Counseling - group, multicultural, and career Flashcards
installation of hope
positive expectation for change through group therapy
- believe change will happen
universality
dispelling myth of uniqueness (only one with such problems)
- powerful source of relief and healing
imparting information
didactic instruction about psychic functioning, meaning of symptoms, mental illness, etc.
- knowledge is healing
altruism
receive through giving (support, reassurance, suggestion, insight, sharing similar stories)
- counteracts negative effects of self-absorption
corrective recapitulation of primary family group
group resembles families, group members tend to assume roles previously taken in family
- opportunity to be different than in ones family, growth, explore prior roles
development of socialization techniques
gain feedback about interpersonal characteristics (nonverbal, social habits, social attitudes)
- development of basic social skills
imitative behavior
clients can learn from behaviors modeled by their counselor and group members
- vicarious learning
interpersonal learning
group is a social microcosm
- countering interpersonal distortion from previous interpersonal experiences
group cohesiveness
trust, warmth, empathetic, understanding, acceptance
- necessary for other group factors to operate
catharsis
emotional involvement
- gaining relief through access to emotional dimensions of problem focus
existential factors
awareness fo death, freedom, isolations, life purpose
- gain awareness that ultimate responsibility for conduct is theirs alone,, coming to grips with death helps individuals shed trouble of every day life
public esteem
groups evaluation of the individual
contributors to public esteem
self-esteem > public esteem - misperceive, distort deny - devalue group - change self to align with group self-esteem < public esteem - disclose inadequacies - use humility - alter beliefs about self high public esteem -> better outcomes
factors to screen for in group therapy
- needs and goals compatible
- will not impede
- well-being not jeopardized
- diversity
- motivational level, hopeful, committed
- will benefit
key questions to screen for group
at this time? with this leader? benefit? motivated? group hetero/homogeneity? problems/behaviors not appropriate?
problematic behaviors in group
- poor attendance
- subgrouping (low cohesion)
- hostility/conflict (social deviants)
- types
- lack of motivation
- non here and now processing
types in groups
- resisters
- monopolizers
- silent
- advice giving
- focus on others
- storytellers
steps to start a group
- prepare members
- logistics
- build group culture
- attract members
- decide length
- screen and select
steps to prepare members
- values
- orientation objectives
- clarify leaders and member expectations
- establish goals
- confidentiality
logistics of starting a group
- open or closed?
- frequency and duration
- site
building a group culture
- unwritten code/norms
- opening rituals
attracting members
- publicize, recruit
- make personal contact
screening and selecting
- prevent potential har
- identify who will benefit
steps to end a group
- deal with feelings of sadness, unfinished business, acknowledge loss
- compare early to later perceptions, recognize progress
- review group experience (meaningful, changes?)
- carrying learning further
- give and receive feedback
how to carry learning further
- generalizing
- how can you continue to change?
- contract and homework
- dealing with setbacks
oppression
prolonged power inequality
discrimination
unjust or prejudicial treatment of individuals or groups on the basis of things like race, sex, age, sexual orientation, religion, etc.
racism
power to enforce ones prejudice; prejudice + power
privilege
special right, benefit or advantage given to a person not from work or merit, but by reason of belonging to the majority/dominant race, social position, religion, gender, or sexual orientation
ethnocentric monoculturalism
individual, institutional, societal expression of the superiority of one groups cultural heritage over another
invisible veil
cultural conditioning outside the level of awareness
overt racism
blatant racism
covert racism
hidden racism
subtle racism
normative, doesn’t appear to be unusually, some micro aggressions
cultural competence
ability to engage in actions or create conditions that increase development of client and client systems
multicultural counseling competence
knowing skills and knowledge to interact with clients of diverse backgrounds and advocating on organizations/societal level
three domains of cultural competence
attitudes/beliefs
knowledge
skills
competency 1 - attitudes
therapists awareness of ones own assumptions, values, and biases
- examining self is difficult because of emotions
competency 2 - knowledge
understanding the worldview of culturally diverse clients
- see and accept others worldview in nonjudgmental manner
- cognitive empathy = understanding how therapy related to wider sociopolitical system which minorities contend with everyday
competency 3 - skills
developing appropriate intervention strategies and techniques
- econ and edu marginalized might not like talk therapy
- self disclosure may not be natural
- many minorities prefer active approach
Racial/cultural identity development model
conformity - self depreciating - group depreciating - discriminatory towards minorities - appreciates dominate group dissonance - self depreciating vs group appreciating - disliking group vs shared experience - dominant held vs group depreciating other minorities resistance and immersion - appreciating own culture - culturocentrism - empathy for other minorities - disliking whites introspection - concern with basis of self appreciation - concern with unequivocal appreciation of own group - concern with ethnocentric basis for judging other minorities integrative awareness - self appreciating - group appreciation - selective appreciation of whites
Helms Model of White Identity Development
Contact
- innocence, ignorance, neutrality about race
- assumes others are faceless
- color blindness
Disintergration
- confusion
- consciously acknowledges benefits
- blame the victim
- moral dilemma, being loved by other whits but conforming denies common humanity
Reintegration
- consciously white
- all whites superior to all other groups
- blame people of color
Pseudo-independence phase
- more realistic positive view of whiteness
- intellectualization and denial of responsibility for maintaining racism
Immersion-emersion
- understand unsanitized version of white history
- assumes personal responsibility for racism
- realistic awareness
Autonomy
- feel safe and secure with self
Sue’s Integrative Model of White Identity
naivete phase - neutral to racial/cultural differences conformity phase - believes white culture highly developed, others inferior dissonance phase - acknowledge what whiteness is - non racist values vs racist behaviors resistance and immersion phase - question and challenge own racism integrative awareness phase - self as cultural being - appreciates diversity - committed to anti-oppression commitment to antiracist action phase - social action
worldview
individuals perception of their relationship to the world
- affects belief systems, assumptions, decision making, conflict resolution
locus of control and responsibility
is your fate determined by others, or can you control your future by taking control of outcomes?
acculturation
process of cultural and psychological change that follows meeting between cultures
acculturation - integration
positive view of own culture
positive view of others culture
acculturation - assimilation
negative view of own culture
positive view of others culture
acculturation - separation
positive view of own culture
negative view of other cultures
acculturation - marginalization
negative view of own culture
negative view of others culture
racial microaggression
brief, everyday exchanged that send denigrating messages to people of color because they belong to a racial minority group
cultural empathy
understanding feelings of those individuals that are different from your cultures
microassault
verbal or nonverbal attack meant to hurt
done privately like old fashioned racism
microinsult
conveys rudeness and insensitivity that demean a person racial heritage or identity
subtle snubs
microinvalidation
communications that exclude, negate, nullify psychological thoughts, feelings, experiential reality of a person of color
e.g. ask where you were born
theory of work adjustment (def)
individuals values and abilities must correspond with the jobs reinforcements and requirements
- people are willing to accept a certain level of discorrespondance before they take action
theory of work adjustment (stages)
5 essential values and needs scale
- achievement
- comfort
- status
- altruism
- safety
- autonomy
supers developmental model of career (def)
people tend to cycle through developmental stated through the lifespan
- lifes roles: child, student, homemaker, worker, citizen, leisurite
supers developmental model of career (stages)
growth (4-13) - becoming competent, achievements, interests
exploration (14 - 24) - career course happens, choices narrowed
establishment (24 -44) - established in career
maintenance (45 - 64) - maintaining and advancing career
disengagement (65+) retirement
hollands theory of career (def)
focuses on person-environment fit and career choice based on interests
hollands theory of career (types)
realistic investigative artistic social enterprising conventional
gottfredsons theory of career (def)
children eliminate vocational options as they are conditioned by their social structure
- circumscription = narrowing occupational alternatives based now hat is unacceptable
- compromise = accepting less attractive alternative
gottfredsons theory of career (aspects)
- try to find job that fits with self-concept
- awareness of size and power
- sex roles
- social values (prestige/power)
- orientation to own unique self/interests
social cognitive career theory (def)
outcome expectancies and self efficacy both predict interests
social cognitive career theory (aspects)
person inputs (gender, race, disability, personality, predispositions) and contextual factors influence learning experiences, which influence self-efficacy beliefs and outcome expectancies
tenants shaping traditional career theories
universality
- covers everyone regardless of race, class, gender nationality
individualism and autonomy
- valuing individual choice and autonomy
affluence
- because of financial privilege people can choose career
centrality of work in peoples lives
- work is pivotal in peoples lives
- it is critical to find a career that fulfills needs
linearity, progressiveness, rationality of career development process
- career decisions are rational, career paths linear/progressive
demographic and ethical imperatives
- important to understand racial factors
career assessments - interests
strong interest profiler (RIASEC)
career assessments - personality
myers briggs
big 5 tests (NEO-PI)
career assessments - values
minnesota importance questionnaire
O*Net work values card sort
work importance profiler
career assessments - career development
supers career development rainbow career maturity inventory career beliefs inventory career development inventory career decision making self efficacy
five process for effective career planning
initiation exploration decision-making preparation implementation
career interventions
assessments provide resources identify problems create goals identify perceived barriers use fantasy exercises ask them to find role models write a life story to describe interests observe work from a social/cultural standpoint explore motivation/other concerns
