Importance of Couseling Essay Example for Free

Importance of Couseling Essay The study was limited to only sixteen secondary schools: thirteen government secondary schools and three mission secondary schools in Benin City with practicing school counsellor(s). In all, there were four hundred and twenty respondents (420). Sex was not a factor in the study. Two four-point Likert type scale questionnaires were used to obtain data for the study. These are: Secondary School Counsellors’ Questionnaire (SSCQ); and Secondary School Students’ Questionnaire (SSSQ). The reliabilities of 0.69 and 0.80 were obtained respectively SSCQ and SSSQ using the Cronbach Alpha Internal Consistency reliability. The findings show that there are insufficient counsellors in schools; inadequate availability of counselling facilities; and that the qualification of guidance and counselling personnel has impact on the quality of guidance services they provide to secondary school students in Nigeria. These findings suggest that these variables will help to promote students’ adjustment in the school and the society at large. Paradoxically, the absence of these variables could precipitate students’ maladjustment. Recommendations on ways of improving guidance and counselling services to promote students adjustment were proffered. Keywords: Counselling Qualities; Guidance and Counselling; Students adjustment;; Nigeria 1. Introduction Guidance and Counselling happens to be one of the developments in the field of Education in Nigeria. It became popular with the introduction of the 6-3-3-4 educational system. It is generally accepted that in Nigeria, the organized/formal guidance started in 1959 at St. Theresa’s College, Oke-Ado in Ibadan by some Reverend Sisters, out of concern for the products of their school. They felt that there was need to offer vocational guidance to their outgoing final year students. As a result, the Rev. Sisters invited twenty educated people from Ibadan community who were in different professions and therefore knew more about the emerging world of work than the students and the Rev. Sisters. Fifty-four out of the sixty students benefited from the experts’ advice and were placed in various jobs. The innovation was highly accepted by the society because in later years this group of people, though not trained counsellors, organized career talks, seminars, guidance workshops and lectures for the class five students. Later on, the vocational guidance services spread to other secondary schools outside Ibadan and across the entire federation. The ministry officials became so interested in these organized services that this group of â€Å"Career Advisers† was invited to provide career workshops for teachers and career masters. Eventually the term â€Å"Career Advisers† became a national issue. In an attempt to overhaul the old educational system, towards the needs of the nation, the Nigerian Educational Research Council (NERC) in September 1969 organized a conference on curriculum development. The curriculum conference was followed by a government sponsored National Seminar in 1973 under the chairmanship of Chief S.O. Adebo to deliberate on all aspects of a National Policy on Education using the report of the 1969 curriculum conference as the working document. The conference came up with recommendations for a New National Policy on Education, which the Federal Government accepted and published in 1977 and revised in 1981, 1989 and 2004. With the highlighted changes in the Nation’s educational system, the need for guidance and counselling services in Nigerian secondary schools became more glaring. Consequently, Guidance and Counselling Services became an integral and essential component of the educational process for all students as they progress through the educational system. According to Egbochuku (2008), the aims of school guidance and counselling services, which are based on a developmental hierarchy, are to provide students with: 1. Opportunities to develop knowledge and appreciation of themselves and others; 2. Opportunities to develop relationship skills, ethical standards and a sense of responsibility; 3. Opportunities to acquire skills and attitudes necessary to develop educational goals which are suited to their needs, interests and abilities; 4. Information that would enable them to make decisions about life and career opportunities (: 15). Today, guidance and counselling has gained prominence in t he Nigerian educational system and many people are getting interested in the guidance of youth in making wise educational, vocational and personal/social decisions. Consequent upon the expansion of counselling activities in Nigeria and the need to form a larger association to embrace both counsellors and career masters, the Counselling Association of Nigeria (CAN) was launched on the 11th November 1976. To facilitate efficient management of guidance and counselling services in Nigeria secondary schools, guidance and counselling personnel are being trained in the tertiary institutions and sent to schools to deliver these services. Also, basic courses in guidance and counselling feature in all teachers-education programmes. Prominent among the services rendered by guidance and counselling personnel in secondary schools are Information, Appraisal, Referral, Guidance, Counselling and Planning, Placement and follow-up services for the proper guidance of students. Against this background therefore, the focus of the study is to assess the realities of guidance and counselling services in providing adequate guidance for Nigerian secondary school students. 1.1. Statement of the problem It is assumed that with the increasing complexities in the society, industrial and technological development all going hand-in-hand, the succeeding generation will find it difficult to adjust themselves both to the society, work, family and schools. Failures in proper adjustment to all the facets mentioned could affect the education of young people and expose them to environmental as well as personal problems in development. Guidance and Counselling, as a delivery service, should not be misconstrued as the traditional type that is based on the principles of â€Å"to guide, to direct on a course, to enlighten, or to assist†. This traditional type of counselling was principally carried out in African setting by heads of families, Priests, and church leaders (Olayinka and Omoegun, 2001). Because of the complex nature of Nigerian society, the counselling profession has assumed a wider role. Present day Guidance and counselling is based on the process of helping individuals understand themselves which will lead to the better understanding of the other aspect of their lives (Egbochuku, 2008).  \ According to the literature, these services are the formalized actions taken by the school to make guidance operational and available to students. These formalized actions typically consist of a set of processes, techniques and functions that serve to carry out the guidance and counselling goals of a particular educational level. For students to be properly informed, they need the assistance of trained guidance and counselling personnel. Hence, the government made it a policy that guidance and counselling should feature in teacher-education programmes because teachers are closer to the students. Furthermore, the department of Guidance and Counselling has been established in most Nigeria Universities to train counsellors at the B.Sc., Master and PhD levels, to equip them with the appropriate counselling techniques to carry out guidance and counselling services in secondary schools. There is need therefore to assess the guidance and counselling services rendered by school counsellors to find out if these services actually provide adequate guidance for students’ development. It is therefore hypothesized that Qualification of guidance and counselling personnel, availability of guidance and counselling facilities, quality of guidance and counselling services will not significantly predict students’ adjustment 1.2. Purpose of the study This study assessed the quality of guidance and counselling services in secondary schools with practicing school counsellors in Edo state. To achieve this, the researcher examined the qualification of personnel providing guidance and counselling services, availability of materials for the successful execution of Nigerian secondary school guidance and counselling services and the impact of guidance programs on students’ adjustment. 1.3. Significance of the study Guidance and counselling is the bedrock for achieving self-actualisation. It is a process of helping individuals to understand themselves by discovering their own needs, interests and capabilities in order to formulate their own goals and make plans for realizing those goals. An analysis of guidance and counselling services in providing adequate guidance for secondary school students is of paramount importance; hence the this study. The result from the study will help in throwing more light on how guidance and counselling services is being implemented in secondary schools in Nigeria and the quality of guidance services received by secondary school students. In addition, it provides information to education planners and school administrators on their responsibility in providing adequate facilities for guidance and counselling services in order for students to receive quality guidance. It also reveals the extent to which guidance and counselling services influence the total development of the potentials and proper adjustment of secondary school students. 2. Methodology This is a survey study using correlational research design. The scope of the study covers some selected government and mission secondary schools with practicing school counsellors in Benin City of Edo State Nigeria. This is because Benin City is a metropolitan city and consists of three well-populated Local Government Areas (Egor, Oredo, Ikpoba Okha LGA) in Edo –South Senatorial District, out of the 18 LGAs in the 3 Senatorial Districts of Edo State. Purposive sampling techniques and simple random sampling techniques were employed in selecting the sample for the study. This study was limited to only sixteen (16) secondary schools thirteen (13) government secondary schools and three mission secondary schools in Benin City because only these schools had practicing school counsellor(s) as at the time the study was carried out. In all, there were four hundred and twenty respondents (420). Sex was not a factor in the study. 2.1. Instrumentation Two different four-point Likert type scale questionnaires were designed by the researcher to obtain data for the study. These are: (1) Secondary School Counsellors’ Questionnaire (SSCQ); (2) Secondary School Students’ Questionnaire (SSSQ) The SSCQ consisted of two main sections viz: Section ‘A’: This consisted of three items requesting information about the level of qualification in guidance and counselling from the respondents. Section ‘B’: This consisted of five items requesting information about the availability of guidance and counselling facilities\materials in the school. The SSSQ also consisted of two sections viz: Section ‘A’: This consisted of eleven items eliciting information about the quality of guidance services rend by counsellors in the school from the respondents. Section ‘B’: This consisted of twelve items requesting information about the impact of guidance and counselling services on Nigerian secondary school students’ adjustment. The respondents in each case were requested to indicate the extent to which they agreed or disagreed to each item. Items one to three in section â€Å"A† of the SSCQ and items one to eleven in section â€Å"A† of the SSSQ were used to test hypothesis one. Items one to five in section â€Å"B† of the SSCQ and items one to eleven in section â€Å"A† of the SSSQ were used to test hypothesis two. Items one to eleven in section â€Å"A† of the SSSQ and items one to twelve in section â€Å"B† of the SSSQ were used to test hypothesis three. The scoring of the instruments was as follow: Strongly Agree (SA)-4 Agree (A)-3 Disagree (D)-2 Strongly Disagree (SD)-1 For all positive worded items the above was the case, while the reverse was the case for all negative worded items in the questionnaire. 2.1.1. Validity and Reliability of the instruments Both construct and face validity was established. The reliability of 0.69 and 0.67 were obtained respectively for sections A and B of the instrument for Counsellors (SSCQ) using the Cronbach Alpha Internal Consistency reliability test. The Students’ Questionnaire (SSSQ) yielded an alpha coefficient of reliability 0.80. 2.1.2. Administration of the instruments Permission was obtained from the school before administering the questionnaires, which were personally administered by the investigator to the respondents in the various secondary schools selected for the study. 2.2. Analysis of Data Descriptive Statistics and Pearson Product Correlation were used were used for analysis. 3. Results Variables Qualification of guidance and counselling personnel Quality of guidance services The table 1 shows an r. value of .169 testing at an alpha level of .05 and a p .001. The p. value is less than .05 (p

Shindlers List :: essays research papers

Through out the movie Shindlers List many changes take place. These changes happen in both society and in certain people. During WWII the German Nazi regime enslaved the Jewish communities on Europe. They were used as slave labor or were executed if seen unfit. Even though these atrocities were taking place on a daily basis some people tried to help the Jewish community. Isaac Stern was a member of the Jewish community and he wanted to help his people out as much as possible. He was a great accountant but because of his heritage he wouldn’t be allowed any form of power in Germany. For this he needed Oscar Shindler. Shindler was a very influential person and was very friendly. Even in the beginning of the movie he was able to walk into a room of German officers and walk out best friends with all of them. He was just the kind of man Stern needed. He needed someone with connections in the German government. Shindler may have had all of the connections but he had no money to invest into his business ventures. He spoke to Stern and they agreed upon a deal. Stern and other wealthy Jews would provide the funding and Shindler would provide the connections in the military in order to keep Jews safe in Shindlers factories. In the beginning Stern and Shindlers opinions of each other were strictly business. Both knew what hey had to do and they got the job done. But as time went on both men became very good friends. Shindler offered a drink to Stern after the deal was completed, stern refused it. Stern was under the impression that Shindler was just another Nazi taking advantage of his people. Shindler though that Stern was just another Jew. They both had stereotypes on each other. As they worked more closely together for longer and longer it became apparent that they had great admiration for each other and they both new what a horrible thing the Germans were doing. Later on in the move when they believe they will be separated Stern finally takes that drink from Shindler. A â€Å"master image† from this movie is when the little boy hides in the stalls. It shows very well to what lengths a person would go to survive. When it came down to it everyone that was in his position would do the same in order to make it out alive.

Project on Motivation of Nurses Essay

The most traumatic and stressful moments of an individual’s life are when he or she is taken ill. Nurses are synonymous with care and attention in times of need such as these. In a world mostly driven my personal ambition and corporate profit, nurses with their commitment to patient welfare and selfless service, provide a contrasting study. A nurse acts as a savior in distress and is often called upon to make great personal sacrifices in the discharge of her duties. The profession of nursing, is therefore, not merely a ‘job’ and the potentially powerfully insights about commitment to work that they could provide encouraged us to choose them as our subjects of study. As part of the Phase I of the project, we interviewed four nurses who were diverse in the amount of experience each had, the hierarchy in which they were working in the hospital and the backgrounds from which each of them came. This was done to study the commitment of employees towards an organization and understand the various factors which cause the same we have selected a study of nursing staff in hospitals. From the interviews, many broad themes emerged, all of which point correlate positively with their high commitment level to the organization. These points logically lead us to our hypothesis as to what keeps them committed to their place of work.   However, there were some key themes which we noted across all four of our respondents. All the nurses were very excited by the kind of recognition that the hospital was willing to give them. They seemed to treat this as a reward for their hard work and dedication and were motivated by it. All nurses were also impressed by their working relationship with their superiors (Head Nurse/Doctor) in the hospital who treated them as members of a family and with much respect. Nurses were also willing to stay on with the hospital because it provided them with opportunities for personal development. Accordingly our hypotheses are as follows: * There is a positive correlation between the amount of recognition that the nurses receive for their work and their commitment to the organization * There is a positive correlation between the positive relationship between the doctors/supervisors and the nurses and the commitment of the nurses to the organization * There is a positive correlation between the opportunity for learning and personal development that the organization provides and the commitment of the nurses to the organization RESEARCH METHODOLOGY Based on our earlier survey of 4 respondents, we determined that the following three variables play a key role in determining the commitment of nurses to their respective hospitals: * Recognition * Relationship with superiors * Learning and Development We have then tried to identify whether these three variables actually affect commitment levels of nurses at various nursing organizations. For the same, we carried out a survey of 30 nurses with diverse backgrounds (a detailed description of the respondents is covered in the following section) and questioned them on a scale of 5 to 1 (5: Strongly Agree, 1: Strongly Disagree) on 24 questions. Since our hypothesis determines 3 variables as affecting commitment, we tested the existence of each these three independent variables by framing four questions for each variables. Similarly, we determined commitment levels of the nurses through a set of 12 questions. By using a 5-point scale, we have captured not only the  existence, but the extent of existence of these variables. Since we found the responses to be reliable, we determined the correlation between the three independent variables and the dependent variable ‘commitment’ to see whether our hypothesis of is correct. Hospitals chosen for the survey We surveyed nurses from 4 different hospitals to ensure diversity. The organizations range from a large hospital located in a city like Bangalore, to mid-sized hospitals located in Tier-2 cities like Ajmer and Allahabad and a focused surgical-specialty hospital located in a smaller town like Varanasi. This selection lends diversity to our respondents through differences in location, specialization of hospitals, daily footfall (reflecting magnitude of work for the nurses), number of departments etc. Refer Appendix 1 for a description of the hospitals used for out survey. General Profile of the Nurses We have ensured diversity in our respondents while choosing nurses at all of the survey hospitals. The diversity ranges age, number of years worked at the organization and departments worked in. QUESTIONS IN THE SURVEY The questions in the survey were aimed at understanding the extent to which each of our three independent variables and our dependent variable ‘commitment’ was present in these organizations. We captured the different parameters relating to these variables by framing questions addressing various facets of these variables. Refer to Appendix 2 for detailed discussion on questions used for the survey. ANALYSIS OF RESULTS OF THE SURVEY Reliability of scales Reliability is used to check the consistency of the question set under consideration. In this survey we are testing if the 3 hypothesis that we have come up with are explaining the commitment of employees towards organization. Reliability in a survey is measured by lot of ways and here we are checking internal consistency reliability which indicates reliability within the survey for the responses of similar type of questions. Reliability of dependent variable * Affective Commitment: In affective commitment the questions that are all trying to test for one feature- Attachment to Organization. The questions are direct and straight forward bringing out the required feature thus making it a set of good reliability. We have obtained a reliability scale of 0.6 for this set which is the highest amongst the 3 different commitments scales that we have obtained. * Continuance Commitment: In this set we are trying to test the commitment by knowing the dependence of the person on the organization and how much of a change it would mean to him to switch jobs. The reliability that we obtained for this set is 0.53 which is a high value for a one time survey result. This is a good indication of question set focusing on the same core question. * Normative Commitment: This question set mainly tries to identify the belongingness the person has towards the organization. The question set is clear in conveying the same objective but this attribute is not so direct and easy to understand from an individual’s perspective. Hence the survey respondents’ answers in this set have a lower value reliability of 0.39. Reliability of independent variables For first and third variables (recognition and learning & development), the reliability is low at 0.46 and 0.47 respectively while for the second variable (relationship with superiors), the reliability is relatively high at 0.66. Recognition and Learning & Development It’s easy to see why responses to questions around Recognition and learning and development score so low in reliability. They are quite different from each other and same person can have very different responses to each of them, if they interpret the different questions to indicate different things. In comparison the questions related to relationships were fairly interrelated and are able to fetch more consistent responses. Overall reliability of all the responses is still lower than 0.7 which can be attributed to the fact that no pilot study was done, which could have been used as input for framing questions in a better way as to improve reliability of responses. Relationship with superiors We obtained highest reliability for responses for this hypothesis. Reliability for this was found to be 0.66, which is near acceptable range. The reason for higher reliability in this question set (Appendix 2) is attributable for ease of understanding the questions. Every person has a fair idea about relationships and these questions although quite different from each other give a fairly good direction the responder in terms of what is being asked. So they maintain consistency and hence higher comparative reliability. Correlation between predictor and dependent variables a) Affective Commitment – According to our expectation before the actual test results we came up with all 3 predictors are going to affect the Affective commitment. Recognition was one factor because the appreciation helps the employee (nurse) develop a connect with the organization. Also opportunities for personal development and training opportunities to assist this makes employees feel good which is essential to improve the commitment levels. Good relationships with superiors definitely help people develop an emotional bond with the organization. b) Continuance Commitment Continuance commitment describes how the employee feel about staying longer in the organization and for this one of the most important reasons is economic considerations which are to some extent explained by rewards and recognition. The recognition obtained will motivate them to work better and stay longer in an organization. Also constant opportunities for growing and training will help them stay committed to organization. c) Normative Commitment This form of commitment mainly explains the sense of giving back to the organization and the predictor which we identified was most important was the relationships with supervisor (Head nurse/Doctor). Training and developments reflect investment done by organization on employees, so employees feel an obligation to stay committed to organization to pay it  back, which increases their normative commitment. Actual results: Statistical Significance of correlations With the acceptable alpha level being 0.05 for social science research and no. of responders being 30, (Dof = 28) gives critical value of correlation as 0.361. When compared with the results we obtained we notice that out of 9 correlations, 3 are not significant (value less than 0.361) and 6 are significant (Value higher than 0.361). When it’s significant we reject null hypothesis of no relationship and accept alternative hypothesis of existence of relationship. Hypothesis 1: From the results it’s apparent that hypothesis 1 is partially supported as only one correlation is significant out of 3. That is with affective commitment. So we can interpret that Recognition affects affective commitment but not the other two types of commitments. Hypothesis 2: For second hypothesis 2 out of 3 correlations are significant so it’s also partially supported. Relationship with doctors is not related to continuance commitment but related to affective and normative commitment. Hypothesis 3: Hypothesis 3 is completely supported as all the correlations are significant i.e. higher than 0.361. It means learning and development is related to all the dependent variables and affects all three dimensions of commitment i.e. Affective, Continuance, & Normative which are considered here. Plausible explanation of variations between correlations Recognition: Recognition showed the highest correlation with affective commitment, while significant correlations were not established with the continuance and normative commitment. When nurses are recognized by the organization they tend to develop an emotional connect with the organization. They feel happier working in the hospital and a sense of belonging is nurtured within them. The appreciation received for the work translates into an attachment with the organization. This explains the  correlation with affective commitment. The recognition is mostly in the form of awards and words of praise not monetary in nature. Therefore a significant continuance commitment has not been established. Similarly, recognition for work does not lead to a feeling of obligation towards the organization. Rather, the positivity generated by the appreciation of work manifests itself as an emotional attachment towards the organization, which is reflected in the correlation with affective commitment. Relationship with superiors: This independent variable showed highest correlation with normative commitment and lower correlations with affective commitment, while correlation with continuance commitment was insignificant. The nurses tend to view the exceptionally good relationships with the doctors as being facilitated by the hospital. They therefore feel indebted to the hospital for providing them with an excellent working environment, which would be missing at other places. The moral obligation that they feel towards their hospital for the respect and dignity with which doctors and supervisors treat them is translated into a high correlation for normative commitment. Learning and development: It is seen from the results of the survey that learning and development has a high correlation with Affective Commitment to the organization and comparatively low correlation with continuance and normative Commitment. Intuitively we expected high correlation between learning and development a nd normative commitment to the organization. This is because employees would feel an obligation towards an organization that invests time and resources to train its employees and ensure their personal development. However, we realize these may not necessarily hold true once we take into account the atypical nature of the nursing profession. Nurses feel sense of duty towards their patients and ethical and moral obligation to serve the sick to the best of their capacity. In fact, nurses who have been trained well, dealt with varied patient cases and experience a great deal of learning would perhaps experience higher motivation to the society. Hence perhaps they would experience low moral responsibility to staying back in the organization. We believe existence of a caring and people centric management could be the reason for the high correlation between affective commitment and learning and development. An organization that has caring and people friendly management would earn emotional loyalty from its employees due to care and good treatment given to employees. Such an  organization would also take efforts to ensure that its human resources constantly learn and develop so as to contribute to the success of the organization.

Racial Inequality And Affirmative Action - 900 Words

College is a privilege that is now accessible to many people. It has not always been this way though. Lack of money, being deprived of representation, or racism hindered one’s chances in to getting into higher education, especially a minority’s chance. In order to raise against the barriers, President John F. Kennedy created the affirmative action program to provide equal opportunities for everyone, whether in education or in the workforce. Even if this was a program created in the 1960’s, problems continue to present itself as shown through the many court cases, such as Brown vs. Board of Education, Fisher vs. University of Texas, Grutter vs. Bollinger et al, and Hopwood vs. State of Texas. Thus, racial inequality and affirmative action†¦show more content†¦It is the way that provides everyone with an opportunity, an opportunity to achieve their American dream. Though, on the flip side, the American dream would not be available to all with affirmative action. This program diminishes the opportunities for whites to achieve their dreams. From education to the workforce, affirmative action holds bias towards minorities over Caucasians. Despite being â€Å"more qualified,† the whites are not placed into certain colleges or workplaces because of race. Even if a Caucasian student receives a near perfect score on the SAT, a student being of color would be the same equivalence. In addition to this, the affirmative action’s policies give minority applicants a minor self-confidence that they do not need to perform better than their white counterparts, just racially distinguishable. This shows that affirmative action does not focus on abilities but rather demographics, thus, showing the controversy with this program today. Above all, affirmative action violates the Constitution. The Fourteenth Amendment forbids the states to restrict the basic rights of citizens to equal opportunities. However, accepting certain groups of applicants over others due to race proves that affirmative action endorses racism. Therefore, how is the program equal if only race is the factor? How can this program be equality for all, if the whites are being discriminated against? My response to this? I still believe affirmative action is necessary.Show MoreRelatedSupreme Court Ruling on the White Firefighters Case Study943 Words   |  4 PagesSupreme Court Ruling on White Firefighters Case Was Justified Affirmative Action was established during the Civil Rights era to address the problem of racial inequality in the workforce and the educational field. Advocates of affirmative action since have argued that it is necessary to maintain it to make sure that diversity in schools and the workplace is upheld. 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