Good Will Hunting and Cognitive Therapy Essay Example | Topics and Well Written Essays - 500 words

Good Will Hunting and Cognitive Therapy - Essay Example This avoidance again reinforces his negative thinking and strengthens his fears, and eventually the fear becomes a permanent part of his thoughts, emotions and behavior which increases his social and personal problems (Wright, Basco & Thae, 2006, p.4). The movie ‘Good Will Hunting’ is about a young man, who, because of his painful and lonely past, refuses to face the fears which are buried deep inside him, and how a psychology professor, Sean, helps him to deal with his fears by revealing his fears which are hidden under the mask of confident personality. 1) Professor Sean takes Will to a park and talks about Will’s behavior pattern. He says that by portraying a confident, knowledgeable and strong personality, he stops others from looking deep into the ‘real’ person. He tells Will that his lonely life and painful past affects him and the inferior complex that he has about his personal life keeps him from making new friends. Sean says that the fear of new life and social challenges has kept him from going out of Boston. However, to hide this fear and inferior complex, he uses his intellectual abilities to impress people and tries to show as if he does not think that people are capable of understanding him. 2) In one of the sessions, Will tells Sean that he is dating a girl. When asked if he called her again, Will tells Sean that he is in no hurry as he thinks that she is interesting as long he does not get close to her. He assumes that she might not be as smart as he is and hence, does not want to get disappointed by knowing her. However, Sean makes Will realize

Module 4 - SLP Training and Appraisals Essay Example | Topics and Well Written Essays - 500 words

Module 4 - SLP Training and Appraisals - Essay Example Skills gapping starts right from the recruitment stage in an organization, when the administrators compare the skills of prospective employees with the skills an organization lacks or needs. When the skills a job candidate posseses is of dire need to an organization, the candidate may be considered. Applicants with a higher degree of match between skills desired and skills acquired therefore have an upper hand in being recruited by the training authorities (Jones, 2000). The traning administrators then move further to establish if there exists a deficiency between the skills employees have and what they ought to have. Should they detect insufficiency in the desired skills, the immediate managers of the employees or their training administrators check if there is a set of courses in their training programs that can adress the staff’s challenges. Another thing that they look into is the possible events in that given organization which can offer training to its employees. In the process, organizations iron out their employees’ challenges in a personalised precision training program (Jones, 2000). In today’s business environment, both philanthropic and profit making organizations such as commercial banks are in dire need of employees who are computer literate. For banking institutions having employees deficient of computer skills, skills gapping must be conducted if an organization’s efficiency is to be improved (Jones, 2000). Conventionally, the program starts with examining job candidates for computer skills. What is sought by organizations with regard to computer skills may not be extreme technical skills possesion, but basic knowledge in operating computer applications, especially softwares that most befits the running of that given organization. Standardized tests may be administered on these prospective staffs. Mostly, candidates are often required to practically prove their assertions that