Английский язык: Аннотирование и реферирование текста

133 times when confronted with a problem. By the time the fifth why is an- swered, they believe they have found the ultimate cause of the problem. Analyze the forces influencing the behavior. Determine which of these forces you have control over and which of the forces the worker has control over. Determine if the force has to be modified, eliminated, or enforced. Plan, coordinate, and organize the session. Determine the best time to conduct the session so that you will not be interrupted or forced to end too early. Conduct the session using sincerity, compassion, and kindness. This does not mean you cannot be firm or in control. Your reputation is on the line ... the problem must be solved so that you department can continue with its mission. Likewise, you must hear the person out. During the session, determine what the worker believes causes the counterproductive behavior and what will be required to change it. Also determine if your initial analysis is correct. Try to maintain a sense of timing of when to use directive or nondirective counseling (see below). Using all the facts, make a decision and/or a plan of action to correct the problem. If more counseling is needed, make a firm time and date for the next session. After the session and throughout a sufficient time period evaluate the worker's progress to ensure the problem has been solved. There are two type of counseling – directive and nondirective. In directive counseling, the counselor identifies the problem and tells the counselee what to do about it. Nondirective counseling means the counselee identifies the problem and determines the solution with the help of the counselor. The counselor has to determine which of the two, or some appropriate combination, to give for each situation. For exam- ple, "Put out that cigarette now, this is a nonsmoking area," is a form of directive counseling. "So the reason you are not effective is that you were up late last night. What are you going to do to ensure that this