EDSP 377Autism Interventions1. Applied Behavior Analysis (ABA).docx

EDSP 377
Autism Interventions
1. Applied Behavior Analysis (ABA)
2. Auditory Integration Training (AIT)
3. Biochemical Therapies
4. Circle of Friends
5. Computer Aided Instruction
6. Dietary Restrictions and/or Supplements (including enzymes
and vitamins)
7. DIR/Floortime Approach (Greenspan)
8. Discrete Trial Training (DTT)
9. Early Intervention Behavioral Intervention (EIBI)
10. Early Start Denver Model (ESDM), for young children with
autism
11. Functional Communication Training (FCT)
12. Holding Therapies
13. Hyperbaric Oxygen Chamber Treatments
14. Joint Attention Interventions
15. Music Therapy
16. Naturalistic Intervention
17. Options Therapy (Son Rise)
18. Peer Mediated Instruction and Intervention
19. Pharmacological Approaches
20. Picture Exchange Communication System (PECS)
21. Pivotal Response Training (PRT)
22. Play Groups
23. Power Cards
24. Relationship Development Intervention (RDI)
25. Research on Connection with Mercury and the MMR to
autism
26. Research on Siblings of Children with Autism
27. Research on Transition Services for Employment
28. Research on Transition to the Adult World
29. Research on Twin Studies

30. SCERTS Model (Social Communication, Emotional
Regulation, and Transactional Support)
31. Sensory Integration
32. Sign Language
33. Social Stories
34. TEACCH (Treatment and Education of Autistic and related
Communication-handicapped Children)
35. Visual Strategies and Supports
36. Video Modeling
A
UTISM
I
NTERVENTIONS
1.
Applied Behavior Analysis (ABA)
2.
Aud
itory Integration Training (AIT)
3.
Biochemical Therapies
4.
Circle of Friends
5.
Computer Aided Instruction

6.
Dietary
R
estrictions and/or
S
upplements (including enzymes and vitamins)
7.
DIR/Floortime Approach (Greenspan)
8.
Discrete Trial Training
(DTT)
9.
Early Intervention Behavioral Intervention (EIBI)
10.
Early Start Denver Model (ESDM)
,
for young children with autism
11.
Functional Communication Training (FCT)
12.

Holding Therapies
13.
Hyperbaric Oxygen C
hamber Treatments
14.
Joint
Attention Interventions
15.
Music Therapy
16.
Naturalistic Intervention
17.
Options Therapy (Son Rise)
18.
Peer
M
ediated
I
nstruction and
I
ntervention
19.

Pharmacological
A
pproaches
20.
Picture Exchange Communication System (PECS)
21.
Pivotal Response Training
(PRT)
22.
Play Groups
23.
Power Cards
24.
Relationship Development Intervention (RDI)
25.
Research on
C
onnection with
M
ercury and the MMR to autism
26.
Research on

S
iblings of
C
hildren with
A
utism
27.
Research on
T
ransition
S
ervices for
E
mployment
28.
Research on
T
ransition to the
A
dult
W
orld
29.
Research on
T
win
S
tudies

30.
SCERTS Model (Social
Communication
,
Emotional Regulation
, and
Transactional Support)
31.
Sensory Integration
32.
Sign
L
anguage
33.
Social Stories
34.
TEACCH (Treatment and Education of Autistic and related
Communication
-
handicapped C
h
ildren)
35.

Visual Strategies
and Supports
36.
Video
M
odeling
AUTISM INTERVENTIONS
1. Applied Behavior Analysis (ABA)
2. Auditory Integration Training (AIT)
3. Biochemical Therapies
4. Circle of Friends
5. Computer Aided Instruction
6. Dietary Restrictions and/or Supplements (including enzymes
and vitamins)
7. DIR/Floortime Approach (Greenspan)
8. Discrete Trial Training (DTT)
9. Early Intervention Behavioral Intervention (EIBI)
10. Early Start Denver Model (ESDM), for young children with
autism
11. Functional Communication Training (FCT)
12. Holding Therapies
13. Hyperbaric Oxygen Chamber Treatments
14. Joint Attention Interventions
15. Music Therapy
16. Naturalistic Intervention
17. Options Therapy (Son Rise)
18. Peer Mediated Instruction and Intervention
19. Pharmacological Approaches
20. Picture Exchange Communication System (PECS)
21. Pivotal Response Training (PRT)
22. Play Groups

23. Power Cards
24. Relationship Development Intervention (RDI)
25. Research on Connection with Mercury and the MMR to
autism
26. Research on Siblings of Children with Autism
27. Research on Transition Services for Employment
28. Research on Transition to the Adult World
29. Research on Twin Studies
30. SCERTS Model (Social Communication, Emotional
Regulation, and
Transactional Support)
31. Sensory Integration
32. Sign Language
33. Social Stories
34. TEACCH (Treatment and Education of Autistic and related
Communication-
handicapped Children)
35. Visual Strategies and Supports
36. Video Modeling
COMMUNICATION STRATEGY
1
18
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Strategies for Change
xxxxxxxxx
16 April 2019

Building the Team Strategies for Change
According to Kotter and Cohen, the second stage of
change; an organization should build a guiding team to bring
the right mastermind people with desired characters on board to
effect change within an organization (Hughes, 2016). All
employers working in a given organization have different
characters with different perception and ideas about change
about a specific issue. This stage allows leaders to integrate the
minds of all workers and create a team that will foster change
and leads it within the organization.
Building a team to address change
There are some ways through which leaders can build their
teams in preparation for a change in an organization. First,
employers should ensure that there is clarity of issues to the
team members team will readily embrace a change when they all
understand why, how, when, what and where the change is
expected. Also clarifying to the members that the change is
likely to affect the organization, employees, chains as well as
the customers will make them desire to work in line to effect
the change as expected by the management (Harrison, 2017).
Clarity is very critical in building teamwork as it addresses
“what if” situations enabling the team to plan well as act
effectively towards a change. Also, it allows team members to
analyze the risks and potential outcomes form a clear line of
thoughts and take a perfect path in making the anticipated
change a reality. Secondly, in building teams, leaders should
embrace thoughts from different members to cultivate the

diversity of thinking and acting through innovation. The
collaboration of ideas creates an environment where people can
connect, share and analyze situations concerning the desired and
anticipated change with an entity. Thirdly, the management
should encourage critical and strategic thinking in the run to
achieving or effecting change. Critical thinking builds strategies
since ideas are embraced (Hughes, 2016). The courageous
aspect of thinking allows team members to see opportunities in
various fields critically, anticipate for the unexpected risks,
unleash the hidden excellence pursuit, and work with the motive
of charitable purposes thus bringing the managerial change
desired by many(Harrison, 2017). Additionally, employers
should know the right composition of a team and the
aggressiveness of the members of the coalition team.
Showing enthusiasm and commitment to team members
Building a guiding coalition in bringing change to an
organization requires a high degree of enthusiasm and
commitment. To show enthusiasm and commitment leaders
should first consider the level of an organization and the weight
if the change anticipated. Through this, leaders may decide to
choose a group of 10, 20, or more members to a guiding
coalition. The team is called a guiding coalition since the
members are selected from various department and ideas are
embraced form each member with the aim of effecting the
desired change. A larger team with the right people in it acts as
a working engine as skills and ideas are collaborated to make
change happen in an organization. Skills such as leadership
skills among the team members stimulate high levels of urgency
to make things right in line with the coming change. Also
choosing guiding coalition members with different levels of
expertise from different fields or departments within an
organization will bring competitively and diversity of ideas thus
bringing moving power in bringing and adopting new change (
Hughes,2016)... Commitment will also enable an employer to
bring the right people together by identifying their passion,
desire, commitment as well as their experience in a specific area

at the workplace which is a very critical step in bringing
change.
Modeling trust and teamwork
Modeling trust and teamwork in fostering change in
organizations call for leaders to lead as an example by
demonstrating that they can trust other employees or their boss.
Team members learn cues from their leaders if there is no trust
they will also not cultivate trust to you and other employees
(Ryan, 2018). Also, as a leader, you need to communicate
openly and with clarity in an honest and meaningful way. Find
strategies to influence your team members also, to be honest,
and open when communicating change with other colleagues.
Leaders should consider building a working charter that defines
the role of each team members present it to the team and allow
them to ask questions and comment on their expectations.
Thirdly, organize and strategically plan for team building events
which will help team members to break ice and share freely
with the bosses or amongst themselves (Ryan, 2018). Another
way of creating trust is by ensuring that you know your team
members at a personal level. Also, creating an environment that
will allow o team members to share freely with other colleagues
about their lives families and hobbies will create a trust bond
and social life within the guiding coalition.
Structuring the team and ejecting energy
I will put my team into a functional structure which is
based on the team member’s functionality or expertise area. For
instance, I will group the team members into IT, marketing,
planning, finance and any other area of specialty (Harrison,
2017)... This structure will enable members from a similar
specialty to share experience and skills thus coming up with
ideas that will foster or embrace change. This structure will
have top management linked to small groups of specialty as
communication is effected from one department to the other.
Injecting energy into the team members will involve motivating

the team, giving them credit wherever they do a commendable
job, go easy on dress code (suggest one day within a week for
casual wear) as well as recommend days for social impact with
the organization.
Walmart Inc. is expected to implement proper changes to
their business operations. To compete with other companies in
the retail space and market, Walmart should invest in e-
commerce and improve the overall shopping experience.
Currently, the shopping experience is insufficient and the
employees lack proper motivation. To make the changes,
Walmart Inc. reported actions to bring about substantial changes
including investing in e-commerce and expanding he overall
shopping experience in the company. Making drastic changes is
important in increasing e-commerce presence is effective
(Hickman, & Silva, 2018). Walmart is expected to form proper
strategic partnerships to enhance the digital retail sales and
overall operations. For example, the company is expected to
form renovation into the shopping experience and the streaming
of the retail stores. Therefore, the strategies for implementing
change is important in promoting sales growth and long-term
performance.
Strategies for Change-Making Sense of Urgency
There are different strategies to implement proper changes in
the organization to increase the overall retail sales. Taking
advantage of the market opportunities is important to enhance
retail sales. One of the strategies is understanding customer-
interfacing employees effectively. Service employees are
critical in improving the customer reactions and encouraging
the managers to work effectively. Proper treatment of the
employees and responding to urgent questions is critical in
ensuring that the company is prepared for proper changes to the
adoption of e-commerce sites (Elnaga, &Shammari, 2016). The
organizational leaders should take proper actions to understand
the needs of the stakeholders. The leaders should also
understand the need for making proper changes to support long-
term online sales growth.

Some of the critical steps and actions for implementing sense of
urgency includes understanding severity of leadership
commitment to implementing proper changes, reviewing the bad
news of poor retail sales, demanding managers and employees
to respond directly to the unhappy customers, and other
stakeholders, sharing information to support change, and
ascertaining that the management actions are aligned with the
change communications to enhance online ecommerce sales. It
is impossible to implement urgency without proper and effective
communication with the work teams and employees. The leaders
demand clear communications that is critical in promoting
change efforts and programs. Understanding sense of urgency is
important in overcoming the status quo to improve change and
future productivity.
It is also recommendable for the managers of Walmart to
identify the specific tasks and reduce the potential confusion.
Sense of urgency is critical in making proper judgments about
the understanding the motivation of the employees.
Clarification of the organizational tasks is critical in promoting
communications for forming quality leader-follower
relationship. Clarifying the issues related to e-commerce
presence of Walmart is effective in understand the capabilities
of the employees effectively. The clarifying of the potential
consequences of e-commerce change is also important. It is
necessary for the teams to understand the actual consequences
of poor productivity and performance of Walmart Inc. Effective
organizational leaders should understand the effects of
challenges that impacts on the productivity of the organization.
Understanding the need for e-commerce change is good to
promote long-term actions and plans.
Most importantly, it is vital to set proper conditions and
guidelines for the work teams to ensure that they respond to the
urgent needs of the organization. The guidelines for the
implementation of online retail strategy for Walmart are
valuable to the long-term performance of the company. The
recognition of the employees is vital in responding to the sense

of urgency is important (Hickman, & Silva, 2018).Changing the
online sales strategy is critical in promoting success and
recognizing the teams effectively. The mastering of these online
strategies is critical in implementing proper changes to
Walmart’s proper actions.
It is recommendable for Walmart to support a blended shopping
experience and program to improve the implementation of the e-
commerce program. However, the company is making effort to
enhance the digital and the traditional shopping experiences for
Walmart. The integration of these retail shopping experiences is
important in improving the performance of the retail firms to
enhance the long-term sales expansion. For example, Walmart
Inc. should integrate relevant pickup discounts for specific
products purchased online (Elnaga, &Shammari, 2016).Some of
the online stores gives the customers the opportunity to
purchase the grocery products online. The empowerment of the
employees is critical to promote long-term online earnings.
Creating a Vision
The ability to influence change is one of the greatest qualities a
leader must possess. Such ability enables leaders to enhance
changes in their employees with improvements achieved in their
values, behavior, beliefs, and attitudes (Hao &
Yazdanifard, 2015). Poor leadership fails to influence these and
rather create conflicts that affect the achievement of the
objectives of the organization. An effective leader looks at
change through the vision of the organization as the driving
force through which the employees work to achieve the
objectives. In the following stage, the creation and
implementation of a vision for Walmart is executed as a
necessity considering it provides the organization with the
driving force through which change is possible and attainable.
The vision of Change Desired
The vision employed by Walmart is focused on saving
consumers money to enhance their living. The company seeks to
achieve this through providing the consumers with a wide range
of products through which it meets its needs and enables

consumers to attain their quest in the market. Attaining the
vision relates with the improvement of services offered and
products to ensure enhanced satisfaction of the consumers. The
company focuses on implementation of the emerging
technologies in their products and services as a means of
developing and maintaining their competitive advantage in the
field (Rowland, 2019, February 13). The company also focuses
only on those markets it is in a position to attain a positive
contribution influencing the lifestyles of its consumers and
generating customer satisfaction in all aspects of its products.
The company, therefore, desires to be the face of the retail
industry and provide highly innovative products and services
providing satisfaction not only today but also in the future.
Current Situation
Currently, Walmart remains one of the most competitive
company in the UK retail industry with products dominant in
the market. The company has attained dominance from the
quality of its products and services also creating customer
loyalty through constant satisfaction of the needs of the
consumers. However, Walmart seeks to create future dominance
and continue providing products that ensure customer
satisfaction. The company seeks to create corporate
sustainability and lasting competitive advantage. The future of
the company and the influence that constant changes in
technology will have on it is the focus of the current change
procedures implemented. Research and continued investment in
innovation is part of the processes favored that will contribute
towards the management of the change process to ensure the
vision of Walmart remains within sight. However, the
implementation of these changes is viewed differently by
employees and the outside world.
Views from Outsiders
The views from outsides are based on the nature of impact the
organization has in society and the level of customer
satisfaction attained. Organizations that fail to impress in
customer service and product quality are normally looked at as

failed with increasing difficulties in attracting customers. Such
companies are characterized by low sales and higher customer
turnover rates with reduced levels of customer loyalty. The
process of creating change, however, is measured by the
possibility of the impact the change process has on the
organization with improvement in processes and customer
service. The ability of the organization and its employees to
work towards customer satisfaction is viewed as a positive
influence of change. Such changes attract a growing number of
consumers and increased levels of customer loyalty. Positive
changes also increase the social status of the company brand
contributing to an enhanced market position.
Views from Employees and Team Members
The implementation of changes attracts varied opinions and
views from employees and work teams. To start with, the
support offered through the process by the employees and teams
is essential to determine the views after the implementation of
change. Also, the nature of the impact that employees see with
the change process is vital in determining their attitude towards
the change process. In cases where the change registered does
not provide sufficient improvement in the organizational
processes, the employees see a failure in change and develop
further resistance. According to Lawrence (1969, January 1), a
display of resistance to change may include behavior changes in
the employees with a reduction in output. An increase in the
labor turnover is also recorded as part of the resistance to
change with some employees requesting transfers from
departments and other areas of the organization. Conflicts in the
workplace are also a sign of resistance to change in addition to
increased hostility. However, success in attaining the change
process will lead to content in the employees with an increased
level of confidence in the process and participation. Positive
reaction after completion of change, therefore, indicates
confidence and contentment with the process while negative
reactions including defiance is a sign of the failure of the
change process and lack of support.

Indexes Useful in Measuring and Quantifying Change
Measuring change management and quantifying the results
enables an organization to identify the progress registered.
However, this process is challenging with many organizations
failing in measuring the change in place. A number of
approaches are identified that may help in measuring change.
These include performance improvements. In some change
situations, the target objective of the organization is to register
an improvement in performance. If the problem in the
organization is the turnover of employees, measuring the
performance of the organization by reviewing the turnover rate
after instituting change measures reveals progress. Project KPI
is also known to provide a means of measuring and quantifying
changes the organization achieves. The Key Performance
Indicators (KPIs) may include improvement in sales comparing
the previous year with the current year (Prosci Change
Management, n.d.). Other indexes for measuring and
quantifying changes include the improved adherence to
timelines by employees, enhanced speed of execution of
procedures and processes, realization of benefits and associated
Return on Investments and adherence to the project plan
established. In addition to the above, measuring individual
performance is also part of the process with each employee
assessed differently on their contribution towards change.
Approaches such as adoption metrics, adherence, and
compliance reports, employee feedbacks, proficiency measures,
errors log and proficiency measures may help identify changes
and improvements in the employees of Walmart.
Communication Strategy
Communication is very important in the change process.
Communication ensures that all team members and stakeholders
understand the reason for the change and what should be
expected of them. It ensures there is clarity of what changes
will be done in an organization. It provides an opportunity for
stakeholders to give their views on how the change will affect
them as well as the organization. Stakeholder communication

strengthens mutual trust and benefits thus improving the
operations of an organization. Stakeholders can be consulted
either in ongoing bases or on project based. Their view must be
considered and take care of in the change process (Wright &
Robertson, 2016).
Communicate for Buy-In
Walmart Inc. will take various actions to communicate
the change to all stakeholders. The first step is clarifying
WIIFN to all stakeholders. The management may be aware of
the changes that the organization needs to undergo. But all
stakeholders may not be aware of them. This allows the
stakeholders to give their view and ideas. They could offer
important insight that can be used in the change process to make
it even better. It also shows that the organization respects and
cares for the stakeholders. This strengthens the relationship
between the management and the stakeholders improving the
operations of the organization.
The team will select credible leaders to deliver the message to
stakeholders. The people delivering the message should have
understood the change process very well and should have
credibility with the stakeholders. If a certain leader is
considered toxic by the people to receive the message then he
may not be the right person to deliver the message (Yehya &
Coombs, 2017). This message should be delivered by someone
who interacts freely by the stakeholders and is perceived to be
friendly. The person delivering the change message will also be
fully informed and committed to the change. He/she should also
be thoroughly prepared for the presentation.
The team will make the communication face to face. This is an
efficient form of communication compared to other platforms
such as email, twitter or broadcast announcements. This
message is so powerful that it needs face to face
communication. Facial expressions, body language and voice
inflection play a significant role in passing the message. It
helps the stakeholders to ask question which can be responded
immediately clearing the air and keeping rumors away. This

also builds a strong relationship between the change team and
the stakeholders. Using phones or emails wouldn’t provide an
opportunity for the development of good relationships (Melewar
et al., 2017).
Communication will be in cascade down and feedback up loop.
All communication delivered to the stakeholders will be
consistent. Providing inconsistent information could raise
questions about the credibility of the change. The first message
delivered in the first meeting will be supported by information
delivered to various departments and consequent meeting in the
department. All questions raised and other arising issues will be
fully addresses in the implementation phase. The feedback loop
will be used to communicate upwards about things that are
working and those that need adjustments for them to work
effectively. This will help the team to gain trust and support of
the stakeholders.
The team will keep communicating from the start of the change
process to the end. People don’t always accept change at once.
Some may accept and then get influenced by others and change
in the middle of the process. It is therefore important to keep
communicating to them to ensure that you are moving together.
Constant communication helps coordinate and sustain efforts to
make the change sustainable.
Stakeholders need to know the process is ongoing and that they
need to continue putting on their efforts to achieve the vision of
the change. Keep reminding them about the importance of the
change. The team will emphasize to the stakeholders that the
change is inevitable. Stakeholders need to be reminded that due
to various factors change is part of life. People change,
regulations change and technology change.
The organization must change some of its operations to align in
the industry’s new changes. The team will remind the
stakeholders how change in the past was rolled out and how
effective and beneficial it was to the organization. This will
create hope for the employees and all other stakeholders. The
person delivering the message must be articulate and have

convincing power to put more emphasis on the change (Steyn,
2018).
The team will also explain to the stakeholders that the change
will be experienced incrementally. This will take away any
doubts that the stakeholders may have on the change. It is
important for them to understand that the change does not take
place at once. The team will emphasize that the change will be
rolled out gradually and no one will be negatively affected. The
stakeholders will therefore be given enough time to adjust
themselves along the way. This allows everyone to build trust
and understand the change better. Implemented change in a very
short period of time may have adverse effects on the
stakeholders and therefore the change must consider their
welfare.
Another action that the team will take is maintaining a sense of
urgency. Change in organizations often encounters enormous
resistance. Part of this is because is implemented without the
right momentum. To overcome this resistance you need to create
the right momentum. Remind the stakeholders that the change is
not a choice the only thing they can do is decide how they react
to it. It becomes much easier to adjust the team once they have
gained the required momentum.
The team needs a lot of cooperating to begin the change
process. In that process you also inform them how success looks
like. The team will easily buy in the change idea once you
provide a clear score card for success.
Questionnaire
Name of Respondent
How are you satisfied with the organization’s communication
about change?
Do you prefer face to face communication or through other

means?
Do you read the company’s newsletter?
What is the good thing about communication in Walmart Inc?
Which source do you mostly receive company information
from?
How well do you think you know the organization?
What is you’re feeling about the information you receive?
Do you believe in change?
Do you think the change will have positive impact on the
organization?
What important information do you feel the organization should
communicate in the future?
Conclusion
In summary, Walmart Inc. should increase the sense of urgency
through the changing the traditional sales environment to an e-
commerce platform that promotes sales growth and
performance. The implementation of these change strategies
will be effective in promoting the long-term online sales
performance. For instance, the blending of shopping experience
is necessary to enhance sales performance as well as the e-
commerce program and initiatives. The implementation of the
shopping experience is useful in ensuring the integration of the
digital and traditional shopping experiences to improve sales
growth. Most importantly, effective communication between the
leaders and the work teams is also necessary. The collaboration
between the leaders and the work teams will help in promoting

the long-term performance of the company. Walmart will rely
on the sense of urgency strategies to implement a
comprehensive ecommerce strategy.
The vision of a company acts as its driving force and sense of
direction. The intentions of Walmart in attaining its vision have
seen the implementation of change strategies that contribute
towards customer satisfaction. Processes internally focused on
providing employees with a favorable environment have reduced
resistance to change allowing improvement in the quality of
services and products offered by the company. The end result of
these includes enhanced customer satisfaction and developed
brand loyalty that has maintained Walmart at the helm of the
retail industry for years. The attainment of future progress and
competitive advantage is part of the vision of the company
currently. The focus is on building an environment that ensures
continued innovation.
References
Elnaga, A. A., &Shammari, F. H. A. (2016). The impact of e-
commerce on business strategy: a literature review
approach. Journal of American Science, 12(5), 68-79.
Harrison, P. (2017). Communicating Change. In Exploring
Internal Communication (pp. 79-86). Routledge.
Hickman, C. R., & Silva, M. A. (2018). Creating excellence:
Managing corporate culture, strategy, and change in the new
age. London, UK: Routledge.
Hughes, M. (2016). Leading changes: Why transformation
explanations fail. Leadership, 12(4), 449-469.
Ryan, L. (2018, March 17). Ten Ways to Build Trust on Your
Team. Retrieved from
https://www.forbes.com/sites/lizryan/2018/03/17/ten-ways-
to-build-trust-on-your- team/#186e4b472445
Hao, M. J., & Yazdanifard, R. (2015). How Effective
Leadership can Facilitate Change in Organizations through
Improvement and Innovation. Global Journal of Management
and Business Research: A Administration and

Management, 15(9).
Lawrence, P. R. (1969, January 1). How to Deal With
Resistance to Change. Retrieved from
https://hbr.org/1969/01/how-to-deal-with-resistance-to-change
Prosci Change Management. (n.d.). Metrics for Measuring
Change Management. Retrieved from
https://www.prosci.com/resources/articles/measuring-change-
management-effectiveness-with-metrics
Wright, M., & Robertson, F. (2016). Creating an internal
communication strategy. In Gower Handbook of Internal
Communication (pp. 43-72). Routledge.
Yehya, N. A., & Coombs, W. T. (2017). Catalytic defiance as a
crisis communication strategy: The risk of pursuing long-term
objectives. Business Horizons, 60(4), 463-472.
Melewar, T. C., Foroudi, P., Gupta, S., Kitchen, P. J., &
Foroudi, M. M. (2017). Integrating identity, strategy and
communications for trust, loyalty and commitment. European
Journal of Marketing, 51(3), 572-604.
Steyn, B. (2018). Communication Strategy. The International
Encyclopedia of Strategic Communication, 1-12.
Autism Intervention Review Instructions
Being able to identify, critically review and appropriately apply
evidenc-based interventions is a critical aspect of special

education. For this assignment, you will practice this review
process. You are to select 1 intervention from the Autism
Interventions document and complete a critical review of the
strengths and weaknesses of the intervention and its generalized
value to children or adolescents with Autism Spectrum Disorder
(ASD). This review must include the following:
1. An introduction that outlines your personal philosophy of
education and alignment with your selected intervention.
2. A description of the intervention, including strengths and
weaknesses with references to support;
3. A critical review of the perceived effectiveness of the
intervention with references to support the evaluation of
effectiveness. Address if this intervention is considered to be
scientifically-based practice, a promising practice, or supported
with limited research practice;
4. A specific profile of a child with ASD who might respond
best to this intervention with an explanation of why.
5. 5–8 questions you would pose to help families and other
team members decide or whether or not this intervention method
is appropriate for a child with ASD;
6. A personal reflection response to your review discussing your
personal opinion and beliefs about this intervention.
The Intervention Review assignment must be between 5–8
pages, including introductory and closing paragraphs.
Additionally a title page and reference page must be included
which will not be counted towards the 5–8-page length
requirement. You must cite at least 6 references. Two of these
references must be the course textbook and the Bible.
Additional references may include other texts on autism or peer-
reviewed articles. References should be in current APA format.
A

UTISM
I
NTERVENTION
R
EVIEW
I
NSTRUCTIONS
evidenc
-
based interventions is a
critical aspect of special education. For this assignment, you
will practice this review process.
You are to select 1 intervention
from the
Autism Interventions
document
and complete a critical
review of the strengths and weakness
es of the intervention and its generalized value to children
or adolescents with Autism Spectrum Disorder (ASD). This
review
must
include
the following:
1.
An introduction that outlines your personal philosophy of
education and alignment with

your selected i
ntervention.
2.
A description of the intervention, including strengths and
weaknesses with references to
support
;
3.
A critical review of the perceived effectiveness of the
intervention with references to
support the evaluation of effectiveness.
Address if this
intervention is considered to be
scientifically
-
based practice, a promising practice
,
or supported with limited research
practice
;
4.
A specific profile of a child with ASD who might respond best
to this interven
tion with
an explanation of why
.

5.
5
–
8
questions you would pose to help families and other team
members
decide or
whether or not this intervention method is appropriate for a
child with ASD
;
6.
A personal reflection response to your review discussing your
personal opinion and
beliefs about this i
ntervention.
The Intervention Review assignment
must
be between 5
–
8 pages, including introductory and
closing paragraphs. Additionally a title page and reference page
must
be included which
will
not
be counted towards the 5
–

8
-
page length requirement.
You
must cite at least 6 references
.
Two of
these references must be the course textbook and the Bible.
Additional references may include
other texts on autism or peer
-
reviewed articles.
References should be in current APA format.
AUTISM INTERVENTION REVIEW INSTRUCTIONS
evidenc-based interventions is a
critical aspect of special education. For this assignment, you
will practice this review process.
You are to select 1 intervention from the Autism Interventions
document and complete a critical
review of the strengths and weaknesses of the intervention and
its generalized value to children
or adolescents with Autism Spectrum Disorder (ASD). This
review must include the following:
1. An introduction that outlines your personal philosophy of
education and alignment with
your selected intervention.
2. A description of the intervention, including strengths and

weaknesses with references to
support;
3. A critical review of the perceived effectiveness of the
intervention with references to
support the evaluation of effectiveness. Address if this
intervention is considered to be
scientifically-based practice, a promising practice, or supported
with limited research
practice;
4. A specific profile of a child with ASD who might respond
best to this intervention with
an explanation of why.
5. 5–8 questions you would pose to help families and other
team members decide or
whether or not this intervention method is appropriate for a
child with ASD;
6. A personal reflection response to your review discussing your
personal opinion and
beliefs about this intervention.
The Intervention Review assignment must be between 5–8
pages, including introductory and
closing paragraphs. Additionally a title page and reference page
must be included which will not
be counted towards the 5–8-page length requirement. You must
cite at least 6 references. Two of
these references must be the course textbook and the Bible.
Additional references may include
other texts on autism or peer-reviewed articles. References
should be in current APA format.

EDSP 377Autism Interventions1. Applied Behavior Analysis (ABA).docx

EDSP 377Autism Interventions1. Applied Behavior Analysis (ABA).docx

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EDSP 377Autism Interventions1. Applied Behavior Analysis (ABA).docx