Answer these essay questionsEssay #1 Give your reasons t.docx
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Answer these essay questions: Essay #1: Give your reasons to your answer to this question: “Can unethical behavior occur for a leader who has proper values and intentions?” Why or why not? Essay #2: Describe the GLOBE project and tell why it is important. Essay #3: Case Study: Madison, Jones, and Conklin After graduating from a prestigious business school, Laura Kravitz accepted a job at Madison, Jones, and Conklin, a medium‐sized firm that did accounting and consulting projects for corporate clients. After a series of successful assignments working as a member of a project team, Laura was promoted to a team manager position with broader responsibilities. Laura felt confident about her qualifications. The other team managers seemed to respect her, and clients were happy with the projects she managed. With this record of success, Laura hoped to eventually become a partner in the company. However, as the only woman manager in a male‐dominated company, she knew that there would be some obstacles to overcome. Laura felt that some of the senior managers were very conservative and did not accept her as an equal. In the quarterly planning meetings, these managers were often inattentive when she spoke and seemed unreceptive to her suggestions for improvements. Several times she proposed an idea that was ignored, and that same idea was later suggested by someone else who received the credit for it. Laura did not have a mentor in the company to tell people about her skills and help to advance her career. Moreover, she did not feel accepted into the informal network of relationships that provided opportunities to interact with senior managers. She did not like to play golf and was not a member of the exclusive golf club to which many of the male managers belonged. She was not invited to most of the social activities hosted by senior managers for friends and select members of the company. Laura also felt that the assignment of projects was biased. The high‐profile projects were always given to the male managers. When Laura asked her boss for more challenging projects, she was told that the older clients usually preferred to deal with men. Because she was not given the more profitable accounts, her performance numbers did not look as good as the numbers for some of the male managers. Two male managers who had joined the company around the same time she was hired were promoted ahead of her. Frustrated by the apparent “glass ceiling” at the company, Laura asked to meet with the president to talk about her career. The president was surprised to hear that Laura was unhappy about her advancement in the company. He assured her that she was a valuable employee and should be patient about a promotion. However, after another year with little improvement in how she was treated, Laura resigned from the company. With two friends from graduate school who also felt unappreciated, she formed a new company and served as the chief executive officer. In a relati.
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Laura is the Associate Director of a non-profit agency that provides assistance to children and families. She supervises two managers, Kelly and Linda, who each manage different teams of staff. Staff have complained that Laura's negative communication style has lowered morale. Laura also has not shared budgets with the managers, hindering their ability to manage workloads.
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Respond to...
I honestly do believe that the percentage of 50 to 75% is true. The reason that is, is because I have seen in my own eyes so many leaders that have not been great examples. They were in a position when in reality they should of not been there. Leaders are the example and when we put leaders that are not fit. It sets the tone for the entire organization. Leadership is extremely important in any role and an effective should always be in that place of authority. I do not believe that this percentage is to low or high because that is the number that I have seen of ineffective leaders in an organization. According to our lecture, some great traits of a leader include intelligence, honesty, self-confidence, and appearance. If a leader exhibits these traits they are able to be an effective leader. I truly believe that these are some of the main factors of what a leader should actually be. An ineffective leader shows traits such as communication problems, no time management skills, and they are always stressed. I had a leader once who was always stressed and always worried. Which in that case as he was my leader caused me to do the same. He was always worried about us not hitting goal when needed and that we were all going to get fired. He always had me worked up and worried, which I never really am. Due to his ineffective leadership traits, they started to rub off on me. After time, I was able to handle it and learn to not learn from him because of his ineffective leadership traits. As I soon became my own leader and attempted to do what is right for my employees.
Warrick, D.D. (2016).
Leadership: A high impact approach
[Electronic version]. Retrieved from https://content.ashford.edu/
Respond to...
One major aspect of effective leadership is the ability to get others to do things. Effective leaders have the ability to motivate and sway employees’ opinions in order to accomplish what they (the leaders) want. The 50% to 75% rate of incompetence in leadership roles is definitely too high but not at all alarming. The reason is that leaders today do not invest time and effort to develop interpersonal relationships with their employees. While many organizations evaluate people in leadership roles for competence on how to do a job, they do not conduct interpersonal competency evaluations. Interpersonal competency is the process in which people interact effectively (Spitzberg & Cupach, 1988). One of the reasons there is a high percentage of managerial incompetence is because most assessments used in the selection process do not include interpersonal competence as a criterion. Additionally, most managers are not willing to change their leadership style(s) in order to be more effective (Nowack, 2010).
Over the span of my career, I have worked with effective as well as ineffective leaders. The effective leader, one in particular, had the ability to engage with the employees in a way that motivated the employees to work harder than .
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If I tell her something in confidence, she keeps it confiden-.docx
“If I tell her something in confidence, she keeps it confiden-
tial.”
“When we disagree, she listens. She may not agree with me
in the end, but she listens. After she has made the decision, she
gets back to me to tell me what she agrees with and what she
doesn’t.”
“She looks out for everybody here. When someone needs
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Consider This
] Use a survey like the one below to determine the level of
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1. My boss keeps promises and commitments.
Strongly agree Strongly disagree
5 4 3 2 1
2. Co-workers keep their promises and commitments.
Strongly agree Strongly disagree
5 4 3 2 1
3. My boss listens to me, even when he/she disagrees.
Strongly agree Strongly disagree
5 4 3 2 1
4. Co-workers listen to me, even when they disagree.
Strongly agree Strongly disagree
5 4 3 2 1
114 UNDERSTANDING THE DYNAMICS OF CONFLICT
American Management Association • www.amanet.org
5. My boss communicates with me openly and honestly
about significant information.
Strongly agree Strongly disagree
5 4 3 2 1
6. My co-workers communicate with me openly and
honestly about significant information.
Strongly agree Strongly disagree
5 4 3 2 1
7. My boss demonstrates confidence in my skills and
abilities.
Strongly agree Strongly disagree
5 4 3 2 1
8. My co-workers demonstrate confidence in my skills and
abilities.
Strongly agree Strongly disagree
5 4 3 2 1
9. In our office, we look for ways to work together
cooperatively.
Strongly agree Strongly disagree
5 4 3 2 1
The Dynamics of Trust
In the beginning of a working relationship, most of us give others the
benefit of the doubt. From there, trust builds slowly over time. For some
of us, trust is easily given. Others take much longer before they will trust
another.
We often think of trust as a savings account. Each time a commit-
ment is made and kept, each time a promise or a confidence is main-
tained, or each time information is passed on in a timely way, managers
are making deposits into the trust account. Each time a manager tips off
WHAT WE ARE ARGUING ABOUT MATTERS 115
American Management Association • www.amanet.org
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work that’s been done, or trusts someone to accomplish a task, the man-
ager adds to that account. The manager’s actions tell employees that the
boss is looking out for them, and that the boss values the work they do.
The manager confirms that this relationship and the staff’s contributions
to it matter.
Every manager will need to draw upon that savings account, at one
time or another. Inevitably, there are times when the manager will make
a mistake. If the account is strong, when there are fumbles there is that
buildup of trust to draw upon ...
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levels of the organization?
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would you use to identify these competencies in job applicants?
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people-oriented or task-oriented? Explain your preference.
4. Your employees are skilled and experienced customer service representatives who perform
nonroutine tasks, such as solving unique customer problems or meeting special needs with the
companys equipment. Use path-goal theory to identify the most appropriate leadership style(s)
you should use in this situation. Be sure to fully explain your answer, and discuss why other
styles are inappropriate.
5. Transformational leadership is the most popular perspective of leadership. However, it is far
from perfect. Discuss the limitations of transformational leadership.
6. Charisma is identified by most employees and managers as a characteristic of effective
leaders. Why is charisma commonly related to leadership? In your opinion, are the best leaders
charismatic? Why or why not?
7. Identify a current political leader (e.g., president, governor, mayor) and his or her recent
accomplishments. Now, using the implicit leadership perspective, think of ways that these
accomplishments of the leader may be overstated. In other words, explain why they may be due
to factors other than the leader.
8. You hear two people debating the merits of women as leaders. One person claims that women
make better leaders than do men because women are more sensitive to their employees needs and
involve them in organizational decisions. The other person counters that although these
leadership styles may be increasingly important, most women have trouble gaining acceptance as
leaders when they face tough situations in which a more autocratic style is required. Discuss the
accuracy of the comments made in this discussion..
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Similar to Answer these essay questionsEssay #1 Give your reasons t.docx
Write a 3-4 page essay in APA format (not including the cover pa
Write a 3-4 page essay in APA format (not including the cover page and reference page). Note that you must conduct research your paper must have 3 scholarly references. This means that you must locate peer-reviewed articles.
Read the case study and answer the questions below. DO NOT write the paper and a question and answer format.
Soul-Searching in Seoul: One U.S. Expatriate’s Cautionary Tale
Linda Myers’ experience in South Korea is a cautionary tale for any expatriate. She was very attracted to the opportunity to finally become an expatriate and accepted a management position in human resources at Seoul-based SK Telecom. This was an exciting prospect—to be an expatriate in Asia’s fourth-largest economy while helping SK Telecom become a more global company. Myers brought impressive credentials to her new employer, including years of experience as an expatriate consultant helping executives from top U.S. multinationals like ExxonMobil and Hewlett-Packard make successful transitions to their overseas assignments.
Yet soon after arriving in Seoul, Myers began wondering if she had made a huge mistake. Despite experience in previous jobs requiring considerable overseas travel (including months-long stints in the Czech Republic and Ecuador) and her expertise as an expatriate consultant, Myers was unable to grasp the nature of the problem, much less operate effectively, at SK Telecom. During the next two years, Myers came to realize that her direct style clashed with the formal and polite style of her Korean colleagues. She also learned that SK Telecom had few Western employees in general and only a handful of women in senior positions. Myers discovered that she was, ineffect, a trailblazer—one of the few U.S. women to serve in an executive capacity at any Korean company. Eventually, Myers concluded that she and SK Telecom had divergent views about her role in the company. Myers had become frustrated, demoralized, and exhausted—an outsider who was marginalized and precluded from having the impact she desired.
So what happened? The signs of things to come started early, when Myers was initially emailed by an SK Telecom recruiter—who assumed she was a man. She obviously eventually took the job, feeling it was simply too good to pass up. Once she arrived in Seoul, Myers was surprised that she received no official orientation or even much specific help from her bosses regarding how to adapt to her new surroundings. She was also struck by how homogeneous things were at SK Telecom and in South Korea more generally, where less than 3% of the population has foreign roots (versus roughly 20% or more in places like London, New York, and Singapore).
But Myers was completely shocked by the struggles she had communicating with her Korean colleagues inside the company’s hierarchical management structure. Her inability to speak Korean turned into a major impediment, and Myers felt she had no choice but to ask for an interpreter to attend certain meetin ...
Pegram harrison develop yourself
This document discusses developing self-awareness as a leader. It begins by stating that lack of self-awareness is the most common cause of leadership derailment. It then introduces the MAPS framework for increasing self-awareness, which examines one's Abilities, Mission, Perceptions, and how they align with organizational Standards. The document provides details on each element of the MAPS framework and suggests questions leaders can ask themselves to better understand how they are performing and developing based on their own view and the views of others. It emphasizes that self-awareness allows leaders to understand their personality and how it affects others, enabling them to motivate and influence more effectively.
This weakness is just one part of the paper. For example, my par.docx
The document discusses two weaknesses of a manager at a boba milk tea house based on an interview. The weaknesses are a lack of power and low change orientation. For the lack of power weakness, the manager is described as easygoing and kind, but this causes employees to see her as a friend rather than a manager, reducing her authority. For the low change orientation weakness, the manager admits to having low self-confidence and discomfort with changes at work. The document provides guidelines for analyzing these weaknesses, including using academic citations.
TermPaperFinalVersion
The document is a term paper exploring how managers can gain the respect of their employees. It includes an introduction outlining the objectives of determining the criteria for earning employee respect and trust. It also reviews related literature on motivation, recognition, and respect in management. The paper describes collecting data through a survey of managers at different career stages. It presents the survey questions in three sections addressing what generates employee respect, obstacles to losing respect, and how mutual respect influences the workplace. The survey aims to identify attributes and behaviors that foster respect between managers and employees.
IIBMS DMS CASE STUDY SOLUTIONS-Which leadership style do you think a leader w...
IIBMS DMS CASE STUDY SOLUTIONS-Which leadership style do you think a leader w...nmimsjunereadyassignments
Laura is the associate director of a non-profit agency that provides assistance to children and families. She supervises two managers, Kelly and Linda, who each oversee five staff members. Staff have become overworked due to high turnover, and feel dejected by Laura's negative communication style. The managers also feel unable to advocate for staff or solve problems without departmental budget information that Laura has not shared.
This summary outlines the key details about Laura's role and leadership challenges, including overworked staff due to turnover, Laura's negative communication affecting staff morale, and lack of budget information preventing the managers from supporting staff effectively.IIBMS DMS CASE STUDY SOLUTIONS-What steps could be taken to build staff confi...
IIBMS DMS CASE STUDY SOLUTIONS-What steps could be taken to build staff confi...nmimsjunereadyassignments
Laura is the associate director of a non-profit agency that provides assistance to children and families. She supervises two managers, Kelly and Linda, who each oversee five staff members. Staff have become overworked due to high turnover, and feel dejected by Laura's negative communication style. The managers also feel unable to advocate for staff or solve problems without departmental budget information that Laura has not shared.
This summary outlines the key details about Laura's role and leadership challenges, including overworked staff due to turnover, Laura's negative communication affecting staff morale, and lack of budget information preventing the managers from supporting staff effectively.A remarkable turnaround carol baines
A Remarkable Turnaround carol Baines was married for 20 years to the owner of the Baines company until he died in a car
Roland Recommendation
Roland Hamid, the assistant front end manager at Costco Wholesale, writes a letter of recommendation for Lavonda Lloyd. He states that Lavonda has been a dedicated employee for several years who consistently meets her goals and respects company information. Lavonda sets a positive example by engaging members, performing her work efficiently with high energy, and adapting to change. Roland recommends Lavonda for any position due to her friendly nature, teamwork, and ability to be an asset to any organization.
MOB-CASE STUDY-PDF.pdf
Laura is the Associate Director of a non-profit agency that provides assistance to children and families. She supervises two managers, Kelly and Linda, who each manage different teams of staff. Staff have complained that Laura's negative communication style has lowered morale. Laura also has not shared budgets with the managers, hindering their ability to manage workloads.
At a meeting to discuss issues, Kelly and Linda perceive space utilization differently. Kelly believes her team's space is insufficient while Linda feels her office staff have excess space. Murthy decides to obtain objective utilization statistics to inform further discussion, ending the meeting.
Respond to...I honestly do believe that the percentage of 50 t.docx
Respond to...
I honestly do believe that the percentage of 50 to 75% is true. The reason that is, is because I have seen in my own eyes so many leaders that have not been great examples. They were in a position when in reality they should of not been there. Leaders are the example and when we put leaders that are not fit. It sets the tone for the entire organization. Leadership is extremely important in any role and an effective should always be in that place of authority. I do not believe that this percentage is to low or high because that is the number that I have seen of ineffective leaders in an organization. According to our lecture, some great traits of a leader include intelligence, honesty, self-confidence, and appearance. If a leader exhibits these traits they are able to be an effective leader. I truly believe that these are some of the main factors of what a leader should actually be. An ineffective leader shows traits such as communication problems, no time management skills, and they are always stressed. I had a leader once who was always stressed and always worried. Which in that case as he was my leader caused me to do the same. He was always worried about us not hitting goal when needed and that we were all going to get fired. He always had me worked up and worried, which I never really am. Due to his ineffective leadership traits, they started to rub off on me. After time, I was able to handle it and learn to not learn from him because of his ineffective leadership traits. As I soon became my own leader and attempted to do what is right for my employees.
Warrick, D.D. (2016).
Leadership: A high impact approach
[Electronic version]. Retrieved from https://content.ashford.edu/
Respond to...
One major aspect of effective leadership is the ability to get others to do things. Effective leaders have the ability to motivate and sway employees’ opinions in order to accomplish what they (the leaders) want. The 50% to 75% rate of incompetence in leadership roles is definitely too high but not at all alarming. The reason is that leaders today do not invest time and effort to develop interpersonal relationships with their employees. While many organizations evaluate people in leadership roles for competence on how to do a job, they do not conduct interpersonal competency evaluations. Interpersonal competency is the process in which people interact effectively (Spitzberg & Cupach, 1988). One of the reasons there is a high percentage of managerial incompetence is because most assessments used in the selection process do not include interpersonal competence as a criterion. Additionally, most managers are not willing to change their leadership style(s) in order to be more effective (Nowack, 2010).
Over the span of my career, I have worked with effective as well as ineffective leaders. The effective leader, one in particular, had the ability to engage with the employees in a way that motivated the employees to work harder than .
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
This edition features a handful of The 5 Most Influential Women Leaders in HR 2023 across several sectors that are at the forefront of leading us into a digital future.
Living As A Leader E Guide
View our Living As A Leader e-Guide to learn more about what we have to say about leadership and the services we offer.
If I tell her something in confidence, she keeps it confiden-.docx
“If I tell her something in confidence, she keeps it confiden-
tial.”
“When we disagree, she listens. She may not agree with me
in the end, but she listens. After she has made the decision, she
gets back to me to tell me what she agrees with and what she
doesn’t.”
“She looks out for everybody here. When someone needs
help, Tameka looks for ways to provide it.”
When I hear Paula talk, I think of so many other bosses I
know who dream of having the loyalty and commitment that
Tameka gets from Paula. The foundation of that loyalty and com-
mitment is trust.
Consider This
] Use a survey like the one below to determine the level of
trust within your own office.
1. My boss keeps promises and commitments.
Strongly agree Strongly disagree
5 4 3 2 1
2. Co-workers keep their promises and commitments.
Strongly agree Strongly disagree
5 4 3 2 1
3. My boss listens to me, even when he/she disagrees.
Strongly agree Strongly disagree
5 4 3 2 1
4. Co-workers listen to me, even when they disagree.
Strongly agree Strongly disagree
5 4 3 2 1
114 UNDERSTANDING THE DYNAMICS OF CONFLICT
American Management Association • www.amanet.org
5. My boss communicates with me openly and honestly
about significant information.
Strongly agree Strongly disagree
5 4 3 2 1
6. My co-workers communicate with me openly and
honestly about significant information.
Strongly agree Strongly disagree
5 4 3 2 1
7. My boss demonstrates confidence in my skills and
abilities.
Strongly agree Strongly disagree
5 4 3 2 1
8. My co-workers demonstrate confidence in my skills and
abilities.
Strongly agree Strongly disagree
5 4 3 2 1
9. In our office, we look for ways to work together
cooperatively.
Strongly agree Strongly disagree
5 4 3 2 1
The Dynamics of Trust
In the beginning of a working relationship, most of us give others the
benefit of the doubt. From there, trust builds slowly over time. For some
of us, trust is easily given. Others take much longer before they will trust
another.
We often think of trust as a savings account. Each time a commit-
ment is made and kept, each time a promise or a confidence is main-
tained, or each time information is passed on in a timely way, managers
are making deposits into the trust account. Each time a manager tips off
WHAT WE ARE ARGUING ABOUT MATTERS 115
American Management Association • www.amanet.org
an employee about a change that is coming, or gives staff credit for the
work that’s been done, or trusts someone to accomplish a task, the man-
ager adds to that account. The manager’s actions tell employees that the
boss is looking out for them, and that the boss values the work they do.
The manager confirms that this relationship and the staff’s contributions
to it matter.
Every manager will need to draw upon that savings account, at one
time or another. Inevitably, there are times when the manager will make
a mistake. If the account is strong, when there are fumbles there is that
buildup of trust to draw upon ...
Are You a Codependent Leader? Stop Creating Dysfunctional Relationships with ...
Are You a Codependent Leader? Stop Creating Dysfunctional Relationships with ...Caliber Leadership Systems
Codependent leaders can be very successful at achieving their business objectives, but not their full potential. While they work steadily to achieve their goals and those of the business, part of their attention and energy is going into caretaking, supporting or compensating for employees inadequacies. While it may not look like it, these leaders make people decisions based on their emotions and are easily thrown off course by those of their employee’s, creating business and team problems as a result. Critical Thinking Questions1. Why is it important for top executiv.pdf
Critical Thinking Questions
1. Why is it important for top executives to value and support leadership demonstrated at all
levels of the organization?
2. Find two newspaper ads for management or executive positions. What leadership
competencies are mentioned in these ads? If you were on the selection panel, what methods
would you use to identify these competencies in job applicants?
3. Consider your favorite teacher. What people-oriented and task-oriented leadership behaviors
did he or she use effectively? In general, do you think students prefer an instructor who is more
people-oriented or task-oriented? Explain your preference.
4. Your employees are skilled and experienced customer service representatives who perform
nonroutine tasks, such as solving unique customer problems or meeting special needs with the
companys equipment. Use path-goal theory to identify the most appropriate leadership style(s)
you should use in this situation. Be sure to fully explain your answer, and discuss why other
styles are inappropriate.
5. Transformational leadership is the most popular perspective of leadership. However, it is far
from perfect. Discuss the limitations of transformational leadership.
6. Charisma is identified by most employees and managers as a characteristic of effective
leaders. Why is charisma commonly related to leadership? In your opinion, are the best leaders
charismatic? Why or why not?
7. Identify a current political leader (e.g., president, governor, mayor) and his or her recent
accomplishments. Now, using the implicit leadership perspective, think of ways that these
accomplishments of the leader may be overstated. In other words, explain why they may be due
to factors other than the leader.
8. You hear two people debating the merits of women as leaders. One person claims that women
make better leaders than do men because women are more sensitive to their employees needs and
involve them in organizational decisions. The other person counters that although these
leadership styles may be increasingly important, most women have trouble gaining acceptance as
leaders when they face tough situations in which a more autocratic style is required. Discuss the
accuracy of the comments made in this discussion..
Tearing Up The Rule Book 2010
The document discusses the need for a new generation of leaders in 2010 and beyond. It highlights that the old style of many politicians and CEOs is being replaced by a more transformational leadership approach. These transformational behaviors, such as thinking long-term, teamwork, and effective communication, are traditionally seen as more feminine qualities. The research found that transformational leadership is now highly valued and that women and men who prioritize integrity, vision, family and making a positive difference will thrive in the new decade. It also showed that women and older, more experienced leaders tend to have higher Leadership Intelligence scores.
Who are the culprits for bad habit in working
The document discusses culprits for negative work culture at a Malaysian company called Info R&D Malaysia. It analyzes that leaders, followers, and work culture can all be culprits if individuals stay late at the office without being productive or take advantage of company resources. Both leaders and followers have a role to play in shaping culture. While some leaders set a bad example, followers should be passionate about helping the company succeed, not just getting a salary. The document concludes that blaming any one party completely is not best, and all must work together to develop a more positive, innovative culture.
Upside of anger
The researcher interviewed Laura, a 22-year-old customer service representative in Australia, as part of a case study on emotions in organizations. Laura described her workplace environment as very cold and said there was widespread anger and hatred between employees. She indicated that employees had to hide their emotions and could not show intense feelings for fear of repercussions from managers. Laura had lost interest in her job due to the negative environment created by anger among managers, and did not want to continue working at the organization long-term.
The Gender, Leadership, Design Axis
In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).
Mind the Gap: Women's Leadership in Public Relations
- The document summarizes a study on women's leadership in public relations. Focus groups were conducted with senior and mid-level women and men. Key themes identified included the importance of informal mentorships and sponsorships for career success, as well as challenges women still face such as sexism, exclusion from informal networks, and perceptions of leadership styles. While progress was noted, participants acknowledged there is still work to be done to achieve gender equity in leadership in the public relations field.
Similar to Answer these essay questionsEssay #1 Give your reasons t.docx (20)
Write a 3-4 page essay in APA format (not including the cover pa
Write a 3-4 page essay in APA format (not including the cover pa
This weakness is just one part of the paper. For example, my par.docx
This weakness is just one part of the paper. For example, my par.docx
IIBMS DMS CASE STUDY SOLUTIONS-Which leadership style do you think a leader w...
IIBMS DMS CASE STUDY SOLUTIONS-Which leadership style do you think a leader w...
IIBMS DMS CASE STUDY SOLUTIONS-What steps could be taken to build staff confi...
IIBMS DMS CASE STUDY SOLUTIONS-What steps could be taken to build staff confi...
Respond to...I honestly do believe that the percentage of 50 t.docx
Respond to...I honestly do believe that the percentage of 50 t.docx
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
V2 The 5 Most Influential Women Leaders in HR 2023.pdf
If I tell her something in confidence, she keeps it confiden-.docx
If I tell her something in confidence, she keeps it confiden-.docx
Are You a Codependent Leader? Stop Creating Dysfunctional Relationships with ...
Are You a Codependent Leader? Stop Creating Dysfunctional Relationships with ...
Critical Thinking Questions1. Why is it important for top executiv.pdf
Critical Thinking Questions1. Why is it important for top executiv.pdf
Mind the Gap: Women's Leadership in Public Relations
Mind the Gap: Women's Leadership in Public Relations
More from boyfieldhouse
Apa format and each discussion should be 150 words and separate all .docx
Apa format and each discussion should be 150 words and separate all discussion and cite them
Discussion 8 (a)
1. Explain the role that interest groups are supposed to play in a democratic society and the benefits they provide for members and society as a whole.
2. Evaluate how well interest groups actually provide these benefits and discuss any disadvantages society suffers as a result of interest group activities.
Discussion 8(b)
1. Compare and contrast interest groups and political parties.
2. Examine the advantages each has that the other does not. Be sure to provide specific examples to support your claims
.
APA format 4 pagesAnalyzes current theories and research regardi.docx
APA format 4 pages
Analyzes current theories and research regarding adult learners, and identifies areas that the theories and research does not look at regarding adult learners.
Justifies that an adult learning topic is important to educational psychology and to the study of the adult learner, and identifies the cons of the adult learning topic.
.
APA format 150 words minimum with citation Discussion 7bDesc.docx
APA format 150 words minimum with citation
Discussion 7b
Describe how the relationship between the mainstream media and the government has evolved since the 1970s and explain why the relationship has evolved the way it has. Be sure to use specific examples to support your claims and definitely explain the importance of "Public Opinion" in responding this question.
.
apa format 150 words each question and citation and make sure sep t.docx
apa format 150 words each question and citation and make sure sep them and number them
7.a
First,
List the factors that affect public opinion and analyze their relationship to each other and their relative importance.
Provide specific examples of each factor
Second,
Distinguish between public opinion and individual opinion and explain why policy makers are concerned about public opinion. Be sure to provide examples to back up your claims
7(b)
Describe how the relationship between the mainstream media and the government has evolved since the 1970s and explain why the relationship has evolved the way it has. Be sure to use specific examples to support your claims and definitely explain the importance of "Public Opinion" in responding this question.
.
APA format 1 page 3 references please use one of the references from.docx
APA format 1 page 3 references please use one of the references from the discussion
Promoting Learning-Centered Lessons in Hybrid Environments
Hybrid courses allow students to have the best of both worlds. Students who prefer to have face-to-face interaction with their instructor and peers but also have the option to study at home should consider hybrid courses. Hybrid courses offer flexibility in programming and tends to demonstrate the best of both face-to-face education and online innovation (Bristol & Zerwekh, 2011). Hybrid courses require both synchronous and asynchronous interaction. Asynchronous interactions do not depend on a specific time or place. This can be done through email, discussion forum, podcasts, and archive video and audio streams (Billings & Halstead, 2016). Synchronous interaction occurs in real time. Examples of this may include live video conferencing, chat rooms, or webcasts (Billings & Halstead, 2016). Some of the advantages of a hybrid environment are improved course organization, effective record keeping, more communication, multimodal learning experiences, and multilayered assessment activities (Bristol & Zerwekh, 2011). There are various methods that nurse educators can use in the hybrid environment to enhance the instruction of their intended learners
Bradshaw & Hultquist (2017) explains how a blended learning environment utilizing a time saving method known as “flipping”. Students review learning material outside of class before a session. Doing so allows classroom time to used for active learning and discussion rather than listening to a lecture (Bradshaw & Hultquist, 2017). Having access to technology and knowledgeable of its use is essential in flipped classrooms (Billings & Halstead, 2016).
In one study, nurse educators reported use of e-learning (Moodle) in courses using quizzes, notes/PowerPoints, videos, networking, and chats/forums/blogs (D’Souza, Karkada, & Castro, 2014). Moodle enhances communication in teaching, exchange of information with students, and accessibility to Moodle facilitates learning (D’Souza, et. al., 2014). The students had an opportunity to interact with instructors and peers and they felt a “connection” in the learning process (D’Souza, et. al., 2014).
Billings, D., & Halstead, J. (2016).
Teaching in nursing
(5th ed.). St. Louis, MO: Elsevier
Bradshaw, M. J., & Hultquist, B. L. (2017).
Innovative teaching strategies in nursing and related health professions
(7th ed.). Burlington, MA: Jones and Bartlett
Bristol, T. J., & Zerwekh, J. (2011).
Essentials of e-learning for nurse educators
. Philadelphia, PA: F. A. Davis Company
D’Souza, M. S., Karkada, S. N., & Castro, R. (2014). Exploring e-learning among nurse educators in undergraduate nursing.
Journal of Nursing Education and Practice
,
4
(7). doi: 10.5430/jnep.v4n7p73
.
APA format 1 page long 3 references and please include one from disc.docx
APA format 1 page long 3 references and please include one from discussion post
MSN degree Need ASAP for 9/7/19.
Audience
First-year nursing students come in an associate degree nursing program have typical prerequisite coursework, yet often come with a high degree of variable life experiences. Nursing students, in general, are academic achievers who could not be admitted to their program without a high grade point average. Prerequisite coursework, such as anatomy and physiology, resides at the knowledge and comprehension level of Bloom’s taxonomy, which requires students to explain, memorize, and describe concepts (Bristol & Kerwekh, 2011). Early nursing coursework begins to include application and analysis where students must criticize, compare, and develop ideas. For many, this is a big leap. Bradshaw and Hultquist (2017) describe that students’ progress through learning via set steps. The first step is dualistic thinking where concepts are black and white. This progresses to multiplicity, where more diverse ideas are tolerated. Nursing students also experience a difficult transition to understanding the conceptual grey areas.
Learning Need
Early in the nursing program, students are expected to identify scholarly versus non-scholarly sources of information. Students are expected to include scholarly sources in their self-directed learning and include these in their assignments. Being able to evaluate evidence is critical for patient safety as they advance in their training and career (Horntvedt, Nordsteien, Fermann, & Severinsson, 2018). The following are two learning objectives for this lesson:
Summarize the difference between academic and non-academic sources of nursing knowledge
Provide two examples of academic sources of knowledge
Horntvedt et al. (2018) found that interactive teaching and integration into clinical practice were effective strategies for teaching students to evaluate evidence. The learning activity will provide necessary information about scholarly sources of information in an online format. This lesson will use a video presentation to highlight critical concepts related to assessing academic sources of information. During the lesson, students will be shown five different sources of information and be asked to rank the sources in order of most reliable to least reliable.
Evaluation
Shank (2005) emphasizes the need to match the skill level of the learner with the learning objectives and activities. For first-year nursing students, a basic understanding of scholarly versus non-scholarly work is appropriate. An analysis of formal research study validity is beyond the scope of what is needed at their level. The verb
summarize
corresponds with the knowledge level of learning in Bloom’s taxonomy. The second objective asks the student to
provide two examples, which
demonstrates comprehension-level understanding in Bloom’s. Both objectives, if successfully met, will allow the studen.
APA format 1 page 3 references one from below discussion assignment .docx
APA format 1 page 3 references one from below discussion assignment and one from walden university library.
Andragogy
Andragogy is a theory of learning that focuses on the learner; increasing educational experience and motivation by active participation and learner experience (Aucoin, 2011). The theory emphasizes a learner-directed approach to education rather than the traditional teacher-directed approach (Aucoin, 2011).
Andragogy and Art-Based Learning
One interesting learning experience that I found discusses an andragogy-informed art-based learning strategy (Nguyen, Miranda, Lapum, & Donald, 2016). The authors assessed the experiences of 155 undergraduate nursing students after one 24-week course that involved learning activities using arts and andragogical principles (Nguyen, Miranda, Lapum, & Donald, 2016). There were three nursing concepts that were focused on, adherence, uncertainty, and empowerment; the study incorporated arts using drama, illustrated narratives, and reflection exercises (Nguyen, Miranda, Lapum, & Donald, 2016). The findings showed that most students favored this approach and felt that their learning experiences were enhanced (Nguyen, Miranda, Lapum, & Donald, 2016). The study suggests that the approach of andragogy and art-based learning helped the students develop empathy, which enhances emotional intelligence (Nguyen, Miranda, Lapum, & Donald).
I enjoyed reading this study because I find that my learning is enhanced through similar activities such as small group discussion, reflection, and simulation activities. I am often the one in group discussions who shares many stories; not only do I want to share my experience, but I am hoping that I will learn of others related experiences through sharing my own. This study used the learner-based principle of andragogy and combined it with an arts-based learning approach.
Applying Andragogy
Keeping in mind the andragogical principle of focusing more on the process of teaching and less focus on the content (Roebuck, et al., 2015), educators can assess learning preferences of their students to develop interactive activities to enhance learning experiences. In a survey of 272 nurse practitioners, learning needs and learning preferences were assessed in relation to skin cancer prevention, assessment, and diagnosis (Roebuck, et al., 2015). Using andragogical theories, preferences for learning were assessed in the survey with the most desired learning tools being a pocket guide, online continuing education activities and presentations (Roebuck, et al., 2015). By determining learning preferences, educational programs and curriculum can be developed in the student-learning style of andragogy.
arts-based learning.pdf
References
Aucoin, J. (2011). Theoretical basis of e-learning. In T. J. Bristol, & J. Zerwekh (Eds.),
Essentials of e-learning for nurse
educators
(pp. 13-23). Philadelphia, PA: F. A. Davis Company.
Nguyen.
APA Ethical Guidelines for Research8. Research and Publicati.docx
APA Ethical Guidelines for Research
8. Research and Publication
8.01 Institutional Approval
When institutional approval is required, psychologists provide accurate information about their research proposals and obtain approval
prior to conducting the research. They conduct the research in accordance with the approved research protocol.
8.02 Informed Consent to Research
(a) When obtaining informed consent as required in Standard 3.10, Informed Consent, psychologists inform participants about (1) the
purpose of the research, expected duration, and procedures; (2) their right to decline to participate and to withdraw from the research
once participation has begun; (3) the foreseeable consequences of declining or withdrawing; (4) reasonably foreseeable factors that
may be expected to influence their willingness to participate such as potential risks, discomfort, or adverse effects; (5) any prospective
research benefits; (6) limits of confidentiality; (7) incentives for participation; and (8) whom to contact for questions about the research
and research participants' rights. They provide opportunity for the prospective participants to ask questions and receive answers. (See
also Standards 8.03, Informed Consent for Recording Voices and Images in Research; 8.05, Dispensing With Informed Consent for
Research; and 8.07, Deception in Research.)
(b) Psychologists conducting intervention research involving the use of experimental treatments clarify to participants at the outset of
the research (1) the experimental nature of the treatment; (2) the services that will or will not be available to the control group(s) if ap-
propriate; (3) the means by which assignment to treatment and control groups will be made; (4) available treatment alternatives if an
individual does not wish to participate in the research or wishes to withdraw once a study has begun; and (5) compensation for or mon-
etary costs of participating including, if appropriate, whether reimbursement from the participant or a third-party payor will be sought.
(See also Standard 8.02a, Informed Consent to Research.)
8.03 Informed Consent for Recording Voices and Images in Research
Psychologists obtain informed consent from research participants prior to recording their voices or images for data collection unless (1)
the research consists solely of naturalistic observations in public places, and it is not anticipated that the recording will be used in a
manner that could cause personal identification or harm, or (2) the research design includes deception, and consent for the use of the
recording is obtained during debriefing. (See also Standard 8.07, Deception in Research.)
8.04 Client/Patient, Student, and Subordinate Research Participants
(a) When psychologists conduct research with clients/patients, students, or subordinates as participants, psychologists take steps to
protect the prospective participants from adverse consequences of declining or withdrawing from participation.
(b) When .
APA format (12 point font, Times New Roman, double spaced)Direct.docx
APA format (12 point font, Times New Roman, double spaced)
Directions:
Provide short essay answers and
cite your work using APA style
, case law, and the applicable federal rules of evidence or constitutional amendment(s) applicable to support your answer.
What are the four general categories of physical evidence?
Briefly explain the process of marking an item of evidence for identification purposes.
Generally speaking, what are the reasons for excluding a gruesome photo from coming into evidence at trial?
What is the typical chain of custody from first observance to introduction at trial?
List five objections that may be used by a defense attorney in order to prevent an item from being admitted as evidence.
What are the first three things an officer would normally do upon arriving at a crime scene?
What are the circumstances in which video and audio evidence may be used in court?
List 10 different uses of photographic and recorded evidence.
What is the first rule of admissibility of photographic and recorded evidence?
What is the second rule of admissibility of photographic and recorded evidence?
Identify those witnesses who can authenticate a photograph or recording.
When is a photograph or videotape likely to be admitted into evidence, even though it depicts a gruesome scene or a nude person?
What are the three methods of authentication of photographs and recordings other than by an attesting witness?
.
APA Format ,no plagiarismwrite a review that 800 words in length.docx
APA Format ,no plagiarism
write a review that 800 words in length about one chapter in the Niebuhr textbook. Half will be summary and half will be the personal reflection. The reflection should include points that you agrees and disagrees with Niebuhr about and why.
book resources:Niebuhr, H. Richard. (2001).
Christ and Culture
. New York: Harper and Row.
.
APA 7th 6 pages including reference page no title pagemust w.docx
APA 7th
6 pages including reference page no title page
must watch Moonlight
Due date 0ct 3, 2020 @ 5:00 p.m. eastern time zone
Must know feminist and culturalism theory
must follow the rubric
Must use 5 professional references peer review
.
APA CITATION &STYLE GUIDE Many Fisher College profes.docx
APA CITATION &
STYLE GUIDE
Many Fisher College professors require the APA style for papers. Check
with your professor about which format he or she expects you to use.
APA FORMATTING:
Purdue OWL provides guidelines for papers using APA style,
https://owl.english.purdue.edu/owl/resource/560/01/
Microsoft Word offers APA templates. Open Microsoft
Word. Select “New.” In the search box at the top of
the screen type “APA.” A couple of templates
will appear. Choose one.
The format of the paper usually includes the following
components in this order:
Title page (p.1)
Abstract (p.2)
Introduction (p.3) (beginning of text)
Method
Results
Discussion
References (after the last page of the text)
1
CITING MATERIALS WITH PROPER NOUNS IN APA
When citing materials in APA that have a proper noun that is
not the first word, it will be capitalized (ex. Spain, Prada, Toyota).
Liker, J.K. (2004). The Toyota way. New York: McGraw Hill.
For more information on plagiarism, visit Fisher College’s
publication: Plagiarism: a guidebook on responsible source citation.
http://s3.amazonaws.com/MagicHour/Fisher/Uploads/ByDate/2013/
June_2013/June_24th_2013/plagiarism92229.pdf
Remember to keep track of where you are getting your material.
If you use someone else’s idea, even if it is not a direct quote
(paraphrased), you need to give credit to the author(s).
Most Common APA Citation Components:
Author(s)
Editor(s)
Title (article, book, chapter, journal, etc.)
Date (published or created)
Publisher
Edition
Location of Publisher
Page Number(s)
Date Accessed (online)
2
APA IN-TEXT CITATIONS
Whenever you cite a book, magazine, scholarly journal, or other
source within the body of your paper, the In-Text citation will
reflect your References page.
Purdue OWL provides guidelines for In-Text citations using
APA style:
https://owl.english.purdue.edu/owl/resource/560/02/
The following is an example of an In-Text citation with a known
author:
“A company spokesman used the wheel-and-spokes concept that
placed Martha at the center of the action” (Byron, 2002, p. 200).
According to Byron, (2002), “A company spokesman used the
wheel-and-spokes concept that placed Martha at the center of the
action” (p. 200).
The following is an example of an In-Text citation without a
known author:
“Her brand may be tarnished, but her empire grossed more than
$221 million last year” (“Meltdown for Ratings,” 2012).
APA IN-TEXT CITATION -- PARAPHRASING
When Andy Warhol walked into the kitchen, he grabbed a can
of Campbell’s soup from the pantry shelf (Matterson, 1981).
3
References: The last component of your paper that includes sources that
you used
APA REFERENCES EXAMPLES
CITING A SOURCE FROM AN ONLINE DATABASE
USING APA
STRUCTURE:
Author, A. A., & Author, B. B. (Date of publication). Title of
article. Title of Journal, volume number (issue), page range.
Retrieved from http://databasewe.
APA 7 format.. Need 5 pages Need references. The recent adva.docx
APA 7 format.. Need 5 pages
Need references.
The recent advances in information and communication technology (ICT) has promoted the evolution of conventional computer-aided manufacturing industry to smart data-driven manufacturing. Data analytics in massive manufacturing data can extract huge business values while it can also result in research challenges due to the heterogeneous data types, enormous volume and real-time velocity of manufacturing data.
.
APA 6 – Understanding CitationsGenerally, citations follow.docx
APA 6 – Understanding Citations
Generally, citations follow the below format:
Contributors. (Date). Title (Secondary Contributors). Publication Information.
Contributor Information and Titles
The main contributors of the source, normally the author, are placed before the title. If there is
more than one author, arrange the authors in the same order found in the source. Use the first and
middle name initials and the entire last name. Inverse all names before the title.
One author Smith, J. K. (Date). Title.
Two authors Smith, J. K., & Sampson, T. (Date). Title.
Three authors Smith, J. K., Sampson, T., & Hubbard, A. J. (Date). Title.
Eight or more Smith, J. K., Sampson, T., Hubbard, A. J., Anderson, J., Thompson,
T., Silva, P.,…Bhatia, N. (Date). Title.
Sometimes the main contributor is not an author, but another contributor type, such as an editor for
a book or conductor for a musical piece. In this instance, follow the contributor by an abbreviation of
the contributor type (i.e. Ed. or Cond.). If plural, then change the abbreviation accordingly.
One editor Smith, J. K. (Ed.). (Date). Title.
Two editors Smith, J. K., & Sampson, T. (Eds.). (Date). Title.
One conductor Smith, J. K. (Cond). (Date). Title.
YOU CAN ALSO AUTOMATICALLY CITE YOUR SOURCES FOR FREE AT WWW.EASYBIB.COM
One conductor Smith, J. K. (Cond). (Date). Title.
Many sources have secondary contributors - individuals who added to the work outside the main
contributors. This can include editors and translators for books, and producers and screenplay writers
for movies. Place secondary contributors after the title in parenthesis. List them in first initial,
middle initial, last name format and follow this by the contributor type abbreviation. Separate
different contributor types by semicolons.
One editor Smith, J. (Date). Title (B. McCoy, Ed.).
Two editors Smith, J. (Date). Title (B. McCoy & T. Thomas, Eds.).
One editor, two
translators
Smith, J. (Date). Title (B. McCoy, Ed.; B. Smith & P. R. Silva, Trans.).
Some sources may have corporate or group authors. Write these organizations where you would write
the author. If the organization is also the publisher of the source, write “Author” instead of repeating
the publisher name.
Corporate author American Psychological Association. (Date). Title.
Government author Illinois Department of Industrial Relations. (Date). Title.
Sometimes you will come across sources with no contributor information. In this instance, do no write
the date first. Instead, write the name of the title and then the date, then followed by the remaining
appropriate bibliographic data.
Webster’s dictionary. (1995). Spring-field, MA: Merriam-Webster.
APA 6 – Understanding Citations
Some sources are found within other sources, such as a chapter in a book, or an article in a
periodical. These rules apply both to the contributors of the chapter and book, or to the article. Note
when citing a chapter, the book .
APA 3 paragraph 300 words Due 32819 Module 4 Assignment Str.docx
APA: 3 paragraph 300 words Due: 3/28/19
Module 4 Assignment: Strategizing for Sun City Boards
Follow the link above to the assignment.
This assignment aligns with Learning Outcomes 1, 2, 3, and 4.
Prologue
Why does a business need to define its mission and engage in planning?
Dan Smith is a management consultant with the firm Business Advisors. He’s sitting in his office one day when the telephone rings. He picks it up and hears the voice of Tom Wilson, an old high school friend. “Hi Dan. This is Tom Wilson from Southside High. Remember me?” They discuss old times for a few minutes, and then Tom gets down to business.
“Dan, I need your help. I started a business several years ago, and we’re in trouble.”
Dan quickly searches his memory and recalls that Tom started a business called Sun City Boards several years ago selling high-end surfboards on the West Coast. Last Dan had heard, the business was doing well. “Yeah Tom. I remember when you started your shop, but I thought the business was growing successfully.”
Tom replies, “We did well the first couple of years, but things haven’t been good for a while now. We’re losing money, and I’m not sure how much longer I can keep the doors open.”
Dan assures Tom that he is happy to help and asks him to send a few items over to prepare for a trip to visit his operations. “Just send me a copy of your current business plan, financial forecasts, and annual operating budget.”
There’s a pause on the other end of the line, and then Tom says, “Well, I can send you our bank statements and invoices. We don’t have any of the other documents you’re asking about.”
Based on that response, Dan already has a good idea of the organization’s problem: an obvious lack of planning that never bodes well for a business.
In this module, you learned the importance of an organization establishing a clear vision and mission and how they guide the business planning cycle.The business plan is the roadmap that guides the organization to success.
Epilogue
Dan traveled to Tom’s operations on the West Coast and confirmed his suspicions that the problems the organization is facing are due to a lack of planning. Dan is meeting with Tom to report on his findings and to submit his recommendations.
“OK Tom, I’ve spent the last several days going through your operations and records, and I’m confident that there are actions you can take that will help turn around the business.”
Tom lets out a long sigh and says, “Dan, you have no idea how glad I am to hear that. So at a high level, what’s the problem?”
“In a nutshell, the problem with Sun City Boards is that you have lost your focus and there is no clear plan for moving forward.” Tom looks confused, so Dan explains. “When you started the business, what was your vision?”
Tom answers, “ To set people free from the earth … free to ride the waves .” [Vision statement]
“Perfect!” Dan responds. “And how were you going to do that?”
Tom thinks for a moment and then emphatically declares, “ We will .
APA 200 words or moreRead the article, Organizational life cycl.docx
APA 200 words or more
Read the article, “Organizational life cycles and shifting criteria of effectiveness: Some preliminary evidence”. Describe the chronicle of life cycle change and the early stages of development, performance and resource acquisition, events leading to later stages of development, and the development of the formalization and control stage. Why do you think the author wrote about this topic? Why is it important?
.
APA 200 words or moreNot all discrimination is prohibited .docx
APA 200 words or more
Not all discrimination is prohibited by law. For example, employers routinely discriminate between potential employees based upon education or experience. Other types of discrimination are more subtle, but still legal. For example, some employers discriminate between potential employees based upon personal characteristics such as weight or attractiveness. Should employers be permitted to discriminate based upon attractiveness? Take a side and argue that an employer should or should not be permitted by law to discriminate against persons who are not attractive.
.
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APA 200 words or more
1 Imagine yourself as the executive manager of an organization. You are responsible for establishing the three levels of management and how each level functions in the organization. One of the executive board members does not agree with having three levels of management. How would you justify to the executive board that three levels of management should be implemented in the organization? In your initial post, please include an explanation of the function that each level performs and why it is important.
.
APA 200 words or moreBased on the readings from the course text,.docx
APA 200 words or more
Based on the readings from the course text, please identify the leadership traits, skills, and behaviors that you consider the most important in leading and motivating subordinates. Examine specifically why you selected the traits, skills and behaviors in relation to employee motivation.
.
APA 200 words or more.Why is staffing important Who is responsi.docx
APA 200 words or more.
Why is staffing important? Who is responsible for it? Is it a function of personnel/human resource departments? What are some of the ways managers can adapt to changes in the external environment (shrinking work force, impacts of technology, etc.) to recruit and maintain quality personnel?
.
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