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Advanced Midterm

advanced SWK

Three kinds of interviews info gathering, diagnostic decision making, therapeutic
definition of SWK interview conversation with deliberate purpose; must be mutually accepted by participants
Basic Rules of Interview content chosen for purpose, one person responsible for moving forward (climate, focus, response), relationship non-reciprocal, interviewer actions planned, obliged to accept interview,attentiveness, formally arranged, unpleasant facts/feelings addressed
Four levels of responses perceptual, cognitive, attentive, and behavioral
Perceptual response interpretation of what was seen or heard
Cognitive what client thinks
Affective focuses on feeling
Behavioral focus on client's past or anticipated behavior
Aspects of cross cultural interviewing concern of problems because of "word differences," class, color, age, sexual orientation important, affective/cognitive understanding differs, ways of doing differs, accept help of ethnically different client for understanding, listen, open to guidance
Parts of Interview background, communication styles, power struggle and manipulation
background of client background of interviewee, "particularities of life," primary groups impact behavior, feelings, attitudes of client,
background of interviewer need to replace learned, typical behavior with professional; reduce idiosyncratic componen
communication components conversational habits brought-->move to professional norms,
power struggles and manipulations interviewer naturally given power, interviewee has little power and may try to gain power by controlling interview, asking questions, role reversal, deny gratification of good interview, deny competence
Countering power struggles condition client to talk about certian items (pay off positives); ignore inappropriate conversation, deliberate use of words and vocalizations
3 qualities of a competent interviewer have knowledge, perception, complete tasks
Having knowledge specifics of area, problem area, norms, resources, available solutions, procedures
having perception reading clients, check-out feedback, be able to do something about problem, warmth (self-assurance, sensitivity, competence), touching
Complete tasks keep it going, socializing the interviewee, putting it all together
Problems of interviewer (6) self-doubt/holding back, too-close to home, personal biases, fear of hostility, boredom, lying (by interviewee)
Interview Stages preparing, introductory, developmental, termination
parts of preparing phase (8) reviewing, exploring, consulting, arranging, empathy, self-exploration, planning, recording
Introductory Phase stages (8) social conversation, pre-interview ammenities, introduce self, seek introduction, describe initial purpose, outline client role, discuss policy and ethical standards, seek feedback
Exploration matrix problem, person, and situation in present, past and future
Developmental phase skill types skills of range, depth, and problem solving
Skills of range (7) What has happened; attending behaviors, minimal encouragements, tracking, echo, paraphrase, summarization, transitions (reasons, kinds)
Skills of depth (4) Feelings about what's happened, intensity of feelings; identify feelings, sanctioning feelings, euphemism, reflection of feelings
Problem solving skills (9) clarification, interpretation, confrontation, sharing information, advice, support, self-disclosure, silence, humor
Questioning in developmental stage (7 types) open, closed (stacking/double barreled; shotgun/lots), leading/assuming, tangetial, psuedo (rhetorical), intrusive (ignores client needs), "WHY" (judgmental/attacking)
Pitfalls giving advice, inappropriate humor, interrupting, abrupt transitions, inappropriate questions, judgmental responses, inappropriate self-disclosure, premature confrontation, too much info, premature problem solving, minimize problem, false assurances
termination characteristics final phase, prep begins at beginning, explicitly informed of process, linked to mutually agreed on purpose, system ends when purpose accomplished
When to terminate goals reached, client feels received sufficient help, no progress being made, inadequate services/resources, worker leaves agency
Blocks to effective termination worker getting own needs met, need to control others, expecting more from client than reasonable, wants to compensate for clients lost relationships,
components of termination (3 and bonus) disengagement, stabilization of change, evaluation, social conversation!!
disengagement endings bring cessation of relationship (emotions-lots)
stabilization of change worker and client review word done together
evaluation did you accomplish goals?
Common feelings initial-denial; fear of loss/unknown, sadness/grief, anger, feelings associated with old wounds, regression to previous behaviors
problem oriented recording problem #, goal, date, disposition, date resolved
SOAP-paragraph content subjective impressions, objective, assessment, plan
partializing one piece pulled out at a time
Created by: kmeredith