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Discussion 1: Managing Diverse Teams For the last half-century, the workforce in the United States has been undergoing tremendous demographic changes. For example, in 2009 women accounted for almost 48% of American workforce, compared to 37% in 1970 (Barsh & Yee, 2011). Additionally, workers under the age of 44, and those most likely to be in school, college, or professional training, are more ethnically and racially diverse than ever before (Policy Alert, 2005). This is only diversity of gender, race, and ethnicity; consider how managers today must also lead increasingly diverse teams in terms of age, experience, nationality, geographic location, and even diversity of thinking styles. Contemporary businesses draw employees from a more diverse pool of talent than ever before. To be successful, top managers must understand how to develop and lead diverse teams. Managing a group composed of individuals with unique cultures, backgrounds, personalities, and abilities can be a daunting task. As a manager, it is your responsibility to ensure that team and group interactions are successful. As you review the Learning Resources this week to prepare for your Discussion posting, think about how you define diversity and diversity affects teams. Pay particular attention to the media resource, “Will Differences Doom the Team,” which presents some of the challenges managers face when leading a diverse team, and consider the key competencies managers must possess to effectively manage a diverse team. As you prepare for your post, consider what diversity means for you and how the diversity you have encountered in your professional experience have impacted how the team functions. .
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The document discusses the importance of diversity and managing diversity in organizations. It states that as the American workforce becomes more diverse, organizations must adapt to this changing environment. The document then discusses the growing importance of workplace diversity, the benefits of a diverse workforce, methods for increasing diversity, and strategies for effectively managing a diverse workforce. It emphasizes that diversity fosters creativity, innovation, and a better understanding of markets to help organizations succeed.
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Questions This Chapter Will Help Managers Answer
1. Are there business reasons I should pay attention to “managing diversity”?
2. What are leading companies doing in this area?
3. What can I do to reverse the perception among many managers that the growing diversity of the workforce is a problem?
4. How can I maximize the potential of a racially and ethnically diverse workforce?
5. What can I do to accommodate women and older workers?
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Sources: Chen, C. Y., & Hickman, J., “America's 50 Best Companies for Minorities.” Fortune, June 28, 2004, pp. 140-146; Society for Human Resource Management. (2004, August 5). What is the business case for diversity? Alexandria, VA: Author; Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, J., Levine, D., & Thomas, D. (2003). The effects of diversity of business performance: Report of the diversity research network. Human Resource Management, 42 (1), 3-21; “The Diversity Factor.” Fortune, October 13, 2003, pp. S1-S12.
Human Resource Management in Action
Diversity is more than just a passing blip on the corporate conscience. Over the past few years it has become a major competitive factor for many companies, and even something they are proud of. Yet others remain to be convinced. They want the business justification for diversity to be sound and demonstrable. To do that, it's necessary to address five major issues. Here's how some companies responded:
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2. How can diversity help build brand equity, increase consumer purchasing, and grow the business? As a result of hiring a multicultural staff, including Hispanics, for its previously homogeneous marketing department, Amtrak learned that a large percentage of the Latino population in the West relies not only on Spanish language radio and newspapers for travel information but also on Latino Catholic publications. At least partly as a result of advertising in those publications as well, ridership on Amtrak's West Coast routes has increased by 47 percent. Corporate America also purchases supplies from minority-owned suppliers. How much? In 2000, it w ...
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BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize how changes in the demographic makeup of the U.S. population affect fair treatment of
people with different ethnicities.
1.1 Distinguish which cultures and demographics make up society in the United States.
1.2 Diagnose the challenges of one dynamic culture group working in both an onsite and remote
environment with two other diverse cultural groups.
5. Examine workplace diversity data.
5.1 Identify demographic data in the workplace.
5.2 Explore the differences in culture, perspective, and experience.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapters 1 and 3
Blandin, D. M. (1991).
Unit I Project
1.2
Unit Lesson
Chapter 1
Blandin, D. M. (1991).
Unit I Project
5.1
Unit Lesson
Chapter 3
Unit I Project
5.2
Unit Lesson
Chapter 1
Blandin, D. M. (1991).
Unit I Project
Reading Assignment
Chapter 1: Introduction, pp. 3-27
Chapter 3: Legislation, pp. 63-91
Additional Reading Assignment(s):
In order to access the following resource, click the link below:
Blandin, D. M. (1991). Strategies for a diverse and competitive America. Vital Speeches of the Day, 57(6),
181-185. Retrieved from
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
UNIT I STUDY GUIDE
Diversity in Perspective
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
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The term diversity has about as many definitions as there are people that use the term. For the purpose of
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people in areas including race, ethnicity, sex, age, and other identity-based characteristics that impact their
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we are similar. How, then, are diversity and discrimination so often used in the same sentence? Organizations
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Questions This Chapter Will Help Managers Answer
1. Are there business reasons I should pay attention to “managing diversity”?
2. What are leading companies doing in this area?
3. What can I do to reverse the perception among many managers that the growing diversity of the workforce is a problem?
4. How can I maximize the potential of a racially and ethnically diverse workforce?
5. What can I do to accommodate women and older workers?
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This document discusses maintaining and fostering diversity in the workplace. It begins by outlining the business benefits of diversity, such as financial gains and improved creativity. However, only 53% of CEOs believe diversity is important. The document then discusses the challenges of managing a diverse workforce and balancing different backgrounds. It emphasizes that HR managers must understand diversity in order to create an inclusive environment and foster innovation. Specific types of diversity discussed include age/generational, gender, and racial diversity. The document concludes that embracing diversity correlates with positive organizational outcomes like greater returns on equity and sales revenue.
diversity culture inclusion slides from 2022.pptx
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BSL 4000, Managing Diversity in Organizations 1 Cours.docx
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Summarize how changes in the demographic makeup of the U.S. population affect fair treatment of
people with different ethnicities.
1.1 Distinguish which cultures and demographics make up society in the United States.
1.2 Diagnose the challenges of one dynamic culture group working in both an onsite and remote
environment with two other diverse cultural groups.
5. Examine workplace diversity data.
5.1 Identify demographic data in the workplace.
5.2 Explore the differences in culture, perspective, and experience.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapters 1 and 3
Blandin, D. M. (1991).
Unit I Project
1.2
Unit Lesson
Chapter 1
Blandin, D. M. (1991).
Unit I Project
5.1
Unit Lesson
Chapter 3
Unit I Project
5.2
Unit Lesson
Chapter 1
Blandin, D. M. (1991).
Unit I Project
Reading Assignment
Chapter 1: Introduction, pp. 3-27
Chapter 3: Legislation, pp. 63-91
Additional Reading Assignment(s):
In order to access the following resource, click the link below:
Blandin, D. M. (1991). Strategies for a diverse and competitive America. Vital Speeches of the Day, 57(6),
181-185. Retrieved from
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
UNIT I STUDY GUIDE
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https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
Unit Lesson
The term diversity has about as many definitions as there are people that use the term. For the purpose of
this course, we will use the textbook’s definition. Diversity is defined as actual or perceived differences among
people in areas including race, ethnicity, sex, age, and other identity-based characteristics that impact their
relationships and interactions (Bell, 2017). The term is often used to describe our differences rather than how
we are similar. How, then, are diversity and discrimination so often used in the same sentence? Organizations
talk about diversity training or cultural sensitivity training. Employees are mandated to attend these trainings
on their differences in order to be considered all the same. Is this irony? The next several units will take a
more in-depth look at this issue from different perspectives.
Diversity will often be considered when we look at physical and cultural or religious characteristics. As this
course is about diversity in organizations and ...
Multicultural Competency Definition
The document discusses the importance of being culturally competent when assessing culturally diverse students, as a student's culture and language can interact with learning difficulties and lead to inaccurate diagnoses if not properly considered. It also describes how the author has increased their knowledge of multicultural assessment through university coursework in order to more accurately assess students from diverse backgrounds and address challenges that may arise from cultural and linguistic differences.
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1254Diversity Plume CreativeDigitalVisionGetty Image.docx
125
4Diversity
Plume Creative/DigitalVision/Getty Images
Learning Outcomes
After reading this chapter, you should be able to:
• Describe changes in past and present concepts of workplace diversity.
• State the case for workplace diversity.
• Identify barriers to constructive diversity and the ways in which these are interrelated.
• Assess various forms of diversity within workplace groups.
• Outline strategies for positively managing diversity in the workplace.
cog81769_04_c04_125-162.indd 125 8/19/16 9:35 AM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
Introduction
Pretest
1. Diversity in today’s workplace is a response to the need to equalize job opportunities for
minorities. T/F
2. Diversity adds little to organizational performance; it is simply a fact of life in the
contemporary workplace. T/F
3. Stereotypes are negative preconceptions we hold about other team members. T/F
4. Diversity characteristics are readily observable. T/F
5. Assumed differences that are false are just as impactful as actual diversity between
members. T/F
Answers can be found at the end of the chapter.
Introduction
Marni is a team leader at a large, international software company. Her team is composed
of five other individuals who were each brought in from different international offices. In
addition to their diverse personal backgrounds—in terms of race, culture, and education
level—each member of the team was specifically recruited for their particular KSAs.
Before they started working as a group, Marni took the time to meet individually with
team members to gain insight into their background as well as their skills and abilities.
She also gauged their work preferences—for example, what types of projects they enjoy
and how they like to accomplish their work. When they were ready to begin working
together, Marni introduced team members to each other, highlighting their personal
experiences and skills. This helped clarify everyone’s value to the group and made all
members feel equally important, despite the diversity of their individual experiences and
KSAs.
Marni observed her team closely during their initial months working together. She soon
became concerned over the number of interpersonal conflicts occurring between team
members. While Marni attempted to diffuse these conflicts and foster a more collabora-
tive environment, her efforts to set a positive example and demonstrate effective conflict
resolution were not working. The team members continued to struggle because of their
vast differences, both personal and KSA related.
Marni’s observations led her to believe that her teammates lacked cross-cultural self-
efficacy, meaning they did not believe in their own ability to interact with people from
other cultures. This perceived lack of ability was contributing to the frequency of inter-
personal conflicts. Having identified what she thought was the root cause of the p.
1254Diversity Plume CreativeDigitalVisionGetty Image.docx
This document discusses managing diversity on a work team. It describes how Marni, a team leader, noticed conflicts arising on her diverse international team. To address this, Marni held informal team lunches to allow members to bond over personal interests rather than just work. This helped the team feel more connected and reduced conflicts over time. The document then provides context on evolving views of diversity and the case for diversity in maximizing resources, innovation, and mutual understanding between organizations and their customers. However, it also notes diversity can increase the potential for conflicts if not properly managed.
1254Diversity Plume CreativeDigitalVisionGetty Image.docx
125
4Diversity
Plume Creative/DigitalVision/Getty Images
Learning Outcomes
After reading this chapter, you should be able to:
• Describe changes in past and present concepts of workplace diversity.
• State the case for workplace diversity.
• Identify barriers to constructive diversity and the ways in which these are interrelated.
• Assess various forms of diversity within workplace groups.
• Outline strategies for positively managing diversity in the workplace.
cog81769_04_c04_125-162.indd 125 8/19/16 9:35 AM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
Introduction
Pretest
1. Diversity in today’s workplace is a response to the need to equalize job opportunities for
minorities. T/F
2. Diversity adds little to organizational performance; it is simply a fact of life in the
contemporary workplace. T/F
3. Stereotypes are negative preconceptions we hold about other team members. T/F
4. Diversity characteristics are readily observable. T/F
5. Assumed differences that are false are just as impactful as actual diversity between
members. T/F
Answers can be found at the end of the chapter.
Introduction
Marni is a team leader at a large, international software company. Her team is composed
of five other individuals who were each brought in from different international offices. In
addition to their diverse personal backgrounds—in terms of race, culture, and education
level—each member of the team was specifically recruited for their particular KSAs.
Before they started working as a group, Marni took the time to meet individually with
team members to gain insight into their background as well as their skills and abilities.
She also gauged their work preferences—for example, what types of projects they enjoy
and how they like to accomplish their work. When they were ready to begin working
together, Marni introduced team members to each other, highlighting their personal
experiences and skills. This helped clarify everyone’s value to the group and made all
members feel equally important, despite the diversity of their individual experiences and
KSAs.
Marni observed her team closely during their initial months working together. She soon
became concerned over the number of interpersonal conflicts occurring between team
members. While Marni attempted to diffuse these conflicts and foster a more collabora-
tive environment, her efforts to set a positive example and demonstrate effective conflict
resolution were not working. The team members continued to struggle because of their
vast differences, both personal and KSA related.
Marni’s observations led her to believe that her teammates lacked cross-cultural self-
efficacy, meaning they did not believe in their own ability to interact with people from
other cultures. This perceived lack of ability was contributing to the frequency of inter-
personal conflicts. Having identified what she thought was the root cause of the p ...
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This document discusses managing diversity in the human resources context. It defines human resource management and the roles of HR managers. It then discusses different types of diversity found in workplaces, including sex, age, race, disability, sexual orientation and gender identity. It provides examples of laws and policies promoting inclusion and prohibiting discrimination. Effective diversity management requires understanding differences, creating strategies like diversity task forces, training, and measuring outcomes. Unmanaged diversity can negatively impact organizational goals.
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This document discusses managing diversity in the human resources context. It defines human resource management and the roles of HR managers. It then discusses various types of diversity found in the workplace, including gender, age, race, disability, sexual orientation and gender identity. It emphasizes the importance of diversity and managing it properly to avoid obstacles for organizations. Finally, it provides some recommendations for managing diversity such as creating a task force, conducting an audit, developing a strategy, providing training and measuring effectiveness.
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The document discusses the importance of diversity in the workplace. It defines diversity as including differences in age, ethnicity, gender, abilities, race, orientation, education and other attributes. A diverse workforce brings a variety of ideas and experiences, which can lead to innovative solutions and improved adaptability. Managing diversity effectively helps companies attract and retain the best talent, improve customer relations, and enhance business outcomes and competitiveness. However, poor management of diversity can create communication barriers and cultural resistance among employees.
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The document discusses cultural diversity issues at Cityside Financial Services between its Retail and External Deposits teams. The Retail team was composed mostly of black employees serving the local black community, while the External Deposits team had mostly white employees serving wealthy white clients. This led to tensions between the teams and lack of diversity in opportunities. The document recommends integrating the teams with cultural representation from both groups in each. It also suggests mentoring sessions, a diverse executive board, and policies promoting diversity to change the culture.
how to describe the workplace diversity?
Workplace diversity refers to human characteristics that make people different, such as gender, age, ethnicity, religion, and other attributes. A diverse workforce presents both challenges and opportunities for human resource management. Managing diversity effectively requires attracting and maintaining a workforce that reflects society, promoting sensitivity to differences, and addressing varying employee needs, values, and expectations. A diverse workforce can provide competitive advantages through improved marketing, creativity, problem-solving, and flexibility. However, human resource management must also deal with issues like stereotypes, misunderstandings, and maintaining a work-life balance for all employees.
Diversity In Workplace
The document discusses diversity in the workplace and its importance for companies. It notes that as workforces become more diverse, managing diversity effectively becomes more important. A diverse workforce can provide better performance and tap into new markets by understanding various cultural perspectives. However, diversity also presents challenges in communication, teamwork, and social interaction that managers must address to realize its benefits.
Diversity_Inclusion_TheChazinGroupLLC
The document discusses strategies for achieving diversity and inclusion in the workplace. It provides statistics showing the growing diversity of the US population and workforce. It then discusses challenges such as unequal pay for women and lack of diversity in management. The document recommends developing a diversity action plan that includes getting management commitment, conducting an assessment, setting hiring goals, and specific actions to increase diversity like expanding recruiting efforts and training. The goal is to leverage diversity to gain competitive advantages like appealing to customers and innovating.
Discussion 1Choose any four ‘causes’ of change within a projec.docx
Discussion 1
Choose any four ‘causes’ of change within a project in table 9.1 in the text. Provide a project example and scenario, and describe the impact of each change. Was there a level of change control in the project examples that tracked ownership, documentation and approval of these changes?
Discussion 2
The identification of all changes to a project is only the first step for ensuring a control system is in place. Describe the detailed steps you would implement for your project to ensure an entire change control process is in place. Consider the following topics in your answer: documentation, analysis, approval and implementation. Why is the baseline configuration important to this topic?
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DISCUSSION 1Community and Health Information Networks Please .docx
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Discussion 10 Concluding the SemesterPurposeThis assignment is .docx
Discussion 10: Concluding the Semester
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This assignment is closely tied to specific course objectives. Two of the major primary course objectives of CST 100 are that students show respect for ethical codes that govern spoken discourse, such as tolerance for differences of opinion, preference for civility and that students will demonstrate increased understanding and appreciation of the communication process as it relates to speaker and listener interactions. By completing this assignment students will reflect on the things they learned and articulate important lasting lessons of public speaking.
Directions
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Find the due date for this part on the course calendar.
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Discussion 1 Social Security and Social Welfare ProgramsFor years.docx
Discussion 1: Social Security and Social Welfare Programs
For years, many working individuals in the United States have counted on Social Security as their primary retirement income. With the deductions from every paycheck to fund this future benefit, Americans looked forward to a comfortable retirement based on the assumption that these funds were being invested wisely. Is this a factual assumption, or is it another myth of the U.S. social welfare system?
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Discussion 1: Religion and Privilege
For citizens in some countries, religious oppression is common and long standing. While freedom of religion is guaranteed in the U.S., religious intolerance still exists. According to the Equal Opportunity Employment commission, the number of lawsuits filed for religious discrimination doubled between 2000–2010 (Pledger, 2011). Social workers must be alert for the complex ways that religious privilege functions. By creating an awareness of the privilege given to some while marginalizing others, social workers can understand how this bias impacts their clients.
Post an explanation of the connections between privilege and religion.
Describe a situation in which members of a religion experience privilege.
Describe a situation in which members of a religion experience religious oppression
.
References (use at least 2)
Adams, M., Blumenfeld, W. J., Castaneda, C., Hackman, H. W., Peters, M. L., & Zuniga, X. (Eds.). (2013).
Readings for diversity and social justice
. (3rd ed.). New York, NY: Routledge Press.
Chapter 43, (pp. 237–242)
Chapter 44, (pp. 243–244)
Discussion 2: Self-Assessment
Competent social workers have many traits and characteristics, one of which is the ability to be self-reflective. The best way to begin critically thinking about the impact of ethnocentrism and racism is to start with oneself. How do these issues affect you? For this Discussion, think about when and how you became aware of your own racial identity and consider how this awareness has impacted your life.
Post an explanation of a time in your childhood when you became aware of your own racial identity (African American).
Be sure to include a description of how this newfound awareness impacted both your development and views of difference.
Please use the Learning Resources to support your answer.
References (use at least 2)
Cristol, D., & Gimbert, B. (2008). Racial perceptions of young children: A review of literature post-1999.
Early Childhood Education Journal, 36
(2), 201–207.
Patcher, L. M., Szalacha, L. A., Bernstein, B., & Garcia Coil, C. (2010). Perceptions of racism in children and youth: Properties as a self-report instrument for research on children’s health and development.
Ethnicity & Health, 15
(1), 33–46.
Zastrow, C. H., & Kirst-Ashman, K. K. (2016).
Understanding human behavior and the social environment
(10th ed.)
.
Boston, MA: Cengage Learning.
Chapter 5 (pp. 254-294)
.
Discussion 1 Social and Economic JusticeThe Center for Economic a.docx
Discussion 1: Social and Economic Justice
The Center for Economic and Social Justice defines “social justice” as “giving to each what he or she is due.” “Economic justice” is concerned with determining what an individual’s “due” actually encompasses.
For this Discussion, select a case study in this week’s Readings. Review the case study, focusing on the social or economic justice issues at play in the situation described.
***Post
a description of a social or economic justice issue that is evident in the case. Suggest two strategies the social worker might employ to address the issue.
Reference: Center for Economic and Social Justice. (n.d.).
Defining economic justice and social justice
. Retrieved from June 11, 2013, from
http://www.cesj.org/thirdway/economicjustice-defined.htm
CASE STUDY:
Working With Survivors of Sexual Abuse and Trauma: The Case of Brenna
Brenna is an 18-year-old, heterosexual, African American female. She is pregnant, residing in a homeless shelter, and has no income source. Brenna was raised by her biological mother in a one-bedroom apartment in an urban neighborhood. When Brenna was 15 years old, her mother began dating a new man. This man sexually assaulted Brenna while they were home alone one evening. She immediately disclosed the sexual assault to her mother who called her a liar and told her to move out. Brenna then lived in a variety of situations, sometimes residing with friends for short periods and sometimes living in a youth shelter. During this period she attended high school intermittently but did not graduate.
After her 18th birthday, Brenna moved in with her boyfriend, Cameron. Also living in the household were Cameron’s mother, his 16-year-old sister, and a 7-year-old brother. Shortly after moving in with Cameron, Brenna became pregnant with his child. Prior to the pregnancy, Cameron would often abuse her physically, verbally, and emotionally. When Brenna announced the pregnancy, Cameron became even more violent, accused her of sleeping with other men, and denied paternity of the baby. When Brenna was 4 months pregnant, Cameron attempted to strangle her, so Brenna moved to a shelter. Although the shelter was willing to house Brenna and her newborn temporarily, their policy required Brenna to secure new living arrangements prior to giving birth.
I was assigned to be Brenna’s social work case manager at this shelter. Brenna and I worked together to set manageable goals during her stay at the shelter and also developed a plan for ongoing mental health support. Utilizing individual case manage- ment sessions, I worked with Brenna to prioritize goals regarding nancial stability, permanent housing, and medical care. Brenna had dif culty reading and writing, so we worked together to
PRACTICE
31
SOCIAL WORK CASE STUDIES: FOUNDATION YEAR
complete the applications for Medicaid; General Assistance; the Supplemental Nutrition Program for Women, Infants, and Chil- dren (WIC); and a local subsidized apartment.
Discussion 1Challenging BehaviorAfter reading Chapter 1 of t.docx
Discussion 1
Challenging Behavior
After reading Chapter 1 of the course text, write a response to the following question:
At what point does behavior become challenging? Include at least 3 examples of challenging behavior that are commonly seen in young children. Cite at least one source, in addition to course text, to substantiate your response.
(Due: Thursday 10/13)
Discussion 2
The Resilient Child
After reading Chapter 3 of the course text, write a response to the following question:
Why is it important for early childhood educators to have an understanding of resiliency? How could knowledge of a child’s risk and protective factors change your attitude and your behavior toward a child or her family?
(Due: Thursday 10/13)
Discussion 1 and 2 needs to be done separately... Please DO NOT put them on the same paper.
.
Discussion 1 Sara Parker and EthicsOne of the reasons there can.docx
Discussion 1: Sara Parker and Ethics
One of the reasons there can be so much debate about ethical issues is because ethics are opinions informed by people's values and people have different values. People can disagree about whether or not something is unethical, and, oftentimes, there is no right answer. In order to make decisions about what may be ethical or unethical, Yegidis (2012, p. 29) suggests focusing on these three questions:
"Who should benefit or suffer from the actions of the researcher?"
"Whose rights should take priority over those of others?"
"Does the end (increased knowledge) justify the means (the methods used to acquire it and their potential for harm)?"
For this Discussion, view the Sessions episode on the Parker family. As you do so, consider which, if any, ethical mandates or standards were violated.
·
Post
a response explaining your reaction to the Parker episode.
·
Be sure to address whether or not the social worker violated any ethical mandates or standards.
·
Also explain which strategies could have been used to guide ethical practice.
·
Finally, describe the responsibility of the social workers in the Parker case.
Please use the resources to support your answers.
References
Laureate Education. (Producer). (2013).
Parker Family [Video File]
. In Sessions.
Labott, S. M., & Johnson, T. P. (2004). Psychological and social risks of behavioral research. IRB: Ethics & Human Research, 26(3), 11–15.
Nicotera, N., & Walls, N. E. (2010). Challenging perceptions of academic research as bias free: Promoting a social justice framework in social work research methods courses. Journal of Teaching in Social Work, 30(3), 334–350.
Parker Family Episode 4
Program Transcript
SOCIAL WORKER: Well, I think we should wrap things up. Does this same time
work for you next week?
SARA: Yes, it's fine.
SOCIAL WORKER: Let me give you an appointment card. By the way, something occurred to me that might interest you. I have a colleague that's doing a study on the impact of hoarding on family members. She wants to identify potential interventions. I think she'd love to talk to you and Stephanie.
SARA: Talk to me?
SOCIAL WORKER: She's paying participants in her study. I don't know how much.
SARA: Do I have to do it? I-- I just don't like people knowing my business.
SOCIAL WORKER: It's totally confidential and anonymous.
SARA: I don't know.
SOCIAL WORKER: I think it'd be a great opportunity for you.
SARA: I don't know. Would she have to come see my home? I mean, I don't like people seeing how I live.
SOCIAL WORKER: Don't worry about that. You should at least talk to her. Like I
said, there's some money in it for you. Can I give her your number?
THE END
Discussion 2: The Research Approval Process
The early years of the 20th century were host to a number of unethical research studies. Research involving the way that a young child reacts to and generalizes fear responses, medical experiments conducted i.
Discussion 1 Reflections on Qualitative Research for Social Change.docx
Discussion 1: Reflections on Qualitative Research for Social Change
Introduction: Social Change
In the recent years, the pursuit for institutions, “practical researchers” and individuals to join in the crusade for
social change
has been remarkable; as many people around the world are reaching out to their neighborhoods as a member of the community to contribute to the common good through research, service, and educational opportunities (
Yob
& Brewer, 2015. p.2). Social change constitutes a change in the nature, the social institutions, the social behavior or the social relations of a society, community of people, or other social structures (Walden University, 2016). Social change can be at the micro scale (that positively shape values, attitudes and behaviors) or at the macro scale (that positively shape
economies, religion and families).
The Essence of Social Change to a Walden Student
Yob
& Brewer (2015) observed that the term “social change” has been defined and analyzed across the academic disciplines, reflecting the particular perspective of that discipline and its research agenda. Prominent among the definition of
social change
are the concepts of
social justice
and
equity
which have been significant in discussions of social change in education, psychology, and social and cultural studies (Curry-Stevens, 2007; Drury &
Reicher
, 2009;
Moely
,
Furco
, & Reed, 2008; and
Peterson, 2009, as were cited in
Yob
& Brewer (2015). There are as many definitions for
social change
as we have social scientists. However
Hoff and
Hickling
-Hudson (2011), supporting the definition of
Aloni
(2002), provided the definition which places social change as “challenging trends of discrimination, exploitation, oppression, and subjugation displayed by groups who regard themselves as favored and, thus, take privileges for themselves and deprive other groups of the right to a dignified life” (p. 189). In this context, “
change”
as is used in the “social change” is defined here in positive and value-laden terms that relate more particularly to the agents of social change than to others they might want to change.
There is a great range and variation in the roles and positions that researchers takes up in research, as was observed by
Ravitch
& Carl (2016).
Over the years (
more than 45 years), Walden University has produced career professionals with the opportunity to transform themselves as scholar-practitioners so that they can apply what
they’ve
learned to effect positive social change. Walden is focused on inspiring and celebrating the remarkable achievements of community members who continue to make a difference by addressing challenges where they live, in their professions, and in the world around them. This was a major factor that attracted me to pursue a
programme
at Walden. In our sub-region, (the sub-Sahara Africa), addressing the issue of social change from the national perspective has not been as significant relative to the.
Discussion 1As of my experience and observations mainly there ar.docx
Discussion 1
As of my experience and observations mainly there are Two key themes in contemporary information systems development there are First one is: how to build and issue systems in tinier time settings second one is: how to empower development clusters to build systems in a consistent manner. This is reflected in present days’ principal fashionable this information system development methods such as nimble, their characteristic feature being an unambiguous prominence on unremitting, appropriate proclamations and a simplification of operative cluster association and announcement. As of my experience and observations most of the software developers we reconnoitre the personal property of cluster consistency and two categories of time pressure, deterrent and challenge, on the decision-making eminence of system development clusters. The challenge time pressure and cluster consistency to have a optimistic consequence with interruption time pressure having no substantial influence.
As well working composed in a consistent cluster, petite, system development cycles mean that Software Development clusters obligation similarly work under fluctuating gradations of time pressure. Most studies in this field of information systems development and software development on time pressure measure time as a rectilinear hypothesis and enumerate it in terms of time ancient history. In this Developments I observed One of the major matters with these revisions nevertheless is that they frequently harvest contradictory consequences and as hitherto, there is no any approved and comprehensive hypothetical empathetic of the time pressure hypothesis.
In my experience, I would like to share one example, some outcomes recommend that software development clusters achieve improved under time pressure. So far others recommend that clusters accomplish improved up to a convinced argument after which presentation deteriorations, important to the generally recognized reversed-U model. It is clear that time pressure is a multipart hypothesis and while typically scrutinized as a linear hypothesis, nonlinear associations are conceivable. With a present prominence in information system development and in particular software development on clusters conclusion production in pressurized environments it is domineering that investigators endure to gain larger empathetic of the anthropological behavioural characteristic of the decision-making development. Sympathetic how clusters work composed under time pressure is a key goal in development system and its essential to entirely appreciate this complication and help comprehend accurately how and if time pressure and consistency influence of software development clusters.
Seeming Time Pressure in Teams
Time pressure is abstractly diverse from insistence. Perseverance is a unchanging peculiarity that reproduces a anxiety for time and a feeling of being recurrently pressurized In disparity, time pressure is an assessment of the task si.
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Introduction
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Discussion 2
The identification of all changes to a project is only the first step for ensuring a control system is in place. Describe the detailed steps you would implement for your project to ensure an entire change control process is in place. Consider the following topics in your answer: documentation, analysis, approval and implementation. Why is the baseline configuration important to this topic?
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This assignment is closely tied to specific course objectives. Two of the major primary course objectives of CST 100 are that students show respect for ethical codes that govern spoken discourse, such as tolerance for differences of opinion, preference for civility and that students will demonstrate increased understanding and appreciation of the communication process as it relates to speaker and listener interactions. By completing this assignment students will reflect on the things they learned and articulate important lasting lessons of public speaking.
Directions
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For years, many working individuals in the United States have counted on Social Security as their primary retirement income. With the deductions from every paycheck to fund this future benefit, Americans looked forward to a comfortable retirement based on the assumption that these funds were being invested wisely. Is this a factual assumption, or is it another myth of the U.S. social welfare system?
Relying on Social Security as a sole means of support in retirement is uncommon. As society’s work habits and life expectancies change, Social Security has come to mean different things to different people. For those who are unable to save and/or invest on their own, it functions like a forced retirement program that provides a financial safety net for the future. For those who become unable to work, social security often is viewed by others as a public assistance program. For others who are financially secure and prepared for retirement, it is an entitlement program where individuals draw Social Security at retirement in an effort to recoup what they paid into the program by deductions from their wages. How might these perceptions of Social Security relate to the perceptions of public assistance programs that were discussed in last week’s resources?
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Post by Day 3
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Discussion 1: Religion and Privilege
For citizens in some countries, religious oppression is common and long standing. While freedom of religion is guaranteed in the U.S., religious intolerance still exists. According to the Equal Opportunity Employment commission, the number of lawsuits filed for religious discrimination doubled between 2000–2010 (Pledger, 2011). Social workers must be alert for the complex ways that religious privilege functions. By creating an awareness of the privilege given to some while marginalizing others, social workers can understand how this bias impacts their clients.
Post an explanation of the connections between privilege and religion.
Describe a situation in which members of a religion experience privilege.
Describe a situation in which members of a religion experience religious oppression
.
References (use at least 2)
Adams, M., Blumenfeld, W. J., Castaneda, C., Hackman, H. W., Peters, M. L., & Zuniga, X. (Eds.). (2013).
Readings for diversity and social justice
. (3rd ed.). New York, NY: Routledge Press.
Chapter 43, (pp. 237–242)
Chapter 44, (pp. 243–244)
Discussion 2: Self-Assessment
Competent social workers have many traits and characteristics, one of which is the ability to be self-reflective. The best way to begin critically thinking about the impact of ethnocentrism and racism is to start with oneself. How do these issues affect you? For this Discussion, think about when and how you became aware of your own racial identity and consider how this awareness has impacted your life.
Post an explanation of a time in your childhood when you became aware of your own racial identity (African American).
Be sure to include a description of how this newfound awareness impacted both your development and views of difference.
Please use the Learning Resources to support your answer.
References (use at least 2)
Cristol, D., & Gimbert, B. (2008). Racial perceptions of young children: A review of literature post-1999.
Early Childhood Education Journal, 36
(2), 201–207.
Patcher, L. M., Szalacha, L. A., Bernstein, B., & Garcia Coil, C. (2010). Perceptions of racism in children and youth: Properties as a self-report instrument for research on children’s health and development.
Ethnicity & Health, 15
(1), 33–46.
Zastrow, C. H., & Kirst-Ashman, K. K. (2016).
Understanding human behavior and the social environment
(10th ed.)
.
Boston, MA: Cengage Learning.
Chapter 5 (pp. 254-294)
.
Discussion 1 Social and Economic JusticeThe Center for Economic a.docx
Discussion 1: Social and Economic Justice
The Center for Economic and Social Justice defines “social justice” as “giving to each what he or she is due.” “Economic justice” is concerned with determining what an individual’s “due” actually encompasses.
For this Discussion, select a case study in this week’s Readings. Review the case study, focusing on the social or economic justice issues at play in the situation described.
***Post
a description of a social or economic justice issue that is evident in the case. Suggest two strategies the social worker might employ to address the issue.
Reference: Center for Economic and Social Justice. (n.d.).
Defining economic justice and social justice
. Retrieved from June 11, 2013, from
http://www.cesj.org/thirdway/economicjustice-defined.htm
CASE STUDY:
Working With Survivors of Sexual Abuse and Trauma: The Case of Brenna
Brenna is an 18-year-old, heterosexual, African American female. She is pregnant, residing in a homeless shelter, and has no income source. Brenna was raised by her biological mother in a one-bedroom apartment in an urban neighborhood. When Brenna was 15 years old, her mother began dating a new man. This man sexually assaulted Brenna while they were home alone one evening. She immediately disclosed the sexual assault to her mother who called her a liar and told her to move out. Brenna then lived in a variety of situations, sometimes residing with friends for short periods and sometimes living in a youth shelter. During this period she attended high school intermittently but did not graduate.
After her 18th birthday, Brenna moved in with her boyfriend, Cameron. Also living in the household were Cameron’s mother, his 16-year-old sister, and a 7-year-old brother. Shortly after moving in with Cameron, Brenna became pregnant with his child. Prior to the pregnancy, Cameron would often abuse her physically, verbally, and emotionally. When Brenna announced the pregnancy, Cameron became even more violent, accused her of sleeping with other men, and denied paternity of the baby. When Brenna was 4 months pregnant, Cameron attempted to strangle her, so Brenna moved to a shelter. Although the shelter was willing to house Brenna and her newborn temporarily, their policy required Brenna to secure new living arrangements prior to giving birth.
I was assigned to be Brenna’s social work case manager at this shelter. Brenna and I worked together to set manageable goals during her stay at the shelter and also developed a plan for ongoing mental health support. Utilizing individual case manage- ment sessions, I worked with Brenna to prioritize goals regarding nancial stability, permanent housing, and medical care. Brenna had dif culty reading and writing, so we worked together to
PRACTICE
31
SOCIAL WORK CASE STUDIES: FOUNDATION YEAR
complete the applications for Medicaid; General Assistance; the Supplemental Nutrition Program for Women, Infants, and Chil- dren (WIC); and a local subsidized apartment.
Discussion 1Challenging BehaviorAfter reading Chapter 1 of t.docx
Discussion 1
Challenging Behavior
After reading Chapter 1 of the course text, write a response to the following question:
At what point does behavior become challenging? Include at least 3 examples of challenging behavior that are commonly seen in young children. Cite at least one source, in addition to course text, to substantiate your response.
(Due: Thursday 10/13)
Discussion 2
The Resilient Child
After reading Chapter 3 of the course text, write a response to the following question:
Why is it important for early childhood educators to have an understanding of resiliency? How could knowledge of a child’s risk and protective factors change your attitude and your behavior toward a child or her family?
(Due: Thursday 10/13)
Discussion 1 and 2 needs to be done separately... Please DO NOT put them on the same paper.
.
Discussion 1 Sara Parker and EthicsOne of the reasons there can.docx
Discussion 1: Sara Parker and Ethics
One of the reasons there can be so much debate about ethical issues is because ethics are opinions informed by people's values and people have different values. People can disagree about whether or not something is unethical, and, oftentimes, there is no right answer. In order to make decisions about what may be ethical or unethical, Yegidis (2012, p. 29) suggests focusing on these three questions:
"Who should benefit or suffer from the actions of the researcher?"
"Whose rights should take priority over those of others?"
"Does the end (increased knowledge) justify the means (the methods used to acquire it and their potential for harm)?"
For this Discussion, view the Sessions episode on the Parker family. As you do so, consider which, if any, ethical mandates or standards were violated.
·
Post
a response explaining your reaction to the Parker episode.
·
Be sure to address whether or not the social worker violated any ethical mandates or standards.
·
Also explain which strategies could have been used to guide ethical practice.
·
Finally, describe the responsibility of the social workers in the Parker case.
Please use the resources to support your answers.
References
Laureate Education. (Producer). (2013).
Parker Family [Video File]
. In Sessions.
Labott, S. M., & Johnson, T. P. (2004). Psychological and social risks of behavioral research. IRB: Ethics & Human Research, 26(3), 11–15.
Nicotera, N., & Walls, N. E. (2010). Challenging perceptions of academic research as bias free: Promoting a social justice framework in social work research methods courses. Journal of Teaching in Social Work, 30(3), 334–350.
Parker Family Episode 4
Program Transcript
SOCIAL WORKER: Well, I think we should wrap things up. Does this same time
work for you next week?
SARA: Yes, it's fine.
SOCIAL WORKER: Let me give you an appointment card. By the way, something occurred to me that might interest you. I have a colleague that's doing a study on the impact of hoarding on family members. She wants to identify potential interventions. I think she'd love to talk to you and Stephanie.
SARA: Talk to me?
SOCIAL WORKER: She's paying participants in her study. I don't know how much.
SARA: Do I have to do it? I-- I just don't like people knowing my business.
SOCIAL WORKER: It's totally confidential and anonymous.
SARA: I don't know.
SOCIAL WORKER: I think it'd be a great opportunity for you.
SARA: I don't know. Would she have to come see my home? I mean, I don't like people seeing how I live.
SOCIAL WORKER: Don't worry about that. You should at least talk to her. Like I
said, there's some money in it for you. Can I give her your number?
THE END
Discussion 2: The Research Approval Process
The early years of the 20th century were host to a number of unethical research studies. Research involving the way that a young child reacts to and generalizes fear responses, medical experiments conducted i.
Discussion 1 Reflections on Qualitative Research for Social Change.docx
Discussion 1: Reflections on Qualitative Research for Social Change
Introduction: Social Change
In the recent years, the pursuit for institutions, “practical researchers” and individuals to join in the crusade for
social change
has been remarkable; as many people around the world are reaching out to their neighborhoods as a member of the community to contribute to the common good through research, service, and educational opportunities (
Yob
& Brewer, 2015. p.2). Social change constitutes a change in the nature, the social institutions, the social behavior or the social relations of a society, community of people, or other social structures (Walden University, 2016). Social change can be at the micro scale (that positively shape values, attitudes and behaviors) or at the macro scale (that positively shape
economies, religion and families).
The Essence of Social Change to a Walden Student
Yob
& Brewer (2015) observed that the term “social change” has been defined and analyzed across the academic disciplines, reflecting the particular perspective of that discipline and its research agenda. Prominent among the definition of
social change
are the concepts of
social justice
and
equity
which have been significant in discussions of social change in education, psychology, and social and cultural studies (Curry-Stevens, 2007; Drury &
Reicher
, 2009;
Moely
,
Furco
, & Reed, 2008; and
Peterson, 2009, as were cited in
Yob
& Brewer (2015). There are as many definitions for
social change
as we have social scientists. However
Hoff and
Hickling
-Hudson (2011), supporting the definition of
Aloni
(2002), provided the definition which places social change as “challenging trends of discrimination, exploitation, oppression, and subjugation displayed by groups who regard themselves as favored and, thus, take privileges for themselves and deprive other groups of the right to a dignified life” (p. 189). In this context, “
change”
as is used in the “social change” is defined here in positive and value-laden terms that relate more particularly to the agents of social change than to others they might want to change.
There is a great range and variation in the roles and positions that researchers takes up in research, as was observed by
Ravitch
& Carl (2016).
Over the years (
more than 45 years), Walden University has produced career professionals with the opportunity to transform themselves as scholar-practitioners so that they can apply what
they’ve
learned to effect positive social change. Walden is focused on inspiring and celebrating the remarkable achievements of community members who continue to make a difference by addressing challenges where they live, in their professions, and in the world around them. This was a major factor that attracted me to pursue a
programme
at Walden. In our sub-region, (the sub-Sahara Africa), addressing the issue of social change from the national perspective has not been as significant relative to the.
Discussion 1As of my experience and observations mainly there ar.docx
Discussion 1
As of my experience and observations mainly there are Two key themes in contemporary information systems development there are First one is: how to build and issue systems in tinier time settings second one is: how to empower development clusters to build systems in a consistent manner. This is reflected in present days’ principal fashionable this information system development methods such as nimble, their characteristic feature being an unambiguous prominence on unremitting, appropriate proclamations and a simplification of operative cluster association and announcement. As of my experience and observations most of the software developers we reconnoitre the personal property of cluster consistency and two categories of time pressure, deterrent and challenge, on the decision-making eminence of system development clusters. The challenge time pressure and cluster consistency to have a optimistic consequence with interruption time pressure having no substantial influence.
As well working composed in a consistent cluster, petite, system development cycles mean that Software Development clusters obligation similarly work under fluctuating gradations of time pressure. Most studies in this field of information systems development and software development on time pressure measure time as a rectilinear hypothesis and enumerate it in terms of time ancient history. In this Developments I observed One of the major matters with these revisions nevertheless is that they frequently harvest contradictory consequences and as hitherto, there is no any approved and comprehensive hypothetical empathetic of the time pressure hypothesis.
In my experience, I would like to share one example, some outcomes recommend that software development clusters achieve improved under time pressure. So far others recommend that clusters accomplish improved up to a convinced argument after which presentation deteriorations, important to the generally recognized reversed-U model. It is clear that time pressure is a multipart hypothesis and while typically scrutinized as a linear hypothesis, nonlinear associations are conceivable. With a present prominence in information system development and in particular software development on clusters conclusion production in pressurized environments it is domineering that investigators endure to gain larger empathetic of the anthropological behavioural characteristic of the decision-making development. Sympathetic how clusters work composed under time pressure is a key goal in development system and its essential to entirely appreciate this complication and help comprehend accurately how and if time pressure and consistency influence of software development clusters.
Seeming Time Pressure in Teams
Time pressure is abstractly diverse from insistence. Perseverance is a unchanging peculiarity that reproduces a anxiety for time and a feeling of being recurrently pressurized In disparity, time pressure is an assessment of the task si.
Discussion 1Body Image Please respond to the followingDebate.docx
Discussion 1:
"Body Image" Please respond to the following:
Debate It – take a position on this statement: Media cause individuals to develop negative and unrealistic body images. Support your views with two or three reasons and / or examples. (Cite any sources you referenced.)
Debate It – take a position on this statement: Males and females are both targeted about body image to the same extent by advertisers. Support your views with one or two reasons and / or examples. (Cite any sources you referenced.)
Discussion 2:
"Do Video Games Encourage Sexist Behavior?" Please respond to the following:
Discuss one or two conflicting issues involving the view that video games encourage sexist behavior.
Debate It – Take a position on this statement: Violent video games encourage sexist behavior in adolescent and adult men. Support your views with two or three reasons and / or examples. (Cite any sources you referenced.)
.
Discussion 1 Influence of Classical Democratic TheoristsSince anc.docx
Discussion 1: Influence of Classical Democratic Theorists
Since ancient times, the idea of how people should govern has been a mainstay of philosophers and political theorists. One of the most enduring notions to emerge from early theorists is the basic belief that people are capable of governing themselves. The concept of democratic governance developed out of those early intellectual discussions. Democratic governance enjoys widespread acceptance in many parts of the world today. Yet, the exact meaning of democratic governance and how it should be implemented still remains a topic of debate. Democratic theory has evolved because of contributions from classical democratic theorists such as Aristotle, Plato, Rousseau, Locke, and Jefferson. It is important to consider of the ideas of these classical theorists when thinking about modern democratic theory.
To prepare for this Discussion
Review the Course Introduction. Keep this overview in mind as you work through each week of the course.
Review the article “American Nightmare: Neoliberalism, Neoconservatism, and De-Democratization” in this week’s Learning Resources. Think about the effects of political democratic theories on contemporary democracy.
Review the article “Rhetoric and the Public Sphere: Has Deliberative Democracy Abandoned Mass Democracy?” in this week’s Learning Resources. Consider how Plato’s theory of deliberative democracy influenced contemporary theories of democracy.
Review the articles “John Locke” and “Jean Jacques Rousseau” in this week’s Learning Resources. Think about how social contract theory is related to contemporary democratic theory.
Select at least one classical democratic theorist and consider his influence on contemporary democratic theory.
With these thoughts in mind:
Post by Day 3
an analysis of the influence of at least one classical democratic theorist on modern democratic theory. Be specific and provide examples.
.
Discussion 11-Mitosis and meiosis are important processes. a) What.docx
Discussion 11
-Mitosis and meiosis are important processes. a) What does each accomplish; b) where in the human body can each occur and c) how do the cells produced compare in chromosome number to the parent cells?
Discussion 12
- Assumed simple dominant and recessive genetics apply for this discussion. You are looking at two people, one shows a dominant phenotype (in this example a tall person) and the other a recessive phenotype (in this example a short person). Is it possible to positively determine the genotype of either person? If so which one and why. Explain your answer.
.
Discussion 1 Coding Scholar of Change of Video # 3 (John Anner) .docx
Discussion 1: Coding Scholar of Change of Video # 3 (John Anner)
Brief Description of the Video
The scholar of change video (program transcript) was presented by John Anner, a PhD candidate in Public Policy Administration (with concentration on International Non-governmental Organizations. – Walden University.
Over the years, Anner have been
focusing on agricultural problems in Africa and the Caribbean, and later joined the Peace Corps, where he worked as a Peace Corps volunteer in agriculture in Mauritania and West Africa.
Anner has been a
practitioner for almost 30 years and quest to acquire a PhD is to enable him add some intellectual and academic rigor to his work.
He hope to
bring to bear, his knowledge, experience and understanding to build national policy networks targeted at addressing directed social problems.
Coding the Scholar Change
A code in qualitative inquiry is most often a word or a short phrase that symbolically assigns a summative, a summary, a salient or essence-capturing attribute, for some portion of language, or visual data (
Saldana, 2016)
. My coding preference will be the use of the Excel spreadsheet with the labelling of the columns to include; the video code number (under this, I’ll have my notes), the name of the student, gender, program of study, subject matter/topic, what happened in the video (under this I’ll have my transcript which will capture my report content), quick memo.
To demonstrate the first coding, for instance, I’ll have the following; under the column for video code number (I’ll have video #3), the column for the name of the student (I’ll have
John Anner
), under gender column (
male
), program of study (
PhD in Public Policy Administration
), subject matter/topic (
scholar of change
), under the transcript (I’ll have
focused his attention on agricultural problems in Africa and the Caribbean, and later joined the Peace Corps, and worked as a Peace Corps volunteer in agriculture in Mauritania, West Africa;
a practitioner for almost 30 years; his quest to acquire a PhD is to enable him add some intellectual and academic rigor to his work).
Explaining My Choice of Coding
Another attractive aspect of this qualitative coding system is the insertion of a column for
memos
. “Memos are a very important part of qualitative data analysis process because they offer a great platform to put very short notes which can be expanded and placed in in the researcher’s analytic memo notebook” (
Laureate Education - Producer, 2016). Again at periods of data analysis and reflections, a memo will enable the interviewer to
know what part of the text (or the questionnaire) the information came from and what the interviewer was thinking about at that period in time.
References
Anner, J. (2015).
John Anner, PhD student in public policy and administration
[Video file].
Laureate Education (Producer). (2016).
Introduction to coding
[Video file]. Baltimore, MD: Author.
Laureate Education (Producer). (2016).
Discussion 1 ClassismIncome and wages are measurable indicators.docx
Discussion 1: Classism
Income and wages are measurable indicators of how prosperity is distributed amongst social class. Wealth, often determined by an individual's net worth (assets minus liabilities), is another indicator that is used to determine class. Wealth for working class families is measured by their cars, savings, and home. As people improve their social and economic standing, wealth may include things like stocks and bonds, commercial real estate, and expensive jewelry.
Wealth is an important indicator because it spans past, present, and future generations. For example, compare the children of parents who can save money and leave an inheritance with children of parents who economically struggle and have few assets to pass on to the next generation. Historically, the creation and accumulation of wealth provides evidence of the legacy of racism, sexism, and discrimination and their role in determining class. Black/African Americans, women, and Hispanic/Latinos have historically been denied the means to obtain assets and grow wealth. Consider the impact of chronic marginalization on the Black/African American community's ability to build wealth. While the income gaps between various ethnic groups may be decreasing, the gap between assets remains wide. Data from the Pew Research center show that the median wealth of Caucasian households is 20 times that of Black/African American households and 18 times that of Hispanic/Latinos households in the U.S. (Pew Research Center, 2011).
Class extends beyond wealth and other financial indicators. Class also includes details like the amount of free time you enjoy (because you are not working three jobs to make ends meet) or feeling like there is a "right" way to speak and act in order to be heard. For this Discussion, analyze how classism has impacted your life.
·
Post
an analysis of how classism has factored into your life.
·
Then, explain a strategy you might use as a social worker to address the impact of class and class differences on the lives of your clients.
References (use 2 or more)
Adams, M., Blumenfeld, W. J., Castaneda, C., Hackman, H. W., Peters, M. L., & Zuniga, X. (Eds.). (2013).
Readings for diversity and social justice
. (3rd ed.). New York, NY: Routledge Press.
Discussion 2: Power, Privilege, and Classism
Power, privilege, and classism are interconnected. The more privilege you enjoy, the more power you have to access opportunities that build wealth. The more wealth you can amass, the higher your social standing. It is important to note that having wealth is not an indictment. However, the privileges that have often led to inequalities in wealth distribution are real. As a social worker, you may find yourself working with clients who do not enjoy the privileges you knowingly or unknowingly enjoy. The more you understand your own relationship to power, privilege, and class, the better you will understand your clients' realities. For this Discussion, review how classis.
Discussion 1 Cultural IdentityWhat is culture Is it synonymous w.docx
Discussion 1: Cultural Identity
What is culture? Is it synonymous with nationality? Can culture emerge from the intersection of multiple factors, such as gender identity, ability status, or language? Consider these questions as you prepare to describe your own culture.
For this Discussion, think about how you would identify your culture. Consider aspects of your identity.
I am black, a male, christian, heterosexual and do not have any disabilites.
Or explain any other identifiers that contribute to what you would consider your culture.
Post a description of important aspects of your culture that an outsider might not know.
Explain the information a social worker would need to know about your culture in order to effectively assist your family in the face of a pressing issue.
Describe potential consequences of a lack of cultural awareness on the social worker’s part.
References
James, J., Green, D., Rodriguez, C., & Fong, R. (2008). Addressing disproportionality through undoing racism, leadership development, and community engagement.
Child Welfare, 87
(2), 279–296.
[removed]O’Brien, M. (2011). Equality and fairness: Linking social justice and social work practice.
Journal of Social Work, 11
(2), 143–158.
.
Discuss the value of studying the arts. Consider the following quest.docx
Discuss the value of studying the arts. Consider the following questions:
What can it teach us about the past? The present? The future?
How has art influenced society? How has society influenced art?
How does an awareness of all of this impact your own life?
a 2page paragraph.
.
Discussion $5.00 Please use detailDiscuss the importance of pos.docx
Discussion $5.00 Please use detail
Discuss the importance of positive socialization and how different cultural and ethical perspectives influence different aspects of development, self-concept, and identity.
Evaluate environmental influences such as geographical variance, religious beliefs, and the construction of the school setting (e.g., boarding school versus public school, traditional versus experiential learning) for cultural and ethical differences on development.
Short Paper $10.00 at least 3 pages and 3 cited sources apa format. Please answer all questions
Prompt:
Based on the articles you read in Module Four on gender dysphoria, write a short paper about the influence of acceptance, parenting styles, and how
these can directly steer a child’s gender id
entity. Moreover, think about society today and acceptance of varied gender roles compared to the 1950s.
Also, consider and explore society’s influence on gender dysphoria in your argument. Is there a direct correlation to gender
identity and society or not?
Gender Dysphoria: Two Steps Forward, One Step Back
Gender Dysphoria
Gender Stereotypes in the Family Context: Mothers, Fathers, and Siblings
The Early Development of Gender Differences
Specifically, your paper should address the following:
What is different today in
parenting styles
compared to the 1950s?
Considering the criteria and changes made in the DSM in the most recent version (DSM-5) compared to earlier, outdated versions, is there a direct
correlation to
gender identity and society
or not?
.
Discuss why terrorism is difficult to quantify and has numerous defi.docx
Discuss why terrorism is difficult to quantify and has numerous definitions that are used throughout the world. In addition, compare and contrast the definitions of terrorism from the following agencies: FBI, DOD, DHS, DIA, CIA, U.S. State Department. What similarities or differences do you notice? Are the definitions aligned with the individual agency mission? Do you think the “cyclical nature of violence” discussed by Combs bears on these differences? Why or why not?
at least one page please answer all questions
.
Discuss whether you feel safer now or before September 11th, 2001. .docx
Discuss whether you feel safer now or before September 11th, 2001. Address the question generally and in the context of transportation security, border security, information sharing, or first responder training programs
please one page on how you feel safer now because we are aware of the problem
.
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The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
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Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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