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Positives and limitations of motivational interviewing
Reflection on motivational interviewing
Reflection on motivational interviewing
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When it comes to applying or facilitating behavior change there are many ways to do so. With community health workers man skills are taught and learned over course of time with many diverse clients. One of the many techniques taught stems from the change theory where community health workers learn there are many different steps to when a person is ready to make a change. Also, the steps can flow in many directions sometimes even skipping some steps. For the stages of change, there is pre-contemplation, contemplation, preparation, action, maintenance, and relapse. The stages of change theory are often incorporated with motional interviewing because as one talks to the client they can get a sense of where a client would fall in the stages of
Dr. Tanisha L. Heaston, principal of Treadwell Elementary talks to me about educational change. In my first meeting and interview with her, she displays many if not all the leadership benchmarks of a Change Master and Facilitator. Defined by McEwan (2003), a Change Master is a highly effective principal who is flexible and futuristic. A realistic leader who is able to both motivate and manage change in an organized, positive, and enduring fashion. As a Change Master, she uses a situational approach since every school community requires somewhat different skills. Dr. Heaston respects change resisters, procures resources for her school, and trusts her teams which aligns with ISLLC Standard Six.
The stages of change according to the Transtheoretical Model of Change consist of precontemplation, contemplation, preparation, action, maintenance, and termination. The Transtheoretical model of change includes flexible stages. This means that an individual could be in the maintenance stage one week, relapse the next week and be back in the precontemplation stage. The stages of change are not stagnant and an individual could go up/down a stage or stages of change depending on their development of self-efficacy. Ted goes through all of these stages of change on his journey to sobriety.
When you are born people are there to take care of you, love you, and guide you through life. As you grow up and life changes, you must take charge of your own life and not become so dependent on others. Throughout the course of life a person will encounter many changes, whether good or bad. In 'A&P';, 'The Secret Lion';, and 'A Rose for Emily';, the main characters in the stories are Sammy, the boys, and Miss Emily who face changes during their lives. All of these characters are in need of change. Because of their need for change, their lives will become much better. They are filled with wonder and awe about the world around them. No matter what type of person, everyone will encounter changes. It is part of the natural process. A person is encouraged to make these changes for the good. Sammy, the boys, and Miss Emily all encounter changes in their lives that fulfill their need to become something different.
Jose Clemente Orozco was one of the most controversial and celebrated Mexican artists of the twentieth century. He provoked people through his outrageous metaphors and sparked the fuel to the fire of awareness, this being to change the blemishes of our society whether it be dictatorship, war, imperialism, religion, slavery, greed, alienation, and so much more. Even though he lost his left hand when he was just a teenager, he made dozens of major mural pieces that still provoke people’s principles to this day. When he wasn’t creating massive murals he was painting or drawing hundreds of new ideas about social reform, war, imperialism, etc. Both murals and easel paintings influenced generations to come such as Pollock, Guston, and Shahn. He painted the true lifestyle of real mexicans and their problems at the time but called for peasants and workers to change what he was painting so it could be apart of history, not part of the future. With his paintings he challenged authority, norms, and stereotypes of Mexico, Europe, and the United States. His creations are often dark rich colors that have splashed of white and depict tragedies with strong figures that resemble gods, average men, and past dictators/ imperialists. Jose opened peoples eyes in an unconventional way with his massive murals. His pieces are highly detailed and make us question our everyday life. His art made people question society, and once an artist got that question in peoples head, you’ve changed society. But Orozco always caused heated controversy and debates wherever he painted his striking eye-raising social analytical murals and paintings.
Where do you currently work (and if you aren’t currently working, please think of your last place of employment)? How long have you been there?
The ultimate intention of motivational interviewing and guided change talk is that it will result in a strong commitment to change for the client. There is a higher likelihood of behavioral changes actually occurring (Hettema, Steele, & Miller, 2005). Data from early research completed by Miller on MI with drinking showed how change talk can predict behavioral changes. Resistance is common in motivational interviewing. The data shows that the more than a clients resists changes and positive change talk, the more likely they are to continue with the behavior that needs to be changed, such as drinking, drug abuse, or criminal offending (Miller & Rose, 2009).
What I learned from the behavior change project is that it can be extremely hard to implement a behavioral change. Even if there is a real desire to make the change there are extenuating circumstances in everyone’s life that will test their resolve to change. That makes a high prioritization of the change a must. This also means that an physician must be understanding of a patient who is having a hard time changing. Being supportive instead of judgmental is paramount. The project also taught me how to develop and implement a change plan. The change plan is the ground floor to the entire change and failing to commit the time and energy to developing a realistic and goal oriented plan is a mistake. Finally having a good experience advising a peer will help future patients giving me experience and confidence to draw on.
My experiences with behavioral change comes mostly from the self-work I have done. Prior approaches to discussing behavioral change with a friend, client, or acquaintance are reflections of content and feeling, summarizing, joining, open and closed ended questions, active listening, and simply engaging in dialogue. I have experienced little results in the form of feedback from people I have talked with. Many conversations with others have turned out to become all about me. However, within the last few terms at school, I have actively practiced my reflection skills and have seen and experienced positive results. My readiness to apply motivational interviewing is at a six out of ten. I am
Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
To fully understand Systemic Change, one must first be able to distinguish systemic from systematic. The term systematic often is associated with images of a linear, generalizable model of how to do something. Systemic on the other hand implies a global conception of the problem and an understanding of the interrelationships and interconnections. (Carr 1996).
As an advocate or change agent, what factors do you need to consider when weighing differing perspectives about how discrimination and oppression occur in order to make a choice?
In life, change is unavoidable. Les Brown once said, “Change is difficult, but often essential to survival.” This means it’s hard to deal with the changes that happen around us, but they’re important because they let us move forward with our lives. I agree with this statement because I’ve experienced things that made me realize the truth of this quote. The first occurrence is when I had to leave America to go the Philippines. The second one is when I had to leave the Philippines and go back to America.
My best friend’s ex-boyfriend used to tell her “that’s the difference between you and me…you’re a tree and I’m a blade of grass. You’re problem,” he would say, (apparently never having learned that starting off any piece of advice with “your problem” is the kiss of death) – “your problem is that you need to learn to bend.” He might have questioned his desire to have her heed such advice some months later after she dumped him for his best friend and tossed the shredded bits of his world into thousands of irreparable pieces. And, as cliché as his words of guidance may seem, I have now begun to think him rather astute, for in the months that followed their separation my friend transformed her behaviors in the most fundamental and opposing ways: she traveled more, replaced her old job with one she actually liked, gave herself over to the pleasures of a most memorable one night stand, and today smiles randomly and with more charm than I have ever remembered.
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).