Training District Personnel as Peer Consultants and Inservice Leaders: Implementation and Evaluation of a Training Program

For several years, Furman University has offered training for special educators to develop skills as peer inservice providers and as peer consultants to general education personnel. By means of a personnel preparation grant, School Initiated Teacher Education (SITE) Outreach, 61 special education teachers, speech therapists, and curriculum specialists have been involved in a series of three graduate level courses designed to address development of skills in inservice content and presentation and peer consultation. Evaluation data were collected to determine the impact of the training program, perceived benefits to the participants, and the receptiveness of the participating school districts in terms of the incorporation of peer inservice and consultation activities into the ongoing instructional program.     

The Use of Drama as an Inservice Training Technique

This article describes the use of drama as a technique for facilitating group discussion and understanding. The play “It's a Man's World” reverses the typical male and female roles in the business world to dramatize the sometimes discriminatory employment practices that women face in the business world today. The play follows applicant George Ford through a series of frustrating interviews until he finally becomes aware of the “correct” answers. The correct response comes too late, however, and backfires.     

A Paraprofessional Training Model Based on the Employment Service Training Unit Concept

A paraprofessional inservice training model is presented which is based on the Employment Service Training Unit (ESTU) concept. The model encourages the use of professional staff in the local work setting as a viable source for training paraprofessional staff members. The advantages and disadvantages of current training programs are described, with the ESTU model presented as an alternative for a more effective paraprofessional training program.     

Entry-Level Employment Prospects for Women in College-Student Personnel Work

Women are no longer underrepresented in student-personnel preparation programs. Although this situation is noteworthy, it may not be without potentially frustrating consequences for the increased number of female master's degree graduates who are seeking a limited number of entry-level positions. Whether the increase in women will have deleterious effects on placement remains to be seen. In the meantime, women (and men) should be made aware of the inherent free-market employment risks when contemplating a career in student-personnel work.     

An Islamic Religious Spiritual Health Training Model for Patients

Journal of Religion and Health - Fear and anxiety caused by acute diseases, despair and sorrow resulting from chronic illness, are spiritual reactions which require care. Spiritual care should be...     

A Systems Approach for Training Employment Counselors

How can the systems approach and the related tools and techniques be used to improve the training of employment counselors? This article is intended to provide a tentative answer to that question. First, a conventional model for training counselors will be evaluated. Second, a systems-based model will be described. Finally, some advantages and limitations of the proposed model will be examined.     

Employment Clothing for Women in Training Programs

Eighty-one women in social service employment programs were surveyed to determine knowledge of employment clothing. They were compared on demographics, and differences were found in possession of business clothing, resources for clothing, education, income, residence, and homelessness. Based on these differences, they were separated into 3 smaller groups. The comparison showed that women who had interview and employment clothing had never been homeless, had higher incomes and educational levels, and used different resources for obtaining their clothing. These responses indicate a need to educate low-income participants on information about employment clothing and resources.     

Culture-Specific Counseling: An Alternative Training Model

Culture-specific counseling has been proposed as a supplement to cross-cultural and multicultural approaches. In the culture-specific approach, we start with the culture and its peoples and search out natural helping styles. In contrast with the conventional approach of adapting existing counseling theory to “fit” a new culture, the culture-specific method seeks to generate new theory and technologies of helping. This preliminay study uses a case model drawn from African-Igbo culture and applies anthropological constructs that seek to discover a more culturally sensitive approach to counseling theory, to training in counseling skills and knowledge, and in using evaluative research techniques. The methods used in this report may be useful in generating a new set of theories more relevant to many different cultural groups. Se ha propuesto que la consejería culturalmente específica sirve como un complemento al acercamiento intercultural y multicultural. En el acercamiento culturalmente específico, empezamos con la cultura y sus gentes y buscamos estilos naturales de ayudar. En contraste con el acercamiento convencional en el que se adapta la teoría existente de consejería para que se ajuste a una cultura nueva, el método culturalmente específico procura engendrar nuevas teorías y técnicas de ayuda. Este estudio preliminar usa un caso modelo sacado de la cultura africana Igbo, aplicando constructos antropológicos que intentan descubrir un acercamiento más sensitivo a la teoría de consejeriá, preparación en habilidades y conocimientos de consejería, y en el uso de técnicas de investigación evaluativas. Los modelos usados en este artículo pueden ser útiles para engendrar un nuevo grupo de teorías mas pertinente para muchos grupos culturales diferentes.     

加强对宗教教职人员的培养和教育

<正>今天,中国人民大学第二期中青年爱国宗教界代表人士研修班的学员在这里重新相聚,交流学习心得,研讨成长之道,非常有意义。会议安排我讲个话,我想围绕宗教教职人员的培养和教育这个话题,谈些想法,同大家一起讨论。为什么今天要来谈这个话题呢?不仅因为这个问题在宗教工作中、在宗教团体建设中都占有十分重要的地位,这是毋容置疑的,还因为近年来媒体对宗教界人士越来越关注,相关报道明显增多,既有正面的,也有负面的,     

Mattering: A Foundation for Employment Counseling and Training

Clients and employment counselors need to feel that they matter, that they are significant to people around them. This article addresses the nature of mattering with respect to client service and counselor training.     

The Forgotten Facilitators: Human Relations Training for Support Personnel

Lamb and Rapin's (1976) ecological model for categorizing and evaluating student development services emphasizes the total environment of the student service as critical to the students' receptivity to and ultimate success in counseling. The adjunct role of the support staff in the creation and maintenance of a generally positive milieu is often assumed or ignored. To remedy this situation, a staff development program was implemented to (a) provide recognition of the support personnel's necessary involvement in and contribution to the division's mission, (b) develop human relations skills, and (c) facilitate increased understanding and communication between the professional staff and the support staff.     

Training Special Education Personnel for Effective Use of Microcomputer Technology:

Special educators have been quick to embrace microcomputer instruction; both special education and microcomputer instruction share the promise of developing individualized instructional programs matched to student needs. From this viewpoint, microcomputers have the potential for operationally defining what is "special" about education. Despite this promise, however, there is a limited data base from which to make empirical decision on effective microcomputer use in the classroom and on teacher training needs. A model for assessing teacher training needs is discussed in which microcomputer skills are viewed within the context of other teacher-effectiveness variables. A two-tiered appeaoch to teacher training in microcomputer instruction is developed, based on the promise of microcomputer instruction and upon pragmatic classroom considerations.     

The Training of Employment Counselors in Hungary

This article describes the current situation in Hungary and the efforts that are being made to develop employment counseling service and training programs.     

A Model for Cultural Diversity Training

We are fast becoming a multicultural, multiracial, and multilingual society. Such demographic changes are having a major impact on economic, social, legal, political, educational, and cultural systems. For businesses and industries to survive, they will need to meet the inevitable challenge of cultural diversity. A model for incorporating cultural diversity in organizations is presented. The model is based on a 3 × 3 × 3 matrix, which analyzes an organization's functional focus (recruitment, retention, and promotion), barriers (differences, discrimination, and systemic factors), and cross-cultural competencies (beliefs/attitudes, knowledge, and skills). Although it was originally developed for business and industry, the model seems to have usefulness in application to education and mental health organizations as well. Estamos llegando a ser rápidamente una sociedad multicultural, multiracial, y multilingue. Estos cambios demográficos han tenido un gran impacto en los sistemas económico, social, legal, politico, educativo, y cultural. Para que los negocios e industrias sobrevivan, necesitarán enfrentarse al desafío inevitable de la diversidad cultural. Se presenta un modelo para incorporar la diversidad cultural en organizaciones. El modelo se basa en una metriz 3 × 3 × 3 que analiza el foco funcional de una organizacion (reclutamiento, retención, y promoción), bloques (diferencias, discriminación, y factores sistémicos), y competencias interculturales (creencias/actitudes, conocimientos, y habilidades). A la vez que se desarrolló el modelo originalmente para negocios e industria, se vio que el modelo también tiene utilidad para aplicarse en organizaciones educativas y de salud mental.     

A Power-base Training Model for Women

This article describes a behavioral skills training model aimed at decreasing feelings of powerlessness often experienced by women, adapted from the literature on power-bases.     

Examining the Impact of Training on the Homosexual Conduct Policy for Military Personnel

The impact of training related to the Don't Ask, Don't Tell, Don't Pursue policy on training outcomes of military personnel was examined with data from the Department of Defense Inspector General's Don't Ask, Don't Tell, Don't Pursue Policy Survey of military personnel (N = 71,570). We hypothesized that training related to the Don't Ask, Don't Tell, Don't Pursue policy would impact participant's reactions, learning and cognitive outcomes, and behavioral and organizational outcomes. Results indicate that individuals who reported having received training on the homosexual conduct policy perceived the policy to be more effective at preventing/reducing harassment; were more likely to feel free to report harassment complaints; reported greater levels of understating and were more knowledgeable of the policy; reported higher levels of intolerance of harassment; and reported that more actions had been take at their installation/ship to reduce and prevent harassment than individuals who had not received any training. Although the pattern of results was statistically significant, the magnitude of these effects were small (η ² = .001–.109). These findings highlight the continuing need to expand current efforts to reduce and curtail harassment based on perceived sexual orientation.