PSY570 SNHU Discussion 4 Professional Etiquette In Child Development

Choose one of the four areas of psychology of most interest to you (CHILD DEVELOPMENT) and answer the following questions as they relate to your chosen field:
What is professional etiquette? What results in a breakdown of etiquette between or among professionals?
Explain”risky individuals” and some of the best tools for dealing with adifficult associate in a risky situation. How does the inability to dealeffectively in high-risk situations lead to the creation of an ethicaldilemma?
To complete this assignment, review the Discussion Rubric document (attached).
Please also reply with one-two paragraphs to the following two discussion posts regarding this same topic:
STUDENT ONE:
Thearea of psychology that is most interesting to me is child development.Specifically, I am interested in working with children withdevelopmental and behavioral disabilities. It is very common forchildren with disabilities to have “teams” of professionals working withand for them. Members of the team can include treatment plancoordinators, educational plan coordinators, occupational therapists,speech therapists, clinicians, and behavioral health professionals.Professional etiquette is this area involves maintaining clientconfidentiality, not overstepping your role on the child’s team, andcommunicating changes in a timely matter to other member’s of thechild’s treatment team.
If professional etiquette is not observedseveral things can happen, but ultimately the client or child will notreceive adequate or appropriate services. An example of this would be abreakdown in communication between an occupational therapist and atreatment plan coordinator. The coordinator may include or leave out agoal on the child’s treatment plan based on their opinion of theclient’s progress, but the OT may have a more accurate perspective ofhow the child is doing.
Another example of how a client’streatment can be impacted by lack of professional etiquette is if aprovider attempts to provide services outside of their area of expertiseor practice. An example of this would be a BHP attempting to provideclinical therapy services to a client. The BHP’s lack of training couldultimately have a negative impact on client care.
A “riskyindividual” in this scenario would be any member of the client’s teamwho tends to attempt to provide services outside of their expertise. Theteam member’s inability to effectively preform their duties (and onlytheir duties) in a crisis situation, like a behavioral crisis, couldhave a huge negative impact on client progress. An example of this mightbe a speech therapist attempting to help a client transition to theirparent’s car at the end of the day. The therapist will most likely nothave the same restraint training that the client’s BHP would have, andwould be ill-equipped to deal with a behavioral crisis like bolting. Ifthe client did bolt, the ethical concern arises: should the speechtherapist restrain the client even though they are not certified, orshould they allow the client to run into the parking lot, potentiallyinto danger?
The largest “tool” fordealing with risky individuals would be to have clear rules relating toteam member’s duties. It may be helpful to have team members signagreements stating both their expectations and limitations wheninteracting with the client. Another effective tool for riskyindividuals may be to correct behavior that lacks professional etiquettein the moment, or with a personal improvement plan.
STUDENT TWO:
Althoughmy main interest is in industrial psychology, it is not one of the fourmain areas of psychology. Before being interest in industrial psych, Iwas always interested in cognitive psychology and how we solvedproblems, processed our thoughts and our creative thinking. Theseconcepts of cognitive psychology can be easily applied to industrialpsychology and how cognition can influence the workplace. HR is one ofthe positions an industrial psychologist could hold within theworkplace. They can use the concepts of human cognition is how theytrain their employees to increase job satisfaction. Professionaletiquette would entail maintaining employees confidentiality aboutclaims they have filed, upholding HIPPA laws, and providing employeeswith proper training. If proper etiquette is not upheld, employees willnot trust that their claims are not being kept confidential and theirworkplace productivity and satisfaction will suffer.
Riskyindividuals who do not uphold professional etiquette provide trainingin which they are not an expert in or careless with employees’confidential information. To deal with this, the director of HR needs tobe extremely clear about how to handle employee information and whatprotocol is when that information is shared with the wrong people. Theyshould also be clear about who within the HR department provides withtraining to employees based on thei