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Counseling
Q:
Groups provide a natural laboratory that demonstrate to people that they are not alone and that there is hope for creating a different life.
Q:
In general, studies give evidence that group therapy is far less effective than individual therapy in bringing about change.
Q:
Two group leaders who are co-facilitating a group must attend to
A.their own individual development.
B.their development as a co-leading team.
C.the development of the group they are facilitating.
D.all of the above
E.a and c only
Q:
Which of the following has been cited in the literature as a potential disadvantage to the co-leadership model?
A.Relationship difficulties between the leaders
B.Competition between the leaders
C.Ineffective communication
D.Overdependence on the co-leader
E.All of the above
Q:
Which of the following is not considered a group leadership skill?
A.Helping members create trust
B.Linking members' work
C.Slowing down the pace of disclosure and risk taking
D.Preparing members for closure
E.None of the above
Q:
Leading a group is _____ than working on an individual basis with clients.
A.far less complex
B.somewhat less complex
C.somewhat more complex
D.far more complex
Q:
Assisting a group member in turning insight into action is most likely to occur in which stage?
A.working stage
B.transition stage
C.initial stage
D.final stage
E.pre-group stage
Q:
At which stage of a group are the group activities of terminating, summarizing, learning to cope with relapse, and designing action plans most evident?
A.working stage
B.transition stage
C.initial stage
D.final stage
E.pre-group stage
Q:
Cohesion and productivity are most closely associated with the
A.working stage.
B.transition stage.
C.pre-group stage.
D.initial stage.
E.final stage.
Q:
In actual practice
A.the transition stage and the working stage merge with each other.
B.individual differences among members exist at all of the stages of a group.
C.themes of trust, conflict, and reluctance to participate may reemerge in the working stage.
D.all of the above.
E.a and b only.
Q:
Teaching participants some general guidelines of group functioning, teaching members basic interpersonal skills, and assisting members to express their fears and expectations are all group leadership functions during the:
A.working stage.
B.transition stage.
C.initial stage.
D.final stage.
E.pre-group stage.
Q:
Developing ground rules, setting norms, and establishing concrete personal goals are the primary tasks of which stage of a group?
A.initial
B.transition
C.working
D.final
E.pre-group
Q:
Which of the following is not true as it pertains to the stages of a group?
A.The tasks of a group leader are different for each stage.
B.Understanding the typical patterns during the various stages of a group provides a useful perspective for predicting problems and intervening in appropriate ways.
C.The stages in the life of a group flow neatly in a predictable way.
D.Knowledge of critical turning points of a group is essential for a leader.
E.Groups ebb and flow and both members and leaders need to pay attention to the factors that affect the direction a group takes.
Q:
Which stage of a group has the focus of consolidating what members learned in the group?
A.transition
B.final
C.pre-group
D.initial
E.working
Q:
Which stage of a group is most clearly associated with exploring personal issues in some depth and increased group cohesion?
A.transition
B.final
C.initial
D.working
E.pre-group
Q:
Which stage of a group is characterized by dealing with conflict, defensiveness, and resistance?
A.working
B.transition
C.final
D.initial
E.pre-group
Q:
Which of the following statements about structured groups is not true?
A.Structured groups are sometimes referred to as psychoeducational groups.
B.Structured groups are designed to deal with an information deficit in a certain area.
C.A structured group might focus on managing relationships and ending relationships.
D.Structured groups and counseling groups are synonymous terms.
E.None of the above.
Q:
What is the value of group work?
A.Universal human themes can be shared and explored.
B.Groups offer hope to members that a new kind of life is possible.
C.The caring and acceptance within a group can be a powerful healing force.
D.Groups provide the opportunity for learning from the feedback of many others.
E.all of the above
Q:
According to the Coreys, group work is the treatment of choice primarily because
A.the dollars are stretched more.
B.there are inherent values in the group process that lead to self-understanding, healing, and change on the part of the members.
C.clients generally trust a group counselor more than they trust an individual counselor.
D.insurance companies will reimburse clients for group services more often than for individual psychological services.
Q:
The focus of most group work today can be characterized by
A.an unstructured personal growth orientation.
B.long-term group treatment.
C.emphasizing self-actualization and human connections.
D.short-term interventions aimed at remediation of specific problems.
E.intensive self-exploration work that aims at reconstruction of one's past.
Q:
Group therapy fits well into the managed care scene because groups
A.can teach problem-solving strategies and interpersonal skills.
B.are often time limited.
C.can be designed to be brief and cost-effective.
D.can be an antidote to the impersonal culture in which many clients live.
E.all of the above
Q:
The following is true concerning co-leaders in group work:
A.When co-leaders have differences in leadership style, they will not be able to work cooperatively.
B.Co-leaders need to make a commitment to meet regularly before and after each session.
C.A disadvantage of co-leading is that it can facilitate an awareness of countertransference that emerges within the group.
D.A cohesive group will not be affected by incompatible co-leaders.
Q:
Group members give feedback as a means of
A.offering an external view of how the person appears to others.
B.increasing the pace of the group process.
C.providing help when clients are facing difficult struggles.
D.facilitating deeper levels of group interaction.
E.eliciting further discussion.
Q:
Which of the following is least likely to be a structured group?
A.chemical dependency group
B.learning coping skills
C.personal-growth group
D.parenting skills group
E.weight control and body image
Q:
Differences that exist among group members
A.may become catalysts for growth.
B.usually prevent groups from developing into a cohesive unit.
C.should primarily be determined in the screening phase.
D.are inappropriate to point out until the group becomes a working unit.
Q:
An individual can get the most from a group experience by
A.recognizing that trust just happens in a group and with it, a sense of safety and security.
B.being aware of respecting and maintaining the confidentiality of what goes on in group.
C.quickly intervening by comforting others when they are experiencing feelings.
D.giving others advice when they bring up a problem.
Q:
Group work can be seen as a treatment of choice because
A.through feedback of other members and the leader, individuals have a chance to learn about themselves.
B.by sharing feelings with others in the group, members feel less alone.
C.group offers members hope that a new life is possible.
D.the caring and acceptance that develop in a group are a powerful healing force.
E.all of the above
Q:
Productive group members often are able to make instantaneous progress on reaching their goals.
Q:
Being in a group as a part of your program provides an avenue for talking about the feelings, fears, and uncertainties that characterize the developing helper you are becoming.
Q:
The most significant factor in one's ability to change is how effective his or her group facilitators are in creating a cohesive group environment.
Q:
According to Ellis, it is largely our own repetition of early-indoctrinated beliefs, rather than a parent's repetition that keeps dysfunctional thinking alive within us.
Q:
Personalization is the tendency people have to relate external events to themselves, even when there is no basis for making this connection.
Q:
According to the A-B-C theory, events cause dysfunctional thinking, feeling, and behaving.
Q:
Our beliefs largely determine how we interpret events.
Q:
Awareness is both a necessary and sufficient condition for self-change to occur.
Q:
By creating a positive work environment, organizations can enhance worker productivity.
Q:
Using problem-solving methods is an example of an effective approach in coping with stressful situations.
Q:
Self-monitoring is a prerequisite to using other methods of stress management.
Q:
It is very unrealistic to expect helpers to be able to modify stress-inducing behaviors.
Q:
Avoiding or reducing stressors is a realistic and an effective way to cope with stress.
Q:
Aaron Beck contends that people with emotional difficulties tend to commit characteristic "logical errors" that tilt objective reality in the direction of self-deprecation.
Q:
Helpers who have continuous contact with clients who are unappreciative, upset, and depressed often experience stress that leads to burnout.
Q:
The final element of the A-B-C Theory is D, which stands for disputing.
Q:
Professionals who limit their work to one type of activity are particularly susceptible to burnout.
Q:
Generally, burnout is the result of a single cause.
Q:
Burnout is something that tends to happen to helpers suddenly, with very little warning.
Q:
Burnout is the result of prolonged and mismanaged stress.
Q:
The vast majority of helpers can expect to experience chronic burnout after a few years into their work.
Q:
It is rare that a practitioner's professional work affects the quality of his or her personal life.
Q:
In the A-B-C Theory, the A stands for the aggravating event.
Q:
The founder of REBT was Aaron Beck.
Q:
It is unrealistic to think that most helping professionals can manage their stress effectively; therefore, efforts should be made to avoid stressors altogether.
Q:
Agencies often make demands that are unrealistic, especially an insistence that problems be solved quickly.
Q:
The process of working with clients may open helpers up to some of their deepest personal struggles and unfinished business.
Q:
Typically, helpers are good at asking for help for themselves when they need it.
Q:
From an Adlerian perspective, there are five major life tasks that are a basic part of healthy functioning. They are:
A.biological functioning, moral development, spiritual growth, emotional development, and cognitive development.
B.spirituality, self-direction, work and leisure, friendship, and love.
C.early recollections, basic mistakes, the family constellation, birth order, and social interest.
D.psychosexual functioning, social development, behavior, cognition, and emotional maturity.
Q:
Self-care is not a(n)
A.narcissistic luxury
B.human requisite
C.ethical imperative
D.clinical necessity
Q:
To retain your vitality as a person and as a professional, you must first realize that
A.you can easily find another job if the one you have is draining you of energy.
B.all jobs usually lead to burnout, so complaining only makes matters worse.
C.there are limits to your ability to give to others
D.a positive attitude at work will protect you from experiencing any job-related stress.
Q:
According to the text, organizations that offer practitioners _____ will decrease and prevent the risk of organizational burnout.
A.some degree of job autonomy, self-direction, and independence
B.little or no job autonomy, but a great deal of personal autonomy
C.flex time
D.opportunities to travel
Q:
Which of the following actions could an agency take to help its staff members stave off burnout?
A.Provide child care at the job site
B.Create support groups
C.Offer counseling for staff members
D.All of the above
Q:
Compassion fatigue, secondary traumatic stress, vicarious traumatization, and burnout are all
A.fatigue syndromes
B.psychiatric disorders
C.anxiety-related symptoms, but not full-fledged disorders
D.false syndromes
Q:
There has been a great deal of friction among staff members at a local community mental health agency due to policies and procedures that are widely regarded as unfair. At weekly staff meetings, an inordinate amount of time is spent discussing superficial matters, yet no time is allotted to discuss the staff's real concerns. This is referred to as
A.a wise management strategy
B.the A-B-C Theory of agency management
C.a hidden agenda
D.the tip of the iceberg effect
E.both a and b
Q:
One who practices rational emotive behavior therapy would be considered a _____ therapist.
A.psychodynamic
B.cognitive
C.humanistic
D.systems-oriented
Q:
According to rational emotive behavior therapy, the stress suffered by the helping professional would be the result of
A.the interpretation of events, which are seen to be more important than what occurs in reality.
B.the reality of working in a dysfunctional environment.
C.one's emotional state.
D.incompetent supervisors.
E.chaotic environments.
Q:
Gary works in an agency that is short-staffed and is continuously being asked to work an overload schedule. He feels overwhelmed by the job and is exhausted by the time he leaves work. Recently, Gary sought help through a counselor for managing his stress. The first step he needs to take to develop an effective stress-management program is
A.altering stress-inducing behavior patterns.
B.avoiding stressors.
C.self-monitoring.
D.using cognitive approaches to challenge irrational beliefs.
Q:
A way of taking control over the possibility of professional burnout is to
A.look at expectations to determine whether they are realistic.
B.find other sources of meaning besides work.
C.focus on aspects of work that can be changed.
D.rearrange the work schedule to reduce stress.
E.all of the above
Q:
Recognizing the signs toward a path of impairment and striving to lessen the consequences to both the professional and the client involves
A.self-assessment, an openness to change, and an action plan with a commitment to change.
B.being aware of the dangers of burnout, therefore being immune to it.
C.being financially and psychologically compensated for the emotional and physical depletion that results from over-scheduling.
D.taking work-related vacations to couple professional commitments with recreation.
E.cutting out all activities that are not enjoyable.
Q:
According to rational emotive behavior therapy, an irrational belief that could lead to burnout in the helping field would be the idea that
A.it is necessary for a helping professional to be loved or appreciated by every client.
B.the helping professional must be thoroughly competent and successful in his or her job in order to feel worthwhile.
C.it is awful and catastrophic when clients and the workplace do not meet the expectations of the helping professional.
D.there is a right, precise, and perfect solution to human problems and it is catastrophic if that solution is not found.
E.all of the above
Q:
Impaired practitioners
A.have lost the ability to resolve stressful events.
B.contribute to the suffering of the client rather than alleviating it.
C.occur because of burnout and fragmentation.
D.are ethically bound to recognize and deal with their impairment.
E.all of the above
Q:
Most helpers enter their profession with a high degree of
A.stress.
B.idealism.
C.frustration.
D.depersonalization.
E.impaired thinking.
Q:
Steve feels relief when a client cancels. His attendance at staff meetings is irregular and he tends to psychologically withdraw when he is there. His wife and children are also feeling the effects of his work situation since he feels overwhelmed by the demands of family life and has become indifferent to their needs. Steve is suffering from the following type of burnout:
A.physical
B.intellectual
C.emotional
D.interpersonal
Q:
Joe is employed at an organization in which there is poor management and little supervision. He seldom receives positive feedback for his work and is expected to meet unreasonable demands. Joe is a high risk for burnout due to
A.personal stress.
B.organizational stress.
C.individual stress.
D.environmental stress.
E.all of the above
Q:
Individual, or personal sources of stress include
A.the attitudes and characteristics of the helper.
B.the quality of working relationships with colleagues.
C.the physical aspects of the work setting.
D.the reality of having too much work to do in too little time.
E.all of the above
Q:
Definitions of burnout have the common core of
A.physical and mental exhaustion.
B.a negative shift in responses to others characterized by depersonalization, negative attitudes toward clients, decline of idealism, and general irritability.
C.personal feelings of depression, loss of morale, feelings of isolation, reduced productivity, and decreased capacity to cope.
D.all of the above
Q:
The following is true concerning burnout:
A.Burnout is something that simply happens to you suddenly.
B.Professionals that limit themselves to one type of activity are less susceptible to burnout than those who perform a variety of tasks.
C.The chances for burnout are less if the person is younger, impulsive, impatient, and dependent on others for approval and affection.
D.Burnout is the result of severe, prolonged, and mismanaged stress.
Q:
The primary role of clinical supervision is to inform trainees about the best way to serve their clients.
Q:
It is now considered the standard of practice to incorporate clear informed consent material for supervisees, both orally and in writing.
Q:
Numerous studies have found that the quality of the supervisory relationship is a key component in determining outcomes, much as it is for the client"therapist relationship.
Q:
A written supervisory contract typically addresses the number and frequency of supervision sessions, when and how contact will be established, and guidelines for how both supervisor and supervisee should prepare for each session.
Q:
Being assertive with your supervisor essentially means the same thing as being aggressive with him or her.