An Introductory Client-Intake Interview Joyce Ladson Everest University Online Paralegal Today-18 March 1‚ 2012 While I conduct this Introductory Client-Intake Interview‚ I will think about the experiences I had when I was interviewed. By thinking of my experiences‚ I plan on making this interview a positive experience for the client. In the initial contact‚ I plan to build rapport by advising the client of whom I am and my purpose. I will then have the client to fill out Form 5.8. This form
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Abstract What is to be said about life and circumstances? There are many different theories and perspectives about it‚ but my concern is when someone feels they have to be subject to their circumstance. Further in this paper I will discuss my personal counseling theory and how I believe that not one person has to be ruled by a certain circumstance and that they are not by any means validated by one person because they have the opportunity to discover meaning in their life for themselves and discover an
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Earning my Bachelors of Science in Psychology and coursework in Clinical Interviewing and Counseling at Central Michigan University showed me my passion for professional counseling and mental health. I want to help people. As simple as that sounds‚ it is the genuine root of why I want to pursue professional counseling as my career. Between having mental illness in my household‚ to watching a lot of my family and friends succumb to addiction‚ I empathize with anyone who may be dealing with these issues
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REF: 5DPP I01001 INTERMEDIATE CERTIFICATE IN HRM UNIT: 5DPP – DEVELOPING PROFESSIONAL PRACTICE TUTOR: CAROLYN HAYWARD SUBMISSION DATE: 23rd November 2011 STUDENT: JAYNE WILLIAMS ------------------------------------------------- Professionalism in HR ------------------------------------------------- Question 1 ------------------------------------------------- The thought of professionalism conjures up many ideas‚ and possibly pre-conceived judgements. These will not always
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of the client The ‘client is an organization or individual for whom a construction project is carried out’ (HSE publication L144‚ 2007:13). In this case‚ the Wembley stadium is owned by an English football’s governing body‚ The Football Association (The FA)‚ specifically by their subsidiary Wembley National Stadium Ltd (WNSL). It may be thought that clients don’t have to involve in the health and safety duties as designers‚ workers or contractors do. However‚ this is not the case. Clients have to
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small brokerage house that enables its clients to buy and sell stocks over the Internet‚ as well as place traditional orders by phone or fax. DRUB has just decided to offer a set of stock analysis tools that will help its clients more easily pick winning stocks‚ or so Fred tells you. Fred’s information systems department has presented him with two alternatives for developing the new tools. The first alternative will have a special tool developed in C++ that clients will download onto their computers
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day‚ the actions they make and their decision making processes for treatment. For example‚ it is important that the client be involved in the treatment plan development‚ not only for their own benefit of success but also as part of the informed consent process. If the approach is not a good fit for the client and is not modified‚ the chances for success diminish greatly. Also‚ clients who feel involved in their own treatment are far more likely to put effort into their success. As I heard this‚ I began
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Developing individuals and teams Introduction Once I have started working as a deputy manager in a nursing home I have realized that I have an important role to play in developing individuals and teams. In order to provide high standards of nursing care to residents I needed individuals able to perform competently‚ to integrate well within the team and to work towards meeting organisation’s objective – ‘to champion quality of life for all residents’. Care Quality Commission (2009) highlighted
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Training and Developing Employees Multiple Choice: 1. Once employees have been recruited and selected‚ the next step would be: a. discipline and counseling. b. orientation and training. c. hiring and firing. d. socialization. 3. The ongoing process of instilling in all employees the prevailing attitudes‚ standards‚ values‚ and patterns of behavior that are expected by the organization and its departments is: a. values projection. b. orientation. c. socialization.
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DEVELOPING AUTHENTIC LEADERSHIP BY MARGOT ZIELINSKA‚ CONSULTANT‚ KENEXA® ARTICLE ORIGINALLY FEATURED IN TRAININGZONE I n today’s turbulent economic and political climate‚ it seems that we are becoming dissatisfied and disillusioned with corporate leaders. A recent global survey by Kenexa® reports that only 38 percent of employees rate their leaders as effective. This is a shocking statistic that paints a bleak picture of leaders. However‚ it is even more worrying when our research also
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