Resources & Prevention Plan for Prevention of Interpersonal Violence Paper

250 word discussion to each discussion listed with 2 scholarly references.


1) Kelley Stebbins

Topic 6 DQ 1 (Obj. 6.1)

Hello Class,

counselors need to assess things at the state level as well as spent time with advocates and victims at the local level. Often times the struggles we face as professionals will be the lack of community help we may find to help the victims safely transition out of a threatening situation. The challenge is often times the “assumption of a competent community” (Sullivan, C. M., 2003). This is why it is so important to have knowledge about community resources because often times there is a lack thereof. Often times the community may lack the resources it may take to help someone get out successfully such as safe housing and help with employment and child care. This is why it is so important to understand what resources your community has and does not have when it comes time to help you will need to know some advocates and other community members in order to ensure the clients safety and also that they have certain resources to help them build a new life. In certain communities (like mine) it is going to be necessary to improvise as much as you can because of limited resources. Everyone that comes into our office gets a list of community resources such as safe shelter numbers and non-profit agencies that will help families safely get away from their abuser and help them get on their feet. We also mention churches that are willing to help regardless of whether you are a member or not. We offer domestic violence counseling in our facility so it is important to have and know certain things to help the clients. We also have a mobile crisis counseling unit that is county wide in the event that crisis couseling is needed. It is important to know all about non-profits and advocates in order to help people locally.

Sullivan, C. M. (2003). Using the ESID model to reduce intimate male violence against women. American Journal of Community Psychology, 32(3), 295-303. doi:…

2) Kylee Palmer

Topic 6 DQ 1 (Obj. 6.1)

When identifying possible community resources for the prevention of interpersonal violence, there are many different efficacy factors to consider. Every plan is individually based and there is no “one size fits all” approach for safety planning. Timing in important. It is important to act fast and coordinate services to help clients, if needed. Including all stakeholders is also important for the best care and services. If a client has a psychiatrist, case manager, community advocates, etc., they should all be included in the safety planning process. Batterer intervention program providers should also be included when considering a shelter or other services for help. When thinking about safety planning, it is important to consider the who, what, when, where and how. The effects of trauma do not stop when individuals escape abusive relationships. There is a lot of stress and an immense amount of fear that can accompany individuals. If a shelter is one avenue for a safety plan, look into the security measures with your client. Be well versed on the rules, length of stay stipulations and possible other support services offered there. When discussing community resources, much ground needs to be covered together in sessions.

Hovmand, P. S., & Ford, D. N. (2009). Sequence and timing of three community interventions to domestic violence. American Journal of Community Psychology, 44(3-4), 261-72. doi:…

3) Martin Doyle

Topic 6 DQ 2 (Obj. 6.2)

A prevention plan for IPV should include a lot of education. This should be included into the sex education that kids receive in high school. The abuse cycle, warning signs, and resources should all be included into this education plan. Boys should be brought in to the conversation as allies, not enemies. Getting their engagement in the conversation and the message is an important piece to prevention. Community resources need to be included in the prevention plan. The more resources available so women or men can leave relationships at the first sign of abuse, the better. “After determining together that many women with abusive partners needed access to a variety of community resources…” (Sullivan, 2003). Legal, housing, financial, childcare, and counseling resources are all important to include on this plan. Prevention of abuse ever occurring to begin with will come through greater education and training. Prevention of the abuse cycle continuing can come from both the education and the strong resources and support available.

Sullivan, C. M. (2003). Using the ESID model to reduce intimate male violence against women. American Journal of Community Psychology, 32(3), 295-303. doi:…


4) Ariel Glover

Topic 6 DQ 1 (Obj. 6.1)

According to Cohen and Swerdlik (2018), “Professionals involved in career counseling use tools of assessment to help their clients identify the variety of work they might succeed at and would hopefully enjoy doing” (p. 524). Therefore, knowing a client’s personal values including religious and/or spiritual values can aid greatly in helping him realize how his values and beliefs will also coincide with the type of work that will be enjoyable and fulfilling. For example, if a lawyer of 25 years has become burnout with his career, but he has no prior experience in any other field may resort to a career counselor for guidance. The counselor may provide him with a single assessment or several assessments that helps her to identify things like his likes, dislikes, skills, personality traits, as well as religious or spiritual affiliations.

Based on the results from the assessments, the client realizes that the reason why he became burnout with being a lawyer is because the hours were long and burdensome because he often spent several hours defending men and women that he knew was guilty but needed to be proven innocent to the courts. He always knew deep down inside that his Christian values went against such conduct, but his career afforded he and his family a very luxurious lifestyle and his kids were always able to have nice things and attend private, upscale schools. However, with the assistance of a career counselor that incorporated his religious and spiritual values into sessions, they were able to discover more career options, and a totally different career path that supports more of who he is and encourages what is important to him, as opposed to focusing solely on a lucrative career that is not acceptable to his personal values or inwardly rewarding. Cohen and Swerdlik (2018) also points out that assessments in career counseling can serve to help clients understand the reasoning “that what intrigues, engages, and engrosses would be good to work at. In fact, an individual’s interests may be sufficiently solidified by age 15” (p. 524).


Cohen, R. J. & Swerdlik, M. E. (2018). Psychological testing and assessment (9th ed.). New York, NY: McGraw-Hill Companies

5) Omni Rose Ramos

Topic 6 DQ 1 (Obj. 6.1)

Professionals involved in career counseling use tools of assessment to help their clients identify the variety of work they might succeed at and would hopefully enjoy doing. (Cohen 2018) There are tests to measure attitudes toward work, confidence in one’s skills, assumptions about careers, perceptions regarding career barriers, even dysfunctional career thoughts.different aspects of personality have presumably greater relevance for different occupations. The CCAI test yields information about one’s readiness to adapt to new situations, tolerate ambiguity, maintain one’s personal identity in new surroundings, and interact with people from other cultures. (Cohen 2018)

Therefore, personal values, religious, and spiritual values are important in career counseling because the goal is to figure out the best occupation that fits for the client. When looking for a job I feel it’s best to understand the type of personality you have and values you hold because some jobs won’t be a good fit if based off those things. For instance, I am a very compassionate person, always wanting and willing to uplift others, I would not be a good fit for a correctional officer position because I would be too “soft.” I would think I could motivate the inmates and most likely be taken advantage of, so when offered that job, I turned it down. Career counseling helps client’s depict their strengths and weaknesses, which will assist them with their job search. Their personal values, religious and spiritual values will play a large role in their work environment. If a person has strong spiritual values and they are forced to work alongside those who don’t believe than most likely the person won’t enjoy their job, eventually quitting because of their unhappiness.

Cohen, R. J., & Swerdlik, M. E. (2018). Psychological testing and assessment: An introduction to tests and measurement. New York: McGraw-Hill Education.

6) Demetress Hall

Topic 6 DQ 2 (Obj. 6.1)


A career counselor using interest inventories to help a client identify personal interest and aligning those traits with chosen field. Likewise, employers also have a stake in matching employee’s interests with the interest of the company. According to Cohen and Swerdlik (2018) personal interest and occupational fulfilment equates to higher job performance, productivity and satisfaction. Burns (2014) suggest interest inventories shed light on personal interests and job satisfaction. Research suggests interest and aptitude alone are not fully adequate to predict career success. Persons may pretend have interest in a certain area of interest than they actually do. Personality might be a a more accurate reflection character qualities involve in a strong work ethic and integrity (Cohen and Swerdlik, 2018).

Interest Inventories

Interest inventories tend to play the biggest role in helping client assess what engages the interests and then help them to find careers that are a good fit. There are several assessments to reveal personal preferences such as Strong Interest Inventory which isolates patterns of interest that match various job descriptions. Also, other self-directed search (SDS) based on leaning towards six personality types: Realistic, Investigative, Artistic, Social, Enterprising, or Conventional (RIASEC). Another is the Minnesota Vocational Interest Inventory for assessing task-oriented trade for nonprofessional careers such as stock clerks, painters, printers and truck drivers. Other important assessments for people with deficit or disability would require alternatives to engage interest such as pictures or video (Cohen and Swerdlik, 2018). Similarly, Burns, Garcia, Smith, and Goodman (2016) suggest one unique way of career assessment by using clients narrative to reveal how a job can fit into their lifestyle, define life purpose and align with personal values. Helping client incorporate life meaning into interest and work.

Personality Inventories

Personality Inventories can be helpful for employers wanting to gauge employees work ethic and overall career success. Several personality inventories include; Costa and McCrae Revised NEO Personal Inventory (NEO PI-R) a widely use assessment to measure the big five factors of extraversion, emotional stability, openness, agreeableness, and conscientiousness. Myers Briggs Type Indicator (MBTI) a popular psychological assessment to identify differences information processing and decision making. Cross-Cultural adaptability Inventory (CCAI) is a self-administered and scored to assess ability to adapt to diverse cultures utilizing four factors; resilience, flexibility, perceptual acuity and personal autonomy. Career Transitions Inventory (CTI) can help assess personal resources during times of career transition and exit strategies such as retirement, position change (same employer new position or same job different duties), or occupational change, new duties in a different workplace (Cohen and Swerdlik, 2018). According to Gerbasi and Prentice (2013) the Self and Other Interest Inventory (SOII) can pinpoint values differences in motivation; self-interest values (breadwinner) or other interest values (concerned with the welfare of others).


Burns, S. T., Garcia, G. L., Smith, D. M., & Goodman, S. R. (2016). Adding Career Biographies and Career Narratives to Career Interest Inventories. Journal of Employment Counseling, 53(3), 98–111.

Burns, S. T. (2014). Validity of Person Matching in Vocational Interest Inventories. Career Development Quarterly, 62(2), 114–127.

Cohen, R. J., & Swerdlik, M.E. (2018). Psychological Testing and Assessment: An Introduction to Test and Measurements (9th ed). McGraw Hill Education. Retrieved from

Gerbasi, M. E., & Prentice, D. A. (2013). The Self- and Other-Interest Inventory. Journal of Personality and Social Psychology, 105(3), 495–514.