Ethical Practice Involves Working Positively Essay

Pages: 8 (2498 words)  ·  Bibliography Sources: 12  ·  File: .docx  ·  Level: College Senior  ·  Topic: Psychology

SAMPLE EXCERPT . . .
The second perspective focuses on the links between international divisions based on learning and information transfer (Handout 1). In addition, such founding principles of the practice of counseling encompass key elements of what it takes practitioners to achieve their professional goals. Practitioners who do not create connections with clients fails to create learning that can only be derived through interaction with different clients. High diversity levels are driven by the benefits of tapping communicative, cultural, and creative skills of different clients. Practitioners engage such skills to enhance their counseling policies, client experiences, and services. Diversity practitioners have cited the benefits of having an open discussion with clients because this profession requires that clients must come out of their areas of comfort and have an experience with unfamiliar things (Handout 3).

Counseling institutions in Britain are increasingly going global. This leads to increased diversity in their workforce hence fostering challenges of diversity management. Dealing with diverse employees and diverse perspectives of clients are some of the concerns raised by counselors. If diversity in counseling is not managed in an effective manner, it is likely to result in lack of competencies, interest in the workforce and inadequate skills leading to increased turnover of employees and reduced performance of individuals and institutions. Through management of diversity, institutions are able to enhance the development of counselors and their contributions to counseling institutions (McKenzie-Mavinga, 2009, p.207).Get full Download Microsoft Word File access
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Essay on Ethical Practice Involves Working Positively Assignment

Researchers have directed their attention and efforts towards culture and its influences in the institutions of counseling. Studies have focused on establishing the attitudes of practitioners towards formulating diversity programs at the workplace. This has enabled practitioners to incorporate diversity perspectives in their counseling sessions. This is seeks to make clients more productive and committed in the respective discussion. It is evident that workplace diversity is encountering significant barriers (Handout 4). In the counseling sector, practitioners are employing different strategies to curb workplace diversity barriers. Researchers have predicted that workplace diversity in counseling industry is poised to increase in the coming years. Successful practitioners continue to acknowledge the benefits of taking immediate measures and are willing to invest resources in to manage workplace diversity. In this regard, this study is based on diversity in counseling psychology in the Britain context (Sterling, 2007, p.27).

Recommendations

Counseling institutions must support and design organizational cultures based on maximizing the benefit of diversity. They should use this culture in managing various individuals, project groups, customer response teams, business ventures and top management. In case institutions were to implement such a strategy, it would be advantageous in enhancing diversity in the work place. These processes have been reinforced in institutions that adopt prevalent strategies in enhancing workplace diversity. Workplace diversity has been increasingly facing barriers such as discrimination (Handout 1). Clients seeking for counseling services should be given equal treatment regardless of their arbitrary features of religion, color, sexual orientation, age, gender, physical handicap, and national origin. Such barriers would be eliminated by supporting and designing organizational cultures based on maximizing the benefit of diversity (Handout 3).

Organizations can engage in systematic learning of cultural disparities leading to cultural inclusiveness. Practitioners can learn about cultural differences practiced in different countries through overseas training to gain knowledge about cross-cultural variations. Engaging practitioners in language training and improving their ability to work in a diversified environment can also promote diversity in the workplace. If such strategies are implemented, institutions are likely to enhance the ability of practitioners to work with diverse clients from different cultural backgrounds. This has the potential of enhancing the inclusiveness of institutions. Practitioners can reduce miscommunication with diverse clients and develop relationships with diverse clients through effective communication. Similarly, this can be achieved by motivating clients to be open in airing their issues and working with the practitioner. If institutions adopt these strategies, they have high chances of increasing awareness about the diversity of workplace (Handout 5).

Conclusion

A diversified workforce is better placed to attend to diversified needs of clients in the extended global market place. Institutions founded on the principles of diversity are knowledgeable about the political, legal, cultural, economic, and social environmental requirements in the counseling profession. In counseling and psychology industry, there are considerable practices of diversity management (Clarkson, 2009, p.39). Most practitioners hold a positive attitude towards coping with diversity. Some practitioners have adjusted, understood and enthusiastic about working and leveraging a positive diversity in the workplace. Practitioners have adopted some strategies of increasing inclusiveness like training counselors some foreign languages and accepting overseas appointments (Handout 2). Counseling practitioners have encountered barriers to diversity, with the most frequent being discrimination followed by ethnocentrism and prejudice towards clients. In this study, I have emphasized that counseling institutions and practitioners must embrace measures aimed at managing diversity to leverage and harness the competitive advantage of potential counseling practitioners (Sterling, 2007, p.18).

References

BACP Ethical Framework. (2013). The Ethical Framework for Good Practice in Counselling. Pp 1-10. Accessed April 7, 2013 from www.bacp.co.uk/admin/structure/files/pdf/9479_ethical%20framework%20jan2013.pdf

Clarkson, P. (2009). The Therapeutic Relationship. New York NY: Wiley

Handout 1. MkSame-Sex Relationships, an Historical Overview. A review by Robin Heme

Handout 2. What are the potential abuses of these kinds of power in the relationship between counsellor and client? Janet Dowding 02.2010 saved as power

Handout 3. Attitudes Toward Difference Survey: The Riddle Scale.

Handout 4. Acceptance One of Rogers' core conditions for counselling was 'unconditional positive regard' Janet Dowding March 2010 Saved as Acceptance

Handout 5. How does your internalized oppression operate?

Handout 6. AN ETHICAL DECISION MAKING MODEL

Handout 7. Boundary problems and dual relationships. Sarah Hawtin 2007

Handout 8. Boundaries and the therapeutic framework. © Sarah Hawtin 2007

Handout 9. Working with Transgender Clients. Tina Livingstone. B.Ed Hons, Dip Couns

Kearns, A. (2007). The Mirror Crack'd: When Good Enough Therapy Goes Wrong and Other

Cautionary Tales for Humanistic Practioners. London Karnac Books

McKenzie-Mavinga, I. (2009). Black Issues in the Therapeutic Process. Palgrave… [END OF PREVIEW] . . . READ MORE

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