Comparing Two Schools of ThoughtBehaviorism and psychoanal.docx

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The document compares different schools of thought in psychology, noting that while behaviorism and psychoanalysis and humanistic and cognitive psychologies differ in their principles, they also share some commonalities. It asks the reader to choose two schools of thought and discuss how they differ in their principles, values, subject matter, research approaches, and applied methods, but also address any factors they share.

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Comparing Two Schools of Thought
Behaviorism and psychoanalysis (or psychodynamic theory—not
the psychotherapy approach) are sometimes considered
theoretically opposite. However, they share some characteristics
in common.
In a similar way, one could consider humanistic and cognitive
psychology to be quite different, yet there are areas of common
ground here as well. Thinking about similarities and differences
of schools of thought can help us understand their unique
characteristics.
Choose two schools of thought (the mental testing movement,
behaviorism, psychoanalytic theory, humanistic psychology,
cognitive psychology, or psychobiology) and discuss how they
differ.
What distinguishes the schools of thought from each other, in
terms of their principles, values, subject matter, research
approaches, and applied methods?
Also address which factors they share with each other, using the
aforementioned attributes as they apply.
Remember that we are exploring comprehensive theories of
human nature and behavior, not psychotherapeutic techniques

(for example, cognitive behavioral therapy or psychoanalytic
therapy).

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Integrative and Biopsychosocial Approaches in Contemporary Clinical Psychology Chapter Objective · To highlight and outline how contemporary clinical psychology integrates the major theoretical models using a biopsychosocial approach. Chapter Outline · The Call to Integration · Biopsychosocial Integration · Synthesizing Biological, Psychological, and Social Factors in Contemporary Integration · Highlight of a Contemporary Clinical Psychologist: Stephanie Pinder-Amaker, PhD · Application of the Biopsychosocial Perspective to Contemporary Clinical Psychology Problems · Conclusion Having now reviewed the four major theoretical and historical models in psychology in Chapter 5, this chapter illustrates how integration is achieved in the actual science and practice of clinical psychology. In addition to psychological perspectives per se, a full integration of human functioning demands a synthesis of psychological factors with both biological and social elements. This combination of biological, psychological, and social factors comprises an example of contemporary integration in the form of the biopsychosocial perspective. This chapter describes the evolution of individual psychological perspectives into a more comprehensive biopsychosocial synthesis, perhaps first touched upon 2,500 years ago by the Greeks. The Call to Integration While there are over 400 different types of approaches to psychotherapy and other professional services offered by clinical psychologists (Karasu, 1986), the major schools of thought reviewed and illustrated in Chapter 5 have emerged during the past century as the primary perspectives in clinical psychology. As mentioned, these include the psychodynamic, cognitive-behavioral, humanistic, and family systems approaches. Prior to the 1980s, most psychologists tended to adhere to one of these theoretical approaches in their research, psychotherapy, assessment, and consultation. Numerous institutes, centers, and professional journals were (and still are) devoted to the advancement, research, and practice of individual perspectives (e.g., Behavior Therapy and International Journal of Psychoanalysis). Professionals typically affiliate themselves with one perspective and the professional journals and organizations represented by that perspective (e.g., Association for Behavioral and Cognitive Therapies), and have little interaction or experience with the other perspectives or organizations. Opinions are often dogmatic and other perspectives and organizations viewed with skepticism or even disdain. Surprisingly, psychologists with research and science training sometimes choose not to use their objective and critical thinking skills when discussing the merits and limitations of theoretical frameworks different from their own. Choice of theoretical orientation is typically a by-product of graduate and postgraduate training, the personality of the professional, and the general worldview held of human nature. Even geographical regions.

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CompetencyAnalyze the evolution of social media standards and .docx

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Competency Analyze leadership and management roles in change management Evaluate different change management models. Examine various roles in change management. Analyze methods for understanding and mapping change in an organization. Critique strategies for removing barriers to change. Examine leadership's role in executing successful change. Instructions Delta Pacific Case Study You serve as the change leader for Delta Pacific Company (DPC). Up until this point, the organizational culture has been one of a traditional culture as the company had a manufacturing environment.DPC has undergone an extensive change from manufacturing to consulting, including new employee roles and responsibilities, training, and resources. However, there have been organizational barriers and employee resistances to the changes, resulting in a declining profitability.You have decided to design a Change Leadership Strategy plan to present to the leaders of DPC to meet their goal of changing the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. To complete your Leading Change Plan, please include the following: Identify the problems facing Delta Pacific. Analysis the different roles leaders and managers use for successful implementation of change. Discuss the roles and responsibilities of leading team members for change. Compare and contrast advantages and disadvantages of two (2) popular change models. Discuss at least three (3) similarities and three (3) differences of change models. Select one (1) model that you feel best compliments your strategy. Explain how the change model you selected to use will ensure the most effective and efficient process of changing an organizational culture. Discuss at least two (2) strategies for overcoming barriers to change. Discuss the behaviors that Delta Pacific leaders need to exhibit to ensure a positive and successful cultural shift for the long-term. Provide an APA formatted title page and attribution for credible references used in the development of content ideas following academic guidelines. .

CompetencyAnalyze leadership and management roles in change ma.docx

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Competency Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability . Scenario In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals. Instructions The CFO has provided you with a copy of the organization’s financial statements . This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following: An overview of the issue. A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements. Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Provide a recommendation based on ration analysis. *****See attached balance sheet .

CompetencyAnalyze financial statements to assess performance a.docx

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Competency Checklist and Professional Development Resources An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components: Part 1 : Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document. competency checklist Part 2: Professional Development Resources Document –Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.) , focus on the first four standards: STANDARD 1. PROMOTING CHILD DEVELOPMENT AND LEARNING STANDARD 2. BUILDING FAMILY AND COMMUNITY RELATIONSHIPS STANDARD 3. OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES STANDARD 4. USING DEVELOPMENTALLY EFFECTIVE APPROACHES Directions: Each group will be assigned a different standard and each member will add at least one resource (such as yearly conferences, websites, leaders in the field, articles, blogs, etc.) that support that specific core standard. The resources will be organized on the attached Google Spreadsheet (which will also record who is submitting each resource). Through this group and class collaborative effort, you will be able to add resources from multiple perspectives that you can later include in your own mentoring portfolio.Be sure to include any relevant information and the following: the APA citation (article) or organization name/contact information (address, phone number, website). a brief description of their services in supporting early childhood professionals in their own growth and development. R.

Competency Checklist and Professional Development Resources .docx

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Competencies Determine the historical impact of art on modern culture, society, and the workplace. Identify the role of music, poetry, prose, and visual art in the modern world and workplace. Utilize art elements in real-world contexts and the workplace. Apply strategies for evaluating different art forms in various contexts. Explain how art contributes to problem solving skills and idea creation in personal and professional experience. Identify how art benefits wellness and creativity in the community and workplace. Scenario You are an independent contractor who has been hired by a multinational technology company to increase productivity at one branch office. The location in question is failing miserably and your contract with this company is a last ditch effort to bring this location’s productivity up, or else it will be shut down. The designers haven’t submitted a good, usable design to headquarters in months.When you begin your work figuring out what’s going wrong, you immediately see many red flags. Records show that employees call in sick frequently, come in late, leave early, and several complaints between employees have been filed by Human Resources.When you visit the office, you are immediately struck by what a dismal environment you see. Florescent lights flicker over beige cubicles, ambient noise of machines buzzing and phones ringing fills your ears, and employees look bored and tired. You notice only one communal work space piled over with old projects and clutter. The supply room is sparse. The break room is small and cluttered, and nobody is using it.You decide to interview employees and learn some alarming information; employees mostly work alone, do not seem to know each other well, some outright dislike one another, they report having no fun or enjoyment while at work, and some suffer chronic work-related health problems such as migraines and back pain. You notice wonderful diversity among employees, yet nobody seems to appreciate or understand the unique perspectives of their colleagues.It is clear to you that this office is not conducive to the kind of creative collaboration necessary to pull it out of its slump. Using what you know about the importance of art in the world and workplace, you will come up with a plan to solve these problems. Instructions Assemble a portfolio of recommendations on how to turn this office from a non-productive location to a creative hub of productivity.Portfolio should include the following parts: Part 1 Compose an introduction (1-2 paragraphs) indicating the historical impact of art on modern culture, society, and the workplace. Part 2 Create an infographic on how to use the arts to promote the following within the company: Collaboration between colleagues Multiculturalism/diversity Community engagement Part 3 Construct a visual model using diagram software of the ideal creative workspace that includes the following areas: A space for individual work A space for collabo.

CompetenciesDetermine the historical impact of art on mode.docx

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