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Too valuable to lose

Too valuable to lose. Dr. med. Samuel Pfeifer Klinik Sonnenhalde, Riehen. Selection = Risk Assessment.

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Too valuable to lose

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  1. Too valuable to lose Dr. med. Samuel Pfeifer Klinik Sonnenhalde, Riehen

  2. Selection = Risk Assessment • "Candidate Screening is in essence a risk assessment procedure. It aims to exclude the few individuals who will not cope with cultural adaptation, who may be harmed by expatriate life or who may traumatize others.“ • Dr Michael E.Jones and Dr Kenneth Gamble • "In den vergangenen fünf Jahren habe ich 147 Missionare behandelt. In bestimmten Abständen habe ich die Unterlagen überprüft und bin dabei immer zum selben Ergebnis gekommen: 52 bis 54% der Patienten hatten bereits vor der Annahme in den Dienst Probleme, und oft hatten sie die meiste Zeit ihres Lebens damit zu kämpfen.“ • Dr. Marjory Foyle

  3. Selection Criteria D. Bloecher

  4. Definition Member Care • The term "member care" is used to refer to the task of caring for missionary personnel. It includes a variety of services to missionaries throughout their career, from rest to encouragement to debriefing to counseling. • Goal: to see missionaries remain on the field and remain healthy — spiritually, relationally, emotionally and physically.

  5. Interaction Church - Agency R. Giron

  6. Changing times – changing candidates „The philosophy has changed from acceptance to rejection of authority, from a scientific approach to a search for reality through music and poetry, and in the West a marked increase in tribalistic thinking and a search for community and relationships.“ • (Marjory Foyle, Honorably Wounded, p. 18)

  7. REMAP I and REMAP II studies • REMAP I examined causes of attrition in ~ 30.000 missionaries from „old sending countries“ and „new sending countries“. • Result: half of those who leave the field each year do so for preventable reasons, such as team conflict, marriage conflict, lack of clear call, immature spiritual life, poor cultural adaptation, lack of job satisfaction, inadequate supervision and burnout. • REMAP II examined organizational factors associated with preventable attrition.

  8. Preventable Attrition • Problem Attrition occurs when missionaries, because of mismanagement, unrealistic expectations, systemic abuse, personal failure, or other personal reasons, leave the field before the mission or church feels that they should. Paul McKaughan

  9. Preventable Attrition Rate in correlation with Agency Age Agency Size Too Valuable to Lose, p. 108 - 109

  10. How much is good enough? Courtesy Dr. Detlef Bloecher

  11. Cultural Crises Historical Human Occupational Organizational Physical Psychological Support Spiritual Ten types of Stressors (CHOPS) Kelly O‘Donnell

  12. MC Needs and Resources Kelly O‘Donnell

  13. Goals for this seminar • To know the factors which lead to preventable attition (PAR). • To know the factors which identify missionary health – especially emotional balance and hardiness. • To know instruments and procedures to assess candidates to prevent attrition. • To reflect the requirements for personnel staff • To develop guidelines across agencies to select candidates for transcultural service.

  14. Download All materials of this conference in full length: www.mcare21.com

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