Stage psychologie clinique
Stage psychologie clinique
Dilation of the aortic wall exposed to the risk of cracking or breaking, fortunately exceptional. Surgery avoids many complications, but it is not without risk. Back on the conditions of its formation, its symptoms, treatments and the best means of prevention.
Natural medicines they have their place in addition to the treatment of abdominal aortic aneurysm?
And if peace men based on language? Apostle of nonviolent communication or NVC, Marshall Rosenberg explains that to be heard, we must first learn to express their true needs.
Stephanie Torre
Forty years after the United States developed the process of Nonviolent Communication, Marshall Rosenberg has finally published in France. In Words are windows or they are walls (Syros), this doctor of clinical psychology, a former student of Carl Rogers, describes the principles of ‘peaceful resolution of conflicts’ that he teaches in thirty countries.
His theory:’The judgments we make on others are the tragic expression of our unmet needs. ‘By taking the time to listen and formulate our interlocutor may identify the message and reply in turn.
Education Director of the Center for Nonviolent Communication, in Sherman, Texas, anime, worldwide, many seminars open to the public and private organizations.
Psychology: What is Nonviolent Communication?
Marshall Rosenberg: This process allows everyone to get in touch with his inner needs to communicate better, giving free rein to his natural benevolence. His goal: to transform potential conflicts into peaceful dialogues and defuse disputes. His tool: the language of the heart.
How to speak this ‘language of the heart’? Marshall Rosenberg: There are four simple but essential to follow. First, observe what actually happens in a given situation: what, in the words or actions of my contact, contributes to my well (badly)-be?Then, I express what I feel in the presence of these facts: I am sad, happy, anxious, angry? Can I specify the requirements to these feelings origined.
Thus, the mother of a teenager could she express these three points, telling his son: ‘When you leave your clothes in the living room instead of taking them [observation], I’m in a bad mood [expression] because I ‘ I need more order in the parts we agree with [the requirement outlined]. ‘
Last component: an application specific and concrete. ‘Could you, please, take your things and put them in your room. ‘By using these four points and helping the other to do likewise, we establish a communication flow that naturally flows into benevolence. And this, as well as a couple or with children at work. Each year we train police officers, teachers, nurses. But as activists for peace in regions affected by war as leRwanda, Ireland, Israel or Paslestine.
An example? Marshall Rosenberg:One day, I presented my method to one hundred and seventy Muslims gathered in a Palestinian refugee camp in Bethlehem. A rumor went through the assistance began to insult me: ‘They say you’re an American, so a child killer,’ said my interpreter. I knew that the refugees wanted the United States that supplied weapons to Israel. I spoke to him who came to treat me a murderer: ‘You’re angry because you want that my country uses its resources differently? You would like us to help you improve your living conditions? ‘Exactly,’ he retorted.
Your children go to school? Do they have playgrounds? Because mine, when he plays it down the drain! ‘My partner has expressed his pain for twenty minutes. Seeking to identify feelings and needs implicit in each of his statements, I am contented to receive his words.Not as attacks but as the gift of a similar looking to share his bitterness and sense of vulnerability. He felt understood, respected, listened and was able to listen, in turn, explain the reasons for my visit: the benefits of NVC.
Why this approach? Marshall Rosenberg: I asked very early on human nature. Child, I lived in Detroit, Michigan. Racism was very bright. At school, my last name got me insults and blows. Later, convinced that the very nature of man leads him to give and receive in a spirit of kindness, I asked two questions: why do we cut ourselves off from our natural goodness to the point of aggressive behavior? How, conversely, some people manage to stay in touch with her, even in the worst situations?
I searched for answers in religious texts. Then I studied clinical psychology at the university.But I was soon disappointed to hear my colleagues speak only in terms of ‘pathology’ seemed retrograde réducteur.Après my Ph.D., I decided to start my own investigated. this time, I met Professor Carl Rogers and his work was invaluable to me. ‘To overcome the suffering, he said, it is necessary to have an empathic listening and authenticity.’ The role of the use that is made of words has always struck me. Our relationship to language, by our education, driving most of us to label others and to demand rather than aware of our feelings, our desires and our responsibilities. So I encouraged people to overcome this communication alienating for them to learn to express their true desires to hear the application behind the message expressed and try to answer them.
That face a quiet person? Marshall Rosenberg:I received a patient who had not opened his mouth for a long time. I started to tell him how I felt: ‘I am tense because I would like to establish communication with you and I do not know how to do it. ‘Without reply, I talked about me for three quarters of an hour. The next day is always the same suffering expressed through silence. And I did my best to link him talking about my impotence.
On the fifth day, finally, it provided: his face away from me, she put sonpoing close to my face. I opened his clenched fingers, one by one. They maintained a paper on which was inscribed: ‘Please help me to say what’s inside.’
Like Gandhi and Martin Luther King, do you speak fluently the language of nonviolence, as Marshall Rosenberg also called the ‘language of the heart,’ guarantor of serenity and respect? To find out, here are four exercises for the four components of NVC.
Observe without jugerCochez phrases that you believe to be free trial:
Observation-1 ‘Too’ is an opinion. Not to judge, one might say, ‘Today, Sylvia spent twelve hours at the office. ‘- 2’ Generous ‘is evaluated. To avoid this, one might say: ‘For twenty years, Arnaud give a tenth of his salary to charity. – 3 This is indeed an observation without evaluation.
Articulate their feelings
Tick the sentences where you think the feelings are named: -1 I feel that you love me not.-2 I get scared when you say cela.-3 I feel misunderstood (e).
Tick the sentences where you think the speaker takes responsibility for her feelings: 1 – Sometimes people do the little thoughts that I’m unhappy-blessent.2 (e) when you’re late .3 – I’m sorry (e) when you say that because I need respect and I hear your words as an insult.Identification of needs1-To clarify the needs that are really at the root of his feelings, that person should have said: ‘Sometimes when people make me thoughts, I feel hurt (e) because I want to be appreciated (e). ‘2 – to truly express himself, he should have said:’ I am upset that you arrive late, because I hoped to spend the evening with you. ‘3 – Here, the person assumes full responsibility for his feelings.
The psychology of work and organizational psychology is interested in research on how to improve those responsible for: people adapt to the proposed work by selecting motivated and to the post, ensuring that jobs are attractive to people by creating a work environment that boosts morale and productivity, evaluate results and create incentives for performance, fostering teamwork and success of the group.
There is also a current work in clinical psychology, taught by example, CNAM, which seeks to understand and explain the psychic processes involved in the activity, with the goal of a collective professional help to find the resources to overcome difficulties of work if possible by changing the work to adapt to man (and not vice versa).
History
To understand what the psychology of work, you must first put the discipline into the fields to which it belongs. Work psychology is a discipline of experimental psychology, itself being a discipline of psychology ‘general’. Work psychology is an emerging discipline, under that name she has only twenty years. But the beginnings of this discipline are to be found in the period from the late nineteenth and early twentieth centuries, including the famous Taylor, first to consider the study of work with a scientific vision. There was talk of ‘industrial psychology’. The design of human rights at work during this period believed that the worker was simply attracted by money and did not work, for example, Taylor writes that the worker was a ‘sheep’ …
Later, in 1930, appeared a new movement that believed that human behavior at work depended on group dynamics, the power of human relationships with, among other Mayo and his experience of the Western Electric Company . It was initially thought that the performance of the workers was not enough because their working conditions were not adequate. Then he tried to change the lighting of the workplace, then the temperature … and for each change increased performance. After some research, he realized that these experiences had led the workers to form themselves into social groups, especially with production standards that dictated a high yield. We became interested when the relationship between people in their workplace to increase their work performance, and to their needs (Maslow) of development, safety, physiological needs, …
Then there was the period of contingency theory, during which we sought to adapt the individual to the machine and vice versa.This new conception of the human being at work was in part a consequence of the protest movements of sixty-eight. This is the era of ‘senior executives models of success, which will shade the working conditions of workers always difficult.
Finally, the crisis of the 80 imposed fear of dismissal with the pursuit of lower costs of payroll by businesses to cope with the crisis. Therefore, all shots are allowed in the company not to be part of those being laid off, competition between colleagues is developing, as companies once again become prosperous, especially for shareholders who require a lot of pressure on businesses . The eighties saw the development of stress management and lean production is the era of participatory management, management by project, management by objective. In this context, the psychology of work seeks to develop solutions to find compromises between what organizations want the one hand, and well-being of workers on the other.
The psychology of work today
The psychology of work currently focuses on issues of recruitment (evaluation, selection, …), integration of performance of conditions at work, working (standards, conflicts …), personnel management (motivation , involvement, attitudes, management …), but also integration and vocational rehabilitation, training, guidance …
There are many things which interest the psychology of work, but it also uses the knowledge developed by other specialties, such as ergonomics, social psychology, cognitive psychology, psychopathology, the system, psychoanalysis, Occupational Medicine …
A major issue in occupational psychology – the psychology in general – is now twisting the neck to stereotypes and preconceived maintained by many disciplines who offer assumptions as truths without scientific validation. Finally, work psychology is a discipline taught at university, and gives rise to the protected title of psychologists. The title is obtained while holding a BA in Psychology and a Master’s, Professional or Research.One can find psychologists working in university research laboratories, in Cluster Employment in teams dedicated to vocational guidance, in vocational training bodies, bodies in the integration or re-employability, in recruitment firms in the consulting firms in human resources, redeployment, outplacement services, or in human resources of some companies.
To become a psychologist (labor) must obtain a degree in psychology and a Master of Psychology decorated with a compulsory internship of 500 hours in a professional environment, validated university before a jury. This condition is a national condition which applies to all French courses.
History
To understand what the psychology of work, you must first put the discipline into the fields to which it belongs. Work psychology is a discipline of experimental psychology, itself being a discipline of psychology ‘general’.Work psychology is an emerging discipline, under that name she has only twenty years. But the beginnings of this discipline are to be found in the period from the late nineteenth and early twentieth centuries, including the famous Taylor, first to consider the study of work with a scientific vision. There was talk of ‘industrial psychology’. The design of human rights at work during this period believed that the worker was simply attracted by money and did not work, for example, Taylor writes that the worker was a ‘sheep’ …
Later, in 1930, appeared a new movement that believed that human behavior at work depended on group dynamics, the power of human relationships with, among other Mayo and his experience of the Western Electric Company . It was initially thought that the performance of the workers was not enough because their working conditions were not adequate. Then he tried to change the lighting of the workplace, then the temperature …and for each change in the yield increased. After some research, he realized that these experiences had led the workers to form themselves into social groups, especially with production standards that dictated a high yield. We became interested when the relationship between people in their workplace to increase their work performance, and to their needs (Maslow) of development, safety, physiological needs, …
Then there was the period of contingency theory, during which we sought to adapt the individual to the machine and vice versa. This new conception of the human being at work was in part a consequence of the protest movements of sixty-eight. This is the era of ‘senior executives models of success, which will shade the working conditions of workers always difficult.
Finally, the crisis of the 80 imposed fear of dismissal with the pursuit of lower costs of payroll by businesses to cope with the crisis.Therefore, all shots are allowed in the company not to be part of those being laid off, competition between colleagues is developing, as companies once again become prosperous, especially for shareholders who require a lot of pressure on businesses . The eighties saw the development of stress management and lean production is the era of participatory management, management by project, management by objective. In this context, the psychology of work seeks to develop solutions to find compromises between what organizations want the one hand, and well-being of workers on the other.
Natural medicines they have their place in addition to the treatment of abdominal aortic aneurysm?
And if peace men based on language? Apostle of nonviolent communication or NVC, Marshall Rosenberg explains that to be heard, we must first learn to express their true needs.
Stephanie Torre
Forty years after the United States developed the process of Nonviolent Communication, Marshall Rosenberg has finally published in France. In Words are windows or they are walls (Syros), this doctor of clinical psychology, a former student of Carl Rogers, describes the principles of ‘peaceful resolution of conflicts’ that he teaches in thirty countries.
His theory: ‘The judgments we make on others are the tragic expression of our unmet needs. ‘By taking the time to listen and formulate our interlocutor may identify the message and reply in turn.
Education Director of the Center for Nonviolent Communication, in Sherman, Texas, anime, worldwide, many seminars open to the public and private organizations.
Psychology: What is Nonviolent Communication?
Marshall Rosenberg: This process allows everyone to get in touch with his inner needs to communicate better, giving free rein to his natural benevolence. His goal:transform potential conflicts into peaceful dialogues and defuse disputes. His tool: the language of the heart.
How to speak this ‘language of the heart’? Marshall Rosenberg: There are four simple but essential to follow. First, observe what actually happens in a given situation: what, in the words or actions of my contact, contributes to my well (badly)-be? Then, I express what I feel in the presence of these facts: I am sad, happy, anxious, angry? Can I specify the requirements to these feelings origined.
Thus, the mother of a teenager could she express these three points, telling his son: ‘When you leave your clothes in the living room instead of taking them [observation], I’m in a bad mood [expression] because I ‘ I need more order in the parts we agree with [the requirement outlined]. ‘
Last component: an application specific and concrete. ‘Could you, please, take your things and put them in your room.’By using these four points and helping the other to do likewise, we establish a communication flow that naturally flows into benevolence. And this, as well as a couple or with children at work. Each year we train police officers, teachers, nurses. But as activists for peace in regions affected by war as leRwanda, Ireland, Israel or Paslestine.
An example? Marshall Rosenberg: One day, I presented my method to one hundred and seventy Muslims gathered in a Palestinian refugee camp in Bethlehem. A rumor went through the assistance began to insult me: ‘They say you’re an American, so a child killer,’ said my interpreter. I knew that the refugees wanted the United States that supplied weapons to Israel. I spoke to him who came to treat me a murderer: ‘You’re angry because you want that my country uses its resources differently? You would like us to help you improve your living conditions?’Exactly,’ he retorted.
Your children go to school? Do they have playgrounds? Because mine, when he plays it down the drain! ‘My partner has expressed his pain for twenty minutes. Seeking to identify feelings and needs implicit in each of his statements, I am contented to receive his words. Not as attacks but as the gift of a similar looking to share his bitterness and sense of vulnerability. He felt understood, respected, listened and was able to listen, in turn, explain the reasons for my visit: the benefits of NVC.
Why this approach? Marshall Rosenberg: I asked very early on human nature. Child, I lived in Detroit, Michigan. Racism was very bright. At school, my last name got me insults and blows. Later, convinced that the very nature of man leads him to give and receive in a spirit of kindness, I asked two questions:why do we cut ourselves off from our natural goodness to the point of aggressive behavior? How, conversely, some people manage to stay in touch with her, even in the worst situations?
I searched for answers in religious texts. Then I studied clinical psychology at the university. But I was soon disappointed to hear my colleagues speak only in terms of ‘pathology’ seemed retrograde réducteur.Après my Ph.D., I decided to start my own investigated. this time, I met Professor Carl Rogers and his work was invaluable to me. ‘To overcome the suffering, he said, it is necessary to have an empathic listening and authenticity.’ The role of the use that is made of words has always struck me. Our relationship to language, by our education, driving most of us to label others and to demand rather than aware of our feelings, our desires and our responsibilities.So I encouraged people to overcome this communication alienating for them to learn to express their true desires to hear the application behind the message expressed and try to answer them.
That face a quiet person? Marshall Rosenberg: I received a patient who had not opened his mouth for a long time. I started to tell him how I felt: ‘I am tense because I would like to establish communication with you and I do not know how to do it. ‘Without reply, I talked about me for three quarters of an hour. The next day is always the same suffering expressed through silence. And I did my best to link him talking about my impotence.
On the fifth day, finally, it provided: his face away from me, she put sonpoing close to my face. I opened his clenched fingers, one by one. They maintained a paper on which was inscribed: ‘Please help me to say what’s inside.’
Like Gandhi and Martin Luther King, do you speak fluently the language of nonviolence, as Marshall Rosenberg also called the ‘language of the heart,’ guarantor of serenity and respect? To find out, here are four exercises for the four components of NVC.
Observe without jugerCochez phrases that you believe to be free trial:
Observation-1 ‘Too’ is an opinion. Not to judge, one might say, ‘Today, Sylvia spent twelve hours at the office. ‘- 2’ Generous ‘is evaluated. To avoid this, one might say: ‘For twenty years, Arnaud give a tenth of his salary to charity. – 3 This is indeed an observation without evaluation.
Articulate their feelings
Tick the sentences where you think the feelings are named: -1 I feel that you love me not.-2 I get scared when you say cela.-3 I feel misunderstood (e).
Expression
Identify needs
Tick the sentences where you think the speaker takes responsibility for her feelings: 1 – Sometimes people do the little thoughts that I’m unhappy-blessent.2 (e) when you’re late .3 – I’m sorry (e) when you say that because I need respect and I hear your words like a insulte.Identification-Set of needs1 really needs that are the source of his feelings, This person should have said: ‘Sometimes when people make me thoughts, I feel hurt (e) because I want to be appreciated (e). ‘2 – to truly express himself, he should have said:’ I am upset that you arrive late, because I hoped to spend the evening with you. ‘3 – Here, the person assumes full responsibility for his feelings.
Learn to make a request
Tick the sentences where you think concrete action is required:
The psychology of work and organizational psychology is interested in research on how to improve those responsible for: people adapt to the proposed work by selecting motivated and to the post, ensuring that jobs are attractive to people by creating a work environment that boosts morale and productivity, evaluate results and create incentives for performance, fostering teamwork and success of the group.
There is also a current work in clinical psychology, taught by example, CNAM, which seeks to understand and explain the psychic processes involved in the activity, with the goal of a collective professional help to find the resources to overcome difficulties of work if possible by changing the work to adapt to man (and not vice versa).
Bibliography
BRUCHON-SCHWEITZER Marilou Ferrieux, Dominique, 1991, ‘The evaluation methods used to recruit staff in France,’ The Educational and Vocational Guidance, Vol. 20, No. 1, pp. 71-88.