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October 28, 2025

Career & Mental Health

Explore the intersections between career counseling and mental health counseling. The goal is to articulate why career development is not just a “vocational issue,” but also a central component of emotional well-being, identity, and life satisfaction. In your assignment, you must answer the following:

Explain why career counseling is an essential component of mental health counseling.
Provide at least two examples of how career issues can manifest as or exacerbate mental health concerns (e.g., anxiety, depression, low self-esteem).
Integrate at least one theory (e.g., Super’s Life-Span Life-Space, Holland’s Theory, Cognitive Information Processing) to support your explanation.
Conclude with how you plan to incorporate career counseling into your future practice, regardless of your primary clinical setting.

You must include at least 3 resources, one of which can be your textbook, but does not have to be. You also must write in in APA format (times new roman font, 12 inch font, double spaced, 1 inch margins, title page, references page). 3-4 pages written in list format will not be accepted. This assignment must be written in narrative format.Career & Mental Health

• Why is career counseling an essential component of mental health counseling?,
• How can career issues manifest as or exacerbate mental health concerns?,
• What are at least two examples of career issues affecting mental health?,
• What theory supports the connection between career development and well-being?,
• How will you incorporate career counseling into future practice?

Career Counseling and Mental Health Counseling: An Integrated Perspective

Career counseling is a vital component of mental health counseling because an individual’s career is closely tied to identity, self-worth, and life satisfaction. Work affects financial security, social connection, purpose, and daily functioning. When a person struggles with career uncertainty or workplace dissatisfaction, emotional well-being is significantly impacted. Mental health counselors must therefore address career-related concerns as part of the whole person, recognizing that career development is not simply vocational guidance but a core factor shaping psychological health.

Career issues can directly contribute to mental health symptoms. For example, unemployment or job insecurity often leads to anxiety, financial stress, and diminished self-esteem. Likewise, working in a role that does not align with personal strengths or values can produce depression, burnout, and a sense of identity conflict. Students and emerging professionals commonly experience pressure to choose a “correct” career path, leading to fear of failure and chronic stress. These examples illustrate how career challenges are interwoven with emotional functioning and require therapeutic attention.

Super’s Life-Span, Life-Space Theory provides a valuable framework for understanding this connection. Super emphasizes that career development unfolds across life stages and is influenced by self-concept, roles, and life circumstances (Super, 1990). When developmental tasks such as career exploration or role transitions are disrupted, psychological distress may surface. His model reinforces the need for counselors to support clients’ evolving identities in both work and personal life domains.

As a future practitioner, I intend to incorporate career counseling regardless of my clinical setting by routinely assessing clients’ work satisfaction, career goals, strengths, and environmental barriers. I will utilize evidence-based career assessments, provide guidance on occupational decision-making, and collaborate with clients on realistic career action plans. Integrating career and mental health services allows for more holistic care and better outcomes, supporting clients in achieving both emotional well-being and meaningful life direction.

References

Lent, R. W., & Brown, S. D. (2019). Social cognitive career theory at 25: Progress in studying the domain satisfaction and career self-management models. Journal of Career Assessment, 27(4), 563–578.

Super, D. E. (1990). A life-span, life-space approach to career development. In D. Brown & L. Brooks (Eds.), Career choice and development (2nd ed., pp. 197–261). Jossey-Bass.

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

If you would like, I can also provide:
✅ APA-formatted title page

October 28, 2025

Pharmacy-Provided Care

By Academic Wizard Blog

Pharmacy-Provided Care

I choose the emergence of pharmacy-provided health care

Choose an economic issue in health care that is driving change in the industry. For example, pandemic responses, staffing shortages, drug prices, the emergence of pharmacy-provided health care, the aging population, chronic disease, et cetera. Choose an issue of interest to you. An upcoming assignment will require you to delve deeper into the subject.

Provide a one-page description of the economic issue and how or why it is driving change in health care.

Week 3 Activity – Principles in Health CareWeek 3 Activity – Principles in Health CareCriteriaRatingsPtsDescribe an economic issue and how or why it is driving change in healthcare. Describe an example.50 to >45 ptsExemplaryDescribed an economic issue and how or why it is driving change in healthcare. Described an example.45 to >40 ptsCompetentDescribed an economic issue and how or why it is driving change in healthcare. Provided no example.40 to >35 ptsNeeds ImprovementDescribed an economic issue but failed to provide a compelling reason of how or why it is driving change in healthcare.35 to >0 ptsUnacceptableDid not describe an economic issue and how or why it is driving change in healthcare./ 50 pts

• Choose an economic issue in health care that is driving change in the industry,
• Provide a one-page description of the economic issue,
• Explain how the economic issue is driving change in health care,
• Describe an example,
• Demonstrate why the change is significant

Comprehensive Response (One Page)

One major economic issue driving significant change in the U.S. health care industry is the emergence and rapid expansion of pharmacy-provided health care services. Increasing health care costs, provider shortages, and rising patient demand for accessible care have pushed pharmacies to evolve beyond medication dispensing into direct clinical care. Pharmacist-provided services such as vaccinations, chronic disease management, medication therapy management, and point-of-care testing have become cost-effective strategies to improve access—especially in underserved and rural areas.

Economically, pharmacy-based care reduces the burden on primary care physicians and emergency departments. Because pharmacists already maintain strong medication expertise and are readily available without appointments, they are filling critical gaps in care delivery. The shortage of physicians—estimated to reach up to 124,000 by 2034—has created an urgent need for alternative health care access points. Pharmacies provide extended hours, greater distribution across neighborhoods, and lower overhead costs compared to physician offices, driving insurer and policy support for reimbursing pharmacy-based clinical services.

A key example of this shift emerged during the COVID-19 pandemic. Retail pharmacies such as CVS, Walgreens, and local independent pharmacies became primary vaccination and testing centers. This role demonstrated that pharmacies could deliver large-scale public health interventions efficiently and cost-effectively. As a result, many states expanded pharmacist scope of practice, enabling them to prescribe for minor illnesses, manage chronic conditions, and bill insurance plans for clinical services.

This economic transformation is reshaping the health care landscape. Pharmacies are becoming integrated community health hubs, supporting preventive care and reducing long-term medical costs by improving disease management and early detection. As economic pressures continue—including high hospital costs and aging population demands—pharmacy-provided care will remain essential in creating a more accessible, cost-efficient, and sustainable health system.

References

American Association of Medical Colleges. (2021). The complexities of physician supply and demand.
Berenbrok, L. A., et al. (2022). Pharmacy-based vaccination and public health outcomes. Journal of the American Pharmacists Association.
Hogue, M. D. (2021). Pharmacy’s role in COVID-19 pande

October 28, 2025

Assessing & Interviewing Methods

By Academic Wizard Blog

Assessing & Interviewing Methods

It has been proposed that students be assessed with work simulations similar to those used in managerial assessment centers. Assessments are then made on a student’s competencies in decision making, leadership, oral communication, planning and organizing, written communication, and self-objectivity. What other methods can be used to assess student competencies in these areas?

Training Modalities

Do you prefer to receive training in face-to-face format, as e-learning, or as mobile learning (e-learning completed using a mobile device, such as a smartphone or tablet), or in some other format? Why?

Assessing & Interviewing Methods

Types of Interviews

Contrast an unstructured interview with a situational or behavioral interview. Share examples of types of interviews you’ve had. What interview type are you most comfortable with, and why? What interview type are you least comfortable with, and why? How can you increase your comfort level with that type of interview?

What other methods can be used to assess student competencies in these areas?,
Do you prefer to receive training in face-to-face format as e-learning or as mobile learning (e-learning completed using a mobile device such as a smartphone or tablet) or in some other format? Why?,
Contrast an unstructured interview with a situational or behavioral interview. Share examples of types of interviews you’ve had., What interview type are you most comfortable with, and why? What interview type are you least comfortable with and why? How can you increase your comfort level with that type of interview?

✅ Comprehensive Responses

1️⃣ What other methods can be used to assess student competencies in these areas?
Beyond work simulations, student competencies can also be assessed using performance-based tasks such as case studies, group projects, presentations, and leadership role play activities. Capstone projects and internships allow students to demonstrate decision-making, planning, and organizational skills in real-world settings. Peer and self-assessments can help evaluate self-objectivity and collaboration. Written communication can be measured through reports, research papers, and reflective essays, while communication and leadership skills can be observed in class participation and team leadership roles. Portfolios that track learning over time provide a comprehensive view of competency development and growth.

2️⃣ Do you prefer to receive training in face-to-face format, as e-learning, or as mobile learning, or in some other format? Why?
I prefer blended learning—a combination of face-to-face and e-learning—because it offers flexibility while providing the structure and interaction needed for deeper learning. Face-to-face training allows hands-on practice and direct instructor feedback, which is great for skill-building. E-learning and mobile learning, on the other hand, allow learning at my own pace and can be revisited anytime, such as when reinforcement is needed. Blended learning creates the best balance by giving social engagement, accessibility, and convenience, especially in modern environments where technology plays a major role in education and professional development.

3️⃣ Contrast an unstructured interview with a situational or behavioral interview. Share examples of types of interviews you’ve had. What interview type are you most comfortable with, and why? What interview type are you least comfortable with, and why? How can you increase your comfort level with that type of interview?
An unstructured interview feels more like a casual conversation in which the interviewer asks questions spontaneously. They are flexible but can be inconsistent and subjective. In contrast, situational and behavioral interviews follow a structured format where candidates respond to job-related scenarios or explain past behaviors using frameworks such as STAR (Situation, Task, Action, Result). For example, I have had behavioral interviews where I was asked to describe a time I solved a difficult problem, and I have also experienced unstructured interviews that focused on my interests and personality. I am most comfortable with behavioral interviews because I can prepare examples in advance and clearly relate my experience to the job. I am less comfortable with unstructured interviews because they feel unpredictable and make it harder to demonstrate specific skills. To improve comfort, practicing conversational communication, preparing a variety of personal and professional anecdotes, and asking clarifying questions can help support a more confident response in those informal situations.

October 28, 2025

Recruiting & DEI Responses

By Academic Wizard Blog

Recruiting & DEI Responses

The purpose of this chapter is to examine the processes used by organizations to attract, hire, and develop new employees. It starts by examining the goals of recruiting and then discusses some recruiting methods. The next step is the selection process by which organizations decide which of those persons recruited should be offered employment. The chapter ends with a discussion of the methods and models of training those new employees so that they can perform their jobs most effectively.

Deliverable: Write responses to questions in a single paragraph format and include references for each answer.

In what ways are recruiting and hiring coaches similar to and different from recruiting and hiring corporate managers?

If you were a coach, what would be important to you in considering a new coaching position?

AS a job seeker, would you prefer an online interview or an in-person interview? Why?

The preceding advice is directed at the job seeker—what advice might be useful for the person conducting the online interview?

Chapter 8: Diversity, Equity, and Inclusion for a New Workforce

The purpose of this chapter is primarily to explore diversity and DEI in organizations. Issues associated with diversity, equity, and inclusion (DEI) are discussed, along with several other specific groups of employees that require special attention. It begins by exploring the meaning and nature of diversity, and then distinguishes between diversity management and equal employment opportunity. The chapter addresses the challenges of increasing inclusion as well as its benefits. Finally, the chapter turns to concerns over other social issues.

Can you identify examples of ADA accommodations in general and assistive technology in particular at your school or employer?

What are the implications of assistive technology for a large business with global operations?

In what ways are recruiting and hiring coaches similar to and different from recruiting and hiring corporate managers?,
If you were a coach what would be important to you in considering a new coaching position?,
AS a job seeker would you prefer an online interview or an in-person interview? Why?,
The preceding advice is directed at the job seeker—what advice might be useful for the person conducting the online interview?,
Can you identify examples of ADA accommodations in general and assistive technology in particular at your school or employer?,
What are the implications of assistive technology for a large business with global operations?

October 28, 2025

Ethical Appraisal Issues

By Academic Wizard Blog

Ethical Appraisal Issues

I. OBJECTIVES:

1. To make you aware that many performance appraisal decisions involve ethical issues.

1. To familiarize you with some of the many ethical performance appraisal issues.

1. To familiarize you with various criteria that can be used to determine if an action is ethical.

1. To make you aware of some of the reasons why a manager may be tempted to act unethically when evaluating subordinates.

DISCUSSION

Much has been written regarding ethical issues that relate to selling, advertising, stock trading, accounting fraud, and executive compensation. However, little attention has been given to ethical issues related to performance appraisal. In many work organizations, managers are told to conduct annual performance appraisals with employees and are asked to be accurate in their appraisals. The importance of being ethical is not addressed. This exercise asks students to examine 10 different appraisal situations to determine if they pose any ethical issues . Each student group needs to determine: 1) Is the manager in the case acting in an ethical manner? 2) Would their group act in the same manner as did the manager?

In discussing this exercise, it may be helpful to point out that there are two approaches to appraisal in practice. One of these, the rational perspective, suggests that the goal of performance appraisal should be accuracy. Each manager must evaluate employees objectively because these appraisals need to be used to make a wide range of administrative decisions (e.g., promotions, transfers, raises, bonuses, layoffs, selection, and training). They also need to be used to develop and motivate employees. Accuracy serves as a foundation for accomplishing these tasks. On the other hand, the second perspective-the political approach-suggests that the purpose of performance appraisal may be its utility in accomplishing either the manager’s or the organization’s goals. For example, the manager may want to encourage an employee who is struggling by giving her/him a higher than deserved evaluation. Likewise, a manager may want to punish an employee for being argumentative by giving him/her a lower than deserved evaluation. Thus, under this philosophy, appraisal is a means to an end and accuracy is not the primarily or only goal. The scenarios that follow all relate to the issue of whether these political goals are ethical and appropriate.

Debriefing the Exercise

Review and answer each scenario. After completing the two questions posed for each scenario, justify your answers based on selecting and answering one or two of the questions in (a-g).

1. Does the action involve intentional deception?

1. Does the action purposely benefit one party at the expense of another?

1. Is the action fair and just to all concerned?

1. Would you or the manager feel comfortable if the action was made public, or must it remain a secret?

1. Would you need to justify the action by telling yourself that you can get away with it or that you won’t need to live with the decision consequences?

1. Would you recommend the action to others?

1. Will the action build goodwill and better relationships?

SCENARIO

1. A supervisor has an employee who is an outspoken homosexual. The supervisor does not like homosexuals. As a result, the supervisor purposefully rates her lower than deserved on her performance appraisal form.