...Case 1: Review the following case study. Discuss each point of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need...
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...INTRODUCTION This work will discuss about motivational interviewing (MI) the nurse’s role in helping motivation for change in client with alcohol dependence. For clarity purpose, key terms like MI and alcohol dependence shall be defined. The evidence of effectiveness of MI as a psychosocial intervention for alcohol dependence and policies underpinning the use as well as the strengths and weaknesses and ethical issues. This work will evaluate nurse’s role in providing care and treatment including health education and promotion by helping patients/client’s motivation for change. Through reflection on practise, the writer’s clinical placement practise experiences of working with alcohol dependent clients in the community shall be use for illustration. Name and place will not be mentioned due to patient’s confidentiality (NMC, 2008). In conclusion, recommendations will be made to improve practice. The aim of this work is to critically evaluate the effectiveness of MI as a psychosocial intervention in alcohol dependence. The rational and motivation for choosing to explore this topic is because of a particular interest in substance misuse nursing and experiences from using MI in the care and treatment of alcohol dependent clients. Alcohol dependence represents a major burden to the National Health Service (NHS) and the wider health and social care systems (alcohol concern, 2009, Cabinet Office, 2003). The Department of Health (2004) estimates that nationally, six percent of men...
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...Organisational Behaviour Queen’s Sport Staff Motivation Is Staff Motivation part of the Organisational Culture at Queen’s Sport? Do management of Queen’s Sport understand the factors which motivate their employees? By Frank McCusker January 2012 Table of Contents 1. Introduction and Literature Review 1. Introduction 2. Literature Review 2. Research into Staff Motivation at Queen’s Sport 1. Is there a culture of staff motivation within Queen’s Sport management? 2. Do employees recognise the importance staff motivation and do they believe there is a culture of staff motivation at Queen’s Sport? 3. What motivates Queen’s Sport employees to work? 4. Do management recognise the key motivating factors affecting their staff? 3. Results and Linked Theory 4. Conclusions 5. Bibliography 6. Appendices 1. Introduction and Literature Review 1.1 Introduction Ensuring staff are motivated is a fundamental objective of any organisation, and should be firmly cemented within the management culture of that organisation. Wiley (1997) points out that in order to improve productivity employers must understand what it is that motivates their employees. In today’s challenging economic climate organisations more than ever are being asked to perform...
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...supervision, and accurately and objectively identified higher risk juveniles who most need and can most benefit from rehabilitative treatment. Monthly statistics tell the story. In April 2007, the department was managing a caseload of 400 juveniles with a staff of 10 supervising field officers and an outpatient treatment budget of $120,000. Today, the total caseload is down to about 280, as the department has done a better job keeping very low risk youth out of the system altogether. Of those youth who do enter the system, some 150 low risk youth are supervised by 1 1/2 officers with diversion programs and minimal supervision, while the remaining officers are managing the 130 moderate to high risk juveniles (a 38% reduction in individual case load size) and providing individualized treatment through programs such as FFT (Functional Family Therapy) and T4C (Thinking for a Change)– cognitive behavioral programs that have shown through research to reduce a youth’s likelihood to reoffend. continued on page 8 Yolo County CA Probation Department Achieving Positive Outcomes with Assessments.com With her County experiencing a dramatic 70% reduction in juvenile residential placement over a three-year period, the chief of Yolo County Probation was being questioned by other juvenile justice...
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...Behaviour and Society Assignment 1 – Case Study - Chrissy Psychological constructs have been defined by Cronbach and Meehl, (1955) as anything related functionally to experiences behaviours and attitudes. Furthermore constructs are not what can be measured or seen but a manifestation of what has been agreed upon to name and identify those functions in one’s own mind. In the case study of Chrissy, a 25-year-old lawyer, various negative constructs are highlighted. These include risk behaviour as Chrissy has been a moderate smoker for the last 10 years, Chrissy’s associated risk perception, decreased motivation to exercise choosing to carpool than ride her bike and her low level of compliance to her asthma treatment plan. Risk behaviour is defined as an action that is associated with a loss, leading to negative outcomes (Van der Pligt, 1996, p. 34). Such factors as gender, age, ethnicity, socioeconomic status and personality can influence behaviour. Also a persons beliefs and attitudes can guide them to certain behavioural types. (Morrison & Bennett, 2009, p. 123). Usually people perceive their susceptibility risk of their behaviour on a comparison of their own risk to others, this usually equates to that perception of risk as being quite low (Vollrath et al, 1999). As with smokers, such as Chrissy, who states she is a moderate smoker, there will always be someone else who smokes more cigarettes and consequently shows no signs of illness, therefore there is a perception...
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...HUMAN PERFORMANCE TECHNOLOGY Case studies Summary/Application Briefing Sheet Case Reference Citation [APA, 6th Edition]: Gerson, R.F, (2006). The Missing Link in HPT. International Society for Performance Improvement, 10-17, Retrieved from http://www.ispi.org Summary Richard F, Gerson, CPT, PhD, understood the various theoretical models to help us understand how things worked. He described the HPT model as an ‘elegant in its simplistic and comprehensive in it application” [10]. After conducting research with professionals that had experience in and out of the field he determined that there may be gaps that were identifiable. He describes the seven step process for performance improvement; however, he more importantly recognized that there was a missing piece in the entire process that would play a significant role in the overall improvement process. Gerson recognized that the people who play integral roles in this process were the missing link in the overall process. “The people side of HPT and performance improvement...focused on what a performer brings to the performance situation, his or her motivational levels, and how emotions affect the performance. [11] There are various analysis that help determine how an organization and process is working in the current environmental conditions, but it is the performance of individuals that determines if the deficits can be met and goals be reached. A performer analysis will determine the motivation, attributions...
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...Personal Impact Paper: Lyme Disease Eric Bickhart University of Phoenix student NUR/427 August 4, 2014 Amy Highland Personal Impact Paper: Lyme Disease “Since its identification nearly 30 years ago, Lyme disease has continued to spread, and there have been increasing numbers of cases in the northeastern and north central US. The Lyme disease agent, Borrelia burgdorferi, causes infection by migration through tissues, adhesion to host cells and evasion of immune clearance” (Steere, 2004). This disease is transmitted to humans from the bite of the Blacklegged (deer) tick. It usually produces a bulls-eye rash, but not in all cases. According to National Library of Medicine (2013), "Stage 3 or late disseminated Lyme disease can cause long-term joint inflammation (Lyme arthritis and heart problems. Brain and nervous system problems are also possible" (Outlook (Prognosis)). Lyme disease has afflicted a high school basketball coach and gym teacher of a small school in Liberty, Pa at age 36. He is the father of two children and a member of a local sportsman's club. He has been dealing with the ongoing symptoms related to chronic Lyme disease for about seven years. It has been a life altering disease for a previously active young man. He reports symptoms as severe pain and swelling in all of his joints that inhibit full rotation similar to rheumatoid arthritis. Also, he has persistent severe back pain which keeps him on the sidelines during most of his career and...
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...Application: Career Counseling for Clients with Addictive Behaviors Brandy Williams Walden University Career Development I will be talking with a client who is having issues with his career and drugs issues. Using the 4 principles from Motivational Interviewing (Rollnick & Bell, 1992) which is empathy, discussion of discrepancy, rolling with resistance, and support of efficacy, the interview aims at getting the client into the career-changing action they are contemplating. The client John is a 29 year old white male who seeks career counseling. He is employed full-time as a tester for a computer company and works part-time as a DJ for weddings and other social events at night and on the weekends (Capuzzi, D., & Stauffer, M.D. 2012 pg. 525). When John completed high school he went to a community college which was local and he took general courses in math, English, and computer technology to complete requirements for an associate’s or bachelor’s degree (Capuzzi, D., & Stauffer, M.D. 2012 pg. 525). He became disinterested in classes and dropped out to work full-time. He has been steadily employed in several different dot-com and web-based companies over the past several years, moved from one company to the next when each company went out of business (Capuzzi, D., & Stauffer, M.D. 2012 pg. 525). John has been satisfied with his standard of living his career has provided for him but his nature of work at his current company stifling (Capuzzi, D., & Stauffer, M.D....
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...said to have good listening skills, integrate psychological knowledge with personal knowledge. They also said to do as many diverse roles as possible and keep learning. What do they enjoy: They both said they enjoy the connections they get with people. They love watching people grow, and learn skills they have taught. They both said they love getting challenging cases and watching the progress. The one that has only been doing this for 4 years says it is really hard to no get attached to the patients. That she tries really hard to maintain boundaries. She said sometimes she really has to use all her strengths and knowledge to not become involved socially with her clients, she said some just steal her heart! The differences between the two are simple, just personal questions that are likely to form different answers. For the question about approach to treatment, they both said they like to use a range of treatment options, but one said the one she uses most is the cognitive behavioral techniques and social skills training. The other said she likes to use the Rogerian approach, or motivational interviewing. For their opinion of where...
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...ENCEPHALOS 51, 10-14, 2014 INTERNET GAMING ADDICTION. REASONS, DIAGNOSIS, PREVENTION AND TREATMENT ARGIRIS V. KARAPETSAS*, VASILIOS A. KARAPETSAS**, NIKOS X. ZYGOURIS***, APOSTOLOS I. FOTIS**** Abstract We define electronic games addiction as the excessive and morbid use of electronic games (especially those taking advantage of social networking to become accessible to many users). In cases of addiction, this excessive use tends to interfere with everyday reality and to significantly influence it. Researches on the excessive use of internet structures and the problems it causes appeared as early as the 1989 (Shatton, 1989). The rapid development of the computer science and the improvement of the computer-user interaction can fully justify both the massiveness of the problem as well as the plethora of researches on the issue. Roles Video games with an international (thanks to modern technology) appeal tend to be considered as the most addictive ones. This games category includes the creation of a virtual world in which each user is represented through a character that acts on a personal or group basis. Such online games are of extreme popularity. According to the latest (2012) report by an entertainment software company, a 72% of American households with an internet connection have at least a member participating in online gaming. Such high rates tend to raise concerns given the fact that online games are scientifically proven to cause among others:...
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...Personal Impact Paper Regardless of which definition of chronic illness you subscribe to, be it Feldman, Cluff, or Curtin & Lublin, they all share common themes. They all describe a condition that is long lasting and persistent, requiring some medical oversight/treatment and personal retraining. Once a diagnosis is applied, specific treatments are started but the training of the individual is just that, individual. Each person has their own unique learning style. The following describes this process experienced by one patient afflicted with Crohn’s disease (CD). CD is an inflammatory bowel disease affecting the gastrointestinal (GI) tract anywhere from the mouth to the anus. Sometimes confused with ulcerative colitis, CD usually confines itself to the distal small bowel (ileum), large intestine (colon), rectum, and anus. Where colitis only affects the lining of the colon and rectum. The exact cause of CD is not known. It is thought to be an autoimmune disease with a genetic component as this condition tends to run in families. The most common symptoms of CD are cramps like abdominal pain, fever, fatigue, poor appetite, painful bowel movements, persistent diarrhea, and unintentional weight loss. More advanced symptoms include: constipation, eye irritation, rectal fistulas, joint pain, mouth ulcers, bloody stool, rectal bleeding, skin lumps/sores, and swollen gums. CD sufferers are also at greater risk of small bowel and colon cancer. The patient The patient is a 37...
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...INTERVIEW Wikipedia defines a job interview as the “the process in which a potential employee is evaluated by an employer for the prospective employment in their company, organization or firm”. AICPA says “An interview can be best be described as a professional conversation conducted with a specific purpose or goal in mind. The trust of an effective interview is to gain knowledge and information that is pertinent to the enquiries. An interview should generally strive to answer basic questions: who, what, where, when, how and why”. Redelman G.F says “the purpose of an interview is to gather information about the application’s competence and work experience so that you can select the best qualified candidate”. Interview Guiding Principles Your goal is to have a fair and effective process for conducting interviews. Statutes governing fair employment cover the interview process as well as the selection of the candidate. To ensure fairness, you should: * Conduct structured interviews in which each candidate is asked a predetermined set of questions and all candidates are measured against the same criteria * Treat all candidates in a fair, equal, and consistent manner * Eliminate cultural or other forms of bias in the interview process * Evaluate candidates effectively by developing and asking a variety of questions, including direct, open-ended, and situational questions * Keep your top candidates interested by completing the interview process quickly...
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...Cross-Cultural Study ~ Acknowledgements ~ ACKNOWLEDGEMENTS We would like to thank the respondents of Sasken Finland Oy and SYSteam for their participation in our study. Without their involvement this thesis would have never seen the light of day. In addition, we thank our supervisor Per Nilsson for his guidance and advices and Anders Söderholm for his helpful suggestions. Last but not least, we would like to express our gratitude to John Matthews, Jakub Mulac, and Robin Katoen for their supportive contributions and our friends and family for their support and encouragement. Sincerely, Sabine Helou & Timo Viitala Umeå, May 25, 2007 i ~ Summary ~ SUMMARY Motivating employees is essential for any organization aspiring to succeed. However, the process of motivating is not a straightforward one due to the diversity of individual’s needs. The task has been made even more difficult by the fact that personalized needs have altered in recent years. For instance, in many circumstances financial compensation is not considered as the main motivational factor of employees. Due to its innovative and youthful nature, the Information Technology (IT) industry has been considered to be at the forefront of dealing with organizational issues, such as how to motivate employees. Organizations that lie within this industry have adopted various innovative motivational practices. Examples of those include opportunities to work from home, used in parallel with traditional motivational practices...
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...Ethical Medical Case Study Call the wife? Or not to call the wife? Mr. Cooper is 53 years old. He has his own business and works a lot. He enjoys the work and has become quite successful. He’s been smoking, on and off, for more than 20 years. He realizes it’s a bad habit and understands the damage it can do but he hasn’t been able to quit. Recently, he has become fatigued easily and sometimes has chest pains when he’s got a lot on his plate at work or when he’s at the gym. He finds it difficult to breathe when he climbs stairs. These things have been happening for about six months. He doesn’t think his wife has noticed. About a week ago, he got into a shouting match with his teenage son. The chest pains began again and the side of his neck hurt, too. He had to go lie down. Afterwards, his wife insisted that he see a doctor. Mr. Cooper went to see Dr. Fleming and told him that his chest pains lasted about 5 minutes and regularly went away when he rested. He didn’t think the symptoms were getting better; nor did he think they were getting worse. Dr. Fleming got an EKG in the office. It was normal. However, Mr. Cooper could not complete a stress test since he began to feel tired and he had some mild chest pains. Dr. Fleming told Mr. Cooper that the tests indicated some ischemia. In addition, the EKG showed notable ST changes. Dr. Fleming recommended that Mr. Cooper get an angiogram soon. Mr. Cooper scheduled the angiogram without telling his wife about...
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...Development Dimensions International, Inc. (DDI), offers a proven selection system called Targeted Selection® that, when properly applied, can produce positive results in a wide range of areas of concern to organizations, from turnover to on-the-job success and return on investment. Targeted Selection® incorporates the following concepts with the training necessary to apply them: > > > > > ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) Organize selection elements into a comprehensive system. Apply effective interviewing skills and techniques. Use data integration to make the best hiring decision. Make a positive impression on applicants; sell them on the job and the organization. > > On the following pages are 21 common selection problems that DDI consultants have collected from observing more than 1,000 selection interviews. These observations, supported by published research studies (see References, page 19), have led to a better understanding of how interviews work and how different aspects of the interview affect decision making. In...
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