Counseling 2.0 tech plan powerpoint
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Transcript of Counseling 2.0 tech plan powerpoint
HAPPY EMPLOYEES
Online Counseling and its Effects on Keeping Employees Engaged and Satisfied in Their Current
Area of Employment
Daniel Borakove
T H E C U R R E N T S T A T U S O F O N L I N E C O U N S E L I N G
Innovative way in which to aid in the attempt to help
people overcome a vast number of issues in their lives that
is effecting their general well being.
“It utilizes the power and convenience of the Internet to
allow simultaneous (synchronous) and time-delayed
(asynchronous) communication between an individual and
professional (Grohol, 1999).
No longer will people need to travel to therapy; they can
do it right from the comfort of their own home, work, hotel,
even their bed.
BENEFITS
Instant
No boundaries
Cost
Good for certain populations
More accessible
CONCERNS
Lack of Face to Face
2. Technology issues
3. Finding the right counselor
4. Ethical concerns
5. Confidentiality
ETHICS/CONFIDENTIALITY /PRIVACY Online counseling holds many different ethical and technical challenges due to the use of the
Internet networks and the online component.
The Health on the Net Foundation was one of the first to establish rules for websites that take
part in health care (Kraus, Stricker, & Speyer, 2011)
Confidentiality seems to me to be much more difficult online due to how much easier it is for
someone to hack a computer than to break into an office building. It is important as counselors
to be well aware of how easy it is to get information you may not be authorized to get via the
Internet.
Counseling over state lines
Suicidal or homicidal thoughts, life threatening situations, recent history of suicidal, violent, or
abusive behavior, and if the client holds delusions or hallucinations should not be counseled
online. These examples are available to practitioners and should be held to a high standard.
TECH PLAN
Group Name: Happy Employees
Audience: 18 years or older employees who
currently have a full-time job or 18 years or older
employees currently working a part time job (two
separate groups)
Group Philosophy: “Happy employees lead to
greater productivity and job engagement”
GOALS
Learn dynamics of the workplace
Sharing of milestones or struggles within the workplace
Motivation for productiveness
How to have a positive relationship with you’re your boss or bosses
Managing work related stress outside the workplace
Keeping engaged in your daily duties
Time management
Factors that influence engagement or productiveness
Standards employers expect of employees
Working as a team
GROUP RULES
Respect given to ALL members of the group including the facilitator
Confidentiality of all members and content
Attendance of scheduled meetings (unless unforeseen circumstances arise) are a
must
No use of profanity or name calling
Employers or anyone associated with are to remain anonymous
If assigned homework, the task must be completed in a prompt manner before the
following session
Use of cellular devices for meeting times it not permitted unless special
circumstances arise
Disregard for any of the rules can lead to removal
THEORETICAL PERSPECTIVES
CBT and PCT
Cognitive Desensitization
Empathetic Listening
Unconditional Positive Regard
Congruence
Exposure and Response Prevention to workplace
situations
TECHNOLOGY
The use of images, sounds, and video with online
groups can be a very vital tool when working with
clients.
Collaborative Sessions (Feelings towards
workplace scenarios)
Whiteboard Work (Questions to answer)
Group Discussion Board (Homework and general
discussion)
WHAT HAS RESEARCH SHOWN US?
Empirical evidence of effects of online counseling
Studies of job engagement and job satisfaction
Link between CBT and PCT on helping employees
deal with workplace problems
Limitations of studies
Why study online counseling and its effects on
employees?
INTERVIEW WITH DR. LARRY B ORAKOVE PHD
Current feelings about online counseling
Knowledge of online counseling
Ever been involved with the use of online counseling
Plans to use online counseling
Feelings towards privacy and confidentiality when using
online counseling
Where they see online counseling in 20 years?
Comparison to traditional model
REFERENCES
Amabile, T., & Kramer, S. (2011, September 3). Do Happier People Work Harder?.
The New York Times
. Retrieved February 20, 2014, from http://www.nytimes.com/2011/09/04/opinion/sunday/do-
happier-people-work-harder.html?_r=
0
Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost
work engagement, particularly when job demands are high. Journal Of Educational
Psychology, 99(2), 274-284. doi:10.1037/0022-0663.99.2.274
Best Practices in e-Therapy: Definition and Scope. (n.d.). Best Practices in e-Therapy:
Definition and Scope. Retrieved April 24, 2014, from http://psychcentral.com/best/best3.htm
Cropanzano, R., & Wright, T. A. (2001). When a 'happy' worker is really a 'productive'
worker: A review and further refinement of the happy-productive worker thesis. Consulting
Psychology Journal: Practice And Research, 53(3), 182-199. doi:10.1037/1061-4087.53.3.182
REFERENCES (CONTINUED)
Inceoglu, I. & Warr, P. (2011). Personality and Job Engagement. Journal of Personnel Psychology, 1
Kraus, R., Stricker, G., & Speyer, C. (2010).
Online counseling a handbook for mental health professionals. (2. ed.). Amsterdam: Elsevier.
Liu, C., Liu, Y., Mills, M. J., & Fan, J. (2013). Job stressors, job performance, job dedication, and the
moderating effect of conscientiousness: A mixed-method approach. International Journal Of Stress
Management, 20(4), 336-363. doi:10.1037/a0034841
Sonnentag, S., Binnewies, C., & Mojza, E. J. (2010). Staying well and engaged when demands are high:
The role of psychological detachment. Journal Of Applied Psychology, 95(5), 965-976.
doi:10.1037/a0020032
The British Journal of Psychiatry. (n.d.). Does workplace counselling work?. Retrieved April 24, 2014,
from http://bjp.rcpsych.org/content/182/2/103.full.pdf+html
ten Brummelhuis, L. L., & Bakker, A. B. (2012). Staying engaged during the week: The effect of off-job
activities on next day work engagement. Journal Of Occupational Health Psychology, 17(4), 445-455.
doi:10.1037/a0029213