The Interview

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The Interview

Type Of Interview

For my assignment I chose to examine an interview I was a party to at my place of employment with the local Association For Community Living. It was an orientation meeting for a new client moving into a group home where I currently work as a Direct Care Worker. Under the classification of interviews, my analysis focuses on an Information Giving type of interview.

As outlined in class, information giving interviews are used to obtain facts, opinions, feelings, attitudes, reasons for actions, trends or beliefs. My specific interview was to inform, organize and assist the staff team, of which I am a member, in supporting a new individual moving into the house.

Purpose Of The Interview

The purpose of this interview was to instruct the staff team on current programs and supports surrounding this individual, as well as to train and coach staff on handling techniques used through stressful periods. Lastly, this interview was to clarify all procedures to be used with this individual.

Setting

The setting for our meeting, which is of importance, was a meeting room at our local Head Office. The meeting took place at 1900 on January 9, 1996. The meeting included the supervisor and three staff team members.

A physical description of the environment is as follows: a large wooden rectangular table sits in the centre of the room with 12 chairs around it, there are 2 cluttered bookcases along one wall and a large white board along another wall. There are no pictures on the walls and no telephone. The meeting took place after business hours so the building was quiet, empty and very dark.

Opening

The opening of this interview began with cordial greetings and small talk, as we are all well-acquainted with each other. The purpose of the interview was established and we moved quickly into the body of the interview.

Body

The supervisor, as the interviewer, was in the information giving position. The staff team were informed of relevant background information and a brief history of the individual. We began to develop new perspectives as a team by reviewing current procedures, handling techniques, supports and activities all the while trying to improve on them if possible. Problem solving was undertaken to determine strategies to support this individual with the move and any changes or adjustments. Confrontation was used by staff to identify discrepancies and distortions in the information. After much brainstorming, responsibilities were designated to each staff member for implementation. As a staff team we set goals for ourselves.

Closing

As the supervisor shifted the conversation towards questions or concerns surrounding the new client, I began to feel things drawing to a close. All new information was reviewed and summarized to ensure understanding. The staff's new role was clarified and the next steps were identified. After a final round of clearinghouse questions, we agreed to meet again to review and evaluate our progress after a trial period (one month).

Inclusion

Inclusion refers to how much a party is willing and able to take part in an interview. The staff team were willing and able to learn. The supervisor was able but seemed somewhat closed to offering specific information. For example, the supervisor was evasive to questions regarding specific amounts of support required for the new client.

As the interview progressed, the unwillingness on the supervisor's part to exchange information caused defensiveness in the staff members. The supervisor continued this throughout and staff became noticeably upset and frustrated.

Control

Control refers to the degree of power each party in the interview has to influence the nature and/or outcome of that interview. The supervisor, from my point of view, had more control due to job position/status, as well as having the information that staff was seeking. Control was exercised by the...
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