Essay On Post Traumatic Stress Disorder

Adaptability or flexibility is the amount of change in a family’s leadership, role relationships and relationship rules (Galvin, 2015, p. 34). The four levels, ranging from extremely low to extremely high are rigid, structured, flexible and chaotic. Rigid have the adults make families that tend to have

Children are affected by everything around them. They are small sponges waiting to absorb all the information they can. What happens to children when they are faced with traumatic incidences? There are many possible outcomes, but the outcome that is always hoped for is resiliency. When a child cane become resilient to their past, they have a greater likelihood of developing loving relationships later in life.

Three groups were utilized in this study these included, “ those with no mental health diagnoses, those with mental health diagnoses other than PTSD (290.0–319.0, excluding 309.81), and those with PTSD (309.81) and co-morbid mental health diagnoses.” (Cohen, etal, 2009). These groups were followed

This is a summary of career counseling sessions with a client, by the name of Ellen N., she is currently employed but is considering switching employers. Ellen and I completed various assessments to assist with providing her options for future employment. The assessments utilized were Myers–Briggs Type Indicator (MBTI), Holland Codes, Kuder Career Assessment. Ultimately, determining that this clients’ case would be best served by using the Attachment Theory and the Family System theory in order to assist with making the most effective career choice for this client.

After speaking and processing the wealth of information Mrs. Bowman bestowed, it was difficult to decide on a specific direction to explain career counseling. Mrs. Bowman mentioned she had taken the Myers Briggs Type Indicator, at least once. She believed her type was ESTJ, which she believes, fits her personality. ESTJ’s are born to manage and people depend on them (ESTJ Personality Type, n.d.). ESTJ’s hold positions of

The family systems theory is a process that views the family as a dynamic and interactive system (Kaakinen et al., 2015). The system is composed of subsystems which interact and respond to the internal and external environments. The goal of the system is to achieve and maintain stability (Kaakinen et al., 2015). Stability is achieved through adaptive behaviour (Kaakinen et al., 2015). However, if maladaptive behaviour occurs the system can become

Introduction: The following report sheds light on one specific career option that a group of three scholars chose and shows how their personality traits as well as their interests and employment backgrounds make them either the most qualified or the least qualified for the job position. The job that the group chose was intelligence analyst. The report will explain whether or not there should be competitiveness between the group members when it comes to applying for a similar job in the near future. When one is applying for a career there are many things employers take into consideration. Among the highest are the applicants ' willingness to work in the career field and in the set location. The applicant experience and the applicants ' personality traits that make them stand out from the other applicants are also extremely important.

A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and

This has been commonality in children living in poverty, violence, and conditions where families struggle with having enough resources. Thompson believes because of plasticity and other brain and biological developments, the effects can be reversed. Thompson believes a familial and relational intervention can help underprivileged children reduce stress therefore reversing the potential effects of stress. Thompson suggests a “multigenerational” approach will give at-risk children the coping skills and the ability to handle on-going stressful conditions. This multi-generational approach would begin with the child’s immediate family and venture into extended family and caregivers. Many behavioral issues in children are precisely due to familial issues within the household and environmental issues. The article recognizes the nurturing of child can aid in reversing and reducing stress

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

There are multiple theories of personality and leadership assessments that have proven effective in helping individuals achieve their full career potential. The “Big Five” theory of personality, for example, measures the five broad areas of personality, including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Srivastava, 2015). Other types of assessments, such as the more simple leadership assessment we explored, simply measure leadership qualities, such as emotional intelligence and confidence. In exploring a couple of such resources in more depth, such as the leadership assessment provided by the University of Kent’s Career Enhancement Center, as well as the Myers-Briggs Personality Type Indicator, it is clear that understanding more about oneself can lead to enhanced career choices.

Albert Bandura has been one of the leading architects of social and cognitive theory. (Santrock, 2014). The main foundation of this theory is based on behavior, cognition, and environment and the interactions which influence child development. During a study published in 2015, related to Bandura’s theory, researchers compared the impact of transitions and instabilities and how it affected children in a social and cognitive way. Dohoon Lee and Sara McLanahan used the following three topics to extend existing research “(1) by distinguishing between the number and types of family structure changes; (2) by accounting for time-varying as well as time-constant confounding; and (3) by assessing racial/ethnic and gender differences in family instability effects” (Lee, McLanahan 2015). The study re-examines previous research to determine if the children are affected solely by environmental change, or if there are other variables which are affecting the child positively or negatively. Lee and McLanahan consider other variables too such as age, gender, and socioeconomic class to see if development needs are addressed. They use this study to determine if the changes are happening during more formative years of early childhood and middle school ages and whether the effects will be different concerning the outcome on social, emotional and cognitive development. According to Bandura, when children observe behaviors they can often adopt them as well. When following up on their third

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).