Consider the following quote from Robert K. Greenleaf The differen.docx
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Consider the following quote from Robert K. Greenleaf: "The difference manifests itself in the care taken by the servant-first to make sure that other people's highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived." Find an opportunity to demonstrate servant leadership in an organization or community through volunteering or serving others. Your goal is to serve the selected organization or entity for at least a total of 4 hours. Complete the “Service Project Experience Summary of Intent” worksheet and submit to your instructor for approval. The Service Project Experience will be used as the basis for the presentation in Topic 5. You will need to take pictures during your service project experience for the presentation. You will also need to submit a "Service Project Consent Letter" signed by a representative of the organization. APA style is not required, but solid academic writing is expected. .
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Consider the following quote from Robert difference.docx
This document summarizes a quote from Robert K. Greenleaf about servant leadership, where a servant-first leader ensures that the highest priority needs of others are being served. An effective servant leader helps those being served to grow as individuals and become healthier, wiser, and more likely to serve others. They also make sure that the least privileged in society benefit or are not further deprived. The document then instructs the reader to volunteer for at least 4 hours at an organization and submit paperwork for approval, as this experience will be used for a future presentation assignment.
Find an opportunity to demonstrate servant leadership in an organiza.docx
Find an opportunity to demonstrate servant leadership in an organization or community through volunteering or serving others. Your goal is to serve the selected organization or entity for at least a total of four hours. Submit a summary (1-2 paragraphs) of your intended servant leadership activity for approval by the instructor. Include the name of the organization and contact information for the organizational leader. You will use this experience as the basis for the CLC presentation in Topic 4. You will need to take pictures during your service project experience for the presentation. You will also need to submit a “Service Project Consent Letter" signed by a representative of the organization.
Consider the following quote from Robert K. Greenleaf as you complete the service project: "The difference manifests itself in the care taken by the servant-first to make sure that other people's highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived."
.
SOCW 6101discussions week 9,10,11Discussion 1 - Week 9COLLAPSE.docx
SOCW 6101discussions week 9,10,11
Discussion 1 - Week 9
COLLAPSE
Top of Form
Discussion 1: Treatment Evaluation
Many social work students dread taking research classes. They often view the courses as unnecessary to be a good social worker when, in fact, the opposite is true. How do you really know that your interventions are working, unless you evaluate them? As a social worker it is essential to identify in a quantifiable manner whether a treatment is helping the client or if it needs to be abandoned for another approach. In the past, social workers depended on recognizing a client’s progress through their own observations. Today, with a significant push both in the field of social work and among insurance companies to provide evidenced-based practice, social workers now are expected, more than ever, to evaluate their practice. Selecting the proper measurement/evaluation tool, based on the clients’ presenting concerns and treatment goals, will provide the evidence-based practice that is expected by the field.
For this Discussion, review this week’s Learning Resources, including the course-specific case studies. Select either Abdel or Pedro from the course-specific case studies provided and search the Mental Measures Yearbook database to identify potential scales that could be used to evaluate the treatment. Select one of the scales you identified and consider why it might be useful in evaluating treatment. Finally, think about the validity and reliability of that scale.
Note: The course-specific case study you select should differ from the case study you selected in Week 6.
Post by Day 3 a description of the scale you might use to evaluate treatment for the client in the case study you selected and explain why you selected that scale. Be sure to reference the case study you selected in your post. Finally, explain the validity and reliability of that scale.
Support your posts and responses with specific references to the Learning Resources. Be sure to provide full APA citations for your references.
Read a selection of your colleagues' posts.
Bottom of Form
Discussion 2 - Week 9
COLLAPSE
Top of Form
Discussion 2: Management of Planned and Unplanned Termination
Ending a client relationship can be just as difficult as ending a personal relationship. In fact, while much of the literature addresses when to terminate, a more significant topic is the feelings that surround termination. Depending on the client and the length of treatment, saying goodbye can be hard for both of you. As a result, you should prepare for termination and the feelings surrounding this step of the GIM process early in the client-social worker relationship.
While you generally anticipate that successful treatment will lead to the eventual termination of the client relationship, there are a variety of other reasons for why this relationship might come to an end. There might be a set number of sessions the client’s insurance will allow, or maybe the end of your intern.
GIVING CONSTRUCTIVE FEEDBACKFeedback is an essential eleme.docx
GIVING CONSTRUCTIVE FEEDBACK
Feedback is an essential element for everyone in an organization's workforce. Giving feedback is
a task you perform again and again as a manager or supervisor, letting people know where they
are and where to go next in terms of expectations and goals - yours, their own, and the
organizations.
Feedback is a useful tool for indicating when things are going in the right direction or for
redirecting problem performance. Your objective in giving feedback is to provide guidance by
supplying information in a useful manner, either to support effective behavior, or to guide someone
back on track toward successful performance.
Some situations which require giving constructive feedback include:
• Ongoing performance discussions
• Providing specific performance pointers
• Following up on coaching discussions
• Giving corrective guidance
• Letting someone know the consequences of their behavior
Some clues that constructive feedback is needed are when:
• Someone asks for your opinion about how they are doing
• Unresolved problems persist
• Errors occur again and again
• An employee's performance doesn't meet expectations
• A peer's work habits disturb you
SIX WAYS TO MAKE FEEDBACK CONSTRUCTIVE
Part of being an effective manager or supervisor is knowing what feedback to give. The trick is
learning how to give it constructively so that it has some value. constructive feedback is a tool that
is used to build things up, not break things down. It lets the other person know that you are on
their side.
1. If you can't think of a constructive purpose for giving feedback, don't give it at all.
2. Focus on description rather than judgement.
Describing behavior is a way of reporting what has occurred, while judging behavior is an
evaluation of what has occurred in terms of "right or wrong", or "good or bad". By avoiding
evaluative language, you reduce the need for the individual to respond defensively.
For example: "You demonstrate a high degree of confidence when you answer customer
questions about registration procedures, "rather than, "Your communication skills are good."
3. Focus on observation rather than inference.
Observations refer to what you can see or hear about an individual's behavior, while inferences
refer to the assumptions and interpretations you make from what you see or hear. Focus on what
the person did and your reaction.
For example: "When you gave that student the Financial Aid form, you tossed it across the
counter," rather than describe what you assume to be the person's motivation, "I suppose you
give all forms out that way!"
4. Focus on behavior rather than the person
Refer to what an individual does rather than on what you imagine she or he is. To focus on
behavior, use adverbs, which describe action, rather than adjectives, which describe qualities.
For example: "You talked considerably during the staff meeting, which prevented me from getting
to some of the main points," rather than "You talk too.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
...
KAVCO VOLUNTEER LEADERSHIP MODULE THREE SUPERVISION
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Module 1 [HN 11.docx
Module 1
[HN 115: Human Services Program and Profession]
Unit 4 Assignment: Self-Reflection
Name: _________________________________
Please state whether you are a Certificate or Bachelor’s degree student: ________________
NOTE**If you are a Bachelor’s degree student, you will also submit your completed degree plan as a part of this assignment.
Instructions
In this assignment, you will read an article describing the qualities of a human service professional. You will reflect upon the qualities of an effective human service professional that you already possess as well as qualities you would like to develop.
Read “Helping those in need: Human Service workers,” from Occupational Outlook Quarterly. Fall 2011. Retrieved from http://www.bls.gov/opub/ooq/2011/fall/art03.pdf
After you have read “Helping those in need: Human Service workers” from Occupational Outlook Quarterly, complete the following form:
1. List qualities that a Human Service professional should possess:
1.
2.
3.
4.
5.
2. List qualities that you currently possess:
1.
2.
3.
4.
5.
3. List qualities that you want to develop:
1.
2.
3.
4.
5.
4. List the challenges and benefits of the Human Service profession:
1.
2.
3.
4.
5.
5. Please answer the question underlined below in paragraph form. Review the information in italics before answering the question.
What are some conclusions about how this knowledge will impact your goals?
Think back to the jobs that you searched in Unit 2 and the goals that you created for yourself in Unit 3. Now, add to that, your knowledge about qualities that a human service professional should possess. Make sure that your response is based on the information that you have learned over the past few units and not faulty reasoning. Your response should reflect critical thinking and an understanding of career building skills.
It might be helpful to go back to some of the resources from previous units to fully answer this question.
· S.M.A.R.T. Goal Setting PDF
· Kaplan’s Program Outcomes
· Kaplan’s Career Network 2.0
Learning objectives:
A. how to write clearly and how to effectively edit your own writing
B. how to target a results-oriented business audience in business documents and correspondence
D. best strategies to enhance critical thinking and analytical skills
E. how to write clearly, directly and simply so that your message is accurate, concise, and to the point
Scenario and Your Task
The company where you work [this is a FICTIONAL company you will create] has become successful. Started by a motivated entrepreneur, the company now has 210 employees and is still growing.
The owner wants to become more socially responsible and knows that other companies have engaged in philanthropic programs. The owner wants you to do research, analyze possibilities, and report back in a concise and persuasive email that strongly RECOMMENDS ONE (1) philanthropic organization/c ...
Recommended
Consider the following quote from Robert difference.docx
This document summarizes a quote from Robert K. Greenleaf about servant leadership, where a servant-first leader ensures that the highest priority needs of others are being served. An effective servant leader helps those being served to grow as individuals and become healthier, wiser, and more likely to serve others. They also make sure that the least privileged in society benefit or are not further deprived. The document then instructs the reader to volunteer for at least 4 hours at an organization and submit paperwork for approval, as this experience will be used for a future presentation assignment.
Find an opportunity to demonstrate servant leadership in an organiza.docx
Find an opportunity to demonstrate servant leadership in an organization or community through volunteering or serving others. Your goal is to serve the selected organization or entity for at least a total of four hours. Submit a summary (1-2 paragraphs) of your intended servant leadership activity for approval by the instructor. Include the name of the organization and contact information for the organizational leader. You will use this experience as the basis for the CLC presentation in Topic 4. You will need to take pictures during your service project experience for the presentation. You will also need to submit a “Service Project Consent Letter" signed by a representative of the organization.
Consider the following quote from Robert K. Greenleaf as you complete the service project: "The difference manifests itself in the care taken by the servant-first to make sure that other people's highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived."
.
SOCW 6101discussions week 9,10,11Discussion 1 - Week 9COLLAPSE.docx
SOCW 6101discussions week 9,10,11
Discussion 1 - Week 9
COLLAPSE
Top of Form
Discussion 1: Treatment Evaluation
Many social work students dread taking research classes. They often view the courses as unnecessary to be a good social worker when, in fact, the opposite is true. How do you really know that your interventions are working, unless you evaluate them? As a social worker it is essential to identify in a quantifiable manner whether a treatment is helping the client or if it needs to be abandoned for another approach. In the past, social workers depended on recognizing a client’s progress through their own observations. Today, with a significant push both in the field of social work and among insurance companies to provide evidenced-based practice, social workers now are expected, more than ever, to evaluate their practice. Selecting the proper measurement/evaluation tool, based on the clients’ presenting concerns and treatment goals, will provide the evidence-based practice that is expected by the field.
For this Discussion, review this week’s Learning Resources, including the course-specific case studies. Select either Abdel or Pedro from the course-specific case studies provided and search the Mental Measures Yearbook database to identify potential scales that could be used to evaluate the treatment. Select one of the scales you identified and consider why it might be useful in evaluating treatment. Finally, think about the validity and reliability of that scale.
Note: The course-specific case study you select should differ from the case study you selected in Week 6.
Post by Day 3 a description of the scale you might use to evaluate treatment for the client in the case study you selected and explain why you selected that scale. Be sure to reference the case study you selected in your post. Finally, explain the validity and reliability of that scale.
Support your posts and responses with specific references to the Learning Resources. Be sure to provide full APA citations for your references.
Read a selection of your colleagues' posts.
Bottom of Form
Discussion 2 - Week 9
COLLAPSE
Top of Form
Discussion 2: Management of Planned and Unplanned Termination
Ending a client relationship can be just as difficult as ending a personal relationship. In fact, while much of the literature addresses when to terminate, a more significant topic is the feelings that surround termination. Depending on the client and the length of treatment, saying goodbye can be hard for both of you. As a result, you should prepare for termination and the feelings surrounding this step of the GIM process early in the client-social worker relationship.
While you generally anticipate that successful treatment will lead to the eventual termination of the client relationship, there are a variety of other reasons for why this relationship might come to an end. There might be a set number of sessions the client’s insurance will allow, or maybe the end of your intern.
GIVING CONSTRUCTIVE FEEDBACKFeedback is an essential eleme.docx
GIVING CONSTRUCTIVE FEEDBACK
Feedback is an essential element for everyone in an organization's workforce. Giving feedback is
a task you perform again and again as a manager or supervisor, letting people know where they
are and where to go next in terms of expectations and goals - yours, their own, and the
organizations.
Feedback is a useful tool for indicating when things are going in the right direction or for
redirecting problem performance. Your objective in giving feedback is to provide guidance by
supplying information in a useful manner, either to support effective behavior, or to guide someone
back on track toward successful performance.
Some situations which require giving constructive feedback include:
• Ongoing performance discussions
• Providing specific performance pointers
• Following up on coaching discussions
• Giving corrective guidance
• Letting someone know the consequences of their behavior
Some clues that constructive feedback is needed are when:
• Someone asks for your opinion about how they are doing
• Unresolved problems persist
• Errors occur again and again
• An employee's performance doesn't meet expectations
• A peer's work habits disturb you
SIX WAYS TO MAKE FEEDBACK CONSTRUCTIVE
Part of being an effective manager or supervisor is knowing what feedback to give. The trick is
learning how to give it constructively so that it has some value. constructive feedback is a tool that
is used to build things up, not break things down. It lets the other person know that you are on
their side.
1. If you can't think of a constructive purpose for giving feedback, don't give it at all.
2. Focus on description rather than judgement.
Describing behavior is a way of reporting what has occurred, while judging behavior is an
evaluation of what has occurred in terms of "right or wrong", or "good or bad". By avoiding
evaluative language, you reduce the need for the individual to respond defensively.
For example: "You demonstrate a high degree of confidence when you answer customer
questions about registration procedures, "rather than, "Your communication skills are good."
3. Focus on observation rather than inference.
Observations refer to what you can see or hear about an individual's behavior, while inferences
refer to the assumptions and interpretations you make from what you see or hear. Focus on what
the person did and your reaction.
For example: "When you gave that student the Financial Aid form, you tossed it across the
counter," rather than describe what you assume to be the person's motivation, "I suppose you
give all forms out that way!"
4. Focus on behavior rather than the person
Refer to what an individual does rather than on what you imagine she or he is. To focus on
behavior, use adverbs, which describe action, rather than adjectives, which describe qualities.
For example: "You talked considerably during the staff meeting, which prevented me from getting
to some of the main points," rather than "You talk too.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
...
KAVCO VOLUNTEER LEADERSHIP MODULE THREE SUPERVISION
The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
Module 1 [HN 11.docx
Module 1
[HN 115: Human Services Program and Profession]
Unit 4 Assignment: Self-Reflection
Name: _________________________________
Please state whether you are a Certificate or Bachelor’s degree student: ________________
NOTE**If you are a Bachelor’s degree student, you will also submit your completed degree plan as a part of this assignment.
Instructions
In this assignment, you will read an article describing the qualities of a human service professional. You will reflect upon the qualities of an effective human service professional that you already possess as well as qualities you would like to develop.
Read “Helping those in need: Human Service workers,” from Occupational Outlook Quarterly. Fall 2011. Retrieved from http://www.bls.gov/opub/ooq/2011/fall/art03.pdf
After you have read “Helping those in need: Human Service workers” from Occupational Outlook Quarterly, complete the following form:
1. List qualities that a Human Service professional should possess:
1.
2.
3.
4.
5.
2. List qualities that you currently possess:
1.
2.
3.
4.
5.
3. List qualities that you want to develop:
1.
2.
3.
4.
5.
4. List the challenges and benefits of the Human Service profession:
1.
2.
3.
4.
5.
5. Please answer the question underlined below in paragraph form. Review the information in italics before answering the question.
What are some conclusions about how this knowledge will impact your goals?
Think back to the jobs that you searched in Unit 2 and the goals that you created for yourself in Unit 3. Now, add to that, your knowledge about qualities that a human service professional should possess. Make sure that your response is based on the information that you have learned over the past few units and not faulty reasoning. Your response should reflect critical thinking and an understanding of career building skills.
It might be helpful to go back to some of the resources from previous units to fully answer this question.
· S.M.A.R.T. Goal Setting PDF
· Kaplan’s Program Outcomes
· Kaplan’s Career Network 2.0
Learning objectives:
A. how to write clearly and how to effectively edit your own writing
B. how to target a results-oriented business audience in business documents and correspondence
D. best strategies to enhance critical thinking and analytical skills
E. how to write clearly, directly and simply so that your message is accurate, concise, and to the point
Scenario and Your Task
The company where you work [this is a FICTIONAL company you will create] has become successful. Started by a motivated entrepreneur, the company now has 210 employees and is still growing.
The owner wants to become more socially responsible and knows that other companies have engaged in philanthropic programs. The owner wants you to do research, analyze possibilities, and report back in a concise and persuasive email that strongly RECOMMENDS ONE (1) philanthropic organization/c ...
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
I
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
Collapse
Top of Form
1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
Bottom of Form
K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Top of Form
Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
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3. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6 Social Change and Pr
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6: Social Change and Professional Development
The characteristics of program design and evaluationare intended to provide some level of recommended change or action as a result of the systematic investigation into a program’s effectiveness. Evaluation can provide answers to questions about a program that may be useful in adjusting a program to become more effective. Because evaluation results in insight about the effectiveness of a program for a specific population, evaluation can be used to implement social change or action. Evaluation findings may assist stakeholders (those who hold an interest) or decision makers in go/no-go decisions about specific program modifications or initiate the continuation or demise of the entire program. Today, social policy and public administrative movement are closely associated with social program outcomes and effective evaluations.
This week, you present your design for a program addressing the needs of the homeless population in your community and analyze how your program may effect social change. You also evaluate your potential to impact areas of human services delivery and assess the benefits of participating in professional human services organizations.
Objectives
By the end of this week, you should be able to:
· Analyze how human services program design and evaluation influence social change
· Evaluate personal impact on areas of human services delivery
· Analyze how professional organizations contribute to professional development
Learning Resources
Required Readings
Kettner, P. M., Moroney, R. M., & Martin, L. L. (2017). Designing and managing programs: An effectiveness-based approach (5th ed.). Thousand Oaks, CA: Sage.
· Review Chapter 6, “Selecting the Appropriate Intervention Strategy”
Donaldson, L. P. (2008). Developing a progressive advocacy program within a human services agency. Administration in Social Work, 32(2), 25–48.
Grant, H. M., & Crutchfield, L. R. (2007). Creating high-impact nonprofits. Stanford Social Innovation Review, 5(4), 32–41.
Skinner, K., & Whyte, B. (2004). Going beyond training: Theory and practice in managing learning. Social Work Education, 23(4), 365–381.
Council for Standards in Human Service Education. (2010). Retrieved from http://www.cshse.org/
Center for Credentialing & Education. (n.d.). Human services—Board certified practitioner. Retrieved November 22, 2011, from http://www.cce-global.org /HSBCP
Optional Resource
Simon, S. R., Webster, J. A., & Horn, K. (2007). A critical call for connecting students and professional associations. Social Work with Groups, 30(4), 5–19.
Retrieved from the Walden Library using the SocINDEX with Full Text database.
THIS IS DUE WEDNESDAY 8/18/21 BY 10 PMDiscussion 1: Social Change
There is a variety of elements that human services professionals should consider when they are developing and evaluating human services programs. Some of these elements include conducting a needs asse ...
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
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1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
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2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
1. Top of Form
1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
Resolve To Connect Better: 24 Networking Questions and Solutions For 2015
No one willingly shows up to hear a presentation or workshop on the topic of networking by "chance" or "just because" - typically they have a question or networking challenge and they are looking for actionable solutions. Here are 24 questions and my answers from my December networking keynote to the Morris County Chamber of Commerce.
Engaging skills based volunteers
Engaging skills based volunteers in your organization can be both exciting and scary.
Use these quick tips to prepare your organization for success and to create a good experience for both paid and volunteer staff!
Abs 417 week 5 assignment final paper
abs 417,ash abs 417,ash abs 417 complete course,ash abs 417 entire course,ash abs 417 week 1,ash abs 417 week2,ash abs 417 week 3,ash abs 417 week 4,ash abs 417 week 5,ash abs 417 tutorials,ash abs 417 assignments,ash abs 417 help
Giving feedback
Giving constructive feedback is an essential task for managers and supervisors to help employees know where they stand and how to improve. Constructive feedback should be focused on observed behaviors rather than judgements, provide a balance of positive and negative feedback, and not overload the recipient. The six step method for giving constructive feedback involves stating the purpose, describing observed behaviors, discussing reactions, allowing a response, offering suggestions, and summarizing while expressing support. This helps ensure feedback is given and received constructively to benefit all parties.
CAPELLA UNIVER
" CAPELLA UNIVERSITY
NHS-FPX5004 - Collaboration, Communication,
and Case Analysisfor Master'sLearners
Assessment 1 Scenario
Use the following scenario as a basis to complete Assessment 1.
Imagine that you work in a health care facility and your boss has just stopped by your office and
says the following:
Hi, I just have a couple of minutes - please forgive me for stopping in without advanced notice. One
of the results of a recent employee survey at Lakeland Clinic indicates we have some issues to
address. The data show 75% of the employees have concerns about at least one of the following:
diversity issues, workplace incivility, and poor work-life balance.
Senior leadership has asked me how I plan to respond, and my first inclination is to put you in
charge of assembling a team to address one of the issues. You have demonstrated effective
organizational and communication on other projects and I think you will be a great asset as we
move forward.
I have to run right now, but I’ll send you an email with more information before I leave today. See
you later!
Subsequent Email:
Thanks for talking with me this morning. I just want you to know that this is really a great
opportunity for you. I know you have been interested in taking steps to becoming a leader in this
organization and now it’s time to realize your potential.
As you know we opened the Lakeland Medical Clinic to serve area residents who were unable or
unwilling to use the services offered at the main hospital. The first two months of operation saw
strong patient volume. Since then, the numbers have dropped off dramatically. This prompted
leadership to start asking some questions, which lead to the internal survey that I mentioned
yesterday.
I just met with leadership and they determined that the priority right now is the diversity issue
because we have the opportunity to improve outcomes for both employees and the community.
This is part of an e-mail I got from the clinic director last week:
“…after careful examination of all aspects of the organization and talking with some
neighborhood leaders we have concluded that residents in the community do not feel
comfortable coming to the clinic. It seems the staff are lacking the ability to develop a trusting
relationship with the residents primarily because they do not understand the cultural values
and norms. The neighborhood residents, which you know are predominantly Haitian, often feel
their beliefs, values, and health practices are notunderstood.
1
" CAPELLA UNIVERSITY
When staff members were hired, we only considered their past work experiences, education
and potential. We may have failed to fully consider their ability to work with diverse
populations.“
Hopefully the information gives you a better understanding of the issues to be addressed. Time to
get started as things need to move quickly.
I want you to assemble a committee to clearly define the p ...
Running head SOCIAL WORK1SOCIAL WORK5Social WorkN.docx
Running head: SOCIAL WORK
1
SOCIAL WORK
5
Social Work
Name
Institution Affiliate
Social Work
Introduction
I am doing my field ED at Walton County Division of Family and Children Services in Georgia where I get to interact with different persons of different interests. I was allocated a number of roles some of which include; interviewing clients for renewal and recertification of benefits Medicaid/ Food stamps, assisting in the preparation for new placement and reviewing services and history of children from the foster care department and finalizing and processing applications.
In my field ED, I have met a number of individuals who I got to serve and interact with. One of my best experience was an encounter with a client two weeks ago who I found to have an intriguing personality. Below is my conversation with a client. I will use acronyms in place of names.
C indicating the client
M indicating myself
M: Good evening? How can I be of assistance?
C: Evening. I have been sent here by your supervisor. I have made a number of complaints in relation to mistreatment of a child in foster care along my street of residence and I have received no feedback yet.
M: How long ago did you make this complaint?
C: This was about a month ago, and for the previous one week I have been camping here to at least get a solution.
M: We are sorry for the delay. There has been a number of such cases recently and the process of moving them from one foster home to another has consumed most of the staff’s time. You cannot tell the reporter what the agency is going to do with the family. We have to say that we are working with the family. Please fix this.
C: It is understandable. How soon can you, therefore, take a look at this case? The little boy is in a really bad state from all the physical torture and needs urgent medical attention.
M: The case is now our priority. We will start the required procedure to see through that the boy is in safe hands and receives medical attention as well.
C: Thank you. I appreciate the role you, as an institute, play in Georgia.
M: Thank you too. It is with such information that we are able to serve the people of Georgia better, improving the society one step at a time.
Interpretation of the dialogue
The dialogue was a complaint brought forth by a client about a neglected child in foster care. The client was specifically concerned with the health of the child. A social practice theory in close relation to this situation is systems theory. According to Garthwait (2017), systems theory “describes human behavior in terms of complex systems”. In relation to this theory, members of the society are directly involved in resolving a problem. My client, from the dialogue above, was concerned about a member of the community and sought to find help.
My reaction
The situation gained my attention, especially because the boy in foster care was little. Under no circumstance should any individual experience such torture (Laureate E.
Interview of a Social Service Agency Using Advocates and Development.docx
Interview of a Social Service Agency Using Advocates and Development of Report
I
nterview
one social service agency that uses advocates within their agency. Interview an individual who works either as an advocate or as a representative who can discuss the role of advocacy within the agency. As a group, write a 1- to 2-page summary of the interview, which is used as part of your final presentation in Week Five. Include the following information:
Agency or organization and the title of the interviewee
The advocacy role this individual plays within the agency
The populations served by this agency
An advocacy model or template used with each population: Is the advocate speaking on behalf of the client or assisting the client in speaking for him or herself?
How this individual became involved in the role of advocate
Ask the interviewee to describe what is most rewarding about his or her work.
Ask what he or she would change about the job if it were possible to do so.
Ask this person to identify the reason he or she became an advocate.
Ask how his or her personal values affect the performance of the duties required.
Ask how different this responsibility is from what he or she expected when starting the position.
.
Group WorkSelect a group to work with (4-5 members).Withi.docx
Group Work:
Select a group to work with (4-5 members).
Within your group, select a generation that you will be catering to
(i.e. toddlers, school age, adolescents, adults, older adults)
One person in the group must take on the role of the following:
1. Education/ Recreation
2. Community Member/Parent or parent committee
3. Political Decision Maker/Financial Support
4. Social Advocacy (i.e. SSW, Social Justice Advocate, etc.)
5. Interpersonal Communication Specialist
6. *Other
*(if doing an *other, please substitute one of the categories: your group can create another category; however, please ensure they are relevant to the topic).
*4 of the 5 major topics must be covered.
Interpersonal Communication & Social Advocacy ARE MANDATORY
Your task:
The Canadian Government has legislated that “All citizens are to complete the Interpersonal Communication Course.” It is your task to introduce Interpersonal Communication (IC) to each citizen.
Present the needs, benefits, outcomes, etc. and a 5 year plan of what the community will look like after your team engages the community with these Interpersonal Communication services.
Your group will submit a research paper, pamphlet/flyer, presentation (20-25 mins), as well as an evaluation of each member.
The Research Paper is worth 40% (2-5 pages), the Presentation is worth 40%, the Pamphlet is worth 15% and the (honest) Peer Evaluation is worth 5% and is 100% confidential (others will not see what you submitted in your peer evaluation). The peer evaluation will be completed ONCE THE PRESENTATION IS OVER AND SUBMITTED TO INSTRUCTOR AT THE END OF CLASS.
SEE RUBRIC (attached separately).
Group Assignment Rubric
Student Names: _________________________________________________________________________ Date: ____________________
Excellent (5.0 - 4.0)
Appropriate (3.75 - 2.25)
Below Expectations (2.0 - 0)
Overall Organization
and Work
Paper demonstrated a well-organized creative and knowledgeable presentation.
Hard work evident
Reading audience very engaged in presentation
Some faltering and disorganization of written material
Disorganization and uncertainty noted
Paper was too short or too long,
Limited effort to engage reading audience
Explanations failed to demonstrate theory and helping skills.
Reading audience not engaged in written material
Research
Paper outlined relevant Canadian research related to the topic
Format for writing the paper was clear and concise.
Absence of grammar or spelling errors in paper enhanced its’ message
Research presented was incomplete; unclear; out of date; or excessive. Little or no Canadian perspective. Format for writing the paper was appropriate. Some references provided.
Some grammar and spelling errors in the paper.
Research lacked Canadian content.
Failure to provide major issues associated with client population
Helping Strategies, Theory and Values
Clearly outlined and demonstrated theory, helping skills and values according to need ...
Cynthia Curie: All for One and One for All!
This document discusses strategies for leading successful teams, including:
1. Creating a strong identity for each team member and setting goals at the team level to focus efforts.
2. Managing perceptions of the team and creating the perception you want others to have through understanding how perceptions are formed.
3. Turning mistakes into effective learning opportunities by owning mistakes, learning from them, and then moving on instead of dwelling on errors.
4. Incorporating professional development at the team level through training, certifications, guest speakers, and other activities to strengthen skills.
5. Surrounding the team with the right network of connections in different fields to gain diverse perspectives and advantages.
Maximize Your Employee Relationships in Five Easy Steps
Despite the best of intentions, managers and their employees sometimes fall into relationship patterns that erode trust, create conflicts or hinder productivity. In this webinar, we’ll learn how to build the foundation for successful relationships, good communication and better results at work. Participants will learn the five steps for creating more positive, productive relationships with their employees. If an employee relationship has become less effective, we’ll discuss how and when to positively intervene. Finally, we’ll learn some easy ways to begin putting the five steps into action immediately.
NFP Capability Building
The document summarizes a discussion between organizational leaders about building capacity in the not-for-profit sector. Key points discussed included exploring more partnerships with other non-profits, focusing on revenue growth over just cost cutting, and standardizing metrics for measuring performance. Suggestions for action included clarifying board member roles and responsibilities, strengthening relationships with government and private funders, and promoting a better understanding of the not-for-profit sector.
Staff engagement
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
Assessment 4 of and Eth.docx
This document provides instructions for a self-assessment assignment requiring students to complete a questionnaire evaluating their leadership, collaboration, and experience with ethics. Students are asked to describe a time they led a team and analyze their leadership approach. They must also describe an ethical dilemma in healthcare and analyze their response using an ethical code or framework. The completed questionnaire should be 1-2 pages per section and include at least two references using APA style. The goal is for students to reflect on their skills in leading teams, fostering collaboration, and handling ethical situations in healthcare.
Assessment 4 of and Eth.docx
This document provides instructions for a self-assessment assignment requiring students to complete a questionnaire evaluating their leadership, collaboration, and experience with ethics. Students are asked to describe an experience leading a team and collaborating with stakeholders, and analyze their leadership approach and efforts to foster collaboration. They must also describe an ethical dilemma in healthcare and analyze their response using an ethical code or framework. The completed questionnaire should be 1-2 pages per section and include at least two references using APA style.
Why twitter and linked in
- LinkedIn is an important professional networking platform, with 85% of recruiters using it to research candidates before considering other tools like Naukri or Indeed.
- Having a complete LinkedIn profile that highlights your skills, experiences, and areas of expertise through relevant content like a portfolio, articles, and blogs can help increase your visibility to recruiters and potential employers.
- Engaging with others on LinkedIn through comments, shares, and group participation also helps expand your professional network and visibility, potentially leading to new opportunities and career advancement.
1. SOCW 6000 week 7A.Posted discussions by students week 7Res.docx
1. SOCW 6000 week 7
A.Posted discussions by students week 7
Respond by Day 6 to at least two colleagues who wrote about two criteria that are different from yours. In your response, suggest an additional example to support each of your colleagues’ criteria.
Julie Braley
RE: Discussion - Week 7
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Competence includes knowing and abiding by the NASW Code of Ethics. The competent social worker knows the six values (service, social justice, dignity and worth of the person, importance of human relationships, integrity, and competence) and their ethical principles (National Association of Social Workers, 2008). They know them, but also understand and practice them. They also know, understand and practice the Social Workers’ Ethical Responsibilities to clients, colleagues, in practice settings, as professionals, to the social work profession and to the broader society (National Association of Social Workers, 2008). They are comfortable enough with the Code of Ethics to know when they need to reach out to a mentor, to ask for clarification in a sticky situation. They have the strength to uphold the Code of Ethics and to confront a colleague when their actions are in question.
Competence means working within the boundaries of what you know and are licensed to practice. This also includes acknowledging when you do not know enough and need to pass a client or duty on to another that is better qualified. As a licensed social worker, you are able to perform certain tasks. There are other tasks that you cannot ethically perform until you are a licensed clinical social worker. The competent social worker knows what they are capable of doing and what they are not.
National Association of Social Workers. (2008). Code of ethics of the National Association of Social Workers. Retrieved from http://socialworkers.org/pubs/code/code.asp
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2. Danielle David
RE: Discussion - Week 7
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Competence in social work means to abide by your regions Code of Ethics as well as upholding the law to the highest professional degree. Competent practice protects the integrity of the social work profession and the rights of our clients to appropriate and beneficial service. It also means that as social workers, we have the responsibility to use critical thinking and decision making skills to properly assess and utilize all resources available for the betterment of our unique clients. To do this, a social worker must be conscientious and aware of his or her own barriers to competence in order to overcome them. An example of such a barrier can include lack of experience with a particular group, or the acknowledgment of personal bias to be set aside for the sake of their practice. I think that it is important to realize that social workers are diverse, and will inevitably come across potential challenges to practicing competently. These are the situations which determine a social workers ability to commit to their profession ...
BUSI 520Discussion Board Forum InstructionsThreadMarket.docx
BUSI 520
Discussion Board Forum Instructions
Thread
Market: Grubhub
You will create a thread and elaborate to one of the available topics for the forum and how it connects with the market of Grubub.
*Choose a topic below:
-Long-term customer loyalty and relationships
-Global marketing
-The importance of marketing research
-Creating brand equity
The thread must be at least 600 words, reference at least 2 scholarly sources in addition to the course textbook and a biblical integration in current APA format, and demonstrate course-related knowledge.
Copyright © 2016 Pearson Education, Inc. 12-*
Chapter
12
Addressing Competition and Driving Growth
Copyright © 2016 Pearson Education, Inc. 12-*
Learning Objectives
Why is it important for companies to grow the core of their business?
How can market leaders expand the total market and defend market share?
How should market challengers attack market leaders?
How can market followers or nichers compete effectively?
What marketing strategies are appropriate at each stage of the product life cycle?
How should marketers adjust their strategies and tactics during slow economic growth?
Copyright © 2016 Pearson Education, Inc. 12-*
Growth strategiesBuilding your market shareDeveloping committed customers and stakeholdersBuilding a powerful brandInnovating new products, services, and experiencesInternational expansionAcquisitions, mergers, and alliancesBuilding an outstanding reputation for social responsibilityPartnering with government and NGOs
An important function of marketing is to drive growth in sales and revenue for a company. Marketing is especially adept at doing so for a new product with many competitive advantages and much potential. Chapter 2 introduced how companies can grow through expansion with new products and new markets, the detailed
focus of Chapters 8 and 15. Along those lines, Phil and Milton Kotler stress the following strategies.
*
Copyright © 2016 Pearson Education, Inc. 12-*
Growing the Core
Make the core of the brand as distinctive as possible
Drive distribution through both existing and new channels
Offer the core product in new formats or versions
Although many different growth strategies are available to firms, some of the best opportunities come from growing the core—focusing on their most successful existing products and markets. UK marketing guru David Taylor advocates three main strategies, citing these examples:
1. Make the core of the brand as distinctive as possible. Galaxy chocolate has successfully competed with Cadbury by positioning itself as “your partner in chocolate indulgence” and featuring smoother product shapes, more refined taste, and sleeker packaging.
2. Drive distribution through both existing and new channels. Costa Coffee, the number-one coffee shop in the United Kingdom, has found new distribution routes using drive-thro.
BUSI 330Collaborative Marketing Plan Final Draft Instructions.docx
BUSI 330
Collaborative Marketing Plan Final Draft Instructions
Include the following in your Group Discussion Board Forum:
1. A report with the final Marketing Plan that includes the three previous drafts, attached as an MS Word file. In addition, this final MP must include the following sections:
· Marketing Programs & Financial Projections.
You should review pp. 54–55 of the text for examples of the key issues that should be discussed within these sections of the MP. You will need a comprehensive marketing program, which includes a discussion of: the Product Strategy, the Pricing Strategy, the Promotion Strategy and the Distribution (channels) Strategy.
The last section on Financial Projections should show a 5-year projection of expected revenues. In addition, you should present some type of idea when BE (break-even) will take place. Companies that introduce new products generally do not make a profit in “year 1” because of the high development and marketing costs required to test and launch the product. Obtaining costs will be difficult, but you should try to estimate costs.
· Executive Summary (ES)
Finally, once the MP is written, you will need to write the Executive Summary. The ES is written last but is placed right after the Table of Contents. You will want the reader to see the ES first. if they like it, they may read on. If it does not excite the reader, the MP will likely be discounted. The ES should contain only the most important findings, conclusions, and recommendations contained within your plan.
· The Table of Contents
The Table of Contents contains a list of the major sections of your marketing plan with the names of the group members that participated in the actual writing of each section. This will allow the instructor to evaluate each member’s contribution to the overall group project.
· Appendices
The only Appendix required is a reference list. Keep in mind that data and key information may need citations, but will surely require a reference list. A plan with no references will be considered marginal since information sources add considerable credibility to the ideas in your plan.
Your Collaborative Marketing Plan Final Draft must be submitted by 11:59 p.m. (ET) on Friday of Module/Week 8.
Running head: 1
4Group 4-Crystal ArzolaEdwin BrannanLevi ClarkJennifer HardyBrodee Whichard
Liberty UniversityDraft 1-Marketing Plan
1. Executive Summary
Our marketing plan is for the pediatric rack system used by g-tube patients to be distributed and sold through the Fortune 500 company, Owens & Minor.
2. Company Description
Owens and Minor was established by cofounders Otho O. Owens and G. Gilmer Minor in 1882 to provide healthcare services for the local Richmond community. What started as a drugstore, in a now historic landmark, quickly grew to buy out competitor drugstore Bodeker Drug Company in 1954. With this acquisition, the company briefly changed names to Owens, Minor & Bodeker, commonly known in that day as OMB. In pre.
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Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
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2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
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Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack .
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6 Social Change and Pr
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6: Social Change and Professional Development
The characteristics of program design and evaluationare intended to provide some level of recommended change or action as a result of the systematic investigation into a program’s effectiveness. Evaluation can provide answers to questions about a program that may be useful in adjusting a program to become more effective. Because evaluation results in insight about the effectiveness of a program for a specific population, evaluation can be used to implement social change or action. Evaluation findings may assist stakeholders (those who hold an interest) or decision makers in go/no-go decisions about specific program modifications or initiate the continuation or demise of the entire program. Today, social policy and public administrative movement are closely associated with social program outcomes and effective evaluations.
This week, you present your design for a program addressing the needs of the homeless population in your community and analyze how your program may effect social change. You also evaluate your potential to impact areas of human services delivery and assess the benefits of participating in professional human services organizations.
Objectives
By the end of this week, you should be able to:
· Analyze how human services program design and evaluation influence social change
· Evaluate personal impact on areas of human services delivery
· Analyze how professional organizations contribute to professional development
Learning Resources
Required Readings
Kettner, P. M., Moroney, R. M., & Martin, L. L. (2017). Designing and managing programs: An effectiveness-based approach (5th ed.). Thousand Oaks, CA: Sage.
· Review Chapter 6, “Selecting the Appropriate Intervention Strategy”
Donaldson, L. P. (2008). Developing a progressive advocacy program within a human services agency. Administration in Social Work, 32(2), 25–48.
Grant, H. M., & Crutchfield, L. R. (2007). Creating high-impact nonprofits. Stanford Social Innovation Review, 5(4), 32–41.
Skinner, K., & Whyte, B. (2004). Going beyond training: Theory and practice in managing learning. Social Work Education, 23(4), 365–381.
Council for Standards in Human Service Education. (2010). Retrieved from http://www.cshse.org/
Center for Credentialing & Education. (n.d.). Human services—Board certified practitioner. Retrieved November 22, 2011, from http://www.cce-global.org /HSBCP
Optional Resource
Simon, S. R., Webster, J. A., & Horn, K. (2007). A critical call for connecting students and professional associations. Social Work with Groups, 30(4), 5–19.
Retrieved from the Walden Library using the SocINDEX with Full Text database.
THIS IS DUE WEDNESDAY 8/18/21 BY 10 PMDiscussion 1: Social Change
There is a variety of elements that human services professionals should consider when they are developing and evaluating human services programs. Some of these elements include conducting a needs asse ...
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000
Discussion - Week 7
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1.
Total views: 2 (Your views: 2)
Discussion: Social Work Competence
The term competence connotes a level of preparedness for addressing issues and maintaining a high standard of practice with clients. Competent social workers have completed adequate preparations for licensure, and they are appropriately credentialed. They adhere to ethical practices by maintaining professional boundaries and honoring commitments to confidentiality. How might you demonstrate your competence as a social worker? How can you recognize competence in other social workers?
For this Discussion, review this week’s Learning Resources. Think about elements in the articles that denote competence.
Post by Day 4 a description of at least two criteria that define competence in social work. Give an example of each criterion of competence and justify your selection
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K
2.DISCUSSION SOCW 6000 WEEK 8
Discussion - Week 8
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Total views: 2 (Your views: 2)
Discussion: Strengths-Based Perspective
Simply put, a social worker with a “strengths-based perspective” emphasizes client strengths as a starting point in addressing challenges. This perspective relies on the notion that every client has strengths that can be leveraged to create productive change and progress toward achievement of goals. Client strengths can include a variety of attributes, from complex professional skill sets or well-developed emotional intelligence to mobility, literacy, or good health.
For this Discussion, think about your family of origin. Consider the strengths particular to your family of origin. Imagine how those strengths might play a part in helping your family to overcome a challenging situation.
Post by Day 4 a description of at least three strengths that you can identify within your family. Describe how the strengths might support a strengths-based plan to meet a challenge.
II
1. Discussion1 SOCW 61001 week7
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1. Total views: 5 (Your views: 3)
Discussion 1: Engaging and Assessing Across Levels of Social Work Practice
Maintaining the perspective that people are in constant interaction with their environment and the social systems therein (the Person in Environment perspective) is a key concept in the field of social work. Social work recognizes that the concerns or problems individuals face might be due to many causes. This view also supports another goal of social work which is to empower clients who are marginalized and oppressed to collaborate in the resolution of their problems or concerns as experts of their life experiences. As such, looking at a problem and assessing the needs of individuals depends on a review of the challenges they have encountered on the micro, mezzo, and macro levels. Assessing the situation on all three levels will provide a holistic map for goal planning. For example, you might assess a client’s individual strengths and challenges, the support or lack of.
Resolve To Connect Better: 24 Networking Questions and Solutions For 2015
No one willingly shows up to hear a presentation or workshop on the topic of networking by "chance" or "just because" - typically they have a question or networking challenge and they are looking for actionable solutions. Here are 24 questions and my answers from my December networking keynote to the Morris County Chamber of Commerce.
Engaging skills based volunteers
Engaging skills based volunteers in your organization can be both exciting and scary.
Use these quick tips to prepare your organization for success and to create a good experience for both paid and volunteer staff!
Abs 417 week 5 assignment final paper
abs 417,ash abs 417,ash abs 417 complete course,ash abs 417 entire course,ash abs 417 week 1,ash abs 417 week2,ash abs 417 week 3,ash abs 417 week 4,ash abs 417 week 5,ash abs 417 tutorials,ash abs 417 assignments,ash abs 417 help
Giving feedback
Giving constructive feedback is an essential task for managers and supervisors to help employees know where they stand and how to improve. Constructive feedback should be focused on observed behaviors rather than judgements, provide a balance of positive and negative feedback, and not overload the recipient. The six step method for giving constructive feedback involves stating the purpose, describing observed behaviors, discussing reactions, allowing a response, offering suggestions, and summarizing while expressing support. This helps ensure feedback is given and received constructively to benefit all parties.
CAPELLA UNIVER
" CAPELLA UNIVERSITY
NHS-FPX5004 - Collaboration, Communication,
and Case Analysisfor Master'sLearners
Assessment 1 Scenario
Use the following scenario as a basis to complete Assessment 1.
Imagine that you work in a health care facility and your boss has just stopped by your office and
says the following:
Hi, I just have a couple of minutes - please forgive me for stopping in without advanced notice. One
of the results of a recent employee survey at Lakeland Clinic indicates we have some issues to
address. The data show 75% of the employees have concerns about at least one of the following:
diversity issues, workplace incivility, and poor work-life balance.
Senior leadership has asked me how I plan to respond, and my first inclination is to put you in
charge of assembling a team to address one of the issues. You have demonstrated effective
organizational and communication on other projects and I think you will be a great asset as we
move forward.
I have to run right now, but I’ll send you an email with more information before I leave today. See
you later!
Subsequent Email:
Thanks for talking with me this morning. I just want you to know that this is really a great
opportunity for you. I know you have been interested in taking steps to becoming a leader in this
organization and now it’s time to realize your potential.
As you know we opened the Lakeland Medical Clinic to serve area residents who were unable or
unwilling to use the services offered at the main hospital. The first two months of operation saw
strong patient volume. Since then, the numbers have dropped off dramatically. This prompted
leadership to start asking some questions, which lead to the internal survey that I mentioned
yesterday.
I just met with leadership and they determined that the priority right now is the diversity issue
because we have the opportunity to improve outcomes for both employees and the community.
This is part of an e-mail I got from the clinic director last week:
“…after careful examination of all aspects of the organization and talking with some
neighborhood leaders we have concluded that residents in the community do not feel
comfortable coming to the clinic. It seems the staff are lacking the ability to develop a trusting
relationship with the residents primarily because they do not understand the cultural values
and norms. The neighborhood residents, which you know are predominantly Haitian, often feel
their beliefs, values, and health practices are notunderstood.
1
" CAPELLA UNIVERSITY
When staff members were hired, we only considered their past work experiences, education
and potential. We may have failed to fully consider their ability to work with diverse
populations.“
Hopefully the information gives you a better understanding of the issues to be addressed. Time to
get started as things need to move quickly.
I want you to assemble a committee to clearly define the p ...
Running head SOCIAL WORK1SOCIAL WORK5Social WorkN.docx
Running head: SOCIAL WORK
1
SOCIAL WORK
5
Social Work
Name
Institution Affiliate
Social Work
Introduction
I am doing my field ED at Walton County Division of Family and Children Services in Georgia where I get to interact with different persons of different interests. I was allocated a number of roles some of which include; interviewing clients for renewal and recertification of benefits Medicaid/ Food stamps, assisting in the preparation for new placement and reviewing services and history of children from the foster care department and finalizing and processing applications.
In my field ED, I have met a number of individuals who I got to serve and interact with. One of my best experience was an encounter with a client two weeks ago who I found to have an intriguing personality. Below is my conversation with a client. I will use acronyms in place of names.
C indicating the client
M indicating myself
M: Good evening? How can I be of assistance?
C: Evening. I have been sent here by your supervisor. I have made a number of complaints in relation to mistreatment of a child in foster care along my street of residence and I have received no feedback yet.
M: How long ago did you make this complaint?
C: This was about a month ago, and for the previous one week I have been camping here to at least get a solution.
M: We are sorry for the delay. There has been a number of such cases recently and the process of moving them from one foster home to another has consumed most of the staff’s time. You cannot tell the reporter what the agency is going to do with the family. We have to say that we are working with the family. Please fix this.
C: It is understandable. How soon can you, therefore, take a look at this case? The little boy is in a really bad state from all the physical torture and needs urgent medical attention.
M: The case is now our priority. We will start the required procedure to see through that the boy is in safe hands and receives medical attention as well.
C: Thank you. I appreciate the role you, as an institute, play in Georgia.
M: Thank you too. It is with such information that we are able to serve the people of Georgia better, improving the society one step at a time.
Interpretation of the dialogue
The dialogue was a complaint brought forth by a client about a neglected child in foster care. The client was specifically concerned with the health of the child. A social practice theory in close relation to this situation is systems theory. According to Garthwait (2017), systems theory “describes human behavior in terms of complex systems”. In relation to this theory, members of the society are directly involved in resolving a problem. My client, from the dialogue above, was concerned about a member of the community and sought to find help.
My reaction
The situation gained my attention, especially because the boy in foster care was little. Under no circumstance should any individual experience such torture (Laureate E.
Interview of a Social Service Agency Using Advocates and Development.docx
Interview of a Social Service Agency Using Advocates and Development of Report
I
nterview
one social service agency that uses advocates within their agency. Interview an individual who works either as an advocate or as a representative who can discuss the role of advocacy within the agency. As a group, write a 1- to 2-page summary of the interview, which is used as part of your final presentation in Week Five. Include the following information:
Agency or organization and the title of the interviewee
The advocacy role this individual plays within the agency
The populations served by this agency
An advocacy model or template used with each population: Is the advocate speaking on behalf of the client or assisting the client in speaking for him or herself?
How this individual became involved in the role of advocate
Ask the interviewee to describe what is most rewarding about his or her work.
Ask what he or she would change about the job if it were possible to do so.
Ask this person to identify the reason he or she became an advocate.
Ask how his or her personal values affect the performance of the duties required.
Ask how different this responsibility is from what he or she expected when starting the position.
.
Group WorkSelect a group to work with (4-5 members).Withi.docx
Group Work:
Select a group to work with (4-5 members).
Within your group, select a generation that you will be catering to
(i.e. toddlers, school age, adolescents, adults, older adults)
One person in the group must take on the role of the following:
1. Education/ Recreation
2. Community Member/Parent or parent committee
3. Political Decision Maker/Financial Support
4. Social Advocacy (i.e. SSW, Social Justice Advocate, etc.)
5. Interpersonal Communication Specialist
6. *Other
*(if doing an *other, please substitute one of the categories: your group can create another category; however, please ensure they are relevant to the topic).
*4 of the 5 major topics must be covered.
Interpersonal Communication & Social Advocacy ARE MANDATORY
Your task:
The Canadian Government has legislated that “All citizens are to complete the Interpersonal Communication Course.” It is your task to introduce Interpersonal Communication (IC) to each citizen.
Present the needs, benefits, outcomes, etc. and a 5 year plan of what the community will look like after your team engages the community with these Interpersonal Communication services.
Your group will submit a research paper, pamphlet/flyer, presentation (20-25 mins), as well as an evaluation of each member.
The Research Paper is worth 40% (2-5 pages), the Presentation is worth 40%, the Pamphlet is worth 15% and the (honest) Peer Evaluation is worth 5% and is 100% confidential (others will not see what you submitted in your peer evaluation). The peer evaluation will be completed ONCE THE PRESENTATION IS OVER AND SUBMITTED TO INSTRUCTOR AT THE END OF CLASS.
SEE RUBRIC (attached separately).
Group Assignment Rubric
Student Names: _________________________________________________________________________ Date: ____________________
Excellent (5.0 - 4.0)
Appropriate (3.75 - 2.25)
Below Expectations (2.0 - 0)
Overall Organization
and Work
Paper demonstrated a well-organized creative and knowledgeable presentation.
Hard work evident
Reading audience very engaged in presentation
Some faltering and disorganization of written material
Disorganization and uncertainty noted
Paper was too short or too long,
Limited effort to engage reading audience
Explanations failed to demonstrate theory and helping skills.
Reading audience not engaged in written material
Research
Paper outlined relevant Canadian research related to the topic
Format for writing the paper was clear and concise.
Absence of grammar or spelling errors in paper enhanced its’ message
Research presented was incomplete; unclear; out of date; or excessive. Little or no Canadian perspective. Format for writing the paper was appropriate. Some references provided.
Some grammar and spelling errors in the paper.
Research lacked Canadian content.
Failure to provide major issues associated with client population
Helping Strategies, Theory and Values
Clearly outlined and demonstrated theory, helping skills and values according to need ...
Cynthia Curie: All for One and One for All!
This document discusses strategies for leading successful teams, including:
1. Creating a strong identity for each team member and setting goals at the team level to focus efforts.
2. Managing perceptions of the team and creating the perception you want others to have through understanding how perceptions are formed.
3. Turning mistakes into effective learning opportunities by owning mistakes, learning from them, and then moving on instead of dwelling on errors.
4. Incorporating professional development at the team level through training, certifications, guest speakers, and other activities to strengthen skills.
5. Surrounding the team with the right network of connections in different fields to gain diverse perspectives and advantages.
Maximize Your Employee Relationships in Five Easy Steps
Despite the best of intentions, managers and their employees sometimes fall into relationship patterns that erode trust, create conflicts or hinder productivity. In this webinar, we’ll learn how to build the foundation for successful relationships, good communication and better results at work. Participants will learn the five steps for creating more positive, productive relationships with their employees. If an employee relationship has become less effective, we’ll discuss how and when to positively intervene. Finally, we’ll learn some easy ways to begin putting the five steps into action immediately.
NFP Capability Building
The document summarizes a discussion between organizational leaders about building capacity in the not-for-profit sector. Key points discussed included exploring more partnerships with other non-profits, focusing on revenue growth over just cost cutting, and standardizing metrics for measuring performance. Suggestions for action included clarifying board member roles and responsibilities, strengthening relationships with government and private funders, and promoting a better understanding of the not-for-profit sector.
Staff engagement
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
Assessment 4 of and Eth.docx
This document provides instructions for a self-assessment assignment requiring students to complete a questionnaire evaluating their leadership, collaboration, and experience with ethics. Students are asked to describe a time they led a team and analyze their leadership approach. They must also describe an ethical dilemma in healthcare and analyze their response using an ethical code or framework. The completed questionnaire should be 1-2 pages per section and include at least two references using APA style. The goal is for students to reflect on their skills in leading teams, fostering collaboration, and handling ethical situations in healthcare.
Assessment 4 of and Eth.docx
This document provides instructions for a self-assessment assignment requiring students to complete a questionnaire evaluating their leadership, collaboration, and experience with ethics. Students are asked to describe an experience leading a team and collaborating with stakeholders, and analyze their leadership approach and efforts to foster collaboration. They must also describe an ethical dilemma in healthcare and analyze their response using an ethical code or framework. The completed questionnaire should be 1-2 pages per section and include at least two references using APA style.
Why twitter and linked in
- LinkedIn is an important professional networking platform, with 85% of recruiters using it to research candidates before considering other tools like Naukri or Indeed.
- Having a complete LinkedIn profile that highlights your skills, experiences, and areas of expertise through relevant content like a portfolio, articles, and blogs can help increase your visibility to recruiters and potential employers.
- Engaging with others on LinkedIn through comments, shares, and group participation also helps expand your professional network and visibility, potentially leading to new opportunities and career advancement.
1. SOCW 6000 week 7A.Posted discussions by students week 7Res.docx
1. SOCW 6000 week 7
A.Posted discussions by students week 7
Respond by Day 6 to at least two colleagues who wrote about two criteria that are different from yours. In your response, suggest an additional example to support each of your colleagues’ criteria.
Julie Braley
RE: Discussion - Week 7
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Competence includes knowing and abiding by the NASW Code of Ethics. The competent social worker knows the six values (service, social justice, dignity and worth of the person, importance of human relationships, integrity, and competence) and their ethical principles (National Association of Social Workers, 2008). They know them, but also understand and practice them. They also know, understand and practice the Social Workers’ Ethical Responsibilities to clients, colleagues, in practice settings, as professionals, to the social work profession and to the broader society (National Association of Social Workers, 2008). They are comfortable enough with the Code of Ethics to know when they need to reach out to a mentor, to ask for clarification in a sticky situation. They have the strength to uphold the Code of Ethics and to confront a colleague when their actions are in question.
Competence means working within the boundaries of what you know and are licensed to practice. This also includes acknowledging when you do not know enough and need to pass a client or duty on to another that is better qualified. As a licensed social worker, you are able to perform certain tasks. There are other tasks that you cannot ethically perform until you are a licensed clinical social worker. The competent social worker knows what they are capable of doing and what they are not.
National Association of Social Workers. (2008). Code of ethics of the National Association of Social Workers. Retrieved from http://socialworkers.org/pubs/code/code.asp
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2. Danielle David
RE: Discussion - Week 7
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Competence in social work means to abide by your regions Code of Ethics as well as upholding the law to the highest professional degree. Competent practice protects the integrity of the social work profession and the rights of our clients to appropriate and beneficial service. It also means that as social workers, we have the responsibility to use critical thinking and decision making skills to properly assess and utilize all resources available for the betterment of our unique clients. To do this, a social worker must be conscientious and aware of his or her own barriers to competence in order to overcome them. An example of such a barrier can include lack of experience with a particular group, or the acknowledgment of personal bias to be set aside for the sake of their practice. I think that it is important to realize that social workers are diverse, and will inevitably come across potential challenges to practicing competently. These are the situations which determine a social workers ability to commit to their profession ...
Similar to Consider the following quote from Robert K. Greenleaf The differen.docx (20)
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
IDISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTo.docx
DetailsNOTE Please review the attached document Leadership R
DetailsNOTE Please review the attached document Leadership R
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6 Social Change and Pr
THIS WEEK’S WORK IS TWO DISCUSSIONS. Week 6 Social Change and Pr
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
DISCUSSION WEEK 7 socw 6000Discussion - Week 7 CollapseTop o.docx
Resolve To Connect Better: 24 Networking Questions and Solutions For 2015
Resolve To Connect Better: 24 Networking Questions and Solutions For 2015
Running head SOCIAL WORK1SOCIAL WORK5Social WorkN.docx
Running head SOCIAL WORK1SOCIAL WORK5Social WorkN.docx
Interview of a Social Service Agency Using Advocates and Development.docx
Interview of a Social Service Agency Using Advocates and Development.docx
Group WorkSelect a group to work with (4-5 members).Withi.docx
Group WorkSelect a group to work with (4-5 members).Withi.docx
Maximize Your Employee Relationships in Five Easy Steps
Maximize Your Employee Relationships in Five Easy Steps
1. SOCW 6000 week 7A.Posted discussions by students week 7Res.docx
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Copyright © 2016 Pearson Education, Inc. 12-*
Chapter
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Copyright © 2016 Pearson Education, Inc. 12-*
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Why is it important for companies to grow the core of their business?
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How should market challengers attack market leaders?
How can market followers or nichers compete effectively?
What marketing strategies are appropriate at each stage of the product life cycle?
How should marketers adjust their strategies and tactics during slow economic growth?
Copyright © 2016 Pearson Education, Inc. 12-*
Growth strategiesBuilding your market shareDeveloping committed customers and stakeholdersBuilding a powerful brandInnovating new products, services, and experiencesInternational expansionAcquisitions, mergers, and alliancesBuilding an outstanding reputation for social responsibilityPartnering with government and NGOs
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focus of Chapters 8 and 15. Along those lines, Phil and Milton Kotler stress the following strategies.
*
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Growing the Core
Make the core of the brand as distinctive as possible
Drive distribution through both existing and new channels
Offer the core product in new formats or versions
Although many different growth strategies are available to firms, some of the best opportunities come from growing the core—focusing on their most successful existing products and markets. UK marketing guru David Taylor advocates three main strategies, citing these examples:
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BUSI 330Collaborative Marketing Plan Final Draft Instructions.docx
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· Marketing Programs & Financial Projections.
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The Table of Contents contains a list of the major sections of your marketing plan with the names of the group members that participated in the actual writing of each section. This will allow the instructor to evaluate each member’s contribution to the overall group project.
· Appendices
The only Appendix required is a reference list. Keep in mind that data and key information may need citations, but will surely require a reference list. A plan with no references will be considered marginal since information sources add considerable credibility to the ideas in your plan.
Your Collaborative Marketing Plan Final Draft must be submitted by 11:59 p.m. (ET) on Friday of Module/Week 8.
Running head: 1
4Group 4-Crystal ArzolaEdwin BrannanLevi ClarkJennifer HardyBrodee Whichard
Liberty UniversityDraft 1-Marketing Plan
1. Executive Summary
Our marketing plan is for the pediatric rack system used by g-tube patients to be distributed and sold through the Fortune 500 company, Owens & Minor.
2. Company Description
Owens and Minor was established by cofounders Otho O. Owens and G. Gilmer Minor in 1882 to provide healthcare services for the local Richmond community. What started as a drugstore, in a now historic landmark, quickly grew to buy out competitor drugstore Bodeker Drug Company in 1954. With this acquisition, the company briefly changed names to Owens, Minor & Bodeker, commonly known in that day as OMB. In pre.
BUSI 460 – LT Assignment Brief 1 ACADEMIC YEAR 2020 – S.docx
BUSI 460 – LT Assignment Brief 1
ACADEMIC YEAR 2020 – SPRING TERM
MBA
(MASTER OF BUSINESS ADMINISTRATION)
BUSI 460 – CONSLTING PRACTICE
INSTRUCTOR: DR. PAURIC P. O’ROURKE
LEARNING TEAM (LT) ASSIGNMENT BRIEF –
LAYERED
TOPIC: LT CONSULTING PROJECT CASE STUDY
35% OF TOTAL COURSE GRADE
(Part 1-5% -W6, Part 2-10% -W7, Part 3 - 15%-W10 &
Part 4 - 5%- W11)
SUBMISSION DATES: VARIES - WEEKS 6, 7, 10 &
11 ONLINE VIA STUDENT PORTAL(MOODLE)
TURNITIN LINK
Self-Selected Learning Team Group (LT Group)
N= Name. Cell = Mobile. e = E Mail Address. f/t/i = Facebook. or Twitter or Instagram Account
Members of Group Written Assignment Learning Team:
1.N:______________ C: __________ e: ___________f/t/i: ___________
2.N:______________ C: __________ e: ___________f/t/i: ___________
3.N:_______________ C: __________ e: ___________f/t/i: ___________
4.N:______________ C: __________ e: ___________f/t/i: ___________
If you change any of your contact details, such as cell number, you are obliged to let your team members know in advance asap.
Important: Sharing such personal contact details is totally optional and up to each individual student but it does make arranging
meetings outside of class time, which you will have to do in this subject must easier. Sharing of such information is on the strict basis
BUSI 460 – LT Assignment Brief 2
and understanding that such information will not be misused or passed on to third parties without the individual’s consent. Any breach
of this will be reported to the University Authorities.
Learning Outcomes:
On successful completion of this assignment the student will be able:
1. To develop abilities to gather, analyse, interpret and evaluate information on a
management consulting task and project related topic(s).
2. To strengthen conceptual and analytical skills in the study management
consulting.
3. To build tangible links between the theory and practice of management
consulting.
4. To heighten awareness and understanding of management consulting in action
and gain greater self-awareness of oneself as a consultant.
5. To develop and present thoughts, arguments, and informed opinions in a logical
and coherent way.
6. To develop creativity and critical management skills.
7. To develop skills in case study navigation and analysis.
8. To demonstrate academic and management research, proposal, report writing
and composition skills with academic and business integrity.
9. To consistently apply the APA system of academic referencing.
10. To demonstrate word processing and IT skills
11. To develop project and time management skills.
12. To develop team working skills in order to function as a high performance team.
13. To develop healthy and functional work habits in progressing confidently and
consistently towards a defined submission deadline date.
Learning Team (LT) Assignment – Overall Task
Usin.
BUS475 week#7Diversity in the work environment promotes accept.docx
BUS475 week#7
Diversity in the work environment promotes acceptance, respect, and teamwork despite differences in race, age, gender, language, political beliefs, religion, sexual orientation, communication styles, and other differences. Discuss the following:
If you were starting a business that required you to hire new personnel, would diversity be a priority? How important would it be to you on a list of other considerations? Explain.
.
BUS475week#5In Chapter 11 of your textbook, you explored import.docx
BUS475/week#5
In Chapter 11 of your textbook, you explored important areas of risk and opportunity for society and companies such as the role of technology in business and society, cybersecurity, privacy, robotics, genetically engineering and others.
Discuss questions or concerns or enthusiasm you have regarding one of these areas (or other similar area of your choice) that are changing due to technological advance
.
BUS475week#6Share a recent or current event in which a busine.docx
BUS475/week#6
Share a recent or current event in which a business or government failed to protect consumers. What were the failures? Who were the victims? What can or could be done to prevent such failures in the future? Do your findings change the way you will support the company in the future?
You are encouraged to share resources that introduce or illuminate the event.
.
BUS475v10Project PlanBUS475 v10Page 2 of 2Wk 4 – App.docx
BUS/475v10
Project Plan
BUS/475 v10
Page 2 of 2
Wk 4 – Apply: Project Plan
Project Title: Project Objectives:
· List project objective
· List project objective
· List project objective
Operational Step
Responsible Person
Timeline
Example
Project Title: Desert Taco Opportunity
Description: Based on initial feedback from customer surveys, online discussion/social media groups, and SWOT analyses, you’ve determined that there is an opportunity to increase your organization’s customer base through the introduction of desert tacos in your food truck menu.Project Objectives:
· Identify the top 3 potential customer groups for this opportunity and describe their characteristics and preferences
Operational Step
Responsible Person
Timeline
Review the organization’s customer database to determine potential customer groups
Leo (Market Research Manager)
9/30 (1 week)
Identify the top 3 groups to target based upon volume, brand loyalty, and location
Betty (Director of Marketing)
10/7 (2 weeks)
Survey customers regarding food preferences and potential menu items
Tom (Customer Service Representative)
10/21 (4 weeks)
Share customer feedback with inventory and operational teams
Betty/Tom
10/28 (5 weeks)
Determine the top 5 locations and times to complete a pilot study with your test market.
Operational Step
Responsible Person
Timeline
Review sales data to determine peak sales opportunities by location
Jim (Director of Sales)
9/30 (1 week)
Identify the top 5 locations in which to conduct the desert taco pilot
Jim
10/7 (2 weeks)
Create marketing collateral and social media communications to promote the desert taco pilot
Oliver (Media Relations Manager)
10/21 (4 weeks)
Provide expected volume and product information for the inventory team
Jim
10/7 (2 weeks)
Estimate the required inventory and supply chain needs necessary to support the desert taco pilot
Operational Step
Responsible Person
Timeline
Based on expected customer volume, locations, and times, determine the product inventory required to support the pilot.
Louise (Controller)
10/14 (3 weeks)
Source supply companies and obtain product pricing quotes and delivery timelines.
Louise
10/21 (4 weeks)
Determine shipment and storage needs to support the pilot.
Louise and Ben (Operations Manager)
10/21 (4 weeks)
Purchase product for the pilot and arrange transportation to support the desert taco pilot at the various locations.
Louise
10/28 (5 weeks)
Copyright 2019 by University of Phoenix. All rights reserved.
Copyright 2019 by University of Phoenix. All rights reserved.
Running head: TESLA EXPANSION 2
TESLA EXPANSION 2
Tesla Global Expansion
Shawn Cyr
BUS 475
31 March 2020
Mr. Simpson
The opportunity which Tesla needs to exploit is to go into expand its market into the developing countries. The reason for choosing this opportunity is that Tesla today operates in a small market. The company has the majority of its revenues from the United States with a small percentage from China. .
BUS472L – Unit 2 & 4 AssignmentStudent Name ___________________.docx
BUS472L – Unit 2 & 4 Assignment
Student Name: ______________________
Instructions:
Unit 2: Replace fields within [brackets] with applicable data for your project. First, list out deliverables and work packages; which align to your project scope. Feel free to add additional lines as applicable based on your project size. Ensure to update the WBS # and indent lines as applicable. Add in estimated start and completion dates, owners (person responsible for ensuring the activity is completed), and then shade the applicable columns to represent the length of each activity to create a Gantt chart. Ignore the predecessor column for Unit 2. Then fill in the Resource Chart, the resources should align to the activity owners that you assigned in your WBS.
Unit 4: Update your WBS below to include predecessors (this will be the WBS # of the activity that must be completed prior to starting that activity). Note be sure to check then your expected start and completion dates reflect properly based on your predecessors. Next, set at least two tasks to run in parallel. Finally, complete the below critical path and resource constraint/leveling instructions below.
Project WBS (Unit 2 & 4)
WBS #
Activity Name
Expected
Start
Expected Completion
Activity Owner
Predecessor
1st Quarter
2nd Quarter
3rd Quarter
4th Quarter
UNIT 4
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
1
[Project Name]
1.1
Initiate
1.1.1
[Deliverable 1]
[2/1/2020]
[3/15/2020]
[Bob Smith]
1.1.2
[Deliverable 2]
[3/15/2020]
[4/30/2020]
1.2
Planning
1.2.1
[Deliverable 3]
1.3
Execution
1.3.1
[Deliverable 4]
1.3.1.1
[Work Package 1]
1.3.1.2
[Work Package 2]
1.3.2
[Deliverable 5]
1.3.3
[Deliverable 6]
1.4
Close
1.4.1
[Deliverable 7]
Resource Chart: (Unit 2)
Name
Role
% of time dedicated to the project
[Bob Smith]
Project Manager
95%
Critical Path: (Unit 4)
The project critical path is important; because if an activity on the critical path delays; the project delays. In looking at your project, what activities are on your critical path (note all might be if you have your activities in serial sequence)? How could you work to limit the number of activities on the critical path? How could you proactively put measures in place so if an activity slips by a couple days the entire success of the project is not jeopardized? Respond with at least 5-6 sentences.
Response:
Resource Constraints: (Unit 4)
Your project may or may not have resource constraints. A resource constraint would be present if you have an individual working on one or multiple activities and do not have enough capacity in order to finish that activity on time. In reflection of your pr.
BUS308 Week 4 Lecture 1 Examining Relationships Expect.docx
BUS308 Week 4 Lecture 1
Examining Relationships
Expected Outcomes
After reading this lecture, the student should be familiar with:
1. Issues around correlation
2. The basics of Correlation analysis
3. The basics of Linear Regression
4. The basics of the Multiple Regression
Overview
Often in our detective shows when the clues are not providing a clear answer – such as
we are seeing with the apparent continuing contradiction between the compa-ratio and salary
related results – we hear the line “maybe we need to look at this from a different viewpoint.”
That is what we will be doing this week.
Our investigation changes focus a bit this week. We started the class by finding ways to
describe and summarize data sets – finding measures of the center and dispersion of the data with
means, medians, standard deviations, ranges, etc. As interesting as these clues were, they did not
tell us all we needed to know to solve our question about equal work for equal pay. In fact, the
evidence was somewhat contradictory depending upon what measure we focused on. In Weeks 2
and 3, we changed our focus to asking questions about differences and how important different
sample outcomes were. We found that all differences were not important, and that for many
relatively small result differences we could safely ignore them for decision making purposes –
they were due to simple sampling (or chance) errors. We found that this idea of sampling error
could extend into work and individual performance outcomes observed over time; and that over-
reacting to such differences did not make much sense.
Now, in our continuing efforts to detect and uncover what the data is hiding from us, we
change focus again as we start to find out why something happened, what caused the data to act
as it did; rather than merely what happened (describing the data as we have been doing). This
week we move from examining differences to looking at relationships; that is, if some measure
changes does another measure change as well? And, if so, can we use this information to make
predictions and/or understand what underlies this common movement?
Our tools in doing this involve correlation, the measurement of how closely two
variables move together; and regression, an equation showing the impact of inputs on a final
output. A regression is similar to a recipe for a cake or other food dish; take a bit of this and
some of that, put them together, and we get our result.
Correlation
We have seen correlations a lot, and probably have even used them (formally or
informally). We know, for example, that all other things being equal; the more we eat. the more
we weigh. Kids, up to the early teens, grow taller the older they get. If we consistently speed,
we will get more speeding tickets than those who obey the speed limit. The more efforts we put
into studying, the better grades we get. All of these are examples of correlations.
Correlatio.
BUS301 Memo Rubric Spring 2020 - Student.docxBUS301 Writing Ru.docx
BUS301 Memo Rubric Spring 2020 - Student.docx
BUS301 Writing Rubric
Performance Dimensions
N/A
Not Met
Met
Comments
Organization (OABC)
Opening gets attention, provides context, and introduces topic
0
1
Agenda previews content of the document
0
1
Body
0
2
Sound paragraphing decisions (length and development)
Paragraphs limited to one topic per paragraph
Complete discussion of one topic before moving to next topic
Transitions and flow between paragraphs smooth
The overall flow/logic/structure of document is apparent
Closing summarizes and concludes, recommends, if appropriate
0
1
Content
The content of the document is relevant; information meaningful
0
2
The document is developed with adequate support and examples
0
2
The content is accurate and appropriate, with insightful analysis
0
2
Proofreading
The grammar and spelling are correct (proofread)
0
3
Punctuation—comma usage, capitalization, etc.—used correctly
0
3
The sentence structure and length are appropriate
0
1
Format
Appropriate formatting is used for type of document written
0
1
Good use of font, margins, spacing, headings, and visuals
0
1
[11/2016]
Example - Good - Corrected student example Spring 2020.docx
TO: Professor __________
FROM: Suzy Student
DATE: February 1, 2020
SUBJECT: Out of Class Experience – Cybersecurity Conference
Cybersecurity is a topic everyone should be concerned about, so I attended the 3rd Annual Cybersecurity Event held in the Grawn Atrium. I gained insight and knowledge from listening to the speakers that came from different kinds of industries. In this memo, I will discuss what I learned from the speaker and two takeaways: 1) cybersecurity is everywhere, 2) personal identifiable information, and 3) cybersecurity for the business student.
Cybersecurity is Everywhere
The conference was an opportunity to learn about cybersecurity. The first speaker talked about how companies are attacked in many different ways every day. The “bad guys” are trying to steal company information as well as employee information. Both kinds of information are valuable on the black market. The second speaker talked about the internet of things (IoT). These are things that are attached to the internet. The speaker talked about autonomous cars and medical equipment (heart) that talks to the internet. She talked about how cyber can and should influence designs. “Things” must be created with cybersecurity included in every step of the design. The last speaker talked about how my information has value. The “bad guys” steal my information and people want to buy it. Making money is one reason hackers steal millions of records.
Personal Identifiable Information
Personal Identifiable Information (PII) is any information relating to an identifiable person. There are laws in place to help make sure this information is secure. This topic is a takeaway for me because I had no idea my data had any value t.
BUS 206 Milestone Two Template To simplify completi.docx
BUS 206 Milestone Two Template
To simplify completing this milestone, use this template to help you write your essay. You may use each
heading as a starter sentence and then discuss the legal issues presented in the case study using the
following guide, if you choose. Be sure to explain and elaborate on how each term applies to the story.
Be sure to incorporate the facts of the case into your explanation and analysis.
Remember that the document you submit should follow the formatting guidelines described in the
Milestone Two Guidelines and Rubric document.
A. Various elements must be present to prove that a valid contract exists between Sam and the
chain store.
The four elements to a contract are . (Chapter 13)
The first element of would be deemed to exist if [describe facts that
are or should be present].
The second element of would be deemed to exist if [describe facts
that are or should be present].
The third element of would be deemed to exist if [describe facts that
are or should be present].
The fourth element of would be deemed to exist if [describe facts
that are or should be present].
If the elements of a contract did exist between these parties, there could still be some
possible reasons why a contract might not be valid based on facts not present in the
scenario. For example, if Sam was a minor at the time he made the agreement with
the chain store, the contract would not be valid because . List
some other reasons and elaborate on why a contract might be invalid.
Discuss and explain any other information you deem relevant to this answer.
(Chapters 13, 14, 15, and 16)
B. Even if there is not a valid legal contract between Sam and the chain store, there may still be
a quasi-contract (Chapter 13) or elements of what is called a promissory estoppel. (Chapter
15)
A quasi-contract is defined as . In this case, a quasi-contract may exist
if the following facts are true: . (Chapter 13)
A promissory estoppel is defined as . This principle might apply to this
case if . (Chapters 13 and 16)
Discuss and explain any other information you deem relevant to this answer.
C. The rights and obligations of both the landlord and tenant depend upon the term of their
contract. Such a contract may be verbal or in writing under a standard residential lease
agreement. (Chapters 13 and 50)
Some facts that may support that Sam is in breach of that contract are
.
Some facts that may support that Sam is not in breach of that contract are
. (Chapters 16, 17, and 50)
Discuss and explain any other information you deem relevant to this answer.
D. Based upon those rights and obligations, Sam’s landlord has/does not have grounds to evict
because .
Elaborate and explain.
E. Some defenses Sam might raise if his landlord tries to evict him include
because .
Elaborate .
BurkleyFirst edition Chapter 14Situational InfluencesC.docx
Burkley
First edition
Chapter 14
Situational Influences
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
1
Learning Objectives (1 of 2)
14.1 Explain how the environment impacts behavior
14.2 Explain human behavior using the behaviorist approach
14.2.1 Analyze the principles of behaviorism
14.2.2 Apply behaviorism principles to your own life
14.3 Explain the concept of drive
14.3.1 Explain the principles of Hull’s drive theory
14.3.2 Describe the criticisms of Hull's drive theory
14.4 Contrast between drive theory and arousal theory
14.4.1 Explain the principles of arousal theory
14.4.2 Describe the criticisms of arousal theory
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
2
Learning Objectives (2 of 2)
14.5 Analyze the way social situations impact motivation
14.5.1 Explain the concepts of social facilitation and inhibition in terms of motivation
14.5.2 Explain the concept of deindividuation in terms of motivation
14.5.3 Explain the concept of social loafing in terms of motivation
14.5.4 Explain the concept of social power in terms of motivation
14.6 Explain how variables interact to influence behavior
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
3
Introduction: Situational Influences
Key questions to be answered
The power of the situation
Behaviorism
Drive theory
Arousal theory
Social situations
Person-by-situation explanation
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Most motivational theories focus on internal factors, not external, but situations also have an impact.
Behaviorism asserts that behavior should be studied in an objective and systematic way without consideration of inner mental states.
Hull’s drive theory argues that behavior is a function of drive multiplied by habit.
Arousal is broadly defined and is thought to be responsible for consciousness, attention, and intensity.
Social facilitation refers to the tendency for the presence of others to improve task performance.
Person-by-situation explanations assert that person variables and situation variables interact with each other in a multiplicative way to influence behavior.
4
14.1: The Power of the Situation
14.1: Explain how the environment impacts behavior
The connection between environment and behavior
Fundamental attribution error
Environmental influences
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
14.1: Explain how the environment impacts behavior
Point 1 – The connection between environment and behavior
We tend to focus on internal factors instead of external ones.
How can we control our diets using situational factors?
5
14.2: Behaviorism (1 of 2)
14.2: Explain human behavior using the behaviorist approach
What is behaviorism?
Behavior can (and should) be studied in an objective and systematic way without the consideration of inner mental states.
BurkleyFirst edition Chapter 7BelongingCopyright © 201.docx
Burkley
First edition
Chapter 7
Belonging
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
1
Learning Objectives (1 of 2)
7.1 Analyze the concept of belonging as a core motive
7.1.1 Analyze how belonging elicits behaviors
7.1.2 Explain how belonging produces positive outcomes
7.1.3 Describe the universality of belonging
7.2 Describe how the sociometer theory is related to motivation
7.2.1 Explain the concepts that influence self-esteem
7.3 Analyze the ways people gain and maintain belonging
7.3.1 Explain the relationship between likeability and belonging
7.3.2 Explain the relationship between competence and belonging
7.4 Analyze theories that examine how groups help fulfill the need to belong
7.4.1 Describe social identity theory
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
2
Learning Objectives (2 of 2)
7.4.2 Explain terror management theory
7.4.3 Describe optimal distinctiveness theory
7.5 Compare the psychological outcomes of belonging in cyberspace versus real-world interactions
7.5.1 Explain how cyberspace affects belonging
7.5.2 Explain the relationship between cyberspace and face-to-face contact
7.6 Analyze how the loss of belonging can affect motivation
7.6.1 Describe how researchers study ostracism
7.6.2 Explain how internal reactions to rejection can affect motivation
7.6.3 Explain how behavioral reactions to rejection can affect motivation
7.6.4 Explain how long-term reactions to rejection can affect motivation
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
3
Introduction: Belonging
Key questions to be answered
The need to belong
Sociometer theory
How we gain and maintain belonging
Fulfilling our need to belong within groups
Fulfilling our need to belong within cyberspace
Reactions to loss of belonging
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Humans have a fundamental need to belong and to form and maintain lasting, positive relationships.
A person’s relational value reflects the degree to which other people value a relationship with them.
Self-presentation refers to our attempts to project a positive social impression.
Our group memberships are ones that fulfill our need to belong.
People often fulfill their need to belong through the use of the Internet and social media.
Ostracism occurs frequently, and it can result in many reactions, short term and long term.
4
7.1: The Need to Belong (1 of 3)
7.1: Analyze the concept of belonging as a core motive
Belonging as a core motive
Rejection
Pervasive drive to form and maintain lasting, positive interpersonal relationships
How do we know belonging is a core motive?
Babies
Pair bonding
Loners/hermits
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
7.1: Analyze the concept of belonging as a core motive
Point 1 – Belonging as a core motive
71% of students report bullying as a problem; 42% re.
BurkleyFirst edition Chapter 5AutonomyCopyright © 2018.docx
Burkley
First edition
Chapter 5
Autonomy
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
1
Learning Objectives (1 of 2)
5.1 Analyze the concept of autonomy as a core motive
5.1.1 Describe the panic button effect
5.1.2 Explain the relationship between control and money
5.1.3 Analyze how autonomy elicits behaviors
5.1.4 Explain how autonomy produces positive outcomes
5.1.5 Describe the universality of autonomy
5.2 Analyze the attribution theory
5.2.1 Describe the types of attributions
5.2.2 Analyze the factors that influence attributions
5.3 Evaluate the overjustification effect in relation to motivation
5.3.1 Describe examples of the overjustification effect
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
2
Learning Objectives (2 of 2)
5.3.2 Analyze the causes of the overjustification effect
5.4 Analyze the positive effects of the illusion of control
5.4.1 Explain how choice influences the illusion of control
5.4.2 Explain how outcome sequence influences the illusion of control
5.5 Contrast the different types of magical thinking
5.5.1 Explain the concept of tempting fate
5.5.2 Explain the concept of mind control
5.6 Analyze how the loss of autonomy can affect motivation
5.6.1 Describe the concept of reactance
5.6.2 Explain the concept of learned helplessness
5.7 Contrast the potential reasons people may desire a lack of control
5.7.1 Explain how choice can affect motivation
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
3
Introduction: Autonomy
Key questions to be answered
The need for autonomy
Attribution theory
Overjustification effect
Illusion of control
Magical thinking
Reaction to loss of autonomy
Desire for no control
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
The need for autonomy represents a basic desire for personal control.
Attributions refer to people’s beliefs about the cause of a particular outcome and can be in a variety of forms.
The overjustification effect tells us that motivation decreases when people are given an extrinsic reward for a task that is already intrinsically rewarding.
Most people overestimate the amount of control they have in their lives.
The illusion of control leads to magical thinking, such as tempting fate.
When people feel their freedom is being taken away, they can be reactive and then possibly show learned helplessness.
Having too many options decreases motivation to do well.
4
5.1: The Need for Autonomy (2 of 4)
5.1: Analyze the concept of autonomy as a core motive
Autonomy as a core motive
Control
Basic need for autonomy
5.1.1: Panic Button Effect
5.1.1: Describe the panic button effect
What is the panic button effect?
Perception of control
Provides comfort
5.1.2: Is Control More Desirable Than Money?
5.1.2: Explain the relationship between control and money
Is control more desirable than money?
Ex.: Co.
Bunker Hill Community College MAT 093 Foundations of Mathema.docx
Ryan has monthly expenses of $1883 leaving her with $82 per month after paying all her bills. If she saves $150 per month, it will take her 12 months to save two months' salary of $3600 for an emergency fund. The document provides a multi-step math word problem to solve involving Ryan's monthly income and expenses. It then provides additional math word problems involving geometry, fractions, percentages, and other calculations to solve. The problems are from a midterm exam for a foundations of mathematics course and include a grading rubric.
BurkleyFirst edition Chapter 3Psychological Origins of M.docx
Burkley
First edition
Chapter 3
Psychological Origins of Motivation
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
1
Learning Objectives (1 of 1)
3.1 Evaluate will as a psychological origin of motivation
3.1.1 Explain James's contribution to the study of will
3.1.2 Evaluate the contributions of Ludwig Lange and Narziss Ach to the study of will
3.2 Analyze how the concept of instinct played a role in the understanding of motivation
3.2.1 Explain Darwin's contribution to the study of instinct
3.2.2 Explain James' contribution to the study of instinct
3.2.3 Explain McDougall's contribution to the study of instinct
3.2.4 Describe alternate perspectives of instinct
3.2.5 Explain why instincts declined as an underlying concept of motivation
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
2
Learning Objectives (1 of 2)
3.3 Analyze the aspects of the concept of drive as it relates to motivation
3.3.1 Summarize Freud's contribution to the concept of drive
3.3.2 Describe Hull's contribution to the concept of drive
3.3.3 Contrast instinct and drive as they relate to motivation
3.4 Contrast the psychological theories of personality differences in motivation
3.5 Explain the role incentives play in regard to motivation
3.5.1 Describe Tolman's contribution to the concept of incentives
3.6 Evaluate how thoughts or cognitions play a central role in explaining behavior
3.6.1 Analyze the cognitive revolution in motivation
3.7 Analyze the causes that have popularized motivation science
3.7.1 Describe motivation in the modern era
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Slide 2 is list of textbook LO numbers and statements
3
Introduction: Psychological Origins of Motivation
Key questions to be answered
Will
Instinct
Drive
Incentives
Cognition
The Fall and Rise of Motivation Science
Copyright © 2018 Pearson Education, Inc. All Rights Reserved
Key questions to be answered
Early theories on motivation examined will, which is the ability of an agent to make choices free from constraints. A variety of theorists examined will in a variety of settings.
Determinism states that some predetermined cause determines all things, and that instincts are one form of determinism.
Other theorists argued that people (and animals) are motivated by drive, which is a form of arousal that arises when a need is deprived.
Incentives stemmed from behaviorism, which examined incentives and learning.
In the 1970s, cognition changed the way we understand motivation, removing it from other paradigms.
As with other disciplines, motivation has experienced rises and falls. Currently, there is an increased interest in motivation.
4
3.1: Will (1 of 2)
3.1: Evaluate will as a psychological origin of motivation
What is “will”?
Make choices free from constraint
Plato’s chariot rider
How did will emerge in the field?
Focus on internal control
Focus on resisting temptation.
Bullying and cyberbullying of adolescents have become increasingly p.docx
Bullying and cyberbullying of adolescents have become increasingly popular media topics. Why do you think schools are often ineffective in reducing rates of bullying and cyberbullying? Imagine you are an administrator at a middle or high school. What specific activities would you engage in to deter students from bullying their peers?
.
Building an Information Technology Security Awareness an.docx
Building an Information
Technology Security Awareness
and Training Program
Mark Wilson and Joan Hash
NIST Special Publication 800-50
C O M P U T E R S E C U R I T Y
Computer Security Division
Information Technology Laboratory
National Institute of Standards and Technology
Gaithersburg, MD 20899-8933
October 2003
U.S. Department of Commerce
Donald L. Evans, Secretary
Technology Administration
Phillip J. Bond, Under Secretary for Technology
National Institute of Standards and Technology
Arden L. Bement, Jr., Director
Reports on Computer Systems Technology
The Information Technology Laboratory (ITL) at the National Institute of Standards and Technology
(NIST) promotes the U.S. economy and public welfare by providing technical leadership for the Nation’s
measurement and standards infrastructure. ITL develops tests, test methods, reference data, proof of
concept implementations, and technical analyses to advance the development and productive use of
information technology. ITL’s responsibilities include the development of technical, physical,
administrative, and management standards and guidelines for the cost-effective security and privacy of
sensitive unclassified information in Federal computer systems. This Special Publication 800-series
reports on ITL’s research, guidance, and outreach efforts in computer security, and its collaborative
activities with industry, government, and academic organizations.
U.S. GOVERNMENT PRINTING OFFICE
WASHINGTON: 2003
For sale by the Superintendent of Documents, U.S. Government Printing Office
Internet: bookstore.gpo.gov — Phone: (202) 512-1800 — Fax: (202) 512-2250
Mail: Stop SSOP, Washington, DC 20402-0001
NIST Special Publication 800-50
Authority
This document has been developed by the National Institute of Standards and Technology (NIST) in
furtherance of its statutory responsibilities under the Federal Information Security Management Act
(FISMA) of 2002, Public Law 107-347.
NIST is responsible for developing standards and guidelines, including minimum requirements, for
providing adequate information security for all agency operations and assets, but such standards and
guidelines shall not apply to national security systems. This guideline is consistent with the requirements
of the Office of Management and Budget (OMB) Circular A-130, Section 8b(3), Securing Agency
Information Systems, as analyzed in A-130, Appendix IV: Analysis of Key Sections. Supplemental
information is provided A-130, Appendix III.
This guideline has been prepared for use by federal agencies. It may be used by nongovernmental
organizations on a voluntary basis and is not subject to copyright. (Attribution would be appreciated by
NIST.)
Nothing in this document should be taken to contradict standards and guidelines made mandatory and
binding on federal agencies by the Secretary of Commerce under statutory author.
Building a company with the help of IT is really necessary as most.docx
Building a company with the help of IT is really necessary as most of the daily things are running via technology these days and while using technology you must have some minimum criteria for all of those who are using it. Usually, the company must make some policies for internal use and external use, so that where someone crosses the line, they are able to catch hold of them and take a severe action as per the business policies. Now this is really important because due to an error from one person there are other people who would get affected, and there are multiple stages to those areas, that checks the severity of all of those mistakes.
Here some of them that is general while making policies, such as visiting pornographic web sites using company computer is not allowed, disrupting another’s data or computer system and sharing corporate database information. When employees make any of these mistakes, then companies have authorities to terminate employees from the business. Usually every employee is supposed work as per the basic rules or you can say acceptable usage policy. While using company materials and internet, because most of the office work is done over the internet, like using cloud or any other online applications. This allows you to have full access to outside world, but you must know what are the DO’s and Don’t’s. This will help you stick to the company for long time and also grow with the company as much as possible (Information Resources Management Association. International Conference).
These are made by looking at the history, because most of the employees have made some worst things in the history for personal benefits and ended sharing company details with outsiders, and hampered own company value. Using such valuable data, someone from outside can take over the company or misuse the data or they can do anything that can hurt the business directly. When the business owners are going under loss, the company can take actions against such activity or people who are committing those mistakes.
References
Information Resources Management Association. International Conference. Challenges of Information Technology Management in the 21st Century:
Primary
Source
Document
with
Questions
(DBQs)
E X C E R P T S
F R O M
I N S T R U C T I O N S
T O
M Y
D A U G H T E R
By
Song
Siyŏl
Introduction
Song
Siyŏl
(1607‐1689)
was
a
prominent
scholar
and
official.
This
piece
was
written
for
his
oldest
daughter
on
the
occasion
of
her
marriage
and
subsequently
became
an
important
tutelary
text
that
circulated
among
elite
families.
By
the
time
this
text
was
written,
the
patterns
of
patrilocal
residence
and
patrilineal
descent
advocated
by
Neo‐
Confucian
reformers
early
in
the
Chosŏn
dynasty
had
become
well
established.
Document
Excerpt
with
Questions
(Longer
selection
follows
this
section)
From
Sources
of
Korean
Tradition,
edited
by
Yŏng‐ho
Ch’oe,
Peter
H.
Lee,
.
Building a Comprehensive Health HistoryBuild a health histor.docx
Building a Comprehensive Health History
Build a health history for a 55-year-old Asian female living in a high-density public housing complex –
Introduction of the paper, then explain
1. How would your communication and interview techniques for building a health history differ with each patient?
2. How might you target your questions for building a health history based on the patient’s social determinants of health?
3. What risk assessment instruments would be appropriate to use with the patient, or what questions would you ask the patient to assess his or her health risks?
4. Identify any potential health-related risks based upon the patient’s age, gender, ethnicity, or environmental setting that should be taken into consideration.
5. Select one of the risk assessment instruments presented in Chapter 1 or Chapter 5 of the Seidel's Guide to Physical Examination text, or another tool with which you are familiar, related to your selected patient.
6. Develop at least eight targeted questions you would ask the selected patient to assess his or her health risks and begin building a health history.
Resources
Ball, J. W., Dains, J. E., Flynn, J. A., Solomon, B. S., & Stewart, R. W. (2019). Seidel's guide to physical examination: An interprofessional approach (9th ed.). St. Louis, MO: Elsevier Mosby.
· Chapter 1, “The History and Interviewing Process”
· Chapter 5, “Recording Information” provides methods for maintaining clear and accurate records, also explore the legal aspects of patient records.
Sullivan, D. D. (2019). Guide to clinical documentation (3rd ed.). Philadelphia, PA: F. A. Davis.
· Chapter 2, "The Comprehensive History and Physical Exam" (pp. 19–29)
R Ryanne, W., & Lori A, O. (2015). Implementation of health risk assessments with family health history: barriers and benefits. Postgraduate Medical Journal, 1079, 508.
Lushniak, B. D. (2015). Surgeon general’s perspectives: family health history: using the past to improve future health. Public Health Reports, 1, 3.
Jardim, T. V., Sousa, A. L. L., Povoa, T. I. R., Barroso, W. K. S., Chinem, B., Jardim, L., Bernardes, R., Coca, A., & Jardim, P. C. B. V. (2015). The natural history of cardiovascular risk factors in health professionals: 20-year follow-up. BMC Public Health, 15, 1111.
ITS 832
Chapter 5
From Building a Model to Adaptive Robust
Decision Making Using Systems Modeling
InformationTechnology in a Global Economy
Professor Miguel Buleje
Introduction
• Modeling & Simulation
• Fields that develops and applies computational methods to
address complex system
• Addresses problems related to complex issues
• Focus on decision making abilities
• Opportunities to leverage interdisciplinary approach, and learn
across fields to understand complex systems.
• Legacy System Dynamics (SD) modeling and others
methods are presented
• Recent innovations
• What the future holds
• Examples
Systems Modeling
• Dynamic complexity
• Behavior evolves over time
• Mode.
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