PSY5110 Case Studies for Assessment 2
Case Study #1: Academic Setting
Setting – This is the first meeting of Sam Holmes (learner who is a gay male) and his dissertation mentor/chair Dr. Sherlock Moore (heterosexual male). Sam has requested a new research mentor/chair because he doesn’t feel as though his current mentor (Dr. Moore) is sensitive to LGBTQ+ issues.
Dr. Moore: Hello Sam. I am glad we finally have a chance to discuss your ideas for a dissertation topic.
Sam: Me too! I have been thinking about this for quite some and would like to focus on hostile work environments for LGBTQ+ individuals in business settings.
Dr. Moore: That’s a good place to start. What have you found in the literature thus far about this population in business settings? Do you have any ideas about finding participants? One caution, this could be a vulnerable population, so we are going to want to carefully review your IRB application when we get to that point.
Sam: It doesn’t seem like you are completely comfortable with me exploring this issue. I know it can be difficult finding individuals, but I am passionate about this topic given my experiences as a gay male.
Dr. Moore: I’m comfortable with the topic. However, when exploring dissertation topics, you need to conduct a thorough literature review to see what has already been done and identify any gaps. Additionally, consider how you will recruit participants, especially when focusing on a vulnerable population. Potential participants may be uncomfortable disclosing their sexual identity.
Sam leaves the meeting feeling uncomfortable with the issues Dr. Moore raised and the potential roadblocks Dr. Moore seems to be putting up. In addition, based on Dr. Moore’s body language, Sam gets the impression that he may not be completely comfortable working with a gay mentee. Sam is therefore considering a request for a new mentor. Would you support Sam’s request? Why or why not?
Review the assignment instructions before beginning your analysis keeping in mind that cultural bias may or may not play a role in this situation. However, in this instance, you have been asked to analyze this case and offer strategies for resolving the perceived conflict.
Case Study #2: Clinical Setting
Setting: A male mental health counselor (Raul Romero, Latino male) has been working with a female client (Alyssa Rodriguez, Latina female) for 5 sessions. Raul thinks Alyssa is attracted to him, and from his perspective, the feelings are mutual. To avoid any professional conflicts, Raul suggests that he refer Alyssa to another counselor so that they can explore their feelings for each other.
Raul: Alyssa, I have noticed a bit of tension between us. Are you feeling uncomfortable for any reason?
Alyssa: I must admit that I feel attracted to you and I know that I shouldn’t have these types of feelings for you because you are my counselor.
Raul: I understand and must admit that I also have felt very comfortable with you. It is unethical for me to even consider having a persona relationship with you outside of our therapeutic relationship. How would you feel if I referred you to another counselor? We can then take a couple of weeks to think about it, and possibly reconnect if we think it is worth pursuing a friendship that may or may not lead to something else.
Alyssa: I like that plan because it puts some distance between us before we potentially dive into anything serious.
Is Raul making the right decision? When writing your analysis of this case, consider your audience to be counselors and other mental health professionals in a similar situation. Include in your analysis if it Is ever acceptable for a mental health professional to “date” a client or former client.
Case Study #3: Work Setting
Setting: An African American employee (Renee Jones) is working for a moderately sized business with 50 employees. She along with a few other colleagues (who are also people of color) are feeling marginalized compared to their White colleagues. They have noticed that a small group of White employees regularly have lunch with the manager (Harry Lotter) and sometimes socialize outside of work. They also have observed that the most recent promotions have been given to some of the same individuals who socialize with the manager. While it can’t be proven, they feel like having contact during lunch and socializing with Mr. Lotter outside of work affords their White colleagues distinct advantages that they are not privy to. Renee has volunteered to speak with the Human Resources officer (Donna Weasley) as a representative of the group of employees who are feeling marginalized.
Renee: Thank you for agreeing to meet with me. I am here as a representative of a small group of employees of color who are feeling marginalized. While we really appreciate working for this company, we have noticed that there is a group of our peers who seem to have access to Mr. Lotter that we don’t have. For instance, we have seen Mr. Lotter go out to lunch with these individuals (a group of select White team members) on several occasions. We have also overheard conversations about social gatherings that were hosted by Mr. Lotter that these same people attended. We therefore think it is no coincidence that 2 of these team members who hang out with Mr. Lotter have recently been promoted.
Donna: I understand your concern and how it may appear as though some of your colleagues have an unfair advantage given their perceived connection to Mr. Lotter. I can assure you that this company is fair and equitable and does not engage in discriminatory practices. However, if you and/or your colleagues feel as though you have been discriminated against, we have a formal grievance process that I am happy to share with you.
Renee: I would like to know more about the grievance process. Thank you for meeting with me.
Place yourself in the role of Renee and her colleagues. Do you feel that Donna Weasley, the HR Manager, adequately addressed the concerns that were raised? Is there anything more that Donna can do to support Renee and her colleagues to create a more inclusive environment (apart from providing information about the grievance process)?
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