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If you plan to practice as a clinical psychologist as a service provider, you must be licensed to do so.This is true in every state, province, and territory of the United States and Canada.In several states, you may not legally use the title of “psychologist” without a license to practice psychology.A psychology license is required by nearly every third-party payer for reimbursement of services and is a requisite for employment for most positions at major agencies that employ psychologists. The psychology license represents the first essential requirement for independent practice.You do not become a practicing psychologist when you receive your doctorate; you become one when you obtain your license.This process has changed significantly in noticeable ways in the twenty years since this chapter was first written for the first edition of this book.The current process and latest changes, along with recommendations and strategies, are reviewed.
Central to running an effective team is knowing your own personality, the good parts and the bad. It is reassuring to know that there are no perfect leaders in medicine, just like in any field, no matter how good some leaders think they are. We all have inherent personality traits that can make us more, or less, effective. This chapter helps you examine your strengths that may lead you to be a good leader, as well as your weaknesses, and how to identify both. It dives into the value of 360 evaluations, and how to procure one that will be most informative and helpful. We discuss the benefit of having a coach to help you process your personality traits to maximize your effectiveness. It goes into the available coursework available in leadership development, including suggested readings. It discusses the importance of assessing and continually reassessing your effectiveness as a leader, and how to recalibrate. It concludes with an explanation of how to find and establish your peer group once you’ve achieved a new leadership position.
Although, emotional cues like facial emotion expressions seem to be important in social interaction, there is limited specific training about emotional cues for psychology professions.
Aims
Here, we aimed to evaluate psychologist’, psychological counselors’ and psychiatrists’ ability of facial emotion recognition and compare these groups.
Methods
One hundred and forty-one master degree students of clinical psychology and 105 psychiatrists who identified themselves as psychopharmacologists were asked to perform facial emotion recognition test after filling out socio-demographic questionnaire. The facial emotion recognition test was constructed by using a set of photographs (happy, sad, fearful, angry, surprised, disgusted, and neutral faces) from Ekman and Friesen's.
Results
Psychologists were significantly better in recognizing sad facial emotion than psychopharmacologists (6.23 ± 1.08 vs 5.80 ± 1.34 and P = 0.041). Psychological counselors were significantly better in recognizing sad facial emotion than psychopharmacologists (6.24 ± 1.01 vs 5.80 ± 1.34 and P = 0.054). Psychologists were significantly better in recognizing angry facial emotion than psychopharmacologists (6.54 ± 0.73 vs 6.08 ± 1.06 and P = 0.002). Psychological counselors were significantly better in recognizing angry facial emotion than psychopharmacologists (6.48 ± 0.73 vs 6.08 ± 1.06 and P = 0.14).
Conclusion
We have revealed that the pyschologist and psychological counselors were more accurate in recognizing sad and angry facial emotions than psychopharmacologists. We considered that more accurate recognition of emotional cues may have important influences on patient doctor relationship. It would be valuable to investigate how these differences or training the ability of facial emotion recognition would affect the quality of patient–clinician interaction.
The aim of this study was to clarify, using a nationwide survey, what is perceived as necessary knowledge and skills for psychologists involved in cancer palliative care in Japan, the expectations of medical staff members, and the degree to which these expectations are met.
Method:
We conducted a questionnaire survey of psychologists involved in cancer palliative care. A total of 419 psychologists from 403 facilities were asked to fill out the questionnaire and return it anonymously. Some 401 psychologists (89 males, 310 females, and 2 unspecified; mean age, 37.2 ± 9.5 years) responded about necessary knowledge and skills for psychologists working in cancer palliative care, the necessity for training, expectations at their current workplace, and the degree to which expectations are met.
Results:
More than 90% of participants responded that many kinds of knowledge and skills related to the field of cancer palliative care are necessary. Over 80% of participants indicated a necessity for training related to these knowledge and skills. Although more than 50% (range, 50.1–85.8%) of participants responded that such services as “cooperation with medical staff within a hospital,” “handling patients for whom psychological support would be beneficial,” and “assessment of patients' mental state” were expected at their workplace, fewer than 60% (31.4–56.9%) responded that they actually performed these roles.
Significance of Results:
Our results show that many psychologists in cancer palliative care feel unable to respond to the expectations at their current workplace and that they require more adequate knowledge and skills related to cancer palliative care to work effectively. No other nationwide surveys have generated this type of information in Japan, so we believe that the results of our study are uniquely important.
In a primary health-care centre (PHCC) situated in a segregated area with low socio-economic status, ‘primary care triage’ has increased efficiency and accessibility. In the primary-care triage, the nurse sorts the patient to the appropriate PHCC profession according to described symptoms.
Aim
The aim of this study was to examine the patients’ experience of being triaged directly to a psychologist for assessment.
Method
Interviews were conducted with 20 patients and then analysed using qualitative content analysis.
Findings
The results show that patients contacting the PHCC for mental health issues often are active agents with their own intent to see a psychologist, not a doctor, as a first-hand choice when contacting the PHCC. Seeking help for mental health issues is described as a sensitive issue that demands building up strength before contacting. The quick access to the preferred health-care professional is appreciated. The nurse was perceived as a caring facilitator rather than a decision maker. It is the patient's wish rather than the symptoms that directs the sorting. The patients’ expectations when meeting the psychologist were wide and diverse. The structured assessment sometimes collided and sometimes united with these expectations, yielding different outcome satisfaction. The results could be seen in line with the present goal to increase patients’ choice in the health-care system. The improved accessibility to the psychologist seems to meet community expectations. The results also indicate a need for providing more prior information about the assessment and potential outcomes.
Psychologists and neuroscientists began to build bridges and linked their inquiries together. Both philosophers and scientists employ the term reduction in characterizing relations between the results of higher-level and basic-level inquiries that are supposedly jeopardized by multiple realization. This chapter describes an understanding of reduction provided by the framework of mechanistic explanation that fits with the pursuit's scientists label reductionistic. There are differences between the mechanisms in different species that result in what are treated as the same phenomena. The chapter takes up this issue directly and discusses that the same standards of typing are applied to phenomena as to realizations. It considers what happens when one uses a coarser grain to type neural phenomena. The chapter presents the research on circadian rhythms as an exemplar as this is a field in which the issues concerning multiple realization, conservation of mechanism, and identity.
Perfectionism has been suggested as a risk factor for the development of stress and burnout in psychotherapists, but this has not been extensively investigated. This study examined the relationship between perfectionism, stress and burnout in 87 Australian clinical psychologists. Stress had significant influences on the relationship between perfectionism and burnout. Specifically, stress was found to be a partial intervening variable in the relationship between perfectionism and personal burnout. In addition, stress was also found to completely mediate the influence of perfectionism on work-related and client-related burnout. The results indicated that perfectionism was both directly and indirectly related through stress to various types of burnout in clinical psychologists. Implications of the findings for research in to the utility of intervention for high levels of perfectionism in clinical psychologists are discussed.
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