Practice Of The Motivational Interviewing Approach Social Work Essay

Practice Of The Motivational Interviewing Approach Social Work Essay Critically analyse your practice of the Motivational Interviewing approach with specific reference to your classroom learning and work placement On reflection I have learnt a great deal about the MI approach, putting the classroom learning into practice, then reviewing my performance on the DVD has been a fundamental part of my learning process. Although being familiar with many of the techniques, which are similar to skills I already possess, the actual approach was new to me. In brief MI allows a normally client lead Person Centred Approach to have direction by allowing clients to recognise their ambivalence acknowledging that change is possible and cultivating their innate forces to make necessary changes that are acceptable to them. I have recognised that for myself Im going to need to practice, review and hone my techniques awareness with implementing this model. It is emphasised with MI that the spirit of the approach is conceivably more important than techniques used . I feel the only real way to describe this phenomena is to acknowledge that the spirit would be how the therapist presents themselves the way that he/she utilises the techniques. With MI it is the clients responsibility to resolve their ambivalence finding intrinsic motivation to change problematic behaviours, not the therapists to impose or suggest change. The counselling approach is generally a soft, quiet eliciting style, which places importance on the working relationship being a partnership. The extreme contrast to MI would be confrontational approaches, which may attempt to break a clients denial through authoritative derogatory shaming approaches stripping away individuals defences and rebuilding their identities with societies or groups philosophies . The therapeutic approach of a pure Person Centred counselling model essentially relies upon the three core conditions of Congruence, Empathy and Unconditional Positive regard these conditions contribute to the presence of the Counsellor influencing the relationship formed with the client. With addiction treatment settings where time constraints are prevalent Motivational Interviewing can allow more structure direction being applied to the normally client lead Person Centred Approach. By developing discrepancy between client beliefs and problematic behaviours direction can be achieved. According to   when discrepancy becomes large enough and change seems important, a search for possible methods for change is initiated (p. 11). I have already integrated some use of MI into my practice however, Im aware at times my agencies policies and procedures are in conflict with the MI spirit. Recently, I have had to check my own incentives in using MI, making sure Im not implementing it as a form of manipulation to move clients into adherence with agencies policies, which would blemish the spirit of the MI approach. The compatibility of the MI approach in my place of work is questionable in some areas. Our treatment modality is a 12 step abstinent based approach, which immediately arises two conflicts with the MI spirit. Firstly, not all clients may wish total abstinence and those who do may wish to achieve it in some way that is not 12 step orientated. It is agency policy that all clients attend 12 step fellowship meetings every evening during their treatment duration. In our treatment setting the MI approach has proven to be useful in several areas when clients initially arrive in treatment anxiety levels are high if not addressed can lead to dropout. Application of MI here can help the client focus on the influencing factors that motivated them to contemplate treatment in the first place. In addition, MI is acknowledged a beneficial approach to use with angry clients especially the principals of rolling with resistance and the expression of empathy . Although the clients have attended our treatment facility for a variety of reasons, it is difficult to place them all in one bracket concerning the stages of change model. Taking into account their alcohol / drug use the vast majority would be in either contemplation or active change. Some clients may display signs of resistance to change around other areas of their life which may include being in a relationship with a partner who is still active in addictive behaviour. Many clients also have difficulty with assertiveness, which is going to be necessary to develop for them to help maintain addiction free lifestyles. It is a process of change for clients conversely many of these distinct essentials are met with varying degrees of resistance by individual clients. The first example Im going to use is a male client of 42 years of age who has been dependent upon substances for twenty years. He displays high levels of interest in the abstinent approach registering high using a Likert assessment tool to gauge his Willingness, Ability Readiness regarding an abstinent way of life. With reference to his substance use, I would assess him to be in the action stage of Prochaska and DiCliemente The stages of change (see appendix A). He has a partner who still is a substance user; he displays high levels of resistance to changing this area of his life and feels that he will be able to change her view on substance taking once he returns home after the completion of his treatment. I have been affirming the client consistently with the changes he has made to his behaviour whilst in treatment and with permission from him, pointing how his changes are in line with the 12 step abstinent based approach. What Im trying to achieve is too reinforce his belief in himself about this particular approach. By doing this I feel that there are inconsistencies further developing between his two cognitions I want to remain substance free, yet I want to go home to my partner who is a substance user. As he is now beginning to question his own thinking, I can see that the cognitive dissonance is beginning to have an effect Im hoping he will seek to alter the risky dissonant cognition by remaining in Bournemouth to attend aftercare. A client we recently had at our facility who presented for cannabis use, and admitted his main motivation for being in treatment was to avoid going to prison displayed resistant behaviours towards the treatment modality. His resistance would manifest in ways of walking out of group therapy, getting up and walking around whilst clients were presenting personal assignments generally showing no respect for what other clients were trying to achieve. The application of MI in this instance was quite difficult as a direct approach in line with agency policy and procedures needed to take place first. We had tried on several occasions not to take too much notice of the unacceptable behaviours he presented which could be considered rolling with resistance, however eventually had to enforce an ultimatum. In circumstances like this I found it very difficult almost impossible to remain in a totally pure orientated spirit of MI. To say that I have mastered the concepts principles of MI would be a significant over estimation. I have furthered my knowledge of the contributing elements of MI which included the stages of change model, the techniques used to work with ambivalence resistance. Most importantly, I have learnt above all else MI is about allowing the client to be the expert and for me to be mindful of the type of language that I use. The spirit of MI I have no real problem with other than perhaps on occasions avoiding the expert trap generally I do present myself within the spirit of this model. The application of this particular model Im using at work in a tentative way, in other words Im applying it in certain situations where perhaps I feel confident to use it. An example of this would be, when clients seem to be making rash decisions to leave treatment or are displaying ambivalence about an abstinent approach. After reviewing the DVD it is clear to me that I lack confidence in the application of the MI approach. I do however feel though that practice and reviewing my practice can only help with me developing my implementation of this approach. I feel that I need to be more mindful of the language I use whilst working with clients. As it became apparent to me whilst reviewing the DVD that I can without realising fall into traps. An example of this would be at the end of the session I asked my client if I could give him something to take away. On reflection, I could have asked him how he felt he could assess his decision on getting a shed. My future development is going to involve applying reviewing my practice, what I have started to look for at my work setting in my own practice and that of my work colleagues is to identify what clearly is not MI. Some observations I have acknowledged not only with this approach are the ethical conflicts that can arise between benevolence autonomy . On reflection, the example I used earlier on in this assignment with a male client whose partner remains in active addiction. His autonomy was to return home after treatment completion my interest or benevolence is with the safety of the client. As a professional, I know it would be risky for him to return home to someone who remains actively taking illicit drugs. The question is do I then use MI as a way to manipulate the client? My answer is yes of course I do. Questionably is this really in the pure spirit of the approach? Appendix A The Stages of Change Intervention process using the Stages of Change model Source; Adapted from the work of Prochaska and DiCliemente

Institutional Discrimination Essay

Sociologists often follow (Merton 1972, p. 20) in defining discrimination as the treatment of a functionally relevant status (such as race or sex) as relevant for the distribution of some reward or penalty. While legal standards of discrimination have changed since the passage of Title VII (Blumrosem, 1993, p. 110), legal scholars theoretically concur that discrimination involves the desperate treatment of similarly situated individuals because of their sex, race, color, national origin, religion or some other protected characteristics (Belz 1991; Blumrosen 1993, p 50). Diversity is defined as real or perceived difference among people that affect their interactions and relationships. (Bell, 2007). Knowing how to deal professionally with racism and racial discrimination in the workplace is important in managing the situation quickly and effectively and with the least upset possible. In the fiscal year 1997-2008, the United States EEOC received 28,372 charges of sex discrimination. EEOC resolved 24,018 sex discrimination charges in FY 2008 and recovered $109. million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). Causes: Sexism, gender and racial discrimination are more common in the patriarchal societies. The term patriarchy refers to a society where men are granted the majority of social and political power. When thought of in this way, the cause of gender or racial discrimination has to do with unequal power where men and people of a particular race are granted more power than others. Institutional discrimination begins with recruitment process. Most jobs, especially the better ones, are not openly advertised. Knowledge of their existence is usually limited to friends and colleagues of those in power in the institutions, and in turn their friends and associates. Much institutional discrimination results from judgments made on secondary rather than primary characteristics such as educational background employment history, supervisory experience, age, income, etc. Misconceptions about employment experiences of women of color, particularly black women abound. Black women are often stereotyped as being unwilling to work, preferring nstead to use welfare to support her children (Bell 2007). Consequences: Cost associated with doing a poor job by not integrating workers from different background and gender could be very high. Organizations that do not value diversity reduce employee relations and also increase the cost of staff turnover. Costs associated with turnover include exit interviews, lost productivity while positions are unfilled and recruiting cost for replacement of employees. Cox, T. , & Blake, S. (1991). Talked about non-resourceful acquisition. Cox and Blake describe an organization’s ability to attract and retain employees from different backgrounds as resource acquisition. Employees from diverse backgrounds may include women, people of color, older workers, workers with disabilities and minorities, therefore organizations who do not have diverse workers are not resourceful in acquiring employees. An organization that does not value diversity lacks creativity and problem solving capability. Organizations composed of the same group of people, with same background would lack creativity and the problem solving ability of these competitive business environments. Research indicates that groups composed of people from different backgrounds bring with them different experiences that result in greater creativity and problem solving ability. These abilities stem from different life experiences, language abilities, and education that groups composed of different members have. An organization that discriminates or does not appreciate diversity in the workplace lacks system flexibility. System flexibility is the final way that Cox and Blake proposed that valuing diversity provides organizations with a competitive advantage. They argue that women have a higher tolerance for ambiguity than men. Tolerance for ambiguity is associated with cognitive complexity and success in uncertain situations. Other researchers have pointed out women’s ability to† multitask,† successfully handling multiple tasks concurrently. Organizations that discriminate against women therefore lack the flexibility and thus poor turnover. Due to amount of media attention focusing on lawsuits and damage settlements, an organization that discriminates in hiring employees from different ethnic groups and cultures might be at risk for law suits. Firstly to find solution to discrimination one has to be aware of one’s own stereotypes and biases, making conscious efforts to challenge and address them. Evaluation of current system of recruitment and promotion in the workplace is also very important. The current system of recruitment and promotion in a workplace needs to be examined and evaluated. Occupational hierarchies need to be examined both to determine the actual content of jobs and to remove barriers to mobility built into such hierarchies which serve to discriminate (Jo Freeman 1970). Not only are efforts to recruit and hire people from diverse backgrounds important, efforts to ensure that they are treated fairly after employment are also critical to successful diversity programs. Managers and professionals should be made to understand the importance of diversity in the workplace. The benefits of diversity is not farfetched, if an organization develops a reputation for valuing all types of employees, it would become known as an employer of choice, increasing its ability to attract and retain workers from a variety of backgrounds. Valuing diversity can also benefit organizations in the areas of cost, resource acquisition, marketing, creativity, and problem solving and system flexibility. As a manager or supervisor that is hiring in an organization, pay particular attention to relevant information and ignore irrelevant, race-based stereotypes. This will help to eliminate what is not necessary and help to focus on necessity. Applying sanctions for violation of anti-discriminatory norms by employers is very important to stop discrimination in workplaces. Title VII of the civil right act of 1964 (Title VII) prohibits employment discrimination based on race, color, religion, sex or national origin. Federal and state law has expanded the rights afforded employees, giving them greater opportunities to bring claim against employer. The 1991 civil rights act specifically permits both punitive and compensatory damages for most type of discrimination and grants the right to a jury trial for such claim. I will also advice employees if they have suffered an insult, an injury, or a wrong at work to go slowly. Decide what you want to gain. If an apology from your employer would suffice, save yourself the time and expense of filling a legal action. Finally in light of societal changes, responsible managers and professionals at all levels should acknowledge the need to reassess the influence of culture and diversity on achieving expected organizational outcome. The deliberate attempt to discover and apply the positive benefits of cultural variation promotes respect and a celebration of the value of diversity, whereas perpetuating prejudice fosters narrow-mindedness and contempt.

What Everybody Is Saying About Persuasive Essay Topics for 5th Graders Is Dead Wrong and Why

What Everybody Is Saying About Persuasive Essay Topics for 5th Graders Is Dead Wrong and Why It is possible to also get many discounts on our site which will help you to save some more money for future orders or anything you want to spend them on. Finding mail that's asian brides might be challenging due to cultural distinctions. It is suggested to chat about many of topics to the youngster and find out. This list of topics may supply a concept you can get excited about. Let's look at some examples. Kissing in public needs to be banned Men ought to be sent to some other planet. Irrespective of whether you've been staring out the window or avoiding the job at hand by endlessly updating your FB page, you have to acquire writingand fast. Examining each side of the issue can aid your readers form their own opinions. There's, obviously, a limit on the range of pages even our very best writers can produce with a pressing deadline, but usually, we can satisfy all the clients seeking urgent assistance. If it's the very first time you're likely to use our article writing service, you most likely have plenty of questions. If you discover that the writer did not provide just what you expected, request a revision, and we'll make the corrections. You could also get in touch with your writer to supply some added recommendations or request information regarding the order's progress. School should happen in the evenings. You've got an idea to boost your school. The school day ought to be shorter. Take into consideration your favourite year in school. Despite the fact that you pay for homework, we provide those options at no cost. We realize how important it is for our clients to find homework help in time. Tell our experts what kind of homework help on the internet you will need to get. Yearly driving tests ought to be mandatory over a particular age. Interacting with the youngster's friends Interacting and observing your kid's peer group might be quite rewarding. Every family needs to have a all-natural disaster survival program. Persuade your sister or brother that will help you talk your parents into something you would like to do. A minumum of one parent should work at home. Year round school isn't a good idea. In any case, the shortage of suitable grammar makes the listeners get rid of respect to the speaker. Parents should speak to kids about drugs at a youthful age. The Foolproof Persuasive Essay Topics for 5th Graders Strategy A number of the essay topics below may appear to contain subjects that don't have anything in common. You've got to compose an informative essay. Persuasive essays are a really good means to encourage the reader to check at a particular topic in a different light. All persuasive essays are like argumentative essays. Explaining how to spend less by utilizing open-source texts and internet textbook rental websites would result in an extremely informative essay. MP3 music needs to be free. Finding good narrative essay topics sounds like it would be somewhat easy, but it isn't as easy as you might think. This genre is also referred to as the argumentative essay. As it's such a huge subject, you are going to want to narrow your paper down to a particular angle. There are several intriguing topics that could be become a persuasive essay if you take the opportunity to think about doing it. The 5-Minute Rule for Persuasive Essay Topics for 5th Graders Textbooks ought to be free. They should never be banned. Life is much better than it was 50 decades ago. The revisions are completely free!

Benefits Of Chiropractic Care And Physical Therapy Treatments

Icon Medical Centers is a state-of-the-art accident clinic near North Miami, Florida. At our accident center, we provide the residents in and around North Miami with a variety of medical professionals to assist them as they recover from sports-related injuries and from injuries sustained during a car accident. Seek Treatment for Your Injuries Right Away Individuals who have a sports-related injury or who have sustained injuries during an automobile crash should seek treatment promptly. In respect to seeking medical treatment, there are time limits placed on individuals who sustain injuries in any type of accident; therefore, individuals who neglect to seek treatment in a timely manner may find it difficult to attain compensation from the responsible party for their medical care. Furthermore, injuries that are left untreated frequently lead to chronic pain that lasts a lifetime. The Benefits of Chiropractic Care and Physical Therapy Treatments Many times, a physician sends a patient to Icon Medical Centers’ accident clinic near North Miami to receive chiropractic care and physical therapy treatments following an injury to: Reduce the patient’s recovery time. Improve the patient’s coordination, balance and mobility. Decrease or eliminate the patient’s pain. Prevent a sports-related injury or assist the patient as he or she is recovering from a sports-related injury. Neck Injuries are Commonly Sustained During Automobile Accidents Many times, individualsShow MoreRelatedWhat Medicine Should Do About The Chiropractic Menace1494 Words   |  6 Pagesthe field of Chiropractic medicine in that state. 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