Running Head CBT VS REBT .docx

Running Head: CBT VS REBT
1
Cognitive Behavioral Theory Versus Rational Emotive
Behavioral Theory
Cognitive Behavioral Therapy and Rational Emotive Behavioral
Therapy
Cognitive behavioral Therapy (CBT) was developed by Aaron
T. Beck during the 1960s
(McLeod, 2015). CBT refer to a system of psychotherapeutic
intervention that take into account
the impact of people's experience structures on their feelings
and behaviors (Wheeler, 2014).
Rational Emotive Behavior Therapy (REBT), was created by
Albert Ellis during the 1950s which
centers on resolving emotional and behavioral issues (McLeod,
2015). REBT is a type of CBT
which stresses the role of irrational beliefs in provoking
dysfunctional emotions and maladaptive
practices (Păsărelu & Dobrean, 2018).
Similarities between Cognitive Behavioral Therapy and Rational
Emotive Behavioral

Therapy
CBT is grounded on the idea that how we think- cognition, how
we feel- emotion and how we
act- behavior, all relate together, in particular, our thoughts
decide our feelings and behavior
(McLeod, 2015). Hence, negative and impractical thoughts can
give us distress and result in
issues. CBT can be utilized to treat individuals with an
extensive variety of mental health
problems. REBT urges an individual to recognize their general
and irrational beliefs, for
example, “I must be perfect" and subsequently persuades the
individual challenge these false
beliefs through reality testing (McLeod, 2015). Converting
irrational beliefs to more rational
ones is the aim of the therapy. The two therapeutic theories
include human emotions and
behavior which is linked to thinking, beliefs, attitudes and
ideas, and are considered to have a
strong impact on attitude change. Nevertheless, despite the fact
that these two treatment
strategies are from two different entities and course of events,
they correspond or are related in

2
different ways. The two therapies are entangled on the idea that
individual habits and emotions
are brought forth from thoughts, stances, inspirations and
credence, not from situations.
Additionally, both CBT and REBT are identical with their
perceptions that if it’s someone’s
thinking that rousing dysfunctional beliefs, then they should
change their beliefs as reiterated by
American Psychiatric Association (2013).
Differences between Cognitive Behavioral Therapy and Rational
Emotive Behavioral
Therapy
In Cognitive Behavioral Therapy (CBT), some anger is healthy
and appropriate ; now and again,
directness or confrontation might be important, yet usually best
to be as collective as could be
expected under the circumstances and to enable clients to solve
their issues with insignificant
showdown (Wheeler, 2014). While, REBT uses other suitable
problem-solving strategies other

than anger for example, assertiveness since it considers anger as
commanding, condemning and
dictatorial philosophy (Păsărelu and Dobrean, 2018). REBT
regards the therapist as a teacher and
does not believe that a warm personal relationship with a client
is important. In dissimilarity,
CBT stresses the quality of the therapeutic relationship. REBT
utilizes various means depending
on the client’s personality, in cognitive therapy, the method
depends on the specific disorder
(McLeod, 2015). As a psychiatric nurse practitioner, this
difference will help me assist my
patients to gain unconditional self-acceptance which will boost
their self-esteem in return.
Adjusting and perceiving secondary disturbances on my patients
will help me in decreasing
nervousness at work and permitting the patients not to be
bothered by their disturbances, thus
limiting anxiety and depression.
Version of Cognitive Behavioral Therapy:Based on my
knowledge and observation, I would
mostly use CBT with my client. In recent years, cognitive
behavior therapy (CBT) has been

3
applied to a broad variety of patient groups and settings. It is
advocated as the therapy of choice
for common mental disorders, such as anxiety and depressive
disorders, by the Department of
Health of the UK (Department of Health 2001). The cognitive
component of CBT is based upon
the notion that irrational cognitions play a key role in the
development and maintenance of
emotional disturbances (Nieuwenhuijsen, 2008). A study was
done with a particular group using
CBT, at the end; the whole group exhibited a decrease in
irrational beliefs over time, while no
differential effects for diagnosis were found (Nieuwenhuijsen,
2008). These conclusions suggest
that CBT may encompass similar cognitive interventions for all
common mental disorders. Also,
cognitive interventions appears to be the most suitable for
patients with depression and anxiety
disorders (Nieuwenhuijsen, 2008). To a specific degree, the
relationship between changes in

irrational beliefs and symptoms supports the utilization of
cognitive interventions in CBT
(Nieuwenhuijsen, 2008). Furthermore, CBT is also likewise
appropriate for individuals searching
for a short-term treatment option for certain types of emotional
distress that does not essentially
include psychotropic medication. One of the best advantages of
CBT is that it enables clients to
develop coping aptitudes that can be valuable both now and
later on.
Conclusion
CBT has turned out to be progressively well known among
clinicians and the overall population
over recent years (Gaudiano, 2008). Surveys of therapists
demonstrate CBT is quick turning into
the majority orientation of practicing psychologists. Even, even
media articles every now and
again laud the ideals of this type of psychotherapy. (Gaudiano,
2008). CBT and REBT in
general, can be used with any other form of therapy as the
concepts consist of specific techniques
that can be generalized to almost any individual or family.

4
References
American Psychiatric Association. (2013). Diagnostic and
statistical manual of mental disorders
(5th ed.). Washington, DC: Author.
Beck, A. (1994). Aaron Beck on cognitive therapy [Video file].
Mill Valley, CA:
Psychotherapy.net.
Department of Health (2001). Treatment choice in psychological
therapies and counselling.
London: HMSO.
Gaudiano B. A. (2008). Cognitive-behavioural therapies:
achievements and challenges.
Evidence-based mental health, 11(1), 5-7.
McLeod, S. A. (2015). Cognitive behavioral therapy. Retrieved
from https://www.simplypsychology.org/cognitive-therapy.html

Nieuwenhuijsen, K., Verbeek, A. M., de Boer, G. E. M.,
Blonk., W. B., Van Dijk, J. H. (2008).
Irrational Beliefs in Employees with an Adjustment, a
Depressive, or an Anxiety
Disorder: a Prospective Cohort Study. 28:57–72 DOI
10.1007/s10942-007-0075-0
Păsărelu, C. R., & Dobrean, A. (2018). A video-based
transdiagnostic REBT universal
prevention program for internalizing problems in adolescents:
study protocol of a cluster
randomized controlled trial. BMC Psychiatry, Vol 18, Iss 1, Pp
1-11 (2018), (1), 1.
doi:10.1186/s12888-018-1684-0. Retrieved
fromhttps://link.springer.com/article/10.1186/s12888-018-1684-
0
https://www.simplypsychology.org/cognitive-therapy.html
Overall comments:
Hi khanh,
You made a nice start with this version of your work; however,
my feedback remains the same because the content you added
does not address the issues i identified in my feedback from the
first version of your work. Please carefully review the scoring
guide below to be sure you meet all of the required objectives.

Also, carefully read my comments and be sure to let me know if
you have any questions about my specific feedback below. You
can reach me at: [email protected] or 813-417-0860.
Sincerely,
Dr. Marni swain
Competency: evaluate the components that comprise an
effective total compensation program.
Criterion: describe a company for which a vision will be
created.
Distinguished
Proficient
Basic
Non-performance
Non-performance
Does not identify a company for which a vision will be created.
Faculty comments:“
It is important to begin this assignment with a clear description
of the company for which you will create a vision, and provide
insight into the business environment of your company. This
company you describe should then be used as the focus of all of
the objectives below, so please revise your work to include this
information because it is still missing in this second version of
your assignment.
”
Criterion: identify a business strategy aligned with a company.
Distinguished
Proficient
Basic
Non-performance
Basic
Identifies a business strategy for a company.
You made a nice start with this objective, but i would like to
see your content developed further to clearly justify how your
business strategy aligns with your company (your company still
needs to be described in your work). Please note that when you

are asked to justify your response it is important to include
information from outside resources to support the points you
make. This information should be cited in apa format both in
the body of your assignment and on your references page as
well.
”
Criterion: create guiding principles for developing a
comprehensive compensation policy.
Distinguished
Proficient
Basic
Non-performance
Basic
Describes guiding principles for developing a comprehensive
compensation policy.
You made a nice start with this objective; however, i would like
to see your content developed further to clearly create your
guiding principles for your total compensation policy and
explain how your principles align to your business strategy as
this is not fully clear based on the information provided. Your
response should be based on the principles you will use to make
decisions about how you will pay your employees, including
your strategy for determining pay based on qualifications,
performance, etc.
”
Criterion: assess the adaptability of compensation guiding
principles to different economic conditions.
Distinguished
Proficient
Basic
Non-performance
Basic
Describes the guiding principles and different economic
conditions but does not explain how the principles are adaptable
to different economic conditions.

compensation guiding principles are adaptable to different
economic conditions. Please note that when you are asked to
justify your response it is important to include information from
outside resources to support the points you make. This
information should be cited in apa format both in the body of
your assignment and on your references page as well.
”
Criterion: describe an hr program aligned with a business
strategy for a new company.
Distinguished
Proficient
Basic
Non-performance
Basic
Identifies an hr program related to a business strategy for a new
company.
I would like to see you develop your information further to fully
evaluate how your proposed hr program is aligned with your
business strategy. This evaluation should be supported by
information from outside resources and cited in apa format.
”
Criterion: explain how existing businesses in a company’s
community affect the business strategy and compensation vision
of the company.
Distinguished
Proficient
Basic
Non-performance
Non-performance
Does not discuss existing businesses in a company’s community
related to the business strategy and compensation vision of the
company.

It is important to develop your content further to clearly explain
how the existing businesses in your community will affect your
business strategy and compensation vision, as this is not clear
based on the information provided.
”
Competency: evaluate the components and implementation of
base-pay programs.
Criterion: describe a compensation system aligned with a
business strategy for a new company.
Distinguished
Proficient
Basic
Non-performance
Basic
Identifies a compensation system related to a business strategy
for a new company.
see your content developed further to move beyond describing
your compensation system to justifying how your compensation
system aligns with your business strategy. Please note that when
you are asked to justify your response it is important to include
well.
Overall comments:
Hi khanh,
You made a nice start with this version of your work; however,
my feedback remains the same because the content you added
does not address the issues i identified in my feedback from the
first version of your work. Please carefully review the scoring

guide below to be sure you meet all of the required objectives.
Also, carefully read my comments and be sure to let me know if
you have any questions about my specific feedback below. You
can reach me at: [email protected] or 813-417-0860.
Sincerely,
Dr. Marni swain
Competency: evaluate the components that comprise an
Criterion: describe a company for which a vision will be
created.
Distinguished
Proficient
Basic
Non-performance
Non-performance
It is important to begin this assignment with a clear description
of the company for which you will create a vision, and provide
insight into the business environment of your company. This
company you describe should then be used as the focus of all of
the objectives below, so please revise your work to include this
information because it is still missing in this second version of
your assignment.
”
Criterion: identify a business strategy aligned with a company.
Distinguished
Proficient
Basic
Non-performance
Basic
business strategy aligns with your company (your company still

needs to be described in your work). Please note that when you
are asked to justify your response it is important to include
well.
”
Criterion: create guiding principles for developing a
Distinguished
Proficient
Basic
Non-performance
Basic
You made a nice start with this objective; however, i would like
to see your content developed further to clearly create your
guiding principles for your total compensation policy and
explain how your principles align to your business strategy as
this is not fully clear based on the information provided. Your
response should be based on the principles you will use to make
decisions about how you will pay your employees, including
your strategy for determining pay based on qualifications,
performance, etc.
”
Criterion: assess the adaptability of compensation guiding
Distinguished
Proficient
Basic
Non-performance
Basic

compensation guiding principles are adaptable to different
economic conditions. Please note that when you are asked to
justify your response it is important to include information from
outside resources to support the points you make. This
information should be cited in apa format both in the body of
your assignment and on your references page as well.
”
Criterion: describe an hr program aligned with a business
Distinguished
Proficient
Basic
Non-performance
Basic
Identifies an hr program related to a business strategy for a new
company.
I would like to see you develop your information further to fully
evaluate how your proposed hr program is aligned with your
business strategy. This evaluation should be supported by
information from outside resources and cited in apa format.
”
Criterion: explain how existing businesses in a company’s
community affect the business strategy and compensation vision
of the company.
Distinguished
Proficient
Basic
Non-performance
Non-performance

company.
It is important to develop your content further to clearly explain
how the existing businesses in your community will affect your
business strategy and compensation vision, as this is not clear
based on the information provided.
”
Competency: evaluate the components and implementation of
base-pay programs.
Criterion: describe a compensation system aligned with a
business strategy for a new company.
Distinguished
Proficient
Basic
Non-performance
Basic
for a new company.
see your content developed further to move beyond describing
your compensation system to justifying how your compensation
system aligns with your business strategy. Please note that when
you are asked to justify your response it is important to include
well.
Visioning Before Strategizing Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT

DISTINGUISHED
Describe a company for which a vision will be created.
Identifies a company for which a vision will be created.
Describes a company for which a vision will be created.
Describes a company for which a vision will be created,
incorporating detail that provides insight into the business
environment of the selected company.
Identify a business strategy aligned with a company.
Does not identify a business strategy for a company.
Identifies a business strategy aligned with a company.
Justifies a business strategy aligned with a company.
Create guiding principles for developing a comprehensive
Does not describe guiding principles for developing a
Creates guiding principles for developing a comprehensive
Creates guiding principles for developing a total compensation
policy and explains how the principles align to a business
strategy.
Assess the adaptability of compensation guiding principles to
different economic conditions.
Does not describe the adaptability of compensation guiding
Assesses the adaptability of compensation guiding principles to
Justifies that the compensation guiding principles are adaptable
Describe a compensation system aligned with a business

Does not identify a compensation system related to a business
for a new company.
Describes a compensation system aligned with a business
Justifies a compensation system aligned with a business strategy
for a new company.
Describe an HR program aligned with a business strategy for a
new company.
Does not identify an HR program related to a business strategy
for a new company.
Identifies an HR program related to a business strategy for a
new company.
Describes an HR program aligned with a business strategy for a
new company.
Evaluates how the HR program is aligned with a business
Explain how existing businesses in a company’s community
affect the business strategy and compensation vision of the
company.
company.
Discusses existing businesses in a company’s community
company.
Explains how existing businesses in a company’s community
company.
Explains how existing businesses in a company’s community
company and why the selected compensation vision is viable.

Overview
prepare a 1–2-page guiding principles document for staff
compensation at a new company.
For the human resource (HR) manager, the focus is on designing
policies that consistently reflect the company's business image.
Being incongruent is simply not a winning strategy. If a
company chooses to be the best in field, it automatically
requires its policies to be the same. One of the major roles for
human resource practitioners in this process is to ensure that the
compensation polices reflect the organization's image. If a
company strives to be the best in the field and attract and retain
top talent, the compensation strategy must be designed
accordingly.
SHOW LESS
By successfully completing this assessment, you will
demonstrate your proficiency in the following course
competencies and assessment criteria:
· Competency 1: Evaluate the components that comprise an
. Describe a company for which a vision will be created.
. Identify a business strategy aligned with a company.
. Create guiding principles for developing a comprehensive
. Assess the adaptability of compensation guiding principles to
. Describe an HR program aligned with a business strategy for a
new company.
. Explain how existing businesses in a company's community
company.
· Competency 2: Evaluate the components and implementation
of base-pay programs.
. Describe a compensation system aligned with a business
Context
There are numerous possibilities for high-level business

strategies, and it is often useful to consider these in fairly basic
terms in relation to HR programs and compensation systems.
For example, Harvard Professor Michael Porter (2003) defined
three "generic strategies" of businesses:
· Cost leadership – being the low cost producer.
· Differentiation – providing a better or unique product.
· Focus – concentrating on a narrow market.
Milkovich, Newman, and Gerhart (2013) defined three
somewhat different but closely related business strategies (as
well as associated business responses):
· Low cost. (The business response is operational efficiency.)
· Innovator. (The business response is product leadership, mass
customization, and short product life cycles.)
· Customer focus. (The business response is delivering products
matching or exceeding customer expectations.)
The key is to align an overall HR program (including a
compensation system) with the relevant business strategy.
Milkovich, Newman, and Gerhart, for example, describe
appropriate HR program alignments and compensation systems
associated with their defined business strategies. A low-cost
strategy would have an HR program that would emphasize doing
more with less. Compensation systems aligned to this strategy
would be focused on labor costs, productivity, and controls on
work. In contrast, an innovator strategy would include an HR
program that uses agile processes, encourages risk-taking, and
involves innovative people; compensations systems associated
with this strategy would have flexible job descriptions that
could adjust to changing needs and market-based pay that
rewards innovation. The customer focus strategy would
logically have an HR program with the goal of pleasing
customers and exceeding their expectations, and the
compensation system would reward employees based upon
customer satisfaction incentives.
While thinking about compensation strategies, it is important to
consider the ethical issues that influence compensation policy
and how they may or may not harmonize with personal,

corporate, and societal values. Also, think about the
fundamental relationship an individual has with a company and
how the contract for work and reward may represent a deeper
contract between the employee, the employer, and the society in
which the business is conducted.
It is helpful to look at the needs of the company and the
individual from both a practical and ethical perspective. Within
this context is the legal and regulatory framework that guides
the standards of human resource policy, including labor laws
that were addressed in your other human resource courses,
specifically laws relevant to wages and benefits.
References
Milkovich, G. T., Newman, J. M., & Gerhart, B.
(2013). Compensation (11th ed.). New York, NY: McGraw-
Hill/Irwin.
Porter, M. E. (2003). Competitive strategy: Techniques for
analyzing industries and competitors. Chicago, IL: Simon &
Schuster.
Questions to consider
·
· To deepen your understanding, you are encouraged to consider
the questions below and discuss them with a fellow learner, a
work associate, an interested friend, or a member of the
business community.
· To what extent is a company obligated to pay a wage that
guarantees the right to the pursuit of happiness for the employee
and his or her family?
· Is a living wage a better measure of minimum wage?
·
Suggested Resources
The following optional resources are provided to support you in
completing the assessment or to provide a helpful context. For
additional resources, refer to the Research Resources and
Supplemental Resources in the left navigation menu of your
courseroom.Capella Multimedia

Click the links provided below to view the following
multimedia pieces:
· Compensation Terminology | Transcript.Library Resources
The following e-books or articles from the Capella University
Library are linked directly in this course:
· Gubman, E. (2004). HR strategy and planning: From birth to
business results. HR. Human Resource Planning, 27(1), 13–23.
· Lawler, Edward E., I.,II, & Mohrman, S. A. (2003). HR as a
strategic partner: What does it take to make it happen? HR.
Human Resource Planning, 26(3), 15–29.
· Muller, M. (2009). Chapter 5: Compensation: The Fair Labor
Standards Act. In Manager's guide to HR: Hiring, firing,
performance evaluations, documentation, benefits, and
everything else you need to know (pp. 87–116). New York, NY:
AMACOM.
· Muller, M. (2009). Chapter 6: Employment laws. In Manager's
guide to HR: Hiring, firing, performance evaluations,
documentation, benefits, and everything else you need to
know (pp. 117–164). New York, NY: AMACOM.Course Library
Guide
A Capella University library guide has been created specifically
for your use in this course. You are encouraged to refer to the
resources in the BUS-FP4043 – Compensation and Benefits
Management Library Guide to help direct your research.Internet
Resources
Access the following resources by clicking the links provided.
Please note that URLs change frequently. Permissions for the
following links have been either granted or deemed appropriate
for educational use at the time of course publication.
· U.S. Equal Employment Opportunity Commission.
(n.d.). EEOC litigation statistics. Retrieved from
http://www.eeoc.gov/eeoc/statistics/enforcement/litigation.cfm
· U.S. Department of Labor, Bureau of Labor Statistics.
(2011). Overview of BLS wage data by area and occupation.
Retrieved from http://www.bls.gov/bls/blswage.htmBookstore
Resources

The resources listed below are relevant to the topics and
assessments in this course and are not required. Unless noted
otherwise, these materials are available for purchase from
the Capella University Bookstore. When searching the
bookstore, be sure to look for the Course ID with the specific –
FP (FlexPath) course designation.
· Newman, J. M., Gerhart, B., & Milkovich,
G. (2017). Compensation (12th ed.). New York, NY: McGraw-
Hill.
Assesement instructions
Imagine that you are the HR manager for a new company just
opening its doors in your community. The owners have asked
you to prepare a vision for compensating the staff. They do not
want specific policies but rather guiding principles that will
help them collect data and write specific HR policies later.
Complete the following:
· Describe the type of business, the number and types of
employees (such as exempt and non-exempt), and the customer
base you will use as your example company for this assessment,
as well as the state and city or area of the state where your
company is located.
· Identify a business strategy that is most appropriate for the
company, and include an analysis of why you believe this is the
case.
· Discuss the appropriate business response, HR program
alignment, and compensation system for this new business.
· Create a list of essential guideposts for developing a total
compensation policy. In your vision, include statements that can
be made public to your customers and employees.
· Consider whether your vision will be strategic in a strong
economy, as well as in an economic downturn. Will you be able
to adapt your vision during various economic conditions?
· Describe an HR program aligned with the business strategy
chosen for the new company.
· Describe how other existing businesses in your community
affect the compensation vision and strategy of this new

company. You can reference the Overview of BLS Wage Data
by Area and Occupation Web page from the Bureau of Labor
Statistics Web site (cited in the Resources) to help you research
information for your response.
Your analysis should be 1–2 pages long. Be sure to use proper
APA style (6th edition) and formatting.

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