1. What new insight or perspective about the case did you gain during your discussion that you would like to apply to your future work? (one paragraph minimum) 2. What specific content from the reading(s) did you find of most value to your conceptualization/discussion? (one paragraph minimum) 3. What additional questions regarding the theory/theories and/or the theoretical applications do you still have? If you have no additional questions, please indicate N/A. Case is down below
KEY CONSTRUCTS:
Correspondence: The alignment between worker needs and work environment reinforcers
Tenure: Remaining on and being retained in a job
Reinforcers: Examples of work reinforcers might include pay, prestige, and working
conditions
Work Adjustment Styles: Reflect how we relate to our work environment
Flexibility: Level of tolerability for lack of correspondence
Activeness: Person tries to change the environment
Reactiveness: Person tries to change themselves
Perseverance: Length of tolerability
CASE OF FATIMA VIGNETTE:
Fatima is a 36-year-old African American, Muslim woman working as a senior instructional
designer at TechEd Solutions for six years. She holds a Master’s in Educational Technology and is
married to Hassan with two children (ages 6 and 8). She also identifies as part of the disability
community due to her systemic lupus diagnosis.
Job Satisfaction: Fatima genuinely enjoys her work, describing it as “meaningful” and
“purpose-driven.” She feels confident in her abilities, stating “I am really good at what I do.” She
has led high-profile accessibility projects and mentors junior colleagues. Her work aligns with her
values around education and making learning accessible for diverse populations.
Work Environment Challenges: Despite the company’s diversity statements, Fatima experiences
significant workplace stress. As the only hijab-wearing woman in the office, she often feels isolated.
Her current supervisor, Derek, visibly “bristles” when she requests time off for Islamic holidays or
asks for Halal meal options at company events. Team-building activities center around happy
hours, effectively excluding her from networking opportunities.
Flexibility and Health Concerns: Fatima feels anxious requesting schedule flexibility for family
needs or her lupus flare-ups. During chronic illness episodes, she would prefer working from home,
but Derek rarely includes remote workers in meetings or project updates, causing her to miss
critical information. She has not formally requested disability accommodations.
Recent Changes: Fatima’s workplace satisfaction was higher under her previous supervisor,
Maria, who was “warm, smart, and encouraging.” Derek, her new supervisor for eight months, is
“young, cold, and impatient.” He frequently interrupts her in meetings and recently suggested she
might benefit from “attitude coaching” despite her continued high performance.
Current Stressors: Hassan, Fatimas partner, was laid off three months ago, making her the sole
breadwinner. She feels “stuck” because she depends on her job for income and health insurance
crucial for her lupus treatment. She avoids discussing work stress with Hassan, who is “very
sensitive about not financially contributing.” Her anxiety has escalated to panic attacks, particularly
on Sunday evenings and Monday mornings.
Presenting Concerns: Fatima seeks counseling support to manage workplace anxiety, clarify her
professional options, and determine how to advocate for her needs while protecting her family’s
financial security. She wants to “bring more of my authentic self to my work” and develop
confidence in addressing the systemic issues she faces.
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