Explain why a thorough psychiatric assessment of a child/adolescent is important

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28 May Explain why a thorough psychiatric assessment of a child/adolescent is important

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Some children/adolescents may be more difficult to assess than adults, as they can be less psychologically minded. That is, they have less insights into themselves and their motivations than adults (although this is not universally true). The PMHNP must also take into consideration the child’s culture and environmental context. Additionally, with children/adolescents, there are lower rates of neurocognitive disorders superimposed on other clinical conditions, such as depression or anxiety, which create additional diagnostic challenges.

 

In this Discussion, you review and critique the techniques and methods of a mental health professional as the practitioner completes a comprehensive, integrated psychiatric assessment of an adolescent. You also identify rating scales and treatment options that are specifically appropriate for children/adolescents.

 

-Review the Learning Resources and consider the insights they provide on comprehensive, integrated psychiatric assessment.

– Watch the Mental Status Examination B-6 and Simulation Scenario-Adolescent Risk Assessment videos.

Watch the YMH Boston Vignette 5 video and take notes; you will use this video as the basis for your Discussion post.

 

-Based on the YMH Boston Vignette 5 video, post answers to the following questions:

 

***What did the practitioner do well? In what areas can the practitioner improve?

***At this point in the clinical interview, do you have any compelling concerns? If so, what are they?

***What would be your next question, and why?

 

-Then, address the following. Your answers to these prompts do not have to be tailored to the patient in the YMH Boston video.

 

***Explain why a thorough psychiatric assessment of a child/adolescent is important.

***Describe two different symptom rating scales that would be appropriate to use during the psychiatric assessment of a child/adolescent.

***Describe two psychiatric treatment options for children and adolescents that may not be used when treating adults.

****Explain the role parents/guardians play in assessment.

***Support your response with at least three peer-reviewed, evidence-based sources and explain why each of your supporting sources is considered scholarly.

***Attach the PDFs of your sources.

 

BELOW are the video links thanks.

 

 

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Writing

Changing Mental Model and Mindsets.

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Write 5 pages with APA style on Changing Mental Model and Mindsets. The mental mode chosen as part of the management team is one of an ambitious and aspiring entrepreneur who thrives on the business expansion and investment. The management does not share the same mentality as the newly acquired employees and as such, they are not interested in the status quo. They, however, understand that the workers support in any enterprise is essential. Thus, the mentality of the two most influential members of the company Bud and Vermon should be changed to this end (Von Stamm, 2008).

In 2008, Kivligham and thousands published a study that demonstrated clearly that groups that have common mental models demonstrated higher levels of success. It is essential for this reason that AAA Transport owners make all the necessary efforts to ensure that the main organization stakeholders agree with the organization’s new objectives. It is clear that the employment of those who do not comply with the new company directions should not be terminated since it will cause a disturbance among the higher workers. In addition, the termination of loyal workers like Bud and Vermon would reduce the meaning of worker occupational safety and send a very negative signal to other workers in the organization. Thus, the modification of the mental models shows that Bud and Vernon are related to the business goals and organization (Miles &Kivlighan, 2008).

The four main steps involved with the mental models change include recognizing the existing model’s limits, testing the model changes within the environment that they are implemented, finding ways of overcoming the issues that the new model presents and implementation of the new model.&nbsp.

Discuss Leadership of the Sexes.

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Complete 2 pages APA formatted article: Leadership of the Sexes. ID No. Leadership and the Sexes Introduction Males and females differ with each other not only physiologically but also emotionally, cognitively and mentally. With such differences, they process information differently as influenced by emotion, gender experience and cultural factors. They have different focus in thinking process, as well as in verbal and communication approaches. With such variations in emotional and psychological set up, leading and managing by males and females vary. It would then be imperative for managers from both sexes to learn, acquire and strengthen the skills and behavior which are given less consideration due to their gender.

Gender Differences

Men and women primarily differ due to their genetic make up and react to situations with corresponding influence from hormones. In stress and conflict, women produce the oxytocin hormone that tends to harmonize relationship while men produce testosterone which drives men to act aggressively. Scientific studies and tools emphasize on the distinction between the sexes. Using PET scan (monitors activity of neurons), MRI scan (shows flow of blood), and SPECT scan (tracks brain activity) on brain areas, it was revealed that with more activity, more blood flows in the “spatial-mechanical centers” on the right side of the male brain while for the female, blood flows more on the “verbal-emotive centers in both sides” (men tend to move around during meetings while women discuss matters). there is more gray matter on men (making them process singly and locally) while women have more of the white matter (they “process more globally” and evaluate the world regularly). the larger hippocampus in female brain makes them recall “more physical and situational details.” larger amygdala in females tends to resolve conflict by upward direction toward the verbal areas in the brain while for males, the direction is downward that tends to produce physical manifestation. and hormone secretion affects the thinking process of both genders differently (more testosterone and vasopressin in males makes them territorial and aggressive while more serotonin and oxytocin influence females towards calmness and bonding) (Gurian and Annis 3).

Brain differences enable women to utilize participatory leadership (at ease with teamwork, value work relationships) and rationalize inductively, while men tend to use transactional leadership (testing people and ideas) and rationalize deductively. Women used to describe things, empathize with people, prefer “verbal interaction,” and capable of multitasking, while men directly tell people what should be done, assume risks, shun emotion, and “communicate in short-bursts” (3). However, other disciplines also contribute to the understanding of gender differences besides the scientific approach.

Conclusion

Gender differences are deeply ingrained in the genetic, physiological and physical make-up of a person. Moreover, the particular culture of the people has specific norms, beliefs and practices that require males and females to think and behave in pre-determined patterns. otherwise, they will be branded as social-deviants. The seeming deficiency of one gender cannot be modified easily since greater forces and influences affect them. Thus, gender-intelligence must be developed in males and females in the areas such as negotiation, meetings, communication and conflict to attain a balanced action and solution to corporate issues and problems.

A “gender-balanced leadership” recognizes the diversity in the corporate setting and the differences in the way males and females process information, react to situation, find remedies to problems, and relate to other people (4). Corporate leaders should encourage the employees to inculcate “more gender balance” (5). Strengths should be developed in each gender such as encouraging women to be more assertive, or men to focus on “work-life balance” (they produce oxytocin when they become fathers and bond readily) (5). Supporting and respecting females in the workplace recognize their gender difference and would greatly reduce employee turnover, reduce unnecessary expenditure from such turnover and increase productivity. To end, both males and females must receive the needed “gender-intelligent leadership and mentoring” (5). The genders complement each other for a balanced company.

Works Cited

Gurian, Michael and Barbara Annis. Leadership and the Sexes: Using Gender Science to Create Success in Business. Jossey-Bass. 2008.

Develop a 3 page workplace harassment policy

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Develop a 3 page workplace harassment policy for either Java Corp or an organization with which you are familiar. Be sure the policy you develop reflects ethical considerations and benefits to both the employee and organization as well as relevant legislation related to various types of harassment. Also, create an 8–12 slide PowerPoint presentation with speaker’s notes to present the new policy and to support it with legal and strategic rationale for the selected organization’s upper management.

Introduction

HR professionals are often called upon to develop new workplace policies to increase an organization’s effectiveness and to protect it from possible legal liabilities. Creating a succinct and comprehensive presentation for organizational management and other stakeholders is a valuable skill to possess.

Preparation

For this assessment, research sexual harassment and other forms of unlawful workplace harassment. Using one of the scenarios below, consider best practices and approaches for developing an anti-harassment workplace policy. A minimum of seven resources are required to support your approach to the new policy as well as your legal and strategic rationale.

Scenario

For this assessment, choose either option 1 or 2. You do not need to do both. You will apply one of these scenarios in the instructions below. Both options will be graded using the same scoring guide.

Option 1

You are the new HR manager for Java Corp. The company has just lost a sexual harassment lawsuit and damages include back pay, front pay, punitive damages, and attorney’s fees. The plaintiff, Ms. Stapel, was a female manager who had a consensual sexual relationship with her male boss, Mr. Rowe. Both moved up in title and responsibility over the past 5 years. After the relationship ended, Mr. Rowe made several offensive comments to co-workers about Ms. Stapel, without her knowledge. Later, a number of other employees, who reported to Mr. Rowe, made offensive sexual comments directly to Ms. Stapel.

The company has a harassment policy but only referred someone who felt harassed to their immediate supervisor and provided no other avenues of complaint. Your first project for Java Corp is to create a formal policy that will protect the employees, the organization, and all stakeholders. You will also prepare a PowerPoint presentation that could be used as a training tool for new employees on the importance of following anti-harassment policies.

Option 2

Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information to complete the assessment. You may use the same organization you selected for previous assessments.

If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee.

Think about a situation in which an employee was sexually harassed at work. Reflect on what the organization did well and what the organization did wrong.

Research the sexual and work harassment policies of the chosen organization to further assess if the situation was handled properly.

Instructions

Based on your research of sexual harassment and other forms of unlawful workplace harassment, complete the following:

In a word document, develop an anti-harassment workplace policy that includes the following components:

  • Objective.
  • Prohibited conduct under this policy, including discrimination, harassment, sexual harassment, and retaliation.
  • Confidentiality.
  • Complaint procedure.
  • Employee acknowledgment of policy.

Prepare a PowerPoint Presentation for upper management training. In your presentation:

  • Explain the legal basis for protecting employees from harassment with supporting laws or regulations.
  • Describe different types of sexual harassment found in the workplace.
    • This can include, but not limited to, quid pro quo and hostile work environment.
  • Explain other types of harassment, outside of sexual harassment, to consider in a workplace policy.
  • Articulate how an organization can be at risk of harassment claims and how they can best legally protect themselves.
  • Summarize reporting and investigation procedures.
    • Specifically, discuss how the issue or complaint is brought to HR’s attention, who is involved in the investigation, how the communication process works with those involved.
  • Summarize how the anti-harassment policy should be communicated to employees.
  • Analyze organizational benefits realized because of having a sound anti-harassment policy in place.
    • Consider company reputation, employee morale, retention, productivity, and the like.
Additional Requirements
Policy

This part of your assessment should also meet the following requirements:

  • Length: 3-5 pages. Strive to be as detailed as possible in addressing each of the policy’s components above.
  • Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
    • Concise and logically organized.
    • Free of errors in grammar and mechanics.
  • Resources: If you use a source in the text of your policy, you need to reference it. The last page of your policy should be your reference list. Format all citations and references in accordance with current APA guidelines.
PowerPoint Presentation

This part of your assessment should also meet the following requirements:

  • Audience: Create a presentation suitable for the upper management of your selected organization.
  • Length: 8-12 slides, including speaker’s notes and title and references slides.
  • Validation and support: Use a minimum of seven relevant and credible scholarly or professional resources such as the Wall Street Journal to support your work.
  • APA format: Format all citations and references in accordance with current APA guidelines. Refer to the Evidence and APA Campus page for guidance.
  • Complexity: Do not get hung up on adding too many graphics, audio, or video. Select a PowerPoint template appropriate for a professional presentation. Please make sure the background color you choose does not interfere with the font selection and that it is easy to read. Do not overbuild your slides; information that supports and expands on what you say should appear as speaker’s or presenter’s notes.

Note: It is expected that your SafeAssign results for the policy document in Word will have a high percentage match, as you are aligning with legal standards. Your PowerPoint presentation should not be nearly as high. Please make sure you cite your sources within both documents according to current APA style.

Your PowerPoint presentation should be saved as a PDF to properly capture the presenter notes.

Here is how to save PowerPoint as PDF with notes included (Microsoft, n.d.):

  • Open your PowerPoint presentation.
  • Click File > Print.
  • Under Print, click Microsoft Print to PDF.
  • Under Settings, click the second box (which defaults to say Full Page Slides).
  • Under Print Layout, click Notes Pages.
  • Click Print.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

  • Competency 1: Apply human resource strategies to business needs.
    • Develop an anti-harassment workplace policy.
    • Summarize the reporting, investigation procedures, and how the anti-harassment policies will be communicated to employees.
  • Competency 2: Analyze core functions of human resource management.
    • Explain the legal basis for protecting employees from harassment.
    • Explain other types of harassment, outside of sexual harassment, to consider in a workplace policy.
    • Analyze organizational benefits realized by the anti-harassment policy’s approach.
  • Competency 4: Communicate effectively in a scholarly and professional manner.
    • Describe the types of sexual harassment found in the workplace.
    • Apply APA formatting to in-text citations and references.
    • Convey purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Reference

Microsoft. (n.d.). Print slides with or without speaker notes. https://support.microsoft.com/en-us/office/print-slides-with-or-without-speaker-notes-02952fc2-2921-4305-b8b2-e98644a93e06