Hodor
Applying Theory to Specific Settings and Populations
Work Setting I am currently interning for a small psychological clinic call Associated Psychological Services. My work setting involves very little client interaction right now as I am saving that for when I am to do an internship for Walden University. I work primarily with helping clinicians score testing, answer phones, and scheduling appointments.
Theories Theory of Work Adjustment (TWA) distinguishes between the individual, and the employer. The individual rates a score of satisfactoriness with the employer, as well as the employer relating a level of satisfactoriness with the employee. This way both the employer/employee needs are being met, and if they are not, they can be addressed. TWA insists that the worker and the environment never stop influencing one another, work influences individual career development process as well, as well as the individual making the employers business better as well (Capuzzi & Stauffer, 2012). A similar example to the one Capuzzi and Stauffer reviewed (2012) is that of a car salesman. The salesman works to sell cars, in return the company rewards the man for selling x amount of cars each month. I can apply that to a counseling session, although not rewarding employees with incentives based on my many clients they see, but in getting paid for doing the job the right way. One way to look at it is that when a client returns, it is essentially like getting part of a paycheck. I know it is a different viewpoint to look at it, and perhaps unethical in a sense and by no means would I ever suggest meeting with clients because of the financial benefits, but it is a job like many others where we are rewarded for doing a good job. Clinicians whose clients tend to come back to counseling, tend to be more successful in my opinion
The other theory I selected is called the Theory of Vocational development and was developed in the
Work Setting I am currently interning for a small psychological clinic call Associated Psychological Services. My work setting involves very little client interaction right now as I am saving that for when I am to do an internship for Walden University. I work primarily with helping clinicians score testing, answer phones, and scheduling appointments.
Theories Theory of Work Adjustment (TWA) distinguishes between the individual, and the employer. The individual rates a score of satisfactoriness with the employer, as well as the employer relating a level of satisfactoriness with the employee. This way both the employer/employee needs are being met, and if they are not, they can be addressed. TWA insists that the worker and the environment never stop influencing one another, work influences individual career development process as well, as well as the individual making the employers business better as well (Capuzzi & Stauffer, 2012). A similar example to the one Capuzzi and Stauffer reviewed (2012) is that of a car salesman. The salesman works to sell cars, in return the company rewards the man for selling x amount of cars each month. I can apply that to a counseling session, although not rewarding employees with incentives based on my many clients they see, but in getting paid for doing the job the right way. One way to look at it is that when a client returns, it is essentially like getting part of a paycheck. I know it is a different viewpoint to look at it, and perhaps unethical in a sense and by no means would I ever suggest meeting with clients because of the financial benefits, but it is a job like many others where we are rewarded for doing a good job. Clinicians whose clients tend to come back to counseling, tend to be more successful in my opinion
The other theory I selected is called the Theory of Vocational development and was developed in the
References: Capuzzi, D., & Stauffer, M. D. (2012). Career counseling: foundations, perspectives, and applications (2nd ed.). New York: Routledge.