AOD Counselor Job Description - Free Essay Example

Sample details Pages: 3 Words: 798 Downloads: 4 Date added: 2019/02/20 Category Career Essay Level High school Tags: My Dream Job Essay Did you like this example? Addiction was the only hand he ever held, the only eyes he ever looked out of, and because of that, he never truly saw a sunset or felt a breeze on his face. It would have only taken one person to say something that could have changed the course of his life forever. There are various factors that lead me down a path of wanting to become a Substance Abuse Counselor. Don’t waste time! Our writers will create an original "AOD Counselor Job Description" essay for you Create order I felt this career choice was a way to breath new life into people and that other people’s endings won’t end up being apart of a statistics. However, this course is not black and white; it’s training to help patients with their inner demons and trying to ease the road of recovery for them. I cannot divulge that every person’s reason for drug use is because they mentally self destructed and the rest followed. Nonetheless, there had to be a moment that they no longer saw a tomorrow for themselves. Mental Health is the priority of Substance Abuse Counselors. They help people that are struggling both mentally and physically, to defeat their addictions. The route of education for a AOD counselor can be achieved by certification with counseling, gaining clinical practice hours, passing a background check, and undergoing exams for National/State licensing. Evidently, the stipulations are determined by state licensing organizations and governing boards. A two year degree like an Associate’s, is generally what is required to be equipped for positions that are entry-level. As reported by the GetEducated.com website, â€Å"An Associate’s degree in Psychology or in Counseling covers: Theories of Counseling Case Management Family and Group Counseling Multicultural Counseling Psychology â€Å" ( GetEducated.com, 2017). What is required for a AOD counselor is a minimal of 2 years of both case management and experience, computer skills like microsoft word, and knowledge of Cognitive Behavioral Therapy. Some straightforward basic qualifications are licensing or certification, a valid driver’s license and dependable transportation. Its vital to have current certification in CPR and First-Aid, along with receiving a TB shot at the beginning of employment. According to Indeed.com, â€Å" Being bilingual,having flexible hours, experience in inpatient/outpatient settings, and knowledge of program planning/ development† is not mandatory but it is sought after by employers (Indeed.com, 2018). In other states, there is education that is considered mandatory like a Bachelor’s or an online Master’s degree for the soul purpose that it provides the AOD counselor with more years under their belt. This allows the AOD counselor to be adequately prepared to assess the patient for methods of treatment. Location as far as states go, does play a huge part in how much is required of an education verses what is preferred in order to have greater job opportunities. It is advised by GetEducated.com to distinguish between what work environment for counselling you want to be in, such as clinical or rehabilitation. For an example, â€Å"Those who want to work in medical and healthcare-specific environments should consider a concentration in clinical counseling. Those who wish to work in social work environments should consider rehabilitation counseling concentrations† (GetEducated.com, 2017). On a typical day, the tasks of a AOD counselor include up-keep on clientele files, assessing and writing reports, and working as team with other professionals to determine an appropriate treatment. Treatment for drug abuse is not the only counseling provided, but also focuses on the overall mental health for the patient and their loved ones. In counseling sessions, critical thinking is demonstrated by the counselors to help with the depression and strain caused by addictions. The mission for AOD counselors is to able to ease the road to recovery for patients by helping them return to a normal setting like find employment or support groups. Often, what leads a patient into relapse is the lack of knowledge of addiction, recognizing behavioral conditions, and what actions to take. The nature of an AOD counselor is all about communicating with those whose lives has been touched by addiction. It is unfortunate that the only time that mental health comes into accountability is when a person is hitting rock bottom. It is irrevocable that we all have the same doubts, emotions and the same destiny in the end, so why is so hard to imagine the person next to us is just as human with their own set of demons. I believe an AOD counselor takes this into consideration, even though not all treatments work the same on every person; it still is a human self destructing. Just some people make it a little more apparent. There are various accommodations or environments for those in need depending on the patient’s situation. From private establishments, state/local facilities, halfway houses, detox centers, to facilities for the juvenile.

The Impact of Social Media on Language - 1239 Words

I have chosen this topic to write about because of several reasons, I am a teenager who does occasionally use social media and utilize things like acronyms and emoticons. The next reason why I would like to write this is because, I personally have had people look down on me because of this and I have a personal interest in this subject as well. The reason why I have chosen this is because it is easy to say that social media has had a negative effect on language; therefore, I would like to create an essay that provides both sides of the argument as well as the evidence that the claims are based on. Before going any further, we must understand what is meant by social media. The definition of social media is websites or applications that are†¦show more content†¦On the other hand, some others believe that since writing has become more concise, it has affected the way younger people speak in our everyday lives and speech [17], and as stated before, can cause the languages expres sive power to be lost. Along with language becoming more concise and the literacy levels of younger people possibly decreasing, students and teenagers have now become accustomed to typing and writing very quickly [21]. This is due to how social media has caused a rise in the need of fast information [22] and therefore young people do not check or proof read their posts or work [23] as thoroughly as it would have been done before, resulting in a higher risk of grammatical errors [24]. While this is generally forgiven on social media websites, it poses a higher threat in schoolwork. If this issue of writing too quickly is transferred to school life, then there will be serious throwbacks, such as higher amounts of spelling mistakes in school work which, overtime, may even result in a decreased overall grade for students which can be avoided if the work is proof read before submitting it. On the other hand, is a change in language use really that bad? The way we use punctuation in writing now has become more like the way we speak in our daily lives [7]. In fact, not all of the ‘skills’ being used nowadays by young people have been created by them. Many people believe that teenagers have created acronyms for their own purposes. However, acronyms have been inShow MoreRelatedSocial Networks Or Virtual Communities?1181 Words   |  5 PagesSocial Networks or Virtual Communities? Unlike film, social media is built on interaction. So, how can we describe the digital environment in relation to multiculturalism? 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Governance of Organizational Change Management

Question: Discuss about the Governance of Organizational Change Management. Answer: Introduction: Based on the model presented by Greiner the company is facing foremost a leadership crisis. Although the business at WMC can be called a family run business as the leaders of the company belong to the same family however, the tactics each of the leaders has adopted in order to cope with the crisis has resulted in intensifying the crisis to a great extent. This is evidently observed from the time Hana replaced Sofea as the leader of the organization. From this point onwards the company started to face a crisis in its leadership. The crisis is still prevailing in the system as both the present leaders Mira and Ryan are adopting measures and approaches which are being greatly criticized by those in the management (Cameron and Green, 2004). It is further observed that with the participation of Mira and Ryan in the business as the new leaders, the management is facing an Autonomy crisis. Based on Greiners theory this can be apparently observed in the methods and approaches the two of them are bringing in the organization. The approaches are evidently based on the expertise of the Mira and Ryan rather than the conceivability and capability of the management and the other employees of the firm. This is further leading to control crisis and red tape crisis explained by Greiner as crisis which affects the growth and development of company adversely. The controls crisis is certainly making it complex for the employees to understand the leadership type in the business and red tape crisis is certainly making it difficult for the company to rely on the finance reports. Comparing this analysis of the Greiner model with that of the Malhotra and Hinings, it can be taken into consideration that the change in leadership in WMC has not been well accustomed with the nature of the business which was prevalent in WMC since it commenced its venture, this is evident from the degradation that the company witnessed since the Hana came into leadership (Carroll, 2002). The nature of the business was mass production however, during the course of the Hanas leadership it was witnessed that the companys reputation in the said business association started to degrade. This was primarily due to the incapability of Hana to conceive the alterations in the market, which was compelling the business to alter its type in order to cope with the situation in a better manner. However, Hanas incapability in comprehending this aspect and carrying on the same old business area led to the degradation that WMC faced during her reign. In addition, it can also be taken into the context that Ryan and Mira were facing difficulty in managing the business as a consequence of the same old business convention prevalent in the business approach. In their theory Malhotra and Hinings have clearly stated that with the due passage of time business need to change their characteristics in ordr to cope with the changing situations in a better way (Cook, Macaulay and Coldicott, 2004). It is through dynamism that business would be able to find the desired growth and success in the modern business world. The deep structure model presented by Gersick indicated that every organization bases its functioning upon five structures namely: the power distribution, structure, strategy, culture, and control systems. These are the five structures which consists the deep structure theory and according to Gersick are responsible for affecting the organizations functions, growth and development to a great extent. This can be further established out of a thorough analysis on the problem statement on the issues faced by WMC in their management and leadership. An analysis on each of the structures and their typical impact on the organization have been discussed in this context: Power distribution: there is a whole lot of indistinctness in the power distribution system of WMC. In the course of the problem statement it is observed that the sole power of the organization rested upon its leader or owner in this case. However, in final sentences of the problem statement it was observed that the management was dissatisfied with the approaches that the owners of the business introduced in order to cope with the current state of affairs. Therefore, it is uncertain which of the figures are actually controlling the state of affairs in the organization (Cushman and King, 2005). At a certain point it seemed that there was a bureaucratic power system in the company and then during the conclusion it was observed that there was indeed a power distribution but the power distribution did not mention any sort of constraints and limitations on the concerned authoritative figures. Thus can be said that there is an uneven power distribution system in WMC. Structure: the companys structure is pretty well laid out. Being a typical mass production company the company has pretty decent structure i.e. there is the leaders or owners of the business who decide upon the essential matters of the business i.e. the kind and type of business approach the company is going to follow. Along with it there is the management who pretty much manages the activities in the organization i.e. maintaining the production, supply, and distribution chain, managing the employees and the finances etc. Overall the structure of the organization is in order (DiBella, 2007). Strategy: the company is going through a change in their business strategy at the moment and therefore, the outcome is yet to be observed out of the newly adopted strategy. However, based on the previous records it can be assumed that the strategies that the company chose in the past were not very effective. Culture: the culture of the company is a healthy one as with the many years through which the company has conducted its business it has been observed that the employee satisfaction level has been very high, which indicates that the organization has indeed a very healthy work culture prevailing within it (Downs, Durant and Eastman, 2002). Control systems: similar to the power distribution the control systems are a bit ambiguous at WMC. However, as per the context mentioning that Ryan and Mira were making decisive changes in the company it can be assumed that company has an autocratic control system where the owners call the shots or make the ultimate decisions. Based on the theory presented by Dailey and Browning it can be said that the narratives and storytelling in the organizations have a great effect in transforming the work culture. It is through the telling and retelling stories having positive impact upon the cognitive faculties of the employees that an organization is able to transform the attitudes, behaviors, and belief systems of the employees. This can be observed in the case of Sofeas time as the leader of the organization (Fitzgerald and Eijnatten, 2002). It was observed during her time as the leader of the organization that the by means of presenting narratives and storytelling the management was able to transform the work culture and the attitudes of the employees to state where their performances enhanced a great deal. Furthermore, it was also observed that the employees efforts as a consequence to the great stories altered the work culture from a mediocre one to gaining a formidable reputation in the concerned business mar ket. It was further through story telling the organization was able to achieve: Control: the company was at a very commanding state during Sofeas reign. This was obviously the positive effect of the storytelling method which resulted in providing upper hand to the management and the owner to be in control of the state of affairs. Integration: it can be presumed that through narrative methods the company was able to develop a belief among the employees which showed a great deal of significance on their parts. This was the prime target of the company and the approach increased the employee satisfaction level through this to a great extent (Green, 2007). Stability: It was through the aid of this method that the company attained stability in its businesss state of affairs. This is apparently observed when the leadership switched and the practice was abandoned (Veldsman, 2014). Based on the study the agents of collaborative modes of intervention can be presumed to be the Authoritative model and Facilitative model based approaches. This has been discussed in the problem statement of the company that the company was undergoing a transformation under the new leadership of Mira and Ryan and the aspects that were observed in the approaches they introduced to the business can be taken into the context of the two i.e. Authoritative and Facilitative modes of intervention in the organizational operations. This is purely based on the alterations that the two leaders suggested (Hoffmann and Wangue, 2014). Analyzing their suggestions and the method they used in the implementation of the ideas these two agents of the collaborative intervention can be spotted. This is largely due to the reason that the organization was looking forward to implement the alterations as per the guidelines prescribed by the leaders. The leaders Ryan and Mira were willing to demonstrate a prac tice approach in order to provide an insight to the management authorities on the ways the methods would work in real life. This was clearly a demonstration of Authoritative method of collaborative intervention. In addition to that the new leaders of the organization were all set to relate to the management and the concerned employees regarding the alterations. This is evident as the approaches that the two leaders were implementing were totally unfamiliar to the management and therefore further required the aid of cathartic and supportive approaches consisting the facilitative method in order to make the new approaches fully functional (kinci, 2014). Therefore, it can be apparently assumed that the two methods i.e. the authoritative and facilitative methods were going to be the new agents of the change that was going to take place in the WMC organizational structure and operations in the future prospect of WMC. Relating to the Organizational typology in the process of change in the organization as stated by Hayes, it can be said that the ongoing change in the overall organizational structure of WMC was typically a Transformational Versus Incremental Change. This is due to the reason that the particular typology refers to alterations which directly affects the organizational structure of an organization. This is what the organization WMC is witnessing at the present moment. The change in leadership ushered the Transformational Versus Incremental Changes effect within the organization (Letavec, 2014). The two leaders Mira and Ryan were fully aware of the conventional process that the organization had been implementing over its business course over the years and over the years the conventional system had proved its inefficacy in providing the desired growth, development, and success to the organization had become evident. Therefore, in the context it has been explicitly mentioned that the organization was looking forward to alter several approaches including the business approach itself. The business approach was being transformed from a typical mass production system to a designer cloth making business process oriented towards capturing i nternational markets. This evidently demonstrates the fact that the company was leaning towards Transformational Versus Incremental Change, which can be further observed as Ryan was focused on altering organization structure as well (Special issue on Management accounting change in Japan, 2010). The alteration suggested that the conventional structure should ripped apart and a new model of designing and manufacturing should implemented which would be similar to that of the big international clothing brands like Benetton, Walmart etc This kind of alterations are defined as Transformational Versus Incremental Change in the theory that was presented by Hayes and effectively emphasizes that such a massive change in an organization can be categorized under Transformational Versus Incremental Change (Steele, 2010). References Alban, B. (2007). Organizational Transitions: Managing Complex Change.Academy of Management Executive, 1(2), pp.150-151. Blokdijk, G. (2008).Change management 100 success secrets. [Brisbane, Australia]: [Emereo]. Cameron, E. and Green, M. (2004).Making sense of change management. London: Kogan Page. Carroll, C. (2002).Journal of organizational change management. Bradford, England: Emerald Group Pub. Cook, S., Macaulay, S. and Coldicott, H. (2004).Change management excellence. London: Kogan Page. Cushman, D. and King, S. (2005).Communicating organizational change. Albany: State University of New York Press. DiBella, A. (2007). Implementing Organizational Change: Theory and Practice/Strategic Organizational Change: Building Change Capabilities in Your Organization.Academy of Management Perspectives, 21(2), pp.85-86. Downs, A., Durant, R. and Eastman, K. (2002).Journal of organizational change management. Bradford, England: Emerald Group Pub. Fitzgerald, L. and Eijnatten, F. (2002).Journal of organizational change management. Bradford, England: Emerald Group Pub. Green, M. (2007).Change management masterclass. London: Kogan Page. Hoffmann, S. and Wangue, M. (2014). Governance of Organizational Change Management.Change Management: An International Journal, 13(4), pp.13-22. kinci, S. (2014). Organizational Change: Importance of Leadership Style and Training.MOS, 1(2). Letavec, C. (2014).Strategic benefits realization. Plantation, FL: J. Ross Publishing. Special issue on Management accounting change in Japan. (2010).J Acc Organizational Change, 6(2). Steele, P. (2010). Surviving Organizational Change.Nursing Management (Springhouse), 21(12), p.50. Veldsman, D. (2014). Organizational Transformation.Change Management: An International Journal, 13(2), pp.9-20.