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A Theoretical Orientation As A Counselor - 848 Words

Having a theoretical orientation as a counselor is important in working with clients in social work career. Theoretical orientation helps us as a social worker to attend to different challenges facing the clients and deal with family problems, behaviors and emotions. As a novice student, having a theoretical framework serve as a â€Å"road map.† The purpose of this paper is to explain the important of having a theoretical framework and its important when dealing with families, individuals and treatment groups. This paper is divided into three parts and sub parts. The first part is developing theoretical orientation to assist helping social worker in the process of finding a theoretical orientation agreement with their own personal values. The second part is exploring your theoretical orientation which is the basic guiding principles in organizing a treatment and applying theories, (with sub-parts). The third part is integrating your theoretical orientation which deals with preparing students for practicum and internship by providing a framework for the assessment, intervention and treatment of client. This paper will focus on mainly the three part when developing a personal theoretical orientation, which is important for professional development in social work profession. Developing your theoretical orientation Part one involves ten ways of developing your theoretical orientation, As Dr. Anthony J. Hill (2016) point out the first ways involve in developing yourShow MoreRelatedReflection Of A Theoretical Orientation916 Words   |  4 PagesA theoretical orientation is the model used to describe a client’s behavior, tendencies and personality. Therapists can’t approach and find explanations of behavior or personality in the same manner due to the difference in client issues, diagnoses, and symptoms. Although different in nature each theoretical orientation consists of the general themes that can be seen and utilized universally. As a counselor, it is important to develop and have sense of which theoretical orientation works best forRead MoreCouple/Family Theoretical Orientation. As A Future Marriage,1701 Words   |  7 PagesCouple/Family Theoretical Orientation As a future marriage, couple, and family counselor it is important for me to have an awareness and understanding of the various theories that are available to use in counselling sessions. As my career evolves, so will my therapeutic orientation. I expect that my theoretical lens will shift slightly. In addition, developing my therapeutic orientation will help enhance my abilities as a therapist. My theoretical lens as it applies to human nature is discussedRead MoreEssay about CCMH506 R2 Personality In Counseling Worksheet WK1819 Words   |  4 Pageson a cliff. The future you could say is very promising and should be an exciting one with the new develoments in technology, neuroscience, and the unification of the profession. One significant threat to the profession is the splitting of some counselors into different groups. C. It is important to study because it gives understanding, interpretation and, ultimately, action. Consistency and integrity are important in order to achieve goals in the most efficient and effective way.   Reference FlanaganRead MoreThe Theory Of Human Nature1723 Words   |  7 PagesAs a future marriage, couple, and family counselor it is important for me to have an awareness and understanding of the various theories that are available to use in counselling sessions. As my career evolves, so will my therapeutic orientation. I expect that my theoretical lens will shift slightly. In addition, developing my therapeutic orientation will help enhance my abilities as a therapist. My theoretical lens as it applies to human nature is discussed in this paper as it relates to the MarriageRead MoreTheoretical Orientation Reflection Paper Natasha Cartwright1686 Words   |  7 PagesTheoretical Orientation Reflection Paper Natasha Cartwright Senior Seminar February 8, 2017 Dr. Hill Theoretical Orientation Reflection Paper Introduction In the field of social work it is essential to be aware of theoretical approaches to incorporate into the work and realize which one fits more effectively with your differe nt perspectives of life. With a better understanding of who you are, it becomes more easier to figure out your best way of counseling; figuring out which theories you find leastRead MoreInterview : Comparative Interview Paper Essay1700 Words   |  7 Pagesdistinct professional counselors. I will be discussing their similarities and differences in their professional careers; Based on their professional identity, approach to therapy orientation, work setting as well as discussing unique experiences they have encountered. The interview experience was very insightful in understanding the work environment for counselors across the board is very diverse. Moreover, it was a great incredulity to my ignorance of the daily duties of a counselor on a daily basisRead MoreInterview Paper : Comparative Interview Essay1699 Words   |  7 Pagesdistinct professional counselors. I will be discussing their similarities and differences in their professional careers; Based on their professional i dentity, approach to therapy orientation, work setting as well as discussing unique experiences they have encountered. The interview experience was very insightful in understanding the work environment for counselors across the board is very diverse. Moreover, it was a great incredulity to my ignorance of the daily duties of a counselor on a daily basisRead MoreReflection Paper On Self Awareness1337 Words   |  6 PagesThe IAT self-awareness reflection paper will discuss personal reactions to the results of the exercise. It will also reflect on personal development towards being culturally competent counselor and the areas of growth. In addition, the paper will identify certain techniques to improvise counseling with LGBTQI+ clients. Reactions: My result of the IAT self-awareness test showed slight preference towards the straight people over gay people. Although the test results showed slight preference towardsRead MoreCounseling Theory And Theory Of Counseling Essay1346 Words   |  6 Pagesimportant to formulate a counseling theory tailored to ones’ own personality and beliefs. A counselor may choose a single theory to model when practicing therapy or pick and choose components and techniques from various theories, otherwise known as eclecticism. No theory is considered right or wrong. Understanding the different therapeutic approaches are important to effective counseling, however, counselors must also understand their own personal value, view of human nature, human behavior, counselingRead MoreThe Inner And Sexual Life Of Clients1712 Words   |  7 Pageswant out of your relationship? What do you desire out of your friends? Out of work? Out of play? Out of power? Wubbolding used and Reality Therapy a nd streamlined counseling procedures (Wubbolding, 2000). He provided the acronym WDEP which allows counselors not only to ground themselves in a coherent framework, but to expand into a myriad of questions within the process (Wubbolding, 2000). This process is intended for clinicians to follow a path within the counseling session. First they obtain what

Online Student Profile Management System Free Essays

ONLINE STUDENT PROFILE MANAGEMENT SYSTEM by GREESHMA MALGIREDDY B. Tech. , Jawaharlal Nehru Technological University, 2007 A REPORT submitted in partial fulfillment of the requirements for the degree MASTER OF SCIENCE Department of Computing and Information Sciences College of Engineering KANSAS STATE UNIVERSITY Manhattan, Kansas. We will write a custom essay sample on Online Student Profile Management System or any similar topic only for you Order Now 2010. Approved by: Major Professor Dr. Daniel Andresen. Abstract All the students who are enrolled in Computing and Information Sciences (CIS) major in Kansas State University are required to submit their Program of Study (POS) which they manually do by filling in all the necessary details and submit the form to the department. The main objective of this project is to develop an online submission of program of study. The online student profile management system is a web-based application that provides students of CIS major to submit their program of study in an easy and efficient manner. This application mainly allows the students to enter their personal information (viz. , contact information, previous education) and to choose core as well as non-core courses of their choice. In addition the faculty of CIS department can also log on to the application and view the POS of the students by entering their wildcat ID. The primary focus is to get familiar with . NET framework and to code in C#. NET. This in turn uses MS SQL server 2005 as database for storing and retrieving of data. This project is implemented using C#. NET on Microsoft visual studio 2005. Table of contents List of Figures †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ v List of Tables †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ vi Acknowledgements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. vii CHAPTE R 1-†¦ [continues] How to cite Online Student Profile Management System, Essay examples

Inequality at the Work Place

Question: Discuss about the Inequality at the Work Place. Answer: Introduction Each and every society is always characterized by specific stratifications. Depending on the nature of these divisions, the aspect of inequality tends to arise among the individuals. Within a societal set up, inequality may arise along specific boundaries for instance, age, gender, power, authority, ethnic orientation, religion, educational achievements and wealth just to mention but few. Business organizations present a societal unit comprising people from diverse backgrounds all brought together by the key goals and objectives of the organization. The human resource within organizations comprises different individuals which is the sole reason for the existence of inequality in organizations. In order to adequately manage inequality in organizations, it is important to highlight the various perspectives by writers and theories with regard to this concept. Despite the existence of various perspectives, this essay focuses on the symbolic interpretivist and postmodernist perspectives ( Arakawa and Greenberg, 2007). The discussion of the perspectives and the analysis of aspect of inequality in organizations shall be made while focusing on two articles namely Trapped by Metaphors for organizations: Thinking and seeing womens equality and inequality by Linzi Kemp and Deconstructing the privilege and power of employee engagement: Issues of inequality in management and human resource development by Brad, Joshua, Tonette and Raquel. The articles involve different approaches as demonstrated by the writers while highlighting the aspect of inequality at work place. From the analysis of these perspectives, the paper intends to explore some of the causes and impacts of inequality in organization. By comparing the two perspectives to inequality, the essay shall be summarized with recommendations on how managers can use this data on inequality to deal with organizational issues related to the concept in question (Trice and Beyer, 2009). Inequality at work place from the symbolic interpretivist point of view Reference article: Trapped by metaphors for organizations: Thinking and seeing womens equality and inequality by Linzi Kemp The symbolic interpretivist perspective is concerned with how individuals in a group use symbols and images and how these approaches affect the outcome of their relations and other collective processes within the group. From the interpretivist point of view, the aspect of social stratification in any society is inevitable hence it forms a basic function within organizations. This perspective highlight aspects such as symbolic predispositions, process as well as prior practices influence the nature of interactions between individuals within a group or organization. From this position, we can deduce that in any given group, individual tend to view each other based on their preformed images of them. For instance, variations in gender, ethnicity, religion and sexual orientation act as some of the basic symbols which determine the outcome of interactions between individuals at the place of work. (Bakker and Demerouti, 2007). It is also a fact worth noting that the above symbols are actual ly the elements which curve out the aspect of diversity at work place. Consequently, it can be highlighted that the different symbols used in groups constitute the diversity in the group and hence the existence of inequality. The arguments by Linz involve the use of various metaphors to outline the aspect of gender and women equality and inequality in organizations. The article which takes an interpretive approach highlights the various images of women as presented by the society and how these images impact the treatment of women in organizations. From the introductory portion above, we have deduced that various elements describe inequality in organizations. At the same time, different individuals tend to have varied approaches while highlighting the aspect of inequality. While others feel the aspects of gender, class, ethnic variations and religions are the leading reasons behind inequality, most post-modernist writers tend to believe that the desire for social stability, power, wealth and hence rise in status quo adequately explains the rise and existence of inequality in organizations (Bakker, Schaufeli, Leiter and Taris, 2008). For instance, by reviewing the thematic discussions in the chosen readings, we note that Linzi Kemp employs a more symbolic interpretive approach while exploring the aspect of inequality. This she achieves by narrowing the discussion to gender as one of the core elements which define inequality in organizations. The author notes the rather casual approach given to the feminine efforts in organizations as a result of prior and historical symbolic predispositions. (Claude and Michael, 2006). The basic idea here is that women are different from men in terms of a number of factors which may include rationality, work ethics, work output, commitment and quality delivery just to mention but few. These differences represent the symbols used to view and hence interpret their capabilities within the organizations. With reference to ancient research, women were never given many opportunities in organizations due to the prior belief that they were incapable of handling certain responsibilities. The prior belief acts as an ancient image of women which did and continues to adversely affect how women are viewed in organizations. As a result, most top positions in institutions and organizations would be dominated by men. This explains the rise of gender inequality in most organizations especially in the pas t centuries. However with the rise of modernism and postmodernism, the women have since been availed with almost equal opportunities especially in line with education. This implies that the women are well in a position to study and hence have the same academic qualifications just like the man (Chalofsky, 2007). They can therefore be employed in any organization and accorded top positions not necessary based on their gender but on academic qualifications. It is however a fact worth noting that this transition has been overlooked in certain spheres and as revealed in the reading, women still face opposition in certain areas where they lack equal chances with the men as a result of their gender. This amounts to conflicts in organizations due to the fact that inequality has been viewed as a tool for disunity and not necessarily an avenue for developing performance within the organization (Steven, 2010). The authors use of metaphors to present image of women in organizations from different perspectives indicates women inequality in the work place as an issue which is far from over. By basing the research on extensive review of literature, the article reveals views women inequality both from a theoretical perspective as well as from the point of view of postmodern writers. The discussions and findings however reveal a common aspect with regard to the treatment of women at the workplace (Timothy, 2007). The discussions also outline the fact that some of the unfair treatments towards the women are the leading causes of inequality and hence conflicts in organizations. Research indicates that the participation of women in the places of work has improved tremendously over the past years. However, theoretical stipulations point out that achieving equality especially for women in organizations has remained a hard objective to achieve due to the fact that gender remains a key organizational i ssue (Christian and Slaughter, 2011). With the continued review of the authors metaphoric assumptions, it can be deduced that the position given to women in organizations during the 19th and 20th centuries is quite different from the situation in the current modern world. The article indicates that women employment and them being accorded leadership positions was unheard of in the past (Collins and Callahan, 2012). However, the number of women entering the workforce and even getting leadership positions at board levels has improved significantly over the past years. This trend indicates that despite the existence of gender based issues in organizations, the corporate world and managers in particular has continued to device the right methodologies in a bid to ensure that inequality in terms of gender does not limit the womens opportunities especially in the work place. The changing trends serve to erase the ancient assumptions where organizations were only treated as a mans world and a no entry zone for the women. The cur rent organizational structures adequately factor in women hence giving them equal opportunities just like the men. The concepts summarized in the article indicate the conflicting views towards women and organizations which adequately outlines the conflict theory perspective to inequality as demonstrated by the writer. In order to enhance organizational cohesion and unity, it would be important to view women not based on the image of gender but as crucial objects within the human resource fraternity equally capable of achieving key organizational goals just like the men. Inequality in organizations from the post-modernist perspective Reference article: Deconstructing the Privilege and Power of Employee Engagement: Issues of Inequality for Management and Human Resource Development by Brad, Joshua, Tonette and Raquel According to Bakker and Demerouti (2008), the postmodernist perspective to inequality in organizations stipulates that a society is often divided along social, political and material boundaries. This perspective highlights these components as the main reasons behind inequality especially in groups and organizations. This perspective treats the interaction between individuals within any given social set as an avenue for competition for power, wealth, authority and the distributed resources. This perspective emphasizes on the role of the postmodern innovations on impacting inequality at work place. The dynamic society has led to a lot of transitions in communication, education systems; knowledge based management as well as differences in management approaches. This has led to rise in competition since each individual thrives to keep their grip on the power and privileges accorded to them within the organizations. When such approaches are not carefully controlled, the quest for power an d authority overshadows the need to observe organizational objectives and hence inequality at the work place. Similar to the prepositions deduced from the postmodernist perspectives, the article equally constructs inequality at the workplace along the boundaries of power, authority, wealth and class. Review of relevant literature equally lists these elements as some of the leading causes of inequality in organizations. It is however interesting to note that the postmodernists justify inequality by mentioning that the desire to remain in high places of power and authority leads to motivation of workers to offer more and exploit their capabilities (Jeff and Michael, 2009). However the authors assumptions are carefully outlined and the discussions end with amicable recommendations. The conclusions by the authors laced with the postmodernist approaches do not make inequality an obstacle to organizational growth but rather views it as a constructive phenomenon in organizations. The article focuses on power and privilege as some of the core determinants of inequality at the place of work. These are the very elements outlined by postmodernists as the reasons behind the existence of inequality at work place. From the authors arguments, we can deduce that privileges and power have a direct effect on value, experience and benefits of employee engagement. At the same time, the aspects of power and privilege have a special way of defining the context of a workplace. For instance when the persons in authority execute their responsibilities professionally and constructively, the work environment is likely to remain conducive and healthy for better performance and improvement (Richard and Kate, 2009). On the other hand, if an organization comprises leaders in high places who use their powers and authority to press unnecessary policies on the lower level workers then the workplace environment is likely to be characterized by grumbling, disunity, low engagement and poo r motivation. The authors in this article move further to outline the need for a more constructive approach which ensures positive impacts of inequality (Purcell, 2014). Despite the fact that inequality at the work place is inevitable, the reading suggest that it is within the sole power of the managers to ensure the existence of controlled systems which would not only see an improvement in the value of employee engagement but also ensure that this form of engagement improves both individual and organizational performance. This could be achieved by ensured adequate control of the powers and privileges given to the workers. The approach creates a unique system in which no worker feels discriminated despite the existence of different levels of power and privileges (Rich, Lepine and Crawford, 2010). Conclusion While symbolic interpretivist perspective on inequality views the concept as a cause of conflicts in organizations, the postmodernist approach offers a more liberal image where inequality is a depicted as a tool which could possibly be used by managers to enhance worker engagement (Richman, 2006). The two perspectives with reference to the two readings therefore reveal the varied sides of inequality in organizations. Due to the fact that the work place is characterized by a lot of diversity, the existence of inequality is almost inevitable. It is also a fact worth noting that when this issue is not adequately managed, it may lead to negative impacts on employee engagement and hence a decline on the general organizational performance. It would therefore be crucial for managers to come up with effective methodologies of managing inequality at the workplace. Such approaches may involve giving equal opportunities to both the men and women within the workforce without necessarily using th e image of gender to determine who gets the opportunities. The managers can also control the powers and privileges given to various workers within the organization as this would ensure that they use their privileges constructively and ultimately in a manner that benefits the organization. Training and communication to employees on the impacts of inequality would also help the managers to instill a positive perspective in the workers. With good management, inequality at the workplace can be easily changed from the challenge that it has been into an effective tool for organizational development. References Arakawa, D. and Greenberg, M. (2007) Optimistic managers and their influence on productivity and employee engagement in a technology organization: Implications for coaching psychologists.Coaching Psychology Review, 2, pp. 78-89. Bakker, A. and Demerouti, E. (2007) The jobs-demands resources model: State of the art. Journal of Managerial Psychology, 22, pp. 309-328. Bakker, A. and Demerouti, E. (2008) Towards a model of work engagement. Career Development International, 13, pp. 209-223. Bakker, A., Schaufeli, W., Leiter, M., and Taris, T. (2008) Work engagement: An emerging concept in occupational health psychology. Work Stress, 22, pp. 187-200. Claude S. and Michael, H. (2006) Century of Difference: How America Changed in the Last One Hundred Years. New York: Russell Sage Foundation. Chalofsky, N. (2007) An emerging construct for meaningful work. Human Resource Development International, 6, pp. 69-83. Christian, M. and Slaughter, J. (2011) Work engagement: A quantitative Review and test of its relations with task and contextual performance. Personnel Psychology,64, pp. 89-136. Collins, J. and Callahan, L. (2012) Risky business: Gay identity disclosure in a masculinized Industry. Human Resource Development International, 15, pp. 455-470 Jeff, M and Michael, S. (2009) Inequality and Society: Social Science Perspectives on Social Stratification. New York: W.W. Norton. Richard, W and Kate, P. (2009) The Spirit Level: Why Greater Equality Makes Societies Stronger. London: Bloomsbury Press. Purcell, J. (2014) Disengaging from engagement. Human Resource Management Journal, 24,241-254. Rich, B., Lepine, J. and Crawford, E. (2010) Job engagement: Antecedents and effects on job performance. The Academy of Management Journal, 53, pp. 617-635. Richman, A. (2006) Everyone wants an engaged workforce how can you create it? Workspan, 49, pp. 36-39. Steven, H. (2010) Europes Promise: Why the European Way is the Best Hope in an Insecure Age. California: University of California Press. Timothy, M. (2007) Poor Kids in a Rich Country: Americas Children in Comparative Perspective. London: Russell Sage Foundation. Trice, H. and Beyer, J. M. (2009) The culture of work organizations. Englewood Cliffs, NJ: Prentice Hall.