DQ#1 Treatment planning is emphasized as collaborative, but is thi

DQ#1 Treatment planning is emphasized as collaborative, but is
this an ideal that is not realized in practice? How does the
treatment planning process at your site differ from the ideal that
is described in the lecture for this topic?
[email protected] How do you resolve the dilemma that is
created when biopsychosocial assessment clearly identifies a
major problem area that the client does not wish to contemplate
changing?
CAT Two: Class
Great discussion on the topic of preparing yourselves for when
you complete practicum which will come fast. We discussed the
beginnings of preparing your portfolio as well as being aware of
your theoretical orientation as you try out new theories and
approaches with clients. How comfortable are you feeling with
this process and defining the finer points of who you are as a
counselor and being able to present this in interviews to obtain
a job once you are done with practicum? What areas did you
find you still need to work on?
Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various
theoretical approaches to understanding the effects of leadership
and women. Specifically, the health of women in society, as
well as their leadership positions, has been outlined through
various theories. The multiple methods present a useful view of
the problem statement and research proposed in this paper. The
following theories were derived from the studies, and they
highlight the means which researchers have operationalized
them as well as how they can be used to support this study.

Affective Events Theory
This theory focuses on the effects of emotions on job
satisfaction and worker performance. Its application by Walter
(2007) in his study of leadership rests on the central role of
affective reactions of leaders towards developing charismatic
leadership. This theory argues that the emotional responses of
leaders and other employees in the workplace affect work
attitudes and behaviors. In this study, the main variables
include the affective and attitudinal influences of leaders and
workers (Walter, 2007). These are independent variables that
the researcher believes affect behaviors in the workplace. The
researcher has thus used these variables to define charismatic
leadership as developed through consistent application of
positive affective practices by the leader. Positive affect has
been prioritized as an antecedent of charismatic behavior. This
theory supports my study by showing how people in an
organization interact with female leaders. If affective emotions
are used in the workplace, female leaders can grow into
charismatic leaders by influencing the behaviors and attitudes
of workers in the organization.
Social Equity
Social equity is yet another theory which has been utilized in
the studies to highlight women’s role in society. This theory is
based on the concept of applying justice and fairness in
accessing social amenities (Atakro et al., 2019). Access to
healthcare and leadership opportunities lay within this theory,
which incorporates issues of gender and sexuality. This theory
has been utilized by Atakro et al. (2019) to explain women’s
access to safe abortion services in Ghana. The main variables
include attitudes towards abortion and also access to healthcare
services by women in the country. The author shows the
existence of gender-biases in general attitudes towards abortion
and hence the discrimination against the essential health service
for women there. The theory of social equity supports my study
by showing that gender biases prohibit equal opportunity for
people in society. Leadership in organizations may be more

available and accessible to men than women due to the general
gender bias in appointments and attitudes towards leadership.
Therefore, social equity theory insists that people from all
gender identities access equal opportunities for leadership, and
hence women should be elevated to positions of leadership with
equal opportunity as men do.
Sensitivity and Specificity
The theory of sensitivity and specificity is one that describes
the applicability of different screening and treatment
procedures, methods, and approaches to people. This theory is
based on the demographic differences of people and how
various tools of treatment apply to these demographics (Zalesky
et al., 2015). Primarily, the study by Chen, Brock, & Wu (2010)
utilizes this tool to compare two cohorts of women and their
approach to breast cancer screening. The effect of age on the
sensitivity to detection and treatment is highlighted in this
study with older women being portrayed as benefiting more
from testing and treatment. This theory does not apply to my
research because although it has been used to show differences
among women, it does not contain any tenets or variables useful
in leadership. Sensitivity and specificity is a healthcare and
medical-centered theory which explains sensitivity to medical
processes and hence does not apply to the field of leadership.
Quantitative Purpose Statement
The purpose of this study is to determine the frequency of
perceived barriers hindering women from positions of power in
society. The perceived boundaries of women to enter places of
power can be stratified into structural, sociocultural, and
intrapersonal (Hurley & Choudhary, 2016). This study seeks to
determine the participants’ views towards these three classes of
barriers and how much each category contributes to the gender -
biased approach to leadership. The main objective of this study
is to determine the most likely factor hindering women from
becoming leaders in society. As such, this objective is further
connected to the goal of developing processes that eliminate
barriers that prevent women from accessing such opportunities.

Another aim of this study is to determine the structures of
society which must be changed to increase women leadership.
Moreover, the study will be organized to capture the feedback
of women in organizational leadership positions. As such,
potential participants include female leaders in different
locations in different organizations. These participants are in an
excellent position to contribute to this study since as leaders,
they have encountered various challenges which they can rate
effectively (Hurley & Choudhary, 2016). Structural,
intrapersonal, and sociocultural factors all affect women.
Examples of fundamental elements include issues such as job
requirements and how they suit women. Intrapersonal factors
include topics such as personal leadership qualities and
ambition of many women, while sociocultural factors mainly
revolve around the society’s attitudes and norms and how they
interact with women in leadership.
Conclusion
The proposed study seeks to establish the factors most liable for
barring women from positions of leadership. Social equity and
affective events theories will be the most useful in this study.
For instance, social equity outlines structural and sociocultural
factors that may have inhibited career growth for women.
Additionally, affective events theory mainly deals with the
personal characteristics of women and how they may affect their
chances at leadership. This quantitative study will pave the way
for corrective measures to ensure that more women access
positions of leadership and hence gender equality is enhanced in
society.
References
Atakro, C. A., Addo, S. B., Aboagye, J. S., Menlah, A., Garti,
I., Amoa-Gyarteng, K. G., ... & Mensah, A. K. (2019).
Contributing factors to unsafe abortion practices among women
of reproductive age at selected district hospitals in the Ashanti
region of Ghana. BMC Women's Health, 19(1), 60.
Chen, Y., Brock, G., & Wu, D. (2010). Estimating key
parameters in periodic breast cancer screening—application to

the Canadian national breast screening study data. Cancer
Epidemiology, 34(4), 429-433.
Hurley, D., & Choudhary, A. (2016). Factors influencing the
attainment of CEO position for women. Gender in Management:
An International Journal, 31(4), 250-265.
Walter, F. (2007). The development of effective leadership:
investigating the antecedents of charismatic and prevention-
oriented leadership behaviors (Doctoral dissertation, Verlag
nicht ermittelbar).
Zalesky, A., Fornito, A., Cocchi, L., Gollo, L. L., van den
Heuvel, M. P., & Breakspear, M. (2016). Connectome
sensitivity or specificity: which is more important?
Neuroimage, 142, 407-420.
***PLEASE ENSURE ALL REFERENCES ARE SCHOLARLY
RESOURCES***
Instructions
Identify a recent research article that deals with Cloud Security
that reflects use of an experimental design approach. Write a
paper in which you identify the exact design used, and then
analyze the following:
1. Was the design chosen appropriate, given the purpose of the
study and the research questions?
2. What were the variables (independent, dependent,
confounding/intervening)?
3. How did the researcher control for intervening variables? By
design or through application of statistics?
4. How did the researchers assign participants to the different
groups?
5. What statistical tests were used and were they applied
appropriately? Why/why not?
Then, revise the problem and purpose statements you developed
in Week 4 so they can be researched using an experimental
design approach. Write one research question with associated
hypotheses. Be sure to name and define all your variables and

their types (nominal, ordinal, interval, or ratio). Explain how
you would design an experiment to answer the research question
and test hypotheses, and then justify your approach. Use the
typology from Creswell (2014, pp. 171-174) to label your
design, and explain the threats to internal and external validity
in your study, and how you plan to mitigate those. End your
discussion by explaining how you plan to collect and analyze
data, including which statistical tests you think are appropriate,
given the types of variables involved.
Length: 3-4 pages, not including title page and references
Support your paper with at least five scholarly resources. In
addition to these specified resources, other appropriate
scholarly resources, including older articles, may be included.
Your paper should demonstrate thoughtful consideration of the
ideas and concepts presented in the course by providing new
thoughts and insights relating directly to this topic. Your
response should reflect scholarly writing and current APA
standards.
RESOURCES***
RESOURCES***
Instructions
Consider the following excerpt from a research project:
Purpose statement:
The purpose of the quantitative descriptive study is to describe
IT professionals’ current uses of and attitudes toward social
media in the workplace, and to determine if current work-
related uses of and attitudes toward social media vary according
to generational cohorts. A generational cohort is defined as a
group of individuals who were born in the same period (table
adapted from www.ache.org):
Generation
Year of birth
Baby Boomers

1943-1960
Generation X
1961-1981
Millennials
1982-2005
Research Questions and Hypotheses:
RQ1. What are the different uses of social media among IT
professionals?
RQ2. To what extentdoes the use of social media differ across
IT professionals’ generation cohort membership (Baby Boomer,
Generation X, Millennials)?
H20: There is no difference in generational cohort use of social
media in the workplace among IT professionals.
H21: Millennial IT professionals are more likely to use social
media in the workplace than Generation X and Baby Boomer IT
professionals.
RQ3. To what extent do attitudes toward social media use in the
workplace differ across IT professionals’ generation cohort
membership (Baby Boomer, Generation X, Millennials)?
H30: There is no difference in IT professionals’ generational
cohort membership and attitudes toward social media adoption
and use in the workplace.
H31: IT professional Millennial cohort members have more
positive attitudes toward social media adoption and use in the
workplace than Generation X and Baby Boomer cohort member
IT professionals.
You will need to design a survey you can use to collect data to
answer the above research questions and test the hypotheses.
Remember, the main quality criteria for quantitative research
instruments are “validity and reliability. Validity refers to the
extent to which a data collection instrument measures what it is
intended to measure” (University of Bradford). Reliability of a
quantitative data collection instrument refers to “a statistical
measure of how reproducible a survey instrument’s data are”
(Litwin, 1995, p. 6). A reliable survey produces similar results
every time it is used.

You may use MS Word or Excel, or a free survey tool to design
your survey. Write a paper in which you address the following
issues:
1. What are the variables in this study and how can they be
measured?
2. What are the key design considerations and best practices
when developing a survey instrument and how did those
considerations affect your own survey design?
3. How will you ensure validity and reliability of your survey
instrument?
4. How many valid survey answers will you need to obtain a
95% statistical confidence level, assuming your population of
IT professional in City X consists of approximately 40,000
individuals?
5. How will you recruit participants to ensure the necessary
sample size? What are the pros and cons of your chosen
strategy?
Once you have designed your survey instrument and planned
your data collection phase, explain how you will test the
hypotheses to answer the research questions. Which statistical
tests are appropriate, and why? How will you present analyzed
data and how will results from the data analysis inform your
conclusions?
Length: 5-7 pages, not including title page, survey, and
references. Attach your survey instrument as an appendix.
standards.
RESOURCES***

RESOURCES***
Instructions
Identify a recent research article that deals with Cloud Security
that reflects use of an experimental design approach. Write a
paper in which you identify the exact design used, and then
analyze the following:
1. Was the design chosen appropriate, given the purpose of the
study and the research questions?
2. What were the variables (independent, dependent,
confounding/intervening)?
3. How did the researcher control for intervening variables? By
design or through application of statistics?
4. How did the researchers assign participants to the different
groups?
5. What statistical tests were used and were they applied
appropriately? Why/why not?
Then, revise the problem and purpose statements you developed
in Week 4 so they can be researched using an experimental
design approach. Write one research question with associated
hypotheses. Be sure to name and define all your variables and
their types (nominal, ordinal, interval, or ratio). Explain how
you would design an experiment to answer the research question
and test hypotheses, and then justify your approach. Use the
typology from Creswell (2014, pp. 171-174) to label your
design, and explain the threats to internal and external validity
in your study, and how you plan to mitigate those. End your
discussion by explaining how you plan to collect and analyze
data, including which statistical tests you think are appropriate,
given the types of variables involved.
Length: 3-4 pages, not including title page and references

standards.
RESOURCES***
Problem Statement and Theoretical Approach
The studies explored in the problem statement provide various
theoretical approaches to understanding the effects of leadership
and women. Specifically, the health of women in society, as
well as their leadership positions, has been outlined through
various theories. The multiple methods present a useful view of
the problem statement and research proposed in this paper. The
following theories were derived from the studies, and they
highlight the means which researchers have operationalized
them as well as how they can be used to support this study.
Affective Events Theory
This theory focuses on the effects of emotions on job
satisfaction and worker performance. Its application by Walter
(2007) in his study of leadership rests on the central role of
affective reactions of leaders towards developing charismatic
leadership. This theory argues that the emotional responses of
leaders and other employees in the workplace affect work
attitudes and behaviors. In this study, the main variables
include the affective and attitudinal influences of leaders and
workers (Walter, 2007). These are independent variables that
the researcher believes affect behaviors in the workplace. The
researcher has thus used these variables to define charismatic
leadership as developed through consistent application of
positive affective practices by the leader. Positive affect has
been prioritized as an antecedent of charismatic behavior. This
theory supports my study by showing how people in an
organization interact with female leaders. If affective emotions
are used in the workplace, female leaders can grow into
charismatic leaders by influencing the behaviors and attitudes
of workers in the organization.

Social Equity
Social equity is yet another theory which has been utilized in
the studies to highlight women’s role in society. This theory is
based on the concept of applying justice and fairness in
accessing social amenities (Atakro et al., 2019). Access to
healthcare and leadership opportunities lay within this theory,
which incorporates issues of gender and sexuality. This theory
has been utilized by Atakro et al. (2019) to explain women’s
access to safe abortion services in Ghana. The main variables
include attitudes towards abortion and also access to healthcare
services by women in the country. The author shows the
existence of gender-biases in general attitudes towards abortion
and hence the discrimination against the essential health service
for women there. The theory of social equity supports my study
by showing that gender biases prohibit equal opportunity for
people in society. Leadership in organizations may be more
available and accessible to men than women due to the general
gender bias in appointments and attitudes towards leadership.
Therefore, social equity theory insists that people from all
gender identities access equal opportunities for leadership, and
hence women should be elevated to positions of leadership with
equal opportunity as men do.
Sensitivity and Specificity
The theory of sensitivity and specificity is one that describes
the applicability of different screening and treatment
procedures, methods, and approaches to people. This theory is
based on the demographic differences of people and how
various tools of treatment apply to these demographics (Zalesky
et al., 2015). Primarily, the study by Chen, Brock, & Wu (2010)
utilizes this tool to compare two cohorts of women and their
approach to breast cancer screening. The effect of age on the
sensitivity to detection and treatment is highlighted in this
study with older women being portrayed as benefiting more
from testing and treatment. This theory does not apply to my
research because although it has been used to show differences
among women, it does not contain any tenets or variables useful

in leadership. Sensitivity and specificity is a healthcare and
medical-centered theory which explains sensitivity to medical
processes and hence does not apply to the field of leadership.
Quantitative Purpose Statement
The purpose of this study is to determine the frequency of
perceived barriers hindering women from positions of power in
society. The perceived boundaries of women to enter places of
power can be stratified into structural, sociocultural, and
intrapersonal (Hurley & Choudhary, 2016). This study seeks to
determine the participants’ views towards these three classes of
barriers and how much each category contributes to the gender -
biased approach to leadership. The main objective of this study
is to determine the most likely factor hindering women from
becoming leaders in society. As such, this objective is further
connected to the goal of developing processes that eliminate
barriers that prevent women from accessing such opportunities.
Another aim of this study is to determine the structures of
society which must be changed to increase women leadership.
Moreover, the study will be organized to capture the feedback
of women in organizational leadership positions. As such,
potential participants include female leaders in different
locations in different organizations. These participants are in an
excellent position to contribute to this study since as leaders,
they have encountered various challenges which they can rate
effectively (Hurley & Choudhary, 2016). Structural,
intrapersonal, and sociocultural factors all affect women.
Examples of fundamental elements include issues such as job
requirements and how they suit women. Intrapersonal factors
include topics such as personal leadership qualities and
ambition of many women, while sociocultural factors mainly
revolve around the society’s attitudes and norms and how they
interact with women in leadership.
Conclusion
The proposed study seeks to establish the factors most liable for
barring women from positions of leadership. Social equity and
affective events theories will be the most useful in this study.

For instance, social equity outlines structural and sociocultural
factors that may have inhibited career growth for women.
Additionally, affective events theory mainly deals with the
personal characteristics of women and how they may affect their
chances at leadership. This quantitative study will pave the way
for corrective measures to ensure that more women access
positions of leadership and hence gender equality is enhanced in
society.
References
Atakro, C. A., Addo, S. B., Aboagye, J. S., Menlah, A., Garti,
I., Amoa-Gyarteng, K. G., ... & Mensah, A. K. (2019).
Contributing factors to unsafe abortion practices among women
of reproductive age at selected district hospitals in the Ashanti
region of Ghana. BMC Women's Health, 19(1), 60.
Chen, Y., Brock, G., & Wu, D. (2010). Estimating key
parameters in periodic breast cancer screening—application to
the Canadian national breast screening study data. Cancer
Epidemiology, 34(4), 429-433.
Hurley, D., & Choudhary, A. (2016). Factors influencing the
attainment of CEO position for women. Gender in Management:
An International Journal, 31(4), 250-265.
Walter, F. (2007). The development of effective leadership:
investigating the antecedents of charismatic and prevention-
oriented leadership behaviors (Doctoral dissertation, Verlag
nicht ermittelbar).
Zalesky, A., Fornito, A., Cocchi, L., Gollo, L. L., van den
Heuvel, M. P., & Breakspear, M. (2016). Connectome
sensitivity or specificity: which is more important?
Neuroimage, 142, 407-420.
RESOURCES***
Instructions
Consider the following excerpt from a research project:
Purpose statement:

The purpose of the quantitative descriptive study is to describe
IT professionals’ current uses of and attitudes toward social
media in the workplace, and to determine if current work-
related uses of and attitudes toward social media vary according
to generational cohorts. A generational cohort is defined as a
group of individuals who were born in the same period (table
adapted from www.ache.org):
Generation
Year of birth
Baby Boomers
1943-1960
Generation X
1961-1981
Millennials
1982-2005
Research Questions and Hypotheses:
RQ1. What are the different uses of social media among IT
professionals?
RQ2. To what extentdoes the use of social media differ across
IT professionals’ generation cohort membership (Baby Boomer,
Generation X, Millennials)?
H20: There is no difference in generational cohort use of social
media in the workplace among IT professionals.
H21: Millennial IT professionals are more likely to use s ocial
media in the workplace than Generation X and Baby Boomer IT
professionals.
RQ3. To what extent do attitudes toward social media use in the
workplace differ across IT professionals’ generation cohort
membership (Baby Boomer, Generation X, Millennials)?
H30: There is no difference in IT professionals’ generational
cohort membership and attitudes toward social media adoption
and use in the workplace.
H31: IT professional Millennial cohort members have more
positive attitudes toward social media adoption and use in the
workplace than Generation X and Baby Boomer cohort member
IT professionals.

You will need to design a survey you can use to collect data to
answer the above research questions and test the hypotheses.
Remember, the main quality criteria for quantitative research
instruments are “validity and reliability. Validity refers to the
extent to which a data collection instrument measures what it is
intended to measure” (University of Bradford). Reliability of a
quantitative data collection instrument refers to “a statistical
measure of how reproducible a survey instrument’s data are”
(Litwin, 1995, p. 6). A reliable survey produces similar results
every time it is used.
You may use MS Word or Excel, or a free survey tool to design
your survey. Write a paper in which you address the following
issues:
1. What are the variables in this study and how can they be
measured?
2. What are the key design considerations and best practices
when developing a survey instrument and how did those
considerations affect your own survey design?
3. How will you ensure validity and reliability of your survey
instrument?
4. How many valid survey answers will you need to obtain a
95% statistical confidence level, assuming your population of
IT professional in City X consists of approximately 40,000
individuals?
5. How will you recruit participants to ensure the necessary
sample size? What are the pros and cons of your chosen
strategy?
Once you have designed your survey instrument and planned
your data collection phase, explain how you will test the
hypotheses to answer the research questions. Which statistical
tests are appropriate, and why? How will you present analyzed
data and how will results from the data analysis inform your
conclusions?
Length: 5-7 pages, not including title page, survey, and
references. Attach your survey instrument as an appendix.

standards.
RESOURCES***
PCN 662A Topic 3 Lecture
Treatment PlanningIntroduction
Treatment planning can be a dynamic means of engaging and
motivating clients in setting realistic, clear goals and objectives
to move in healthy and productive directions. Treatment plans
should guide both individual and group counseling. It is worth
noting that treatment plans for clients with addictions and
clients with serious psychiatric disorders treated at mental
health clinics are typically more detailed than for standard
counseling clients presenting with adjustment disorders or
dysthymia. In the former, usually not only problems, goals, and
some clear behavioral objectives are incorporated, but also
interventions and timelines are utilized, which provide needed
structure, concreteness, and achievability.Addressing the Issue
Addressing problems should be stated in clear, nonjudgmental,
nonstigmatizing behavioral terms. Below are some examples of
alternative ways of addressing counseling issues.
Instead of using the phrase "alcohol dependence," or "Charles is
an addict," one could state "Charles is experiencing increased
tolerance for alcohol as evidenced by the need for more alcohol
to relax," or (more severe) "Charles needs to drink to avoid
acute abstinence syndrome symptoms as evidenced by having
‘the shakes' in the morning."
Instead of stating "Client is promiscuous," use the statement
"Client participates in unprotected sex four times a week."
Instead of recording "Client is resistant to treatment," state "In
past 12 months, client has dropped out of three treatment

programs prior to completion."
Instead of stating "Client is in denial," state the discrepancy as
"Client reports two DWIs in the past year, but states that
alcohol use is not problem." (Stilen, Carise, Roget, & Wendler,
2005, p. 12)Setting Goals
Goal setting should be collaborative, strengths-based, and
affirmatively focused. For each goal, there should be an
assessment of readiness to change. Clients might really want to
get a job, but they do not see why they should not continue to
drink heavily. One can use a version of the simple readiness
ruler. The ratings are roughly equivalent to the Transtheoretical
Stages of Change as postulated by James Prochaska and Carlo
DiClemente (1995). "Not ready" is less jargon-ridden than
"precontemplative," and "unsure" is easier than
"contemplative."
In the Motivational Interviewing approach, instead of
"resistance," consider saying "ambivalent" or "not ready to
change." Using Motivational Interviewing and the Stages of
Change approach takes the argumentation out of the session. If
the focus is on making a change, then the discussion is open to
the change the client wants.
If a client is precontemplative or not ready to change (notice
this wording is much less stigmatizing than "in denial" or
"resistant") in regard to a particular goal or problem area,
consider working around the issue and concentrating on
something else, which has the advantages of:
Rolling with the resistance, meaning there will be other
opportunities in counseling sessions to further address the issue.
Actively engaging and retaining the client in the change and
counseling process. The client is prepared for addressing the
area in which motives for not changing currently outweigh
motives for change.Setting Objectives
It is important for the counselor to guide the client toward
change that will lead to successful treatment and conclusion of
counseling. Setting attainable objectives is an important part of
that guidance. A concept that describes the use of objectives is

the term SMART Treatment Planning (Stilen et al., 2005),
which uses an acronym for objectives that are;
Specific - using precise behavioral terms to indicate how
functioning will be improved.
Measurable - objectives, interventions, and achievement is
quantifiable via assessment scale or scores, client report, mental
status change.
Attainable - during active treatment phase, focus on
improvements, not cures.
Realistic - achievable given client's environment, supports,
diagnosis, and level of functioning.
Time-limited - have target dates
SMART Treatment Planning can also can be developed
collaboratively with clients by asking open-ended questions
such as "What small things do you think you could do to work
towards the goal?" The counselor may need to make
suggestions.Interventions
An intervention is what the program staff will do to assist a
client in meeting an objective. Interventions have been
addressed in-depth in previous courses in the counseling
program; however, they are addressed here because
remembering the effect they can have in the counseling session
is important. Interventions are often unpleasant for clients
because clients may have been resistant to meet objectives and
an intervention will force them to move toward the achievement
of the objective. Consider these factors in using interventions:
Decide which theoretical approach will be used, such as
Rational Emotive Behavior Therapy (REBT).
The type of services, resources, and modalities that wil l be
utilized.
The treatment and service frequency.
Which staff member will implement and monitor this plan
component.
How affirmations and positive reinforcements will be used.
In conjunction with the use of interventions, noting current
diagnoses and current and highest rating in the past year on the

Global Assessment of Functioning (GAF) scale from 1 to 100
(Axis V in the American Psychiatric Association's
[2000] Diagnostic and Statistical Manual of Mental
Disorders [DSM-IV-TR]) are very important. These assessments
are usually noted on the treatment planning form. Medication
management is also a section on the treatment plan, noting all
medication prescriptions and amounts and compliance with the
medication plan.Conclusion
Setting goals is the first step in moving clients toward
successful completion of treatment. Associated with goal
setting, but more detailed and readily tracked, setting objectives
allows the client and counselor to implement a treatment plan.
Interventions may or may not be used, but they are an available
tool to help counselors when clients resist making the necessary
changes important in their treatment.References
American Psychiatric Association. (2000). Diagnostic and
statistical manual of mental disorders (4th ed. text revision).
Washington, DC: Author.
Prochaska, J. O., Norcross, J., & DiClemente C.
(1995). Changing for good. New York: Avon Books.
Stilen, P., Carise, D., Roget, N., & Wendler, A. (2005). SMART
treatment planning utilizing the addiction severity index (ASI):
Making required data collection useful. Kansas City, MO: Mid-
American Addiction Technology Transfer Center.

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