Group and Individual Counseling Issues - Essay Example

Religion and Group/Individual Counseling issues Part Richard Gilbert’s ‘The workplace, the chaplain, the grief’ appears to be an exposition on the importance of chaplains in a changing work environment. Throughout the article Reverend Richard Gilbert expounded on the various benefits of the chaplain to the employee. In short, the article suggests that today’s employees can be assured of two things, namely, a constantly changing work place and the safe haven of the chaplain. A major contributing factor for the dynamic nature of the work place is the effect of globalization. One rather interesting point Gilbert posited is the rapid need for employees to interact with people of different countries. He notes that employees have to provide several out of the ordinary services ‘especially telephone service with people you cannot understand.’ (Gilbert) Although Gilbert alluded to the various challenges which employees must face due to the effect of globalization, and the shortages of certain skilled and specialist workers, he did not fully address the exciting and innovative possibilities for workers. This lack of novelty in the writing of Gilbert suggests to the author of this paper that the chaplains may be somewhat lacking in fresh ideas for the workers. The article gave one the feeling of the worker as a victim and not as one who is able to make adjustments to these new challenges in life. Just as new challenges appear the author of this paper believes that workers would also develop attitudes and competencies which must be incorporated into the psyche of today’s employees. Consistent with this idea is the statement made by one of the workers, ‘this is a workplace not a comfort station…You come here to work, not to be cuddled.’ (Gilbert) Gilbert insisted that chaplains are neutral and ‘do not even represent God.’ What then do they represent? The author of this paper believes that it is almost impossible for an individual to be totally objective especially when it comes to spiritual matters. Are these chaplains true to themselves and their clients when they state that they are neutral? Finally, it is clear that Gilbert’s article demonstrates that many organizations still find value in the service of the chaplains. One case in point is found when Gilbert alluded to the fact that organizations in which Employee Assistance Programs are present may still prefer a chaplain to be present for the employees. He highlights the ‘soul’ of the workplace as the collaboration of modern culture with a new definition of spirituality as we know it. Certainly the chaplains also need to redefine their role in the face of the vibrant nature of today’s organizations. Gilbert views the chaplains as a ‘compassionate, non-judgmental presence to those who are suffering, dying, and mourning…’ In addition, to this compassion the author of this paper believes that Gilbert as well as the chaplains should project a more modern approach to the delivery of their trade. Article 2 Johnson 2005 highlighted the business of chaplaincy in his article, ‘Outsourced spiritual teams: a thriving new industry.’ Initially, he posited the various benefits of having a chaplain in an organization. Subsequently, he emphasized the advantages of outsourcing versus having in-house chaplains for the organizations. Several benefits of outsourcing a chaplain were revealed. Johnson 2005 referred to the comments of one business leader who believed that the privilege of firing a chaplain ‘on a moment’s notice’ was rather to his advantage. Another benefit of the chaplain was given in regards to the employee who was reassured of the confidentiality of the chaplain when the chaplain was not an in-house chaplain. Thus Johnson demonstrated the fact that outsourcing benefited the organization and its employees. However, the author of this paper noted that the business leader and others with similar opinions had no concern for the needs of the chaplain. Consistent with this idea of disregard for the needs of the chaplain is the agencies nonchalance about the spiritual preferences of employees. Johnson 2005 unveils the fact that the companies which do the outsourcing only hire ‘evangelical Protestant chaplains.’ Thus, the needs of employees who are of diverse religious beliefs are not fulfilled. Nonetheless, Johnson claims that these companies are quick to show that in spite of the fact that ‘70 percent’ of today’s employees do not practice a faith the agencies have the ability to match employees with their respective beliefs. Another troubling point in Johnson’s article is the fact that although his article compared two different outsourcing agencies they were so similar that it was fairly difficult to the separate the two. Nevertheless, one company did distinguish itself with the necessary level of commitment required from its outsourced chaplain. This chaplain was not considered a part time worker but a full time worker who had to be totally committed to the organization. Clearly such an individual would perform at a higher level of productivity than a part time worker. Johnson’s style of writing was rather intriguing and throughout the piece he endeavored to supply both sides of the coin. Is outsourcing of spirituality a thriving new industry? One cannot tell based on Johnson’s small sample size of two companies. There is need for a thorough research into this arena of the industry. Part 2 Undoubtedly counseling a client in both an individual and group setting can create some ethical issues. The issues of compromising and forming of dual relationship may occur. It is believed that these issues can be resolved during the therapeutic process. Corey 2005 notes that a dual or multiple relationships may occur when a therapist is professionally involved with an individual whilst simultaneously having a professional relationship with a close relative of this individual. Particularly in providing therapy to a family as well as the individual family members the risk of compromise may emerge. (Corey 2005, p. 46) In order to deal adequately with the problem of compromising confidentiality a contract should be formulated at the first session of the therapeutic process. This contract should promote and highlight issues which must not be disclosed under any circumstances. Thus, at the commencement of the sessions both the clients and the therapist would decide on the extent of disclosure the therapists would allow. This agreement should be in written form not only for the security of the clients but also to remind the therapist of the actual content of the agreement. Another major risk in providing therapy to a family as well as the individual family members would be that of trying to ensure that the group or the family is improved at the expense of the individual. This healing of the family unit or the group could be at loggerheads to the specific needs of the individual. (Corey 2005, p. 454) The author of this paper believes that such an issue may be resolved by ensuring that the needs of the family unit in addition to the needs of the individual be given specific and separate examination. The therapist must thoroughly discuss these needs with the clients and attempt to meet these needs without jeopardizing the wishes of either party. Corey suggests that there may be several risks involved in participating in a dual relationship. These risks may be minimized by setting healthy boundaries early in the process, consulting with fellow professionals, working under supervision and self-monitoring. (Corey 2005, p. 48) References Corey, Gerald. (2005). Theory and Practice of Counseling and Psychotherapy. Seventh Edition. Thomson Learning Incorporated. United States of America. Gilbert, Richard. (n.d.) The workplace, the chaplain, the grief. Illness, Crisis and Loss. Johnson, Alex. (2005) Outsourced spiritual teams: a thriving new industry. Read More