Examples Of Psychosocial Assessment

In may paper I will be covering the biological, psychological, and social influence on Wes Moore’s life and the events that led up to his sentence of life in prison. Wes Moore is in his mid twenties when he was sentenced to life in prison for the death of a baltimore police officer. In my paper my goal is to give readers a clear understanding on why people act the way to do and why they make the decision they do as well. The tragic Wes’s story is very common of young men in the black community and it could've been anyone facing the same time he is.

31 y/o AA male patient seen today for psychiatric-mental health assessment. He is awake, alert and oriented x4. He is calm, cooperative and follows commands during assessment. The patient reports he is depressed, difficulty sleeping and nightmares at night. The patient explained his depression is as a result of deep thinking from a news he received two days ago from his elder brother that his mother is ill. Stressors identified by the patient include losing his job a week ago before the news about his mother; his wife is 6-months pregnant with their first child, who currently works part-time at her present job; patient relates difficulty paying monthly bills and inability to provide adequately for his family as a man. The patient denies mood swings, suicidal/homicidal thoughts and ideation. Patient reports his spouse is at work at the moment and he does not want to put stress on his wife due to her current condition. Patient denies been hospitalized for depression or psychiatric illness; and denies family history of mental illness. Patient reports he is seeking help because he does not like feeling this way using terms of “helpless and loss of worth from his spouse”. Patient reports he needs help with his depression and nightmares before his current condition get out of hands and ruined his marriage.

Over the weekend I was working in Evolv on a client Biopsychosocial Assessment , and I accidentally used Biopsychosocial Assessment RTF. After realizing my error I corrected it and used the Biopsychosocial Assessment RTF V.2, however there are now two assessments in Evolv for the same client. Can you please assist me with deleting the incorrect assessment.

As I arrive into the office the receptionist informs me that my new client has arrived. I greet him and ask him to follow me. In the office I introduce myself and ask him how he is doing today. He seems to have a positive outlook on things. I inform him that his visit today will take no more than an hour. First and foremost I have him read and sign off the consent form. Next I inform the client about privacy and confidentially. I also let him know it is okay to stop me and ask any questions. Lastly, although he has allowed his previous therapist to share his chart with me, I confirm with him once again if it is okay for me to take a look. The client agrees and I begin to conduct his assessment.

Clinical Assessment=According to our book, the term Clinical assessment generally refers to applying assessment procedures to (a) diagnose a mental disorder, (b) develop a plan of intervention, (c)monitor progress in counseling, and (d) evaluate counseling outcome. (Drummond, 2010). Clinical assessment has been the method used when diagnosing and planning treatment for a patient. The first step is evaluating the individual in order to obtain information and figure out what is wrong. Counselors, conduct this assessment to develop and adhere a plan of intervention, monitor clients progress, and ensue all information are interpreted and understood.

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

The patient claimed that she had mild depression before her visit. She said that she felt like her job was unfulfilling and that she was disappointed that she did not have a partner. Once she came and sat down with Dr. Santos, she would talk for about ten minutes and then interrupt herself by apologizing saying that the doctor was ‘bored or had better things to do than listen to her’. She told her that was not the case and to keep going. She interrupted herself again three times during her session. Dr. Santos payed an appropriate amount of attention to Mallory. She was careful with her body language, eye contact, and made sure to make Mallory feel that she was interested in what she was

Since I have last seen the patient, she tells me she has been to see [Mary Bluen at Orchard Park in Portsmouth.] She has been seeing her in counseling now for the last six to seven weeks and her next appointment is tomorrow. She says she has been struggling lately with her feelings. She established a relationship with a superior at work who is married and she herself is married. She says this is something that she is trying to work through to figure out why she is making these choices. Her plan is to ultimately end her marriage. She is not sure if she will continue to see this male at work again or not. She is just not sure what her choices are. She said on top of all of this, she just found out today that she has been given a 90 day noticed, so she is not sure if she will even be able to keep the same job and she is fairly certain that this is follow

According to NCBI (2009), “the assessment interview is the beginning of the therapeutic relationship and helps set the tone for treatment”. As suggested by NCBI (2009), “the interviewer should explain the reason for and role of a psychosocial history”. This was a very important in the case of Virginia whom has never received counseling services before. The intern selected the Biopsychosocial Assessment which allowed for incorporating the tool’s questions into an easy conversation, while gathering pertinent info needed to assist the client in future sessions.

i asked her brief questions about her name and how she was to get acquainted with her and build rapport. Asking questions helps facilitate a dialogue and encourages the client to talk and tell their story Miller (2006). The client seemed tense and uneasy and spoke with a very high tone of voice when she greeted me and introduced herself. When asked about the main reason for turning to therapy, she started fidgeting and looked unsettled; this could be because of the unfamiliar environment or she was not sure if she trusted me enough to tell me her story. Either way, I remained silent whilst maintaining eye contact to give her the space, time she needed in order to settle down and work out what she wanted to bring to the session.

This past week at placement was quite busy when compared to previous weeks. Erin and I had a lot of patients come in to review their mood and/or medications. Many of these patients were teenage girls and I found that while I engaged with them, about half were not interested in the appointment. One patient that was particularly not interested allowed us to take a brief history pertaining to the medication she was taking and how it was affecting her, although her social worker did answer many of the questions asked. After finishing up, Erin and I went out to talk to Jodi, our community advisor, and a few minutes later, we noticed this patient walked out of the clinic. I was quite surprised about because I have never seen a patient do this throughout

The personality assessment inventory tests provide results on my individual personality, values, motivation, decision making, communication, team skills, conflict skills, organizational structure preference, and stress. These results are broken down briefly in three parts and do not include any personal speculation or analysis as to their meaning. The application of these results are further applied and explains how the results noted from the tests and in the first step will make me a better employee, co-worker, and manager within my organization. These tests mentioned above are applied in conjunction with particular examples on how I can achieve becoming a better employee, co-worker, and manager. An explanation of how my personality and experiences were affected by the Holy Spirit is also discussed. Particularly, how potential weaknesses have become strengths with the guidance of the Lord.

According to the textbook, personality and its many dynamics may be hypothesized, tried, and studied based on the LOTS acronym (Cervone & Pervin, 2013). This simplistic acronym describes four different types of tests psychologists use to study theories and obtain data. Each letter stands for a different method type used by professionals, all varying in their techniques, processes and the results that they provide. Every form of study has many different pros and cons, which is what scientists examine before choosing the most appropriate one to use for their specific study. They do so to obtain the most valid and reliable results, able to be legitimately replicated. The L stands for life record data, a process in which info is attained from

Psychological tests and or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt

For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them.