A beginner's guide to the problem-oriented first family interview

The large volume and diversity of family therapy resources can often confuse trainees who are in need of more abbreviated guidelines for managing their clinical responsibilities. This paper presents a structured outline of a problem-oriented first family interview for the family therapy supervisor and the beginning family therapist. We view the first interview as an integrated process including the important tasks preceding and following the initial family meeting. After the goals that shape the work of the first interview are described, a step-by-step guide to the twelve phases of the interview is presented: telephoning; forming hypotheses; the greeting; the social phase; identifying the problem; observing family patterns; defining goals; contracting; checklist; revising hypotheses; contacting the referral person; and gathering records. This approach to the first interview integrates a variety of structural and strategic procedures. The guide, intended for use in conjunction with close supervision, may serve as a foundation on which beginning therapists can build their unique styles.     

ASSESSMENT OF STIMULUS PREFERENCE AND REINFORCER VALUE WITH PROFOUNDLY RETARDED INDIVIDUALS

We evaluated a procedure for identifying potential reinforcers with profoundly retarded individuals. In Experiment 1, six persons were repeatedly exposed to 16 stimuli, and approach behaviors to each stimulus were used to identify preferred and nonpreferred stimuli. In Experiment 2, we examined the reinforcing properties of preferred and nonpreferred stimuli by delivering them contingently on the occurrence of arbitrarily selected responses. Results revealed that the preferred stimulus conditions typically produced higher rates of responding than did either the baseline or the nonpreferred stimulus conditions, suggesting that the procedure can be used to assess reinforcer value for individuals with limited behavioral repertoires.     

Effects of Job Conditions on Worker Perceptions: Ambient Stimuli vs. Group Influence1

This study identifies the direct effects of objective job conditions on individual perceptions of job conditions. The assumptions that (1) group perceptions mediate the relationship between objective job conditions and individual perceptions of job conditions, and (2) group consensus enhances the relationship be-between group perceptions and individual perceptions were tested. Respondents were white, male, blue collar workers (N= 1240) in a tire and rubber manufacturing plant. Work groups (N= 156), consisting of four or more men on the same shift, in the same department, and who had the same supervisor, were identified. Objective job conditions included work group size, pay style, shift, and job technology. Group and individual perceptions of amount of work-load, role conflict, responsibility pressure, and intrinsic rewards were measured. The findings indicated that objective job conditions have important effects on individual perceptions of stressful and rewarding job conditions. Smaller work groups, and jobs that pay on an hourly rather than a piece-work basis, allow for some control over the pace of work, and allow for interaction among fellow workers resulted in higher levels of intrinsic rewards and lower levels of workload, role conflict, and responsibility pressures. An intriguing pattern appeared where, in perceptions involving interpersonal relations, work group influence was relatively more important than objective job conditions. When assessing task oriented aspects of work, objective job conditions were more important than group perceptions.     

Prejudice Toward Contemporary Outgroups as a Generalized Attitude

The interrelatedness of attitudes toward homosexuals, Blacks, women, and old people was studied, as well as attitude differences on demographic variables. Three hundred and nine White undergraduates responded to the Homosexual Attitude Scale, The Attitudes Toward Women Scale, Multifactor Racial Attitude Inventory, and two attitudes toward old people scales. Nine of the ten possible intercorrelations were significant beyond the .01 levels. Prejudice toward quite distinct outgroups appears to be a generalized attitude. Attitude differences were found on the demographic variables of sex, political party, and religion. Women expressed more tolerant attitudes than men toward all four outgroups studied. Republicans were more prejudiced toward homosexuals and women than were Democrats or Independents. Participants who identified themselves as Christians were less supportive of equality between the sexes than were Catholics, Protestants, or those with no religion Christians were also more prejudiced toward homosexuals than were Catholics or those with no religion.