Understanding Limitations

Understanding Limitations

 

            Practitioners are compelled to be aware of their incompetence and personal limitations.  As various clients and cases transpire, the practitioner must be capable of assessing the circumstances, applying their knowledge, realizing their inadequacies, and recognizing when a referral is necessary or advantageous, given that the well being of the client remains the focal point.  From a personal aspect, two situations which would require a referral are spousal abuse and drug or alcohol addiction.  If the client is being abused by their spouse, their information may be reported to law enforcement, a domestic violence support group, and possibly physical health care providers.  In a scenario in which the client is abusing drugs or alcohol, they may be referred to Alcoholics or Narcotics Anonymous and a drug treatment or rehabilitation facility.  “The counseling process can be unpredictable at times, and you may encounter situations in which the ethical path is to refer your client” (Corey & Associates, 2011, p. 329).  In effort to make a referral, the following steps should be employed:

1.      When you have decided that a client might benefit from additional services, tell them directly in a straightforward, matter-of-fact manner.

2.      Make it clear that your recommendation represents your concern and best judgment based on your observation of his or her behavior.

3.      Proceed with patience, except in emergencies.  Leave the option open for the client to accept or refuse your referral.

4.      If the client accepts the referral, pay attention to any concerns or questions they may have about additional services.

5.      Suggest to the client that you are willing to give referral information about the nature of the problem if he or she wishes.

6.      Call and notify the center that you have made a referral and express your concern

(Psychological Counseling Center, 2011).

Listed below is a likely referral scenario:

Rob is a twenty-two year old student in the midst of his sophomore year of college.  His academic advisor has been assisting him as he progresses toward his junior year and is seeking summer internships.  However, his academic performance has continuously declined since he joined a fraternity the previous fall.  At their most recent session, Rob reluctantly disclosed the fact that he was drinking more heavily and abusing prescription medication.  Hence, Rob will be referred to the on-campus Alcoholics Anonymous support group, enrolled into the Student Health Services program for students experiencing drug or alcohol abuse, and placed on academic probation.  These services and conditions will be utilized in effort to assist him with his alcohol and drug abuse, hinder him from being expelled, maintain his internship eligibility, and revamp his academic proficiency.

References:

Corey, G., Corey, M. S., & Callanan, P. (2011) Issues and ethics in the helping

professions (8th ed.). Belmont, CA: Thomson Brooks/Cole.

Psychological Counseling Center, (2011). Making Referrals. Retrieved from
            http://www.brandeis.edu/studentaffairs/counseling/facstaff/makingreferrals.html.

Functional & Dysfunctional Conflict

 Functional & Dysfunctional Conflict

 

            Conflict may be viewed as being functional or dysfunctional.  Functional conflict refers to any divergence which is responsive and innovative aiding in creativity and viability (Falikowski, 2002).  This creative confrontation allows individuals engaged in a controversy or dispute to be at odds with the issues, yet not each other.  “The critical factor is the willingness to explore and resolve it mutually.  Appropriately handled, conflict can provide an important opportunity for growth” (Functional & Dysfunctional Conflicts, 2010).  Dysfunctional conflict occurs when conflict “disrupts, prevents job performance, and upsets personal psychological functioning” (Falikowski, 2002).  Typically, problems occur when emotions distort the content issue.  Feelings are misperceived or stated too intensely (Functional & Dysfunctional Conflicts, 2010).

            An example of an intergroup conflict which converted from functional to dysfunctional occurred amongst a communications class.  Students were assigned to groups of four or five and then were instructed to select a topic on which to deliver an oratorical speech.  Initially, selecting a topic was a bit of a challenge.  The group was indecisive.  After two class sessions passed without a topic being selected, the team captain suggested for the group to draw straws.  Soon thereafter, the topic was selected and agreed upon by all, and then the captain began to delegate tasks and research responsibilities.  However, this only proved to be a short-term solution.  The next two weeks, the group met with regularity.  Yet as time wore on, certain team members became disgruntled that their topic had not been selected, and began to cease meeting with the group outside of scheduled class time (i.e. library, dorm sessions).  The group began to fall behind in progress in comparison to the rest of the class; therefore the team captain took it upon himself to fulfill others’ obligations.  Nevertheless, this dysfunctional conflict could have been reverted back to functional by utilizing the following tactics:

1.      Mediation - Integrating a neutral third party: The team captain could have expressed his concern to the class instructor, requesting class time (while every team member was present) to have an intervention in which the instructor could express and reiterate the importance of group cooperation and involvement.

2.      Communication – Team members could have called one another throughout the week to check-in and update cross-information, rather than waiting for a particular session or meeting to initiate contact.

References:

Falikowski, A. (2002). Conflict. Retrieved from

            http://webhome.idirect.com/~kehamilt/ipsyconf.html.            

Functional & Dysfunctional Conflicts. Retrieved from

            http://www.scribd.com/doc/25304585/Functional-and-Dysfunctional-Conflicts.