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While empathy requires a true understanding and appreciation of how someone feels and potentially the ability to experience the same emotions oneself, it does not require that these attitudes and emotions be agreed upon as the proper reaction for a given situation, or feelings/attitudes that the worker would normally possess or entertain (Deakin 2011). Empathy can be a predictor of liking, especially in multicultural situations -- research has shown that empathy is usually a precursor to liking between individuals of different ethnic or cultural backgrounds -- but empathy and liking are not actually correlated in most general circumstances and workplace settings (Zebrowski 2007).
To a certain extent, the conveyance of empathy and true respect cannot be achieved through a specific set of actions or practices; according to certain researchers and scholars, people are able "feel" when the empathy and respect being shown to them by another are honest and forthright elements of the relationship, and when...
There are methods that can help develop genuine empathy and respect, however, and help to convey this empathy and respect to other individuals in working and worker-client relationships. Simple things such as restating how a person feels to demonstrate understanding and responding to the specific concerns brought up by the other individuals can help to foster feelings of trust, respect, and empathy in these relationships (Dryden & Mytton 1999).
References
Cournoyer, B. (2008). The social work skills workbook. Belmont, CA: Thomson.
Deakin. (2010). Becoming a social worker. Geelong, Victoria: Deakin Univeristy.
Dryden, W. & Mytton, J. (1999). Four approaches to counseling and psychotherapy. New York: Routledge.
Hepworth, D., Rooney, R., Rooney, G. (2010). Direct Social Work Practice: Theory and Skills. Belmont, CA: Brooks/Cole.
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