Conflict Resolution
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The student summarizes a conversation they had with another student before their Pathology class. They discuss how the student did poorly on a big project that was due last week because they did not have enough time. The project was worth 25% of their grade, so the student is worried they may fail the course as a result. Two weeks before the due date, they had asked the instructor for more time but the request was denied. However, the other student stated they had also asked for more time on the project and was given an extension until the following week without any late penalties.
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3rd nursing leadership.pdf
The document describes a conflict scenario involving three nurses assigned to write a new policy. One nurse, Agnes, had not done her part of the assignment due to work demands. At a meeting to discuss the situation, one nurse suggests ways for Agnes to better manage her time, such as planning ahead and delegating tasks. They agree to make the new policy about time management strategies. The leadership style used was transformational leadership through open communication and motivation. The conflict was resolved through collaboration where each nurse contributed ideas to find a shared solution.
Managing Conflict in the Workplace
Here are a few suggestions for how to resolve this conflict productively:
1. Schedule a respectful meeting with your colleague to discuss the issues openly and find understanding. Clarify expectations and goals for the project.
2. Suggest calibrating a third educator as a compromise, while being open to your colleague's perspective as well. Explain your reasoning calmly.
3. If agreement can't be reached, consider involving your department chair or grant administrator to mediate and help find the best path forward.
4. Maintain focus on the overall goals of the research and patients, not personal disagreements. Seek cooperative solutions.
5. Document all decisions agreed upon to avoid future misunderstandings. Keep
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
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DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
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Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
2. Top of Form
3. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
1. Top of Form
1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
Nursing Conflict Essay.pdf
This document discusses a conflict scenario involving three nurses assigned to write a new policy together. One nurse, Agnes, had not contributed her part due to increasing work demands. At a meeting to discuss the situation, Agnes admits she has not started her assignment. Another nurse, Chiomsy, suggests ways for Agnes to better manage her time such as planning ahead and delegating tasks. They agree their new policy will be about time management. The leadership style used was transformational leadership, focusing on communication, goals, and motivation. The conflict resolution strategy was collaborating, allowing all nurses to contribute to a shared solution.
1) Chapter 9 activity Provide a typed response to questions on sl.docx
1) Chapter 9 activity: Provide a typed response to questions on slides 14 & 15 of the Chapter 9 Powerpoint (answer questions after watching required video and reviewing Ch 9 slides)
Slide 14: Watch the video with Stephanie (the supervisor) and Sara (the supervisee)
· What rights of Sara’s were violated by her supervisor?
· What should Sara do in this situation?
· If Sara doesn’t address her rights that are being violated, what are some potential consequences?
Slide 15: Watch the 2nd half of this video with an example of what a good supervisor should do.
· What did you notice was helpful?
2) Chapter 9 activity: Provide a typed response to questions on slide 23 of Ch. 9 PPT (watch video on slide 22 first)
· What ethical responsibilities is this supervisee not meeting?
· This supervisee seems overwhelmed with responsibilities- what should he discuss with his supervisor?
· If you’re feeling overwhelmed, anxious, or having a tough time in life and it’s detracting from your ability to counsel effectively, what should you do?
3) Chapter 10: Review Chapter 10 Powerpoint. Open the file “Ch 10-Activities” in Blackboard. Type your responses to all five activities on the activity sheet. Please clearly label each activity.
Chapter 10 Class Activities
#1- Counseling Theory
Discuss your personal theory of counseling. Make sure to include the following in your discussion:
· What theory (or theories) do you see yourself using? (use list on pages 379-381 to help you recall some of the foundational counseling theories)
· Consider:
· your views on goal-setting
· how you believe change happens
· focus on past, present, future
· level of directiveness
· Does your theory has research to support its use in therapy?
· What will you take into consideration when implementing your approach? Consider the multicultural application of your approach.
Be prepared to explain your theoretical approach to clients in 3 minutes or less. If you draw from multiple theories, explain these theories and how you integrate them.
#2- Diagnosis
In class we will have a discussion on different views of diagnosis, assessment, and the medical model. Helping professions have general views on these topics, but it’s up to you to develop your own view based on what you’re learning (e.g., family therapy= systemic perspective, clinical psychology= medical model; counseling= wellness/strengths based model). Also keep in mind that you may hold a view now that will be modified as you gain more counseling experience.
What is your perspective on diagnosis? Use the following number system and write your number nice and big on a piece of paper:
1- Diagnosis is essential in counseling and I will use it with all of my clients.
2- Diagnosing clients is usually helpful in counseling and I will likely use it with most of my clients.
3- Diagnosis can be harmful, but I may use it at times (with caution).
4- I will avoid using diagnosis at all costs because I see it as detrimental more o ...
Strategies for Resolving ConflictConflict is a natural part of hum.docx
Strategies for Resolving Conflict
Conflict is a natural part of human interaction. How you deal with it, however, can lead to either positive or negative results in your work environment. Conflict may not always be a serious problem
-
sometimes it can even be helpful
-
but it must always be addressed. Effective leaders consider conflict a puzzle that needs solving, and they use various critical thinking and communication techniques to do so.
In this week’s media, Dr. Rubino discusses how conflict can be good and can help bring about needed changes. Dr. Rubino also shared strategies leaders can use to address conflict to ensure positive outcomes. The readings also provide strategies for dealing with conflict situations. Read the case study below about a work conflict, and then respond to the questions.
Lydia, a BSN graduate, previously worked as a hospice nurse in a not-for-profit care center. Overall, Lydia found her position to be enjoyable; however, she did not find it challenging. As a result, Lydia made the difficult decision to leave the care center and pursue other options in the field of nursing.
Lydia accepted a position at a local hospital in a pediatric intensive care unit. Because of her outstanding work ethic and eagerness to learn, it was only a few months before Lydia was offered a promotion to nursing supervisor of the morning shift. Her duties now included making patient assignments, communicating with other areas of the hospital, and addressing patient complaints, among other things.
Although this promotion suited Lydia’s desire for a challenging work environment, the change deeply upset the staff nurses on the pediatric unit. Most of the staff nurses had worked on the unit for at least 5 years and felt that Lydia’s few months of experience was not sufficient in comparison.
The discontent among the staff nurses soon became very apparent to Lydia. Her job as nursing supervisor became very difficult as the staff nurses became extremely uncooperative. The complaints over patient and task assignments came first, then sarcastic remarks toward Lydia. At first, Lydia hoped that simply ignoring the staff nurses' behavior would cause this behavior to diminish on its own, but that was not the case. The staff nurses resorted to procrastination, and whenever Lydia approached them with additional tasks, they each had an endless stream of excuses.
Lydia could not look past this behavior any longer, as these conditions were now adversely affecting the work quality of the unit as a whole. Frustrated—but not willing to leave her position—L ydia brought these issues to one of her supervisors. Her supervisor, in turn, acknowledged the lack of professionalism in the staff nurses’ behavior; however, Lydia’s supervisor made it very clear that being an adept nursing supervisor included the ability to handle issues or conflict that may arise within the unit. She then encouraged Lydia to view this conflict as an opportunity to make some positive.
Diane purcille practice inquiry quiz and reflection questions
This document provides an overview of a practice inquiry model for continuing medical education (CME) for family medicine physicians. It discusses using practice inquiry sessions to help physicians work through dilemmas with patients where they may feel stuck. It encourages reflection on real patient cases and leveraging the group's clinical experiences and evidence to clarify agreements and improve patient-physician relationships. Facilitators guide the discussion with questions to help participants think more deeply about issues. Outcomes of the sessions must be documented for CME compliance but can be documented in various ways such as notes or post-session questionnaires, not just photographs. The goal is to help physicians address challenges in their practice.
Recommended
3rd nursing leadership.pdf
The document describes a conflict scenario involving three nurses assigned to write a new policy. One nurse, Agnes, had not done her part of the assignment due to work demands. At a meeting to discuss the situation, one nurse suggests ways for Agnes to better manage her time, such as planning ahead and delegating tasks. They agree to make the new policy about time management strategies. The leadership style used was transformational leadership through open communication and motivation. The conflict was resolved through collaboration where each nurse contributed ideas to find a shared solution.
Managing Conflict in the Workplace
Here are a few suggestions for how to resolve this conflict productively:
1. Schedule a respectful meeting with your colleague to discuss the issues openly and find understanding. Clarify expectations and goals for the project.
2. Suggest calibrating a third educator as a compromise, while being open to your colleague's perspective as well. Explain your reasoning calmly.
3. If agreement can't be reached, consider involving your department chair or grant administrator to mediate and help find the best path forward.
4. Maintain focus on the overall goals of the research and patients, not personal disagreements. Seek cooperative solutions.
5. Document all decisions agreed upon to avoid future misunderstandings. Keep
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
I
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
2. Top of Form
3. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
Collapse
Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
1. Top of Form
1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
Nursing Conflict Essay.pdf
This document discusses a conflict scenario involving three nurses assigned to write a new policy together. One nurse, Agnes, had not contributed her part due to increasing work demands. At a meeting to discuss the situation, Agnes admits she has not started her assignment. Another nurse, Chiomsy, suggests ways for Agnes to better manage her time such as planning ahead and delegating tasks. They agree their new policy will be about time management. The leadership style used was transformational leadership, focusing on communication, goals, and motivation. The conflict resolution strategy was collaborating, allowing all nurses to contribute to a shared solution.
1) Chapter 9 activity Provide a typed response to questions on sl.docx
1) Chapter 9 activity: Provide a typed response to questions on slides 14 & 15 of the Chapter 9 Powerpoint (answer questions after watching required video and reviewing Ch 9 slides)
Slide 14: Watch the video with Stephanie (the supervisor) and Sara (the supervisee)
· What rights of Sara’s were violated by her supervisor?
· What should Sara do in this situation?
· If Sara doesn’t address her rights that are being violated, what are some potential consequences?
Slide 15: Watch the 2nd half of this video with an example of what a good supervisor should do.
· What did you notice was helpful?
2) Chapter 9 activity: Provide a typed response to questions on slide 23 of Ch. 9 PPT (watch video on slide 22 first)
· What ethical responsibilities is this supervisee not meeting?
· This supervisee seems overwhelmed with responsibilities- what should he discuss with his supervisor?
· If you’re feeling overwhelmed, anxious, or having a tough time in life and it’s detracting from your ability to counsel effectively, what should you do?
3) Chapter 10: Review Chapter 10 Powerpoint. Open the file “Ch 10-Activities” in Blackboard. Type your responses to all five activities on the activity sheet. Please clearly label each activity.
Chapter 10 Class Activities
#1- Counseling Theory
Discuss your personal theory of counseling. Make sure to include the following in your discussion:
· What theory (or theories) do you see yourself using? (use list on pages 379-381 to help you recall some of the foundational counseling theories)
· Consider:
· your views on goal-setting
· how you believe change happens
· focus on past, present, future
· level of directiveness
· Does your theory has research to support its use in therapy?
· What will you take into consideration when implementing your approach? Consider the multicultural application of your approach.
Be prepared to explain your theoretical approach to clients in 3 minutes or less. If you draw from multiple theories, explain these theories and how you integrate them.
#2- Diagnosis
In class we will have a discussion on different views of diagnosis, assessment, and the medical model. Helping professions have general views on these topics, but it’s up to you to develop your own view based on what you’re learning (e.g., family therapy= systemic perspective, clinical psychology= medical model; counseling= wellness/strengths based model). Also keep in mind that you may hold a view now that will be modified as you gain more counseling experience.
What is your perspective on diagnosis? Use the following number system and write your number nice and big on a piece of paper:
1- Diagnosis is essential in counseling and I will use it with all of my clients.
2- Diagnosing clients is usually helpful in counseling and I will likely use it with most of my clients.
3- Diagnosis can be harmful, but I may use it at times (with caution).
4- I will avoid using diagnosis at all costs because I see it as detrimental more o ...
Strategies for Resolving ConflictConflict is a natural part of hum.docx
Strategies for Resolving Conflict
Conflict is a natural part of human interaction. How you deal with it, however, can lead to either positive or negative results in your work environment. Conflict may not always be a serious problem
-
sometimes it can even be helpful
-
but it must always be addressed. Effective leaders consider conflict a puzzle that needs solving, and they use various critical thinking and communication techniques to do so.
In this week’s media, Dr. Rubino discusses how conflict can be good and can help bring about needed changes. Dr. Rubino also shared strategies leaders can use to address conflict to ensure positive outcomes. The readings also provide strategies for dealing with conflict situations. Read the case study below about a work conflict, and then respond to the questions.
Lydia, a BSN graduate, previously worked as a hospice nurse in a not-for-profit care center. Overall, Lydia found her position to be enjoyable; however, she did not find it challenging. As a result, Lydia made the difficult decision to leave the care center and pursue other options in the field of nursing.
Lydia accepted a position at a local hospital in a pediatric intensive care unit. Because of her outstanding work ethic and eagerness to learn, it was only a few months before Lydia was offered a promotion to nursing supervisor of the morning shift. Her duties now included making patient assignments, communicating with other areas of the hospital, and addressing patient complaints, among other things.
Although this promotion suited Lydia’s desire for a challenging work environment, the change deeply upset the staff nurses on the pediatric unit. Most of the staff nurses had worked on the unit for at least 5 years and felt that Lydia’s few months of experience was not sufficient in comparison.
The discontent among the staff nurses soon became very apparent to Lydia. Her job as nursing supervisor became very difficult as the staff nurses became extremely uncooperative. The complaints over patient and task assignments came first, then sarcastic remarks toward Lydia. At first, Lydia hoped that simply ignoring the staff nurses' behavior would cause this behavior to diminish on its own, but that was not the case. The staff nurses resorted to procrastination, and whenever Lydia approached them with additional tasks, they each had an endless stream of excuses.
Lydia could not look past this behavior any longer, as these conditions were now adversely affecting the work quality of the unit as a whole. Frustrated—but not willing to leave her position—L ydia brought these issues to one of her supervisors. Her supervisor, in turn, acknowledged the lack of professionalism in the staff nurses’ behavior; however, Lydia’s supervisor made it very clear that being an adept nursing supervisor included the ability to handle issues or conflict that may arise within the unit. She then encouraged Lydia to view this conflict as an opportunity to make some positive.
Diane purcille practice inquiry quiz and reflection questions
This document provides an overview of a practice inquiry model for continuing medical education (CME) for family medicine physicians. It discusses using practice inquiry sessions to help physicians work through dilemmas with patients where they may feel stuck. It encourages reflection on real patient cases and leveraging the group's clinical experiences and evidence to clarify agreements and improve patient-physician relationships. Facilitators guide the discussion with questions to help participants think more deeply about issues. Outcomes of the sessions must be documented for CME compliance but can be documented in various ways such as notes or post-session questionnaires, not just photographs. The goal is to help physicians address challenges in their practice.
MTAS application
This document provides guidance on applying to a medical training program. It outlines the application process and breakdowns the various components, including personal details, references, and scored questions. Applicants should expect 6 questions of about 200 words each, focusing on topics like educational achievements, clinical experiences, feedback, and navigating differences in patient and medical team perspectives. The document emphasizes brevity, identifying lessons learned, and demonstrating an understanding of your future role as a doctor.
Diane purcille practice inquiry v7
Draft for final... will have embedded links for interactivity and to allow users to direct their learning
Impact practice in the third sector for public health practitioners
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assignment 1IntroductionMidtown Neurology was started by a si.docx
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac.
assignment 1IntroductionMidtown Neurology was started by a si.docx
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac ...
10 Steps To Advocacy Lissy De Santis
The 10-step document outlines a process for effective advocacy work. It begins with bringing like-minded people together to work on a common problem. The second step is to clearly identify the problem and develop a strategic objective that proposes a solution. The third step is to gather relevant facts to make a strong case. The remaining steps include identifying decision-makers, determining methods of influence, engaging allies, selecting advocacy methods, reviewing progress, and celebrating successes. The overall process provides a framework to work towards policy and program changes.
Bshs 395 bshs395
The document provides information on the course BSHS 395 which focuses on client assessment and planning. It outlines the three phases of the helping process: assessment, planning, and implementation. Students are assigned several papers and activities to demonstrate their understanding of these phases and how they apply a strengths-based approach, consider ethical issues, and collaborate with other professionals and clients. The final assignments include an exam on the key concepts from the textbook, a presentation interviewing a case manager, and a paper on monitoring and evaluating direct services.
Casepresentations
The document provides guidance for social work students on how to present a case study. It outlines the key components of the case presentation, including introducing the client and describing the problem, developing a plan with goals, implementing interventions, evaluating outcomes, and terminating services. It emphasizes that presentations should be professional, with the presenter prepared and classmates engaged. The problem-solving process involves assessment, planning, intervention, evaluation, and follow up.
Discussion 1Compare and contrast the labeling perspective with
This document provides guidance and requirements for discussion board assignments in an undergraduate course. It outlines that students must post an initial response of at least 100 words answering the discussion question by Thursday and then must post at least two response posts engaging with other students' initial posts by Sunday. The rubric assesses students on comprehension, timeliness, engagement, writing mechanics, and total score. It provides two sample discussion prompts on comparing perspectives on deviance and on the value of life in economics. Sample student responses discuss outliers in treatment costs, issues with preventative versus reactionary care, and personal experiences with healthcare costs and end-of-life decisions.
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Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Write a Dialogue.Goal Write a dialogue with the co-worker you.docx
Write a Dialogue.
Goal: Write a dialogue with the co-worker you shared in class regarding your concern. The outcomes of a dialogue are:
long-term innovative solution, achieve shared-meaning, and build common ground. The tools or means to achieve these are: explore assumptions, sharing of feelings, suspend judgments, and build common ground.
(Daft, 2011)
Requirements:
Include the dialogue between you, the sender or speaker and the receiver of the message
Include an analysis of the dialogue using five citations to support your analysis.
The report should be five pages with a cover page and a reference page
This is the Scenario; Marion Medical center is a medium size hospital, located in California that is fairly profitable and well accepted in the community. This Medical center has several outpatient clinics, that are managed my supervisors.
Robert is one of those supervisors, in these outpatient clinics.
His job performance is adequate, but his clinic is facing some major challenges; the manager of all the clinics, Richard, has received many complaints from employees, that Robert is not engaged in the supervision process. Therefore, Richard the supervisor, has asked Roger to meet . These are the major complaints about the supervisor: Roger
-Not available in the day to day activities-stays in the office all day
-Does not communicate with employees
-Shows favoritism to certain employees
-employees don’t trust him
-delegates the scheduling of work shift to employees and there is never enough employees to do the work
-Not good listener or facilitator
-workforce is not motivated
-clinic experiencing a negative working environment
.
Rolfe's Reflective Model: A Guide to Self-Awareness
Are you looking for practical tips on using reflective models to improve your writing skills in global assignments? If so, have you checked out Rofle's Reflective Models for global assignment help Blog? The blog offers insights into different models, such as Kolb's Experiential Learning Cycle and Gibbs Reflective Cycle, and provides guidance for effective analysis and reflection in assignment writing.
Managerial interest
Conflict arises when the goals, values or interests of individuals or groups are incompatible and they obstruct each other from achieving their objectives. There are several types of conflict including interpersonal, intragroup, intergroup, and interorganizational. Conflict is inevitable in workplaces and can be caused by issues like poor communication, insufficient resources, personality clashes, and leadership problems. However, conflict can be minimized through actions such as clarifying job roles, building relationships, providing status updates, training, and holding management meetings. People address conflict using different modes like avoiding, accommodating, competing, compromising, and collaborating.
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Small groups are effective for problem solving because they allow for interaction between members and bring together diverse knowledge and perspectives. Effective small groups have 5 or fewer interdependent members working toward a common goal through face-to-face interaction where members take on task and maintenance roles. While group decisions can produce higher quality solutions through greater input and commitment, they also take more time and may result in unclear accountability or undue conformity. Effective communication strategies for teams include regular meetings, transparency, respecting all members, and using online collaboration tools. Challenges that can arise in group work include micromanagement, coordination costs, difficultly getting started, free riding, domineering personalities, conflicts, knowledge gaps, and potential for gender bias.
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This document discusses strategies for medical practices to increase their value and profitability through social communication and marketing. It provides the following key points:
1. More profitable medical practices have expanded their social skills alongside their professional medical skills, using social communication to increase business.
2. Practices must have strong internal systems and workflows in place before implementing a marketing strategy to ensure the strategy is effective.
3. Recommended social communication strategies include using social media, websites, blogs, speaking engagements, social events, media exposure, healthcare apps, and e-books to increase visibility and connect with potential and current patients.
Behavior Change Communication for Health
The document discusses interpersonal communication approaches for health behavior change. It describes the advantages and disadvantages of different interpersonal communication channels. It then outlines various forms of interpersonal media like demonstrations, home visits, and storytelling, providing their advantages, disadvantages, and suggestions. Finally, it discusses the different levels of interpersonal interaction in health, including client-provider, spousal, family, and peer group interactions, and the counseling approaches used at each level.
Behavior Change Communication for Health
The document discusses interpersonal communication approaches for health behavior change. It describes the advantages and disadvantages of different interpersonal communication channels. It then outlines various forms of interpersonal media like demonstrations, home visits, and storytelling, providing their advantages, disadvantages, and suggestions. Finally, it discusses the different levels of interpersonal interaction in health, including client-provider, spousal, family, and peer group interactions, and the counseling approaches used at each level.
Preparing for a Service Planning Conference or Disposition Plannin.docx
Preparing for a Service Planning Conference or Disposition Planning Meeting
Introduction
After you have completed your assessment on each new client and done a tentative plan with the person, your agency might hold a meeting in which more specific plans are made for the individual’s care or services. In some agencies this is done informally. In small agencies, particularly, individual case managers may make those decisions by themselves, referring people to other services in systems that will have more formal case management.
In some places, children who come into the system are presented by their case manager to a “children’s panel” consisting of child psychologists, child psychiatrists, social workers, pediatricians, and others who serve children. Many other places use panels of professionals for creating plans for clients from different populations; in this situation, the case manager presents the case to representatives of any number of agencies serving or specializing in that population. Together the group decides what combination of services would best suit people in their current situation and gives a diagnosis, if appropriate.
If a person has both a substance abuse (SA) problem and a mental health problem and the agencies that address these two problems are not combined, representatives from each of the agencies working with the client should meet together to decide what should be done. In the past a client could be turned down for mental health services because he was drinking and turned down for SA services because he was suicidal. That kind of “turf” exclusion at the expense of the client is no longer tolerated by funding sources that expect people to be served.
In these meetings, decisions regarding the service an individual will receive are made with others who have experience and come, perhaps, from different disciplines. When the meeting is over, a formal plan will be drawn up.
What You Will Need to Bring to the Meeting
You should consider bringing three items to these planning meetings.
1. Tentative service plan:You have already developed a tentative service plan with the individual. Bring this tentative plan to the service planning conference.
2. Human service directory:As you work within the same social service system, you will come to know, without consulting a directory, which agencies are reliable and which services are used most often by your agency when referring people. As you begin your career, you need to know what human service organizations are available in your community. If there is a directory, bring that to the meeting so that you can work with your peers to find the best placement for your client. A good place to look is the local phone book, where social services are usually listed together. You might copy these pages and bring them to the meeting.
3. DSM Handbook:The DSM is a large volume containing considerable information. If you are working in an area that is likely to use the DSM to give diagnoses, you m.
Counselling
This document provides an overview of solution-focused brief therapy (SFBT), including its goals, interventions, and application to a hypothetical counseling case. The goals of SFBT are to solve problems, achieve client goals, and create self-sustaining changes by bringing unconscious thoughts to conscious awareness and reframing or restructuring problematic behaviors. SFBT aims to be brief, typically lasting 8-24 sessions, and focuses on the present and future rather than past issues. The document discusses how SFBT could be applied to counsel a client named Ana experiencing risk-taking behaviors by exploring family communication patterns and problem-solving skills.
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This document provides an overview of the key concepts covered in a unit on glycolysis. It defines glycolysis and its main functions in cells. The main metabolites, enzymes, and chemical reactions of glycolysis are listed. Examples of ATP synthesis through phosphryl-transfer reactions and the fates of pyruvate are described. The main energy sources for muscle, brain, red blood cells, and liver are listed. The role of 2,3-bisphosphoglycerate in red blood cells is explained. Finally, the effects of insulin, glucagon, and epinephrine on the rate of glycolysis and blood glucose levels are briefly discussed.
Unit 7 Carbohydrates
Carbohydrates are an important class of biological molecules that serve structural and fuel roles. This unit describes the structures, properties and functions of carbohydrates including monosaccharides like glucose and fructose, disaccharides like sucrose and maltose, and polysaccharides like starch, glycogen, cellulose, and glycosaminoglycans. Key topics covered include carbohydrate classification, monosaccharide structures and isomerism, glycosidic linkages in complex carbohydrates, and the roles of important polysaccharides in energy storage, structure, and extracellular matrices.
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assignment 1IntroductionMidtown Neurology was started by a si.docx
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac.
assignment 1IntroductionMidtown Neurology was started by a si.docx
assignment 1
Introduction:
Midtown Neurology was started by a single physician who had been practicing in the community for nearly twenty years. As the practice grew, it evolved from a “mom-n-pop” operation to a more complex model. The founding physician recruited four new neurologists to join and continue to help build the practice. Subsequently, however, the new doctors took over and forced him out of the practice.
Tasks:
Case Study Six: From Nothing to Something: Defining Governance and Infrastructure in a Small Medical Practice
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
· Prepare a written report of the case using the following format:
· Background Statement: What is going on in this case as it relates to the identified major problem?
· What are (only) the key points the reader needs to know in order to understand how you will “solve” the case?
· Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
· What are the real issues? What are the differences? Can secondary issues become major problems?
· Present an analysis of the causes and effects.
· Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from which role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
· Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
· Recognize the strengths and weaknesses of the organization.
· Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
· Find out alternatives and recommend a solution.
· Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in plac ...
10 Steps To Advocacy Lissy De Santis
The 10-step document outlines a process for effective advocacy work. It begins with bringing like-minded people together to work on a common problem. The second step is to clearly identify the problem and develop a strategic objective that proposes a solution. The third step is to gather relevant facts to make a strong case. The remaining steps include identifying decision-makers, determining methods of influence, engaging allies, selecting advocacy methods, reviewing progress, and celebrating successes. The overall process provides a framework to work towards policy and program changes.
Bshs 395 bshs395
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Casepresentations
The document provides guidance for social work students on how to present a case study. It outlines the key components of the case presentation, including introducing the client and describing the problem, developing a plan with goals, implementing interventions, evaluating outcomes, and terminating services. It emphasizes that presentations should be professional, with the presenter prepared and classmates engaged. The problem-solving process involves assessment, planning, intervention, evaluation, and follow up.
Discussion 1Compare and contrast the labeling perspective with
This document provides guidance and requirements for discussion board assignments in an undergraduate course. It outlines that students must post an initial response of at least 100 words answering the discussion question by Thursday and then must post at least two response posts engaging with other students' initial posts by Sunday. The rubric assesses students on comprehension, timeliness, engagement, writing mechanics, and total score. It provides two sample discussion prompts on comparing perspectives on deviance and on the value of life in economics. Sample student responses discuss outliers in treatment costs, issues with preventative versus reactionary care, and personal experiences with healthcare costs and end-of-life decisions.
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Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Write a Dialogue.Goal Write a dialogue with the co-worker you.docx
Write a Dialogue.
Goal: Write a dialogue with the co-worker you shared in class regarding your concern. The outcomes of a dialogue are:
long-term innovative solution, achieve shared-meaning, and build common ground. The tools or means to achieve these are: explore assumptions, sharing of feelings, suspend judgments, and build common ground.
(Daft, 2011)
Requirements:
Include the dialogue between you, the sender or speaker and the receiver of the message
Include an analysis of the dialogue using five citations to support your analysis.
The report should be five pages with a cover page and a reference page
This is the Scenario; Marion Medical center is a medium size hospital, located in California that is fairly profitable and well accepted in the community. This Medical center has several outpatient clinics, that are managed my supervisors.
Robert is one of those supervisors, in these outpatient clinics.
His job performance is adequate, but his clinic is facing some major challenges; the manager of all the clinics, Richard, has received many complaints from employees, that Robert is not engaged in the supervision process. Therefore, Richard the supervisor, has asked Roger to meet . These are the major complaints about the supervisor: Roger
-Not available in the day to day activities-stays in the office all day
-Does not communicate with employees
-Shows favoritism to certain employees
-employees don’t trust him
-delegates the scheduling of work shift to employees and there is never enough employees to do the work
-Not good listener or facilitator
-workforce is not motivated
-clinic experiencing a negative working environment
.
Rolfe's Reflective Model: A Guide to Self-Awareness
Are you looking for practical tips on using reflective models to improve your writing skills in global assignments? If so, have you checked out Rofle's Reflective Models for global assignment help Blog? The blog offers insights into different models, such as Kolb's Experiential Learning Cycle and Gibbs Reflective Cycle, and provides guidance for effective analysis and reflection in assignment writing.
Managerial interest
Conflict arises when the goals, values or interests of individuals or groups are incompatible and they obstruct each other from achieving their objectives. There are several types of conflict including interpersonal, intragroup, intergroup, and interorganizational. Conflict is inevitable in workplaces and can be caused by issues like poor communication, insufficient resources, personality clashes, and leadership problems. However, conflict can be minimized through actions such as clarifying job roles, building relationships, providing status updates, training, and holding management meetings. People address conflict using different modes like avoiding, accommodating, competing, compromising, and collaborating.
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This document discusses strategies for medical practices to increase their value and profitability through social communication and marketing. It provides the following key points:
1. More profitable medical practices have expanded their social skills alongside their professional medical skills, using social communication to increase business.
2. Practices must have strong internal systems and workflows in place before implementing a marketing strategy to ensure the strategy is effective.
3. Recommended social communication strategies include using social media, websites, blogs, speaking engagements, social events, media exposure, healthcare apps, and e-books to increase visibility and connect with potential and current patients.
Behavior Change Communication for Health
The document discusses interpersonal communication approaches for health behavior change. It describes the advantages and disadvantages of different interpersonal communication channels. It then outlines various forms of interpersonal media like demonstrations, home visits, and storytelling, providing their advantages, disadvantages, and suggestions. Finally, it discusses the different levels of interpersonal interaction in health, including client-provider, spousal, family, and peer group interactions, and the counseling approaches used at each level.
Behavior Change Communication for Health
The document discusses interpersonal communication approaches for health behavior change. It describes the advantages and disadvantages of different interpersonal communication channels. It then outlines various forms of interpersonal media like demonstrations, home visits, and storytelling, providing their advantages, disadvantages, and suggestions. Finally, it discusses the different levels of interpersonal interaction in health, including client-provider, spousal, family, and peer group interactions, and the counseling approaches used at each level.
Preparing for a Service Planning Conference or Disposition Plannin.docx
Preparing for a Service Planning Conference or Disposition Planning Meeting
Introduction
After you have completed your assessment on each new client and done a tentative plan with the person, your agency might hold a meeting in which more specific plans are made for the individual’s care or services. In some agencies this is done informally. In small agencies, particularly, individual case managers may make those decisions by themselves, referring people to other services in systems that will have more formal case management.
In some places, children who come into the system are presented by their case manager to a “children’s panel” consisting of child psychologists, child psychiatrists, social workers, pediatricians, and others who serve children. Many other places use panels of professionals for creating plans for clients from different populations; in this situation, the case manager presents the case to representatives of any number of agencies serving or specializing in that population. Together the group decides what combination of services would best suit people in their current situation and gives a diagnosis, if appropriate.
If a person has both a substance abuse (SA) problem and a mental health problem and the agencies that address these two problems are not combined, representatives from each of the agencies working with the client should meet together to decide what should be done. In the past a client could be turned down for mental health services because he was drinking and turned down for SA services because he was suicidal. That kind of “turf” exclusion at the expense of the client is no longer tolerated by funding sources that expect people to be served.
In these meetings, decisions regarding the service an individual will receive are made with others who have experience and come, perhaps, from different disciplines. When the meeting is over, a formal plan will be drawn up.
What You Will Need to Bring to the Meeting
You should consider bringing three items to these planning meetings.
1. Tentative service plan:You have already developed a tentative service plan with the individual. Bring this tentative plan to the service planning conference.
2. Human service directory:As you work within the same social service system, you will come to know, without consulting a directory, which agencies are reliable and which services are used most often by your agency when referring people. As you begin your career, you need to know what human service organizations are available in your community. If there is a directory, bring that to the meeting so that you can work with your peers to find the best placement for your client. A good place to look is the local phone book, where social services are usually listed together. You might copy these pages and bring them to the meeting.
3. DSM Handbook:The DSM is a large volume containing considerable information. If you are working in an area that is likely to use the DSM to give diagnoses, you m.
Counselling
This document provides an overview of solution-focused brief therapy (SFBT), including its goals, interventions, and application to a hypothetical counseling case. The goals of SFBT are to solve problems, achieve client goals, and create self-sustaining changes by bringing unconscious thoughts to conscious awareness and reframing or restructuring problematic behaviors. SFBT aims to be brief, typically lasting 8-24 sessions, and focuses on the present and future rather than past issues. The document discusses how SFBT could be applied to counsel a client named Ana experiencing risk-taking behaviors by exploring family communication patterns and problem-solving skills.
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assignment 1IntroductionMidtown Neurology was started by a si.docx
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原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科毕业证成绩单【微信95270640】办理皇后大学毕业证原版一模一样、QU毕业证制作【Q微信95270640】《皇后大学毕业证购买流程》《QU成绩单制作》皇后大学毕业证书QU毕业证文凭皇后大学
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【实体公司】办皇后大学皇后大学本科毕业证成绩单学历认证学位证文凭认证办留信网认证办留服认证办教育部认证（网上可查实体公司专业可靠）
— — — 留学归国服务中心 — — -
【主营项目】
一.皇后大学毕业证成绩单使馆认证教育部认证成绩单等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
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四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
1客户提供皇后大学皇后大学本科毕业证成绩单办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640开始山娃就知道父亲的家和工地共有一个很动听的名字——天河工地的底层空空荡荡很宽阔很凉爽在地上铺上报纸和水泥袋父亲和工人们中午全睡在地上地面坑坑洼洼山娃曾多次绊倒过也曾有长铁钉穿透凉鞋刺在脚板上但山娃不怕工地上也常有五六个从乡下来的小学生他们的父母亲也是高楼上的建筑工人小伙伴来自不同省份都操着带有浓重口音的普通话可不知为啥山娃不仅很快与他们熟识起来还成了无话不谈的好朋友可惜快乐的时光总是太短太匆忙吹
一比一原版(UVic毕业证)维多利亚大学毕业证如何办理
UVic毕业证成绩单【微信95270640】《如何办理UVic毕业证维多利亚大学文凭学历》【Q微信95270640】《维多利亚大学文凭学历证书》《维多利亚大学毕业证书与成绩单样本图片》毕业证书补办 Fake Degree做学费单《毕业证明信-推荐信》成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
如果您是以下情况，我们都能竭诚为您解决实际问题：【公司采用定金+余款的付款流程，以最大化保障您的利益，让您放心无忧】
1、在校期间，因各种原因未能顺利毕业，拿不到官方毕业证+微信95270640
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面向美国乔治城大学毕业留学生提供以下服务:
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我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
诚招代理：本公司诚聘当地代理人员，如果你有业余时间，或者你有同学朋友需要，有兴趣就请联系我
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The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
A Guide to a Winning Interview June 2024
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
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Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
一比一原版(SFU毕业证)西蒙弗雷泽大学毕业证如何办理
SFU硕士毕业证成绩单【微信95270640】《西蒙弗雷泽大学毕业证书原版制作SFU成绩单》【Q微信95270640】《仿制SFU毕业证成绩单西蒙弗雷泽大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
[留学文凭学历认证(留信认证使馆认证)西蒙弗雷泽大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。
多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。
国外毕业证学位证成绩单办理方法：
1客户提供办理西蒙弗雷泽大学西蒙弗雷泽大学毕业证假文凭信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。娃没到过没资格跟小伙伴们争论在山娃的记忆深处只有过年时父亲才会在家呆上三五天无奈相聚的时光总是太短太匆忙记得今年正月就在父亲扛起蛇皮袋将要跨出门槛的一刹那山娃突然抱紧父亲的大腿嚎啕大哭父亲吃力地掰开山娃的手哽咽道山娃好好听话好好念书到了暑假爸也接你进城爸的城好远好大好美山娃于是天天扳着手指算计着读书也格外刻苦无奈时间总过得太慢太慢每次父亲往家打电话山娃总抢着接听一个劲地提醒父亲别忘了正月说的话电涌
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原版制作(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(TMU毕业证)多伦多都会大学毕业证如何办理
TMU本科学位证成绩单【微信95270640】☀️原版仿制多伦多都会大学毕业证书扫描件本科学位证书【办证Q微信95270640】TMU毕业证书扫描件原版仿制毕业成绩单，能完美还原海外各大学TMUBachelor Diploma degree, Master Diploma（本科/硕士多伦多都会大学毕业证书、成绩单）TMU大学Offer录取通知书、雅思成绩单、托福成绩单、雅思托福代考、语言证书、学生卡、高仿留服认证书等毕业/入学/在读材料。1:1完美还原海外各大学毕业材料上的多伦多都会大学毕业证书扫描件本科学位证书TMU毕业证书扫描件原版仿制毕业成绩单工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪。
【本科硕士】多伦多都会大学多伦多都会大学毕业证学位证（GPA修改）；学历认证（教育部认证）；大学Offer录取通知书留信认证使馆认证；雅思语言证书等高仿类证书。
办理流程：
1客户提供办理多伦多都会大学多伦多都会大学毕业证学位证信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
真实网上可查的证明材料
1教育部学历学位认证留服官网真实存档可查永久存档。
2留学回国人员证明（使馆认证）使馆网站真实存档可查。
我们对海外大学及学院的毕业证成绩单所使用的材料尺寸大小防伪结构（包括：多伦多都会大学多伦多都会大学毕业证学位证隐形水印阴影底纹钢印LOGO烫金烫银LOGO烫金烫银复合重叠。文字图案浮雕激光镭射紫外荧光温感复印防伪）都有原版本文凭对照。质量得到了广大海外客户群体的认可同时和海外学校留学中介做到与时俱进及时掌握各大院校的（毕业证成绩单资格证结业证录取通知书在读证明等相关材料）的版本更新信息能够在第一时间掌握最新的海外学历文凭的样版尺寸大小纸张材质防伪技术等等并在第一时间收集到原版实物以求达到客户的需求。
本公司还可以按照客户原版印刷制作且能够达到客户理想的要求。有需要办理证件的客户请联系我们在线客服中心微信：95270640 或咨询在线高楼最底屋最下面很矮很黑是很不显眼的地下室父亲的家安在别人脚底下须绕过高楼旁边的垃圾堆下八个台阶才到父亲的家很狭小除了一张单人床和一张小方桌几乎没有多余的空间山娃一下子就联想起学校的男小便处山娃很想笑却怎么也笑不出来山娃很迷惑父亲的家除了一扇小铁门连窗户也没有墓穴一般阴森森有些骇人父亲的城也便成了山娃的城父亲的家也便成了山娃的家父亲让山娃呆在屋里做作业看电视最多只能在门口透透气不能跟陌生人搭腔更家
一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理
一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
官方认证美国旧金山州立大学毕业证学位证书案例原版一模一样
原版一模一样【微信：741003700 】【美国旧金山州立大学毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Resumes, Cover Letters, and Applying Online
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Conflict Resolution
- 1. You just arrived prior to the start of your Pathology IV class. You are chatting with the student seated next to you and discussing how you did not do well on the big project that was due last week. You were talking about how you could have done better if you had more time. Considering the project was 25% of the course grade, now you may not pass the course. Two weeks prior to the due date you asked the instructor for more time, but your request was denied. The student next to you stated “Huh, I asked for more time and do not have to turn it in until next week and with no late assignment deduction”.
- 2. Welcome to Conflict Management & Professional Communication November 4, 2022 Presented By Robin Shepett, TLC
- 3. OBJECTIVES At the end of this session, participants will be able to; 1. Demonstrate the five practices of professional conflict resolution communication 2. Compare assertiveness and cooperativeness scales in resolving conflict 3. Apply five categories of responses in reaction to conflict 4. Develop two methods for reducing conflict
- 4. Professional Conflict Communication Practices – Five General Practices 1. “Less is more” - simplify 2. Do not “give up” on communication - Ask ”what can I do to…” 3. Do not respond emotionally - Control emotions/plan and Compromise as a response/solution 4. Be “with-it” - Read you audience and Recognize personality, cultural and hierarchal perspectives 5. Practice “active listening”
- 6. Scenario 1 - Subordinate George works very hard as a Chiropractor Assistant in your office and feels the other Chiropractor Assistants are not carrying their weight. This is causing conflict among the other medical assistants. George, who is not the supervisor decides to talk to the other Chiropractor Assistants about their work deficits and includes the other office support staff in the conversation. George’s actions causes conflict and divides all the staff into those that support and those that do not support George. Productivity and
- 7. Scenario 2 – Colleague Dr. Samuels is one of the three chiropractic practitioners in your clinic. He is accomplished, knowledgeable, respected and well-liked by the clinic’s patients and staff. Recently he has decided to run for president of the National Association of Practical Chiropractors. This campaign often takes him away from the clinic has significantly cut into his time with patients. His absence has put pressure on you and the other doctor’s patient load and is starting to reflect negatively on the clinics budget.
- 8. Scenario 3: Management Dr. Grey owns a chain of five Chiropractic Clinics. You are the Doctor/Manager of the largest and most successful clinic. Generally, Dr. Grey has created an autonomous environment and conducts a monthly meeting to discuss clinic business. During the meeting, Dr. Grey voices concern about the performance of the other two clinics and has issued a quota. The quota is that each clinic is required to increase new patient intakes by 20%. If it is not met, there will be terminations. Since your clinic is already very busy, you feel the only way to meet this quota is to hire more staff and another doctor. Your request for additional personnel is denied and you are told to do more with less.
- 9. Review 1. Demonstrate the five practices of professional conflict resolution communication 2. Compare assertiveness and cooperativeness scales in resolving conflict 3. Apply five categories of responses in reaction to conflict 4. Develop two methods for reducing conflict