Compensation Behavior: A Case Study

Client 2 had small changes from the baseline to intervention (Gliner, Harmon, & Morgan, 2000). Client 3 showed improvement in the baseline and invention (Gliner, Harmon, & Morgan, 2000). Client 4 showed there were slight improvement from baseline to intervention (Gliner, Harmon, & Morgan, 2000). Client 5 had overall improvement. Client 6 had minimal change from baseline to intervention (Gliner, Harmon, & Morgan, 2000). Client 7 showed improvement from baseline to intervention. Client 8 showed great improvement (Gliner, Harmon, & Morgan, 2000). Based on the high anger control scale scores the students that receive anger control training have shown patterns of improvement (Gliner, Harmon, & Morgan,

Objective 1: AEB a reduction of 75% of Robert’s maladaptive behavior responses relating to conflicts with others by the end of the 3 month treatment period based on his self-reporting Behavior Anger Response Questionnaire (BARQ).

Compensation culture is a culture where individuals try to get compensation for any loss, damage, or suffering caused by another individual. This commonly stretches to include incidents that have weak or insubstantial links between the claimant and defendant (Horsey and Rackley 2009). Lord Falconer the former Lord Chancellor defines compensation culture as

A specific plan is devised to aid child/adolescent in dealing with anger, and difficulty getting along with others. The support system includes people who are relevant in the child or adolescents life. For example, counselors, therapist, family members, community and clergy who work together in assisting the child or adolescent in re-directing their behavior. In addition, to support services a major focus is keeping the child /adolescent in the home or re-unification with parent or caregiver.

To start with, we must first understand what a managerial strategy means and how we can apply the appropriately.

The treatment goal is for the client to learn effective ways to manage her anger. The primary goal is for the client to identify strategies and techniques that will allow her to deal with her anger and to recognize events and cues that can trigger her anger to intensify. Another goal is for the client to analyze family patterns and how her family dealt with anger and other emotions and how past interactions can impact her current thoughts, feelings and behaviors. By identifying strategies and recognizing cues and past patterns the client will be able to focus on managing her anger and using effective techniques in order to reduce her anger.

Haslam, D., Harris, S. (2011). Integrating Play and Family Therapy Methods: A Survey of Play

The effectiveness of play therapy comes from the integration of play based skills into the day-to-day family life interactions.

Person-Centered Theory stands out amongst the multitude of theories developed to help improve the lives of individuals. Carl Rogers was the pioneer of Person-Centered Theory, which was the basis for Virginia Axline’s development of Child-Centered Play Therapy. Immediately, I felt a connection as I began learning about the principles of Person-Centered Theory. The introduction to this theory led me to discover the work of Virginia Axline. My interest in counseling children was reinforced by the fundamental elements of play therapy. Further, the story of Dibs engendered hope and enthusiasm for the possibility that this could be the theory from which I work.

Child therapy differs greatly from adult therapy in a way where in adult therapy, a person is expected to talk about their feelings while the therapist sits there to listen and take notes. With child therapy, there is no way to do that without the child getting bored about sitting still and talking about their feelings. According to child therapist Douglas Green, child therapy should be done in the language of play. Children are more expressive about their feelings and they grow a lot more when they are playing games, with toys, engaging in activities, through drawing, and some other forms of art (Green, 2012). In other words, the child will recover and grow more from the divorce of their parents or the death of their dog or family issues in general if they link up with a therapist and be able to express themselves by engaging in any type of play, than talking about their feelings. By doing this, a therapist will get more feedback from the child instead of forcing them to just sit still and ask them questions. Play therapy, along with other methods specifically designed for child therapy, focuses on the child’s emotional well-being, it serves as a healthy way to express their concerns and feelings, and it helps improve their relationship with those around them especially their families.

> The type of adults that undergo play therapy and the general overall feelings in the being.

In relations to Dr. Carl Jones and Dean Smith’s merit processes, the university has a policy to provide pay increases based on merit. To meet that objective, Dr. Jones has created a robust systems of metrics to evaluate his staff based on specific criteria. Dr. Jones process includes a weighted point system with 40 percent based on teaching, 40 percent based on research and 20 percent based on service. As chair of his department, Dr. Jones provided his recommendations for salary increases based on his detailed criteria to the Dean who approved them.

There is great importance placed on the therapeutic relationship in both CCPT and Gestalt play therapy. The importance is that there is a need for true connection in order for a child to properly work on their inner self, growth, development or self-regulation. Virginia Axline made principles for CCPT therapists to go by in order to help assist therapist to create a good therapeutic relationship with their clients; after a time Gary Landreth revised and added more to make eight principles to be followed. A few of those principles are “1: The therapist is genuinely interested in the child and develops a warm, caring relationship. 2: The therapist experiences unqualified acceptance of the child and does not wish that the child were different in some way. And 3: The therapist creates a feeling of safety and permissiveness in the relationship so the child feels free to explore and express self completely” (OConnor & Braverman, 2009). When a CCPT therapist is nonjudgmental, kind, caring and permissive in their relationship with a child than that child is given more courage to look further into their real self. The relationship between therapist and child/client in CCPT is so important that if creating and sustaining the relationship is not done correctly the therapy may fail (OConnor & Braverman, 2009).

1. Sullivan & Cromwell associates are likely to find the pay structure fair. Likely comparisons would be with similar positions at other law firms at similar locations. Sullivan & Cromwell, for example, operates mainly in New York, which means salaries could most reasonably be compared with other law firms at this location. Furthermore, the company is very forthcoming with its pay structure, offering a complete and thorough display of its pay structure for different positions online (Glassdoor, 2012). Some salaries are offered per year, while others are offered on an hourly basis. A 6th-year attorney, for example, is paid on an annual basis, while a paralegal associate would be paid per hour. Salaries are also varied according to the complexity and seniority level of the position.

Although research generally confirms that pay-for-performance plans can influence greater outcomes, it is unclear how effective different pay plans are relative to each other (Park, 2012). Like most things in business, compensation is something that requires evaluation, study, assessment, strategy, modeling and integration.  Achieving a pay for performance culture does not happen without paying attention to the behaviors, activities, rewards and motivations that have to be linked and reinforced through a well engineered and successfully executed process.  Actually if that process does not tie rewards to shareholder financial objectives, employ the proper mix of compensation elements, result in meaningful dollars, embrace performance that employees can impact and are effectively communicated and reinforced, then the results it produces will likely fall short (Vision Link Advisory Group, 2013).