How will your experience within your family of origin and possibly extended family, foster care, and/or adoptive family influence your work as a

 

  • How will your experience within your family of origin and possibly extended family, foster care, and/or adoptive family influence your work as a child welfare social work practitioner? 
  • What biases do you hold when considering family structure, roles, responsibilities, relationships, rights, limitations, etc.? 
  • How will you manage your past experiences and biases when working with families in child welfare practice? 
  • What video or reading from this module has been the most helpful or led you to further consideration or reflection? Please elaborate on how or why this resourced elicited this response.  Stephens, T. N.  (2021).  Distinguishing racism, not race, as a risk factor for child welfare involvement: Reclaiming the familial and cultural strengths in the lived experiences of child welfare-affected parents of color  
  • What do you see as the most important characteristics of a child welfare professional? Why? 
  • List and discuss 3 key factors or approaches when engaging or joining with a family in child welfare practice. 
  • Include any closing/concluding reflective comments. 

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

2 Self-of-the-Therapist Reflection Name of Student Lecturer Name Course Date

2 Self-of-the-Therapist Reflection Name of Student Lecturer Name Course Date Self-of-the-Therapist Reflection Introduction Therapists often, without our knowledge, carry around our own biases influencing how we view and relate to clients. Most often these biases are based on our family of origin, cultural upbringing or old experiences. It is important

Week 6. Assignment. Change Management Change management is an important topic in today’s workforce. Organizations can no longer afford to be

Week 6. Assignment. Change Management Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; therefore, the most successful organizations are constantly reinventing and improving their processes, products, and services to stay competitive in a global marketplace. For most employees, change is difficult.

Chelzea O Motivational Theories and Reducing Turnover Motivation plays a critical role in employee engagement, retention, a

Chelzea O Motivational Theories and Reducing Turnover Motivation plays a critical role in employee engagement, retention, and organizational performance. Two commonly studied motivational theories are Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory. While both provide useful insights into what drives employees, they differ in focus and application. Comparison of Herzberg’s