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Within primary care, nurses are expected to set goals and make action plans with patients. However, little information is available on how this is done. The aim of this study is to gain insight into how nurses set goals and action plans with patients. Data were collected from three practice nurses working in elderly care and five patients in the Netherlands. Practice nurse is the term for the home care registered nurse in the Netherlands. Five home visits for which goal setting and action planning were the main agreed‐upon objectives, were video‐recorded and transcribed. We found that explicit goal setting was not observable. However, in 16 episodes, action plans were discussed. Action planning was always initiated by the nurse and was oriented toward offering professional help or assistance in order to solve the patient's problems. In response, patients tended to resist the proposed solutions, with the result that action planning was abandoned. By the nurse proposing professional help, patients were positioned as passive rather than active agents. Our results contribute to the understanding of how nurses’ communicative behavior influences the extent to which patients feel encouraged to actively participate in goal setting/action planning. [ABSTRACT FROM AUTHOR]

The purpose of this research was to examine the joint impact of leader achievement goals and hierarchical position of the voicer of creative ideas (subordinate vs. superior) on the extent to which leaders (intent to) integrate these voiced creative ideas with their own ideas (integrative idea management). In a scenario-based survey (study 1; N = 189), in which we measured participants' achievement goals, we found that the relationship between leaders' performance goals and their intention to integrate voiced creative ideas is contingent on the hierarchical position of the idea voicer. Similarly, in an experimental study (study 2; N = 94), in which we experimentally induced achievement goals, we found that leaders display lower integrative intentions when ideas are voiced by a subordinate rather than a superior, but this was only true for leaders pursuing performance goals. Furthermore, the results of an additional, exploratory analysis suggest that the hierarchical position of the voicer of creative ideas had an indirect effect on integrative behavior through integrative intentions for performance goal leaders and no effect for mastery goal leaders. Together, these findings advance our understanding of how middle management leaders are influenced by their own achievement goals when managing the creative ideas voiced by subordinates and superiors. [ABSTRACT FROM AUTHOR]

Objectives: Theory has offered suggestions on how people may adjust their personal goals after goal disturbance or altered life situations. However, the actual use of these goal adjustment strategies has rarely been studied. This study aimed to investigate whether the goal adjustment strategies identified in the literature are used in the first 6 months following a diagnosis of cancer and whether alternative strategies can be identified.Design: Exploratory design with a qualitative method of data collection.Methods: Patients were asked to list their current personal goals within a month after being diagnosed with colorectal cancer. Six months later, they were asked what had happened to each of these goals. For each goal, raters scored whether (1) it was achieved or being pursued as planned, (2) a known strategy was used, or (3) an alternative strategy was used.Results: Patients with colorectal cancer (n = 130) reported that more than half of their goals had been achieved or were being pursued as planned. The remaining goals (n = 210) required goal adjustment strategies. Patients used five of six known strategies that involved mostly limited adjustment. Additionally, they used combinations of goal adjustment strategies, and two alternative strategies were identified.Conclusions: This study found that patients with cancer use goal adjustment strategies, and it provides illustrations on how these strategies are used, thus deepening and extending existing knowledge of and theory on goal adjustment. Future studies should take the newly identified strategies into account as well as the possible use of combinations of strategies.Statement Of Contribution: What is already known on this subject? The successful pursuit of personal goals is important for maintaining well-being. However, an unexpected and serious illness such as cancer can lead to the need to adjust goals, either because they have become difficult or impossible to attain due to physical hindrance of the illness and/or its treatment, or because other goals have become important due to the confrontation with the fragility of life. Theories have proposed options of how people may deal with their personal goals, but whether these so-called goal adjustment strategies are actually used by cancer patients, and whether there are alternative strategies we need to take into account, is still unclear. What does this study add? This study employs a qualitative method of data collection to study what actually happens to cancer patients' goals during the first 6 months after diagnosis. This study found that almost all goal adjustment strategies from theory are indeed used by cancer patients and that they mostly use strategies which involve only limited adjustment and a continued focus on the original goal. We found that patients with cancer use combinations of strategies and two alternative strategies, thereby complementing and expanding theories on goal adjustment. [ABSTRACT FROM AUTHOR]

As some people with profound intellectual and multiple disabilities ( PIMD) are at a high risk of developing a challenging behavior, it is useful to look at measures taken to prevent or diminish this type of behavior. The authors undertook a study of how self-injurious, stereotypical, destructive, or aggressive behaviors are addressed in daily practice in residential facilities. A stratified sample of 30 people with the most severe and frequently reported challenging behaviors was selected from a dataset of 181 children and adults with PIMD. Individual comprehensive service plans were used to determine whether challenging behaviors were present and how these problems were addressed. In total, only 51.8% of the challenging behaviors that occurred were described in the individual plans, and for 53.7% of the challenging behaviors, strategies or interventions were included in the individual service plans. Only 17.2% of the cases contained goals formulated to prevent or diminish such behavior. A significant positive relationship was found between the severity of challenging behavior and the extent to which it was described in the individual comprehensive service plans. The authors also noted that interventions that were aimed at diminishing or preventing challenging behavior were highly simplistic, and virtually no goals were formulated to document, diminish, or prevent challenging behavior in people with PIMD. [ABSTRACT FROM AUTHOR]

In this exploratory study, a multidimensional unfolding technique is used to visualise goal salience. A total of 1,733 students from secondary vocational education reported on the importance of 16 goals, using the GIFI, which is based on the 24 goal taxonomy proposed by Ford and Nichols (1991). Results show that students make a clear distinction between ego and non-ego goals and that non-ego goals are reported as most important by most students. Also, differences within the group of boys and the group of girls, and differences between boys and girls, are shown. The results and possibilities of multidimensional unfolding for future research on goals are discussed. [ABSTRACT FROM AUTHOR]

Solution-focused coaching ( SFC) represents a short-term, future-focused, and person-directed therapeutic approach that helps people focus on solutions rather than problems. Thirteen cases of SFC of staff dealing with people with severe and moderate intellectual disabilities ( S/MID) are described. In all 13 cases, the progress toward the team goal, proactive thinking of staff, and the quality of the relationship ( QOR) between staff and people with S/MID were measured directly before SFC, directly after SFC, and 6 weeks after SFC. After SFC, progress toward the team goal was found in seven out of 13 teams, improvement of proactive thinking was found in 5/10 teams and improvement of the QOR was found in 7/13 teams. With regard to individual staff members, improvement of proactive thinking was found in 12/34 staff members and improvement of the QOR was found in 22/42 staff members. The authors note that SFC stimulates dealing with support problems in a behavioral, proactive way and that SFC can be a useful approach to build useful relationships. The findings are in line with results of earlier research on the value of solution-focused brief therapy applied to carers (parents or professionals) of people with ID. Future investigation of SFC, preferably using a randomized controlled design, could test the hypothesis that SFC can increase self-efficacy and proactive thinking in teams, can positively alter staff's perceptions of people with ID, and that teams find it a useful approach. [ABSTRACT FROM AUTHOR]