525 and 610 classmate discussion response 1

250 word responses with 1-2 scholarly references under each classmate response for credit.


1) Courtney Glicken

Re: Topic 2 DQ 1 (Obj. 2.2)

When creating or running a business, employers want to hire people that work hard and produce or create good work. They also know that in order for that to happen, their employees must be satisfied. Not only do they want employee satisfaction, but they in turn want to be satisfied as well. One way to create higher work performance is to offer benefits to the employees. Offering benefits creates work satisfaction, which in turn reduces turnover (Cowan, 2004). Reducing turnover is beneficial to the company, and also to the employee. Companies want loyal employees, and generally, people want job security and employment. Another strength in offering benefits is that it creates a selection of higher quality candidates for employers to choose from (Findlaw, n.d.). One last strength for offering benefits is that it improves morale and helps employees live healthier lives (Findlaw, n.d.). Some of the limitations are legal compliances, it can be too expensive for small businesses, and mistakes in benefits could cause lawsuits (Findlaw, n.d.).

I think in certain cases, businesses and organizations do not have to provide benefits to employees. If it is a small business, or personal business, that cannot afford to provide benefits to their employees, and it is not legally mandated, they have the right to not provide benefits. I think that if they can afford that additional cost, they should. It would help employee satisfaction and employer satisfactoriness. I also believe though, that if the general work environment is toxic, it will not matter if benefits are offered or not.


Cowan, C. (2004). Reasons why employers may or may not provide health insurance benefits. Wyoming Labor Force Trends, 41(9). Wyoming Department of Employment, Research & Planning. Retrieved from http://doe.state.wy.us/lmi/0904/a1.htm

Findlaw (n.d.). Pros and cons: offering employee benefits. Retrieved from http://smallbusiness.findlaw.com/employment-law-an…

2) Tolliver Anderson

Re: Topic 2 DQ 1 (Obj. 2.2)

Many working individuals receive benefits through their employer. Some strengths an employer may have by providing benefits to employees are attracting employees who anticipate establishing a long-term employment relationship (O’Brien, 2003). Employers who offer health insurance can have an increase in productivity by decreasing absenteeism and turnover (O’Brien, 2003). In most instances, workers with benefits are happier and productive than workers without benefits.

There are some limitations an employer may face in providing benefits. For example, a small company will pay more for employee benefits because they do not have the buying power as larger companies (National Conference of State Legislatures, 2019). Employers and employees feel the financial squeeze, fewer can afford to offer, or purchase, health insurance coverage (National Conference of State Legislatures, 2019). Companies that have less than fifty full-time employees are not required to offer benefits such as healthcare (National Conference of State Legislatures, 2019).

When an employee is sick and does not have benefits, they tend to miss more days from work because of not having affordable healthcare. The effect of this is higher employee absenteeism and a decrease in productivity. The company is at a loss because more employees are absent and less work is getting done. Employers may not offer benefits to employees because it is too expensive, not required by law, high turnover, or too much paperwork, to name a few.


National Conference of State Legislatures. (2019). Small and large business health insurance: State and federal roles. Retrieved from http://www.ncsl.org/research/health/small-business…

O’Brien E. (2003). Employers’ benefits from workers’ health insurance. The Milbank quarterly, 81(1), 5–43. doi:10.1111/1468-0009.00037

3) Kelly Stebbins

Re: Topic 2 DQ 2 (Obj. 2.3)

Hello Class,

my results were that I have no automatic preference between dark skin and light skin people. I think that these results can’t be completely accurate because it always depends on the environment someone is in as to how they view other races. For example, anyone regardless of color when they are in a high crime area tends to be hyper sensitive to their surroundings and those areas mostly contain dark skin people. I don’t think it is meant to be a racial thing but people are nervous when going through high crime areas and tend to hold their belongings closer. It also seems like the test was made to be confusing and I wonder if it wasn’t biased all in itself. I do think that two candidates in reality should have an equal chance of getting hired but in reality that doesn’t usually happen. It really depends on what the hiring manager prefers and there is always going to be candidates they prefer over others. A lot of jobs I know I haven’t gotten because I am a woman. It is not something I could ever prove but leaving the interview it was just something I knew. My husband who is a different race from me has experienced it as well. But, not in the military that is the one thing that does not seem to discriminate with people of different races and genders. From what he has told me this is something they have really tried to implement because people from all walks of life join and they all need to feel equal. I think that it is an unfortunate reality that we face as people that everyone has a bias of some kind whether it is racial or otherwise. That always will affect if a person is going to get hired regardless if they are qualified for the job or not. If two people from completely different cultures with the same resume apply for a job the hiring manager is going to pick the one that is the best fit. How do they usually decide that? By how relatable they are typically and that is a bias all in itself because the person that has the most in common with the people that work there will then get selected.


4) Jeanette Limoli

Re: Topic 2 DQ 1 (Obj. 2.2)

As with any profession communication is key to managing situations, problems, and being able to express ourselves. Good communication allows individuals to engage with each other without becoming upset, angered or upset. As a counselor, effective communication is needed to help the process of therapy to implement key items needed to help their clients. This is especially true when a counselor is trying to explain a diagnosis to their client. The client can become apprehensive, argumentative, or angry when they are presented with aspects in their lives that they perceive to be dysfunctional. So, it is extremely important to be patient, understanding, and provide as much of the information assessed to the client in order to help them understand fully.

According, to (Weaver,2011), there are additional components needed to help facilitate the process to the client.

Turn taking

Use of space

Body language

Active listening

Acknowledging cultural differences

Using different ways to communicate (such as: signs, symbols, pictures, objects of reference and technological aids to communication).

The counselor should be ready for the client to ask an array of questions as to how, and why they are being diagnosed with the assessed disorder. However, in treatment there are certain circumstances where presenting an individual with an clinical assessment could be inappropriate. In the case of treating adolescents, the information would be better served if it was presented first to parent, guardian, or adult caregiver without the child. This will allow the adolescent to give the “news” by a person they have a closer relationship with, rather than the clinician.

The American Counseling Association (2014) identifies that there are appropriate times in which a counselor may ethically choose not to share a diagnosis. If sharing the diagnosis with the client would cause harm to them or to others, a counselor may choose not to share the diagnosis. However, this decision must have very solid reasoning behind it as the American Counseling Association (2014) also states that every client has the right to know the outcomes and results of assessment which could mean a diagnosis.

American Counseling Association (2014) 2014 ACA Code of Ethics. [PDF Document]. Retrieved from http://www.counseling.org/resources/aca-code-of-et…

Weaver, D. (2011). Introduction to communication in social care, Nursing & Residential Care, 13(2), 60-64

5) Amanda Vroman

Re: Topic 2 DQ 1 (Obj. 2.2)

I have had to sit down with clients many times to explain a diagnosis to them. I also have had a lot of clients who do not really care what their diagnosis is as well as many clients who are familiar with various diagnosis. During treatment planning, I visit with the client about their assessment, the recommendations of their assessment, and their diagnosis. I explain what the diagnosis is and how many criteria needed to be met to meet that particular diagnosis. I also ask them if they would like to know what criteria were met and what the full criteria symptoms were. Most of the time they say no. Sometimes I have clients say yes. We give clients screening questions for substance use disorders during their assessment that are worded for the client to understand easily and I bring out that paper and go over the 11 questions with them.

There are times in which relating a diagnosis to a client may cause them harm or be inappropriate (American Counseling Association [ACA], 2014, Section E.5.d). Medical diagnosis for minor should always be reviewed with the parent or guardian first. Also clients who do have the capacity to understand the diagnosis should be reviewed with their caregiver. Sometimes a client may not want to hear the diagnosis and if this is the case then I would not disclose it to them until they were ready. This would likely be related to some fear and shame over seeking help and the possible diagnosis so the client would need to work through those emotions prior to being given the diagnosis.


American Counseling Association. (2014). ACA Code of Ethics. Retrieved from http://www.counseling.org/docs/ethics/2014-aca-cod…

6) Sara Sanchez

Re: Topic 2 DQ 2 (Obj. 2.2)

Making a proper diagnosis is imperative for psychological treatment. The ACA Code of Ethics (2014) explains that a competent counselor take special care to provide a proper diagnosis of mental disorders. For this reason, a proper diagnosis can have many benefits to the client, the counselor, and other healthcare professionals. Some of these benefits include:

  1. It provides an agreed-upon language for characterizing a client’s behavior, thoughts, feelings, and other aspects of distress, impairment, or risk.
  2. It helps enhance agreement and improve the sharing of information among clinicians about the “client picture they are observing”.
  3. Provides a starting point for moving on to the next steps of case conceptualization and treatment planning.
  4. Provides a foundation for determining what the primary focus of counseling should be.
  5. It helps to see what the treatment goals might be in the form of reducing or eliminating specific symptoms that are part of the diagnostic criteria set.
  6. It can help sort out the need for physiological interventions such as medical treatment; counseling interventions such individual or group interventions; and social interventions such as environmental adaptations in the community, school, or family.
  7. It provides research findings about predisposing factors, complications, and associ-ated medical conditions when they are known (Schwitzer and Rubin, 2015, p. 35).

Nevertheless, along with the benefits of diagnosis, reservations have been raised against diagnosis. Such reservations include:

  1. Potential diagnosis bias
  2. Stigma and labeling
  3. People see the diagnosis and not the person
  4. May mislead understanding of cause
  5. Medications with aversive effects may be prescribed

The DSM-V cross-cutting symptom measures helps address co-occurring symptoms across mental disorders. Clarke and Kuhl (2014) explains, “the items on the DSM-V CC Symptom measures do not relate to any specific disorder and as such are not intended to be diagnostic or to serve as screening measures for any disorder. Instead, the measures were developed to be used as adjunct tools to give clinicians quantitative ratings that characterize patients in a way that is simple, useful, and clinically meaningful” (para. 5)


Schwitzer, A., & Rubin, L. (2015). Diagnosis & Treatment Planning Skills A Popular Culture Casebook Approach[Second edition].

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