Psychological Assessment

View the video on Functional Behavioral Assessment
(https://www.youtube.com/watch?v=C_AKrr_mCJ8)
by Dr. Tim Lewis. For this discussion, you will take on the role of the private psychologist being asked to re-evaluate a client. Carefully review the ABS 300 Week One Assessment Scenario(file attached). In your initial post, write a rationale for either agreeing or disagreeing with the request to re-evaluate the client based on the information available. Explain which theoretical assumptions about psychological testing and assessment support your decision

Sample Answer

Functional behavior is a psychological method and assessment tool that focuses on correlations that exist between a given a conduct and the environment so as to guess the cause of certain behavioral patterns. It entails the significant components that includes identification of the behavior, collection of data, categorization of behavior, collection of data, analysis and formulation of hypothesis. Functional behavior Assessment can therefore be used in many contexts from medicine, to criminal justice and even education particularly to help understand behavior of different learners. The scope of this article will therefore be to investigate how the environment and the behavior correlate to explain a given phenomenon and provide further analysis of the same as will be seen in the following paragraphs.

problems. Some of the consequences can include unhealthy tensions between employees or with management; loss of business performance and productivity because of increased conflict; inability to attract and retain talented people of all kinds; complaints and legal actions; and inability to retain valuable employees, resulting in lost investments in recruitment and training (Stockdale and Crosby, 2004). Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress (Albrecht, 2001).

Although cultural diversity presents a challenge, organisations should view it as an opportunity rather than a limitation. When managed properly, cultural diversity can provide competitive advantages for an organisation. An organisation that manages diversity properly can develop cost advantages over other organisations and are in much better position to attract the best personnel. Proper guidance and management of diversity can improve the level of creativity in an organisation (Henderson, 2001).

Intercultural communication:

Diversity in the workplace is strategic force influencing communication (Samovar et al. 2008). Communication in its most basic form is defined as the use of symbols to convey meanings. Culture is the integrated system of beliefs, values, behaviours and communication patterns that are shared by those socialized within the same social group. When persons socialized in different cultures and co-cultures look from the same point in same direction, they often see different things, and these different perceptions shape their communication (Samovar et al. 2008). Being different from others in an organisation can adversely affect communication and coordination. People from different cultures bring different set of assumptions about appropriate ways to coordinate and communicate in an organisation. Understanding how to communicate effectively with people from other cultures has become integral to the work environment of many organisations (Samovar et al. 2009). Managers who manage diversity need to be sensitive to cultural differences that can contribute to the effectiveness in cross cultural co