The one thing that has really struck me about conflict that I have
never thought about is that someone has an unmet need and that is the fuel of
the conflict. I will try and remember going through life that when I am starting to get
upset I need to stop and think, what is the unmet need that I am seeking right
now. When someone is upset with me I need to try and figure out what their
unmet need is. When the root of the issue (the unmet need) is addressed then it
is hard for the conflict to continue. What if the unmet needs cannot be met?
For instance if you are a manager and an employee would like a raise but you
cannot give it to them due to the budget, is there anything that can be done to
meet the needs? The Harvard Business Review has a few tips on how to keep workplace
relationships running smoothly in a situation like this. Also I really like
this Youtube clip from a
Harvard Class. It reminds me of the power stance Ted Talk that we
watched and how we need to be prepared for conflict when it happens. If I know
that I want to talk to someone about an unmet need I may have, beforehand I am
going to power stance so that I can be strong in the conflict and not let my
needs get pushed aside and I am going to place myself in a position that I can
effectively collaborate with the other person. I feel that some of the best
things that we can do for conflict is to realize what the unmet need is and
approach it with a desire for collaboration, we may have to settle with
compromise but I always like to dream big. I want to feel as prepared as
possible going into conflict as possible because it is such a difficult aspect
of life I will use every tool I can to ease the tension that conflict creates
in life.
Wednesday, March 5, 2014
Wednesday, February 12, 2014
Rogers
I do not see how only one of the three genuineness,
empathy, or unconditional positive regard could be possessed in a person. They
appear that they work together, for instance I do not understand how one could
be empathetic to another without also being genuine at the same time. I also do
not understand how one could show unconditional positive regard to another
without also being genuine. I see a correlation between the three and do think
someone cannot grow in one area without growing in the others even if it is
unintentional. There is a fellow who agrees with me, his name is Tom and he is
a student but I really like how he articulates the point "The core
conditions always work together as one, with one feature occasionally coming to
the fore. The conditions are inextricably connected, seamlessly weaving themselves
into a single therapeutic attitude" (Tom bh, 2012). Tom also brings up a
point about how the core conditions are like gardening, the core conditions are
tools for humans to use in relationships the same way a gardener uses tools to create
optimal conditions for plants to grow. We as humans use the core conditions to
create opportunities for relationships to grow. Tom says that we may not reap a
harvest even if we use our tools effectively (Tom bh, 2012) but I prefer to
look at it more positive and consider the beautiful relationships that it could
grow and prosper.
One day I would like to work in the field of
adventure therapy. The core conditions will be a tool that I will use to effectively
work with the clients. I desire to work with youth and most of the youth will
have had hard lives up until that point. Showing empathy towards the youth and
the situation they are in will help them grow and move towards healing in their
life. Russell and Hendee did research on AT and agree, saying “when conditions
of empathy are met, change is most likely to occur” (2000). Also I believe in every
one of us there is something good and through using unconditional positive
regard I hope to be able to see the good in all of the youth that I work with
even if it takes me a while. These are great tools and I am excited to use them
in the field one day.
References
Russell, K.C. & Hendee J.C. (2000) Outdoor behavioral healthcare: Definitions,
common practice, expected outcomes, and a nationwide survey of programs.
Technical Report #27, Moscow Idaho. Idaho Forest, Wildlife and Range Experiment
Station.
Tom bh. (September 21,2012). Essay on Carl Rogers
for my Psychotherapy Course. Retrieved from
Thursday, January 30, 2014
Personality Invintories
There are many different types of personality and behavioral inventories available to the public and I am going to compare the three that I have personal experience with. These three are People Styles, Strength Finders, and Meyers Briggs. I have taken all three of the tests and it is amazing how varied the tests are.
Strength Finders was an online test that was challenging because it forced me to read and answer the questions very rapidly which makes sense because they want me to go with my gut reaction but it still made the test slightly stressful. When answering the questions they were not an either or option, I had to choose an answer from a spectrum making it more challenging because of the many options. Once done the survey gave me my top five personality strengths. The goal of this test is for someone to realize their strengths and be able to grow in them because someone can grow in their strengths very rapidly with less effort and time compared to growing in their weaknesses. This test is not focused on directly improving relations with others but is focused on growth and awareness as a person. If someone wanted to take this test they could buy the book online for $13.00 and then use the provided code to take the test.
Meyers-Briggs is a test that can be taken online or hand written. I took the test hand written and it felt like a long process, it was not difficult but long, there were around 80 questions that I had to answer on a scale, not either or. Once done the test gave me a personality profile four letters long that could have been one of two letters for each of the four letters. Meyers-Briggs is focused on growing self awareness and then being able to use that awareness to interact with others more effectively. The Meyers-Briggs test can be taken online for $49.95 but does not give you the counseling that you could get if the test was given by a registered administer of the test.
Strength Finders and People Styles are very different, they focus on completely different aspects of people. While Strength Finders only focuses on an awareness of the person, People Styles takes that awareness of self and expands on it helping develop stronger relations with other people. I think that both of these tests could be very helpful but in different ways. Meyers-Briggs is comparable to People Styles, I feel that Meyers-Briggs goes into more detail explaining a persons personality and why they function in certain ways bringing more self awareness. People Styles is much more broad but helps give a quick overview of a person and how they relate to other people, focusing on how to improve relationships.
All of these test would be extremely helpful in a work environment. They may only be situationally appropriate though. If the staff is having a hard time getting along or there is a few people that are butting heads then People Styles would be a great tool to use or maybe Meyers-Briggs. If one of the staff is having a hard time in a position or the company is looking to hire a new employee for a specific job then Strength Finders would be great because then you would know if the candidate would posses the qualities the job would require. If I was in charge of a small company I would use People Styles because of the affordability and how well it brings awareness to self and the others around. People Styles also has the most potential to bring harmony to a work place because it shows how to work with others so effectively. I feel that all of these are amazing tools and some may be better then others in situations but the more we know the better off we are as we go through the world.
Gallup Inc. (2014) Retrieved from http://www.strengthsfinder.com/home.aspx
Meyers and Briggs Foundation (n.d.) Retrieved from http://www.myersbriggs.org/index.asp
Strength Finders was an online test that was challenging because it forced me to read and answer the questions very rapidly which makes sense because they want me to go with my gut reaction but it still made the test slightly stressful. When answering the questions they were not an either or option, I had to choose an answer from a spectrum making it more challenging because of the many options. Once done the survey gave me my top five personality strengths. The goal of this test is for someone to realize their strengths and be able to grow in them because someone can grow in their strengths very rapidly with less effort and time compared to growing in their weaknesses. This test is not focused on directly improving relations with others but is focused on growth and awareness as a person. If someone wanted to take this test they could buy the book online for $13.00 and then use the provided code to take the test.
Meyers-Briggs is a test that can be taken online or hand written. I took the test hand written and it felt like a long process, it was not difficult but long, there were around 80 questions that I had to answer on a scale, not either or. Once done the test gave me a personality profile four letters long that could have been one of two letters for each of the four letters. Meyers-Briggs is focused on growing self awareness and then being able to use that awareness to interact with others more effectively. The Meyers-Briggs test can be taken online for $49.95 but does not give you the counseling that you could get if the test was given by a registered administer of the test.
Strength Finders and People Styles are very different, they focus on completely different aspects of people. While Strength Finders only focuses on an awareness of the person, People Styles takes that awareness of self and expands on it helping develop stronger relations with other people. I think that both of these tests could be very helpful but in different ways. Meyers-Briggs is comparable to People Styles, I feel that Meyers-Briggs goes into more detail explaining a persons personality and why they function in certain ways bringing more self awareness. People Styles is much more broad but helps give a quick overview of a person and how they relate to other people, focusing on how to improve relationships.
All of these test would be extremely helpful in a work environment. They may only be situationally appropriate though. If the staff is having a hard time getting along or there is a few people that are butting heads then People Styles would be a great tool to use or maybe Meyers-Briggs. If one of the staff is having a hard time in a position or the company is looking to hire a new employee for a specific job then Strength Finders would be great because then you would know if the candidate would posses the qualities the job would require. If I was in charge of a small company I would use People Styles because of the affordability and how well it brings awareness to self and the others around. People Styles also has the most potential to bring harmony to a work place because it shows how to work with others so effectively. I feel that all of these are amazing tools and some may be better then others in situations but the more we know the better off we are as we go through the world.
Gallup Inc. (2014) Retrieved from http://www.strengthsfinder.com/home.aspx
Meyers and Briggs Foundation (n.d.) Retrieved from http://www.myersbriggs.org/index.asp
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