Prescriptive Play Therapy Kaduson, Heidi Gerard; Cangelosi, Donna; Schaefer, Charles E
2019, 2019-09-23, 2019-09-06
eBook
This book helps practitioners choose from the broad range of play therapy approaches to create a comprehensive treatment plan that meets the individual needs of each child. From leaders in the field, ...the volume provides a flexible roadmap for assessment, case formulation, and intervention for frequently encountered psychological disorders and adversities. The focus is creating a unique therapy "prescription" that is tailored to the child's presenting problems as well as his or her strengths, challenges, and developmental level. Contributors present up-to-date knowledge on each clinical problem, describe practices that have been shown to be effective, and share vivid illustrations of work with 3- to 16-year-olds and their parents.
This study was an effort to add to the body of research surrounding Gilbert's Behavior Engineering Model (BEM). The model was tested to determine its ability to explain factor relationships of ...organizational safety culture in a high-risk work environment. Three contextual variables were measured: communication, resource availability, and incentives; and the impact of contextual variables on safety motivation were evaluated. The study produced three outcomes: (1) data and the BEM model demonstrated good fit, (2) communication and resource availability were indirectly related to safety motivation, and (3) incentives mediated the indirect effects of communication and resource availability with motivation. Research findings serve to inform the practice of human performance technology, as Gilbert's model is a primary performance diagnostic tool, adaptable to essentially any workplace context. (Contains 7 tables and 1 figure.)
Human Performance Improvement Crossman, Richard M.; Crossman, Donna Cangelosi; Lovely, Julie E.
Professional safety,
06/2009, Volume:
54, Issue:
6
Journal Article
Peer reviewed
SOME IN THE SAFETY INDUSTRY assert that a goal of zero defects, although admirable, is unrealistic because some risks are simply too costly to identify, prevent or eliminate (Behm, Veltri & ...Kleinsorge, 2004). Constrained by budgets, managers pragmatically target low-hanging fruit-hazards that are most harmful or frequent, may result in costly injuries or are easily controlled. Behm, et al. (2004) maintain "that some riskmust be considered acceptable for an organization's financial stability" (p. 24). In most workplaces, a small measure of human error constitutes "acceptable risk."Although partially mitigated through design, human error is an inherent risk that is considered wholly unavoidable and ultimately inevitable. Unreliability is a fact of life. Oversights occur, information is misdirected, and even the most talented and conscientious employees are occasionally prone to errors in judgment. The risk of human error is amplified in today's highly dynamic work environments. Change is fundamental, rapid and unrelenting. Unexpected circumstances, revised goals, change orders and turnover are just a few of the factors that surreptitiously disrupt safety system equilibrium, resulting in worker inattention, carelessness or negligence. Organizational Context Consider an incident that occurred at XYZ Manufacturing Inc. A banner hung at the main entrance proclaimed that the facilitywas enjoying an extended injury-free period. However, performance was compromised when a worker stair-stepped across a bank of pipes to shut off a valve-instead of using a ladder-and was subsequently hurt. In the follow-up investigation, management faulted the employee for unsafe behavior. Records indicated that the worker had been adequately trained, ladders were conveniently stationed around the plant, the company's safety program was commendable and management at every level was highly committed to protecting workers. What more could have been done to prevent this chance event? Although it appears that this injury is a factor of faulty worker behavior, the actual cause was deeply rooted in the organizational context. Research indicates that many injuries attributable to human error are traceable to at least one gap in the organizational context (Baysari, McIntosh & Wilson, 2008). Therefore, mitigation of contextual gaps underlying human error can significantly reduce the margin of acceptable risk, thus preventing chance events that compromise sustainability. In an article intended for the commercial nuclear industry, Coe and Lake (2003) recommend the application of human performance improvement (HPI) practices for addressing acceptable risks and achieving program sustainability. HPI practices are especially appropriate "when quality nears perfection and efficiency efforts have picked all the low-hanging fruit" (Coe & Lake, 2003, p. 40). The goal of HPI is to align the worker with the work-supporting system to produce maximum efficiency (Dean, 1999). (ASTD) and International Society for Performance Improvement (ISPI) both support HPI as a legitimate method of business management, and each organization offers training and certification courses in the discipline. ASTD's certificate program is targeted toward training, human resources and organizational development professionals in either the private or public sectors (ASTD, 2008). ISPI maintains an institute of learning specifically for HPI skill-building and knowledge acquisition refers to as a sustaining safety process (distinguishable from an enabling system), which when integrated with any enabling system, will result in a spiral of continuous improvement and attainment of world-class performance.
Human Performance Improvement Crossman, Richard M; Crossman, Donna Cangelosi; Lovely, Julie E
Professional safety,
06/2009, Volume:
54, Issue:
6
Journal Article
Peer reviewed
Maintaining world-class safety requires implementation of a sustaining safety process. The principles of human performance improvement (HPI) offer a systematic means for identifying, preventing or ...eliminating deeply embedded, latent and inherent risks that threaten program sustainability HPI practitioners challenge the notion that such risks are too difficult or costly to mitigate. As HPI is dual focused on people and profits, the attainment of program sustainability and preservation of the bottom line are non-competing goals. PUBLICATION ABSTRACT
In an effort to reduce injury rates, the U.S. safety industry is urging employers to invest in safety culture. Gilbert's (1978) model of performance engineering may provide guidance for design of ...culture related interventions. Model testing focused on three contextual variables—communication, resource availability, and incentives—and effects on safety motivation ( n = 316). Incentives, which mediated the indirect effects of communication and resource availability, was shown to exert significant influence on safety motivation. A between-group ANOVA was also conducted (n = 19) to determine predictive value of the model relative to injury costs; however no significant relationships were found. Study findings indicate that continued investigation of Gilbert's (1978) theory as a universal model of safety culture is warranted.
Thesis (M.S.)--University of Wisconsin--Madison, 1984.
Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves ...71-78).
The 25-year follow-up study of the motivation underlying creativity of 10 highly creative women indicated that they create primarily to satisfy inner psychological needs for self-understanding, ...control, and mastery.
A 25-yr. follow-up of 10 women identified as highly creative during adolescence indicated that most believed they had actualized their creative potential to a moderately high degree. However, only ...one woman stated that creative expression was a dominant life theme and primary commitment. Factors that facilitate and inhibit creativity over a lifetime are discussed.
