This document summarizes a study exploring professional credentialing in public relations. The study examined how credentialing impacts careers in a regional market and its relationship to professionalism and ethics. Key findings include that credentialing can enhance one's image and career, though it may not necessarily make someone more ethical. The study had limitations but provides insights that further credentialing research in other areas could help address professional challenges in establishing public relations as a credible field.
Information about Bellevue University Human Capital Lab's latest assessment tool to aid Chief Learning Officers and Training & Development Leaders in determining the Power Skills (soft skills) gaps they may have in their organization combined with consultation services to assist developing a plan, tools, and performance measurement ROI outcome studies to help demonstrate the to all who invest the value of these efforts.
Information about Bellevue University Human Capital Lab's latest assessment tool to aid Chief Learning Officers and Training & Development Leaders in determining the Power Skills (soft skills) gaps they may have in their organization combined with consultation services to assist developing a plan, tools, and performance measurement ROI outcome studies to help demonstrate the to all who invest the value of these efforts.
I recently contributed to a book about supervision in Norway edited by Freja Ulvestad Kärki and Asbjørn Kärki Ulvestad. My contribution involved four 500 word responses to the editor’s questions about my views of supervision, conceptualized more of a dialogue than a question and answer.
Reference: Asbjørn Kärki Ulvestad & Freja Ulvestad Kärki (2012). Flerstemt veiledning. Oslo: Gyldendal
The rest of the book is in Norwegian. Check it out here: http://tidsskriftet.no/article/2894303/
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
Case Study: Continuing Professional Development in Specialist Medical College...WileyProLearn
Presented by Prof David Watters, as part of the Wiley Professional Learning seminar, 'Across the Professions'. For info visit http://wileyprolearning.wordpress.com or follow us @WileyProLearn
July 2016 STRATEGIC FINANCE 17 Career Center’s Ten Tip.docxcroysierkathey
July 2016 / STRATEGIC FINANCE / 17
Career Center’s Ten Tips for
Job Search Success lists
strong ethics as the num-
ber one most desirable
characteristic, advising
candidates to “be honest
with employers. This
includes your online pro-
file, résumé, and cover let-
ter. Honesty is integral
during the interviewing
and job offer process.”
IDENTIFYING INTEGRITY
IN A CANDIDATE
As in past years, JPI hiring
managers say the conversa-
tional interview format still
ranks as the most common
method for assess ing can-
didates, with 73% reporting
that they use the method.
Thus, inter view skills that
demonstrate honesty and
integrity are critical to an
applicant’s success. Hon-
tant trait for applicants at
all experience levels. Re-
spondents suggested they
were most concerned with
honesty, having received
falsified résumés or having
been lied to about a candi-
date’s background in the
past. A strong work ethic,
self-motivation, and ac-
countability follow integrity
in importance for entry or
mid-level positions.
For senior-level posi-
tions, the characteristic of
accountability ranked high,
while abilities to make de-
cisions and solve problems
were next in importance.
Hiring managers didn’t as-
sign as much importance
to higher-order traits of
strategic perspective, busi-
ness acumen, and global
competence as prior-year
respondents did.
DePaul University
The report concludes
that “hiring managers are
able to find valuable skills
and traits more easily than
in prior years.”
INTEGRITY IS MOST
IMPORTANT
This year’s JPI report shows
that character traits rank
higher than job skills. Pre-
vious years’ surveys indi-
cated that it was essential
for all candidates to have
integrity, but in 2015, in-
tegrity was the most impor-
ETHICS
HIRING ETHICAL
EMPLOYEES
Hiring managers are increasingly
prioritizing ethics-related character
traits, such as integrity and accounta-
bility, when evaluating job candidates.
BY CURTIS C. VERSCHOOR, CMA, CPA
FOR THE PAST SIX YEARS, the Ca-reer Advisory Board ofDeVry University has stud-ied the gaps between traitsand skills that employersare looking for in job candi-dates and the actual charac-teristics possessed by the
applicants they meet. The 2015 Job Prepared-
ness Indicator (JPI) surveyed 503 full-time hir-
ing managers who screen and hire applicants
with at least a college education.
esty in portraying a specific
desirable outcome that re-
sulted from a team effort is
a better approach than list-
ing achievements on a ré-
sumé to emphasize
single-handed accomplish-
ments. For example, the
statement, “Working to-
gether with IT, my depart-
ment was able to speed
monthly closing time by
three days” is preferable to
“I was able to shorten
monthly closing by three
days.”
Pre-employment tests
are used by 37% of JPI re-
spondents and are available
for a number of attributes,
including integrity. The
provider of one of the in-
tegrity tests notes they are
used “to evaluate an appli-
cant’s honesty and trust-
worth ...
c h a p t e r8 Professional Competence and TrainingIntroductioTawnaDelatorrejs
c h a p t e r
8 Professional Competence and Training
Introduction
In this chapter we focus on the ethical and legal aspects of professional compe- tence and the ongoing education and training required for mental health profes- sionals. We discuss issues related to professional licensing and certification as well as approaches to continuing education.
Ability is not easy to assess, but competence is a major concern for mental health professionals. Striving for competence is a lifelong endeavor. We are called upon to devote the entire span of our careers to developing, achieving, maintain- ing, and enhancing our competence. Competence at one point in our career does not assure competence at a later time. To remain current, we must take active steps to maintain our knowledge and skills. Continuing education is particularly impor- tant in learning about emerging areas of practice.
Barnett and Johnson (2015) remind us to consider the scope of our compe- tence. Being competent in one area of counseling does not mean we are compe- tent or feel comfortable handling client concerns in other areas. It is important to accurately assess each area of our practice to ensure competence. In one study examining school counselors’ comfort and perceived competence in addressing student issues pertaining to spirituality, 80% of participants felt they needed to improve their competence level even though they said they were comfortable with these issues (Smith-Augustine, 2011). Practitioners and students can develop com- petence both as generalists and as specialists. A generalist is a practitioner who is able to work with a broad range of problems and client populations. A specialist is a worker who has developed competence in a particular area of practice such as career development, addiction counseling, eating disorders, or family therapy.
Definitions of competence center around a practitioner’s ability to perform cer- tain tasks and roles appropriately and effectively (Johnson et al., 2008). Competent practitioners have the necessary self-awareness, knowledge, skills, and abilities to provide effective services. To apply our knowledge and skills competently, we must consistently attend to our physical, emotional, mental, and spiritual well-being. As we saw in Chapter 2, self-care and wellness are basic to being able to function com- petently in our professional work and are considered ethical issues.
We give the education and training of mental health professionals special attention because of the unique ethical issues involved. Indeed, ethical issues must be considered from the very beginning, starting with admission and screening procedures for graduate programs. One key issue is the role of training programs in safeguarding the public when it becomes clear that a trainee has problems that are likely to interfere with professional functioning.
LO1
Therapist Competence: Ethical and Legal Aspects
In this section we examine therapist competence, or the skills a ...
eadership has never been more important in the NHS. Leaders at all levels inspire and achieve quality through effective dialogue with staff, colleagues and service users. In this session, delegates will be introduced to a framework for understanding effective dialogue and conversational patterns and will be provided with practical approaches and tools that will enable them to have more productive quality conversations.
This presentation was provided by the Public Relations Society of America, who along with the Universal Accreditation Board, manages the APR process and administration.
This is the book and i am trying to attach the missing pages. ht.docxMARK547399
This is the book and i am trying to attach the missing pages. https://books.google.com/books?id=03PzAgAAQBAJ&pg=PA161&lpg=PA161&dq=people+thought+and+idea+about+human+services&source=bl&ots=H7szzsKfHc&sig=YurHYZqH-CEW7p2_R_V1lU8vxjc&hl=en&sa=X&ved=0CE4Q6AEwCWoVChMI66LI8cL3xgIVipMNCh10VA0W#v=onepage&q=people%20thought%20and%20idea%20about%20human%20services&f=false
As you begin the discussion, remember to include all weekly assignments in the following format for organization also remember that all APA papers have an Abstract page:
1. Abstract
2. First paragraph with topic heading to respond to: what most surprised you?
3. Second paragraph with topic heading to respond to: from the client's perspective, how might your weaknesses interfere with the helping process?
4. Third paragraph with topic heading to respond to: how will what you learned determine your future professional development needs?
5. Complete APA References
Introduction
Human services professionals are drawn to the field for many different reasons. Regardless of how one enters human services, it operates on five important values that serve as the guiding framework and drive the work done to help others. Acceptance, tolerance, individuality, self-determination, and confidentiality are the values that guide professional behavior and service delivery. Understanding these values is critical in becoming an effective helper.
Toggle DrawerHide Full Introduction
In addition to these core values, the research has clearly defined suggested characteristics that are needed to be an effective helper. However, to be effective in the work that is done to create change, professionals need to have an understanding of themselves and their values first. Without this understanding of how personal values, biases, and opinions impact the helping situation, the helping environment is ineffective. Being able to create a neutral helping situation where a client feels they are heard, valued, and protected when vulnerable is necessary for effective helping to occur.
This week you will embark on a self-assessment journey challenging you to look at who you are and the impact this might have on how you develop professionally. The information you obtain about yourself will be important as you continue to develop your skills to become an effective helper.
Week 1 - Assignment 1 - Human Services Values – 250 Words
Reflect on the human services values described in this unit's reading in An Introduction to Human Services, addressing the following:
· Which human services value is the most difficult for you to practice? Include an example of a situation that encompasses that value and why it would be difficult for you to use it.
· Which human services value is the most important to you and why?
· How might your understanding of the values that guide practice help you determine your future professional development needs?
Response Guidelines
Respond to two of your peers, ...
LPC Managing Differences and Difficult PopulationsGlenn Duncan
This is part 4 of 5 in a 30 hour lecture series on Clinical Supervision for Mental Health Professionals. This was made for the Approved Clinical Supervisor Certificate through the NBCC. This interactive workshop focuses on the major elements of managing differences between supervisors and supervisees and issues surrounding working with difficult supervisees. In this workshop, participants will learn about the influence of individual, cultural and developmental differences between supervisors and supervisees. Different aspects of individual differences are covered (e.g., differences in belief systems and theoretical orientation between supervisor and supervisee). Different aspects of cultural differences are covered as are different aspects of developmental differences (e.g., supervisee and supervisor experiential levels). Participants will discuss areas of difficulties with supervisees, including an introduction to progressive discipline policies and due process, transference and countertransference, and other generic problems with supervisees. Teaching methods include lecture, interactive exercises and group participation/discussion.
I recently contributed to a book about supervision in Norway edited by Freja Ulvestad Kärki and Asbjørn Kärki Ulvestad. My contribution involved four 500 word responses to the editor’s questions about my views of supervision, conceptualized more of a dialogue than a question and answer.
Reference: Asbjørn Kärki Ulvestad & Freja Ulvestad Kärki (2012). Flerstemt veiledning. Oslo: Gyldendal
The rest of the book is in Norwegian. Check it out here: http://tidsskriftet.no/article/2894303/
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
Case Study: Continuing Professional Development in Specialist Medical College...WileyProLearn
Presented by Prof David Watters, as part of the Wiley Professional Learning seminar, 'Across the Professions'. For info visit http://wileyprolearning.wordpress.com or follow us @WileyProLearn
July 2016 STRATEGIC FINANCE 17 Career Center’s Ten Tip.docxcroysierkathey
July 2016 / STRATEGIC FINANCE / 17
Career Center’s Ten Tips for
Job Search Success lists
strong ethics as the num-
ber one most desirable
characteristic, advising
candidates to “be honest
with employers. This
includes your online pro-
file, résumé, and cover let-
ter. Honesty is integral
during the interviewing
and job offer process.”
IDENTIFYING INTEGRITY
IN A CANDIDATE
As in past years, JPI hiring
managers say the conversa-
tional interview format still
ranks as the most common
method for assess ing can-
didates, with 73% reporting
that they use the method.
Thus, inter view skills that
demonstrate honesty and
integrity are critical to an
applicant’s success. Hon-
tant trait for applicants at
all experience levels. Re-
spondents suggested they
were most concerned with
honesty, having received
falsified résumés or having
been lied to about a candi-
date’s background in the
past. A strong work ethic,
self-motivation, and ac-
countability follow integrity
in importance for entry or
mid-level positions.
For senior-level posi-
tions, the characteristic of
accountability ranked high,
while abilities to make de-
cisions and solve problems
were next in importance.
Hiring managers didn’t as-
sign as much importance
to higher-order traits of
strategic perspective, busi-
ness acumen, and global
competence as prior-year
respondents did.
DePaul University
The report concludes
that “hiring managers are
able to find valuable skills
and traits more easily than
in prior years.”
INTEGRITY IS MOST
IMPORTANT
This year’s JPI report shows
that character traits rank
higher than job skills. Pre-
vious years’ surveys indi-
cated that it was essential
for all candidates to have
integrity, but in 2015, in-
tegrity was the most impor-
ETHICS
HIRING ETHICAL
EMPLOYEES
Hiring managers are increasingly
prioritizing ethics-related character
traits, such as integrity and accounta-
bility, when evaluating job candidates.
BY CURTIS C. VERSCHOOR, CMA, CPA
FOR THE PAST SIX YEARS, the Ca-reer Advisory Board ofDeVry University has stud-ied the gaps between traitsand skills that employersare looking for in job candi-dates and the actual charac-teristics possessed by the
applicants they meet. The 2015 Job Prepared-
ness Indicator (JPI) surveyed 503 full-time hir-
ing managers who screen and hire applicants
with at least a college education.
esty in portraying a specific
desirable outcome that re-
sulted from a team effort is
a better approach than list-
ing achievements on a ré-
sumé to emphasize
single-handed accomplish-
ments. For example, the
statement, “Working to-
gether with IT, my depart-
ment was able to speed
monthly closing time by
three days” is preferable to
“I was able to shorten
monthly closing by three
days.”
Pre-employment tests
are used by 37% of JPI re-
spondents and are available
for a number of attributes,
including integrity. The
provider of one of the in-
tegrity tests notes they are
used “to evaluate an appli-
cant’s honesty and trust-
worth ...
c h a p t e r8 Professional Competence and TrainingIntroductioTawnaDelatorrejs
c h a p t e r
8 Professional Competence and Training
Introduction
In this chapter we focus on the ethical and legal aspects of professional compe- tence and the ongoing education and training required for mental health profes- sionals. We discuss issues related to professional licensing and certification as well as approaches to continuing education.
Ability is not easy to assess, but competence is a major concern for mental health professionals. Striving for competence is a lifelong endeavor. We are called upon to devote the entire span of our careers to developing, achieving, maintain- ing, and enhancing our competence. Competence at one point in our career does not assure competence at a later time. To remain current, we must take active steps to maintain our knowledge and skills. Continuing education is particularly impor- tant in learning about emerging areas of practice.
Barnett and Johnson (2015) remind us to consider the scope of our compe- tence. Being competent in one area of counseling does not mean we are compe- tent or feel comfortable handling client concerns in other areas. It is important to accurately assess each area of our practice to ensure competence. In one study examining school counselors’ comfort and perceived competence in addressing student issues pertaining to spirituality, 80% of participants felt they needed to improve their competence level even though they said they were comfortable with these issues (Smith-Augustine, 2011). Practitioners and students can develop com- petence both as generalists and as specialists. A generalist is a practitioner who is able to work with a broad range of problems and client populations. A specialist is a worker who has developed competence in a particular area of practice such as career development, addiction counseling, eating disorders, or family therapy.
Definitions of competence center around a practitioner’s ability to perform cer- tain tasks and roles appropriately and effectively (Johnson et al., 2008). Competent practitioners have the necessary self-awareness, knowledge, skills, and abilities to provide effective services. To apply our knowledge and skills competently, we must consistently attend to our physical, emotional, mental, and spiritual well-being. As we saw in Chapter 2, self-care and wellness are basic to being able to function com- petently in our professional work and are considered ethical issues.
We give the education and training of mental health professionals special attention because of the unique ethical issues involved. Indeed, ethical issues must be considered from the very beginning, starting with admission and screening procedures for graduate programs. One key issue is the role of training programs in safeguarding the public when it becomes clear that a trainee has problems that are likely to interfere with professional functioning.
LO1
Therapist Competence: Ethical and Legal Aspects
In this section we examine therapist competence, or the skills a ...
eadership has never been more important in the NHS. Leaders at all levels inspire and achieve quality through effective dialogue with staff, colleagues and service users. In this session, delegates will be introduced to a framework for understanding effective dialogue and conversational patterns and will be provided with practical approaches and tools that will enable them to have more productive quality conversations.
This presentation was provided by the Public Relations Society of America, who along with the Universal Accreditation Board, manages the APR process and administration.
This is the book and i am trying to attach the missing pages. ht.docxMARK547399
This is the book and i am trying to attach the missing pages. https://books.google.com/books?id=03PzAgAAQBAJ&pg=PA161&lpg=PA161&dq=people+thought+and+idea+about+human+services&source=bl&ots=H7szzsKfHc&sig=YurHYZqH-CEW7p2_R_V1lU8vxjc&hl=en&sa=X&ved=0CE4Q6AEwCWoVChMI66LI8cL3xgIVipMNCh10VA0W#v=onepage&q=people%20thought%20and%20idea%20about%20human%20services&f=false
As you begin the discussion, remember to include all weekly assignments in the following format for organization also remember that all APA papers have an Abstract page:
1. Abstract
2. First paragraph with topic heading to respond to: what most surprised you?
3. Second paragraph with topic heading to respond to: from the client's perspective, how might your weaknesses interfere with the helping process?
4. Third paragraph with topic heading to respond to: how will what you learned determine your future professional development needs?
5. Complete APA References
Introduction
Human services professionals are drawn to the field for many different reasons. Regardless of how one enters human services, it operates on five important values that serve as the guiding framework and drive the work done to help others. Acceptance, tolerance, individuality, self-determination, and confidentiality are the values that guide professional behavior and service delivery. Understanding these values is critical in becoming an effective helper.
Toggle DrawerHide Full Introduction
In addition to these core values, the research has clearly defined suggested characteristics that are needed to be an effective helper. However, to be effective in the work that is done to create change, professionals need to have an understanding of themselves and their values first. Without this understanding of how personal values, biases, and opinions impact the helping situation, the helping environment is ineffective. Being able to create a neutral helping situation where a client feels they are heard, valued, and protected when vulnerable is necessary for effective helping to occur.
This week you will embark on a self-assessment journey challenging you to look at who you are and the impact this might have on how you develop professionally. The information you obtain about yourself will be important as you continue to develop your skills to become an effective helper.
Week 1 - Assignment 1 - Human Services Values – 250 Words
Reflect on the human services values described in this unit's reading in An Introduction to Human Services, addressing the following:
· Which human services value is the most difficult for you to practice? Include an example of a situation that encompasses that value and why it would be difficult for you to use it.
· Which human services value is the most important to you and why?
· How might your understanding of the values that guide practice help you determine your future professional development needs?
Response Guidelines
Respond to two of your peers, ...
LPC Managing Differences and Difficult PopulationsGlenn Duncan
This is part 4 of 5 in a 30 hour lecture series on Clinical Supervision for Mental Health Professionals. This was made for the Approved Clinical Supervisor Certificate through the NBCC. This interactive workshop focuses on the major elements of managing differences between supervisors and supervisees and issues surrounding working with difficult supervisees. In this workshop, participants will learn about the influence of individual, cultural and developmental differences between supervisors and supervisees. Different aspects of individual differences are covered (e.g., differences in belief systems and theoretical orientation between supervisor and supervisee). Different aspects of cultural differences are covered as are different aspects of developmental differences (e.g., supervisee and supervisor experiential levels). Participants will discuss areas of difficulties with supervisees, including an introduction to progressive discipline policies and due process, transference and countertransference, and other generic problems with supervisees. Teaching methods include lecture, interactive exercises and group participation/discussion.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
1. Public Relations Credentialing in Practice:
Exploring Professionalism, Ethics and Certification in a
Regional Market
Kristin Legere
PRL 605 Public Relations Theory
S.I. Newhouse School of Public Communications
Syracuse University
December 13, 2014
2. BACKGROUND/THEORIES
Debate on the merits of mandatory
vs. voluntary credentialing continues
The Excellence Theory
Strategic Communications
Management
Professionalism
Ethics
Case study explores influence on
career development in a smaller
regional market
3. RESEARCH QUESTIONS
With so many varying views on the value of
credentialing, how does it impact a regional
practitioner?
RQ1: How and to what extent do practitioners pursue
credentialing and how does voluntary certification
impact their career path?
RQ2: How and to what extent do practitioners view
credentialing as a component of professionalism and
ethical practice?
RQ3: How and to what extent would mandatory
credentialing (licensing) resolve the professional image
and ethical issues surrounding PR practice?
4. FINDINGS
Credentialing is important to the profession’s
status
It can serve as a good reminder to do things
ethically but most likely does not make a
practitioner more ethical
Certification has the ability to enhance a
practitioner’s image and can have a tangible
career impact
Some practitioners would be open to licensing
Study limitations included:
Bad record keeping; the number of interviews
conducted; bias of interviewer
5. APPLICATION TO PROFESSION
Many challenges to overcome to make
credentialing work
Profession encompassing talented communicators
continues to face image and awareness issues
Gaining more buy-in from professionals for
credentialing programs could make a difference
6. FUTURE RESEARCH/LEARNINGS
Research could be expanded to other states,
regions, even globally
Further exploration could include:
The role of professionalism and ethics
Credentialing vs. higher education
Raising awareness of credentialing outside of the
profession?
Editor's Notes
This case study explores how credentialing of public relations practitioners in New York’s Capital Region impacts their role in strategic communications management, their career path as well as ethics and professionalism. Three public relations practitioners from the area shared their views on whether credentialing matters in a smaller regional market, to what extent they view credentialing as a component of professionalism and ethical practice, and the role credentialing plays in raising the industry image and the professional image of the practitioner.
While the profession continues to grow, image issues persist
Global Alliance announced in June 2014 that it would explore a global credential
Current certifications in the U.S.: Accredited in Public Relations (APR) and ABC credential
To find out if credentialing impacts the public relations practitioner as part of the dominant coalition, professionalism, career trajectory, and ethics.
