Students are to interview a provider of a counselling service for children and/or adolescents.
From this interview, you are to submit a report detailing the following;
Overview of the treatment service.
Typical presenting issues.
Treatment approaches used within the service.
Discussion of the treatment approaches used within the service, linking this to relevant theoretical models and appropriate references.
Note: This service provider can be a counsellor, psychologist, youth worker, chaplin, or other welfare provider, but needs to have its focus on addressing the mental health of young people.
If the service provider uses multiple treatment approaches (i.e. solution focused AND CBT, it is acceptable to discuss one of these in your discussion of theoretical models.
A satisfactory completion of assignment requires:
An overview of the treatment service, including the structure, treatment populations, typical presenting issues, and treatment approaches used
A discussion of at least one of the treatment approaches used in the context of relevant research evidence.
"For what reason are there different speculations of 'inspiration' in hierarchical conduct? Talk about this inquiry by including a basic assessment of two speculations of inspiration." The reason for composing this exposition is to portray diverse inspirational speculations by focusing on how chiefs propel representatives in an industry with an abnormal state of turnover and low degrees of inspiration. This exposition will mostly assess Maslow's chain of command of requirements hypothesis and McClelland's Needs of Achievement hypothesis and it will incorporate different speculations to help the argument.â Numerous associations face troubles when attempting to inspire their staff to finish a given undertaking. In the event that the workers are spurred the organization is probably going to be fruitful and accomplish define objectives. To have the option to get inspiration and the manner in which it works, first we need to comprehend human instinct itself. Now and again this could be a clear procedure anyway in others it could be mind boggling. There must be a successful administration and authority to manage workers through the inspiration stages. Numerous organizations accept that pay is the prime help, anyway these days individuals might need to surpass affirmation, cooperation and uplifted feeling of worth at the work environment. This is the place strengthening has a significant influence in an organization's movement as it is bolstered by R.French. "Strengthening is the procedure by which chiefs representative capacity to workers to rouse more prominent obligation in adjusting the accomplishment of both individual and hierarchical objectives". (French, R., Rayner, 2008, page 184) By engaging representatives this will make the staff progressively fulfilled, profitable and propelled all through their working hours. During the time numerous scholars have attempted to clarify what inspiration is by planning hypotheses portraying how directors ought to animate their staff. The two ways to deal with inspiration are Content and Progress speculations and they were distributed in 1950s. Content speculations clarify the particular factors that may animate individuals inside the association by dissecting the people's needs and attempting to expect what can inspire their conduct. Then again a Process hypothesis features the perspective by looking at how and why people choose one activity over another at the organisation.â This hypothesis predominantly centers around the individual's convictions and how certain exhibitions will prompt rewards, for example, increase in salary and advancement. While both substance and advancement speculations are focal in helping us to comprehend inspiration this article will concentrate on the substance approach specifically the exemplary persuasive hypothesis of Maslow's order and David McClelland requirements for achievement.â Abraham Maslow made the Hierarchy of requirements hypothesis in 1940-50s and right up 'til the present time it's as yet well known with administrators. He built up the progression to comprehend human inspiration, the board preparing, and self-improvement by making five unmistakable levels. Maslow planned two principle procedures lower request needs and higher request needs. Lower request needs incorporates Physiological needs (these are the most essential human needs, for example, nourishment, and water and so forth) moving one level up is wellbeing needs (which would be requirement for security, assurance and dependability). After an individual has surpassed the lower request needs referenced above, the individual in question proceeds onward to higher request needs which are Social needs (requirement for adoration, warmth, association with someone else), Esteem needs (regard, confidence, need of regard from others and so on) and subsequent to accomplishing the past 4 levels the individual advances to the ideal level Self actualisation will inspire the two workers and businesses. (French R, 2009, page160) Anyway with each inspiration hypothesis there has consistently been disservices. Maslow himself has been basic about the hypothesis he made and in an announcement he said:"My inspiration hypothesis was distributed 20 years back and in all that time no one rehashed it, or tried, or truly investigated it or reprimanded it. They simply utilized it, gulped down it with just the minor change" (Wilson, F.M 2004, page 146) In moving toward this issue Maslow's work has confronted a lot of analysis to whether the ideas are distinctive relying upon culture. In nations, for example, Japan and Greece lower request needs, for example, security rouses representatives to work more earnestly more than self actualisation. (R. Rayner, 2009, page 162). Sadly those nations have lower work openings; along these lines occupants fundamentally center around security needs as opposed to self actualisation. While some administrative organizations ignore the lower request needs and go legitimately to higher request needs such confidence and self actualisation. "Lobby and Nougaim have discovered that as directors propelled, security needs turned out to be less significant while higher request needs were progressively significant yet this could be clarified by a procedure of profession change and headway". Wilson, F.M (2004, page 147) The over two explanations propose that individuals don't pursue the conventional procedure of the progression. Maslow accepts that people are spurred by neglected needs which are in a progressive request; individuals need to keep climbing the pecking order so as to succeed, this strategy has not been pursued because of social distinction and administrative arrangement. Contacting onto Alderfer's ERG hypothesis he contends that Maslow's hypothesis isn't adaptable and because of this individuals may wind up disappointed as they are not ready to move to the following stage. Alderfer has limited Maslow's 5 phases into 3 levels: presence needs, relatedness needs and development needs.â This hypothesis is increasingly adaptable as individuals can minimize a level on the off chance that they can't accomplish the higher stage. Subsequent to having assessed Maslow's chain of command hypothesis, this paper will presently concentrate on McClelland requirement for accomplishment hypothesis. Individuals' needs continue changing just as their vocation occupations. Some look for the requirement for accomplishment as a method for persuading themselves at the work environment. Throughout the years this recognizable reality has interested David McClelland. In the wake of going through 20 years learning at Harvard University McClelland and his partners attempted to recognize the inclination to accomplish. They started a long research utilizing Thematic Apperception Test (TAT) as an assessment of individual needs of various individuals. This is a system that requests that individuals build up an unconstrained story for every photograph. David McClelland utilized the criticism from individuals and gathered information and actualities on inspiration. After a progression of tests utilizing the TATs system, David McClelland had the option to recognize three needs, which he accepts are significant in understanding human inspiration and conduct. These are; the requirement for accomplishment (nAch), requirement for association (nAff) and requirement for power (nPower). Requirement for accomplishment is focusing on those people who look to exceed expectations and consequently will in general evade low and high chances circumstances. They want to accomplish something better and get than the base of issues just as finishing troublesome undertakings. They need normal input from directors so as to see their advancement of their accomplishment. Then again requirement for alliance is tied in with making agreeable associations with different people. This gathering of individuals may perform well in client administration and buyer collaborations circumstances. Last of David McClelland needs is requirement for power, this gathering of individuals are predominantly centered around assuming responsibility for other people, deal with their conduct or be in control. Like Maslow's Hierarchy hypothesis, David McClelland's procured needs hypothesis has its disservices and analysis from different scholars. Erikson suggests that 'The need to accomplish is a conduct that is just gained and created during early adolescence' accordingly if it's not aced at a beginning period it can't be accomplished in grown-up life. French, R. Rayner C, Rees. G, Rumbles.S, Organizational Behavior, 2009 Anyway then again McClelland contends that the need to accomplish is conduct and it tends to be done through preparing in adulthood Ref: R, French, Organizational Behavior, 2009, page 164 McClelland has just incorporated preparing in nations, for example, Kakinda and India and instructed individuals to think, talk and go about as high achievers. Different pundits have can't help contradicting the impacting traits of business people are predominant. High needs of accomplishment people are persistently contending with models of brilliance'. Further, they are engaged with assignments of moderate trouble. 'The contention that requirement for accomplishment is the predominant rationale manner for business people might be in struggle then with other research' (Langan-Fox and Roth 1995) Wilson, F.M (2004). Hierarchical conduct and work. Oxford University press, page146 (Lowry 1982:63) TAT test was likewise scrutinized by associations because of the length of the assessment and the multifaceted nature in directing it. Taking a disregard at the most surely understand inspirational hypotheses, I have been overpowered by the interest and desires each creator anticipates from the people. Scholars, for example, Maslow accept that people are propelled by neglected needs which are in a various leveled request; individuals need to keep climbing the chain of importance so as to succeed.â Whereas Herzberg expresses that fulfillment and disappointment are not on a similar range. He accepts inspiration can cause fulfillment or no fulfillment, just as cleanliness components can cause disappointment when missing and no disappointment when present. McClelland's requirement for accomplishment accepts it future as he underlies Maslow's Hierarch hypothesis – self-realization. Anyway McGregor's Theory Y rises to quite a bit of Maslow's self-completion level of inspiration. His hypothesis centers around self-bearing, poise, and development control inspiration. Reward frameworks are a significant factor when directors need to thought process their staff.â I accept that satisfying extraneous points is an extremely regular technique utilized>GET ANSWER