Cognitive Behavioral Therapy based approaches to mental health nursing Essay

Cognitive Behavioral Therapy based approaches to mental health nursing and their application to depression - Essay Example This paper presents a literature review of the cognitive behavioral therapy based approaches to mental health nursing and their application to depression. The most remarkable finding published thus far on the treatment of depression has been in a major research, conducted by Keller and colleagues (2000), weighing the outcomes of one of the more recent treatments, nefazodone, against a new treatment, the Cognitive Behavioral Analysis System of Psychotherapy (CBASP). The CBASP approach suggests that the mindset of individuals with chronic depression has become retarded or regressed to the most elementary developmental stage. The nature of this mindset makes patient indifferent to forces from the social environment, leading to the belief that they are not able to affect any of the circumstances in their lives. This kind of mindset leads to the submissiveness and vulnerability usual of patients with chronic depression. The technique underlying the therapy is to demonstrate to patients th at their decisions and behavior do in fact have significant effects, so that they will be encouraged to adopt behaviors that will yield positive outcomes. These positive outcomes, which stem mostly from social support, work to bring back motivation and enhance mood. Several techniques are implemented in adopting this approach such as the following (Keller et al., 2000, p. 1465): Provision of consistent feedback from the therapist on the interpersonal effects of the patient’s actions. Teaching patients to discriminate between aversive or abusive past interpersonal situations where they could not affect outcomes and current situations where they can. Teaching patients to evaluate systematically whether their actions are assisting them in achieving desired outcomes. The study of Keller and colleagues (2000) presented credible proof that CBASP is very useful in treating chronic depression. The speed of total remission with the combination of medication and CBASP in the study of K eller and colleagues (2000) was almost double the speed of total remission of patients who received medication and cognitive therapy. It is somewhat likely that CBASP will become the most successful therapy for chronic depression. However, this is not yet definite, since the speed of response to medication was significantly greater than in studies using cognitive therapy. Even though the research subjects used in the study of Kelly and colleagues (2000) seem to have higher levels of chronic depression than those in cognitive therapy studies, it is also probable that they were more responsive to treatment. Relapse preventive outcomes have also been reported applying other newer treatment approaches of cognitive therapy. Galante and colleagues (2013) formulated Mindfulness-Based Cognitive Therapy (MBCT) which incorporates several typical cognitive therapy policies into mindfulness approaches. MBCT is given in a group setting with individuals who have experienced severe depression. Thi s treatment was developed particularly with the purpose of enhancing meta-cognitive consciousness in patients who have recovered from depression and who are highly vulnerable to more episodes. By means of mindfulness exercise, MBCT seeks to build a mental ‘group’ of meta-cognitive consciousness that is broader than the meta-awareness associated only with a damaging

Performance Appraisal and Employee Performance Dissertation

Performance Appraisal and Employee Performance - Dissertation Example 53 List of Figures and Appendices Figure 1: Preference of companies for different performance appraisal measures†¦Ã¢â‚¬ ¦.. 32 Figure 2: Satisfaction levels of employee on different measures†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 32 Figure 3: Factors influencing motivation of employees†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 34 Figure 4: Alternative measures in influencing employee performance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 35 Appendix 1: The Gantt Chart†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.... 46 Appendix 2: Questionnaire†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 47 I. Executive Summary Organizations in the modern times are all the more improving and adopting new measures towards their performances. Performance management has always been an integral part of every organization dealing with the employee performance study and determining ways to improve the employee performances. The current study deals with an understanding of the capability of a performance appraisal system in influencing the employee performance within an organization. The focus of the study has been to understand whether there is a need to incorporate alternative measures within organizations to effectively influence organizational employees. The study has taken both primary and secondary sources as its study materials. While the secondary sources based on the previous researches conducted on the concerned topic, the primary sources were based on the interviews and survey responses conducted on some of the companies in London, the participants being the organizational members and managers. The complete study has clearly reflected the fact that although performa nce appraisal systems are doing well and are quite significant in... From this dissertation it is clear that employees are an organization’s most important assets. Their satisfaction, good performance, positive attitude, creativity, adaptability etc. are very important for the growth of any organization. Human Capital in an organization does not refer simply to the people working for an organization. It can be seen in terms of the total collective worth of the capabilities, skill-sets, prior-experiences, knowledge and motivation present in an organizational workforce. Human capital is of supreme importance in organizations mainly because of the huge cost that is incurred on them and also because of the fact that if properly guided, human capital has the power to take an organization to a much higher level. Going by the huge amount of literature available on this topic, it can be said that the idea of monitoring and guiding the performance of both, an individual and the organization as a whole, is not a new concept. The origin of performance man agement can be traced back to the period of First World War when the assessment used to have the personality of the individual as the criteria of assessment. During the 1960s, the appraisal practice shifted its focus towards the setting of organizational goals and assessing an individual on the basis of performance related competencies and not personality. The late years of 1980 and the whole of 1990 witnessed the organizations undergoing a lot of quick change. During this period, the appraisal system had become the core process of managing the workforce and the organization as a whole.