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Cognitive Behavioral Therapy: Comparing Group, Family, And Individual Settings

There are significant differences in the applications of cognitive behavior therapy (CBT) for families and individuals. The same is true for CBT in group settings and CBT in family settings. In your role, it is essential to understand these differences to appropriately apply this therapeutic approach across multiple settings. For this Discussion, as you compare the use of CBT in individual, group, and family settings, consider the challenges of using this approach with groups you may lead, as well as strategies for overcoming those challenges.

To prepare:

Review the videos in this week’s Learning Resources and consider the insights provided on CBT in various settings.

THE QUESTION

· Post an explanation of how the use of CBT in groups compares to its use in the family or individual settings.

· Explain at least two challenges PMHNPs might encounter when using CBT in one of these settings.

· Support your response with specific examples from this week’s media and at least three peer-reviewed, evidence-based sources.

Sample Solution

Organizations have understood that diversity alone is not a guarantee of success, but in need of a proactive diversity management strategy, (Brazzel, 2013). If diversity is seen as a program, rather than an organizational commitment that will produce superior business results, then costs of diversity are more likely to outweigh its benefits, (Slater, Weigand and Zwirlein, 2008). When little is done to value diversity, minorities are apt to develop negative workplace affect, (AVERY et al., 2007). To create an empowered workforce, acceptance, tolerance, and understanding of diversity are not enough; diversity management is needed to empower diverse groups to reach their full potential, (Thomas, 1992). Organizations are required to engage and motivate an increasingly diverse workplace, due to the evolving demographic landscape, (Block and Noumair, 2017). A narrow definition of diversity management is the commitment on the part of organizations to recruit, retain, reward, and promote minority and female employees, (Ivancevich and Gilbert, 2000). To truly capitalize on the potential return on racial and ethnic heterogeneity, firms must commit resources to manage diversity more effectively, (AVERY et al., 2007). By bringing previously excluded groups into the box, diversity is related to business success, because it allows companies to “think outside the box”, which therefore enhances creativity, problem-solving and performance, (Herring, 2009).