Psychology : Using Motivational Interviewing Essay

Psychologists William Miller, PhD. and Stephen Rollnick, PhD. developed the counseling approach known as Motivational Interviewing (MI). Motivational Interviewing evolved out of experience in the treatment of persons who were problem drinkers, and was first described by Miller in 1983. In 1991 Miller and Rollnick provided these techniques as a method that promotes and engages intrinsic motivation within the client in order to change behavior. MI is a client-centered counseling style that is goal -directed and brings about behavior change by helping clients to explore and resolve ambivalence. Traditional Rogerian client-centered therapy does not guide or direct or focus in the way that MI therapists do to influence individuals to consider making changes, instead of non-directively explore themselves.

Motivational interviewing is a way of conducting and occupy the essential motivation within the client in order to change behavior. It is “an efficient and collaborative style of clinical interaction that can boost the effectiveness of the therapeutic alliance” (Jellinek, Henderson, Dilallo, & Weiss, 2009, p.108). Motivational

McCabe C. (2004) Nurse-patient communication: an exploration of patients’ experiences. Journal of Clinical Nursing. 13, 41-49.

As a dental hygienist I plan to provide my patients with the best oral health care, including education, prevention, promotion of health, and treatment of oral infections. I plan to provide adequate and effective dental hygiene care to help patients retain and improve their overall oral health for a better quality of life. I will practice with integrity and ethically, communicating and collaborating with others. I will provide my patients with education and treatment using the most current evidence-based practice in dentistry. As a dental hygienist I will be compassionate and only provide the best care in the dental atmosphere at all times.

Motivational interviewing is a counseling approach that was studied and understood as an applicable theory of practice that would be beneficial in the environment where I currently work which is an alcohol treatment facility. Whereas, it is understood that clinical and applied aspects of Motivational Interviewing (MI) have shown effective as a relatively brief intervention (Levensky, Cavasos, & Brooks, 2008), especially those dealing with an alcohol dependency. According to Miller and Roderick, MI, has been defined mostly as a directive, client centered counseling approach for eliciting behavior change by helping clients to explore and resolve ambivalence. In addition, with its goal-orientated approach it can help break down resistance to change (Corey, 2013, pp. 191-194). This theoretical approach is the most favored for the environment in my profession of choice, in addition, integrating it with the practice of Cognitive Behavioral Therapy (CBT) which is already in use.

When this client-centered approach is used, it promotes patient confidence in medical personnel and ensures that when the patient leaves the Emergency department (ED) they have a firm understanding of their follow up care and plan. This makes the patient more likely to be compliant with follow up care, and self-management of their chronic issues. (Cheryle Moss, 2014)

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

However, in reality, many of these efforts do not result in the intended aims and do not foster sustained and positive change. Throughout the literature, it is cited that many factors contribute to the effectiveness within which such changes are implemented. One such factor is readiness for change (Armenakis et al., 1993; Tomblin Murphy et al., 2013; Strype et al., 2014; Van et al., 2014). Being ready for a change such as moving from siloed practice to interprofessional practice may improve the successful outcome of the

The Change Theory of Nursing Model will be used to facilitate change in the unit because it will drive the patient in a desired direction (Nursing Theory, 2016). The model, developed by Kurt Lewin, uses three stages of change. Before change can be implemented the agent goes through unfreezing, experiencing the change, and refreezing (Nursing Theory, 2016).

Motivational methods are the most fundamental concern for organizations abilities to achieve goals. Motivation takes place when employees have well-defined goals and take action that he or she expects will achieve those goals (Armstrong, 2007). Motivating employees is essential for organizations to achieve the highest levels of performances and meet internal goals effectively. Implements of motivational methods provides companies with the right techniques employees can use to complete tasks efficiently, meet expectations, achieve goals, obtain higher performances, enhance opportunities for advancement, and develop skills. Motivational techniques can also provide employees with rewards such as pay increases, promotions, recognition, and praises (Armstrong, 2007). Even though motivational techniques are extremely important for organizations to become successful, sometimes implementing these changes can be challenging and affect the employees attitudes and the process of organizations.

The purpose of this paper is to analyze whether the needs of the employees, of HRD Department of the company, I used to work for, are relevant with the Maslow's Need Hierarchy Theory or not. In order to analyze above purpose, I have concentrated on five employees, after dividing them into four groups by the level of their education, income, and responsibility. Five levels of Maslow's Hierarchy of Needs are : Physiological, safety and security, belonging and love, esteem and the self-actualization need.

The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and more practical theories.

Health care has moved from a “disease-centered model” to a “patient-centered model.” With the disease-central model, the physician makes all the decisions. In the patient-centered model, the patients are active participants in the care (Patient Centeredness, 2011). The patient-centered care should make the patient the decision maker of the care by enabling them to participate in the care actively. They should get adequate information about

Motivation ‘’ is a process that account an individual’s intensity, direction and persistence of effort toward attaining a goal’’ (Stephen, p155). Furthermore, motivation can be a technique to encourage people so that they can perform their work more efficiently towards achievement or milestone. Whereas some people say that we can motivate employee by praising them during their work and properly understand the requirements faced by the workers. There is variety of motivation theories and we will see why these theories are important because that is crucial to help employee to do work harder, faster and more seriously. However, the managers or bosses do not acknowledge the hard work of the employee, the progress of the work well

MacIntyre et al. (2001) define motivation as “an attribute of the individual describing the psychological qualities underlying behavior with respect to a particular task” (p. 463). The study of motivation as a predictor of second language learning performance was initiated by Gardner and his Canadian colleagues (1972).