Selection of consultees in school mental health consultation

To further understanding regarding the selection of teacher consultees, 15 mental health consultants completed a questionnaire. Consultants ranked teachers in their school consultation placements on ability to meet academic and socioemotional needs of children, receptivity to change, and likability. Next, after indicating which teachers they would most and least like to work with, consultants rated the teachers on nine 5-point rating scales. In general, results indicate that most preferred consultees, in comparison to least preferred consultees, are perceived as less needy of assistance around issues concerning children and lessons, more responsive to consultation, and more likable. It appears that teachers most in need of assistance are not selected for consultation.     

Career behavior in the knowledge economy: Experiences and perceptions of career mobility among management and IT consultants in the UK and the USA

The traditional lifelong organizational career model no longer remains relevant for many workers, particularly those active in the knowledge economy. Instead these workers are claimed to pursue boundaryless and protean careers. This paper explores management and IT consultants’ experiences and perceptions of career mobility in the UK and the USA. The findings from this multi-level study reveal that the permeation of organizational boundaries among these workers is characterized by a somewhat segmented spectrum of boundary-crossing behavior. The exploration of this form of career mobility demonstrates that inter-organizational mobility should not be dislocated from other types of career mobility when analyzing career behavior among these workers. In addition, the findings also highlight the role that inter-organizational relations and/or national institutional context play in shaping career patterns in these contemporary forms of work.     

Is There a Role for Publication Consultants and How Should Their Contribution be Recognized?

When a scientific paper, dissertation or thesis is published the author(s) have a duty to report who has contributed to the work. This recognition can take several forms such as authorship, relevant acknowledgments and by citing previous work. There is a growing industry where publication consultants will work with authors, research groups or even institutions to help get their work published, or help submit their dissertation/thesis. This help can range from proof reading, data collection, analysis (including statistics), helping with the literature review and identifying suitable journals/conferences. In this opinion article we question whether these external services are required, given that institutions should provide this support and that experienced researchers should be qualified to carry out these activities. If these services are used, we argue that their use should at least be made transparent either by the consultant being an author on the paper, or by being acknowledged on the paper, dissertation or thesis. We also argue that publication consultants should provide an annual return that details the papers, dissertations and thesis that they have consulted on.     

Genetics and adoption: Forming a partnership

Genetic issues are demanding more attention in the area of public health. Adoption agencies and policymakers are beginning to address these issues where they relate to the adoption process and to the many families involved in adoption in this country. Genetic counselors need to play an active role as both educators of and consultants for adoption professionals and the families with whom they work. To facilitate a partnership between genetics and adoption we have developed a workshop intended to educate adoption professionals about the lifelong implications of genetic conditions on the adoption triad.     

Waiting for the Other Shoe to Drop: Help for the Job-Insecure Employee

Although the U.S. economy is flourishing, a segment of the workforce still faces job insecurity as a salient feature of employment. As companies focus on competition and profit margins, workers are confronted with threats to their identities based on real or anticipated job loss. This article focuses on features of job insecurity that affect threatened workers, those who remain, and the organizations in which they work. Recommendations are given regarding assisting job-insecure employees using career counselors, consultants, or outplacement specialists.     

A Code of Ethics for Health Care Ethics Consultants: Journey to the Present and Implications for the Field

For decades a debate has played out in the literature about who bioethicists are, what they do, whether they can be considered professionals qua bioethicists, and, if so, what professional responsibilities they are called to uphold. Health care ethics consultants are bioethicists who work in health care settings. They have been seeking guidance documents that speak to their special relationships/duties toward those they serve. By approving a Code of Ethics and Professional Responsibilities for Health Care Ethics Consultants, the American Society for Bioethics and Humanities (ASBH) has moved the professionalization debate forward in a significant way. This first code of ethics focuses on individuals who provide health care ethics consultation (HCEC) in clinical settings. The evolution of the code's development, implications for the field of HCEC and bioethics, and considerations for future directions are presented here.     

What Organizational Consultants Do and What it Takes to Become One: Commentary on Papers by Kenneth Eisold and Marc Maltz

Relative to traditional professions like psychotherapy, organizational consulting includes more diverse practitioners and practices but far fewer formal requirements for entry or standards for practice. To define better boundaries around and within the field, I highlight the importance in Kenneth Eisold's and Marc Maltz's case material of distinguishing between organizational consultants and psychoanalysts and between different types of consultants in terms of their professional roles, services provided, and associated skills and knowledge. I underscore the value consultants bring to their clients when they are able to help diagnose and address performance issues that are at once social and operational, interpersonal and organizational, and unconscious and conscious.     

Were the “Pioneer” Clinical Ethics Consultants “Outsiders”? For Them,Was “Critical Distance” That Critical?

“Clinical ethics consultants” have been practicing in the United States for about 50 years. Most of the earliest consultants—the “pioneers”—were “outsiders” when they first appeared at patients' bedsides and in the clinic. However, if they were outsiders initially, they acclimated to the clinical setting and became “insiders” very quickly. Moreover, there was some tension between traditional academics and those doing applied ethics about whether there was sufficient “critical distance” for appropriate reflection about the complex medical ethics dilemmas of the day if one were involved in the decision making. Again, the pioneers deflected concerns by identifying and instituting safeguards to assure professional objectivity in clinical ethics consultation services. One might suggest that in moving inside and establishing normative practices, the pioneer clinical ethics consultants anticipated adoption of their routines and professionalization of the field.     

Women Athletes' Personal Responses to Sexual Harassment in Sport

The examination of sexual harassment in sport has become an active research field within the past two decades. It is especially important for sport psychology consultants to understand this issue because they have professional opportunities to influence both individual and organizational responses to it. This article uses interview data from an investigation of sexual harassment in sport to examine the personal responses of 25 elite female athletes to their experiences of sexual harassment. The athletes reacted with disgust, fear, irritation, and anger when the sexually harassing incidents occurred. They also demonstrated individual, internally focused responses to the harassment rather than collective, externally focused ones. This suggests that sport organizations have much work to do on both education and organizational change if sexual harassment is to be challenged and eradicated. The findings also indicate that sport psychology consultants have a role to play in equipping athletes with the necessary skills to avert or confront sexual harassment in sport.     

Ethics Consultation and Autonomy

Services of ethics consultants are nowadays commonly used in such various spheres of life as engineering, public administration, business, law, health care, journalism, and scientific research. It has however been maintained that use of ethics consultants is incompatible with personal autonomy; in moral matters individuals should be allowed to make their own decisions. The problem this criticism refers to can be conceived of as a conflict between the professional autonomy of ethics experts and the autonomy of the persons they serve. This paper addresses this conflict and maintains that when the nature of both ethics consultation and individual autonomy is properly understood, the professional autonomy of ethics experts is compatible with the autonomy of the persons they assist.     

Help Wanted: People With Disabilities and Recruitment Advertising

People with disabilities rely heavily on specialist agencies to find suitable employment. This research examines how agency consultants use recruitment ads in their work with clients. The authors analyzed the ads collected by consultants and learned that the ads were dominated by organization and job attributes. The ads contained less information about preferred applicant characteristics and selection procedures. Consultants used the ads to facilitate immediate matches between clients and employers, but they also used the ads to nudge clients in new career directions. The results reflect challenges consultants experience in balancing the long‐term needs of clients against the short‐term demands of employers.     

Evaluation of outcome in school consultation

To further understanding regarding how content of change, degree of change, and initial level of functioning influence consultants' evaluation of consulation outcome, 14 mental health consultants completed a questionnaire. For each of the 18 prepost consultation ratings on the questionnaire (2 context × 3 degrees of change × 3 initial levels = 18), consultants rated the success of consultation and the degree to which they would like to have been the consultant. Analysis of variance results for both dependent measures indicate main effects for degree of change and initial level. Neither main effects for content nor interaction effects are indicated. It appears that consultants perceive consultation as more successful with and prefer working with consultees who improve the most and who function at a higher initial level.     

Engineers and Active Responsibility

Knowing that technologies are inherently value-laden and systemically interwoven with society, the question is how individual engineers can take up the challenge of accepting the responsibility for their work? This paper will argue that engineers have no institutional structure at the level of society that allows them to recognize, reflect upon, and actively integrate the value-laden character of their designs. Instead, engineers have to tap on the different institutional realms of market, science, and state, making their work a ‘hybrid’ activity combining elements from the different institutional realms. To deal with this institutional hybridity, engineers develop routines and heuristics in their professional network, which do not allow societal values to be expressed in a satisfactory manner. To allow forms of ‘active’ responsibility, there have to be so-called ‘accountability forums’ that guide moral reflections of individual actors. The paper will subsequently look at the methodologies of value-sensitive design (VSD) and constructive technology assessment (CTA) and explore whether and how these methodologies allow engineers to integrate societal values into the design technological artifacts and systems. As VSD and CTA are methodologies that look at the process of technological design, whereas the focus of this paper is on the designer, they can only be used indirectly, namely as frameworks which help to identify the contours of a framework for active responsibility of engineers.     

A qualitative investigation into the experience of neuro-linguistic programming certification training among Japanese career consultants

Although the application of neuro-linguistic programming (NLP) has been reported worldwide, its scientific investigation is limited. Career consulting is one of the fields where NLP has been increasingly applied in Japan. This study explored why career consultants undertake NLP training, and what they find most useful to their practice. Thematic analysis of semi-structured interviews with six career consultants, who had attended NLP certification training, revealed that they wanted to learn action-oriented NLP-based coaching skills in addition to their active-listening-based counselling skills. NLP provided frameworks to lead their clients’ thoughts efficiently, deepened their understanding of the human mind, and developed their attitude to understand others and themselves. The NLP skills found most useful were reframing and the Disney strategy.     

An “issue-focused” model for mental health consultation with groups of teachers

This paper presents and evaluates a model for group mental health consultation with teachers in which sessions are organized around mental health issues rather than cases. The rationale and advantages of the model are explicated and compared with other models of group consultation and group work with teachers. The model incorporates a heavy emphasis on educational preventive measures and is designed to simultaneously satisfy a wide range of consultee needs and to reduce anxiety and defensiveness. Consultant's preparations for the group sessions are highlighted so as to maximize their contribution to the participants' level of involvement, knowledge, skills, confidence, and objectivity. The different roles of the consultant during the session and the variety of techniques employed are described as they relate to group processes and consultation needs. Specific guidelines for the organization of consultation groups and training of group consultants are offered. Evaluation data based on feedback from participants in ten groups are included.     

The Fortunes of the Relational Model in Italy: Notes on Publishing,Teaching, and Training

The beginning of the Italian “relational turn” dates back to the translation, in 1986, of Greenberg and Mitchell’s Object Relations in Psychoanalytic Theory. The authors illustrate how the Italian psychodynamic world received this book and the following contributions from the relational colleagues from the United States. In particular, they review the last three decades of Italian psychoanalytic publications (both journals and books) and training programs (both private and public schools), showing the increasing presence of relational elements and the specific ways in which they appear, sometime facing hostility and devaluation. Nowadays, thanks to the pioneering work of a determinate and passionate group of psychoanalysts and editorial consultants, we can say that the relational turn in Italy is a “matter of fact” and the relational approach one of the most influential voices in the Italian psychoanalytic and psychodynamic community.     

Characteristics of consultants and consultees and success in mental health consultation

Selected attitudinal and value characteristics of high and low successful consultants were considered. Twelve consultants and 15 consultees completed six measures. Consultants were categorized as high or low success consultants based on the coding of consultants' logs. Results indicate high and low success consultants do not differ on the selected characteristics. Also, the results indicate that more successful consultants have consultees who are more authoritarian and dogmatic and are more dissimilar to their consultees in level of dogmatism and reported need for assistance. Future investigations will indicate whether the results can be replicated on a more representative consultee sample.     

Which opinion should a clinical ethicist give: Personal viewpoint or professional consensus?

When clinical ethicists are called upon to give a recommendation regarding patient care, they may be faced with a dilemma of their own. If their own personal opinion is not widely shared, the ethicist will have three options. These include: (1) giving their own opinion; (2) giving the widely shared opinion; and (3) giving both opinions, leaving the physician to select which opinion to accept. The intentions of this article are to evaluate strengths and weaknesses of these three alternatives and to suggest that ethics consultants recognize and deal with this issue. Two cases are presented to explore the limitations of each option. The author suggests that when the views of ethics consultants differ from the consensus view, the consultant should give the consensus view, their own dissenting view and the arguments in support of each position.