...Boundaries and Practices Denise I Ratliff Professor RaTonya Bennett March 30, 2016 * * * * Introduction Ethics, boundaries and potential dual relationships are important for counselors to comprehend. Understanding the code of ethics and understanding the many facets of counselor /patient scenarios that can arise during a professional relationship. Dual relationships is a gray area in which there is a very paramount question that the counseling professional need to address and that is; whether a dual relationship is necessary. Simply put, impractical dual relationships can be charged with unnecessary jeopardy. Certain situations may arise in which a dual relationship could be hard to avoid and may have its challenges. It is important that any counseling that is given regardless of the relationship should be safe and secure. Boundary Issues and Dual Relationships Part A – Decision-Making Model and Counseling Examples Engaging in dual relationships is risky business in being a counseling professional. Ethical issues related to professional boundaries and dual relationships can be complex because, dual relationships and the issues that follow are multi-faceted. “If a dual relationship is exploitative, whether it is before, during, or after a professional relationship, it should be avoided” (ACA, 2015). It is important that the counselor acknowledge the fine distinctions between crossing boundaries that lay in the difference between what is...
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...significant publication because it “is intended to serve as a guide to the everyday professional conduct of social workers” (NASW Code of Ethics, 2017). For this assignment, we are charged with exploring other professional codes of ethics to gain a better understanding of how they may be similar or differ from one another. Therefore, I choose to explore the American Counseling Association (ACA) Code of Ethics with the intention of conducting a comparison analysis of both documents. First, the NASW Code of Ethics clearly...
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...respect to race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability. 2.01 Respect (a) Social workers should treat colleagues with respect and should represent accurately and fairly the qualifications, views, and obligations of colleagues. (b) Social workers should avoid unwarranted negative criticism of colleagues in communications with clients or with other professionals. Unwarranted negative criticism may include demeaning comments that refer to colleagues’ level of competence or to individuals’ attributes such as race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability. 4.02 Discrimination Social workers should not practice, condone, facilitate, or collaborate with any form of discrimination on the basis of race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, or mental or physical disability. 6.04 Social and Political Action (d) Social workers should act to prevent and eliminate domination of, exploitation of, and discrimination against any person, group, or class on the basis of race, ethnicity, national origin, color, sex, sexual orientation, gender...
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...Assignment 1: Consensual Relationship Agreements Case Study Diane Jackson Dr. Yemer, H. Leadership and Organizational Behavior - Bus 520 January 23, 2013 Consensual Relationship Agreements Argument For Workplace romances can lead to accusations of poor judgment, breaches of ethics, favoritism, lost productivity, poor employee morale, sexual harassment claims and even workplace violence. Such concern has led an increasing number of companies to institute "consensual relationship agreements," also known as "love contracts." (Kurtz, 2012) People dating each other in the workplace can wreak havoc on an organization, especially a small organization. Attitudes toward workplace romance are changing -- at least for millennial employees. A whopping 84 percent of workers ages 18-29 say they would have a romantic relationship with a co-worker, compared to just 36 percent of Generation X workers (ages 30-46) and 29 percent of Boomers (age 47-66), according to a recent Workplace Options survey. And 40 percent of Millennials say they would have no problem dating their supervisors (compared to just 10 percent of older generations). More than one-third of employees aren’t sure if there’s a company policy about dating at the office. If your business doesn't have such a policy, it’s time to consider it. Nearly half the employees surveyed say office romances are going on at work, and even if they don’t care, you need to be concerned about sexual harassment charges and complaints...
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...Consensual Relationship Agreement: Pros and Cons Esosa Dickey Organizational Behavior/520 April 13, 2012 Dr. Lila Jordan Consensual Relationship Agreements: Pros and Cons Avoiding the mixture of business and pleasure has been an age-old mantra in which many have sworn by. Yet, in today’s workplace, there are many who have made the decision to pursue and maintain interoffice relationships. This is likely attributed to the record number of working women currently in the workforce, high divorce rates, longer working hours and increased dedication to the job. Across nearly every industry and organization, corporate will has attempted to minimize the inevitable wave of affection and affairs by means of frowning upon its existence, legislating, transferring, firing and revising handbooks and company policies (Sills, 2008). Why? Possibly to avoid major disruption in the workplace related to social, professional and financial conflicts. As a result, several companies have developed consensual relationship agreements (CRAs). Hellreigel & Slocum (2011) define CRAs as written contracts in which involved parties acknowledge their relationship as voluntary and consensual, agree to abide by workplace policies, and agree to avoid behaviors that could potentially offend or influence each other or fellow employees. The benefits and ramifications of implementing such an agreement have been highly debated by both employees...
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...The Heart of Counseling Joe Frazier Liberty University Abstract Ethics and ethical behavior is indispensable in the therapist-client relationship. The professional organizations for psychotherapy professionals have recognized the need to formalize baseline behaviors in codes of ethics that give the minimum standard of practice for therapists. An examination of the aspects of confidentiality, competence, dual roles, sexual intimacies and termination will demonstrate the need for and directed guidelines for ethical behavior. The Bible offers inspiration for the provider of soul care and shows that counseling is an activity that Jesus would endorse as an extension of His hands. Ethics at the Heart of Counseling Introduction The purpose of this paper is to examine the role of ethics in psychotherapy and in the therapeutic relationship. A brief history in the area of ethics will be observed followed by noting the importance of ethics within to psychotherapy. Five aspects of psychotherapy relating to ethics will be discussed with a review of the major codes of ethics. The identity and function of the counselor will be related to maintaining an ethical practice. A biblical view on the need of ethics will shown and the perspective of the writer will be stated. History and Development of Ethics in Psychotherapy A code of ethics is a set of principles of conduct within an organization that guide decision-making and behavior of their membership. All major mental health...
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...potential or current work environment My professional role is the director of a faith base substance abuse residential recovery organization in Kansas City, Missouri for homeless women, committed to overcoming their addiction and becoming responsible, productive drug and alcohol free members of the community. Author’s Tsai, Rosenheck, Kasprow & Mcquire (2012) study differentiated between programs that were once religious but are now secular from programs that have always been secular and programs that currently have a religious orientation. As a director for a non-profit organization and private business owner, this organization is to be considered a “service provider” facility, working directly to house, heal, feed, clothe, and educate females experiencing homelessness. Supervise a staff of 10, including an assistant director. B. Describe the population The organization would provide services to 30 single females in a Bible-based residential recovery program. Funded by Federal, State, City and private funders. The funding will be used for staff salary, food, utilities, up keep of the building, etc. Females would range from 25-45 years of age. C. Identify the appropriate code of professional ethics Ethical Standards of Human Service Professionals (2015), Retrieved from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals 1. Inform consent – Standard 2 Human service professionals obtain informed consent to provide services...
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...efforts to ensure that their services are used appropriately. 1.1 Non-Discrimination. Marriage and family therapists provide professional assistance to persons without discrimination on the basis of race, age, ethnicity, socioeconomic status, disability, gender, health status, religion, national origin, sexual orientation, gender identity or relationship status. 1.2 Informed Consent. Marriage and family therapists obtain appropriate informed consent to therapy or related procedures and use language that is reasonably understandable to clients. The content of informed consent may vary depending upon the client and treatment plan; however, informed consent generally necessitates that the client: (a) has the capacity to consent; (b) has been adequately informed of significant information concerning treatment processes and procedures; (c) has been adequately informed of potential risks and benefits of treatments for which generally recognized standards do not yet exist; (d) has freely and without undue influence expressed consent; and (e) has provided consent that is appropriately documented. When persons, due to age or mental status, are legally incapable of giving informed consent, marriage and family therapists obtain informed permission from a legally authorized person, if such substitute consent is legally permissible. 1.3 Multiple Relationships. Marriage and family therapists are aware of their influential positions with respect to clients, and they avoid exploiting the...
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...the opportunity. However, not everyone is happy about love in the workplace. Of those surveyed, 38 percent believed that a co-worker had gained a professional advantage because of an office relationship. (Goudreau, 2012) Surprisingly, though, a whopping 72 percent of companies have no policy regarding workplace romance, according to the Society for Human Resource Management (SHRM) 2006 Workplace Romance Poll. "The vast majority of companies do not have rules around dating, and they should. Of the few companies that do, most of them involve a boss dating a subordinate. If they perceive a conflict of interest or see the relationship as disruptive or potentially disruptive, HR should step in," asserts Olen. (Tyler, 2008) Workplace romances can lead to accusations of harassment, ethics violations, favoritism, lost productivity, poor morale, and even workplace violence. (Smith 2012) This often results in HR professionals being concerned about dating in the workplace. However, in an effort to decrease the occasional ‘messy’ aftermath of those relationships, some companies are enforcing “love contracts.” Rather than prohibiting office romances altogether, the “love-contract policy”, or Consensual Relationship Agreement (CRA), requires both employees involved in the relationship and the company to sign and acknowledge that the relationship is consensual, and that each party has a full understanding...
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...Dangers of Sexual Misconduct in the Field of Psychology Abstract The issues of sexual misconduct by individuals in the helping professions like psychology, where clinicians have direct contact and care with clients, has evolved over the years. The issues of dual-relationships with client and therapist, risk factors, and consequences that can happen when this happens and client based inappropriate behaviors that are directed toward clinicians will be addressed. These behaviors have created concern over the past two decades, some of the research completed on this issue in the form of surveys will be discussed. Codes of ethics and standards and a number of other factors that can be seen as unique in the helping professions due to working closely with clients will be addressed. Factors unique to the healthcare industry contribute to this problem and how personal biases, beliefs, and values will influence the current and future guidelines in the field of psychology and a future career in this field. The Dangers of Sexual Misconduct in the Field of Psychology The field of psychology for individuals who work directly with clients creates dynamics that can foster an environment for sexual harassment and other types of harassment in the form of intimidation or abuse of power. Professional counselors are entrusted to protect the welfare of their clients, if sexual conduct in the form of dual relationship or abuse of power occurs during these client therapist relationships the element...
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...in promoting the achieving of sexual health and well-being in the aged population. It discusses how the attaining of holistic health and well being in the middle aged and older population is dependent on patient’s being able to access comprehensive information regarding their sexuality in an environment that affirms and promotes sexual health in accordance to Nursing and Midwifery Council (NMC) (2010). Sexual health is a state of physical, mental and social well-being in relation to sexuality. It requires a positive and a respectful approach to sexuality and sexual relationship, as well as the possibility of having pleasurable and safe sexual experiences free of coercion, discrimination and violence (WHO, 2014). Sexuality is part of us as humans and it shapes our individuality right throughout the life span. However it is not one that is easily constructed or defined. WHO (2014) defines sexuality as incorporating gender, individualities and roles, sexual orientation, desire, pleasure, intimacy and reproduction. Furthermore it considers that sexuality can be expressed and experienced through thoughts, fantasies, desires, attitudes, values, beliefs, roles and relationships, practices and behaviours. Bouman et al, (2006) considers that sexuality reflects the social interpretation that relates to the perception within society that middle age and older people do not experience sexual desires or feelings. Even within healthcare professionals sexuality is still very much...
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...Boundary Setting Skills: Essential for a Successful Social Worker Latanya Griffin Kaplan University CM107-45 Professor Stoff April 14, 2014 Many professionals enter into the field of social work to help others grow and improve their life circumstance. Those who are preparing for a career as a social worker need to possess the ability and skill of professional boundary setting. It.is important that a social worker maintain the capacity to set boundaries and accept the limits of what can be accomplished in a certain amount of time. Establishing boundaries and setting milestones and goals can help set expectable exceptions to the many challenges a social worker may face. It is crucial that social workers understand the limits of their knowledge and not work beyond them. Having a cutoff point not only protect the safety of the client, it also protect the social worker integrity and ethical principles. Social workers should work for the good of the patient to the best of their ability and avoid doing anything to abuse the patient physically, emotionally or ethically. There have been many complaints filed against social works resulting in imposed fines, penalties, licensure sanctions, suspension, or revocation. In some instances, workers could be imprisoned for inappropriate abuse of a client. (Dietz & Thompson, 2004) offered the concern about the effects of power differential between client and social worker. Boundary setting ensures that the use of a social...
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...Dual Relationships and Boundaries Paper Survey of Professional Psychology 545 July 8, 2013 Dr. Terry Portis Dual Relationships and Boundaries Dual relationships are that of a relationship of some kind with a patient either the patient is a family member, friend, or known through business. Dual relationships are not that of a sexual manner as that does not constitute a dual relationship but more of crossing boundaries the same as accepting gifts or meeting outside the office (Zur, 1997- 2013). There are many forms of dual relationships but as long and the boundary in a sexual or more than doctor client relationship are not crossed (accepting gifts, hugging). In the scenario that was chosen the therapist/teacher is dealing with a dual relationship of his or her student confiding marital issues and at a later date asking for the professor to be him and his wife’s couple’s counselor. This is a situation in which the professional need to determine if this is a dual relationship, crossing boundaries, and meets ethical decision-making process. Definition of Dual Relationships Dual relationships are defined as professional and personal relationships that transpire involving a client and the therapist or psychologist (Pope & Keith-Spiegel, 2008). Dual relationships in the field of psychology are any relationship where different roles are between a therapist and client. For instance dual relationship is the...
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...CONSENSUAL RELATIONSHIP AGREEMENT Consensual Relationship Agreement Professor John A. Mitchell Leadership and Organizational Behavior October 23, 2012 CONSENSUAL RELATIONSHIP AGREEMENT Consensual Relationship Agreement As the demands and the responsibilities in the workplace increase; so does the number of hours employees are now forced to spend together. It is reported that men and women spend forty percent of their week in the workplace. The workplace has become a natural breeding ground for relationships that extend outside of the workplace. According to the Vault.com,”47 percent of the 1000 professionals surveyed had been involved in an office romance, and another 19 percent would consider it.”(Hellriegel/Slocum, 2011, p.65). The concern with the conduct of employees involved in romantic relationships in the workplace is fairly common; however, the burden to protect the employee and the company rest on the shoulders of the employer. The biggest concern for an employer is the fear of a sexual harassment lawsuit. Sexual harassment laws prohibit "unwelcomed" sexual advances. Additionally it creates boundaries for workplace relationships, legally binds employees to conduct themselves in a professional manner, and helps to protect the employer and employees from legal assessments of sexual harassment claims. Explanation & Documentation Before an employer asks that a couple sign a "consensual relationship agreement," the employer should meet...
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...Adult Survivors of Childhood Sexual Abuse | Generalist 241 | Mandie Boster | 4/21/2014 4/21/2014 There have been an increasing number of reported child abuse and child neglect cases rising in the United States. We see them in the headlines and hear of them on the news but very rarely do we hear of stories of adult survivors of child abuse and the treatment or theories that have helped them overcome the trauma. This paper will look at child sexual abuse victims and the adult survivors that have had positive outcomes after treatment or therapy. According to Karakurt and Silver (2014), “childhood sexual abuse (CSA) is any sexual abuse with a child through the use of force, threat or deceit to secure the child’s participation, or any sexual contact with a child who is incapable of consenting by virtue of age, disability, or power differential”. The Social Work Dictionary states (1995), “victims often cannot or are unwilling to understand or resist the advances of the abuser”. Child sexual abuse happens to children of every race, age, and socioeconomic background; perpetrators do not discriminate. According to an article in Healthcare Risk Management (2012), “about 95% of the reported abuse is perpetrated by someone the child knows and trust”. When children are abused by people they love and trust many times they are afraid, ashamed or do not understand how to report the abuse or to whom they should report it to. The cases that are reported are sometimes not reported...
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