61 research outputs found
Placer, transformación y tratamiento: uso de las medicinas alternativas para problemas emocionales en la Ciudad de México
Se presenta un análisis del uso de las medicinas alternativas para la atención de problemas emocionales. La información se obtuvo de 36 entrevistas de investigación social realizadas en la Ciudad de México, se analizó mediante la categorización de significados, y bajo un modelo propuesto por Bishop et al. (2008). Las prácticas y recursos fueron utilizadas como tratamiento complementario, alternativo o convencional, también como experiencias placenteras y procedimientos de transformación personal. Con los tres primeros tipos de uso se atendieron padecimientos específicos; como "experiencias placenteras", se buscó obtener bienestar psicológico; y con la última modalidad, se obtuvo orientación para intervenir adecuadamente en alguna situación problemática. La categorización de Bishop et al. (2008) resultó útil para integrar prácticas que aún cuando son ampliamente usadas y cuentan con legitimidad social, se ignoran en el campo de la salud. Con estas prácticas se pretende ampliar el repertorio de recursos de cuidado y satisfacer necesidades que los servicios formales no cubren
Barriers to disseminating brief CBT for voices from a lived experience and clinician perspective
Access to psychological therapies continues to be poor for people experiencing psychosis. To address this problem, researchers are developing brief interventions that address the specific symptoms associated with psychosis, i.e., hearing voices. As part of the development work for a brief Cognitive Behaviour Therapy (CBT) intervention for voices we collected qualitative data from people who hear voices (study 1) and clinicians (study 2) on the potential barriers and facilitators to implementation and engagement. Thematic analysis of the responses from both groups revealed a number of anticipated barriers to implementation and engagement. Both groups believed the presenting problem (voices and psychosis symptoms) may impede engagement. Furthermore clinicians identified a lack of resources to be a barrier to implementation. The only facilitator to engagement was reported by people who hear voices who believed a compassionate, experienced and trustworthy therapist would promote engagement. The results are discussed in relation to how these barriers could be addressed in the context of a brief intervention using CBT techniques
A Review of Minority Stress Related to Employees' Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace
Every employee embodies manifestations of every demographic that attach to him or her
different minority and majority statuses at the same time. As these statuses are often related to
organizational hierarchies, employees frequently hold positions of dominance and
subordination at the same time. Thus, a given individual's coping strategies (or coping
behavior) in terms of minority stress due to organizational processes of hierarchization,
marginalization and discrimination, are very often a simultaneous coping in terms of more
than one demographic. Research on minority stress mostly focuses on single demographics
representing only single facets of workforce diversity. By integrating the demographics of
age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one
framework, the intersectional model proposed in this article broadens the perspective on
minorities and related minority stress in the workplace. It is shown that coping with minority
stress because of one demographic must always be interpreted in relation to the other
demographics. The manifestation of one demographic can limit or broaden one's coping
resources for coping with minority stress because of another dimension. Thus the
manifestation of one demographic can determine the coping opportunities and coping
behavior one applies to situations because of the minority status of another demographic. This
coping behavior can include disclosure decisions about invisible demographics. Therefore
organizational interventions aiming to create a supportive workplace environment and equal
opportunities for every employee (e.g. diversity management approaches) should include
more demographics instead of focusing only on few. (author's abstract
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