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Whether clients in need of counselling should seek this of their own volition or at the behest of employer/superior/other is debated. The approaches/attitudes which are possible from the standpoint of both counsellor and counselled can vary in the light of the client′s personality and the organisation′s culture/ideology. The scenario ranges from a self‐referred client in a person‐centred setting to a coerced client in an organisationally‐oriented ideology. The former appears to be the ideal subject for counselling, whilst the latter represents the antithesis of normal counselling. In between can fall many permutations of the balance, which renders the counsellor′s job difficult in trying to achieve an outcome acceptable to both organisation and client.
Providing counselling in the workplace can challenge the ethical principles on which counselling is based. Identifies a series of questions designed to focus attention on aims, outcomes, referrals, confidentiality and resources. Concludes that confronting ethical dilemmas is a continuous responsibility for counsellors. Frequently issues are managed rather than resolved. However, in confronting and managing these issues, the values underpinning organizational life can be challenged and, perhaps, changed.
The purpose of this paper is to discuss the implementation and evaluation of interventions for women firesetters in high secure mental healthcare at the UK’s National…
The purpose of this paper is to discuss the implementation and evaluation of interventions for women firesetters in high secure mental healthcare at the UK’s National Women’s Service.
Two types of Arson treatment programmes for women, one delivered to individuals, the other within a group context, were developed, delivered and evaluated. The evaluation incorporated qualitative and quantitative data, including psychometric measures. Qualitative data were analysed using thematic analysis.
The evaluation evidenced very high engagement with and attendance at treatment programmes, and several post-treatment gains. Participants’ ratings of programmes and qualitative feedback were similarly very positive. The study demonstrated that engaging women firesetters in their treatment is paramount and can be facilitated by consistent boundaries around therapy provision balanced with sensitivity, empathy and flexibility; providing interactive and varied teaching methods; ongoing service user involvement and recognising participants’ achievements; employing a mixed cognitive analytic therapy and cognitive behavioural therapy therapeutic approach; having input from fire service staff; and maintaining organisational support for firesetting interventions.
In all, 12 key recommendations are made for clinicians considering offering treatment programmes for women firesetters.
Amid few published papers on treating women firesetters this paper guides forensic clinicians in establishing and delivering interventions for women firesetters.