Natural and Logical Consequences
Introduction
Jason is a 36-year-old African-American male living in the Denver metro area. He had been working as a Denver County Child Permanency Supervisor for about 2 years, but recently accepted a promotion to Colorado State Child Permanency Manager.
While he was elated to be selected for the position, Jason had some reservations about his new role and duties. The promotion entails a significant change in his previous responsibilities as a local Denver supervisor.
Previously, Jason’s scope of practice was limited to the daily programming of a particular department. He worked within the utilization management team. His role as supervisor was to monitor the agency’s daily out-of-home placement spending. …show more content…
Jason’s primary complaint was transitioning and adjusting to a new role at work. I skimmed the treatment families for a category that addressed work-related issues.
The most promising option was the Physical/Social/Occupational Therapy treatment family. This generated a single result, Bricker (2002) which presents a curriculum and programming system targeting children in the infant to preschool age range.
Bricker’s system includes at least 11 different practice elements. I was most interested in the practices that could be feasibly adapted to adult populations. Practices like caregiver coping and other: parenting management not specified were quickly eliminated from consideration.
Practices that assume that rely on the therapists’ seniority in age and life experience would not necessarily be reliable for this case since Jason is a mid-senior level manager with over a decade of experience in the social services system. I was able to delete categories like commands and modeling that rely on the superior authority of the therapist. Of the remaining options, I felt Jason’s case would best be treated with the natural and logical consequences practice …show more content…
He felt overwhelmed by what he saw as “an endless list of new objectives related to [his] transition.” Many of our early sessions were dedicated to elaborating on this list and mentally situating them within a cause-effect matrix.
By changing jobs, Jason also had to alter his commute, office space, co-workers, and daily routine. He now works for the state of Colorado rather than the city and county of Denver. He travels around the state frequently, and no longer works within a stable team. He is no longer in the environment in which he found success, and worried that his performance might suffer.
Jason’s new responsibilities also brought him to a higher level within the social services system and reshaped his priorities as a professional. He lamented being further removed from the children and families served by social service agencies. He disliked spending so much of his time traveling to local agencies and criticizing the performance of their various services. While he acknowledged the importance of the role, Jason worried about being unfulfilled by the impersonal nature of the
Introduction
Jason is a 36-year-old African-American male living in the Denver metro area. He had been working as a Denver County Child Permanency Supervisor for about 2 years, but recently accepted a promotion to Colorado State Child Permanency Manager.
While he was elated to be selected for the position, Jason had some reservations about his new role and duties. The promotion entails a significant change in his previous responsibilities as a local Denver supervisor.
Previously, Jason’s scope of practice was limited to the daily programming of a particular department. He worked within the utilization management team. His role as supervisor was to monitor the agency’s daily out-of-home placement spending. …show more content…
Jason’s primary complaint was transitioning and adjusting to a new role at work. I skimmed the treatment families for a category that addressed work-related issues.
The most promising option was the Physical/Social/Occupational Therapy treatment family. This generated a single result, Bricker (2002) which presents a curriculum and programming system targeting children in the infant to preschool age range.
Bricker’s system includes at least 11 different practice elements. I was most interested in the practices that could be feasibly adapted to adult populations. Practices like caregiver coping and other: parenting management not specified were quickly eliminated from consideration.
Practices that assume that rely on the therapists’ seniority in age and life experience would not necessarily be reliable for this case since Jason is a mid-senior level manager with over a decade of experience in the social services system. I was able to delete categories like commands and modeling that rely on the superior authority of the therapist. Of the remaining options, I felt Jason’s case would best be treated with the natural and logical consequences practice …show more content…
He felt overwhelmed by what he saw as “an endless list of new objectives related to [his] transition.” Many of our early sessions were dedicated to elaborating on this list and mentally situating them within a cause-effect matrix.
By changing jobs, Jason also had to alter his commute, office space, co-workers, and daily routine. He now works for the state of Colorado rather than the city and county of Denver. He travels around the state frequently, and no longer works within a stable team. He is no longer in the environment in which he found success, and worried that his performance might suffer.
Jason’s new responsibilities also brought him to a higher level within the social services system and reshaped his priorities as a professional. He lamented being further removed from the children and families served by social service agencies. He disliked spending so much of his time traveling to local agencies and criticizing the performance of their various services. While he acknowledged the importance of the role, Jason worried about being unfulfilled by the impersonal nature of the