Behaviour Therapy for Child Sleep Disorder

Behaviour Therapy for Child Sleep Disorder Aims: Outlines the nature of behavioural aspects of children’s sleep and how these might be addressed by behaviour therapy. Clinical considerations concerned with the use of behavioural therapy are also highlighted. Consider behavioural aspects (ie, learned behaviours) and their relevance for our understanding of children’s sleep patterns and management of their sleep disorders. Increase awareness of how behavioural factors may play a role in the development and treatment of wide-ranging paediatric sleep disorders and to discuss clinical considerations relevant to management planning and decisions about whether to refer a child for specialist behavioural therapy. Classification: International Classification of Sleep Disorders of ‘‘behavioural insomnia of childhood’’:Â  (present with difficulty settling to sleep, nightwaking and/or early waking difficulties) Overall prevalence rates of 30% ‘‘inappropriate sleep onset asso ciations’’ (ie, where the child has not learnt to fall asleep without a set of problematic or demanding conditions such as parents’ being present), ‘ ‘limit-setting sleep disorder’’ (ie where the care giver demonstrates insufficient or inappropriate limit-setting to establish appropriate sleep behaviour in the child) ‘‘combined’’subtype where these two problems co-exist. 25–50% of 6–12-month olds have difficulty settling to sleep or waking in the night do not decrease with age: by age 3 years, 25–30% have sleeplessness problems With similar percentages reported for the 3–5-year age group, 43% of 8–10-year olds 23% of 10– 17-year olds. These problems are not transient; an epidemiological study of a cohort of 5-year olds suggested that sleeping problems at age 5 years were significantly associated with sleeping difficulties at age 6 months (or before) and that children with sleep problems at age 5 years were more likely to have sleeping problems at 10 years. Over 80 sleep disorders listed in the International Classification of Sleep Disorders, which are divided into six main categories: insomnia, sleep-related breathing disorders, hypersomnia of central origin, circadian rhythm disorders (ex. Delayed sleep phase syndrome) parasomnias (ex. Sleep terrors, nightmares) Helped by beh therapy. sleep-related movement disorder (ex. nocturnal headbanging) (in preliminary reports) Behavioural Interventions: Classical conditioning is a form of associative learning whereby a neutral stimulus is paired with a naturally occurring stimulus, which evokes the desired behavioural response until, after multiple pairings, the neutral stimulus alone is sufficient to elicit the desired behaviour; thus behaviours are conditioned to be elicited by antecedent conditions. Operant conditioning involves the use of consequences to modify the occurrence and form of behaviour. The particular intervention strategy used will vary depending on family and child factors and the nature of the sleep disturbance one hopes to address. General Principles: (The more consistently these principles are applied, the easier it will be for the child to learn) Behaviour can be encouraged by linking it with an antecedent stimulus, which serves to trigger the desired behaviour. Reinforcement- Behaviour is likely to recur if the consequences of the behaviour were reinforcing for the child. (Can be pos or neg) Extinction, or removing reinforcement (eg, drinks, parental presence, attention) maintaining the undesired behaviour (eg, crying, refusal to settle to sleep without the above) can be achieved gradually or abruptly. Shaping- A new behaviour can be encouraged by rewarding a series of responses that more and more closely resemble the desired behaviour. Punishment- Behaviour is less likely to occur if followed by a punishing consequence. (Can be pos or neg) Rewards Success

Dark child Essay Example | Topics and Well Written Essays - 500 words

Dark child - Essay Example Two of the major characters in the book are his parents. His father is the village goldsmith, whose spirit dwells in a snake; â€Å"No one was to kill him because he was my fathers guiding spirit!†(Laye 22). He is described as an â€Å"open handed, lavish giver† albeit â€Å"temperate†(Laye 20- 21). Laye portrays him as a great man, the man in whose footsteps he could have followed to attain a similar greatness, but for the fact that he opts for Western education instead. It is his father whom Laye turns to for guidance when he must choose whether or not to attend school in Conkary; â€Å"What must I do if I am to do the right thing?† (Laye 29). His father tells him â€Å"There is a certain form of behavior to observe, and certain ways of acting in order that the guiding spirit of our race may approach you also†¦..I fear, I very much fear little one that you are not enough in my company. You are all day at school.† (Laye 27). Laye’s ance stral heritage is replete with mysticism, charms and spirits, his father’s spirit is a snake, his mother’s a crocodile – each has an individual totem with which identification is complete. But young Laye is unable to find his own totem; â€Å"yes the world rolls on†¦.and the proof of it is that my own totem†¦.is still unknown to me.† (Laye 75). Laye’s grandmother is portrayed as the typical Universal grandmother, who loves him without question or reason, examining him every time he visits her and moaning about how thin he is. His mother is the strongest influence in his life – Laye shares a special relationship with her, awe struck by her supernatural powers. She is portrayed as a strong influence in the home; â€Å"everything was done according to her own rules and those rules were strict† (Laye 68). She was authoritarian, unlike other African women who played a more submissive role and Laye states; â€Å"It was due to the strange powers she possessed.† (Laye 69).

Hiring veterans into organizations Term Paper Example | Topics and Well Written Essays - 2500 words - 1

Hiring veterans into organizations - Term Paper Example The measure to hire these people shows their concern and attempt to recognize their contributions, sacrifice, skills and service towards society. Since 1980, the Veterans’ Employment and Training Service (VETS) in the United States Department of Labor (DOL) is trying to raise awareness and concern about the need and value of recruiting veterans. ‘VETS’ has also been trying to launch new initiatives for increasing their engagement and association with employers and organizations with special focus on the private sector. The employment of veterans accounts for one of the priorities for the Secretary of Labor Hilda Solis. The reason why the above topic has been chosen is to bring out the contributions of veterans in organizations and the significance of hiring them. They have been identified as peak performers and are also proven sources of talent. Moreover their immense importance in the organization is based on the fact that they can yield an immediate bottom line benefit as they are established credentialed and because their skills and abilities have been tested and shaped under various opportunities and challenging circumstances (Burnell, â€Å"A Trained, Ready and Proven Source of Talent†). ... Out of its total employee strength, 50 percent of them are military veterans. A major portion of the veterans work overseas with the US forces in Iraq, Afghanistan, which provides insight into the correlation between the skills of the soldiers and the skills required for the attainment of success for the civilian workforce of today. The project highlights on the challenges faced by managers in translating the military skills into the civilian job experiences (Hadley, â€Å"What employers are doing†). The hiring of veterans creates certain hurdles in confronting with the challenges of inducing the internal culture of the organization with that of the new recruits. Moreover it is important that the organization understands the nation’s military services. Veterans are increasingly confronted with the problem of finding jobs in organizations which do not understand their military services. Veterans have to play the crucial role of bridging the gap between the civil recruite rs and their experience through an interview with a single resume. It is important that organizations identify the gaps and make their working environment well suited for the workings of veterans (Hadley, â€Å"What employers are doing†). As presented by the Carlos Echalar, executive Vice President in the human resource department at ManTech International the human resource departments in organizations recruiting veterans feel the need to translate the military skills into civilian service experience as challenging as that of speaking in two different languages. Understanding the responsibilities involved in active duty is ingrained in the organizational culture of ManTech’s. The organization has been associated with numerous defense organizations since