The Role of the Counseling Relationship in Psychodynamic Therapy - Assignment Example

Question The role of the counseling relationship in psychodynamic therapy is very different from the role of the counseling relationship in Carl Rogers client-centered therapy. Explain the different roles the basic client/counselor relationship plays in these therapies. Which modern therapy do you prefer and why?" Introduction Over the years different models of counseling have emerged and are being widely practiced to address many psychological problems. The role of counseling relationship occupies a major place in all the models of counseling. Nevertheless, the effectiveness of the counseling models has been subject to many contention and controversies (Wright & Davis, 1994). Correspondingly, the essay primarily intends to reflect upon the role of counseling relationship. With respect to the first question, the essay addresses different roles the basic client/counselor relationship plays in psychodynamic therapy and Carl Rogers client-centered therapy as well as suggests the most preferred modern therapy supplemented with clear justification. Question 1 Counseling is crucial in providing people with the opportunity to explore themselves. In my opinion, it is important that counseling is seen as a learning opportunity and not as treatments for people suffering from mental health problems. Nevertheless, relationships are central to this as they are integral part of our life. It is a known fact that we all need some people to bank upon at times. In this regard, I firmly believe that trust and understanding are the two vital aspects of relationships without which no relationship can survive (Wright & Davis, 1994). It is the responsibility of the counselor or the therapist to set the boundaries of the psychotherapy situation, which comprises providing a comfortable and safe environment along with creating a warm and caring therapeutic culture. It is also the major role of the counselor to clearly define ‘what exactly counseling is’. This is because the elements of counseling are different for varied counselor. Besides, it is equally important for the counselor to clearly identify the rules that would be applied in the therapeutic situation. Clearly identifying the rules serve as the basis for establishing relationship between the counselor and the client. The uniqueness and the depth of the client- counselor relationships are fundamental for therapeutic analysis and development. It is the shared rapport between the client and the counselor based on which, the successful therapeutic evaluation depends. As the trust between the client and counselor builds, the knowledge and understanding of the client also intensify (Norcross & Hill, 2004). The client-counselor relationship is fundamental to counseling in which both are likely to change through constant interaction between the two in the process of therapy. This is an uneven process wherein the client is expected to change more than the counselor. One of the primary goals of the counseling is to explore the factors that may interfere with the relationship between the client and counselor. By investigating these factors and recognizing them, fruitful strategies can be established to overcome them. Nevertheless, certain barriers are identified to adversely influence the client-counselor relationship in counseling. Usually, the barriers in establishing satisfying relationship are the client’s resistance with treatment plans. The counselor needs to be congruent in the client-counselor relationship. This implies that the counselor should be authentic and transparent in this relationship. On the other hand, client strives to be congruent in the relationship during therapeutic situation (Newman, 1994). The psychodynamic therapy is a commonly practiced process of counseling. Before determining the role of counseling in psychodynamic therapy, it would be vital to acquaint with the meanings of the psychodynamic therapy. The psychodynamic is usually referred as a series of treatments grounded on psychoanalytic approach that consists of meetings but not on a regular basis. Usually the session frequency is once or twice a week and the treatment procedure is often time limited or open ended. The psychodynamic therapy facilitates exploration as well as discussion of a complete range of client’s emotions. In psychodynamic therapy, counselor assists the client to describe and display feelings, which may include contradictory feelings, which the client has not been able to recognize as well as the feelings that have been threatening or troubling client. During this therapy, intellectual insight is also recognized, which is different from the emotional insights. The intellectual insight is a type of intrinsic insights, which generally emerge at a deep level and leads to a change in the client. Despite the widespread practice of psychodynamic therapy, this type of therapy has been historically avoided. In this regards, many experts have claimed that the outcomes of this therapy are not measurable (Roseborough, 2006). The role of counseling relationship in the psychodynamic therapy is ascertained to be extremely important for ensuring the effectiveness of the therapy and treatment process. Accordingly, the relationship between the counselor and the client is itself thought as a vital interpersonal relationship in which one can become intensely meaningful and emotionally charged. It is worth mentioning that there are recurring themes in an individual’s relationship and the way of interacting with these themes often tend to appear in some fashion in the therapy relationships. In order to better comprehend the aforesaid statement, it would be vital to consider an example. In this regard, if a person has the tendency to distrust others, it is more likely that the person will view the counselor with doubts or suspicion. On the other hand, if a person is prone to fear, rejection may also develop a tendency to fear disapproval from the therapist either knowingly or unknowingly. The repetition of interpersonal themes in the counseling relationships delivers a unique chance to explore and alter them. The greater degree of interpersonal relationship flexibility is widely claimed to meet the interpersonal needs of both the counselor and the client (Shedler, 2010; Roseborough, 2006). The effectiveness of the psychodynamic therapy lies in determining those vital aspects of self that are not fully recognized, which is strongly influenced by the counseling relationship. Understanding the counseling relationship as a mechanism has significant impact on the changing the behavior of the client. The counseling relational experience in psychodynamic therapy is determined to allow client to develop new and improved sense of self as well as to expand affective competence. The counseling relationship is ascertained to be something, which the client steadily internalizes. The counseling relationship is often advocated to occur in a supportive-expressive space where careful attention is allocated to both resistances from the client as well as the client-counselor interaction. The counseling relationship between the client and the counselor facilitates in determining the underlying cognitive conflicts, which hinders emotional awareness. Besides, a trusting client-counselor relationship allows the client to gradually explore the emotional patterns and behavioral reactions that lead towards problem in them (Shedler, 2010). The psychodynamic therapy typically involves a great deal of reflection and self-examination from the client. Thus, the role of counseling relationship in psychodynamic therapy is ascertained to be an indispensable tool. The quality counseling relationship between the client and the counselor is ascertained to have a direct impact on the outcome received from the counseling. It has been observed that improved interpersonal client-counselor relationship leads to favorable outcome while negative relationship has unfavorable impact associated with increased resistance from the client. Notably, the improved counseling relationship seeks active involvement of both the client and the counselor in the counseling process, which positively influences the client’s outcome. The client-centered therapy was developed by Carl Rogers to suffice the limitations associated with psychoanalysis. The client-centered therapy is fundamentally a subset of humanistic therapy, which concentrates on client’s experiences as well as to the subjective world of the client. The client-centered therapy is typically associated with the personal growth by assisting the client to explore their capacities and to solve problems faced by them. The therapy is more concerned towards the capacity of the client. The therapy strongly discards the idea of individual adverse tendencies and considers that every individual has inherited capacities to solve the problems and move towards a state of improved mental and emotional health. In addition, the therapy also rejects the idea that the therapist has the best knowledge than the passive client. The central theme of the therapy is thus rooted in the capacity and awareness of the client to make decisions. The therapy further focuses on the unparalleled world of the client. One of the major goals of the therapy is to facilitate the client in order to develop a sense of trust for moving towards higher levels of self-actualization. Notably, in client centered therapy, the counselor does not set specific goals or values for the client rather the clients are allowed to decide on their specific goals or values. Nevertheless, it has been argued that not all the counselors can practice client-centered therapy. One of the major limitations of the therapy contends that counselor often becomes too client-centered that they tend to escape from their own individuality. Paradoxically, the increased focus on the client tends to diminish the counselors power as an individual, which results in losing the influence on the client. Thus, the counselor is required to be extremely cautious while practicing client centered therapy (Greenberg & Geller, 2013; Roseborough, 2006). Notwithstanding, the counseling relationship between the client and the counselor serve as the catalyst in the client-centered therapy towards initiating change in the client behavior. The counseling relationship provides the client with the mean to explore latent resources and increase awareness, which the client uses to construct changes in his life. By virtue of this therapy, the client is expected to experience psychotherapeutic development with the counselor who assists the client to undergo changes, which the client cannot experience alone. In addition, the counseling relationship also facilitates the client to develop capacities necessary to define own goals and values. In the client centered therapy, the counseling relationship allows client with greater flexibility and freedom to explore factors associated with their life. In other words, in the client-centered therapy, client becomes less defensive and experience greater openness. At the same time, the counselor practicing this therapy is more concerned towards establishing authentic and transparent relationship with the client. The client centered therapy rest on the hypothesis that consistency in client-counselor the relationship ensures effectiveness of the therapy process. The counseling in this therapy is also based on a person-person relationship that corresponds to safety and acceptance on the part of the client resulting abandoning resistance and rigid defenses held by the client. In client-centered therapy, the counseling relationship facilities in unleashing the growth potential of the client towards becoming the kind of person that he chooses to turn up (Sousa, 2014). The counseling relationship in this therapy requires counselor to reveal feelings and thoughts and communicate the same in certain ways to build openness and trust in the therapy process. The facilitative relationship in the client-centered therapy is advocated to allow the client to deal with the problem rationally. The counseling relationship in this therapy is transcends itself, which becomes the element of something larger that facilitates in growth and curing of the client. The quality counseling relationship is advocated to support the therapy session in a better way with the client (Greenberg & Geller, 2013; Roseborough, 2006). Based on the above discussion, wide range of similarities and differences can be determined between the psychodynamic therapy and client-centered therapy. Both the therapies are the widely practices models of counseling. Moreover, the commonalities between the two therapies can also be attributed to their relationships with the counselor. In psychodynamic therapy client are freely associated with the counselor while, in client centered therapy clients are free to talk with the counselor. Nevertheless, these similarities between the two rest on different assumptions and theories. Accordingly, in psychodynamic therapy free association is related to the unconscious mind through which the psychological problems are addressed. On the other hand, client centered therapy is a humanistic therapy and the client engagement in the discussion with the counselor is advocated to promote a better self-concept, which forms the basis of the evaluation of the client’s experience. In both the therapies, client experience the flexibility to disclose all personal information. The major difference is related to their focus. Accordingly, in psychodynamic therapy prime focus is laid upon the underlying psychological problems while in client centered therapy major focus is laid upon the inner resources of the client for their growth and ‘self-realization’ (Greenberg & Geller, 2013). In addition, psychodynamic therapy involves the use of several techniques and extensively relies on the training and personal analysis of counselor. Besides, psychodynamic therapy is primarily applicable to the counselor-client relationship. On the contrary, client centered therapy is argued to be useful in different relationships. The emphatic understanding occupies a major place in the client-centered therapy, which can be identified to be contrasting with the use of transference in psychodynamic therapy. Notwithstanding, both the therapies have been subject to severe criticism in relation to their theory and actual practice. Notably, in the psychodynamic therapy, the theoretical concept is predominately re-interpreted by the analysts based on the experience, which can be argued to be less reliable and valid. In other words, the validity of the psychodynamic therapy to an extent is doubtful as the concepts that are applied in this therapy such as subconscious and unconscious are empirically defined. In contrast, client centered therapy can be identified to heavily rely on the empirical evidences whether to confirm or disconfirm the theoretical assumptions. Internal consistency is the major aspect that has resulted in the widespread criticism of psychodynamic therapy. On the other hand, unlike the psychodynamic therapy, the client centered therapy places little focus on the developmental understanding of human psychopathology. This implies that the psychodynamic therapy is a more lengthy process while the client centered therapy is based on exploring the current experience of the client which results in consuming less time. Although both the therapies can be identified to have significant applicability in terms of addressing the psychological problems, but significant discrepancies can be associated with the preferences of these two therapies. Both the therapies can be identified to encourage client to perceive the world from own point of view, but the client centered therapy can be identified to have a much profound impact as a counseling mode than the psychodynamic therapy. Thus, in my opinion, client centered therapy can be preferred as the modern therapy in counseling. Various reasons can be attributed behind the increased preference of client centered therapy. In this regard, one of the major driving factors that can be associated with the preference of client centered therapy is related to its applicability. Accordingly, the client centered therapy can be practiced in defining different relationships while the psychodynamic therapy is predominately associated with client-counselor relationships. On the other hand, the client centered therapy relies on empirical evidences while the concepts used in the psychodynamic therapy are not empirically defined. Moreover, the effectiveness of the psychodynamic therapy predominately rest on the experience and training of the counselor whereas the in effectiveness of the client centered therapy is not limited to counselor experience. In addition, one of the major drawbacks of the psychodynamic therapy that limits its preferences and applicability is identified to relate with its measure of outcome. Accordingly, outcome obtained from the psychodynamic therapy is doubtful owing to the fact that the outcomes are more often less reliable and lacks validity. Conclusion In this essay, I have attempted to draw a valuable knowledge and insights on the role of the counseling relationship and the impact of psychological aspects of employees namely employees happiness on productivity. It was learnt that the counseling relationship is fundamental to any counseling models. Nevertheless, similarities and differences among the two modern counseling models, which include the psychodynamic therapy and the client centered therapy, were determined. Taking into the account the similarities and differences, client centered therapy has been determined to be my preferred choice of modern therapy. Several factors can be identified to shape my decision. In this regard the most prominent aspects that have considerable impact on my decision to prefer client centered therapy is associated with its applicability to different relationships as well as the extensive reliance of this therapy on empirical evidences. Question 2: A.A happy worker is a productive worker. Discuss this statement of employee attitudes and behaviors with specific reference to job satisfaction, job commitment, organizational citizenship behavior, performance and turnover. Introduction The attitudes and behaviors of employees in the workplace are ascertained to have a profound impact on their willingness to contribute towards the accomplishment of the broad organizational goals and objectives. Different scholars have related numerous factors to influence the employees’ willingness and productivity of an organization. Notwithstanding, responding to the second question, the essay discusses the statement, ‘happy worker is a productive worker’ with specific reference to job satisfaction, job commitment, organizational citizenship behavior, performance and turnover. Question 2 A lot has been said and written about employee well-being and productivity. In this regard, it is often contended that a happy worker is a productive worker. Notably, many experts are of the view that employee emotion is strongly correlated with their performance, which implies that the increased level of employee emotion have direct and positive impact on their performance. On the other hand, few scholars have revealed their discontentment towards this assumption and has further stated that employee attitudes as a component of happiness is unrelated to their efficiency (Hettiararchchi & Jayarathna, 2014). Thus, understanding regarding whether or not the employee happiness contributes towards the increased performance has been ascertained to have considerable implications for the management and the strategies of human resource managers in an organization. Nonetheless, several researches have been conducted in this regard to explore the underlying principle behind this assumption yet uncertainties still persist towards clearly defining the relationships between the employee happiness and their productivity. Notably, discrepancies in the findings with respect to this subject have been mainly because of inconsistent measurement. At the same time, various factors are ascertained to influence the employee level of happiness and their productivity. In this regard, one of the most vital factors influencing the employee happiness and their productivity is closely related to the employee degree of job satisfaction (Hettiararchchi & Jayarathna, 2014). It is noted that every employee has certain attitudes, which shapes their behavior and viewpoints towards the various aspects of their jobs. Notably, the culture is ascertained to have the profound impact on the attitude of employees, which is apparent in the workplace in terms of their behaviors. Many studies have been conducted over the years to explore the relationship between employee attitude and their performance. Accordingly, Hawthorne studies, is one of the most popular management research, which examined the impact of the employees behaviors and attitudes on their performance. The findings of the studies suggested that those organizations valuing its employees and manifesting care towards them are able to receive the best effort from its employees. This finding of the studies was based on the notion that organizations valuing its employees and manifesting care towards them leads to greater job satisfaction among the employees, which motivates them to perform better towards realizing the determined goals of the organization smoothly. Job satisfaction is considered as indispensable attitudes influencing the employee behavior in the workplace. Employee attitudes have considerable implication on the human resource managers. Attitudes are argued to be either positive or negative, which have a likely impact on the degree of employee satisfaction. In this regard, employees are likely to experience a high level of job satisfaction when they experience positive attitudes. The concept of job satisfaction is also claimed as the degree to which the desires and expectations of employees in psychological contract are met (Hettiararchchi & Jayarathna, 2014). It is worth mentioning that the employee happiness in the workplace is often used interchangeably with job satisfaction. Accordingly, it has been argued that job satisfaction and the employee productivity have close affiliation. The common idea behind this assumption is that a happy employee is more satisfied with the job assigned to them at the workplace. Correspondingly, a satisfied employee is motivated to perform better for the accomplishment of the broad organizational goals, which ultimately leads towards an increased productivity of both employees and the organization. This assumption is supported by many scholars such as Frederick Herzberg in his renowned work Two Factor Theory is also known as hygiene theory. The theory is based on a simple idea, which stress that motivation can be bifurcated into two hygiene and motivation factors. The hygiene factors entails that the work place condition is an imperative factor influencing the level of job satisfaction. In this regard, it has been claimed that the lack of appropriate working place environment often contributes towards generating job dissatisfaction in employees. Thus, it has been claimed that the role of the hygiene factor is to eliminate the level of employee discontent. In general, it has been proclaimed that hygiene factor is simply associated to prevent dissatisfaction among employees (Riley, 2005). In addition, hygiene factor such as anxiety, stress, rigid organizational policies are identified to reduce the ‘level of ‘employee job satisfaction and eventually it lead towards a reduced level of motivation in them, which eventually result in under performance of the employees leading towards reduced productivity. On the other hand, it is also claimed that unhappy employees often have the tendency to emphasize on the negative aspects in relation to their work, which leads to reduced job performance. At the same time, the unhappy employees not only have the negative impact on their works, but the impact of their unhappiness is also ascertained to be unfavorable on the performance of their peers. The job satisfaction is advocated to be a narrower predictor of the employee performance than happiness, particularly due to the fact that job satisfaction predominately relates to the employee well-being associated with their job (Demirel & Yücel, 2013). Absenteeism in an organization is considered as one of the major factors that negatively influence the performance and productivity of employees within an organization. In this regard, low level of motivation and job satisfaction are recognized as the primary factors leading towards increased absenteeism. In addition, absenteeism has often been regarded as habitual or frequent pattern of evading from assigned obligation or duty. Notwithstanding, it is a stubborn problem that adversely influences the performance and the productivity of an organization. More importantly, the job satisfaction is ascertained to be negatively related, which implies that when job satisfaction is high amid the employees the rate of absenteeism is low while when the job satisfaction is low the rate of absenteeism is high in the organization. Notably, dissatisfaction in employees is more likely to result in skipping from the assigned duties, which in turn reduces the productivity and profitability of the organization (Thirulogasundaram & Sahu, 2014). Job commitment is another variable influencing the performances of employees at the workplace. Accordingly, the general definition of job commitment stated that it is an attitude of workers’ loyalty towards the fulfillment of their responsibilities and duties in realizing the broad organizational goals and objectives. Over the last few decades, the concept of the job commitment has substantially attracted the interest of many scholars from organizational behavior and industrial/organization psychology. The growing interest is deeply rooted in the assumption that the job commitment and performance of the employees are strongly related. Besides, the study of job commitment has occupied a major place, particularly due to the fact that the job commitment and the attitudes as well as the behavior of the employees at the workplace shares close affiliation (Demirel & Yücel, 2013). Job commitment is advocated to reveal the emotional attachment held by the employees towards the organization. Job commitment is identified to play significant role in the employees’ performance outcome. The high level of job commitment is further related to the increasing job satisfaction. Accordingly, the close affiliation between the job commitment and job satisfaction in turn influences the performance level of the employees. Job commitment is often described as the psychological link between the organization and its employees. Nevertheless, it is argued that the job commitment has affiliation with the job performance, but its impact on the performance is advocated to be low as compared to other indicators of the performance such as job satisfaction (Demirel & Yücel, 2013). Both affective and normative forms of commitment are ascertained to have a profound impact on the performance level of employees. In this regard, affective commitment is argued to be positively related with the performance level of the employees. It has been observed that the values placed by the organization on its employees have considerable impact on the level of job commitment. For example, it has been noted that those employees who perceive the organizational procedures and the culture to be fair and just are more likely to develop an increased level of job commitment and the outcome of such commitment is relatively visible in the form of improved performance and increased productivity. On the contrary, those employees who hold that the organizational culture and procedure are not fair enough or are obsessed with biases, the employees are generally ascertained to display lower involvement in the organizational activities followed with reduced productivity (Tan & Lau, 2012). High job commitment in the workplace is considered to demonstrate employee strong affiliation with the organization. Accordingly, job commitment eliminates the gap prevalent in the goals of the employees and motivates them to seek for the accomplishment of the shared organizational goals. Notably, many Japanese organizations have been undertaking strategies to increase the employee level of job commitment as a source of improving their performance and ultimately the productivity of the organization (Thirulogasundaram & Sahu, 2014). In addition, the job satisfaction and job commitment are also recognized to be the most common predictors of the turnover intention of the employees. It is worth mentioning that the increased staff turnover rate in an organization is strongly related to the reduced morale and motivation of employees. Correspondingly, the organization experiencing a relatively high rate of employee turnover is more likely to face significant challenges of reduced productivity. At the same time, desire to quit a job tends to start with the cognitive changes when the employee evaluates the job, which is followed by another emotional stage where the employees evaluate the degree of job satisfaction or dissatisfaction. In this regard, the employees drawing the knowledge that they have been experiencing job dissatisfaction are more likely to quit the job while those perceiving highly satisfied with the job tends to continue to serve the organization. Notably, job commitment is also determined to influence the decision of the employees to quit the job, but the affiliation between the job commitment and the turnover intention is ascertained to be weak in comparison to the job satisfaction. Nevertheless, both job satisfaction and the job commitment are instrumental in predicating the turnover intention. The increased turnover in an organization not only impacts the employees leaving the job but its impact is also ascertained to be massive on the behavior of the existing employees. To that extent, both job satisfaction and the job commitment are identified to influence the behavior of employees to deliver their services towards the increased productivity of the organization (Siddiqui et al., 2012). Akin to the other indicators of the performance and productivity, organizational citizenship behaviors have also been the subject of extensive research. In this regard, widespread research works have been performed by scholars to determine the relationship between the organizational citizenship behaviors and performance of employees. Organizational citizenship behaviors are also ascertained to increase the performance and productivity of an organization by stimulating effective organizational practices. It is witnessed that organizational citizenship behaviors promote efficiencies by eliminating the monitoring requirement and allowing ample time for engaging in more productive management activities. Job satisfaction and organizational citizenship behaviors are advocated to be positively related to each other. Notably, organizational citizenship behaviors are ascertained to support job attitudes, which create a favorable environment wherein every employee in an organization are motivated to render their best services towards the accomplishment of the broad organizational goals and the objectives. More specifically, organizational citizenship behaviors promote social and psychological setting favorable for employees to deliver quality services (Ackfeldta & Coote, 2005). Thus, I believe that the statement “A happy worker is a productive worker” can be duly justified. Notably, in my opinion the factors such as job satisfaction, job commitment and the organizational citizenship behaviors are the few attributes of employee attitudes and behavior, which shapes their motivation to contribute towards the accomplishment of the organizational goals and the objectives. In addition, I conjure that the job satisfaction is the most vital indicator of the employees’ performance, which have considerable impact on the productivity of the organization. In addition, the employees experience happiness when the factors such as job satisfaction and job commitment are high. It is the psychological attributes that have major implications on the performance of employees. Nevertheless, the job satisfaction and commitment are determined to have considerable impact on the employee turnover rate as well as employee absenteeism. In my opinion, absenteeism and turnover in an organization are the prime factors that negatively influence the performance and the productivity of employees within an organization. I firmly believe that low level of motivation and job satisfaction primary leads towards increased absenteeism and turnover, which tends to adversely influence the performance and productivity of an organization. Nevertheless, the job satisfaction and job commitment is inversely related to absenteeism and turnover intention, which suggests that when employees experience high job satisfaction and job commitment the rate of absenteeism and turnover are low while on the contrary, when the employees have low job satisfaction and job commitment, the rate of absenteeism and turnover is high in the organization (Thirulogasundaram & Sahu, 2014). Evidently, job satisfaction and job commitment are ascertained to reduce the rate of staff turnover and employee absenteeism while increasing their performance. It cannot be denied that turnover and absenteeism are the two major determinants of the employee performance. Eliminating the factors leading towards increased turnover and the absenteeism can be identified to promote the well-being of employees, which eventually contributes towards the increased employee performance and increased productivity of the organization. Conclusion In this essay, I have attempted to draw a valuable knowledge and insights regarding the impact of psychological aspects on the productivity of the employees. It was validated in the essay that ‘a happy worker is a productive worker’. In this regard, I have learnt that the various attitudes and behaviors of employees tend to influence their well-being and level of job satisfaction. The job satisfaction as one of the attribute of employee attitudes and behaviors has been identified to have considerable influence on the performance of employees and the productivity of the organization. On the other hand, psychological aspects such as job commitment and organizational citizenship behavior were also determined to strongly related with the performance and the productivity. References Ackfeldta, A., & Coote, L. V. (2005). A study of organizational citizenship behaviors in a retail setting. Journal of Business Research, 58, 151-159. Demirel, Y., & Yücel, I. (2013). 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