Au Psy492 E Portfolio Template For Linked In 04192011.Doc
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Au Psy492 E Portfolio Template For Linked In 04192011.Doc



Professional Argosy...

Professional Argosy
University Undergraduate Applications
via Smartdraw
Decision Tree
(Disability Model)
and Statistics/
Human Resource
Salaries Research
Project (Table)



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Au Psy492 E Portfolio Template For Linked In 04192011.Doc Au Psy492 E Portfolio Template For Linked In 04192011.Doc Presentation Transcript

  • 1
    Undergraduate Studies ePortfolio
    Susan Gendron
    BA Psychology, 2011
  • Personal Statement
    Susan Gendron
    - High organizational, multi-tasking, shows initiative.
    • Strong team staff member and works well independently
    • Astute critical thinking, writing and “statistical analysis.”
    • Proficiency with psychological assessment, implementation
    of applied psychology applications, and counseling
    strategies and legal research.
    • Mild to moderate skills with research designs.
    • Strong communication and interviewing strategies
    (I.e. Academic Advising, Human resources, Interviewing)
  • resu
    • Demonstrates proficiency with Smartdraw- Graphic instructional / Decision Tree
    Counseling Disability Visual and Conceptual Presentations.
    • Proficiency with IEP educational cognitive plans.
    • High level of psychological assessment, integration of conceptual applied psychology
    in terms of counseling abilities through the utilization of behavioral modification techniques
    to enrich and direct future clients onto productive and balanced lifestyles.
    • Adept with young adult and family populations (counseling) (I.e. academic advising and
    family counseling of all ages and populations.)
    - Strong administration, communication and organizational skills
    2472 B Street, Apt F 619.581.1334
    SAN DIEGO CA 92102
    OBJECTIVE: Academic Advising, Counseling, Administrative,
    Psychological and Legal Research.
    SKILLS: -Astute with critical thinking, writing and psychological statistical analysis.
    -Highly proficient with assessment, psychological counseling, consulting,
    legal research, business, health, retail, tourism, communications, and
    public relations.
    -Average three years Executive/Administrative/legal secretary.
    -Supervision and management experience (CA/Hawaii)
    -High organizational and proficient legal and business communication
    -Strong team member and works well independently.
    -Former SBA owner / California -
    -Typing speed: 70 wpm/ No errors
  • RESUME 2
    -MsWord/Office (2010) -SPSS -Relational Database
    -Excel XP -Unix Management Systems
    -Outlook -Lexus-Nexis
    -PowerPoint -Access -Cost Accounting/Engineering
    -Publisher -Scanning -Xerox 470 ST (Commercial)
    -QuickBooks -MIS 3.1(Sales Comparisons)
    Argosy University, Honolulu, HI
    Major: PsychologyCurrent GPA: [3.45] 2008-2011
    Kaplan University, Davenport, Iowa
    Paralegal Studies/Legal Research/Ethics/Contract Law 2007
    ChaminadeUniversity, Honolulu, HI
    Associate in Science Degree: Criminal Justice 2006
    *Educational: Argosy Academia Course Audit Current
    Available with Dean Zachary Oliver Endorsement
    C/o Argosy University, Honolulu, HI
    Susan Gendron
    2472 B Street, Apt. F 619.581.1334
    San Diego, CA 92102 Email:sgendron0829@yahoo.com_____________
    • Rod McLean, Professor 415.215.0577
    C/o Argosy University/ Counseling Theories
    Residence: Bonita, California
    • Jim Bregante, Public Speaker 858.492.9611
    C/o Maritime Museum of San Diego
    Docent Program/Educational Tours
    1492 Harbor Drive
    San Diego, CA 92101
    • Zachary Oliver, Ed. D., Dean and Chair 808.791.5258
    C/o Argosy University Undergraduate Studies
    1001 Bishop Street, Ground Floor
    Honolulu, Hawai’i 96813
  • Reflection
    Susan Gendron, 2472 B Street, Apt. F., San Diego, CA 92102
    Since the onset of my pursuit of a Major in Psychology with Argosy University
    Baccalaureate in Arts curriculum, online in Honolulu, Hawai’i, I have gained
    an abundance of professional knowledge in ethical principles and standards
    of psychological practice in compliance with both the American Psychological
    and Counseling Associations.
    Astute critical writing, psychological analysis, and strong communication skills
    are amongmy strengths. Proficiencywith applied psychology and its theoretical
    concepts in cognitive, counseling , disability, maladaptive, and forensic venues
    of the psychological spectrum will certainly benefit future employers, employees,
    and clientele inclusively.
    In terms of my weaknesses, development of research questions and design will
    require further enhancement following my acceptance into the Master’s of Art in
    Counseling Psychology Curriculum, Fall 2011 situated at my locally San Diego
    based campus. It is my hope to obtain California Licensure in Marriage and
    Family Therapy within the next two years while addressing evening courses.
  • Table of Contents
    • Cognitive Abilities:
    Critical Thinking and Information Literacy
    • Research Skills
    • Communication Skills: Oral and Written
    • Ethics and Diversity Awareness
    • Foundations of Psychology
    • Applied Psychology
    • Interpersonal Effectiveness
  • CccsdfsdfjslfkjsldfksdfsdfsdfsdfsdfsdfsdfsdfsdfsdfsdfswwwwwjssdfsdfsCC
    Cognitive abilities:
    Critical thinking and Information literacy
  • Cognitive abilities
    My critical thinking and writing skills have greatly improved during the
    past four years of my under-graduate studies at Argosy University. For
    instance, Forensic Psychology course presented me with in-depth
    concentration and application of critical thinking correlated to federal
    and state rules of law linked to criminal and juvenile justice defense and
    diversion programs and procedures.
    Whereas, counseling theories course stressed on analysis, assessment
    and application of theoretical concepts through written psychological
    context associated with DSM/IV TR Diagnoses of all age populations.
    Psychological statistics course studies emphasized the importance of
    reliability, validity and methodology via SPSS computerized analysis
    for purpose of projecting new developments in psychological research
    developments nationwide.
  • Research Skills
    Research Designs
    Data Analysis Modalities
  • Research skills
    Psychological research methods has broadened my scope of understanding
    in relation to various concepts such as dependent and independent
    variables and their role in between and in-group research designs.
    Priorities lie in developing a simplified research question while offering
    comparison of psychological theories (I.e. cognitive versus client-
    centered) over wide distribution of samples nationwide.
    This is of utmost priority to improve psychological applications of
    hypothesis, analysis of the effect size of variables while compiling
    statistical analysis of the researchers’ findings with graphics, (f and p)
    tests to arrive at conclusive data analysis. Briefly stated, the results of
    research studies - double blinded) control and experimental groups of
    participants set the precedent for future improvements in counseling
    strategies with clients.
  • Communications Skills
    Oral and Written
  • Communication skills: Oral and Written
    Effective communication skills comprise of both oral and written styles
    that are essential to the vitality of business endeavors, retention of all
    levels of staff and to the progressive growth and development of
    businesses on the local, national, and global levels.
    Interviewing skills and interpersonal effectiveness courses will be of
    beneficence to me should I be considered for a position in academic
    advising, counseling, human resource industry or public relations and
    administration, these techniques will enhance all employer/employee
    relations in all settings with future clientele.
  • Ethics and Diversity Awareness
  • Ethics and diversity awareness
    Moral sensitivity plays a major role in respecting the cultural attributes,
    rituals and beliefs of others.
    Ethical standards and principles such as issuance of “Informed Consent”
    to clients and remaining in compliance professionally within “Boundaries
    of Competence” will certainly assure loyalty, trust and retention of
    confidentiality between the professional (counselor of record) and the
    prospective client.
    Constant awareness of each others cultures, origins, and value systems
    will solidify and renew clients’ and professionals’ perspective while
    striving for productive lifestyle options.
  • Foundations of Psychology
    In relation to the foundations of psychology, client-centered therapy allows clients
    to vent via client “flooding” of emotions to counselor. Avoidance of triangulation
    in most effective when counseling spouses where spousal abuse issues present
    conflicting relationship issues.
    Social order and culture was addressed through (Kohlberg, Level III)
    development of theory of acculturation and social order correlated to the
    professional’s role when confronting cultural ethnic issues with couples when
    faced with adjusting to American lifestyles (acculturation) during their first year
    of relocation from their country of origin.
    Whereas, “classical conditioning” theory was first discovered by (Skinner) to
    further address behavior modification techniques of conditioning the client in an
    effort to best correct the unwanted or irrational behavior.
    In terms of its applications with child psychiatry, Piaget was known as the
    founder of psychology concerning child issues.
  • Applications in Psychology
    Applied Psychology
  • Applied Psychology
    The following are applications of psychological concepts correlated
    to disability psychology via instructional decision tree modality
    from (Smartdraw, San Diego, CA) for orientation of new
    counselors’ structural decision-making for compromised physical
    disability client assessment and follow-up counseling strategies.
    My second application highlights integrative statistical data
    analysis testing and procedures in relation to gender issues
    concerning female versus male human resources director salary
    differences. (PowerPoint Table). This application focuses on
    (f) And (p) data analysis testing; not to mention degrees of freedom
    and variances in gender salaries of human resource directors.
    Its purpose is suggestive of future endeavors to raise the bar for
    female human resource director salaries to create monetary fairness
    within this industry between both genders.
  • Psychological Statistics Independent Variables: Female v. Male Human Resource Director Salaries
    Susan Gendron
    Psy 210/Psychological Statistics
    Topic: Independent Variables:
    Female v Male HR Director Salaries
    Research Question: What percentage of variance are
    female versus male human resource director salaries?
    Testable Hypothesis: Researcher seeks to determine
    to what extent female versus male human resource
    director salaries differ. Comparisons will be determined
    on ten female samples versus ten male samples with a
    total number of 20 samples.
    Confidence Level regarding [t] test= less than or equal to [0.05]
    Degrees of Freedom Cite and Ref: Formula:
    (df= N 1+N2-2) (Argosy, 2010, p. 2).
  • Human Resource Salaries: Female v. Male
  • Critical Thinking
    Applications are compiled below to highlight effectiveness of
    critical thinking by utilizing graphic (Smartdraw) mediums
    such as the Decision tree for furtherance of instruction with
    new hire counselors and disability clients.
    Compiled raw data is presented in research experiment via graphic
    table design to create an optimal psychological research design
    perspective offered to viewers. This table style medium enables
    ease of comprehension of complex statistical data compilations
    In research studies for purpose of future improvement and gainful
    insight between employer/employee gender relations within the
    human resource industry. It’s purpose is of enlightenment and
    raising the bar for female human resource director salaries.
  • Table defines (t) Test:Comparison of (2) Independent Samples
    This table best defines the (t) test value based on a comparison
    between two “independent samples groups (Females versus male
    human resource directors’…..between two samples (independent
    variables female and male salaries.”
    (Argosy, 2010, p.1).
    This is considered a small sampling because it only offers a
    comparison study between ten local female and ten male human
    resource directors and not local sampling versus a national
    population of human resource directors. Therefore utilization of
    a (t) Test is validated here (small sampling research study) relative
    to the (t) value equates 1.761.
  • Z / ScoreTotal Female HR Director Salaries
    Z score is based on raw data (Total Female Salaries divided
    by the total number of female human resource directors.
    The Z score for comparing one sample (Female HR Managers
    Salaries versus Male HR Managers’ Salaries) is as follows:
    (Argosy, 2010, p.1)
    Z score = X1(bar) or M1 – X2(bar) or M2
    √ơ² (1/N + 1/N)
     In this scenario, this Z score would be represented as follows:
     Z = (61.8) – (63.7)
    (-3.3) x (-3.3)= 10.9 (1/20 + 1/20)
     Z = (-1.9)
    (10.9) (1/10)
     Z = (-1.9) = -1.74
  • Applied Psychology / Z ScoreHR Director Salaries: Conclusion
    In conclusion, since the Z Score equates a value of (-1.09) and the
    (t) value equates a positive value of 1.761 as researcher of this study,
    no statistical significance is present.
    This is based on the concept of a small sampling normally assumes
    “the comparison distribution to be on a Normal Curve.” (Aron, 2008,
    Ch4, p.7).
    This being the case, the cutoff sample score for a one-tailed test is
    established at the (.05) confidence level.
    Therefore, the null hypothesis would be rejected (Aron, 2008, Ch.4, p.7)
    because the above table results in a Z Score of -1.09 which is less than 5%
    (.05) confidence level.
  • Z Score Conclusion: (df) degrees/freedom
    This represents a minimal difference between female versus male counterparts in
    the human resource director business realm of this experiment.
    This figure (-1.9) informs us that there is room for improvement within the
    corporate ladder whereby women (female human resource directors counterparts
    income level should be raised in accordance with the rate of inflation affecting
    their increased economic obligations. For instance, during this suppressed
    economy (Since January 2010) national economic demise, single female parents
    are experiencing increased economic suffrage moreso than their male counterparts
    as human resource directors, according to this study).
    The degree of freedom signifies an approximate lower difference of negative five
    percent compared to their male counterpart (human resource directors).
    Table A-4 – Cutoff scores/Significance Level / df).
  • Applied Psychology: StatisticsHR Director/ Variance Results
    Whereas, the variance shows 13 point difference between the sum of
    female subjects ($622,000) salaries versus male subjects ($637,000)
    salaries. Thus the result of this (t) test reveals a statistically significant
    difference in the lower salaries of females versus males and is cause
    for revision with fairness between both gender populations.
  • References
    (, (Argosy, 2010); “When to use the Z Test over the (t) Test in Research: Sample vs. Sample.. p.1; Introduction to Different Testing:
    Differences Between Two Independent Sample Means: Coke vs. Pepsi
    (Example/Table), p.1; “Degrees of Freedom Formula”, p.2.
    (,(Bookshelf online), (Aron, A., Aron, E., and Coups, E., 2008); Statistics in Psychology, 5th Ed., Ch 7. Prentice Hall, Upper SaddleRiver, N.J.
  • Applied Psychology: New Orientation Counselors/ Re: Disability Client Concepts
  • My Future in Learning
    Learning is a lifelong process. How
    do you envision your future as a
    lifelong learner?
    My lifelong learning journey comprises of counseling families and
    youth within my local community or teaching psychology to young
    adultsat the community college level. In doing so, I truly believe I
    will set the precedent by providing an enriching communicative
    interchange and direction in the lives of my local community
    with hope by which to re-gain their inner sense of emotional
    stability, diversity, cultural, spiritual, and personal balance. This
    will grant prospective clients beneficence through emotional
    freedomwithin themselves while solidifying future interpersonal
  • Contact Me
    Thank you for viewing my ePortfolio.
    For further information, please contact me at the e-mail address below.