COUN 512 Gladding Chapter 5-8| QUESTIONS WITH VERIFIED ANSWERS 100% SOLVED|
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Emotional ambivalence Often there are feelings of loss, sadness, pain, and separation.
Frequently these feelings are mixed with those of hope, joy, anticipation, and accomplishment.
Almost always, there are issues involving "unfinished business," transference, and
countertransference.
Boundaries Are physical and psychological parameters under which a group operates such
as beginning and ending on time or sitting in a certain configuration such as a circle.
Closing occurs in two levels in groups: a) at the end of each session
b) at the end of a certain number of group sessions
Regardless of theory, closing entails 4 steps: 1. Orientation
2. Summarization
3. Discussion of goals
4. Follow-up
Farewell-party syndrome Group members emphasize only the positive aspects of what has
occurred in the group instead of what they have learned. This type of focus tends to avoid the
pain of closure.
Recycling In which the individual can go through a similar group experience again and learn
lessons missed the first time.
Premature termination Sometimes individuals quit a group abruptly or the group experience
ends suddenly because of actions by the leader. May result in difficulties for the participants.
,Steps to soften or alleviate a premature ending 1. Inform the group asap about their
departure
2. Discuss thoroughly the ramifications of such a move with the member and the group in a
safe, protected atmosphere
3. Members should be helped to realize what they have gained from the group and positive
steps to take.
Written reactions Frequently used at the end of group sessions. It is an aid to promoting
reflection because of the time and structure group members have to devote to it. Furthermore
it can demystify the group process, encourage deeper participation, validate members' feelings
about group experiences, and increase cohesiveness among members of the group.
Rating sheet Another way of closing a group and obtaining an accurate picture of how the
group assessed the session. The leader distributes a _______ to members to fill out including:
involvement, risk taking, goals, emotional involvement, feedback, and productivity.
Capping Easing out of emotional interaction and into cognitive reflection.
Important capping skills for groups to employ are: 1. Reviewing and summarizing the group
experience
2. Assessing members' growth, change (or achievement)
3. Finishing business
4. Applying change to everyday life (implementing decisions)
5. Providing feedback
6. Handling good-byes
7. Planning for continued problem resolution
, Reviewing and summarizing the group experience First way to ask members to cap the
group. This procedure involves having members recall and share special moments they
remember from the group.
Assessing members' growth and change The emphasis is on individuals' memories of
themselves at the beginning of the group and now. The idea is to have members share
significant gains with themselves and others.
Unfinished business Is basically "when someone hurts another, or is hurt by someone, and
fails to resolve the problems with the relevant person." May develop in groups because of their
fast pace and lack of time to process all of the material that arose.
Rehearsal Can be done in the group setting with members showing others how they plan to
act in particular situations.
Providing Feedback Is crucial to the closure of a group and is an integrating experience. It
provides an opportunity for leaders and members to reinforce each other for the progress they
have made as well as to deal with their thoughts and feelings about making meaningful
changes.
Saying good-bye Expressing farewells allows the group to wrap up, at least on an
effective/cognitive level. Members are encouraged to own their feelings and express their
thoughts at this time, especially in regard to what others in the group have meant to them.
Pat on the back Members draw the outline of their hand on a piece of white paper that is
then taped on their back. Other members write closing comments on the hand outline or the
paper itself that are positive and constructive about the person.
Projecting the future Group member are asked to imagine the changes they would like to
make in the short and long term. This planning process is more concrete and may involve the
LATEST UPDATE GUARANTEED PASS
Emotional ambivalence Often there are feelings of loss, sadness, pain, and separation.
Frequently these feelings are mixed with those of hope, joy, anticipation, and accomplishment.
Almost always, there are issues involving "unfinished business," transference, and
countertransference.
Boundaries Are physical and psychological parameters under which a group operates such
as beginning and ending on time or sitting in a certain configuration such as a circle.
Closing occurs in two levels in groups: a) at the end of each session
b) at the end of a certain number of group sessions
Regardless of theory, closing entails 4 steps: 1. Orientation
2. Summarization
3. Discussion of goals
4. Follow-up
Farewell-party syndrome Group members emphasize only the positive aspects of what has
occurred in the group instead of what they have learned. This type of focus tends to avoid the
pain of closure.
Recycling In which the individual can go through a similar group experience again and learn
lessons missed the first time.
Premature termination Sometimes individuals quit a group abruptly or the group experience
ends suddenly because of actions by the leader. May result in difficulties for the participants.
,Steps to soften or alleviate a premature ending 1. Inform the group asap about their
departure
2. Discuss thoroughly the ramifications of such a move with the member and the group in a
safe, protected atmosphere
3. Members should be helped to realize what they have gained from the group and positive
steps to take.
Written reactions Frequently used at the end of group sessions. It is an aid to promoting
reflection because of the time and structure group members have to devote to it. Furthermore
it can demystify the group process, encourage deeper participation, validate members' feelings
about group experiences, and increase cohesiveness among members of the group.
Rating sheet Another way of closing a group and obtaining an accurate picture of how the
group assessed the session. The leader distributes a _______ to members to fill out including:
involvement, risk taking, goals, emotional involvement, feedback, and productivity.
Capping Easing out of emotional interaction and into cognitive reflection.
Important capping skills for groups to employ are: 1. Reviewing and summarizing the group
experience
2. Assessing members' growth, change (or achievement)
3. Finishing business
4. Applying change to everyday life (implementing decisions)
5. Providing feedback
6. Handling good-byes
7. Planning for continued problem resolution
, Reviewing and summarizing the group experience First way to ask members to cap the
group. This procedure involves having members recall and share special moments they
remember from the group.
Assessing members' growth and change The emphasis is on individuals' memories of
themselves at the beginning of the group and now. The idea is to have members share
significant gains with themselves and others.
Unfinished business Is basically "when someone hurts another, or is hurt by someone, and
fails to resolve the problems with the relevant person." May develop in groups because of their
fast pace and lack of time to process all of the material that arose.
Rehearsal Can be done in the group setting with members showing others how they plan to
act in particular situations.
Providing Feedback Is crucial to the closure of a group and is an integrating experience. It
provides an opportunity for leaders and members to reinforce each other for the progress they
have made as well as to deal with their thoughts and feelings about making meaningful
changes.
Saying good-bye Expressing farewells allows the group to wrap up, at least on an
effective/cognitive level. Members are encouraged to own their feelings and express their
thoughts at this time, especially in regard to what others in the group have meant to them.
Pat on the back Members draw the outline of their hand on a piece of white paper that is
then taped on their back. Other members write closing comments on the hand outline or the
paper itself that are positive and constructive about the person.
Projecting the future Group member are asked to imagine the changes they would like to
make in the short and long term. This planning process is more concrete and may involve the
