L12: Self-Care And Prof Development

Question 0

Peer consultation

Answer 0

• providing peer consultation counts as CPD hrs cannot be counted towards one’s own 10 hrs of peer consultations
• supervising interns does not count as CPD
• critically reflective focus on the psychologists own practice
• within the goals of the overall CPD plan
• with a peer or senior psychologists
• f2f, Skype or telephone
• documented in log book

Question 1

Continuing Prof Dev (CPD)

Answer 1

• Must have learning plan

- 30 hrs per yr: must include 10 hrs of peer consultation

Question 2

Types of CPD

Answer 2

• conducting or attending psych workshops
• writing, assessing, or reading and analysing: peer-reviewed journal articles, scholarly books, research proposals and grants
• producing, reviewing or viewing and analysing: prof videos, audio, Internet resources, scientific posters
• providing peer consultation to psych

Question 3

Active CPD

Answer 3

• rec 10 hrs, not mandatory
• active training through written/oral activities that enhance/test learning: seminars, rp, providing peer consultation, oral presentations
• to maintain endorsement in an improved area of practice: 15 hrs must be within endorsed area of practice, if endorsed in 2 areas 15 hrs for each are required
• CPD activities should be relevant to psychs area of prof practice
• CPD portfolio must contain: a learning plan (incl desired outcomes), how CPD relates to the psychs prof dev, all CPD undertaken
• must complete for registration
• important for competence and preventing burnout

Question 4

Punishments for non-compliance for CPD vary in severity but can include:

Answer 4

• refusal of registration
• registration contingent on completion of CPD activities
• must undergo performance assessment
• must undergo an examination
• discip proceedings instigated

Question 5

Burnouts can lead to an increase:

Answer 5

• dissatisfaction
• tension
• irritability
• boredom
• withdrawal
• cynicism
• fatigue
• aggressive feelings or sexual impulses towards clients
• feelings of failures
• drugs at work or home
• emotional displays
• white-anting at the workplace

Question 6

Burn outs can lead to a decrease in:

Answer 6

• job engagement, satisfaction
• energy, effort, SE
• feelings of effectiveness
• meaningfulness/fulfillment
• pleasure, persistence, pride in work

Question 7

Three dimensions of burnout

Answer 7

exhaustion

• stress: anxiety and worry
• loss of capacity
• processing of emotions
• cognitive capacity: problem solving, memory, working, short-term, attention

cynicism

• increasing callousness
• de personalization
• self-protective mechanism: emotional/cognitive distancing
• an immediate reaction to exhaustion that grows cumulatively

ineffectiveness

• can occur sequentially to others
• can occur concurrently

Question 8

Factors that influence burnout

Answer 8

• situational factors
• mismatch theory
• personal factors

Question 9

Situation factors that influence burn out

Answer 9

• type of occupation

- working conditions: overload, insufficient resources, nature of employer (not equitable)

Question 10

Mismatch theory on burnout

Answer 10

Suggests that burnout is far more likely when there is a mismatch b/w the employees needs/capacity and working conditions in the following 6 areas:

1) workload - amount, type
2) control - over resources, decisions
3) rewards - financial, social, intrinsic
4) community - cooperative; respectful; enjoyable vs isolating, conflict prone?
5) fairness - inequities, how management handle ‘cheats’
6) values - asked to be unethical? Poor organisational values

Question 11

Personal factors in burnout

Answer 11

1) demographics
- age: young are more at risk ( types in the Jungian typology
3) high expectations increase likelihood of burnout

Question 12

Combating burnout

Answer 12

Change organisation 
- promote job engagement
- prevention the key 
Change individual
- self-care strategies
- prevention the key 
Reduce conditions where mismatches b/w employee and job are likely in 6 areas.