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Capella University Working Stage and Therapeutic Factors Responses

Capella University Working Stage and Therapeutic Factors Responses

Capella University Working Stage and Therapeutic Factors Responses


  • Response Guidelines

Respond to below post. Analyze the post and respond with a gentle, yet critical, assessment about the accuracy of their description of the working stage versus the transition stage.

Cassandra Cuci

Working Stage and Therapeutic Factors

The working stage is when the clients start to make a commitment to the group and begin to work through his or her problems (Corey, Corey, & Haynes, 2014). Once the problem is brought to light the counselor and members of the group will start to look deeper into the problem and creating a deeper connection to one another. Some individuals do not meet the same levels at the same time as others, which can cause concerns for some members (Corey, Corey, & Haynes, 2014). It will be important for the counselor and co-counselor to keep everyone feeling included and let them know it is okay with him or her working at his or her own pace. Helping members to learn about him or herself and experiencing aha moments will be important for growth. The difference between the working stage and the transition stage is the members and the comfortability of opening up to the issues that brought him or her to the group (Corey, Corey, & Haynes, 2014).

Corey, G., Corey, M. S., & Haynes, R. (2014). Groups in action: Evolution and challenges (2nd ed.) [Access code]. Belmont, CA: Brooks/Cole.

  • Response Guidelines

Respond to both post egarding their assessments of the issues facing military personnel returning to civilian life and issues experienced by their families. Explain where your assessment was similar and different from theirs. Provide constructive feedback on their proposed strategies.

hannon Flanagan

Unit 6 Discussion 1

Military men/women and their families have unique challenges when coming back into the workplace after active duty. There are a variety of different concerns one can face such as physical or psychological injury and trauma, previous toxic exposure, health conditions, culture shock, and early retirement. It is estimated a total of 620,000 veterans face PTSD or depression issues from the wars in Iraq and Afghanistan. This contributes to the problem of underemployment as well as unemployment for the veteran population, (Rausch, 2014)

These are only some of the issues Veterans may face when returning from duty. They also experience rising housing costs with an economic downturn. Delays in benefits for veterans has also resulted in a major homelessness issue. Veterans may also face lack of education, inability to continue training, and unsuccessful readjustment into society. This increases one’s perception of barriers such as career choices and abilities. (Rausch, 2014) The military attempts to offer their own services involving financial planning, resume writing, interviewing skills, job counseling, and placement services for jobs, as well as military and veterans benefits. The problem is many veterans seem to not be reaching out to these services, and are not getting the help that they may need to reenter the workforce. (Rausch, 2014)

Families may also be affected by military partners reentering the workforce. Many veterans do not know how to come back into society, and they take this pressure off on their families. Many can be distant, or aggressive to people that they love. Some do not understand this lack of adjustment and may cause tense relationships. Children may feel conflicted about their parents and why they have left for so long, only to come back home to act so different. Veteran families also feel financial stress due to an inability to successfully transition into a new career, as well as rising housing costs and lack of resources for veterans.

The government has their own list of resources that they suggest veterans use in order to help themselves and their career needs. They first suggest to “Do your Homework” The Department of Defense and Military Service branches offer a range of programs that may help including the Spouse Education and Career Opportunities. This support system includes career coaches who can help with career exploration, education/training/licensure requirements, employment readiness, career connections, and more to help one begin a new career journey. These programs can be found through Military and Family Support Center. The Spouse Ambassador Network helps spouses reach their career goals by providing mentorship programs and advocacy. Veterans are also encouraged to look for volunteer opportunities that can help them find their dream jobs through connections and additional training. (Anonymous. 2017)

Anonymous. (2017). Exploring a new career? Start here. The Exceptional Parent (Online), 47(10), 62.

Rausch, M. A. (2014). Contextual career counseling for transitioning military veterans. Journal of Employment Counseling, 51(2), 89–96.

Jenea Frederick

Military Personnel Returning to Workforce

The United States has deployed at least 2 million soldiers to Iraq and Afghanistan since 2001 (Raushch, 2014). The effect of the traumatic effects of war on the men, woman, and children is the increase of PTSD, major depression, and substance abuse (Ghosh, 2015). Although there is an increase in the mental disorder these soldiers do not seek help because of limited care, negative attitude towards help, and belief it would stigmatize them in career selection (Ghosh, 2015).

Due to the GI Bill many veterans are applying for post-secondary degree ,but they are not ready for the environment of university living and to find that that the university culture does not address some of their needs (Ghost, 2015). These veterans suffer culture shock of readjusting to their civilian life. The military has their own set of language, rules, and values (Raushch, 2014). The new culture is of coping skills is denial and emotional attachment to deal with combat issues and collectivist approach (Raushch,2014).

When a veteran returns home they dependent on their experience and role in the military they will take their problems with them. Veterans might begin to use substance and become aggressive in their relationships (Raushch, 2014). When working with this population, counselors should address in stigma of seeking help, understand client’s position within the military, help with any irrational thinking, and help determine any problems client have looking into careers (Raushch, 2014). Counselors can advocate by bringing awareness to different aspects of the career selection that the veteran identify and educate counselor on.


Ghosh, A., & Fouad, N. A. (2015). Career transitions of student veterans. Journal of Career Assessment, 24(1), 99–111.

Rausch, M. A. (2014). Contextual career counseling for transitioning military veterans. Journal of Employment Counseling, 51(2), 89–96.

  • Response Guidelines

Respond to both post regarding their understanding of this population and their proposed strategies for addressing bias and assumptions.

Diana Jackson

Unit 6 discussion 2 Biases and Assumptions

According to my reading of various articles the information that I obtain states that one of the issues that the LGBT clients may encounter in a career setting is not disclosing their sexual orientation because of the stigma that is attached to it. Many LGBT that seek career counseling may hide their identity in the workplace to prevent from feeling unwanted. The identity struggle is a huge issue. The LGBT experience the stress of hiding their identity which may cause them to lose advancement opportunities. Hiding their identity may also affect their health, and happiness. The LGBT clients are hiding their identity by wearing a mask preventing them for victims of violence, homophobia, and discrimination.

According to Zunker one strategy a career counselor can take provide effective coping techniques for different types of oppression, and become familiar with local support networks. Zunker wrote suggested that counselors should prepare for counseling sexual minority clients by building an extensive body of resources including specific information on organizations and companies that support LGBT employees.

As counselor we have to search within ourselves to determine if working with this diverse group LGBT will go against our beliefs and values. Written in the AMHCA Code of Ethics mental health counselors have a responsibility to educate themselves about their own biases toward those of different race, creeds, identities, orientations, cultures, and physical and mental abilities; and then to seek consultation, supervision and or counseling in order to prevent those biases interfering with counseling process.


Pena, K. M. (2018) LGBT Discrimination in the Workplace: What Will the Future Hold? The Florida Bar Journal/ January 2018 (1) pages 35-39

AMHCA Code of Ethics 2015

Zunker, V. G. (2016) Career Counseling a Holistic Approach 9th Edition Cengage Learning

Shannon Flanagan

Unit 6 Discussion 2

While there has been a significant change in the work world involving LGBTQ rights, there is evidence that there is still a fair amount of discrimination against these individuals which could affect their work as well as their personal lives. (Lloren,Parini. 2017)The World Vaules Survey indicates that between the years 1993 and 2006 the people who did not agree with same sex marriage dropped rom 59% to 34%. There has since been increasing support for same sex marriage (Lloren,Parini. 2017).

Studies show that most LGBTQ workers do not disclose their sexual identity to their world or their coworkers. Discrimination against these employees may include stereotyping, gender discrimination, sexual harrassement, and others. This leads to a lack of confidence in these workers, multiple role conflicts, and difficulty networking for work. Due to multiple barriers, lebsians and bisexual women are the most affected by this type of work discrimination. (Lloren,Parini. 2017)

Career counselors do not only help LGBTQ clients with career decision making but they also help as advocates and allies, providing resources when discrimination is encountered both in and out of the work worldplace (Zunker, 2016) A list of websites that can include local organizations as well as nondiscrimation policies may help these clients. Other resources include gay employee groups and gay professional organizations (Zunker, 2016)

Counselors can help their clients by encouraging them to evaluate their own work environment and the possible consequences of coming out, as well as their ability to handle the pressure they may receive due to discrimination that will occur in the worlk place. While Gay affirmative politices are great, they do not completely stop the discrimination and harrassement that occurs in the working world. In some cases, LGBTQ clients have lost their jobs due to coming out in the workplace (Zunker, 2016). Lesbian women who have an ethnic minority status should be viewwed as a tripple minority. These clients have additional needs that are unique due to their identification (Zunker, 2016).

Lloren, A., & Parini, L. (2017). How LGBT-supportive workplace policies shape the experience of lesbian, gay men, and bisexual employees. Sexuality Research & Social Policy, 14(3), 289–299.

Zunker, V. G. (2016). Career counseling: A holistic approach (9th ed.). Boston, MA: Cengage.

  • Response Guidelines

Respond to the below post. Carefully review one of the presentations your peer chose. Capture any additional information from that presentation that appears to support or conflict with the chapter reading. What additional information would you like on this topic?

Kamille Mitchell

Unit 6 Discussion 1

Unit 6 Discussion 1

Piaget’s theory states intellectual development are adaptations through activities. That we create the ways our knowledge is organized and ultimately, how we think (Cavanaugh and Fields, 2019.) He believed that the development of intelligence stems from the emergence of increasingly complex cognitive structures (Cavanaugh and Fields, 2019).

Crystallized intelligence is based on knowledge that has one has acquired through education and life experiences within a culture (Cavanaugh and Fields, 2019). Knowledge, comprehension, and judgment are all referred to as crystallized intelligence. Fluid intelligence is the ability to make one a flexible and adaptive thinker and allow one to make inferences to enable an understanding of relations among concepts (Cavanaugh and Fields, 2019). Creativity and wisdom is defined as adults having the ability to produce work that is novel, high in demand, and task appropriate (Cavanaugh and Fields, 2019). Wisdom is explained as people who know about life, how to conduct life, how to interpret life events, and what life means (Cavanaugh and Fields, 2019).


Cavanaugh., J and Blanchard-Fields, F. (2019). Adult Development and Aging 8th ed.

Cengage Learning, Inc. Boston, MA. Pgs. 185-214.


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