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In recent years, Screening and Brief Intervention (SBI) has become increasingly available to older adults who engage in at-risk drinking behaviors. The results of SBI…
In recent years, Screening and Brief Intervention (SBI) has become increasingly available to older adults who engage in at-risk drinking behaviors. The results of SBI training sessions that targeted hospital-based healthcare providers, as well as mental health service providers in community-based clinics, are reported. The paper aims to discuss these issues.
In total, 93 participants attended SBI active learning training sessions. The responses of physicians/physicians in training about their intentions to apply the information in professional practice and their willingness to recommend the training to others in their profession were compared to practitioners in other professions.
Although there were no differences in terms of commitment to apply the information or level of comfort using the techniques, physicians/physicians in training were less interested in promoting the SBI training among their colleagues.
The results are limited with respect to the number of training participants engaged and the geography entailed, yet implications for addressing barriers to widespread implementation and training challenges are explored.
Although it may be more difficult to promote SBI training in locations that do not primarily provide mental health services, hospitals, and other primary care settings are precisely where training may be most useful.
The importance of training approaches to SBI that are disseminated within the context of a public health model of clinical preventive services is highlighted.
Original research is presented to highlight the need to improve training receptivity and facilitate the translation into practice.
Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to…
Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to designate the role of spiritual leadership in fostering more humane and inclusive workplaces.
The authors review the extant literature on two distinct research streams, inclusion and inclusive leadership, and spiritual leadership, elaborate a mediation model, identify antecedents and outcomes, and articulate a set of propositions reflecting key findings.
The authors advance a conceptual model according to which inclusive practices founded on spiritual values will mediate the positive relationship between spiritual leadership and a climate for inclusion. They argue that calling and membership as components of spiritual wellbeing will reinforce employees’ experience of both uniqueness and belongingness, thus affecting their perceptions of inclusion and inducing multi-level beneficial outcomes.
Spiritual leadership assumes a preeminent role in embracing and valuing diversity: it embodies a potential for positioning inclusive ideals more strategically, in view of enabling employees unfold their genuine selves and experience integration in work settings.
Spiritual leadership helps inclusive goals to be situated in their societal context; inclusion is thus viewed as both an organizational and societal good, embedded in social contexts, and pertinent to corporate vision, mission and philosophy.
The paper examines spiritual leadership as a predictor of climates for inclusion. Drawing on spiritual values, spiritual leaders display a strong potential for inclusion, facilitating diverse employees to experience feelings of both belongingness and uniqueness in work settings that assume high societal relevance.