/
3 Communication Challenges in a Diverse, Global Marketplace
LEARNING OBJECTIVES
After studying this chapter, you will be able to
1 (http://content.thuzelearning.com/books/Bovee.7626.18.1/sections/p7001012451000000000000000001b6f#P7001012451000000000000000001B75)
Discuss the opportunities and challenges of intercultural communication.
2 (http://content.thuzelearning.com/books/Bovee.7626.18.1/sections/p7001012451000000000000000001bb4#P7001012451000000000000000001BBA)
De�ine culture, explain how culture is learned, and de�ine ethnocentrism and stereotyping.
3 (http://content.thuzelearning.com/books/Bovee.7626.18.1/sections/p7001012451000000000000000001b�b#P7001012451000000000000000001BFF)
Explain the importance of recognizing cultural variations, and list eight categories of cultural differences.
4 (http://content.thuzelearning.com/books/Bovee.7626.18.1/sections/p7001012451000000000000000001c9b#P7001012451000000000000000001CA0) List
four general guidelines for adapting to any business culture.
5 (http://content.thuzelearning.com/books/Bovee.7626.18.1/sections/p7001012451000000000000000001cc6#P7001012451000000000000000001CCA)
Identify seven steps you can take to improve your intercultural communication skills.
MyBCommLab®
Improve Your Grade!
More than 10 million students improved their results using Pearson MyLabs. Visit mybcommlab.com (http://mybcommlab.com) for simulations, tutorials, and
end-ofchapter problems.
COMMUNICATION CLOSE-UP AT
Kaiser Permanente
kp.org (http://kp.org)
Delivering quality health care is dif�icult enough, given the complexities of technology, government regulations, evolving scienti�ic and medical understanding, and
the variability of human performance. It gets even more daunting when you add the challenges of communication among medical staff and between patients and
their caregivers, which often takes place under stressful circumstances. Those communication efforts are challenging enough in an environment where everyone
speaks the same language and feels at home in a single cultural context—but they’re in�initely more complex in the United States, whose residents identify with
dozens of different cultures and speak several hundred languages.
The Oakland-based health-care system Kaiser Permanente has been embracing the challenges and opportunities of diversity since its founding in 1945. It made a
strong statement with its very �irst hospital when it refused to follow the then-common practice of segregating patients by race. Now, as the largest not-for-pro�it
health system in the United States, Kaiser’s client base includes more than 10 million members from over 100 distinct cultures.
At the core of Kaiser’s approach is culturally competent care, which it de�ines as “health care that acknowledges cultural diversity in the clinical setting, respects
members’ beliefs and practices, and ensures that cultural needs are considered and respected at every point of contact.” These priorities.
How To Write An Essay Structure In English - Writing Section Tips: How .... Expository essay: English essay examples. Form 1 English Essay Exercise - AnabellaanceBrennan. School essay: Sample essay english. How to Write an English Essay with Pictures - wikiHow - Learn how to .... Student essays: English essay ideas. Essay about english. Essay Writing in English English Grammar Online Classes Swiflearn .... College Essay Examples - 9 in PDF Examples. How to Write an English Essay with Sample Essays - wikiHow - How to .... Example English Essay Telegraph. English Essay Writing Sample Student Essay. 007 English Essay Example Download Lovely Reflective Online Com .... English essay. English essay how to. FREE 9 College Essay Examples in PDF Examples - How to write english .... Sample hl english essay - IBDP Year 2 /Group 1 - Studies in Language .... About Me Paper Example Unique Short Essay Writing Help topics Examples .... Just how to Produce an English Essay Hormigon Impreso Profesional. Write My Research Paper for Me - english essays for university students .... Free Printable Lessons for English Teachers - Essay writing structure .... Step-By-Step Guide to Essay Writing - ESL Buzz. Narrative Essay: English essay samples. Esl sample essays. 10 English Report Writing Examples. 2019-01-25. English 3 essays - writingquizzes.web.fc2.com. Essay Examples In English - Essay Writing. 022 Community Essay Sample Service Learning Example Ta Student Essays .... writing essays english. The Example of Essay PDF. 010 English Essays Essay Example Student Thatsnotus. Essay websites: English example essay. Writing an english essay - College Homework Help and Online Tutoring.. Essay in english - College Homework Help and Online Tutoring. Example Of An English Essay Example Of An English Essay
2 Cross-Cultural Business
Learning Objectives
Helsinki, Finland—Nokia Corporation (www.nokia.com) is the world’s number one manufacturer of mobile handsets. The company’s 112,000 employees in more than 150 countries generate $79 billion in sales annually. Nokia uses its knowledge of cultures to control 40 percent of the global handset market.
Nokia is especially talented at detecting consumer needs in emerging markets. China and India represent Nokia’s first and second largest markets ahead of third-place United States. Nokia knows that in India a buyer selects a handset that has the right look and style and projects the right image. But for a consumer in China, a handset needs to be the right bargain. And Nokia recently finished a year-long study of the handset needs of people who live in Accra, capital city of the African nation Ghana.
Source: Jeffrey Barbee.
Nokia spends around $8 billion a year on research and development. Anthropologists and psychologists first travel the globe for Nokia to learn how people behave and communicate. Personnel at Nokia’s headquarters in Finland then blend these unique insights with emerging global trends to design new handsets. Finally, the company develops phones suitable for a variety of markets but localizes each one with colors, surface textures, services, and ring-tones.
Nokia maintains its competitive edge through careful cultural research. For example, company anthropologists learned that people in rural areas of emerging markets need a phone that can be shared among many users. So Nokia added the capability to save each person’s contacts separately and installed a call tracker that imposes a time or cost limit on each call. Handsets designed for emerging markets also feature menus in local languages, a one-touch flashlight in case of power outages, and a demo program for those who have never used a mobile phone. As you read this chapter, consider how culture influences international business and how company actions affect cultures.1
This chapter is the first of three that describe the links between international business activity and a nation’s business environment. We introduce these topics early because of their strong influence on how commerce is conducted in different countries. In fact, success in international business can often be traced directly to a deep understanding of some aspect of a people’s commercial environment. This chapter explores the influence of culture on international business activity. Chapter 3 presents the roles of political and legal systems, and Chapter 4 examines the impact of economic systems and emerging markets on international business.
An assessment of any nation’s overall business climate is typically the first step in analyzing its potential as a host for international commercial activity. This means addressing some important questions, such as the following: What language(s) do the people speak? What is the climate like? Are the local people open to new ideas a.
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‘Being able to work in a global environment’, is a phrase that is now etched onto the job descriptions
of most marketers and enshrined in today’s strategy documents. Whether that’s a reality or an aspiration - either way it’s something that requires constant work and evaluation. In this article I’m going to share some of my recent thoughts and experiences.
Here are my seven suggested areas that you should evaluate:
1. Nation Branding and National Identity
2. Cultural Ethnicity and Religion
3. Innovation and Creativity
4. Education and Training
5. Balancing Standardization and Localization
6. Networks and Channel partners
7. Multi-layered messaging
How To Write An Essay Structure In English - Writing Section Tips: How .... Expository essay: English essay examples. Form 1 English Essay Exercise - AnabellaanceBrennan. School essay: Sample essay english. How to Write an English Essay with Pictures - wikiHow - Learn how to .... Student essays: English essay ideas. Essay about english. Essay Writing in English English Grammar Online Classes Swiflearn .... College Essay Examples - 9 in PDF Examples. How to Write an English Essay with Sample Essays - wikiHow - How to .... Example English Essay Telegraph. English Essay Writing Sample Student Essay. 007 English Essay Example Download Lovely Reflective Online Com .... English essay. English essay how to. FREE 9 College Essay Examples in PDF Examples - How to write english .... Sample hl english essay - IBDP Year 2 /Group 1 - Studies in Language .... About Me Paper Example Unique Short Essay Writing Help topics Examples .... Just how to Produce an English Essay Hormigon Impreso Profesional. Write My Research Paper for Me - english essays for university students .... Free Printable Lessons for English Teachers - Essay writing structure .... Step-By-Step Guide to Essay Writing - ESL Buzz. Narrative Essay: English essay samples. Esl sample essays. 10 English Report Writing Examples. 2019-01-25. English 3 essays - writingquizzes.web.fc2.com. Essay Examples In English - Essay Writing. 022 Community Essay Sample Service Learning Example Ta Student Essays .... writing essays english. The Example of Essay PDF. 010 English Essays Essay Example Student Thatsnotus. Essay websites: English example essay. Writing an english essay - College Homework Help and Online Tutoring.. Essay in english - College Homework Help and Online Tutoring. Example Of An English Essay Example Of An English Essay
2 Cross-Cultural Business
Learning Objectives
Helsinki, Finland—Nokia Corporation (www.nokia.com) is the world’s number one manufacturer of mobile handsets. The company’s 112,000 employees in more than 150 countries generate $79 billion in sales annually. Nokia uses its knowledge of cultures to control 40 percent of the global handset market.
Nokia is especially talented at detecting consumer needs in emerging markets. China and India represent Nokia’s first and second largest markets ahead of third-place United States. Nokia knows that in India a buyer selects a handset that has the right look and style and projects the right image. But for a consumer in China, a handset needs to be the right bargain. And Nokia recently finished a year-long study of the handset needs of people who live in Accra, capital city of the African nation Ghana.
Source: Jeffrey Barbee.
Nokia spends around $8 billion a year on research and development. Anthropologists and psychologists first travel the globe for Nokia to learn how people behave and communicate. Personnel at Nokia’s headquarters in Finland then blend these unique insights with emerging global trends to design new handsets. Finally, the company develops phones suitable for a variety of markets but localizes each one with colors, surface textures, services, and ring-tones.
Nokia maintains its competitive edge through careful cultural research. For example, company anthropologists learned that people in rural areas of emerging markets need a phone that can be shared among many users. So Nokia added the capability to save each person’s contacts separately and installed a call tracker that imposes a time or cost limit on each call. Handsets designed for emerging markets also feature menus in local languages, a one-touch flashlight in case of power outages, and a demo program for those who have never used a mobile phone. As you read this chapter, consider how culture influences international business and how company actions affect cultures.1
This chapter is the first of three that describe the links between international business activity and a nation’s business environment. We introduce these topics early because of their strong influence on how commerce is conducted in different countries. In fact, success in international business can often be traced directly to a deep understanding of some aspect of a people’s commercial environment. This chapter explores the influence of culture on international business activity. Chapter 3 presents the roles of political and legal systems, and Chapter 4 examines the impact of economic systems and emerging markets on international business.
An assessment of any nation’s overall business climate is typically the first step in analyzing its potential as a host for international commercial activity. This means addressing some important questions, such as the following: What language(s) do the people speak? What is the climate like? Are the local people open to new ideas a.
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‘Being able to work in a global environment’, is a phrase that is now etched onto the job descriptions
of most marketers and enshrined in today’s strategy documents. Whether that’s a reality or an aspiration - either way it’s something that requires constant work and evaluation. In this article I’m going to share some of my recent thoughts and experiences.
Here are my seven suggested areas that you should evaluate:
1. Nation Branding and National Identity
2. Cultural Ethnicity and Religion
3. Innovation and Creativity
4. Education and Training
5. Balancing Standardization and Localization
6. Networks and Channel partners
7. Multi-layered messaging
URDU Paragraph Calligraphy /How to write urdu in Paragraph /How to .... 100+ Essay In Urdu - Urdu Mazameen - Study Guide. Urdu Including Essay (pms-2006) Past Papers. Essay writing in urdu - YouTube. 017 Ustad2bka2bahtram2behtram2bustad Essay Example Urdu Allama ~ Thatsnotus. Essay urdu topics - ghostwritingrates.web.fc2.com. Essay writing in urdu - The Oscillation Band. Urdu Collection: Essays. How to write an essay in urdu for 2nd year. Mera Pyara Watan Pakistan Essay In Urdu. URDU ADAB: Urdu Ki Aakhri Kitab; an Interesting Urdu Essay by Ibn-e-Insha. Fsc Notes Download Fsc Notes: Important Urdu Essay For 2nd Year .... Essays in urdu language for class 10 - sludgeport919.web.fc2.com. College Essay: School essay in urdu. URDU LITERATURE - CSS ONLINE. Letter Writing in Urdu II | PDF | Urdu. Urdu Essay Topics Urdu Mazmoon: Nazm o Zabt | Essay writing skills .... Urdu essay writing - College Homework Help and Online Tutoring.. ️ Urdu essay topics for grade 5. Essay topics for 5th grade students .... Best way of writing Urdu poetry | Writing Skills | 9th, 10th, 11th .... Essay writing in urdu - College Homework Help and Online Tutoring.. My teacher Urdu essay writing Grade 3 student homework | Creative .... Important Urdu Essays For 2nd Year Students FA, FSc. Information About Iqbal In Urdu Allama Iqbal In Urdu, Download Music .... Urdu Collection: Essays on different topics. 010 Maxresdefault Essay On Sports In Urdu ~ Thatsnotus. Urdu Essay Writing Best Tips For Exam.. Urdu Essays: waqt ki pabandi Essay On Education, Education Quotes For .... My Book Urdu Essay My Favourite Book Urdu Essay Mazmoon Urdu Speech .... Urdu Essay Writing Websites. important Urdu essays for class 10 2020 | Essay, Essay topics, Class notes Urdu Essay Writing
English Argument Essay Topics. Check my Essay: Argumentative essay writing ex...Kristina Jenkins
Good and interesting argumentative essay topics for college students .... Argumentative Essay Topics for College Assignments - Blog BuyEssayClub.com. argumentative essay examples for high school students. English 101 argumentative essay topics. 44+ Good Argumentative Essay Topics For College Tips - Aress. Argumentative essay example short Truth or Consequences .... 011 Essay Example Argumentative Tips For Writing An Essay1 ~ Thatsnotus. Help Me Write An Argumentative Essay, How To Write The Best .... Argumentative Essay Prompts for High School Students. Sample Argumentative Essay. Argumentative Essay | English - Year 12 WACE | Thinkswap. Business Paper: Sample argument essay. Easy Argumentative Essay Topics - One sided argument topics. Persuasive .... 015 Argumentation Essay Example Student Refutation Writing Samples .... 50 Compelling Argumentative Essay Topics. Striking Easy Argument Essay Topics ~ Thatsnotus.
This IS AN EXAMPLE OF SOMEONE ELSE IN THE CLASS. BELOW IS HOW THE GrazynaBroyles24
This IS AN EXAMPLE OF SOMEONE ELSE IN THE CLASS. BELOW IS HOW THE DISCUSSION SHOULD BE DONE.
Discussion Part 1:
I have selected to be the VP of Marketing for Coke and explore some of the strategies that would need to be taken in gaining more share in the India market.
In India there is a very low market share for what is considered packaged drinks. Currently there is between a 4-5 percent of all beverages consumed in India are packaged, more people are choosing to drink tap water, tea, juices, and dairy products. In order to be successful Coca Cola would need to ensure that “company researchers broaden their definition of competitors in international markets to include competitive pressures that would not be present in the domestic market.” (Keegan & Green, 2020). This is a cultural and economic characteristic that impacts buying patterns in the India market.
There is market potential for success based off increasing consumer spending habits, and a rise in lower to middle class. When the India consumers have had more disposable income, they have shown to spend more on what is considered packaged drinks. Coke does have a current competitive advantage in that is portfolio mix does currently consist of drinks that offer a variety of fruit flavors and tastes to accommodate the local appetite. Sprite, Fanta, and possibly partnering with local vendors for other India only flavors, which is a similar approach in other countries, could prove very beneficial. Coke has shown that it can partner with local vendors for bottling of its products to reduce costs, but also give back to its local communities. This is another part of their strategy to ensure that they are being responsible to support their local communities.
Strengths
-Broad existing portfolio of products
-Brand Recognition
-Partnership with local vendors
Weaknesses
-Emerging market may take time to build
-Cultural tastes may not gravitate to traditional coke
Opportunities
-Reduce cost using local vendors for glass and packaging
-increasing market growth could allow to bring more portfolio items over
Threats
-Potential for other vendors to move into market
-Economic downturn could decrease sales/ potential future sales
Discussion Part 2:
I chose LUVS diapers as my focus from Proctor and Gamble and potential emergence into India as well. Its a latent market in that they uses other methods aside from diapers for natural infant hygiene (clothe diapers, etc). This means that there could be a need if the major environmental concerns could be met as well as done so in an economical way. A latent market means that there is not currently large market share or not market share of. This is critical information needed to decide if a company should enter or not.
In order to identify if there is a need, the following analytical techniques should be applied.
1: Use multiple measures to predict future sales opportunity. Rather than rely solely on one piece of data, utilize several resources and data t ...
Outline Of Compare And Contrast Essay.pdfLory Holets
Essay Outline Template - 12+ Word, PDF Format Download!. Compare And Contrast Essay Outline Pdf - ALESSAY. Compare And Contrast Essay Outline Mla : Video Guide on How to Write a .... How to Write a Compare and Contrast Essay Outline Point-By-Point With .... Persuasive essay: Comparative contrast essay.
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Seriously Cool: Marketing and Communicating with Diverse GenerationsMark McCrindle
Our original 2008 paper on Marketing to the New Generations. This was one of the first papers to outline strategies to market to the global Generation Y, and to define the emerging Generation Z. McCrindle Research.
3 pagesAfter reading the Cybersecurity Act of 2015, address .docxnovabroom
3 pages
After reading the
Cybersecurity Act of 2015
, address the private/public partnership with the DHS National Cybersecurity and Communications Integration Center (NCCIC), arguably the most important aspect of the act. The Cybersecurity Act of 2015 allows for private and public sharing of cybersecurity threat information.
What should the DHS NCCIC (public) share with private sector organizations? What type of threat information would enable private organizations to better secure their networks?
On the flip side, what should private organizations share with the NCCIC? As it is written, private organization sharing is completely voluntary. Should this be mandatory? If so, what are the implications to the customers' private data?
The government is not allowed to collect data on citizens. How should the act be updated to make it better and more value-added for the public-private partnership in regards to cybersecurity?
.
3 pages, 4 sourcesPaper detailsNeed a full retirement plan p.docxnovabroom
3 pages, 4 sources
Paper details
Need a full retirement plan proposal in excel with cited sources.
My career objective would be to start out of school as an associate accountant, then advance to a Director of Finance until I get promoted as CFO working in the healthcare industry in Las Vegas
.
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This IS AN EXAMPLE OF SOMEONE ELSE IN THE CLASS. BELOW IS HOW THE GrazynaBroyles24
This IS AN EXAMPLE OF SOMEONE ELSE IN THE CLASS. BELOW IS HOW THE DISCUSSION SHOULD BE DONE.
Discussion Part 1:
I have selected to be the VP of Marketing for Coke and explore some of the strategies that would need to be taken in gaining more share in the India market.
In India there is a very low market share for what is considered packaged drinks. Currently there is between a 4-5 percent of all beverages consumed in India are packaged, more people are choosing to drink tap water, tea, juices, and dairy products. In order to be successful Coca Cola would need to ensure that “company researchers broaden their definition of competitors in international markets to include competitive pressures that would not be present in the domestic market.” (Keegan & Green, 2020). This is a cultural and economic characteristic that impacts buying patterns in the India market.
There is market potential for success based off increasing consumer spending habits, and a rise in lower to middle class. When the India consumers have had more disposable income, they have shown to spend more on what is considered packaged drinks. Coke does have a current competitive advantage in that is portfolio mix does currently consist of drinks that offer a variety of fruit flavors and tastes to accommodate the local appetite. Sprite, Fanta, and possibly partnering with local vendors for other India only flavors, which is a similar approach in other countries, could prove very beneficial. Coke has shown that it can partner with local vendors for bottling of its products to reduce costs, but also give back to its local communities. This is another part of their strategy to ensure that they are being responsible to support their local communities.
Strengths
-Broad existing portfolio of products
-Brand Recognition
-Partnership with local vendors
Weaknesses
-Emerging market may take time to build
-Cultural tastes may not gravitate to traditional coke
Opportunities
-Reduce cost using local vendors for glass and packaging
-increasing market growth could allow to bring more portfolio items over
Threats
-Potential for other vendors to move into market
-Economic downturn could decrease sales/ potential future sales
Discussion Part 2:
I chose LUVS diapers as my focus from Proctor and Gamble and potential emergence into India as well. Its a latent market in that they uses other methods aside from diapers for natural infant hygiene (clothe diapers, etc). This means that there could be a need if the major environmental concerns could be met as well as done so in an economical way. A latent market means that there is not currently large market share or not market share of. This is critical information needed to decide if a company should enter or not.
In order to identify if there is a need, the following analytical techniques should be applied.
1: Use multiple measures to predict future sales opportunity. Rather than rely solely on one piece of data, utilize several resources and data t ...
Outline Of Compare And Contrast Essay.pdfLory Holets
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Seriously Cool: Marketing and Communicating with Diverse GenerationsMark McCrindle
Our original 2008 paper on Marketing to the New Generations. This was one of the first papers to outline strategies to market to the global Generation Y, and to define the emerging Generation Z. McCrindle Research.
3 pagesAfter reading the Cybersecurity Act of 2015, address .docxnovabroom
3 pages
After reading the
Cybersecurity Act of 2015
, address the private/public partnership with the DHS National Cybersecurity and Communications Integration Center (NCCIC), arguably the most important aspect of the act. The Cybersecurity Act of 2015 allows for private and public sharing of cybersecurity threat information.
What should the DHS NCCIC (public) share with private sector organizations? What type of threat information would enable private organizations to better secure their networks?
On the flip side, what should private organizations share with the NCCIC? As it is written, private organization sharing is completely voluntary. Should this be mandatory? If so, what are the implications to the customers' private data?
The government is not allowed to collect data on citizens. How should the act be updated to make it better and more value-added for the public-private partnership in regards to cybersecurity?
.
3 pages, 4 sourcesPaper detailsNeed a full retirement plan p.docxnovabroom
3 pages, 4 sources
Paper details
Need a full retirement plan proposal in excel with cited sources.
My career objective would be to start out of school as an associate accountant, then advance to a Director of Finance until I get promoted as CFO working in the healthcare industry in Las Vegas
.
3 pagesThis paper should describe, as well as compare and contra.docxnovabroom
3 pages
This paper should describe, as well as compare and contrast, Diffie Hellman and Kerberos. You should include data flow diagrams that outline the transaction of both kerberos and Diffie Hellman - one diagram each please using Microsoft Visio or Dia (free open source tool). These diagrams are NOT part of the page total required for this assignment.
single spacing
, normal margins, use 12 pt font - reference what isn't yours please
.
3 assignments listed below1. In a 350 word essay, compare a.docxnovabroom
3 assignments listed below
1.
In a 350 word essay, compare and contrast the healthcare system of the United States with the WHO’s Millennium Development Goals. Be sure that you are providing the significant components of the US system as well as the WHO'S Millennium Development Goals.
The essay must be submitted using 12 point times new roman font double spaced in APA format. You must have at least one reference on a separate reference page. The assignment must be submitted in APA format; you do not need an abstract.
2.
Children have always contributed to the total number of migrants crossing the southern border of the United States illegally, but in 2014, a steady overall increase in unaccompanied minors from Central America reached crisis proportions when tens of thousands of children from El Salvador, Guatemala, and Honduras crossed the Rio Grande and overwhelmed border patrols and local infrastructure (Dart 2014).
Since legislators passed the William Wilberforce Trafficking Victims Protection Reauthorization Act of 2008 in the last days of the Bush administration, unaccompanied minors from countries that do not share a border with the United States are guaranteed a hearing with an immigration judge where they may request asylum based on a “credible” fear of persecution or torture (U.S. Congress 2008). In some cases, these children are looking for relatives and can be placed with family while awaiting a hearing on their immigration status; in other cases, they are held in processing centers until the Department of Health and Human Services makes other arrangements (Popescu 2014).
The 2014 surge placed such a strain on state resources that Texas began transferring the children to Immigration and Naturalization facilities in California and elsewhere, without incident for the most part. On July 1, 2014, however, buses carrying the migrant children were blocked by protesters in Murrietta, California, who chanted, "Go home" and "We don’t want you.” (Fox News and Associated Press 2014; Reyes 2014).
A functional perspective theorist might focus on the dysfunctions caused by the sudden influx of underage asylum seekers, while a conflict perspective theorist might look at the way social stratification influences how the members of a developed country are treating the lower-status migrants from less-developed countries in Latin America. An interactionist theorist might see the significance in the attitude of the Murrietta protesters toward the migrant children.
Respond to the following questions in a 350-word essay using 12 point times new roman font double spaced: Given the fact that these children are fleeing various kinds of violence and extreme poverty, how should the U.S. government respond? Should the government pass laws granting a general amnesty? Or should it follow a zero-tolerance policy, automatically returning any and all unaccompanied minor migrants to their countries of origin so as to discourage additional immigration tha.
2Women with a Parasol-Madame Monet and Her SonClau.docxnovabroom
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Women with a Parasol-Madame Monet and Her Son
Claud Monet (1840-1926)
1875
Oil on Canvas
100 x 81 cm
119.4 x 99.7 cm
Image from National Gallery of Art.
Working thesis statement
- “Woman with a Parasol” is also called “The Stroll”. Painted 1875 (art, n.d.) in France Argenteuil; The character in the paint are Monet’s wife Camille Monet and his 7-year-old son.
- This paint was finished within a day; he was using the fast-visible brushstrokes to create this work. This work witnessed that Monet got away from the Academy style. (Gallery, n.d.) The theme of the paint is one of kind. (Proving the impressionism)
- “Woman with a Parasol” was exhibited in second impressionist exhibition, 1876. (Art)
- The theme and environment in the paint earned many claps and praises. The whole image provides people with a feeling of freedom and kind. (Art, nga.gov, n.d.)
The controversy parts.
· How much contribution that this paint did to the modern art world.
· The affections about the theme in this paint.
· The viewer nowadays is judging the art value of this paint.
Those controversy parts about the paint were making a progress in modern art and improve the development of art.
Bibliography:
1. “Woman with a Parasol - Madame Monet and Her Son.” Modern Painters 29, no. 1 (March 2017): 45. https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=121204182&site=eds-live.
2. Goldwater, Robert. "The Glory that was France." Art News 65 (March 1966):42, repro. cover. 1966
3. Hand, John Oliver. National Gallery of Art: Master Paintings from the Collection. Washington and New York, 2004: 382-383, no. 317, color repro. 2004
4. C. Monet Gallery “Woman with a Parasol”. https://www.cmonetgallery.com/woman-with-a-parasol.aspx
5. Woman with a Parasol, 1875 by Claude Monet, Claude Monet Paintings, biography, and Quotes. https://www.claude-monet.com/woman-with-a-parasol.jsp#prettyPhoto
6. Eelco Kappe. “Woman with a Parasol - Madame Monet and Her Son by Claude onet.” TripImprover, (2019/10/16) https://www.tripimprover.com/blog/woman-with-a-parasol-madame-monet-and-her-son-by-claude-monet#comments
7. Google Art and Culture, National Gallery of Art, Washington DC. https://artsandculture.google.com/asset/woman-with-a-parasol-madame-monet-and-her-son/EwHxeymQQnprMg
8. Charles Saatchi. “Charles Saatchi's Great Masterpieces: when a family scene was an act of rebellion.”19 March 2018. 7:00AMhttps://www.telegraph.co.uk/art/artists/charles-saatchis-great-masterpieces-family-scene-act-rebellion/
9. TotallyHistory. “Woman with a Parasol”. http://totallyhistory.com/woman-with-a-parasol/
10.Peter C. Baker. “THE REAl WORLD OF MONET”, The New York. January 10,2013. https://www.newyorker.com/books/page-turner/the-real-world-of-monet
Improving financial literacy in
college of business students:
modernizing delivery tools
Ronald Kuntze
College of Business, University of New Haven, West Haven, Connecticut, USA
Chen (Ken) Wu and Barbara Ross Wooldridge
Soules Colleg.
2The following is a list of some of the resources availabl.docxnovabroom
2
The following is a list of some of the resources available in the Trident Online Library related to the HR field.
Academic Research
Journal of Applied Psychology
This journal focuses on the applications of psychology research. This research journal is a good source for learning about the latest developments in cognitive, motivational and behavioral psychology and implications for the workplace. It is available through Business Source Complete in the Trident Online Library.
Personnel Psychology: A Journal of Applied Research
This scholarly journal has practical utility in that it centers on personnel psychology. The articles focus on the latest research on selection and recruitment, training, leadership, rewards, and diversity. It is available through Business Source Complete in the Trident Online Library.
Academy of Management Journal
This journal focuses on the management side of psychology. The articles are mainly theoretical. This journal would be a good resource for those researchers looking for new managerial theories and methods. It is available through Business Source Complete in the Trident Online Library.
The Academy of Management Review
This journal also focuses on management psychology. It is regarded as a top journal in its field and publishes theoretical and conceptual articles on management and organization theory. It is available through Business Source Complete in the Trident Online Library.
Professional Journals
Harvard Business Review
Harvard Business Review is a cornerstone business journal that has practical applications for HR professionals. This is a great resource to find case studies and expert insights on business practices. It is available through Business Source Complete in the Trident Online Library.
Human Resource Management Journal
This journal has best practices articles for HR professionals in the workplace. It is available (up to 1 year ago) through Business Source Complete in the Trident Online Library.
HRMagazine
This magazine is published by the Society for Human Resource Management. The articles are a great resource for HR professionals dealing with the most recent issues in the workplace. It is available through Business Source Complete in the Trident Online Library.
TD: Talent Development
The Association for Talent Development publishes this magazine. It is targeted to professionals in the human resource development field. It is available through Business Source Complete in the Trident Online Library.
Workforce
Solution
s Review
This magazine that focuses on many topics within human resource management. The articles included are written by industry experts and academics. They are targeted to HR professionals in the workplace. It is available through Business Source Complete in the Trident Online Library.
Adapted from: PennState University Libraries (2017). Retrieved from http://guides.libraries.psu.edu/human-resources/journals.
Assignment
Select three articles (published within the past five years),.
3 If you like to develop a computer-based DAQ measurement syst.docxnovabroom
3:
If you like to develop a computer-based DAQ measurement system or that can provide several functions in a Smart Home System, such as climate control or gas leakage detection functions, answer the following for the climate control systemfunction:
3.1 Draw the hardware connections of the system focusing on the pin connections of the system components, so that the system can provide the 'Climate Control'
function. The available devices are: (5 marks)
Microprocessor-based system (Laptop/PC).
Interface board: NI USB DAQ.
LM35 Temperature sensor Humidity sensor
Micro-switches Variable resistor LEDs Relays
Multi-output power supply
Include any required passive electronic components
3.2 Draw a flowchart for a program that can achieve both the climate control and gas leakage detection functions. (4 marks)
3.3 What are the factors that should be considered when selecting a DAQ card?
(4 marks)
3.4 Discuss the signal aliasing problem and how you can overcome this effect; supportyour answer with figures and drawings(2 marks)
3.5 What are the steps of conversion of continuous signals to digital values (ADC)?
(2 marks)
3.6 Name four types of ADC’s and choose any two to compare between them; what is the ADC type that is used in NI DAQ’s? support your answer with figures anddrawings(7 marks)
3.7 Compare between RTD (Resistance Type Device) and Thermocouples temperature sensors; support your answer with examples and drawings. The LM35 sensor can be classified as which type of temperature sensors? (5 marks)
3.8 Give examples of DAQ cards that can be used to measure the following properties and discuss the reasons for your selection.?
1- Displacement
2- Vibration
3- Strain (6 marks)
Total 35 marks4:
You are to develop a home security system that can be used to monitor a house of two doors and four windows. The output of the system should present the status of each location independently and should provide an audible warning in case of any problem - including the detection of smoke. The available devices are:
− PIC16F877 Microcontroller (given in Figure 4.1)
− two door push button switches
− four window push button switches
− one Motion Detector
− one smoke detector sensor
− eight LEDs
− one buzzer
− Include any passive electronic components required.
According to your study answer the following questions:
4.1 Draw a block diagram for the complete system. (4 marks)
4.2 Using the PIC16F877A microcontroller shown in Figure 4.1, draw the wiring diagram of the proposed system. Include any necessary electronic components required for the microcontroller to function correctly; state the function of each
element. (8 marks)
4.3 Draw a flowchart for a program that can achieve the above function. (4 marks)
4.4 Given the pin confi.
2BackgroundThe research focuses on investigating leaders fro.docxnovabroom
2
Background
The research focuses on investigating leaders from highly rated managed care organizations based on their leadership practices in comparison to leaders from low rated managed care organizations. High rated organizations are managed care organizations who have attained either 4.5 or 5 Medicare Stars ratings whiles low ratings organizations are organizations who have attained 3 Stars or less.
The research design: Survey was sent to leaders from both high Medicare rated and low rated organizations. I believe I have enough sample size so the result will be significant. I have received 35 response from leaders from high rated organizations and 35 from low rated organizations (35 participants each responded, making 70 participants in total). The goal is to find out if there is a significant difference in leadership practice between leaders from highly rated organizations and low rated organizations.
The survey tool used is Leadership Practice Inventory (LPI), which has a total of 30 behavioral statements that reflect on the practices leaders regularly use in managing their organizations. The leaders were invited to complete the survey online. The 30 survey questions are grouped in 5 Models:
1. Model the Way
1. Inspire a Shared Vision
1. Challenge the Process
1. Enable Others to Act
1. Encourage the Heart
The participants completed the LPI self-test, where they must rate themselves depending on the frequency, which they believe in engaging in each of the five models. They rate themselves on a 10 point likert scale, below.
1-Almost Never
3-Seldom
5-Occasionally
7-Fairly Often
9-Very Frequently
2-Rarely
4-Once in a While
6-Sometimes
8-Usually
10-Almost always
1. Dependent Variable: Attaining high Overall Medicare Star Rating
1. Independent Variables:
1. Leadership practice Practices (Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart)
1. Years of Experience
1. Leadership Style
Abbreviations meaning:
LP- Leadership Practice
MSR – Medicare Stars Ratings
MSROs – Medicare Stars Ratings Organizations
YoE – Years of Experience
The following hypotheses has been tested, analyzed (page 4-23). SPSS software was used for data analysis.
Hypothesis 1 - There is a significant difference in LP between leaders from high (4.5 or 5) MSROs and low (3 Stars or less) MSROs.
Hypothesis 2 – There is a strong relationship between MSRs and the LP of both high and low MSROs
Hypothesis 3 - In comparison to other 4 models (thus Model the Way, Challenge the Process, Enable Others to Act, Encourage the Hearts), practicing the “Inspire A Shared Vision” model is very significant in helping leaders influence the attainment of high MSR in MCOs.
Hypothesis 4 – The leaders’ leadership style contributes to a leader’s ability to influence the achievement of high Medicare ratings for MCO.
Hypothesis 5 – The Leaders’ of Years of Experience (YoE) is effective in enabling leaders influence the attainment o.
2TITLE OF PAPERDavid B. JonesColumbia Southe.docxnovabroom
2
TITLE OF PAPER
David B. Jones
Columbia Southern University
BBA: 3201 Principles of Marketing
Nancy Ely Mount
Month/Date/ 2020
Marketing is
Four Elements of Marketing:
Creating
Communicating
Delivering
Exchanging
Holistic Marketing Concept is a people oriented approach utilizing the four principles of :
Relationship
Integrated
Internal
Performance marketing
.
2To ADD names From ADD name Date ADD date Subject ADD ti.docxnovabroom
2
To: ADD names From: ADD name Date: ADD date Subject: ADD title
Introduction
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit.
Sed pellentesque sagittis diam, sit amet faucibus diam lobortis quis. Sed mattis turpis ligula, in accumsan ante pellentesque eu. Quisque ut nisl leo. Nullam ipsum odio, eleifend non orcinon, volutpat sollicitudin lacus (Cuddy, 2002). Identify Changes
Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur. Aliquam placerat molestie eros vel posuere.
This Photo by Unknown Author is licensed under CC BY-SA
Figure 1. Title (Source: www.source-of-graphic.edu )Product Offerings
Sed facilisis, lacus vel accumsan convallis, massa est ullamcorper mauris, quis feugiat eros ligula eget est. Vivamus nunc turpis, lobortis et magna a, convallis aliquam diam. Lorem ipsum dolor sit amet, consectetur adipiscing elit.
Figure 2. Title (Source of data citation)
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit. Capabilities
Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur.
References
Basu, K. K. (2015). The Leader's Role in Managing Change: Five Cases of Technology-Enabled Business Transformation. Global Business & Organizational Excellence, 34(3), 28-42. doi:10.1002/joe.21602.
Connelly, B., Dalton, T., Murphy, D., Rosales, D., Sudlow, D., & Havelka, D. (2016). Too Much of a Good Thing: User Leadership at TPAC. Information Systems Education Journal, 14(2), 34-42.
Rouse, M. (2018). Changed Block Tracking. Retrieved from Techtarget Network: https://searchvmware.techtarget.com/definition/Changed-Block-Tracking-CBT
Change the Chart Title to Fit Your Needs
Series 1 Category 1 Category 2 Category 3 Category 4 4.3 2.5 3.5 4.5 Series 2 Category 1 Category 2 Category 3 Category 4 2.4 4.4000000000000004 1.8 2.8 Series 3 Category 1 Category 2 Category 3 Category 4 2 2 3 5
Assessing Similarities and Differences in Self-Control
between Police Officers and Offenders
Ryan C. Meldrum1 & Christopher M. Donner2 & Shawna Cleary3 &
Andy Hochstetler4 & Matt DeLisi4
Received: 2 August 2019 /Accepted: 21 October 2019 /
Published online: 2 December 2019
# Southern Criminal.
2Megan Bowen02042020 Professor Cozen Comm 146Int.docxnovabroom
2
Megan Bowen
02/04/2020
Professor Cozen
Comm 146
Interest Paper- Mental Health in Student Athletes
I am a communication major so must take this class to fulfill my requirements for the course, however, this class will set me up to understand the in-depth reasoning behind communication. The only rhetoric class I have taken in the past is rhetoric in English, not communication; I learnt about Plato, Socrates and all the pervious rhetors that formed the basis on how we communicate today. You could argue that learning it in English and now in communication it could be very similar or the same, but we aren’t focusing on what they wrote or spoke of but why and how. In this paper I chose to analyze a TedX talk from a student athlete Victoria Garrick called ‘Athletes and mental Health: The hidden opponent’, it discusses the challenges that she faced with mental health, and the struggles maintaining a top sport on a colligate team. The reasons behind this are based on the broad ideas and opinions people have on student athletes and mental health separately and together.
College athletics is a huge industry, an incredible achievement to get into a division 1 college on an athletic scholarship, but behind all this there are some dark truths. The TedX talk from Victoria Garrick explains these truths from an athlete’s perspective, this is conflicting to the ideas that an average student or outsider has, it explains what is happening behind closed doors. This artifact was gripping to me, it is something that I completely relate too; the artifact itself is a more personal approach to understand what is happening in regard to mental health in student athletes than just reading an article online. To me personally it is easier to find an artifact that I can easily relate too, something that is grossly underappreciated and classed as embarrassing, such a topic as mental health. There were no obstacles in retrieving artifacts for this interest, it is such a broad area that I am interested in finding more information about. There are artifacts everywhere about topics such as this, articles, speeches, documentaries, all gripping a relatable.
In this class I am aware that I have much to learn, understand the way in which we communicate and why, the best ways to communicate, and the best evidence and artifacts to find for a specific topic. Finding an artifact for a topic that you are deeply invested in is different than having to find one that your heart isn’t in. With regards to this paper I am already thinking about ideas of where I can focus my information on next, where can I understand different political views behind this topic? What are the families of these student athletes going through? Mental health and student athletes separately. With regards to this class I would like to be able to find these sources and write about them in a way that grips a reader and helps me understand the reasoning behind such communication methods.
1
2
Megan Bowen
P.
2From On the Advantage and Disadvantage of History for L.docxnovabroom
2
From On the Advantage and Disadvantage of History for Life, by Friedrich Nietzsche (1874)
Section 1:
CONSIDER the herds that are feeding yonder: they know not the meaning of yesterday or to-day; they graze and ruminate, move or rest, from morning to night, from day to day, taken up with their little loves and hates, at the mercy of the moment, feeling neither melancholy nor satiety. Man cannot see them without regret, for even in the pride of his humanity he looks enviously on the beast's happiness. He wishes simply to live without satiety or pain, like the beast; yet it is all in vain, for he will not change places with it. He may ask the beast—"Why do you look at me and not speak to me of your happiness?" The beast wants to answer—"Because I always forget what I wished to say": but he forgets this answer too, and is silent; and the man is left to wonder.
He wonders also about himself, that he cannot learn to forget, but hangs on the past: however far or fast he run, that chain runs with him. It is matter for wonder: the moment, that is here and gone, that was nothing before and nothing after, returns like a spectre to trouble the quiet of a later moment. A leaf is continually dropping out of the volume of time and fluttering away and suddenly it flutters back into the man's lap. Then he says, "I remember . . . ," and envies the beast, that forgets at once, and sees every moment really die, sink into night and mist, extinguished for ever. The beast lives unhistorically; for it "goes into" the present, like a number, without leaving any curious remainder. It cannot dissimulate, it conceals nothing; at every moment it seems what it actually is, and thus can be nothing that is not honest. But man is always resisting the great and continually increasing weight of the past; it presses him down, and bows his shoulders; he travels with a dark invisible burden that he can plausibly disown, and is only too glad to disown in converse with his fellows—in order to excite their envy. And so it hurts him, like the thought of a lost Paradise, to see a herd grazing, or, nearer still, a child, that has nothing yet of the past to disown, and plays in a happy blindness between the walls of the past and the future. And yet its play must be disturbed, and only too soon will it be summoned from its little kingdom of oblivion. Then it learns to understand the words "once upon a time," the "open sesame" that lets in battle, suffering and weariness on mankind, and reminds them what their existence really is, an imperfect tense that never becomes a present. And when death brings at last the desired forgetfulness, it abolishes life and being together, and sets the seal on the knowledge that "being" is merely a continual "has been," a thing that lives by denying and destroying and contradicting itself.
If happiness and the chase for new happiness keep alive in any sense the will to live, no philosophy has perhaps more truth than the cynic's: for the beast's happine.
257Speaking of researchGuidelines for evaluating resea.docxnovabroom
257
Speaking of research
Guidelines for evaluating research articles
Phillip Rumrill∗, Shawn Fitzgerald and
Megen Ware
Kent State University, Department of Educational
Foundations and Special Services Center for
Disability Studies, 405 White Hall, P.O. Box 5190,
Kent, OH 44242-0001, USA
The article describes the components and composition of
journal articles that report empirical research findings in the
field of rehabilitation. The authors delineate technical writing
strategies and discuss the contents of research manuscripts,
including the Title, Abstract, Introduction, Method, Results,
Discussion, and References. The article concludes with a
scale that practitioners, manuscript reviewers, educators, and
students can use in critically analyzing the content and scien-
tific merits of published rehabilitation research.
Keywords: Evaluation, research articles, guidelines for cri-
tique
1. Introduction
The purpose of this article is to examine the com-
ponents of a research article and provide guidelines
for conducting critical analyses of published works.
Distilled from the American Psychological Associa-
tion’s [1] Publication Manual and related descriptions
in several research design texts [4,8,9,12,15], descrip-
tions of how authors in rehabilitation and disability
studies address each section of a research article are
featured. The article concludes with a framework that
rehabilitation educators, graduate students, practition-
ers, and other Work readers can use in critiquing re-
search articles on the basis of their scientific merits and
practical utility.
∗Corresponding author: Tel.: +1 330 672 2294; Fax: +1 330 672
2512; E-mail: [email protected]
2. Anatomy of a research article
For nearly 50 years, the American Psychological As-
sociation has presented guidelines for authors to follow
in composing manuscripts for publication in profes-
sional journals [1]. Most journals in disability studies
and rehabilitation adhere to those style and formatting
guidelines. In the paragraphs to follow, descriptions
of each section of a standard research article are pre-
sented: Title, Abstract, Introduction, Method, Results,
Discussion, and References.
2.1. Title
As with other kinds of literature, the title of a scien-
tific or scholarly journal article is a very important fea-
ture. At the risk of contravening the age-old adage “You
can’t judge a book by its cover,” Bellini and Rumrill [4]
speculated that most articles in rehabilitation journals
are either read or not read based upon the prospective
reader’s perusal of the title. Therefore, developing a
clear, concise title that conveys the article’s key con-
cepts, hypotheses, methods, and variables under study
is critical for researchers wishing to share their findings
with a large, professional audience. A standard-length
title for a journal article in the social sciences is 12–15
words, including a sub-title if appropriate. Because so-
cial science and medical indexing systems rely hea.
2800 word count.APA formatplagiarism free paperThe paper.docxnovabroom
2800 word count.
APA format
plagiarism free paper
The paper should have:
Title with all the authors.
Introduction
Methods/Materials
Results (graphics and tables encouraged)
Discussion and conclusion
Citations.
.
28 CHAPTER 4 THE CARBON FOOTPRINT CONTROVERSY Wha.docxnovabroom
28
CHAPTER 4: THE CARBON FOOTPRINT CONTROVERSY
What is the carbon footprint controversy?
Nearly all humans consume meat, dairy, and egg products in some form. In recent years the
e i me al m eme ha ed he ece i f ed ci g e ca b f i . Ca e
reduce our footprint without changing our diet? Much controversy surrounds that question. One
very extreme view on the political-left is below.
But when it comes to bad for the environment, nothing literally compares with eating meat. The business of raising
animals for food causes about 40 percent more global warming than all cars, trucks, and planes combined. If you care
about the planet, it's actually better to eat a salad in a Hummer than a cheeseburger in a Prius.
Bill Maher, host of HBO talk show Real Time with Bill Maher, writing in the Huffington Post in 2009. Accessed April 25,
2013 at http://www.huffingtonpost.com/bill-maher/new-rule-a-hole-in-one-sh_b_259281.html.
The last decade has seen a movement advocating a vegan diet in order to reduce carbon emissions,
and in some respects the argument is logical. After all, it takes about 3.388 lbs of corn (and many
other inputs) to produce a single pound of retail beef, making meat seem relatively inefficient to
grains, thus leading to a larger carbon footprint.134 So common is this notion that some schools
e c age Mea le M da for the sake of the environment. The Meatless Monday movement
has even been adopted by the Norwegian military.135 Moreover, there is some scientific research
showing that vegan (and vegetarian) diets do result in a smaller carbon footprint.136
When dealing with issues as big as global warming i ea feel hel le , like he e li le e ca d make a
diffe e ce B he mall cha ge e make e e da ca ha e a eme d im ac . Tha h his Meatless Monday
resolution is important. Together we can better our health, the animals and the environment, one plate at a time.
Los Angeles Councilmember Ed Reyes, co-author of a Meatless Monday resolution in 2012.137
However, equally prestigious research shows that vegan diets can result in a higher carbon
footprint.138 How can this be? One reason is that some carbon footprint estimates are wrong, or
rather, interpreted incorrectly. The idea of livestock production being a large carbon emitter began
with a report by the United Nations (UN) suggesting that livestock contributes 18% f he ld
carbon footprint, more than the transportation sector,139 thus giving Bill Maher reason to point the
blame at burgers instead of Hummers.
It turns out that this 18% is fraught with errors, a lea , d e e e e c di i i he U.S.
For instance, the UN did not account for the carbon emissions involved in making the inputs used
in the transportation sector, but they did for livestock. This would be like saying the production of
tires has zero carbon emissions but the production of corn does. Also, that 18% makes a number of
contestable assumptions, especially regardi.
261
Megaregion Planning
and High-Speed Rail
Petra Todorovich
c h a p t e r 2 4
?
On April 16, 2009, President Obama stood before an audience at the Eisenhower
Executive Office Building and made an announcement that signaled a new era of
passenger rail in the United States. Months before, the American Recovery and
Reinvestment Act (ARRA) had provided $8 billion for a new program at the
Federal Railroad Administration (FRA) to issue competitive grants to states to
make capital investments in high-speed and conventional passenger rail. Little did
the president know that providing the single largest boost for intercity rail plan-
ning in this country in a generation had also motivated a sudden and giant leap for-
ward in planning and governing megaregions. Luckily, regional planners had been
studying emerging megaregions for the previous five years, in affiliation with the
New York–based Regional Plan Association’s (RPA) America 2050 program. Again
and again, the planners had identified high-speed rail as the key transportation
investment to serve megaregion economies. But high-speed rail was a distant
dream. That all changed with the passage of ARRA at the nadir of the Great
Recession. Now a federal program exists to support high-speed rail planning
and implementation. Making that program a success will largely depend on the
ability of multiple actors at the local, regional, state, and binational levels to come
together as megaregions to coordinate and leverage federal rail investments.
Revisiting Megalopolis: RPA Resurrects
the Megaregion Idea
As if planning for the Tri-State New York metropolitan region was not sufficiently
complicated, in 2005 the Regional Plan Association launched a national program
called America 2050 that focused on the emergence of a new urban scale: the
megaregion. This was not actually a new concept for RPA. In 1967 a volume of the
Second Regional Plan documented the emergence of “The Atlantic Urban Region,”
an urban chain stretching 460 miles from Maine to Virginia (Regional Plan
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AN: 435124 ; Montgomery, Carleton.; Regional Planning for a Sustainable America : How Creative Programs Are Promoting Prosperity and Saving the Environment
Account: s7380033.main.cmmc
Association 1967). Earlier that decade, French geographer Jean Gottmann had
coined the term “Megalopolis” to describe the same region in his 1961 book,
Megalopolis: The Urbanized Northeastern Seaboard of the United States (Gottmann
1961). The .
250 WORDS Moyer Instruments is a rapidly growing manufacturer .docxnovabroom
250 WORDS
Moyer Instruments is a rapidly growing manufacturer of medical devices. As a result of its growth, the company's management recently modified several of its procedures and practices to improve internal control. Some employees are upset with the changes. They have complained that all these changes just show that the company no longer trusts them. Required: "Internal controls exist because most people can't be trusted." Is this true? Explain.
.
250 WORDS CITATION AND REFERNECES What is a definition of fami.docxnovabroom
250 WORDS CITATION AND REFERNECES
What is a definition of family that encompasses the different family structures prevalent today? Discuss the importance of acknowledging nontraditional family structures. Explain how family systems theory can be used to better understand the interactions of a modern family (traditional or nontraditional).
.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
1. /
3 Communication Challenges in a Diverse,
Global Marketplace
LEARNING OBJECTIVES
After studying this chapter, you will be able to
1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001b6f#P700101245100
0000000000000001B75)
Discuss the opportunities and challenges of intercultural
communication.
2
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001bb4#P700101245100
0000000000000001BBA)
De�ine culture, explain how culture is learned, and de�ine
ethnocentrism and stereotyping.
3
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001b�b#P700101245100
0000000000000001BFF)
Explain the importance of recognizing cultural variations,
and list eight categories of cultural differences.
4
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001c9b#P700101245100
2. 0000000000000001CA0) List
four general guidelines for adapting to any business culture.
5
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001cc6#P700101245100
0000000000000001CCA)
Identify seven steps you can take to improve your
intercultural communication skills.
MyBCommLab®
Improve Your Grade!
More than 10 million students improved their results using
Pearson MyLabs. Visit mybcommlab.com
(http://mybcommlab.com) for simulations, tutorials,
and
end-ofchapter problems.
COMMUNICATIONCLOSE-UP AT
Kaiser Permanente
kp.org (http://kp.org)
Delivering quality health care is dif�icult enough, given the
complexities of technology, government regulations, evolving
scienti�ic and medical understanding, and
the variability of human performance. It gets even more
daunting when you add the challenges of communication among
medical staff and between patients and
their caregivers, which often takes place under stressful
circumstances. Those communication efforts are challenging
enough in an environment where everyone
speaks the same language and feels at home in a single cultural
context—but they’re in�initely more complex in the United
States, whose residents identify with
dozens of different cultures and speak several hundred
3. languages.
The Oakland-based health-care system Kaiser Permanente has
been embracing the challenges and opportunities of diversity
since its founding in 1945. It made a
strong statement with its very �irst hospital when it refused to
follow the then-common practice of segregating patients by
race. Now, as the largest not-for-pro�it
health system in the United States, Kaiser’s client base includes
more than 10 million members from over 100 distinct cultures.
At the core of Kaiser’s approach is culturally competentcare,
which it de�ines as “health care that acknowledges cultural
diversity in the clinical setting, respects
members’ beliefs and practices, and ensures that cultural needs
are considered and respected at every point of contact.” These
priorities are woven into Kaiser’s
organizational culture, structure, and business practices.
Kaiser Permanente CEO Bernard J. Tyson
believes a culturally competentworkforce is
essential to the health provider’saim of serving
the diverse U.S. population.
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001b6f#P7001012451000000000000
000001B75
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001bb4#P700101245100000000000
0000001BBA
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001bfb#P7001012451000000000000
000001BFF
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001c9b#P7001012451000000000000
000001CA0
4. https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001cc6#P7001012451000000000000
000001CCA
http://mybcommlab.com/
http://kp.org/
/
REUTERS/Mario Anzuoni
Delivering this standard of care requires a mix of skills and
knowledge that range from an awareness of medical issues of
concern to speci�ic cultures to language
�luency (and translation skills in more than 100 languages) to
the awareness needed to handle cultural traditions and values in
a sensitive manner. Kaiser’s
Centers of Excellence in Culturally Competent Care at facilities
around the country are a good example of the extent the
company takes to serve its diverse
clientele. Each center focuses on one or more cultures
prominent in a given locale, with a particular emphasis on
improving care outcomes for population
segments that have historically been underserved.
Kaiser believes that effectively serving a diverse client base
requires an equally diverse staff. As the chairman and CEO
Bernard J. Tyson explains, “The rich
diversity of our organization re�lects the diversity of the
people we serve each and every day.” Nearly half the executive
team are women, for example, and people
of color make up nearly 60 percent of the company’s workforce.
In addition to helping Kaiser communicate more effectively
with its customers, the strategic emphasis on diversity and
inclusion is good for businesses. Its target
5. market segments also happen to be among the country’s fastest-
growing demographic groups, and Kaiser’s ability to connect
with these audiences gives it an
important competitive advantage.1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001ED2)
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001ED2
/
3.1 Understanding the Opportunities and Challenges of
Communication in a Diverse World
LEARNING OBJECTIVE
1 Discuss the opportunities and challenges of intercultural
communication.
Diversity includes all the characteristics that de�ine people as
individuals.
Kaiser Permanente (pro�iled in the chapter-opening
Communication Close-Up) illustrates the opportunities and the
challenges for business professionals who
know how to communicate with diverse audiences. Although the
concept is often framed in terms of ethnic background, a
broader and more useful de�inition of
diversity
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001e0f#P700101245100
0000000000000001E25) includes
“all the characteristics and experiences that de�ine each of us
6. as individuals.”2
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001ED4) As one example, the
pharmaceutical company Merck identi�ies 19 separate
dimensions of diversity, including race, age, military
experience, parenting status, marital status, and
thinking style.3
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001e0f#P700101245100
0000000000000001ED6) As
you’ll learn in this chapter, these characteristics and
experiences can have a profound effect on the way
businesspeople communicate.
MOBILE APP
Culture Compass offers insights into more than 100 countries
around the world.
Intercultural communication
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001E35) is the process of
sending and receiving messages between people whose cultural
backgrounds could lead them to interpret verbal and nonverbal
signs differently. Every attempt
to send and receive messages is in�luenced by culture, so to
communicate successfully, you need a basic understanding of
the cultural differences you may
encounter and how you should handle them. Your efforts to
recognize and bridge cultural differences will open up business
opportunities throughout the world
and maximize the contributions of all the employees in a
diverse workforce.
7. OPPORTUNITIES IN A GLOBAL MARKETPLACE
You will communicate with people from many other cultures
throughout your career.
Chances are good that you’ll be working across international
borders sometime in your career. Thanks to communication and
transportation technologies,
natural boundaries and national borders are no longer the
impassable barriers they once were. Local markets are opening
to worldwide competition as
businesses of all sizes look for new growth opportunities
outside their own countries. Thousands of U.S. businesses
depend on exports for signi�icant portions of
their revenues. Every year, these companies export hundreds of
billions of dollars’ worth of materials and merchandise, along
with billions more in personal and
professional services. If you work in one of these companies,
you may well be called on to visit or at least communicate with
a wide variety of people who speak
languages other than English and who live in cultures quite
different from what you’re used to. Among the United States’s
top 10 global trading partners, only
Canada and Great Britain have English as an of�icial language;
Canada also has French as an of�icial language.4
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001ED8)
Not surprisingly, effective communication is important to cross-
cultural and global business. In a recent survey, nearly 90
percent of executives said their
companies’ pro�its, revenue, and market share would all
improve with better international communication skills. In
addition, half of these executives said
communication or collaboration breakdowns had affected major
8. international business efforts in their companies.5
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EDA) The good news here
is that improving your cultural communication skills could
make you a more valuable job candidate at every stage of your
career.
ADVANTAGES OF A DIVERSE WORKFORCE
The diversity of today’s workforce brings distinct advantages to
businesses:
A broader range of views and ideas
A better understanding of diverse, fragmented markets
A broader pool of talent from which to recruit
Even if you never visit another country or transact business on a
global scale, you will interact with colleagues from a variety of
cultures and with a wide range of
characteristics and life experiences. Many innovative companies
are changing the way they approach diversity, from seeing it as
a legal requirement (providing
equal opportunities for all) to seeing it as a strategic
opportunity to connect with customers and take advantage of the
broadest possible pool of talent.6
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EDC) Smart business
leaders recognize the competitive advantages of a diverse
workforce that offers a broader spectrum of viewpoints and
ideas, helps businesses understand and
identify with diverse markets, and enables companies to
bene�it from a wider range of employee talents. “It just makes
good business sense,” says Gord Nixon,
10. DiversityWorking.com (http://DiversityWorking.com)
connects job searchers with companies that recognize the
value of diverse workforces. Go to
www.real-timeupdates.com/bct14 (http://www.real-
timeupdates.com/bct14) and select Learn More in the Students
section.
Diversity is simply a fact of life for all companies. The United
States has been a nation of immigrants from the beginning, and
that trend continues today. The
western and northern Europeans who made up the bulk of
immigrants during the nation’s early years now share space with
people from across Asia, Africa,
Eastern Europe, and other parts of the world. Across the United
States, the term minority as it is traditionally applied to
nonwhite residents makes less and less
sense every year. Non-Hispanic white Americans now account
for about 60 percent of the overall U.S. population, but that
�igure will drop below 50 percent in
two or three decades. Caucasian Americans already make up
less than half the population in hundreds of cities and
counties.8
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EE0)
However, you and your colleagues don’t need to be recent
immigrants to constitute a diverse workforce. Differences in
everything from age and gender
identi�ication to religion and ethnic heritage to geography and
military experience enrich the workplace. Immigration and
workforce diversity create advantages
—and challenges—for business communicators throughout the
world.
11. REAL-TIME UPDATES
LEARN MORE BY EXPLORING THIS
INTERACTIVE WEBSITE
Take a closer look at how the United States is
changing
The U.S. population is aging and becoming more diverse; dive
into the details with this interactive presentation. Go to
www.real-timeupdates.com/bct14
(http://www.real-timeupdates.com/bct14) and select Learn
More in the Students section.
THE CHALLENGES OF INTERCULTURAL
COMMUNICATION
Today’s increasingly diverse workforce encompasses a wide
range of skills, traditions, backgrounds, experiences, outlooks,
and attitudes toward work—all of
which can affect communication in the workplace. Supervisors
face the challenge of connecting with these diverse employees,
motivating them, and fostering
cooperation and harmony among them. Teams face the challenge
of working together closely, and companies are challenged to
coexist peacefully with business
partners and with the community as a whole.
A company’s cultural diversity affects how its business
messages are conceived, composed, delivered, received, and
interpreted.
The interaction of culture and communication is so pervasive
that separating the two is virtually impossible. The way you
communicate is deeply in�luenced by
the culture in which you were raised. The meaning of words, the
signi�icance of gestures, the importance of time and space, the
12. rules of human relationships—
these and many other aspects of communication are de�ined by
culture. To a large degree, your culture in�luences the way you
think, which naturally affects the
way you communicate as both a sender and a receiver.9
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EE2) Intercultural
communication is much more complicated than simply matching
language between sender and receiver; it goes beyond mere
words to beliefs, values, and
emotions.
Culture in�luences everything about communication, including
Language
Nonverbal signals
Word meaning
Time and space issues
Rules of human relationships
Elements of human diversity can affect every stage of the
communication process, from the ideas a person deems
important enough to share to the habits and
expectations of giving feedback. In particular, your instinct is
to encode your message using the assumptions of your culture.
Members of your audience, however,
decode your message according to the assumptions of their
culture. The greater the difference between cultures, the greater
the chance for misunderstanding.10
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EE4)
Throughout this chapter, you’ll see examples of how
communication styles and habits vary from one culture to
13. another. These examples are intended to illustrate
the major themes of intercultural communication, not to give an
exhaustive list of the styles and habits of any particular culture.
With an understanding of these
major themes, you’ll be prepared to explore the speci�ics of
any culture.
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001EDE
http://diversityworking.com/
http://www.real-timeupdates.com/bct14
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001EE0
http://www.real-timeupdates.com/bct14
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01012451000000000000000001e0f#P7001012451000000000000
000001EE2
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000001EE4
/
3.2 Developing Cultural Competency
LEARNING OBJECTIVE
2 De�ine culture, explain how culture is learned, and de�ine
ethnocentrism and stereotyping.
Cultural competency requires a combination of attitude,
knowledge, and skills.
Cultural competency
14. (http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001E15) includes an
appreciation for cultural differences that affect communication
and the ability to adjust one’s communication style to ensure
that efforts to send and receive
messages across cultural boundaries are successful. In other
words, it requires a combination of attitude, knowledge, and
skills.11
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EE6) Kaiser Permanente,
pro�iled at the beginning of the chapter, is a good example of a
contemporary organization that values cultural competency so
highly that it makes it a high-level
strategic imperative.
Achieving cultural competency can take time and effort, but the
good news is you’re already an expert in culture—at least the
culture in which you grew up. You
understand how your society works, how people are expected to
communicate, what common gestures and facial expressions
mean, and so on. The bad news is
that because you’re such an expert in your own culture, your
communication is largely automatic; that is, you rarely stop to
think about the communication rules
you’re following. An important step toward successful
intercultural communication is becoming more aware of these
rules and the way they in�luence your
communication.
REAL-TIME UPDATES
LEARN MORE BY READING THIS
INFOGRAPHIC
15. How not to behave in 15 countries
These brief and occasionally humorous pointers will help keep
you out of trouble. Go to real-timeupdates.com/bct14
(http://real-timeupdates.com/bct14)
and select Learn More in the Students section.
UNDERSTANDING THE CONCEPT OF CULTURE
Culture is a shared system of symbols, beliefs, attitudes, values,
expectations, and behavioral norms.
Culture
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001e0f#P700101245100
0000000000000001E21) is a shared
system of symbols, beliefs, attitudes, values, expectations, and
norms for behavior. Your cultural background in�luences the
way you prioritize what is important
in life, helps de�ine your attitude toward what is appropriate in
a given situation, and establishes rules of behavior.12
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EE8)
You belong to several cultures, each of which affects the way
you communicate.
Actually, you belong to several cultures. In addition to the
culture you share with all the people who live in your own
country, you belong to other cultural groups,
including an ethnic group, possibly a religious group, and
perhaps a profession that has its own special language and
customs. With its large population and long
history of immigration, the United States is home to a vast array
of cultures (see Figure 3.1
16. (http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001bb4#P7001012451000000
000000000001BCE) ).13
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EEA) In contrast, Japan is
much more homogeneous, having only a few distinct cultural
groups.14
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EEC)
Members of a given culture tend to have similar assumptions
about how people should think, behave, and communicate, and
they all tend to act on those
assumptions in much the same way. Cultures can vary in their
rate of change, degree of complexity, and tolerance toward
outsiders. These differences affect the
level of trust and openness you can achieve when
communicating with people of other cultures.
You learn culture both directly (by being instructed) and
indirectly (by observing others).
People learn culture directly and indirectly from other members
of their group. As you grow up in a culture, you are taught by
the group’s members who you are
and how best to function in that culture. Sometimes you are
explicitly told which behaviors are acceptable. At other times
you learn by observing which values
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001E15
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
18. coherence generally helps a culture
function more smoothly internally, but it can create disharmony
between cultures that don’t view the world in the same way.
Finally, cultures tend to be complete; that is, they provide their
members with most of the answers to life’s big questions. This
idea of completeness dulls or even
suppresses curiosity about life in other cultures. Not
surprisingly, such completeness can complicate communication
with other cultures.16
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EF0)
Figure 3.1 Language Diversity in the United States
Language is one of the distinguishing factors of population
diversity. This chart shows the trend in the relative ranking of a
number of languages other than
English spoken in the United States since 1980.
Source: “Top Languages Other than English Spoken in 1980 and
Changes in Relative Rank, 1990-2010,” U.S. Census Bureau, 14
February 2013, www.census.gov (http://www.census.gov) .
OVERCOMING ETHNOCENTRISM ANDSTEREOTYPING
Ethnocentrism is the tendency to judge all other groups
according to the standards, behaviors, and customs of one’s own
group.
Ethnocentrism
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001e0f#P700101245100
0000000000000001E29) is
the tendency to judge other groups according to the standards,
19. behaviors, and customs of one’s own group. Given the
automatic in�luence of one’s own culture,
when people compare their culture with others, they often
conclude that their own is superior.17
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EF2) An even more
extreme reaction is xenophobia
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001E41) , a fear of strangers
and foreigners. Clearly, businesspeople who take these views
are not likely to communicate successfully across cultures.
Stereotyping is assigning generalized attributes to an individual
on the basis of membership in a particular group.
Distorted views of other cultures or groups also result from
stereotyping
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001E3D) , assigning a wide
range of generalized attributes to an individual on the basis of
membership in a particular culture or social group. For instance,
assuming that an older colleague
will be out of touch with the youth market or that a younger
colleague can’t be an inspiring leader would be stereotyping age
groups.
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001EEE
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001EF0
http://www.census.gov/
21. You can avoid ethnocentrism and stereotyping by avoiding
assumptions, withholding judgment, and accepting differences.
Avoid assumptions. Don’t assume that others will act the
same way you do, use language and symbols the same way you
do, or even operate from the
same values and beliefs. For instance, in a comparison of the 10
most important values in three cultures, people from the United
States had no values in
common with people from Japanese or Arab cultures.19
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EF6)
Withhold judgment. When people act differently, don’t
conclude that they are in error or that their way is invalid or
inferior.
Acknowledge distinctions. Don’t ignore the differences
between another person’s culture and your own.
Unfortunately, overcoming ethnocentrism and stereotyping is
not a simple task, even for people who are highly motivated to
do so. Moreover, research suggests
that people often have beliefs and biases that they’re not even
aware of—and that may even con�lict with the beliefs they
think they have.20
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001e0f#P7001012451000000
000000000001EF8)
https://content.ashford.edu/books/Bovee.7626.18.1/sections/p70
01012451000000000000000001e0f#P7001012451000000000000
000001E1D
…
22. Physical and Mental Health
Not really, but…..
◦ Higher likelihood of suffering from chronic diseases
and illness
◦ Lack of exercise or mobility can lead to weaker
muscles and bones
The degree to which a chronic health problem
produces behavior changes in your ability to
perform the necessary tasks for daily living.
◦ Eating
◦ Bathing
◦ Shopping
◦ Preparing meals
◦ Managing money
◦ Get outside
◦ Dressing
◦ Toileting
Nearly ½ million deaths a year
Heart attack, cancer, and stroke all connected
to smoking
Associated with COPD – chronic obstructive
pulmonary disease (emphysema and
bronchitis)
Has been a decline in smoking, across
23. genders and races
Most important lifestyle influence on health
after not smoking, especially as we age
Regular exercise leads to
◦ stronger muscles and muscle control
◦ fewer backaches and joint problems
◦ more control over weight
Regular mild exercise (walking 30 mins/day)
more effective long term than occasional
intense exercise
Informal and unpaid care provided to a
dependent person
◦ By family members, other relatives or friends
Most caregivers are women
Helps to hasten recovery from injury and
illness
Positive effect on physiological and mental
health systems
Emotional support related to reduced risk of
mortality after serious injury or illness
Elderly who are directly cared for by family
members more likely to live longer
Women are more likely to live longer than
men, but…
24. ◦ Greater risk of disability
◦ Diminished quality of life as they age
◦ Higher rates of debilitating diseases than men
Men are at greater risk of cancer, heart disease, and
stroke
◦ Women have higher rates of depression
African Americans, Hispanics, and Native
Americans have poorer health than whites
◦ Likely also related to SES, lack of healthy food
access, and other factors that are connected to race
and longevity
Alzheimer’s Disease
Parkinson’s Disease
Depression
All have mental and physical components.
All are related to aging but not necessarily a
condition of aging.
AgingDoes aging make you unhealthy?Functional StatusEffect
of SmokingEffect of ExerciseCaregivingSocial Support
SystemsGendered HealthHealth and RaceMental Health and
Aging
A Healthy Aging Program for Older Adults: Effects on Self-
Efficacy and Morale
25. Matthew Scult, BS,
Graduate Student, Center for Cognitive Neuroscience, Duke
University, Durham, NC, USA
Vivian Haime, BS,
Clinical Research Coordinator, Benson-Henry Institute for Mind
Body Medicine
Jolene Jacquart, BS,
Clinical Research Coordinator, Benson-Henry Institute for Mind
Body Medicine
Jonathan Takahashi, MD, MPH,
Resident Physician, Department of Family Medicine, University
of Wisconsin-Madison, Madison,
WI, USA
Barbara Moscowitz, MSW, LICSW,
Program Director of Senior HealthWise, Geriatric Medicine
Unit, Massachusetts General Hospital,
Boston, MA, USA
Ann Webster, PhD,
Director of Mind Body Program for Successful Aging, Benson-
Henry Institute for Mind Body
Medicine, Massachusetts General Hospital, and Associate in
Psychiatry, Department of
Psychiatry, Massachusetts General Hospital and, Instructor in
Medicine, Harvard Medical School,
Boston, MA, USA
John W. Denninger, MD, PhD, and
Director of Research, Benson-Henry Institute for Mind Body
Medicine, Massachusetts General
Hospital and Instructor in Psychiatry, Department of Psychiatry,
26. Massachusetts General Hospital
and Harvard Medical School, Boston, MA, USA
Darshan H. Mehta, MD, MPH
Medical Director, Benson-Henry Institute for Mind Body
Medicine, Massachusetts General
Hospital and Instructor in Medicine, Department of Medicine,
Massachusetts General Hospital
and Harvard Medical School, Boston, MA, USA
Abstract
Correspondence: Darshan Mehta, MD, Benson-Henry Institute
at Massachusetts General Hospital, 151 Merrimac Street, 4th
Floor,
Boston, MA 02114Tel: 617-643-6046, Fax: 617-643-6077,
[email protected]
Financial Disclosure: This work was supported by the Harvard
Catalyst at the Harvard Clinical and Translational Science
Center, the
National Center for Research Resources, and the National
Center for Advancing Translational Sciences at the National
Institutes of
Health (Award #UL1 RR 025758 and financial contributions
from Harvard University and its affiliated academic healthcare
centers).
The content is solely the responsibility of the authors and does
not necessarily represent the official views of Harvard Catalyst,
Harvard University and its affiliated academic healthcare
centers, or the National Institutes of Health.
HHS Public Access
Author manuscript
Adv Mind Body Med. Author manuscript; available in PMC
2015 May 19.
27. Published in final edited form as:
Adv Mind Body Med. 2015 ; 29(1): 26–33.
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Context—As of 2012, 810 million people were over the age of
60 worldwide, accounting for 11
percent of the population. That number is expected to rise to 2
billion by 2050 or to 22 percent of
the overall population. As a result, a growing need exists to
understand the factors that promote
mental and physical health in older populations.
Objectives—The purpose of this study was to develop a healthy
29. aging program for older adults
and to measure the changes from baseline to the end of the
program in participants’ relevant
psychosocial outcomes; ie, self-efficacy and morale.
Design—The study’s Healthy Aging Mind Body Intervention
(MBI) was adapted from the
Relaxation Response Resiliency Program (3RP) at the Benson-
Henry Institute for Mind Body
Medicine (BHI), which incorporates elements from the fields of
stress management, cognitive-
behavioral therapy, and positive psychology. That program was
modified with examples and
exercises targeted to an older population, and evaluated in the
current, single-arm, pilot study.
Setting—The program took place at the Massachusetts General
Hospital (MGH).
Participants—The 9-week Healthy Aging MBI was developed
for participants aged 65 and
over. Fifty-one older adults from the surrounding community
participated in the study’s groups.
Intervention—A new intervention group began the program
every 3 months, with a maximum of
12 individuals per group. For each group, the MBI consisted of
weekly, 90-minute sessions for 9
consecutive weeks, directed by a psychologist. The program
included sessions that taught
30. participants: (1) a variety of methods to elicit the relaxation
response (RR), (2) the practice of
adaptive coping and cognitions, (3) behaviors necessary to
create a healthy lifestyle, and (4)
methods of building social support.
Outcome Measures—The research team chose to focus on 2
psychological variables of interest
for aging populations: morale and self-efficacy. The study used
2 questionnaires to measure those
outcomes, the Philadelphia Geriatric Center Morale Scale
(PGCMS), a multidimensional measure
of the psychological state of older people, and the Coping Self-
Efficacy Scale (CSES), a measure
that addresses the multiple dimensions of self-efficacy.
Results—Data from 5 intervention groups were combined for
the current analysis. Forty-six
participants enrolled and completed questionnaires. Of those
participants, 41 attended at least 7
out of the 9 sessions. Significant increases in self-efficacy and
morale were observed for program
completers. After a highly conservative sensitivity analysis, the
change for the measure of self-
efficacy remained significant, and the change for the measure of
morale trended toward
significance.
31. Conclusions—The study’s healthy aging program appears to be
a feasible intervention for older
adults, with the potential to increase levels of self-efficacy and
morale in participants. Further
research is warranted to determine its effects on other
psychosocial outcomes and healthcare
utilization in aging populations.
Keywords
Mind-body; successful aging; psychosocial; self-efficacy;
morale
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As of 2012, 810 million people were over the age of 60
worldwide, accounting for 11
percent of the population. That number is expected to rise to 2
billion by 2050 and to
represent 22 percent of the overall population, with older adults
surpassing the number of
children.1 As the world population ages, demand will increase
for the management of
chronic conditions and of needs for long-term care.2 Given a
forecasted shortage of
healthcare providers, the increase in demand for these services
represents a growing public-
health concern.2 Many chronic conditions, such as diabetes and
hypertension, can be
managed with the help of behavioral interventions.3–5 In the
context of efforts to meet
patients’ care needs while slowing growth of healthcare
spending, an imminent interest
exists in exploring interventions that promote self-care in older
populations so that they can
34. better prevent, manage, and cope with mental and physical
ailments.6–7
INNOVATION: THE HEALTHY AGING PROGRAM
Benefits
Healthy aging programs combine insights from programs for
chronic-disease management
and mind-body interventions (MBIs), with the goal of
improving self-care for older adults.
Some studies have demonstrated the value of interventions for
improving self-care through
mind-body techniques in older adults,8 but most have tended to
focus on the use of MBI for
participants with a single medical condition, such as chronic
back pain or hypertension.9,10
For example, an intervention in 1577 Medicare patients found
that individuals who had
myocardial infarctions or who had received cardiac procedures
demonstrated significantly
lower hospitalization rates after completing a multicomponent
MBI. The findings for the
intervention group also showed trends for yearly savings in the
cost of care and lower
overall rates of mortality when compared to those of control
35. participants.11
Initial studies with heterogeneous populations have also been
encouraging. One such
multicomponent intervention found decreases in self-reported
sleep difficulties, pain,
anxiety, and depressive symptoms compared to a control group
as well as changes in the
health locus of control beliefs, which describe a patient’s
beliefs about their ability to control
their health.12 It was found that stronger beliefs of ability to
control health outcomes, for
example beliefs about ability to control stress levels and coping,
were related to greater
positive health behaviors. At a one-year follow-up, the study’s
intervention group
maintained its benefits related to sleep and locus of control and
also showed an increase in
health behaviors; such as engaging in exercise, maintaining
good nutrition, having
interpersonal support and utilizing stress management
techniques.12
Another study enrolled patients with chronic diseases in a
community-based, self-
management program that taught exercise, relaxation
36. techniques, nutrition, sleep
management, strategies for emotional regulation, and methods
for health-related
communication and decision making. The program resulted in
improved health behaviors
and status as well as fewer hospitalizations and fewer days of
hospitalization compared to
waitlisted controls.13 Results were maintained at a 2-year,
follow-up evaluation, including
evidence that the program reduced healthcare costs.14
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The studies discussed above have demonstrated that programs
for chronic-disease
management have the potential to reduce both use of the
healthcare system and healthcare
costs, while they improve patients’ health; however, further
research is needed to test the
effectiveness of healthy aging interventions more broadly
applicable to the promotion of
self-care in older adults.
Conceptual Basis
Healthy aging programs have been inspired by group MBIs that
focus on elicitation of the
relaxation response (RR). The RR is a physiological state that is
characterized by decreased
heart rate, blood pressure, rate of breathing, and muscle tension.
Regular elicitation of the
RR has been shown to be an effective therapeutic strategy for a
wide range of stress-related
and chronic diseases, including immunological, cardiovascular,
39. and neurodegenerative
diseases,15 and has also been shown to aid in improving
attention in older adults.16 RR-
based MBIs also appear to be effective in decreasing symptoms
in patients suffering from
depression and anxiety.17,18 Furthermore, elicitation of the RR
has been shown to have
profound effects on physiology, including altering the genetic
expression of gene families
involved in oxidative stress, energy metabolism, and
inflammation,19 which can impact
processes related to chronic diseases.
In addition to elicitation of the RR, healthy aging programs are
based on promoting other
aspects of resiliency.20 One aspect is physical activity. Regular
physical activity is
particularly important for the physical and mental health of
older adults.21 Previous studies
have shown that regular physical activity can produce long-term
health benefits, such as
improved cognitive function, better sleep quality, lower risk of
falls and broken bones,
increased positive well-being, and improved quality of
life.22,23 Regular physical activity
40. has also been shown to reduce the risk of some age-related
diseases and disabilities; eg,
balance problems or difficulties walking, as well as to manage
many chronic conditions,
such as arthritis, heart disease, and chronic pain.24,25
Another component of resiliency that is important for aging
populations is having a sense of
purpose in life and a strong social network. Several studies
among aging populations have
suggested high levels of social activity and support are related
to greater physical health,26
life satisfaction, and happiness27 as well as to better physical
and cognitive functioning,
greater overall well-being, and reduced mortality.28,29 One
study found that friendship
identity, the meaning attributed to oneself in the role as friend
(i.e. “As a friend I am…”
“social”, “confident”, “happy”, “open”, “warm”, “successful”,
“interested”), predicted well-
being more than income or marital status.30 A sense of purpose
has also emerged as an
important factor for aging populations. Another study found that
adults aged 50 and older
41. who were highly engaged in work or volunteer activities,
reported greater psychological
well-being than those who were not involved.31
A Program for Older Adults
The new Healthy Aging MBI was developed for participants
aged 65 and over. It was
designed to be accessible to a broad population, and for that
reason, was implemented at a
low cost and through a community-care setting. It was
implemented in collaboration with
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MGH Senior HealthWISE, a free hospital-based community
benefit program designed to
enhance the health and well-being of older adults in the
neighborhoods surrounding MGH.
The goal of HealthWISE is to improve health management
through education and support,
as well as provide opportunities for socialization, exercise and
connection to community
resources for individuals over the age of 60.
The new program was adapted from the Relaxation Response
Resiliency Program (3RP) at
the Benson-Henry Institute for Mind Body Medicine (BHI),20
which incorporates elements
from the fields of stress management, cognitive-behavioral
therapy, and positive
psychology. The current research team modified that program
by creating examples and
exercises targeted to an older population. Overall, the new
program was developed to
44. promote skills that could enhance the psychosocial variables
that are important for the health
of older populations: self-efficacy and morale.
Self-efficacy—Self-efficacy, a person’s belief in his or her
ability to influence life
events,32 has been associated with increased self-care among
older persons,33 as well as
with improvements in older persons’ ratings of their healthy
aging.6 Self-efficacy has also
been found to act as a mediator of changes in health behaviors
and in use of the healthcare
system.14,34 For older adults, self-efficacy has also been
related to increased energy, better
sleep, and decreased pain and discomfort as well as with overall
satisfaction with life.33
Improving self-efficacy in aging populations is an important
goal because self-efficacy has
been associated with increased resilience against development
of depression35 and with
better overall health.36
Morale—Another important psychosocial factor, morale has
also been positively associated
with healthy aging. Morale is a multidimensional construct that
includes the amount of
anxiety experienced, an individual’s attitude toward his or her
45. own aging, and the level of
acceptance or dissatisfaction with social interactions.37,38 A
better state of morale has been
shown to be negatively associated with functional disability and
positively associated with
strength of social network and level of activity.39 Furthermore,
it has been shown to be an
independent predictor of physical-health outcomes, such as
decreased incidence of stroke40
and overall mortality.41
In its current, single-arm, pilot study, the research team
evaluated the feasibility of the new
Healthy Aging MBI and recorded self-reported levels of self-
efficacy and morale. The team
hypothesized that participants would demonstrate increases in
self-efficacy and morale
relative to their baseline assessments after completing the
groups.
METHODS
Participants
To obtain participants, the current study’s MBI program was
advertised via the
Massachusetts General Hospital’s (MGH’s) newsletter. The
46. group facilitator also gave a
public lecture previewing the program at MGH. Subjects were
recruited from individuals
participating in the MGH Senior HealthWISE program. Patients
were screened for their
ability to participate in the program (attend session, follow
instructions, do home practice).
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48. Also, it was ensured that patients had an established primary
care provider, in case of any
acute medical issues to be addressed.
An initial intake assessment was conducted by an internal-
medicine physician and a
psychologist. Participants were required to be 65 or over, have
no acute psychiatric or
medical condition that would substantially interfere with group
participation, and be able to
speak and understand English. Approval for the use of human
participants was obtained
from the Partners Human Research Committee. Participants
were informed in the written
consent about the nature of the study. Fifty-one older adults
participated in the groups.
Intervention
A new intervention group began the new MBI program every 3
months, with a maximum of
12 individuals per group. Five groups of 8–12 individuals
participated in the intervention.
For each group, the program consisted of weekly, 90-minute
sessions for 9 consecutive
49. weeks, directed by a psychologist. Each session had one or two
central themes and multiple
sub-themes. The program included sessions that taught
participants: (1) a variety of methods
to elicit the RR, including breath focus, single-pointed focus,
imagery, contemplation, chair
yoga, and mindful awareness, which all involve repeatedly
bringing the attention gently
back to either the breath, an imagined scene, movement or one
of the senses; (2) the practice
of adaptive cognitive coping and cognitions; eg, optimism and
acceptance, (3) behaviors
necessary to create a healthy lifestyle; eg, recommendations for
nutrition, exercise, and
restorative sleep; and (4) methods of building social support.
Details of the program are
provided in Table 1.
Throughout the course of treatment, participants were asked to
elicit the RR at home each
day, through development of a consistent mind-body practice.
They were instructed to use
the provided CD, recorded by the psychologist, to practice a
meditation for 20 minutes daily.
Self-monitoring diary sheets were provided to participants to
50. help them keep a record of
their daily meditation practice. Participants also completed brief
homework activities that
reinforced the concepts learned during group sessions. The
group’s facilitator collected the
diary sheets and written homework each week and handed them
back the following week
with written comments.
In addition to focusing on elicitation of the RR and increasing
resiliency, the new program
also focused on increasing self-efficacy and morale as well as
promoting healthy lifestyles.
Two practices for achieving healthy lifestyles, (1) mindful
eating, which involves slowly
eating and being aware of the sensations associated with each
bite, (2) and physical activity
was promoted through chair-yoga sessions. Chair yoga involves
a sequence of stretches that
participants perform while seated that brings attention to
physical activity in a non-
judgmental and accessible manner. Participants were also
encouraged to incorporate regular
physical activity into their days. In addition, participants
engaged in experiential exercises
51. related to mindful eating during group sessions and explored
food choices that promote
resilience.
Through the group-based approach, participants also explored
ways in which to develop the
healthy aspects of social support. Participants were asked to
keep daily appreciation
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53. journals, in which they wrote about people and events in their
lives that they were thankful
for. They would also begin sessions by sharing “news and
goods,” recent positive events,
with the group. Participants were asked to explore and
challenge patterns of distorted or
irrational automatic thoughts that were prevalent in their lives
through the use of diary
entries and worksheets. Participants also were encouraged to set
goals and to discover
meaning and purpose in their lives by taking up new hobbies, by
volunteering, or by
learning something new. Finally, group exercises promoted
humor, empathy, and social
support.
Sessions followed a regular structure and included time for
didactic, experiential, and
discussion portions. During the first portion, the psychologist
handed back diary sheets and
then used the sheets to encourage group members to share their
entries and reflections. The
second portion consisted of eliciting the RR with a 15-minute
54. guided meditation led by the
psychologist.
Outcome Measures
The current study focused on 2 psychological variables of
interest for aging populations that
are related to concepts of resiliency and self-care: morale and
self-efficacy.
The Philadelphia Geriatric Center Morale Scale (PGCMS).38—
This scale has 17
items and was designed as a multidimensional measure of the
psychological state of older
people. The 3 dimensions of morale measured by the PGCMS
are agitation, attitude toward
own aging, and lonely dissatisfaction, the last of which
describes depressive mood in
relation to social interactions.38 Each item is binary, with one
response indicating high
morale and the other low morale. For each item, the high-morale
responses receive a score
of 1, and the low-morale responses receive a score of 0. Scores
range from 0–17, with scores
below 9 suggesting low morale. The mean PGCMS score in the
original validation study of
928 men and women aged 70 to 90 years was 11.35 ± 3.76.37
55. The Coping Self-Efficacy Scale (CSES).42—This 26-item scale
addresses the multiple
dimensions of self-efficacy, including problem-focused coping,
a focus on changing
problematic aspects of stressful events, emotion-focused
coping, responses focused on
changing emotional responses to stressful events, and social
support. It is also intended to
measure changes in coping self-efficacy following an
intervention. Participants respond to
the question, “When things aren’t going well for you, how
confident are you that you
can…?” by assigning a rating from 0–10 to specific stress-
coping activities, with 0
indicating no confidence and 10 the highest confidence. Scores
range from 0–260, with
higher scores indicating greater self-efficacy. The mean CSES
score in a community-based
validation study of 182, mostly Caucasian, college-educated
British men and women, aged
18 to 66 years, was 159.6 ± 41.0.43
Statistical Analyses
The data from the 5 intervention groups were combined for the
purpose of analysis.
56. Analyses were run using SPSS Statistics 17 (SPSS Inc.,
Chicago, IL, USA). Descriptive
statistics were used to examine groups at baseline. Changes in
morale and self-efficacy were
Scult et al. Page 7
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2015 May 19.
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58. complete instruments with missing data for the CSES, and
missing items were coded as a 0
for PGCMS, in alignment with the methods used in previous
studies.38,42 If questionnaires
were missing >20% they were marked as not-completed.
After completing a primary analysis, a highly conservative
sensitivity analysis was
conducted to account for those participants who dropped out, in
line with recommendations
for clinical trials by the National Research Council.44 As a
sensitivity analysis, the research
team conservatively assumed that participants who were missing
postintervention data
accrued no benefit from the intervention. Participants who
dropped out of the study or did
not fill out pre- or postintervention instruments were given a
pre-post change score equal to
the largest observed decrease of all participants, which would
indicate a worsening score. A
Wilcoxon signed rank test was used for the sensitivity analysis.
Of note, the sensitivity analysis includes the pre-test data from
one participant who dropped
the group and enrolled at a later date, at which time both pre-
59. and post-test data were
collected. Since pre-test data was collected twice from this
participant, and this was a
feasibility study, the original pre-test data was included in the
sensitivity analysis with a
post-test score that was conservatively computed using the
largest observed decrease
(worsening) in the group. This was so as to mirror the analyses
of data from participants
who dropped the group entirely.
RESULTS
Participants
Of the 51 older adults who participated in the groups, 46 elected
to fill out questionnaires.
Of those 46 participants, 41 (89.1%) attended at least 7 out of 9
(78%) sessions.
Participants’ ages ranged from 66 to 91 years, with an average
age of 75.5 ± 6.7. As shown
in Table 2, the majority of participants were female (76.1%)
white (89.1%), and retired
(74%). Sixteen of the participants were widowed (34.8%); 10
were divorced or separated
(21.7%); 9 were single (19.6%); 7 were married (15.2%); and 4
60. did not report statuses
(8.7%).
Psychosocial Outcomes
At baseline, participants reported a mean ± standard deviation
of 10.73 ± 4.15 on the
PGCMS and 163.33 ± 43.73 on the CSES. The scores on both
the PGCMS and the CSES
increased significantly among completers of the intervention;
ie, the pre- to postintervention
change was: (1) PGCMS, 1.68 ± 2.94, p = 0.001; (2) CSES,
33.90 ± 36. 30, p < 0.001 (Table
3).
Five participants who completed the PGCMS pre-test did not
complete the post-test. Of
those participants who completed both pre- and post-test the
largest observed decrease was a
worsening of 4 points. Therefore, for the sensitivity analysis,
this value of −4 was
conservatively used as the change score for these 5 participants.
Similarly, 7 participants
who completed the PGCMS pre-test did not complete the post-
test. Of those participants
who completed both pre- and post-test the largest decrease was
61. a worsening of 17 points.
Scult et al. Page 8
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2015 May 19.
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Therefore, for the sensitivity analysis, this value of −17 was
conservatively used as the
change score for these 7 participants.
After the sensitivity analysis, the CSES pre-post change was
still significant (p<0.001), and
63. the PGCMS trended toward statistical significance (p=0.064).
Excluding the extra pre-test
data from the subject who enrolled at a later date, however,
would lead to an overall change
in PGCMS from pre- to post-intervention would also remain
significant (p=0.036).
DISCUSSION
As the percentage of older adults increases, demand grows for
effective, accessible,
preventive-care options as does the need to understand factors
that promote mental and
physical health in older populations. The present study provides
the theory and outline of a
new Healthy Aging MBI program that was developed
specifically to meet the needs of older
adults. The high retention and response rates in the study
suggest that the program can be a
feasible intervention for use among aging populations.
The study also has shed light on important psychosocial factors
related to self-care.
Statistically significant improvements in self-efficacy and
morale were observed after the
program, with self-efficacy maintaining significance after a
64. highly conservative sensitivity
analysis. The results represent meaningful improvements, with
the overall group showing an
mean increase from 10.73 ± 4.15 to 12.41 ± 4.15 (15.7%) and
from 163.33 ± 43.73 to
197.23 ± 39.80 (20.8%) in PGCMS and CSES scores,
respectively.
Numerous studies have noted the importance of psychological
variables in improving both
quality of life and objective health outcomes.45,46 In
particular, self-efficacy has been used
as a theoretical framework to explain the utility of other
interventions,47 and interventions
that have been shown to improve self-efficacy are related to
subsequent change in health
behaviors.48 Additionally, an interaction has been shown
between self-efficacy and change
in physical performance, suggesting a buffering effect for self-
efficacy against functional
decline when older adults are faced with diminished physical
capacity.49
While self-efficacy remained significant after the sensitivity
analysis, morale did not. That
finding may be interpreted in the strictest sense as an indication
65. that participants might not
have …
/
2 Collaboration, Interpersonal Communication, and
Business
Etiquette
LEARNING OBJECTIVES
After studying this chapter, you will be able to
1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001620#P700101245100
0000000000000001624)
List the advantages and disadvantages of working in teams,
describe the characteristics of effective teams, and highlight
four key issues of
group dynamics.
2
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p70010124510000000000000000016f0#P700101245100
00000000000000016F4)
Offer guidelines for collaborative communication, identify
major collaboration technologies, and explain how to give
constructive feedback.
3
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p700101245100000000000000000177a#P700101245100
66. 000000000000000177E)
List the key steps needed to ensure productive team
meetings.
4
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p70010124510000000000000000017e4#P700101245100
00000000000000017E9)
Identify the major technologies used to enhance or replace
in-person meetings.
5
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p7001012451000000000000000001809#P700101245100
000000000000000180E)
Identify three major modes of listening, describe the
listening process, and explain the problem of selective listening.
6
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p700101245100000000000000000188d#P700101245100
0000000000000001891)
Explain the importance of nonverbal communication, and
identify six major categories of nonverbal expression.
7
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p70010124510000000000000000018d0#P700101245100
00000000000000018D4)
Explain the importance of business etiquette, and identify
four key areas in which good etiquette is essential.
MyBCommLab®
Improve Your Grade!
More than 10 million students improved their results using the
67. Pearson MyLabs. Visit mybcommlab.com
(http://mybcommlab.com) for simulations,
tutorials, and end-of-chapter problems.
COMMUNICATIONCLOSE-UP AT
Cemex
www.cemex.com (http://www.cemex.com)
You probably have been on a lab team or other project team that
had trouble collaborating. Maybe you couldn’t get everyone in
the same room at the same
time, or important messages got buried in long email threads, or
good ideas were lost because the right information didn’t get to
the right people at the
right time.
Imagine trying to collaborate when you have thousands of
potential team members spread across dozens of countries. The
Mexican company Cemex is one
of the world’s largest producers of concrete and its two primary
components, cement and aggregates (crushed stone, sand, and
gravel). Cemex faces
teamwork challenges on a global scale, with 44,000 employees
in more than 50 countries. After a period of worldwide
expansion that began in the 1990s,
the century-old company now operates quarries, cement plants,
and other facilities on every continent except Antarctica.
Concrete and cement are two of the oldest products on earth and
might not spring to mind when most people think of innovation.
However, innovation is
key to Cemex’s long-term success, for several reasons. First,
architects and builders continue to push the envelope by
creating designs that require concrete
with new performance and handling qualities. Second, Cemex’s
ability to operate pro�itably depends on running ef�icient
68. operations, from raw material
extraction to processing to transportation. Third, the production
and distribution of concrete-related products have signi�icant
environmental impacts,
including the acquisition and consumption of heating fuels
required by high-temperature cement kilns.
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00000177E
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0000017E9
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01012451000000000000000001809#P700101245100000000000
000000180E
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0101245100000000000000000188d#P700101245100000000000
0000001891
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010124510000000000000000018d0#P700101245100000000000
00000018D4
http://mybcommlab.com/
http://www.cemex.com/
/
An innovative collaboration platform helps the
global cement company Cemex operate with
69. the agility and �lexibility of a small
company.
Pressmaster/Shutterstock
To stay competitive and pro�itable and to minimize the
environmental effects of its operations, Cemex knew it needed
to accelerate the pace of innovation.
Company leaders �igured the way to do that was to enable
better collaboration, and the way to do that was to enable better
communication.
The company’s response to this multilayered challenge is a
comprehensive online collaboration platform called Shift, which
combines social networking,
wikis, blogs, a Twitter-like microblogging system, social
bookmarking, videoconferencing, a trend-spotting tool called
Shift Radar, and more. A custom mobile
app lets employees access the system wherever their work takes
them.
By connecting people and information quickly and easily, Shift
helps overcome the barriers of geography, time zones, and
organizational boundaries.
Employees and managers can tap into expertise anywhere in the
company, workers with similar responsibilities can share ideas
on improving operations,
and problems and opportunities can be identi�ied and brought
to management’s attention in much less time.
Technology is only part of the solution, however. Many
companies that have implemented social platforms struggle to
get employees to change ingrained
behaviors and use the new tools. By getting top-level executives
on board early, Cemex achieved nearly universal adoption, with
95 percent of employees
70. using Shift and forming more than 500 online communities
based on technical specialties and shared interests. That level of
engagement is paying off in
numerous ways, such as launching a new global brand of ready-
mix concrete in one-third the expected time, nearly tripling the
company’s use of renewable
energy, and reducing carbon dioxide emissions by almost 2
million metric tons.
Perhaps most impressive, Shift has lived up to its name by
shifting the entrenched hierarchical culture of a large, old-
school company to a more agile and
responsive social business that is better prepared to face the
future in its highly competitive markets. As Gilberto Garcia,
Cemex’s innovation director, puts it,
social collaboration “can make a big company look like a small
company” by connecting people and ensuring the free exchange
of ideas.1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AAA)
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0101245100000000000000000198f#P7001012451000000000000
000001AAA
/
2.1 Communicating Effectively in Teams
LEARNING OBJECTIVE
1 List the advantages and disadvantages of working in teams,
describe the characteristics of effective teams, and highlight
four key issues of
group dynamics.
71. The interactions among the employees at Cemex (pro�iled in
the chapter-opening Communication Close-Up) represent one of
the most essential elements of
interpersonal communication. Collaboration
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001998) —working
together to meet complex challenges—is a prime skill expected
in a wide range of professions. No matter what career path you
pursue, it’s a virtual
guarantee that you will need to collaborate in at least some of
your work activities. Your communication skills will pay off
handsomely in these interactions
because the productivity and quality of collaborative efforts
depend heavily on the communication skills of the professionals
involved.
Collaboration—working together to solve complex problems—is
an essential skill for workers in nearly every profession.
A team
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p700101245100000000000000000198f#P700101245100
00000000000000019DA) is a unit
of two or more people who share a mission and the
responsibility for working to achieve a common goal.2
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AAC) Problem-
solving teams
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p700101245100000000000000000198f#P700101245100
00000000000000019C8)
and task forces
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
72. ections/p700101245100000000000000000198f#P700101245100
00000000000000019D4)
assemble to resolve speci�ic issues and then disband when their
goals have been accomplished. Such teams are often cross-
functional, pulling together
people from a variety of departments who have different areas
of expertise and responsibility. The diversity of opinions and
experiences can lead to better
decisions, but competing interests can cause tensions that
highlight the need for effective communication. Committees
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
00000000000199B) are formal
teams that usually have a long life span and can become a
permanent part of the organizational structure. Committees
typically deal with regularly recurring
tasks, such as an executive committee that meets monthly to
plan strategies and review results.
Team members have a shared mission and are collectively
responsible for their work.
ADVANTAGES ANDDISADVANTAGES OF TEAMS
When teams are successful, they can improve productivity,
creativity, employee involvement, and even job security.3
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AAE) Teams are often
at the core of participative management
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
0000000000019C5) , the effort to
involve employees in the company’s decision making. A
successful team can provide a number of advantages:4
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
73. ns/p700101245100000000000000000198f#P7001012451000000
000000000001AB0)
Effective teams can pool knowledge, take advantage of diverse
viewpoints, increase acceptance of solutions the team proposes,
and achieve
higher performance.
Increased information and knowledge. By pooling the
experience of several individuals, a team has access to more
information.
Increased diversity of views. Team members can bring a
variety of perspectives to the decision-making process—as long
as these diverse
viewpoints are guided by a shared goal.5
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AB2)
Increased acceptance of a solution. Those who
participate in making a decision are more likely to support it
and encourage others to accept it.
Higher performance levels. Working in teams can unleash
new levels of creativity and energy in workers who share a
sense of purpose and
mutual accountability. Effective teams can be better than top-
performing individuals at solving complex problems.6
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AB4)
ETHICS DETECTIVE
Solving the Case of the Missing Team
When the company president assembled the team to �ind
creative solutions to the company’s cash �low problems, few
74. people thought it would succeed.
Through plenty of hard work, however, you and your colleagues
have found new sources of investment capital. Now it’s time to
present your
accomplishments to the board of directors, and your entire team
has been looking forward to this meeting for weeks. Because
appearing in front of the
board can be a major career boost, the team planned to present
the results together, giving each person a few minutes in the
limelight.
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0000019C8
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0000019D4
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00000199B
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000001AAE
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0000019C5
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76. one of your colleagues argues that the team’s assignment was to
solve the problem, not to score career points with the board, so
that goal
shouldn’t have been such a top priority. Explain why you agree
or disagree.
Although teamwork has many advantages, it also has a number
of potential disadvantages. At the worst, working in teams can
be a frustrating waste of time.
Teams and business leaders need to be aware of and work to
counter the following potential disadvantages:
Teams need to avoid the negative impact of groupthink, hidden
agendas, excessive costs, and employee overload.
Groupthink. Like other social structures, business teams can
generate tremendous pressure to conform with accepted norms
of behavior.
Groupthink
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
0000000000019B3) occurs
when peer pressure causes individual team members to withhold
contrary or unpopular opinions. Teams af�licted with
groupthink can be so
focused on protecting group harmony that they oversimplify
problems, ignore information that threatens consensus, and fail
to consider risks and
negative consequences.7
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AB6)
Hidden agendas. Some team members may have a hidden
agenda
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
77. ns/p700101245100000000000000000198f#P7001012451000000
0000000000019B6) —a
private, counterproductive motive, such as a desire to take
control of the group, to undermine someone else on the team, or
to pursue a business
goal that runs counter to the team’s mission.
Cost. Aligning schedules, arranging meetings, and coordinating
individual parts of a project can eat up a lot of time and money.
Overload. Some companies have embraced collaborative work
approaches to such an extent that they’re overloading employees
with team
assignments. Moreover, as a company’s best contributors gain a
reputation for helping others and getting things done, they often
�ind themselves
assigned or invited to even more team efforts. As a result, team
activities can take up so much of a person’s day that individual
responsibilities get
pushed to nights and weekends, leading to exhaustion and lower
productivity.8
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AB8)
CHARACTERISTICS OF EFFECTIVE TEAMS
The most effective teams have a clear objective and shared
sense of purpose, have a strong sense of trust in each other,
communicate openly and honestly,
reach decisions by consensus, think creatively, know how to
resolve con�lict, and believe that their work matters.9
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001ABA) Teams that
have these attributes can focus their time and energy on their
work, without being disrupted by destructive con�lict (see page
41
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
78. ns/p7001012451000000000000000001620#page_41) ).
Effective teams have a clear sense of purpose, open and honest
communication, consensus-based decision making, creativity,
and effective
con�lict resolution.
REAL-TIME UPDATES
LEARN MORE BY READING THIS
ARTICLE
Google’s research into effective teamwork
Google used its world-class data analysis capabilities to identify
�ive factors that most effective teams consistently exhibit. Go
to real-
timeupdates.com/bct14 (http://real-timeupdates.com/bct14)
and select Learn More in the Students section.
In contrast, teams lacking one or more of these attributes can
get bogged down in con�lict or waste time and resources
pursuing unclear goals. Common
reasons for dysfunctional team efforts include management
expectations that are either unclear or not accepted by all team
members, a reluctance by team
members to prioritize team goals over their personal goals,
reward systems that don’t recognize team contributions, and
leadership that tolerates negative
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80. behavior. Group dynamics are in�luenced by several factors:
the roles team members
assume, the current phase of team development, the team’s
success in resolving con�lict, and the team’s success in
overcoming resistance.
Assuming Team Roles
Each member of a group plays a role that affects the outcome of
the group’s activities.
Members of a team can play various roles, which fall into three
categories (see Table 2.1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001620#P7001012451000000
000000000001677) ). Members
who assume self-oriented roles
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
0000000000019CE) are motivated
mainly to ful�ill personal needs, so they tend to be less
productive than other members. “Dream teams” comprising
multiple superstars often don’t perform
as well as one might expect because high-performing
individuals can have trouble putting the team’s needs ahead of
their own.11
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001ABE) In addition,
highly skilled and experienced people with dif�icult
personalities might not contribute, for the simple reason that
other team members may avoid interacting
with them.12
(http://content.thuzelearning.com/books/Bovee.7626.18.1/s
ections/p700101245100000000000000000198f#P700101245100
0000000000000001AC0)
81. Far more likely to contribute to team goals are members who
assume team-maintenance roles
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
0000000000019DD) to help
everyone work well together and those who assume task-
oriented roles
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
0000000000019D7) to help the
team reach its goals.13
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AC2)
Allowing for Team Evolution
Teams typically evolve through a number of phases on their way
to becoming productive. A variety of models have been
proposed to describe the evolution
toward becoming a productive team. Figure 2.1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001620#P7001012451000000
000000000001692) shows how one
commonly used model identi�ies the phases a problem-solving
team goes through as it evolves:14
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AC4)
Teams typically evolve through a variety of phases, such as
orientation, con�lict, brainstorming, emergence, and
reinforcement.
TABLE 2.1 Team Roles—Functional and
Dysfunctional
82. Dysfunctional: Self-Oriented Roles Functional: Team-
Maintenance Roles Functional: Task-Oriented Roles
Controlling: Dominating others by exhibiting
superiority or authority
Withdrawing: Retiring from the team either by
becoming silent or by refusing to deal with a
particular aspect of the team’s work
Attention seeking: Calling attention to oneself and
demanding recognition from others
Diverting: Focusing the team’s discussion of topics
of interest to the individual rather than of those
relevant to the task
Encouraging: Drawing out other members by
showing verbal and nonverbal support, praise,
or agreement
Harmonizing: Reconciling differences among
team members through mediation or by using
humor to relieve tension
Compromising: Offering to yield on a point in
the interest of reaching a mutually acceptable
decision
Initiating: Getting the team started on a line
of inquiry
Information giving or seeking: Offering (or
seeking) information relevant to questions
facing the team
Coordinating: Showing relationships among
ideas, clarifying issues, and summarizing
what the team has done
Procedure setting: Suggesting decision-
making procedures that will move the team
toward a goal
84. 000001AC4
/
1. Orientation. Team members socialize, establish their roles,
and begin to de�ine their task or purpose. Team-building
exercises and activities can
help teams break down barriers and develop a sense of shared
purpose.15
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AC6) For
geographically dispersed virtual teams, creating a “team
operating agreement” that sets expectations for online meetings,
communication
processes, and decision making can help overcome the
disadvantages of distance.16
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001AC8)
2. Con�lict. Team members begin to discuss their positions and
become more assertive in establishing their roles.
Disagreements and uncertainties
are natural in this phase.
3. Brainstorming. Team members air all the options and fully
discuss the pros and cons of each. At the end of this phase,
members begin to settle
on a single solution to the problem. Note that although group
brainstorming remains a highly popular activity in today’s
companies, it may not
always be the most productive way to generate new ideas. Some
research indicates that having people brainstorm individually
and then bring
85. their ideas to a group meeting is more successful.17
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
000000000001ACA)
4. Emergence. Consensus is reached when the team �inds a
solution that all members are willing to support (even if they
have reservations).
5. Reinforcement. The team clari�ies and summarizes the
agreed-on solution. Members receive their assignments for
carrying out the group’s
decision, and they make arrangements for following up on those
assignments.
Figure 2.1 Phases of Group Development
Groups generally progress through several stages on their way
to becoming productive and reaching their objectives.
Sources: B. Aubrey Fisher, Small Group Decision
Making: Communication and the Group
Process, 2nd ed. (New York: McGraw-Hill, 1980), 145–
149; Stephen P. Robbins and David A.
DeCenzo, Fundamentals of Management: Essential
Concepts and Applications, 4th ed. (Upper Saddle River,
N.J.: Prentice Hall, 2004), 334–335; Richard L. Daft,
Management, 6th ed.
(Cincinnati: Thomson South-Western, 2003), 602–603.
You may also hear the process de�ined as forming, storming,
norming, performing, and adjourning, the phases identi�ied by
researcher Bruce Tuckman when
he proposed one of the earliest models of group development.18
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p700101245100000000000000000198f#P7001012451000000
86. 000000000001ACC) Regardless of
the model you consider, these stages are a general framework
for team development. Some teams may move forward and
backward through several stages
before they become productive, and other teams may be
productive right away, even though some or all members are in
a state of …
Peer Post 1 to respond to:
Donella Anderson
YesterdayMay 6 at 4:46pm
Describe the difference between the terms “ethical dilemma”
and “ethical lapse”.
Ethical dilemma is choice that you make that may or may not be
clearly right or wrong.
Ethical lapse is making a choice that you know for certain to be
unethical.
Provide an example from your life, or of someone you knew,
who was faced with
an ethical dilemma in the workplace. Explain an alternative
solution to the
dilemma. Then think of a time where you or someone you knew
demonstrated an
ethical lapse. Describe the situation and the decision. Then
provide an alternative
solution to the situation.
I can recall when I first joined the military being at a party
with a group of friends and
87. tons of other people I didn't know and watching many people at
the party drinking and
dancing. I recall being offered a beer and declining due to my
age, I was only 18. I was
looked at as being a "good two shoes' because I didn't want to
break the rules and
underage drink. A few days later while at work the party came
up and our supervisor
started asking probing questions. Who was at the party, when
did y'all leave? It was
very odd, so we thought. The next morning when we were all
called to our leaderships
office and "asked" about the party; this time they read us our
Miranda rights. It seems
one of the party goers, who was underage left the party hit three
cars and ran the gate
(didn't stop for security at the entrance) and was now
hospitalized. A total of 15
personnel from my job went to disciplinary review board where
we have to explain our
action or inaction and all the details of the party and of course
provide names of any
other person that was in attendance. Personally, I knew I
should have left as soon as I
saw the party heading the wrong way and when I seen my friend
underage drinking
(and take them with me). It is not taken lightly to receive a
DUI/DWI in the military and
in hindsight I should have been more proactive and making
sure we are all safe and we
all could have avoid the entire situation.
88. PEER POST 2 to respond to:
Nataliya Hampton
10:42amMay 7 at 10:42am
Week one is on a roll classmates and instructor,
Describe the difference between the terms
“ethical dilemma” : “a choice between alternatives that may not
be clearly right or clearly
wrong”
“ethical lapse” : “is making a choice you know to be
unethical.”
Difference: a dilemma would be that technically there is no
right or wrong answer, while
in a lapse you no something is wrong but still do it.
Provide an example of ethical dilemma: There were 2
opportunity that came up for
career growth for an employee. One was to be a Leader on the
floor of the unit the
employee worked on, and the other was to work with
coordinating patient care for
people coming in from down range. Yes this is a hospital
setting. Both would give the
employee growth but it was a hard decision for the leadership
above the employee to
89. decide which one would be best for the growth of the person.
Since neither option was
right or wrong, it was a hard decision to make.
Provide an example of ethical lapse: In the food industry Food
temps and Fridge
temps are to be monitored on a schedule and regular bases, it’s
wrong to pencil wipe
these numbers on a document but it happens for food safety, no
one wants to get food
poisoning
Alternate solution: To develop a habit and routine to make sure
staff is properly
completing temp checks with quality checks and if a time frame
was missed to leave it
as missed to identify that maybe further training needs to be
completed.
Reference:
Bovée, C. L., & Thill, J. V. (2018). Business communication
today (14th ed.). Retrieved
from https://content.ashford.edu/
PEER POST 3 to respond to:
90. Azayen Loyo
1:46amMay 7 at 1:46am
Hello,
The difference between an ethical dilemma and ethical lapse is
in the clarity of the
outcome that choice will bring. According to Bovee and Thill
(2018), the difference
between an ethical dilemma and an ethical lapse is a question of
clarity.
First, an ethical dilemma is when it is unclear whether a choice
is equally right or equally
wrong. I recall being in a situation during one of my first jobs
when a customer asked
me if I could share my client's contact information. I worked at
a car wash in a building
where the cars are washed in an Eco-friendly setting. This
customer, who was also a
tenant, stated his company offered a significant discount to all
tenants, and he wanted
to share this with them. Initially, I thought it would be a good
idea, but my manager
enlightened me with the legal aspect of the matter and customer
confidentiality. My age
and lack of experience combined with a good sales pitch made it
difficult for me to
determine that this was wrong. Instead, I thanked the guy for his
intentions and offered
an idea to have the building manager send an email to tenants to
make employees
aware of the products and discounts.
Second, an ethical lapse is an intentional choice made knowing
the outcome is
91. unethical. I experienced an ethical lapse in the workplace. My
current employer
prohibits actions like accepting gifts from clients. Knowing
this, I witnessed my
colleague accepting tickets to a game from a client, and
immediately I knew I had to
report it. It put me in an awkward position because I didn't want
to get my colleague in
trouble. I decided to approach my colleague with the mindset
that she might not have
realized these high valued tickets were considered gifts. After
bringing it to her attention
and sharing my perspective, she decided to return the tickets.
As employees, we share
the responsibility of maintaining the company's reputation and
integrity by making the
right ethical decisions. Regardless of how minimal or not an
ethical lapse is, it is not
justified.
Bovee, C. L., and Thill, V. J. (2018). Business Communication
Today (14th ed.). Pearson
Education, Inc.
https://content.ashford.edu/books/Bovee.7626.18.1/sections/cov
er
/
1 Professional Communication in a Digital,
Social, Mobile World
LEARNING OBJECTIVES
92. After studying this chapter, you will be able to
1
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001084#P7001012451000000
000000000001088)
Explain the importance of effective communication to your
career and to the companies where you will work.
2
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p70010124510000000000000000010d4#P7001012451000000
0000000000010D8)
Explain what it means to communicate as a professional in a
business context.
3
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001163#P7001012451000000
000000000001167)
Describe the communication process model and the ways
social media are changing the nature of business
communication.
4
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001219#P7001012451000000
00000000000121D)
Outline the challenges and opportunities of mobile
communication in business.
5
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001270#P7001012451000000
000000000001274)
List four general guidelines for using communication
93. technology effectively.
6
(http://content.thuzelearning.com/books/Bovee.7626.18.1/sectio
ns/p7001012451000000000000000001390#P7001012451000000
000000000001395)
De�ine ethics, explain the difference between an ethical
dilemma and an ethical lapse, and list six guidelines for making
ethical
communication choices.
MyBCommLab®
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COMMUNICATIONCLOSE-UP AT
JetBlue
twitter.com/jetblue (http://twitter.com/jetblue)
If you have ever worked in retail, customer service, or a similar
job, you know what a challenge it can be to make sure each
customer has a great
experience with your company. Imagine the challenge of
keeping 35 million customers happy. That’s how many
passengers JetBlue carries every year
—an average of roughly 95,000 customers per day.
As a relatively new airline, taking its �irst �light in 2000,
JetBlue has always tried to differentiate itself from the older
carriers in the business. A great
example is its pioneering use of Twitter as a customer service
platform. JetBlue joined Twitter in 2007, only a year after the