Sexual Harassment Workplace - Free Essay Example

Sample details Pages: 11 Words: 3205 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Tags: Sexual Harassment Essay Did you like this example? Sexual Harassment in the Workplace Introduction Don’t waste time! Our writers will create an original "Sexual Harassment Workplace" essay for you Create order Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment (Brandenburg 1997, p.1). The key word in this definition is unwanted. The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature A Legal and Psychological Framework focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it illegal to discriminate on the basis of race, color, religion, age, national origin and sex. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (Trainer: Stop Bullying 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (Protecting Employees 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. Although, these two forms have different definitions their base point still r emains the same unwanted behavior. Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: https://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):

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The Therapy Group Health And Social Care Essay Free Essays

string(83) " Peoples with grate motive and willingness are the best campaigners for the group\." Taking into consideration the peculiar traits of my personality and my ain experiences on a idiosyncratic degree every bit good as on an interpersonal communicating degree, I have concluded that the most representative theoretical psychotherapeutic attack for myself is the 1 of Carl Rogers ‘ . The basic rules of the healer ‘s earnestness, genuineness and â€Å" understanding † , every bit good as credence, empathy and apprehension of the patient constitute some characteristics that comply with my point of position. The Rogerian impression group centered therapy, every bit good as the impression of self-actualisation reflect most accurately the values that I would wish to function. We will write a custom essay sample on The Therapy Group Health And Social Care Essay or any similar topic only for you Order Now I?I ±I? I?I ±I„ ‘ I µIˆI ­I?I„I ±I?I · the â€Å" group centered † . I respect profoundly the client ‘s authorization to be able to find himself the therapy he needs and to take it at his ain gait ; therefore, run intoing his basic demands for acknowledgment, equal intervention and grasp. The topic of the therapy group which I would organize would be the support of people with physical disablements. The grounds of this pick are varied: first of all, it is an issue that intrigues me ; I find it peculiarly interesting, disputing and attractive from a humanistic, but besides from a professional point of position. So, I would wish to specialise in guidance and psychotherapeutics of people with disablements, as a professional option. The topographic point in which meetings will be held is a critical issue for the group, because people in wheel-chairs must hold entree towards their finish. It is really of import for them to experience that they can travel approximately and go around comfortably, without troubles and obstructions such as stepss, narrow lifts, long distances and other similar hindrances. The physical scene of the group must give them a sense of being welcomed, without stressing their distinction. For that ground, it is indispensable that the topographic point of meetings be easy accessible to people with gesture disablements ( for illustration, means of mass transit that can function them ) . The infinite must be on the groundfloor and if it is on a higher degree the lift must be big plenty and rage should be available. Besides, the dimensions of the room must let a comfy moving in it. Furthermore, that topographic point has to supply the members with privateness, freedom from distraction and to let them to sit in a circle, so that they can see, detect and interact straight with one another. The nature of that group involves some specialnesss. The fact that, these people get tired easy and rapidly, every bit good as that they need person else to assist and function them sets some bounds. The continuance of the meetings should non transcend, but respect the members ‘ physical bounds. On the other manus, the clip must be plenty, so that the group will be able to analyse all the issues raised by all members. So, a meeting should last 2 to 2,5 hours with 1 or 2 interruptions. Of class, in instance of any crisis or occasion during a meeting, the session can last more than 2,5 hours. Because of the specialnesss of these people, the fast beat of life and of fiscal grounds, the frequence of the meetings would be one time a hebdomad. The life-span of the group would be brief and would last about six months, in other words 25-30 meetings. The short life-span presupposes that the leader will be required to maintain attending to some affairs. As the healer, I will hold to clear up the ends of the group and to remain focused on them. The choice and the readying of the members must be done with great attention, so that dropouts and misinterpretations are prevented. By and large, the limited life of the group requires a specific mental set and clip direction. Size of the Group The ideal size of the group would be 7-8 members. It is a figure of participants that allows effectual interaction among them. The group would be closed ; therefore, given that some members could drop out, it would be functional to get down the group with a spot larger size, that is to state with 8-9 people. The tracts of interaction will be unfastened among all members, including the leader, as shown in the diagram. ( The points stand for the members and the healer of the group, while the lines represent the synergistic tracts of communicating. ) Intake procedures – a ) The Selection of Members The manner that the choice of members is accomplished is irregular. The healer, on a general footing, must be concerned with which patient will be excluded from the group and so, more specifically, with who will be included. It is easier to find the people who do non run into the demands of engagement, than the 1s who do. This process will take topographic point during the pregroup consumption interview. The basic standard for the exclusion of some individuals from the group is his likeliness for dropout. Therefore, during the consumption interview all the features and the factors which may ensue in dropout must be clarified. Peoples with terrible abnormal psychology, lower IQ, less psychological mindedness and likeability, lower socioeconomic category, high denial to alter and high somatization are really likely to dropout. External factors like scheduling jobs, traveling of the town and declaration of some instant crisis could take to premature expiration of the therapy. Group deviancy, jobs of familiarity, fright of emotional contagious disease, coincident person and group therapy constitute some of the factors for dropout and must be screened out and examined with cautiousness and duty. Peoples with features and attitudes as the above would be excluded. Without dissing, I would propose them to get down an single therapy, or I would mention them to another group suited with their demands and ends. On the other manus, there are some human traits that could take to a successful engagement in the group. Peoples with grate motive and willingness are the best campaigners for the group. You read "The Therapy Group Health And Social Care Essay" in category "Essay examples" Besides, the credence of duty for intervention and the desire to alter are positive characteristics and standards for inclusion in the group. Therefore, the group will able to work functionally and to ensue in, the positive result of alteration. B ) The Intake Interview All the above are portion of the consumption interview. The intent of the interview is, on one manus, the definition of the standards for exclusion or inclusion in the group and on the other manus, the anticipation of the interpersonal behaviour of the members. Therefore, during the prescreening interview, the object of the enquiry is non merely the patient as a topic of psychological scrutiny and diagnosing, but besides his interpersonal attitudes, accomplishments and interaction with the healer. I think it is necessary for the individual who is traveling to take part in the therapy group to undergo a series of diagnostic procedures, such as a recording of his single background, an IQ trial and a projective trial. For that intent, as a healer I have in my disposal the Weschler IQ trial and the I ¤.I‘.I ¤ . personality trial ( Thematic Apperception Test ) . The interpersonal consumption interview is every bit of import as the â€Å" diagnosing † . This procedure aims at analyzing the abilities and qualities of the patient, so that he can run into the demands for interpersonal communicating with the healer. The conditions of the interview have to be every bit similar as possible to those that will be shaped in the group. This is necessary, because the more similar they are, the more accurate and distinct the anticipation of interpersonal behaviour will be. Thus, the healer ‘s duty is to make an ambiance and norms resembling to those of the meetings ( such as freedom of address, regard of others, honestness, active engagement, interaction, self-contemplation, self-disclosure, giving-taking feedback, etc ) . Furthermore, it is of import that the interview will mention to â€Å" here and now † , so that the observation may take to the most utile information. Finally, the prospective member will be submitted to inquiries related to his/her past interpersonal relationships in the household, work, school, nines etc. To finish the consumption interview, I think two or three meetings at least are required. The clip before the beginning of the group therapy is important for the illation extraction about the hereafter members, every bit good as for their psychological readying. degree Celsius ) Preparation of the Members The members ‘ readying for the therapy aims at making the fortunes which are important for their best and most effectual engagement into the group. Therefore, during the initial process, I consider elucidation of certain misinterpretations refering group therapy, really of import. Of equal importance are: informing the prospective member about some issues that he/she might disregard, beef uping his/her positive elements sing therapy and cut downing the negative 1s. It is particularly of import that group therapy is considered every bit valuable as the single 1. Furthermore, for the specific people, group therapy is likely to be a more efficient and immediate intervention, every bit far as the peculiar ends are concerned and this has to be clear ; it is necessary that the belief in and the outlook from the therapy is instilled. During the readying phase, the healer must be certain that every member ‘s personal ends from the therapy suit the group ‘s ends. Furthermore, the leader has to do a description and a full presentation of the procedures which will be followed and of the curative environment, stressing the of import elements of safety and trust. I would depict the group as a school of self-exploration and find, every bit good as an chance for societal look and engagement. I would propose to the members to be simple, honest and direct, in order to take part in the group the best manner they can ; besides, I would advert the uncomfortable feelings and the possible letdowns they might see, indicating out that the â€Å" alteration † might necessitate some hurting and, decidedly, some clip. In add-on to that, I would advert the basic regulations of confidentiality, every bit good as the necessity of avoiding subgrouping. The readying stage helps the prospective members to go familiar with the thought and the future work of the group. Therefore, their motivations to fall in the group will be stimulated, while any possible anxiousness or emphasis will be decreased. The Group Composition Harmonizing to the description and the particular characteristics of the group, it could be considered as a homogenous therapy group. The fact that the members will hold a similar organic structure image and symptoms, leads to that decision. However, this homogeneousness will non mention to the personalities of the people. In order to be functional, the group should integrate different personalities and behaviours, so that the members can work on an synergistic footing. As a healer, I do non mean to make a hapless group, which will merely supply a short alleviation of psychological symptoms and a support for a limited clip. On the contrary, the coexistence of many different and heterogenous sorts of behaviour and of assorted psychological ways of confronting the job -physical disability- will ensue in a more synergistic and disputing group. Furthermore, the members will change in age, but they will belong to the same age class ( grownups, 20-50 old ages old ) . A great age difference could do troubles in communicating and common apprehension among them, or it could convey a sense of isolation. The symptom homogeneousness is likely to trip a series of curative factors, in a really short period of clip. The fact that the members will portion common and similar experiences in relation to their physical specialness, will ensue in coherence and catholicity even from the first meetings. The support they will offer one another and the exchange of suggestions and advice on specific issues, will convey into action selflessness and interpersonal acquisition. On the other manus, the already activated curative factors will assist with the more mature confrontation of any struggles or dissensions during the therapy, raised from the members ‘ heterogeneousness. Therefore, the coexistence of those two elements, homogeneousness and heterogeneousness, is of critical importance for the positive result of the therapy. Announcement of the Group The proclamation of the therapy group can be done in many different ways. First, it can be advertised in certain specialised magazines, which address to people with disablements, such as â€Å" ORIZONTAS TON PARAPLIGIKON † , â€Å" ISOTIMIA † and â€Å" ANAPIRIA TORA † . It can besides be published in the specialised web site www.disabled.gr. Furthermore, there can be postings hanged in the cardinal offices of the organisations for the handicapped people, every bit good as in private offices of physicians and physical therapists. Finally, a all right manner to advance the group is a personal contact with people who are likely to be interested or could inform some others about it. The response might non be so immediate, so the procedure of the proclamation has to get down rather early before the beginning day of the month of the group meetings. In conclusionaˆÂ ¦ All the above describe a possible creative activity of a therapy group and of its initial processs on a theoretical footing. However, the practical execution might differ significantly from the image presented in this assignment. The leading of such a group requires exceeding professional makings and a magnetic personality in order to cover with people with physical disablements. The differentiation between the human inclinations of empathy, emotional presence, protection and support from commiseration is rather hard some times and it demands experience and particular accomplishments from the healer. The nature of the group requires a great trade of duty, which might arouse inordinate emphasis to the healer, particularly during the first meetings. However, the sense of satisfaction and fulfilment that rises from the working with such a group of people, can be really intense. Giving and assisting people who have a more obvious demand for alleviation, credence, support and love than the able-bodied, constitutes a gift of psyche, which is to be returned to the 1 who offered it. The balance lies someplace in between. The aureate mean that separates the professional healer from the emotional homo being, but which unites them at the same clip. How to cite The Therapy Group Health And Social Care Essay, Essay examples

My Best Friend free essay sample

My best Friend He is a short boy and is 160cm in height. He is 17 years old. He is thin, with a spiky hair and gentle eyes. His skin is dark. He is usually smiling and so he has a very pleasant, friendly face. He is my friend. I first met him in kindergarten. It was my first day of school and I was a little bit upset. My mother took me into class and told me where to sit. She told me she would pick me up after school. A group of naughty children bullied me. Tears started roll down my checks. All of a sudden, he appeared to help me to drive away the naughty children.He said: â€Å"Don’t cry! I’ll be your friend! †The soft voice uttered beside me comforted me. We have been friends ever since then. We both like Chemistry subject. When exam is around the corner, we will revise our lessons before exam. We were always placed in the same ROTC class and our other subjects as well. In ROTC, you have to choose to get along with someone even if they are your worst enemy. I remember this one time this girl, Nicole, and I were arguing, probably about something ridiculous, and I called Megan in to help. She told us straight up front to grow up and solve this problem on our own. When she was dealing with her relationship problems or just needed, someone to talk to I would be there for her and vice versa. Being in the same classes in high school defiantly grew us closer. Even though we sometimes found it annoying that every year we were placed in the same class, it was fun having the teachers call Megan and us asking which one they were talking to. We would have our fights but come on. Seriously, what friends do not fights? We would fight over the stupidest things. Usually I would be the one admitting I was wrong and be breaking down in tears and letting all my emotions out. She was always able to cheer me up when I was down. To this day when I’m upset and crying she can say the words pudding, spinach and all these ridiculous sayings and she is the only one that can do that. Now that we are out of high school, she is my only friend that I still talk to and if I have a problem, she is always a phone call away or text away. I am still in touch with her and she always responds when I need her. She always knows I will be here for her as well no matter what. She has shown me what a true friend is. Someone who will be by your side always and will always hold a special place in your heart.