour based on Human Rights:
Human Rights, in my opinion, are easy to become an issue while managing challenging behaviour. I would like to give an instance of challenging behaviour that people with disabilities might demonstrate in this context. Human rights issues might arise by both the challenging behaviour of these people as well as the attempts of other people in responding to these behaviours. It should be mentioned that an approach of human rights to manage challenging behaviour acts as a medium to balance the involvement of ethical issues. The primary function of human resource based approaches is to encourage positive behavioural patterns (Sohlberg and Mateer, 2017). It is imperative, in the context of managing challenging behaviour, that the standards of human rights, as well as promotion and protection of human rights, is maintained. In the context of managing challenging behaviour, I think that mere aid and assistance is not enough. I also think that the empowerment and promotion of sustainability to the most marginalised should account (Webb et al., 2015).
The primary agenda of the human rights-based approach is to support the challenges of a behavioural pattern that might affect the integrity of a person or an institution. The reason as to why I chose to reflect on human rights approaches in the context of managing challenging behaviour is to focus on the potentials of non-discrimination and equality. HRBA ensures that people with challenging behaviour in any field is not left out and that they are allowed with full possibilities to exhibit their rights so that they can participate in the decision-making process of their respective fields (Wright et al., 2017). For instance, patients with challenging behaviour might ask to exert their right to question about the care and support they are receiving. Simultaneously, I think that HRBA can potentially promote accountability in the context of managing challenging behaviour to respect, protect and fulfil human rights. HRBA plays a significant role in ensuring that standards of accountability are equal for everyone, whether or not possessing challenging behaviour. In a nutshell, in the context of managing challenging behaviour, HRBA takes into consideration the promotion of empowerment, authenticity of rights and non-discrimination (Zhao et al., 2017).