PSY 108 Milestone Three Guidelines and Rubric Plan Suppo.docxaryan532920
PSY 108 Milestone Three Guidelines and Rubric
Plan Support
Overview: As the final project for PSY 108, you will choose a problem or issue from a provided list to which you can apply the concepts or theories learned in this
class. You will then develop an action plan for how you will use psychological ideas and principles in addressing the problem. This assessment will help you
recognize the value of psychology, the value of supporting your claims with established views and research, and how psychology can be applied to personal
situations.
Prompt: For this milestone, you will identify two relevant psychological theories that will support your future action plan and describe how each of these can be
applied to address the problem you described in Milestone One. You will also discuss how the perspectives of psychologists in different subject areas can inform
how you approach your problem in preparation for your action plan.
Specifically, the following critical elements must be addressed:
II. Plan Support: In this part of the assessment, you will identify theories and perspectives in psychology that will support your future action plan.
A. Identify relevant fundamental theories in psychology discussed in the course which could be applied to address the problem.
B. Describe how you would apply these fundamental theories in psychology to address the problem.
C. Explain how you can use the perspectives of psychologists in different subject areas within the field to approach your problem.
D. Describe the ethical implications that will need to be considered in the creation of your action plan.
Guidelines for Submission: You will upload the polished version of the Word document you downloaded from Soomo to the Blackboard submission link for
instructor grading and feedback. Please see the feedback provided by your instructor in Blackboard. Your submission for Milestone Three should be 3 to 4
paragraphs in length, with 12-point Times New Roman font and double spacing.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Plan Support:
Fundamental Theories
Identifies relevant fundamental
theories discussed in the course
which could be applied to
address the problem
Identifies fundamental theories
discussed in the course but
identified theories are not
relevant or could not be applied
to the problem
Does not identify fundamental
theories discussed in the course
23
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Plan Support: Apply Describes how the fundamental
theories would be applied to
address the problem
Describes how the fundamental
theories would be applied to
address the problem but
description is cursory ...
PSY 108 Milestone Three Guidelines and Rubric Plan Suppo.docxaryan532920
PSY 108 Milestone Three Guidelines and Rubric
Plan Support
Overview: As the final project for PSY 108, you will choose a problem or issue from a provided list to which you can apply the concepts or theories learned in this
class. You will then develop an action plan for how you will use psychological ideas and principles in addressing the problem. This assessment will help you
recognize the value of psychology, the value of supporting your claims with established views and research, and how psychology can be applied to personal
situations.
Prompt: For this milestone, you will identify two relevant psychological theories that will support your future action plan and describe how each of these can be
applied to address the problem you described in Milestone One. You will also discuss how the perspectives of psychologists in different subject areas can inform
how you approach your problem in preparation for your action plan.
Specifically, the following critical elements must be addressed:
II. Plan Support: In this part of the assessment, you will identify theories and perspectives in psychology that will support your future action plan.
A. Identify relevant fundamental theories in psychology discussed in the course which could be applied to address the problem.
B. Describe how you would apply these fundamental theories in psychology to address the problem.
C. Explain how you can use the perspectives of psychologists in different subject areas within the field to approach your problem.
D. Describe the ethical implications that will need to be considered in the creation of your action plan.
Guidelines for Submission: You will upload the polished version of the Word document you downloaded from Soomo to the Blackboard submission link for
instructor grading and feedback. Please see the feedback provided by your instructor in Blackboard. Your submission for Milestone Three should be 3 to 4
paragraphs in length, with 12-point Times New Roman font and double spacing.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Plan Support:
Fundamental Theories
Identifies relevant fundamental
theories discussed in the course
which could be applied to
address the problem
Identifies fundamental theories
discussed in the course but
identified theories are not
relevant or could not be applied
to the problem
Does not identify fundamental
theories discussed in the course
23
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Plan Support: Apply Describes how the fundamental
theories would be applied to
address the problem
Describes how the fundamental
theories would be applied to
address the problem but
description is cursory ...
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docxSUBHI7
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
The first edition of the North American Communication Monitor (NACM) is a comprehensive report on strategic issues, practices and roles for communication professionals in Canada and the United States. The NACM is organized by The Plank Center for Leadership in Public Relations at the University of Alabama. It has been conducted by an academic research team consisting of Professors Bryan H. Reber, Juan Meng, Bruce K. Berger, Karla K. Gower, and Ansgar Zerfass. The study joins existing Communication Monitors in Europe, Latin America and Asia-Pacific in providing the largest and only truly global study for the profession based on sound empirical standards. The goal is to stimulate and promote the knowledge and practice of excellent communication management worldwide.
The NACM 2018/19 includes perceptions and insights from 1,020 communication professionals in North America (255 in Canada and 765 in the U.S.). The study tracks top-of-mind trends like fake news and strategies to deal with it, and identifies the most pressing strategic issues today for communicators, nearly half of whom (49.4%) said trust was the most crucial issue.
The study also explores professionals’ perceptions of their organizational cultures and their leaders’ performance, and shows how strongly culture and leaders affect employees’ work engagement, trust and job satisfaction. The NACM 2018/19 also asked the professionals about stress levels in this hyper-speed profession, and three were mentioned most often: lack of advancement opportunity (34.3%), heavy work load (33.6%) and information overload (33.3%).
Other areas in the report focus on professionals’ social media skills and management knowledge, and the contributions they make to organizational success.
Full information about the NACM is available at http://plankcenter.ua.edu/north-american-communication-monitor/
Annotated Bibliography
Rasmussen College
Annette L. French
Acker, J. (2006). Inequality regimes class, gender, and race in organizations. Gender & Society, 20(4), 441-464.
Acker proves useful in the entire process and provides the best information that is likely to improve management in different organizations. That is the case since it presents the best approaches that are likely to ensure the ultimate success of most operations within the organization. Acker first outlines the idea of conceptualizing intersectionality within an organization. Hence, it provides the best approaches to handling gender inequality within the society. Again, the article provides the most common ways that every management might use to identify barriers that relate to inequality within the organization. The process leads to the formation of one response, and the author suggests the need for inequality regimes as well as the existence of analytical approach that will help in understanding the formulation of differences within the organization. It is evident that the existence of inequality regime is the main reason for the emergence of differences within every organization. It is the role of the team to form the best approaches that will make them successful within the premise, and that will increase their profitability as well as reputation in any given environment.
Acker offers some of the most appropriate approaches that every organization can use to embrace diversity within their premises, and that will result in the success of a wide range of instances. Additionally, the author posits on the most appropriate strategies that every premise should understand to achieve the ultimate growth.
Chapters of this article are essential in the formation as well as the implementation of the mission and vision statements of every organization. The same approaches could form the basis of the business plan that organization will use to achieve the ultimate success in various instances. Therefore, the article is useful for future research.
Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities in the workplace: the significant effects of organizational structures, practices, processes, and decision makers’ sexism. Frontiers in Psychology, 6.
Even though organizations in the modern society strive to form the best approaches that will improve their performance in different parts of the world, it is still evident that solving gender inequality is still a complex phenomenon and premises have to devise the best approaches that will make them relevant in any given environment. That will contribute to the success in some instances and improve their reputation in the global arena. The HR plays a crucial role within the organization, and there is need to understand the personality of any given person before embarking on an activity that might affect their success within the premise. It is evident that every HR has some policies, decision-making strategies, as well .
Organizational Behavior: A Study on Managers, Employees, and TeamsMuhammad Tawakal Shah
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
IV. Internal Environment Strengths and Weaknesses (SWOT)Ford moto.docxDioneWang844
IV. Internal Environment: Strengths and Weaknesses (SWOT)
Ford motor Corporate Structure
1.
How is the corporation structured at present?
a.
Is the decision-making authority centralized around one group or decentralized to many units?
b.
Is the corporation organized on the basis of functions, projects, geography, or some combination of these?
2.
Is the structure clearly understood by everyone in the corporation?
3.
Is the present structure consistent with current corporate objectives, strategies, policies, and programs, as well as with the firm’s international operations?
4.
In what ways does this structure compare with those of similar corporations?
answer each question in a paragraph
.
its due in 55 minsTCO 1) How has user access of the Web changed ov.docxDioneWang844
its due in 55 mins
TCO 1) How has user access of the Web changed over the past 10 years? How does this impact the design of a website?
(Points : 30)
Question 12.
Question 13.
Question 14.
Question 15.
Question 16.
.
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docxSUBHI7
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
The first edition of the North American Communication Monitor (NACM) is a comprehensive report on strategic issues, practices and roles for communication professionals in Canada and the United States. The NACM is organized by The Plank Center for Leadership in Public Relations at the University of Alabama. It has been conducted by an academic research team consisting of Professors Bryan H. Reber, Juan Meng, Bruce K. Berger, Karla K. Gower, and Ansgar Zerfass. The study joins existing Communication Monitors in Europe, Latin America and Asia-Pacific in providing the largest and only truly global study for the profession based on sound empirical standards. The goal is to stimulate and promote the knowledge and practice of excellent communication management worldwide.
The NACM 2018/19 includes perceptions and insights from 1,020 communication professionals in North America (255 in Canada and 765 in the U.S.). The study tracks top-of-mind trends like fake news and strategies to deal with it, and identifies the most pressing strategic issues today for communicators, nearly half of whom (49.4%) said trust was the most crucial issue.
The study also explores professionals’ perceptions of their organizational cultures and their leaders’ performance, and shows how strongly culture and leaders affect employees’ work engagement, trust and job satisfaction. The NACM 2018/19 also asked the professionals about stress levels in this hyper-speed profession, and three were mentioned most often: lack of advancement opportunity (34.3%), heavy work load (33.6%) and information overload (33.3%).
Other areas in the report focus on professionals’ social media skills and management knowledge, and the contributions they make to organizational success.
Full information about the NACM is available at http://plankcenter.ua.edu/north-american-communication-monitor/
Annotated Bibliography
Rasmussen College
Annette L. French
Acker, J. (2006). Inequality regimes class, gender, and race in organizations. Gender & Society, 20(4), 441-464.
Acker proves useful in the entire process and provides the best information that is likely to improve management in different organizations. That is the case since it presents the best approaches that are likely to ensure the ultimate success of most operations within the organization. Acker first outlines the idea of conceptualizing intersectionality within an organization. Hence, it provides the best approaches to handling gender inequality within the society. Again, the article provides the most common ways that every management might use to identify barriers that relate to inequality within the organization. The process leads to the formation of one response, and the author suggests the need for inequality regimes as well as the existence of analytical approach that will help in understanding the formulation of differences within the organization. It is evident that the existence of inequality regime is the main reason for the emergence of differences within every organization. It is the role of the team to form the best approaches that will make them successful within the premise, and that will increase their profitability as well as reputation in any given environment.
Acker offers some of the most appropriate approaches that every organization can use to embrace diversity within their premises, and that will result in the success of a wide range of instances. Additionally, the author posits on the most appropriate strategies that every premise should understand to achieve the ultimate growth.
Chapters of this article are essential in the formation as well as the implementation of the mission and vision statements of every organization. The same approaches could form the basis of the business plan that organization will use to achieve the ultimate success in various instances. Therefore, the article is useful for future research.
Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities in the workplace: the significant effects of organizational structures, practices, processes, and decision makers’ sexism. Frontiers in Psychology, 6.
Even though organizations in the modern society strive to form the best approaches that will improve their performance in different parts of the world, it is still evident that solving gender inequality is still a complex phenomenon and premises have to devise the best approaches that will make them relevant in any given environment. That will contribute to the success in some instances and improve their reputation in the global arena. The HR plays a crucial role within the organization, and there is need to understand the personality of any given person before embarking on an activity that might affect their success within the premise. It is evident that every HR has some policies, decision-making strategies, as well .
Organizational Behavior: A Study on Managers, Employees, and TeamsMuhammad Tawakal Shah
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
IV. Internal Environment Strengths and Weaknesses (SWOT)Ford moto.docxDioneWang844
IV. Internal Environment: Strengths and Weaknesses (SWOT)
Ford motor Corporate Structure
1.
How is the corporation structured at present?
a.
Is the decision-making authority centralized around one group or decentralized to many units?
b.
Is the corporation organized on the basis of functions, projects, geography, or some combination of these?
2.
Is the structure clearly understood by everyone in the corporation?
3.
Is the present structure consistent with current corporate objectives, strategies, policies, and programs, as well as with the firm’s international operations?
4.
In what ways does this structure compare with those of similar corporations?
answer each question in a paragraph
.
its due in 55 minsTCO 1) How has user access of the Web changed ov.docxDioneWang844
its due in 55 mins
TCO 1) How has user access of the Web changed over the past 10 years? How does this impact the design of a website?
(Points : 30)
Question 12.
Question 13.
Question 14.
Question 15.
Question 16.
.
Its due in 4 hours.Please use very simple French.Qu’est-ce .docxDioneWang844
It's due in 4 hours.
Please use very simple French.
Qu’est-ce que tu vas faire (to do) le weekend? Où est-ce que tu vas? Avec qui est-ce que tu visites? A quelle heure est-ce que tu manges? Est-ce que tu voyages loin ou près (near or far)? Est-ce que tu visites avec les amis? Pourquoi ou pourquoi pas? Qu’est-ce que tu fais pour la reste du weekend?
Be sure to use food and the verb aller. Should be about 2 paragraphs.
.
ITS 365 syllabusWith the end of the Cold War, Central Asia, a re.docxDioneWang844
ITS 365 syllabus
With the end of the Cold War, Central Asia, a region that for many remains relatively obscure, has enjoyed renewed attention. One area of particular interest for many observers has been the impact of the so-called “Islamic factor” on domains like regional security, domestic politics, and international relations. However, the region is sometimes treated as peripheral to the rest of the Islamic world, while Central Asian Muslims are depicted as casual and ignorant in comparison to their supposedly more rigorous and “authentic” coreligionists elsewhere. As a result, Islam’s role in Central Asia, past and present, remains poorly understood and misconstrued as a source of danger, backwardness, and instability. The goal of this course is to shed light on the different ways that people make sense of Islam in contemporary Central Asia, with a particular focus on the diversity of Islamic belief and practice in the region. Special emphasis will also be placed on exploring the ways in which Islam is imbricated with, rather than opposed to, modernity and modern ideologies like nationalism and the nation-state.
Class meetings will consist of lecture and discussion. Students will be expected to participate in class discussions and will learn to think critically, and to substantiate beliefs and opinions with facts and context.
Required Texts
· Julie McBrien – From Belonging to Belief
· Adeeb Khalid – Islam after Communism
· Richard Foltz – Religions of the Silk Road (recommended)
· Other course materials will be available on Canvas
Response Papers:
Periodically throughout the semester students will be asked to submit reading response papers. The purpose of these assignments is to get you to reflect critically on the assigned readings, to put them in conversation with other readings, and to offer your personal thoughts and reflections.
Class Schedule:
Topic
Readings
NOTES:
Week 1 01/27
Perspectives on “Islam”
· Salvatore – Western Scholars of Islam on the Issue of Modernity
· McBrien – Introduction
· Light – Participation and Analysis
in Studying Religion in Central Asia
Week 2 02/03
Pre-Tsarist Eurasia
· Khalid – Ch. 1
· Abazov – Maps 5-38 (skim as
necessary)
· DeWeese – The Religious
Environment
· Khalid (PMCR) – Knowledge and
Society in the 19th Century
Week 3 02/10
Tsarist Russia
· Sahni – Ch. 1
· Khalid – Ch. 2
· Crews – 1) A Church for Islam
AND 2) Nomads into Muslims
PAPER PROSPECTUS
Week 4 02/17
The Jadid Movement
· Khalid (PMCR) – 1) The Origins of Jadidism, AND 2) The Politics of Admonition
· DeWeese – It Was a Dark and Stagnant Night (‘til the Jadids Brought the Light)
6
Week 5 02/24
Modernity Imposed
· Khalid – Ch. 3
· Khalid (PMCR) – 1) 1917: The
Moment of Truth AND 2) Epilogue
· Northrop – The Limits of Liberation
· Keller – Breaking Islam &
Conclusion
Week 6 03/03
Islam in the Soviet Union I
· Khalid – Ch. 4
· Kemper – Studying Islam in the
Soviet Union
· Benni.
Its 1 - 3 pages assaingment for art 101 classabout how the grou.docxDioneWang844
It's 1 - 3 pages assaingment for art 101 class
about how the group Savonarola who showed up many years ago are similar
to the ISIS group nowadays.
They are both releigous groups.
Plaese pay attention that it's an assaingment to describe how they are similar, not to tell thier history.
I need it ASAP pleasem it's due on monday 12:00 pm
.
Its a argumentive essay that you have to answer if technology has m.docxDioneWang844
It's a argumentive essay that you have to answer if technology has made us dumber. i provided the outline and the three stories that you need. you need to put your opinion through a teenagers point of view because i'm a teen. you also need other outside sources. I need this no later then 10:00 am tomorrow 3/15/17. It must be 4 pages long ! please and thank you
.
It stated that an estimated 30-60 of patients are not compliant wi.docxDioneWang844
It stated that "an estimated 30-60% of patients are not compliant with their physicians-directed treatment or medication regimens. Because of the serious clinical and cost concerns this raises, behavior modification has become recognized as an integral part of the population health paradigm."(Nash, Fabius, Skoufalos, Clarke & Horowitz, 2016, p. 28) "What are the roles of behavior change and self-care in achieving population health outcomes" (Nash, Fabius, Skoufalos, Clarke & Horowitz, 2016, p. 35).
Reference:
Nash, D.B., Fabius, R.J., Skoufalos, A., Clarke, J.L. & Horowitz, M.R. (2016).
Population health: creating a culture of wellness.
Burlington: MA, Jones & Bartlett
.
.
Its 4 part to the entire project, the first part is due next Wednesd.docxDioneWang844
Its 4 part to the entire project, the first part is due next Wednesday 07/26/2017 before midnight (Illinois time).
The topic in which my entire paper is "Gun violence, the juvenile Offender"
P
ART
I
– Paper to present your Topic:
During Week 3, students will submit a 2-3 page paper in APA format describing a juvenile justice topic area of interest and why they are interested in this topic, what characteristics it has and what its relevance is to our study of juvenile crime.
Please provide atleast 3 references!
.
it should not take you that long!!(6.12) filepart 1) reading a.docxDioneWang844
it should not take you that long!!
(6.12) file
part 1) reading and answering 3 questions
Part2)
)
only identify the formal clues in the poems:
a. Enjambment
b. Ambiguity
c. Rhyme (or lack thereof)
d. Repetition
I will provide an example on how you answer part 2 (in file 6.8)
.
It revolves being culturally competent and by that understanding rel.docxDioneWang844
It revolves being culturally competent and by that understanding religion, mental health, and the combination of both by identifying religious competence as part of cultural competence. This involves implementing as well as determining the “patients’ psychological and existential frameworks; it can also play a key role in determining behavioral variables (which, in turn, influence physiological variables) that have a direct bearing on mental health” (Whitley, 2012). My strengths would be to initially identify the patient’s spiritual preferences, being attentive by being an active listener to the patient’s spiritual needs. Moreover, spirituality is essentially an unchecked vital sign that is essentially to all patients regardless of their religion. However, weakness mainly finding consultation for patients whom are very particular about whom they speak. Also being exposed to different patient populations within med-surg that have different capacities which can be difficult to honor their wishes but do so to the best of my ability. When it comes to patients, it’s important to improve patient care through “taking a spiritual history, respecting and supporting spiritual beliefs, challenging beliefs, praying with patients, and appropriate consultation with clergy” (Koenig, 2008). This is something I will continue to work on as time goes on.
If I were a patient with the capacity, I would coordinate with the health care team about my preferences and needs and be updated on all of the happenings regarding my plan of care. However, should I lack the mental capacity to make such ethical decisions, my advocate would be that of my parents fulfill my wishes when it comes to my plan of care. They will be informed about all options when it comes to treatments and seek both a realistic, viable alternatives should they be present.
I NEED YOU TO COMMENT FROM THIS POST, 150 WORDS NEEDED AND A REFERNCE PLEASE
.
IT242Describe the open systems interconnection (OSI) model an.docxDioneWang844
IT/242
Describe
the open systems interconnection (OSI) model and how it relates to a network in 200 to 350 words. Include answers to the following:
On which layers of the OSI model do WAN protocols operate?
What are some of these protocols?
On which OSI layers do switches and routers operate?
If routers reside at more than one layer, what is the difference between OSI layers?
.
It should have MLA Format and Works Cited page and it should be 6 or.docxDioneWang844
It should have MLA Format and Works Cited page and it should be 6 or 7 pages long.
The outline should be something similar to this
I.
Introduction
II.
Background of Plastic Material
A.
History
B.
Composition or how is it made
C.
Types
D.
Producers
E.
Innovative uses
F.
Every-day uses (intro to plastic bags and bottles)
III.
Plastic Bags and Bottles
A.
Background
B.
Consumption
C.
Time of decomposition
It does not need to have a concluding paragraph.
.
IT offshoring is a very controversial issue because it shifts jobs t.docxDioneWang844
IT offshoring is a very controversial issue because it shifts jobs to other countries. At the same time, it has the potential to decrease the organization’s costs significantly. Whether offshoring is good or bad for the people of affected countries is an issue of constant controversy.
Discuss how you feel about this issue?(350 words)
.
Please view both parts of the entire assignment request and observe .docxDioneWang844
Please view both parts of the entire assignment request and observe the due time. All needed information should be included in the attachements but please let me know if you have any questions.
Thank you in advance,
(By the way, a good portion of the "Observations" part can just be opinionated as long as it's and educated opinion. No need for cited information or textbook explanations.)
.
Please use very simple French.Choose 2 days of the week to tell .docxDioneWang844
Please use very simple French.
Choose 2 days of the week to tell me about in detail, and also select either Saturday or Sunday. (3 days total, therefore 3 paragraphs total)
On the weekdays, tell me about your school schedule, including class subjects, times and days they meet, what part of the day they meet, use before/after construction, whether or not you like the class, etc. Example: Le mardi, j’ai la classe de français à 6 h. J’adore la classe, la prof est super, etc..
On the weekend day, use different ER verbs to tell me about what you do. Indicate specific times or parts of the day. Example: Du matin, je mange avec ma famille. Après je mange, je regarde la télé à 10 h…..
.
Please use the attached spreadsheet to incorporate the workAshfo.docxDioneWang844
Please use the attached spreadsheet to incorporate the work
Ashford University Assignment Submission Week 1 Assignment
10 Essential Services of Public Health
Public health services are divided into four major categories and 10 specific services.
Complete the worksheet, to access, click
here:
Describe the four major categories and 10 essential services of public health and find a real-life example of each service.
Provide a definition for each of the four categories and 10 essential services of public health listed on the worksheet. (The definition should be approximately three to four sentences each, written in your own words.)
Identify via an internet search a real-life example of each of the 10 essential services. (The example may be a program, initiative, or service of a government agency, community service agency, non-profit organization, or community action group.)
Provide a description and brief discussion of how each example relates to the definition of the essential service.
Include a link to the website where you found information about each example.
Add a title page with the following:
Title of assignment
Student’s name
Course name and number
Instructor’s name
Date submitted
Include a reference page formatted according to APA style as outlined in the Ashford Writing Center.
NOTE: For the four categories of services, you only need to include a definition; you do not need to provide an example of the categories. All information you include on the worksheet must be in your own words and cited appropriately in APA style as outlined by the Ashford Writing Center. No quotes or copy-pasted material will be accepted.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
.
Please use very simple French.Qu’est-ce que tu vas faire (to do).docxDioneWang844
Please use very simple French.
Qu’est-ce que tu vas faire (to do) le weekend? Où est-ce que tu vas? Avec qui est-ce que tu visites? A quelle heure est-ce que tu manges? Est-ce que tu voyages loin ou près (near or far)? Est-ce que tu visites avec les amis? Pourquoi ou pourquoi pas? Qu’est-ce que tu fais pour la reste du weekend?
Be sure to use food and the verb aller. Should be about 2 paragraphs.
.
Please use class material to support your answer.Provide an exam.docxDioneWang844
Please use class material to support your answer.
Provide an example of a time in your organization where there was a lack of planning that affected the organization as a whole. Describe the situation and identify what management did to recover from this incident and to improve their future planning efforts.
II.
Study guide attached for support
.
Please use the questionanswer method. Copy paste question, then .docxDioneWang844
Please use the question/answer method. Copy paste question, then answer. Then next question and answer. Etc.
This way we know which question you are answering and when you are moving to next question….LOL!
"Identifying Truth or Fiction" Please respond to the following:
The video clip ‘The Baloney Detection Kit’ in the Webtext this week discusses the many ways in which an effective critical thinker assesses the claims made by others.
1. Explain what you believe is the real difference between ‘science’ and ‘pseudoscience’.
2. Examine the key reasons why so many people might seem to be attracted to more pseudoscience-type claims.
3. Describe at least two (2) such claims that you have heard people make, and analyze the main reasons why such claims do or do not meet rigorous scientific methodology standards.
4. Determine at least two (2) ways in which the material discussed this week has changed your own thinking.
Please use the question/answer method
.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2. 9 0000
www.mhhe.com
ISBN 978-1-259-73264-5
MHID 1-259-73264-9
EA
N
organizational
behavior
A PRACTICAL, PROBLEM-SOLVING APPROACH
DEVELOPING
EFFECTIVE PROBLEM
SOLVERS TODAY,
VALUED LEADERS
TOMORROW
DEVELOPING EFFECTIVE PROBLEM
SOLVERS TODAY, VALUED LEADERS
TOMORROW
2e
ANGELO
KINICKI
MEL
FUGATE
Angelo Kinicki
Arizona State University
4. MHID 1-259-73264-9
ISBN 978-1-259-91546-8 (Instructor’s Edition)
MHID 1-259-91546-8
Chief Product Officer, SVP Products & Markets: G. Scott
Virkler
Vice President, General Manager, Products & Markets: Michael
Ryan
Vice President, Content Design & Delivery: Betsy Whalen
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Marketing Managers: Necco McKinley/Debbie Clare
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Director, Content Design & Delivery: Terri Schiesl
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Buyer: Susan K. Culbertson
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Marie Jannette
Cover Image: Sergey Skleznev/iStock/Getty Images
Compositor: Aptara®, Inc.
Printer: LSC Communications
All credits appearing on page or are considered to be an
extension of the copyright page.
Library of Congress Cataloging-in-Publication Data
Names: Kinicki, Angelo, author. | Fugate, Mel, author.
Title: Organizational behavior : a practical, problem-solving
5. approach /
Angelo Kinicki, Arizona State University, Mel Fugate,
Southern Methodist
University.
Description: Second edition. | New York, NY : McGraw-Hill
Education, [2018]
Identifiers: LCCN 2016046078 | ISBN 9781259732645 (alk.
paper) | ISBN
1259732649 (alk. paper)
Subjects: LCSH: Organizational behavior.
Classification: LCC HD58.7 .K52638 2018 | DDC 658—dc23
LC record available at
https://lccn.loc.gov/2016046078
The Internet addresses listed in the text were accurate at the
time of publication. The inclusion of a website does
not indicate an endorsement by the authors or McGraw-Hill
Education, and McGraw-Hill Education does not
guarantee the accuracy of the information presented at these
sites.
mheducation.com/highered
DEDICATION
To Dr. Doo-Sang Cho, a true friend, my favorite golf partner,
and a great medical doctor.
I treasure our friendship.
— Angelo
I dedicate this work to the many outstanding students in my
career who have made the
teaching aspect of my job so rewarding. It is the high-caliber
6. students and professionals, like
many of you, who motivate me to always raise my own game. I
also want to thank my sweet
wife, Donna, and my wonderful family. They support me in all
that I do.
— Mel
iv
ab
ou
t t
he
a
ut
ho
rs
journals. His current research interests focus
on the dynamic relationships among leader-
ship; organizational culture; organizational
change; and individual, group, and organiza-
tional performance. Angelo has published over
95 articles in a variety of academic journals
and proceedings and is co-author of eight
textbooks (31 including revisions) that are
used by hundreds of universities around the
world. Several of his books have been trans-
lated into multiple languages, and two of his
books were awarded revisions of the year by
7. McGraw-Hill.
Angelo is a busy international consultant
and is a principal at Kinicki and Associates,
Inc., a management consulting firm that works
with top management teams to create organi-
zational change aimed at increasing organiza-
tional effectiveness and profitability. He has
worked with many Fortune 500 firms as well
as numerous entrepreneurial organizations in
diverse industries. His expertise includes
facilitating strategic/operational planning
sessions, diagnosing the causes of organiza-
tional and work-unit problems, conducting
organizational culture interventions, imple-
menting performance management systems,
designing and implementing performance
appraisal systems, developing and administer-
ing surveys to assess employee attitudes, and
leading management/executive education
programs. He developed a 3600 leadership
feedback instrument called the Performance
Management Leadership Survey (PMLS) that is
used by companies throughout the world.
Angelo and his wife of 35 years, Joyce,
have enjoyed living in the beautiful Arizona
desert for 34 years. They are both natives of
Cleveland, Ohio. They enjoy traveling, hiking,
and spending time in the White Mountains with
Gracie, their adorable golden retriever. Angelo
also has a passion for golfing.
Angelo Kinicki is an emeritus professor of
management and held the Weatherup/Overby
Chair in Leadership from 2005 to 2015 at the
8. W.P. Carey School of Business at Arizona State
University. He joined the faculty in 1982, the
year he received his doctorate in business
administration from Kent State University. He
was inducted into the W.P. Carey Faculty Hall
of Fame in 2016.
Angelo is the recipient of six teaching
awards from Arizona State University, where
he taught in its nationally ranked MBA and
PhD programs. He also received several
research awards and was selected to serve on
the editorial review boards for four scholarly
Courtesy of Angelo Kinicki
vABOUT THE AUTHORS
Mel Fugate is an associate professor of
management in the Center for Workplace
Excellence at the University of South Australia.
He teaches executive, MBA, and postgraduate
courses. He has won seven teaching awards
across undergraduate and graduate levels.
Prior to the University of South Australia he
was on the faculty at the Cox School of
Business at Southern Methodist University.
He also has served as a visiting assistant
professor of Organizational Behavior at
Tulane University’s A.B. Freeman College of
Business and the EM Lyon School of Manage-
ment in Lyon, France. Before earning his
PhD in Management from Arizona State
University, Mel performed consulting services
9. in marketing and business development and
was a sales representative and manager in the
pharmaceutical industry. He also has a BS in
engineering and business administration from
Michigan State University.
Mel’s primary research interests involve
employee reactions to organizational change
and transitions at work. This includes but is not
limited to downsizings, mergers and acquisi-
tions, restructurings, and plant closings.
Another research stream involves the develop-
ment of a dispositional perspective of employ-
ability and its implications for employee
careers and behavior. Current interests also
include the influence of leadership, as well as
the influence of emotions at work, and
organizational culture on performance and the
influence of emotions on behavior at work.
He has published in a number of premier
management and applied psychology journals.
His current consulting work includes many
industries (e.g., health care, legal, energy,
aged care and social services, information
technology, and financial services) and aims
to enhance individual and organizational
performance by utilizing a variety of practical,
research-based tools.
Professor Fugate’s research and comments
have been featured in numerous media
outlets: The Wall Street Journal, The New York
Times, Financial Times, FastCompany, Dallas
Morning News, CNN, Fox, ABC, and NBC.
10. Mel and his wife, Donna, are both very
active and enjoy fitness, traveling, live music,
and catering to their sweet and savage Jack
Russell terrier, Mila.
Courtesy of Mel Fugate
NEW TO THE SECOND EDITION
Features
In this new edition, we have better integrated the 3-Step
Problem-Solving Approach throughout, as
well as clarified its relationship to the Organizing Framework
for Understanding and Applying OB,
(formerly called the Integrative Framework). You will also see
new boxed features in every chapter:
Connect
In our continuing efforts to help students move from
comprehension to application, and to
ensure they see the personal relevance of OB, we have added
these new application exercises
to our already robust Connect offering:
• Implications for Me/Implications for
Managers explains in direct terms
practical applications of chapter content
from the student’s perspective as an
employee and as a manager.
• OB in Action illustrates OB concepts or
theories in action in the real world,
featuring well-known companies and
individuals.
11. • Applying OB offers students “how-to”
guidance on applying OB knowledge in
professional and other arenas of their lives.
apply the 3-Step Problem-Solving
Approach on an actual situation affecting
a specific firm (Volkswagen). Because
the case examines issues at the
individual, group, and organizational
levels of analysis at Volkswagen, it can
be used in parts or as a comprehensive
assignment or exam. All told, this activity
presents students with a rich and
practical example to apply their OB
knowledge and problem-solving skills.
• iSeeIt Videos: Brief, contemporary
introductions to key course concepts
that often perplex students, this series
will enhance your student-centered
instruction by offering your students
dynamic illustrations that guide them
through the basics of core OB concepts
such as motivation, leadership,
socialization, and more. The idea behind
the series is if a student came to your
office and asked you to explain one of
these topics in a few minutes, how might
you explain it? Practical and applicable,
consider using these resources before
class as an introduction, during class to
launch your lecture, or even after class
as a summative assessment.
• Problem-Solving Application Case
12. Analyses: All problem-solving application
mini-cases and end-of-chapter cases are
now assignable as case analyses in
Connect. These exercises give students
the opportunity to analyze a situation
and to apply the 3-Step Problem-Solving
Approach. Student knowledge and
proficiency are assessed using high-level
multiple-choice questions that focus on
both the problem-solving approach and
on the key topics of each chapter.
• Self-Assessments: Self-awareness is
a fundamental aspect of professional
and personal development. Our 90
researched-based self-assessments give
students frequent opportunities to see
how organizational behavioral concepts
apply to them personally. New to this
edition is structured feedback that explains
how students should interpret their scores.
This feedback is followed immediately by
self-reflection quizzes that assess students’
understanding of the characteristics being
measured and the action steps they may
want to take for improvement.
• Cumulative Case: This capstone activity
provides students the opportunity to
We are pleased to share these exciting updates and new
additions to the second edition of Organizational Behavior!
vi
13. viiNEW TO THE SECOND EDITION
CHAPTER 1
• Clarified explanation of the problem-
solving approach, more accurately framing
it as a 3-step versus a 3-stop approach.
• Clarified the purpose and function of the
Organizing Framework for Understanding
and Applying OB, adding a new section
that summarizes the framework. Included
a comprehensive application of the
framework focusing on how to solve the
problem of employee turnover.
• Refined and increased focus on the
career implications of OB and the
importance of self-awareness.
• Expanded and updated coverage of
cheating and the importance of ethics for
employees and employers, as well as
added a new section on the ethics of
applying for jobs.
• Expanded and refined treatment of
person–situation distinction (instead of
person–environment).
CHAPTER 2
• Restructured content on Schwartz’s
value theory.
• Created new applications for putting
14. Ajzen’s theory of planned behavior into
action.
• Included new research on outcomes
associated with employee engagement.
• Provided new data on U.S. levels of job
satisfaction.
• Updated statistics on telecommuting.
• Added a new section on accounting/
financial performance and customer
service/satisfaction as outcomes of job
satisfaction.
CHAPTER 3
• Added new material related to proactivity
and entrepreneurship, including multiple
new examples.
• Added new section on introversion, its
prevalence, and how to thrive as an
introvert at work.
• Expanded discussion and new treatment
of personality testing at work, including
reasons, prevalence, performance,
technology and methods, and advice.
• Revised section on emotional
intelligence (EI), including new Figure 3.5
that summarizes the relationships
between EI and various individual
15. differences and outcomes, and a take-
away application on EI.
CHAPTER 4
• Added a new Section 4.1, “Person
Perception.”
• Updated research on stereotypes.
• Updated coverage of diversity, including
new discussion of assumptions about
diversity, demographic statistics
regarding workforce diversity, barriers to
managing diversity, and how companies
are responding to diversity challenges.
• Updated research on affirmative action.
• Expanded discussion of LGBT to include
LGBTQ.
• Provided new examples of how
companies are managing millenials.
• Added a new subsection to Section 4.5
titled “Education Levels: Mismatch
between Education and Organizational
Needs.”
CHAPTER 5
• Provided a new illustration of extrinsic
motivation.
• Added new examples to illustrate such
key theories as Maslow’s theory,
16. acquired-needs theory, self-
determination theory, equity theory.
• Updated research on equity and justice
theories.
• Added new discussion on the role of
goal setting in VW emissions scandal.
• Included a new example to illustrate
application of the job characteristics
model.
• Updated research on job design, job
crafting, and ideals.
Chapters
In each chapter we have refreshed examples, research, figures,
tables, statistics, and photos, as
well as streamlined design to ease navigation and improved
readability. We have also largely
replaced the topics in such popular features as Winning at
Work, Legal/Ethical Challenges, Problem-
Solving Application Mini-Cases, and Problem-Solving
Application Cases. While the following list does
not encompass all the updates and revisions, it does highlight
some of the more notable changes.
viii NEW TO THE SECOND EDITION
CHAPTER 6
• Updated statistics related to negative
perceptions and flaws associated with
17. performance management practices.
• Dramatically revised section on
feedback: new coverage of why we don’t
get and give more more feedback, the
value of feedback, who seeks it, who
doesn’t, and whether that matters,
when to use positive versus negative
feedback, and trends in feedback today.
• Expanded section on the practices and
benefits of exit and stay interviews.
• Revised section on reward distribution
criteria.
• Added new section on alternatives to
money and promotions.
• Added new section pertaining to why
rewards often fail to motivate, including a
new Take-Away Application.
• Restructured section on pay for
performance, including coverage of
piece rate, commissions, aligning
objectives and awards.
• Added new section on how to make pay
for performance work.
CHAPTER 7
• New model in Section 7.1 to frame the
entire chapter, titled “A Framework of
Positive OB.”
18. • Updated the section titled “Doing Well
and Doing Good.”
• Added a new section on “positive
emotions are contagious.”
• Added new material and research on
mindfulness, including examples of
applications of corporate mindfulness.
• Updated the section titled “Hope =
Willpower + Waypower.”
• Added a new section on signature
strengths.
• Deepened coverage of positive climates
and added new examples of practices
that promote positive climates.
CHAPTER 8
• Significantly revised content related to
roles and norms.
• Added new section and material related
to punctuated equilibrium.
• Added and updated material related to
different types of teams—projects teams,
work teams, cross-functional, self-
managed, and virtual.
• Added a section on team
19. interdependence.
• Revised content related to social loafing.
• Significantly revised introduction to trust.
• Completely revamped introduction to
team effectiveness.
• Completely revised section related to
collaboration and team rewards, including
a new table and how to reward teams.
• Dramatically revised sections related to
self-managed and cross-functional teams.
• Updated and expanded treatment of
virtual teams.
CHAPTER 9
• Revised section on selecting the right
communication medium, including new
content related to media richness and
situation complexity.
• Added a set of practical tips for
improving nonverbal communication.
• Added a new brief explanation of the
neuroscience explanation of defensiveness.
• Added a new section on empathy and its
role in communication.
• Updated material on generational
differences around the role of digital
20. devices and communication
expectations and norms.
• Completely revamped section on cost of
social media with new statistics,
implications, and examples.
• Added examples and figure related to
crowdsourcing.
• Revised highly practical content related to
use of e-mail and managing it
productively.
• Expanded section and inserted new
material related to social media and
privacy at work.
• Added new material related to social
media etiquette (cell-phone use) and
videoconferencing.
• Substantially revised section related to
crucial conversations, including a new
Take-Away Application.
CHAPTER 10
• Added a new self-assessment opener
related to interpersonal conflict
tendencies.
ixNEW TO THE SECOND EDITION
21. • Completely restructured Section 10.1
addressing functional/dysfunctional
conflict, causes, escalation, and why
people avoid conflict.
• Rewrote the section on why people
avoid conflict.
• Substantially revised section on
personality conflicts.
• Enhanced and updated section on
psychological safety climate.
• Added new material on conflict spillover
effects.
• Updated section on bullying and cyber
bullying and harassment.
• Significantly updated section on
work–family conflict, including examples
of Sheryl Sandberg (Facebook) and
Anne-Marie Slaughter (formerly with US
State Department).
• Added section on when to avoid
conflict.
• Rewrote section on alternative dispute
resolution, including the benefits of
these approaches and a new table on
various forms.
• Drastically changed the section on
negotiation to reflect more current
22. approaches—position versus interest-
based, including a new table and “how
to apply” section.
CHAPTER 11
• Added a new section on Kahneman’s
two ways of thinking.
• Added new data on use of heuristics by
physicians.
• Added new examples of bounded
rationality, intuition, use of big data,
analytical decision making, and
creativity.
• Added new statistics about use of big
data.
• Provided data on data analytic jobs and
majors.
• Added new examples on group decision
making.
• Added new and updated material on
creativity, including examples on
fostering creative behavior, discussion of
person and situation factors affecting
creativity, practical recommendations for
increasing creativity, and the use of
extrinsic rewards on creativity.
CHAPTER 12
• Revised and enhanced material related
23. to positive and negative legitimate
power.
• Updated nearly all examples related to
bases of power.
• Revised section on psychological
empowerment at the team and
organizational levels.
• Added new section on influence in
virtual teams, including influence tactics
particular to this context.
• Substantially restructured section on
political tactics, including opening with a
self-assessment, new sections on “When
Politics Are Good” and “When Politics
Are Bad.”
• Expanded explanation of blame and
politics to include the implications for
entrepreneurs.
• Added new section on using politics to
tour advantage.
• Restructured and revised section on
good impressions, including a new table
for how to make a good first impression.
• Added new section on impression
management and job interviews,
including deception detection and
interviewers impressing interviewees.
24. • Modified and refocused content related
to apologies.
• Added new section on ethics and
impression management.
CHAPTER 13
• Added new statistics on why leadership
is critical in today’s organizations.
• Added new research and examples of
leadership prototypes.
• Added new material on “global
mind-set.”
• Updated research on leadership traits
and task and relational leadership.
• Updated material on the four ways of
creating psychological empowerment,
using Jeff Bezos as the example.
• Added new section on ethical
leadership.
• Added new list of suggestions for
dealing with a passive leader.
• Added new key-term material on all
components of Fiedler’s theory.
25. NEW TO THE SECOND EDITIONx
• Revised material on transformational
leadership, including updated research
and new illustrations of the four key
behaviors associated with
transformational leadership.
• Updated research on transformational
leadership and leader-member
exchange.
• Added new section on humility.
CHAPTER 14
• Added new illustrations on the
importance of organizational culture.
• Added illustrations on the four cultural
types in the competing values
framework.
• Added new table summarizing
meta-analytic research on organizational
culture.
• Added practical lessons from
organizational culture research.
• Added new section on subcultures.
• Added examples for the 12 ways to
change organizational culture.
• Included examples for the three stages
26. of socialization.
• Added sections on the phases and
benefits of mentoring.
• Added new section on how human and
social capital enhance the benefits of
mentoring.
CHAPTER 15
• Added new tips for working virtually.
• Updated research on learning
organizations.
• Added discussion of how to improve
organizational learning.
• Added illustrations of the seven types of
organizational structure.
• Added section on contingency design
and internal alignment, which includes
new material on contingency factors, the
six organizational characteristics of
internal alignment, and how to apply the
material.
• Added new section on assessing
organizational effectiveness, which
includes new material on the balanced
scorecard: a dashboard-based
approach to measuring organizational
effectiveness; strategy mapping:
visual representation of the path to
organizational effectiveness using Dr.
27. Pepper Snapple Group as an example.
• Added a section on organizational
innovation, which includes new material
on approaches toward innovation,
characteristics of an innovation system,
four agility techniques, and office design.
CHAPTER 16
• Completely updated section on external
and internal forces for change, using
new content and examples.
• Revamped an OB in Action feature
related to Cisco Systems.
• Restructured and rewrote section on
resistance to change, including new
table on common pitfalls of change
agents and OB in Action feature—
“Should a New Leader Clean House?”
• Revised material on stress, which
includes a refocus on job stress and
updated content related to good and
bad stress.
• Updated content on fatigue along with
statistics and the problems associated
with presenteeism.
• Added new closing section that pulls
together topics of change and stress.
28. xi
pr
ef
ac
e
∙ “I want a good job, one that I like and is
fulfilling. How do I know which job and
company are a good fit for me?”
∙ “I know that this job and company provide
good opportunities for me, but what can I
do to be sure I actually realize these
opportunities?”
∙ “I can’t stand my job, but I need the money.
Should I talk to my boss or just quit?”
∙ “I am taking a class with 50 percent of the
grade due to teamwork. My team has four
members and two of us are doing all the
work. I’ve been talking to the team, but the
two members still aren’t doing their share.
I am at a loss for what to do.”
∙ “How do I negotiate a salary and benefits for
my new job, or a raise for the one I have?”
Each of these scenarios presents a problem.
We all are faced with problems every day, and
our ability to solve problems can set us apart
from others in our jobs and careers. In fact,
surveys consistently show that problem solving
29. is one of the skills most valued by employers.
For this reason, we designed Organizational
Behavior, 2e, to help students become more
effective problem solvers. Students who are ef-
fective problem solvers today become valued
leaders tomorrow.
The second edition of Organizational Be-
havior relies on three key strategies to help
students use OB knowledge to solve problems:
∙ Consistent 3-Step Problem-Solving
Approach.
∙ Applied, practical features.
∙ User-centric design.
3-Step Problem-Solving Approach
Given problem solving is one of the skills most
sought by employers, we help students develop
instead of hone this skill. We teach them to use
a 3-Step Problem-Solving Approach—
(1) define the problem, (2) identify the causes,
and (3) implement a solution. This approach is
introduced in Chapter One and used multiple
times in each subsequent chapter. To comple-
ment the 3-Step Approach, we also developed
the new Organizing Framework for Under-
standing and Applying OB. This framework
is used in two ways. First, it provides students
a means for organizing OB concepts into three
categories (inputs, processes, and outcomes)
as they learn them. This facilitates student
learning and shows how concepts relate to
each other. Second, it is an important and com-
plementary tool for problem solving. Problems
30. are often defined in terms of outcomes in the
Organizing Framework, and the causes are
commonly found in the inputs and processes
elements. Students use this framework in every
chapter to solve problems confronted by real
organizations and employees.
We provide many opportunities for students
to practice using the 3-Step Problem-Solving
Approach. Problem-Solving Application Mini-
Cases are inserted throughout each chapter.
These provide numerous opportunities for
students to apply their OB knowledge and
practice their problem solving skills to
real companies and people. The longer
Problem-Solving Application Case at the
end of each chapter presents more complex
and current business cases containing one or
more problems that illustrate OB concepts in-
cluded in a particular chapter. A version of the
Organizing Framework is presented in each
chapter and is populated with relevant con-
cepts from that chapter, which students then
use to define and solve problems presented in
the various features. This capstone Cumulative
Case activity provides students the opportu-
nity to apply the 3-Step Problem-Solving
Approach on an actual situation affecting a
specific firm (Volkswagen).
We carry the 3-Step Problem-Solving
Approach into …