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One page only please Activity Context This discussion helps you develop the skills to master the following course competency: Evaluate the leader's responsibility to prepare the self for work in a competitive, complex, and diverse workplace. Activity Instructions This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders. Revisit PepsiCo's leadership development program, and evaluate its capacity to foster the "leading from behind" skills ("Where Will We Find Tomorrow's Leaders?," 2008, p. 126). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post: Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process? Does the program support an outside-in or an inside-out focus (imposed or self-generated)? Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system? Does the program develop cultural intelligence? Response Guidelines Respond to two of your peers. In your responses to your colleagues, analyze the implications of the PepsiCo program in regard to whether the assessment of the variables presented by colleagues actually develops the self as you would wish the self to evolve as a global leader. Reference Where will we find tomorrow's leaders? (2008). Harvard Business Review, 86 (1), 123–129. .
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Need to be between 200 to 250 words. This discussion will help y.docx
Need to be between 200 to 250 words.
This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders.
Revisit PepsiCo's leadership development program, and evaluate its capacity to foster the "leading from behind" skills ("Where Will We Find Tomorrow's Leaders?," 2008, p. 126). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post:
Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process?
Does the program support an outside-in or an inside-out focus (imposed or self-generated)?
Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system?
Does the program develop cultural intelligence?
.
Activity InstructionsThis discussion will help you build skill in .docx
Activity Instructions
This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders.
Revisit PepsiCo's leadership development program. Evaluate its capacity to foster the "leading from behind" skills (Hill & Hemp, 2008, p. 3 ). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post:
Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process?
Does the program support an outside-in or an inside-out focus (imposed or self-generated)?
Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system?
Does the program develop cultural intelligence?
.
NEW DATES!!! International Leadership Master Class Retreat London June 9 ...
NEW DATES!!! International Leadership Master Class Retreat London June 9 ...Institute for Leadership and Global Education (ILGE)
Invitation!! International Leadership Master Class Retreat - London May 26 - 29, 2014
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Please join us for an inspirational and transformational experience surely to renew and reinvigorate us all for challenging days ahead.
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chapter 8 Performance Management and Employee Develo
chapter
8
Performance
Management and
Employee Development
One of the tests of leadership is the ability to recognize
a problem before it becomes an emergena;.
- Arnold H. Glasow
Learning Objectives
By t he end of this cha pter, you will be able to do t he following:
1. Design your own personal developmental plan that ad·
dresses how you can continually learn and grow in the
next year, how you can do better in the future. how you
can avoid performance problems faced in the past. and
where you are now and where you would like to be in
terms of your ca reer path.
2. Formulate a developmental plan so you can improve your
own reflective, communicative, and behavioral ca reer
competencies.
3. Prepa re a developmental plan that includes professional
development needs, resources/support needed, and a
ti meline for meeting each need with the goals of improving
performance in current position, sustaining performance in
current position. preparing employees for advancement .
and enriching the employee's work experience.
4. Produce a development plan that includes a range of
activities (e.g .. on-the-job training, courses. self-guided
studying, mentoring. attending a conference or trade
show. mixing with the best. job rotation. getting a degree).
5. Propose a developmental plan that highlights the key role
of the supervisor as a guide and facilitator of the devel-
opmental process (e.g., explaining what is required of the
employee to reach a required performance level. referring
to appropriate developmental activiti es. reviewing and
making suggestions about developmental objectives).
6. Implement a multisource (i.e .. supervisors. peers. self, di-
rect reports. customers) feedback system with the goal of
providing feedback on and improving performance.
7. Implement multisource feedback systems t hat takes ad-
vantage of all of its benefits (e.g .• increased awareness
of expectations. improved performance, reduced " undis-
cussables" and defensiveness).
8. Implement multisource feedback systems that minimize
potential risks and pitfalls (e.g .• could hurt employees' feel·
ings. individuals may feel uncomfortable with the system and
believe they will not be rated honesHy and treated fairly, is un·
likely to work well in organizations that have highly hierarchical
cultures that do not support open and honest feedback).
225
226 Part Ill Employee and Leadership Development
Part I of this text described strategic and macro-organizational issues in designing
a performance management system. Part II described operational and technical
details on how to roll out and implement the system. As is mentioned throughout
this book, employee development is a key result of state-of-the-science performance
management systems. Accordingly, Part III incl udes two chapters dealing with
developmental issues and pertains to two key stakeholders in the developmental
process: (1) the employees of the organizati ...
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Integrate corporate culture and
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PRACTITIONER PROFILE
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September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
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FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
Leadership Development Program with LS-Leadership Support.pdf
Leadership Development Program with LS-Leadership Support.pdf
Recommended
Need to be between 200 to 250 words. This discussion will help y.docx
Need to be between 200 to 250 words.
This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders.
Revisit PepsiCo's leadership development program, and evaluate its capacity to foster the "leading from behind" skills ("Where Will We Find Tomorrow's Leaders?," 2008, p. 126). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post:
Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process?
Does the program support an outside-in or an inside-out focus (imposed or self-generated)?
Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system?
Does the program develop cultural intelligence?
.
Activity InstructionsThis discussion will help you build skill in .docx
Activity Instructions
This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders.
Revisit PepsiCo's leadership development program. Evaluate its capacity to foster the "leading from behind" skills (Hill & Hemp, 2008, p. 3 ). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post:
Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process?
Does the program support an outside-in or an inside-out focus (imposed or self-generated)?
Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system?
Does the program develop cultural intelligence?
.
NEW DATES!!! International Leadership Master Class Retreat London June 9 ...
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Theme: “Building Sustainable Leadership: Key to 21st Century Personal and Organizational Success”
Please join us for an inspirational and transformational experience surely to renew and reinvigorate us all for challenging days ahead.
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chapter 8 Performance Management and Employee Develo
chapter
8
Performance
Management and
Employee Development
One of the tests of leadership is the ability to recognize
a problem before it becomes an emergena;.
- Arnold H. Glasow
Learning Objectives
By t he end of this cha pter, you will be able to do t he following:
1. Design your own personal developmental plan that ad·
dresses how you can continually learn and grow in the
next year, how you can do better in the future. how you
can avoid performance problems faced in the past. and
where you are now and where you would like to be in
terms of your ca reer path.
2. Formulate a developmental plan so you can improve your
own reflective, communicative, and behavioral ca reer
competencies.
3. Prepa re a developmental plan that includes professional
development needs, resources/support needed, and a
ti meline for meeting each need with the goals of improving
performance in current position, sustaining performance in
current position. preparing employees for advancement .
and enriching the employee's work experience.
4. Produce a development plan that includes a range of
activities (e.g .. on-the-job training, courses. self-guided
studying, mentoring. attending a conference or trade
show. mixing with the best. job rotation. getting a degree).
5. Propose a developmental plan that highlights the key role
of the supervisor as a guide and facilitator of the devel-
opmental process (e.g., explaining what is required of the
employee to reach a required performance level. referring
to appropriate developmental activiti es. reviewing and
making suggestions about developmental objectives).
6. Implement a multisource (i.e .. supervisors. peers. self, di-
rect reports. customers) feedback system with the goal of
providing feedback on and improving performance.
7. Implement multisource feedback systems t hat takes ad-
vantage of all of its benefits (e.g .• increased awareness
of expectations. improved performance, reduced " undis-
cussables" and defensiveness).
8. Implement multisource feedback systems that minimize
potential risks and pitfalls (e.g .• could hurt employees' feel·
ings. individuals may feel uncomfortable with the system and
believe they will not be rated honesHy and treated fairly, is un·
likely to work well in organizations that have highly hierarchical
cultures that do not support open and honest feedback).
225
226 Part Ill Employee and Leadership Development
Part I of this text described strategic and macro-organizational issues in designing
a performance management system. Part II described operational and technical
details on how to roll out and implement the system. As is mentioned throughout
this book, employee development is a key result of state-of-the-science performance
management systems. Accordingly, Part III incl udes two chapters dealing with
developmental issues and pertains to two key stakeholders in the developmental
process: (1) the employees of the organizati ...
Nurturing Tomorrow’s Leaders_ The Power of Emerging Leaders Programs.pdf
Emerging Leaders Programs (ELPs) have emerged as instrumental initiatives for identifying, nurturing, and empowering high-potential individuals to assume leadership roles within their organizations.
The work of HR part two the flow ofinformation and work.docx
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
Leadership Development Program with LS-Leadership Support.pdf
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Ash edu 675 week 3 dq 1 leadership conference poster session
edu 675 week 3 assignment ongoing analysis and reflection new,edu/675 week 3,ash edu 675 week 3 dq 1edu/675,ash edu/675,ash edu 675 week 3 assignment,edu 675 entire course,edu 675 week 3 assignment,edu 675 new,edu 675 week 3 help,edu 675 week 3 tutorials
A TYPICAL DESIGNTo illustrate a program focused on individual de.docx
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To illustrate a program focused on individual development, we use the example of a leadership course designed for a manufacturing company. The company had a long history of promoting leadership development and had recently become concerned about building a cadre of “change-agent” leaders capable of coping with the accelerating pace of innovation in the industry. Two professors from a leading business school, experts in leadership, were called in to design a program around the leadership competencies required to effect organizational change. Together the professors and company sponsors produced and delivered a four-day learning experience structured around three distinct modules: the leader’s role in change, skills for implementing change, and motivational and empowerment practices.
At the start of day one, participants received survey feedback from a dozen of their workplace colleagues (superiors, peers, and subordinates). This feedback was structured so that the competency categories that were reported corresponded with each of the course’s three themes. This ensured that participants could personally gauge their strengths and weaknesses against the competencies described in the modules about to be taught. It was assumed that feedback early in the course would stimulate the participants’ desire to learn.
Following this feedback and a personal review session with an onsite coach, the program began with a module on leadership vision and change. Using a series of case studies from companies such as General Electric, Microsoft, and the Virgin Group, participants learned lessons about core leadership concepts such as strategic vision, unconventional market perspectives, and environmental scanning for opportunities. During course discussions, the professors encouraged participants to share their own experiences. This created dialogue that allowed the core concepts to be applied to the individuals’ own leadership challenges and personal work situations.
A second module was presented in days two and three that emphasized skills required for implementing change. Another series of case studies illustrated how effective leaders at several companies had successfully orchestrated large-scale organizational change. For example, participants explored the successful turnaround of the international advertising agency Ogilvy & Mather by its senior leader Charlotte Beers. This case study taught lessons about the process of developing a strategic vision and ways to implement the vision once it was defined. Experiential exercises were used to teach communications and influence skills. A portion of day three and all of day four explored the remaining themes of motivation and empowerment—again using experiential exercises and case discussions as the principal vehicles for conveying lessons and insight. Participants learned about the personal philosophies that leaders often draw on in their efforts to empower others, and about the importance of lea.
Leadership Development Process - InspireOne - Redefining Learning Journeys
Development & Business results are interlinked comprehensively. Unless business leaders &
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support this linkage, a virtual tug of war will pull
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One significant industrial hygiene related situation that occurred i.docx
One significant industrial hygiene related situation that occurred in the not too distant past involved workers at a microwave popcorn facility who were diagnosed with a debilitating lung disease known as bronchiolitis obliterans. The industrial hygiene and public health community was somewhat taken off guard when a number of workers suffered severe, irreparable lung dysfunction at a Missouri popcorn plant. After all, these folks didn’t work with what had traditionally been identified as highly hazardous substances. They worked with food products and butter flavorings. In the early 2000s this was considered an emerging issue. A lot has been learned about butter flavorings over the years. However, the substance identified as Diacetyl and similar products used as food flavorings continue to be a significant issue and are identified as primary culprits behind several clusters of bronchiolitis obliterans tied to workers at food processing facilities that use butter flavoring.
Using APA format, please provide a minimum of a 2 page article review in which you will: Identify the primary issue and why it is still a problem in industry more than a decade after the hazard was identified? Discuss progress with establishing exposure limits. Discuss steps that food industry companies like microwave popcorn manufacturers can take to limit employee exposure, making sure to consider the hierarchy of controls in your assessment. What is the role of the industrial hygienist in helping to control exposure?
.
One paragraphData Information Decision Please respond to the fo.docx
One paragraph
"Data Information Decision" Please respond to the following:
With the obvious pace of current technology development, data continues to grow daily. Imagine that you are a Database Administrator for a large organization. Identify the primary decisions a Database Administrator must make in order to manage such data, maintain data integrity, and maintain a database at its most ideal level. Provide a rationale for your response.
Suppose you are also in charge of securing your organization’s data. Identify at least two (2) data security measures that you believe are necessary to prevent data security issues. Justify your response.
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One significant industrial hygiene related situation that occurred in the not too distant past involved workers at a microwave popcorn facility who were diagnosed with a debilitating lung disease known as bronchiolitis obliterans. The industrial hygiene and public health community was somewhat taken off guard when a number of workers suffered severe, irreparable lung dysfunction at a Missouri popcorn plant. After all, these folks didn’t work with what had traditionally been identified as highly hazardous substances. They worked with food products and butter flavorings. In the early 2000s this was considered an emerging issue. A lot has been learned about butter flavorings over the years. However, the substance identified as Diacetyl and similar products used as food flavorings continue to be a significant issue and are identified as primary culprits behind several clusters of bronchiolitis obliterans tied to workers at food processing facilities that use butter flavoring.
Using APA format, please provide a minimum of a 2 page article review in which you will: Identify the primary issue and why it is still a problem in industry more than a decade after the hazard was identified? Discuss progress with establishing exposure limits. Discuss steps that food industry companies like microwave popcorn manufacturers can take to limit employee exposure, making sure to consider the hierarchy of controls in your assessment. What is the role of the industrial hygienist in helping to control exposure?
.
One paragraphData Information Decision Please respond to the fo.docx
One paragraph
"Data Information Decision" Please respond to the following:
With the obvious pace of current technology development, data continues to grow daily. Imagine that you are a Database Administrator for a large organization. Identify the primary decisions a Database Administrator must make in order to manage such data, maintain data integrity, and maintain a database at its most ideal level. Provide a rationale for your response.
Suppose you are also in charge of securing your organization’s data. Identify at least two (2) data security measures that you believe are necessary to prevent data security issues. Justify your response.
.
ONE PARAGRAPHThe American Historical Association defines histor.docx
ONE PARAGRAPH:
The American Historical Association defines history as "the never-ending process whereby people seek to understand the past and its meaning." Do you think everyone seeks to understand the past and its meaning? Why is this so important to some people? Elaborate.
ONE PARAGRAPH:
Do you agree with Michael Parenti when he says, "Imperialism has been the most powerful force in world history over the last four or five centuries, carving up whole continents while oppressing indigenous peoples and obliterating entire civilizations?" Support your argument, either for or against Parenti's statement, by giving examples of the interaction between Western industrial powers and traditional, non Western societies. Were these contacts essentially positive or negative?
.
one page 5 paragraph .You’re going to be talking about idea of .docx
one page
5 paragraph
.You’re going to be talking about idea of gender performativity here. A definition of gender performativity is given by Talbot, who quotes Butler (Talbot, p. 205):
“Gender is the repeated stylization of the body, a set of repeated acts within a highly rigid regulatory frame that congeal over time to produce the appearance of substance, of a natural sort of being.”
Part A)
Explain
what this quotation means .
Part B) Then consider this idea of gender performativity in relationship to
language use
as it plays out in
four
of the articles listed below.
1) Cameron’s “Performing gender identity”
2) Hall’s “Lip service on the fantasy lines”
3) Hall’s “Boys’ talk”
4)
Barrett’s “African American drag queens”
.
one page 300 words due in 4 hours from now,Your supervisor, Ms..docx
one page /300 words due in 4 hours from now
,
Your supervisor, Ms. Harris, possesses a bachelor's of social work (B.S.W.) degree and is working on her master's degree in social work (M.S.W.) by going to school at night on a part-time basis. Prior to accepting the position at the pretrial diversion program, she worked in a community mental health clinic providing services to low-income families. You have your bachelor's degree in criminal justice behind you and your internship with the pretrial diversion program is halfway completed. You and Ms. Harris have had some intense discussions about human service practice in general and human service practice in the criminal justice field in particular.
You decide that you will chart the similarities and differences between the two and present a detailed outline to her comparing and contrasting the two. A detailed outline is in the traditional form of an outline; however, the text will contain sentences as opposed to single words or phrases. In your detailed outline, you should cover the following topics:
Identify 2 ways in which human service practice is different in the mental health setting versus the criminal justice setting (you may use any venue in the criminal justice setting for comparison, such as prison, jail, juvenile detention, pretrial diversion, parole, probation, etc.).Identify 2 ways in which human service practice is similar in the mental health setting versus the criminal justice setting (you may use any venue in the criminal justice setting for comparison, such as prison, jail, juvenile detention, pretrial diversion, parole, probation, etc.).What role does human service practice play in the pretrial diversion setting specifically?At what point, if any, does human service practice in the mental health setting converge on the pretrial diversion setting?
You should cite all sources using APA style format, and include a reference section at the end of your submission.
Up to 300 words times new Roman,12 font
.
One of the very first cases that caught Freud’s attention when he wa.docx
One of the very first cases that caught Freud’s attention when he was starting to develop his psychoanalytic theory was that of Anna O, a patient of fellow psychiatrist Josef Breuer. Although Freud did not directly treat her, he did thoroughly analyze her case as he was fascinated by the fact that her hysteria was “cured” by Breuer. It is her case that he believes was the beginning of the psychoanalytic approach.
Through your analysis of this case, you will not only look deeper into Freud’s psychoanalytic theory but also see how Jung’s neo-psychoanalytic theory compares and contrasts with Freud’s theory.
Review the following:
The Case of Anna O.
One of the first cases that inspired Freud in the development of what would eventually become the Psychoanalytic Theory was the case of Anna O. Anna O. was actually a patient of one of Freud’s colleagues Josef Breuer. Using Breuer’s case notes, Freud was able to analyze the key facts of Anna O’s case.
Anna O. first developed her symptoms while she was taking care of her very ill father with whom she was extremely close. Some of her initial symptoms were loss of appetite to the extent of not eating, weakness, anemia, and development a severe nervous cough. Eventually she developed a severe optic headache and lost the ability to move her head, which then progressed into paralysis of both arms. Her symptoms were not solely physical as she would vacillate between a normal, mental state and a manic-type state in which she would become extremely agitated. There was even a notation of a time for which she hallucinated that the ribbons in her hair were snakes.
Toward the end of her father’s life she stopped speaking her native language of German and instead only spoke in English. A little over a year after she began taking care of her father he passed away. After his passing her symptoms grew to affect her vision, a loss of ability to focus her attention, more extreme hallucinations, and a number of suicidal attempts (Hurst, 1982).
Both Freud and Jung would acknowledge that unconscious processes are at work in this woman's problems. However, they would come to different conclusions about the origin of these problems and the method by which she should be treated.
Research Freud’s and Jung’s theories of personality using your textbook, the Internet, and the Argosy University online library resources. Based on your research, respond to the following:
Compare and contrast Freud's view of the unconscious with Jung's view and apply this case example in your explanations.
On what specific points would they agree and disagree regarding the purpose and manifestation of the unconscious in the case of Anna?
How might they each approach the treatment of Anna? What might be those specific interventions? How might Anna experience these interventions considering her history?
Write a 2–3-page paper in Word format.
.
one page 300 words due in 6 hours from now,Your supervisor, Ms..docx
one page /300 words due in 6 hours from now
,
Your supervisor, Ms. Harris, possesses a bachelor's of social work (B.S.W.) degree and is working on her master's degree in social work (M.S.W.) by going to school at night on a part-time basis. Prior to accepting the position at the pretrial diversion program, she worked in a community mental health clinic providing services to low-income families. You have your bachelor's degree in criminal justice behind you and your internship with the pretrial diversion program is halfway completed. You and Ms. Harris have had some intense discussions about human service practice in general and human service practice in the criminal justice field in particular.
You decide that you will chart the similarities and differences between the two and present a detailed outline to her comparing and contrasting the two. A detailed outline is in the traditional form of an outline; however, the text will contain sentences as opposed to single words or phrases. In your detailed outline, you should cover the following topics:
Identify 2 ways in which human service practice is different in the mental health setting versus the criminal justice setting (you may use any venue in the criminal justice setting for comparison, such as prison, jail, juvenile detention, pretrial diversion, parole, probation, etc.).Identify 2 ways in which human service practice is similar in the mental health setting versus the criminal justice setting (you may use any venue in the criminal justice setting for comparison, such as prison, jail, juvenile detention, pretrial diversion, parole, probation, etc.).What role does human service practice play in the pretrial diversion setting specifically?At what point, if any, does human service practice in the mental health setting converge on the pretrial diversion setting?
You should cite all sources using APA style format, and include a reference section at the end of your submission.
Up to 300 words times new Roman,12 font
.
One page paper. The topics are Tributary Systems, Slavery and the .docx
One page paper. The topics are
Tributary Systems, Slavery and the Atlantic World, Liberal Revolutions. Talk about
what make transitions happened in human life in 17th, 18th, 19th politics or economy? Which one driven the change in history? How was the transition from Peasant to laborer
? From elite to employer?mentioned main events that make this happen? also, Mention Events haapened in that time? I wiil attch files and take the information from the attchments.
.
one or two paper due Sunday here is the instructionCozy Val.docx
one or two paper due Sunday
here is the instruction:
Cozy Valley is a small rural community with 2,200 residents. River Bend, population 46,000, is located 14 miles to the Northeast (18 minute drive time). Deer Park, population 3,000, located 12 miles to the North (15 minutes drive time) is the closest community of comparable size. Spring Fores, population 8,000, is located 15 miles to the East (17 minutes drive time(. River Bend has a full-time paid Fire-EMS department. Deer Park and Spring Forest both have active volunteer Fire-EMS departments with ALS coverage on about one-half of their responses. Cozy Valley has no EMS rescue service and the volunteer fire service has decided to implement one. The first assigned task is to draft a mutual aid agreement proposal for River Bend to present to the surrounding communities. (
Hint: it is easy to obtain a model mutual aid agreement from the Internet.
)
i need great professional writer
.
one page lab report on Co2 emmisions on my environmental science. T.docx
one page lab report on Co2 emmisions on my environmental science. T
THE SECOND ATTACHMENT IS A EXAMPLE OF A LAB REPORT I GOT AN A GRADE on.
http://www3.epa.gov/climatechange/ghgemissions/gases/co2.html
http://timeforchange.org/mitigate-global-warming-effects-temperature-simulation
http://earthobservatory.nasa.gov/Features/CarbonCycle/page5.php
.
One of the things we do in IT is use technology to match people up. .docx
One of the things we do in IT is use technology to match people up. The blizzard has put a bunch of people in need of help. We are going to use IT to go help someone. You are welcome to do this in a group.
1) Assess what you can do, don't go volunteer to shovel snow if its going to put you into the ER.
2) Pick a volunteer site like snowcrew.org and find a volunteer opportunity
3) Go do it and take a photo of you doing it.
4) write a brief thing saying what you did, why you chose that volunteer opportunity and what you liked/didn't like about the IT involved. (400 words)
but i have question can you tell me how can i take picture?
.
One of the most contentious issues that divide conservatives and lib.docx
One of the most contentious issues that divide conservatives and liberals is the size of government. Conservatives often argue that government has bloated beyond any reasonable extent, while liberals frequently see a larger government role in society — thus requiring a larger federal bureaucracy. Do you believe that the size of the federal bureaucracy has kept pace with the increasing demands on government? Would Americans trade lower taxes for a much smaller federal government, even if there was a decrease in public services for ordinary citizens? Are claims that the United States is burdened by "so-called" big government mistaken, or should government be enlarged to meet the expanding needs of a growing nation? Respond to at least two of your classmates’ postings.
.
One of the most common questions the general public asks about intim.docx
One of the most common questions the general public asks about intimate partner violence (ipv) is "Why does she stay?" Several important factors need to be mentioned in this regard. First, women do leave abusive relationships. In fact, they leave and return multiple times. (
Be wary of any resource that quotes an exact or average number of times that survivors leave. The reality is that we really don't know, other than it appears to be multiple times for many women
.)
Second, when someone asks "Why doesn't she leave?" they are making the very dangerous mistake of assuming that to leave a violent relationship will cause the violence to cease. According to the American Psychological Association Presidential Task Force on Violence and the Family (1996), "Many people still believe that the problem of battering can be solved by separation, but the risk of serious or lethal violence may actually increase after separation" (39).
The greatest risk for serious injury or death from violence is at the point of separation or at the time when the decision to separate is made. Data from a U.S. Department of Justice national Crime Victimization Survey indicates that among women who were victims of violent assault by an intimate partner, women reported that the offender was an ex-spouse almost half as many times as they reported that the offender was a spouse" (American Psychological Association Presidential Task Force on Violence and the Family, 1996, p. 39). The reality is that for a large number of survivors to leave a violent relationship does not make things better, rather, it makes things worse. Please see the attached handout,
Examples of the Types of Violence Occuring At Separation
(linked below)
.
A third factor to be considered in this discussion involves the very nature of the question "Why does she stay?" Very rarely do people ask, "Why does he batter?, or "Why doesn't he leave?" Many grassroots activists and feminists believe that to ask "Why does she stay?" is actually victim blaming and fails to hold the abuser accountable for his behavior.
In
Module 1
, Lawrence Green and his colleagues identified three types of factors that can affect the help-seeking process by either encouraging or discouraging action:
Predisposing factors
– attitudes, perceptions, or beliefs that either facilitate or hinder personal motivation to act
Enabling factors
--factors that either help by their presence or hinder by their absence like the ability to obtain necessary assistance (limited facilities, inadequate personnel, lack of funds)
Reinforcing factors
– characteristics of services or attitudes of caregivers that assist in decision-making like the feedback or attention received.
Linked below is the handout
Barriers to Leaving
which outlines numerous factors or "barriers" that should be considered when examining the difficulties in leaving an abusive relationship. This list of barriers can be combined with Green’s et. al. work to help explain the cha.
Once an individual has become a victim of a crime, there is the myst.docx
Once an individual has become a victim of a crime, there is the mystique of the victim not knowing how the criminal justice system operates and what role the victim plays in the system. The police chief of Anytown Police Department has tasked you to put together an instructional document that would explain to a victim about the criminal justice system. Your are tasked with compiling this document.
Draft a paper that depicts the various roles and responsibilities of the various components of the criminal justice system as they relate to victims: law enforcement, the courts, and corrections. Include what civil proceedings a victim may seek against an offender. Finally, include a section that describes a victim’s advocacy program, as well as highlights the services and activities provided to crime victims.
Your paper should contain the following sections discussing each in reference to victims, roles, and responsibilities:
Law enforcement
Courts
Corrections
Civil Court proceedings
Victim’s advocacy programs
Be sure to reference all sources using APA style.
.
On which issue are the stage theories of Erikson and Piaget in agr.docx
On which issue are the stage theories of Erikson and Piaget in agreement?
A.whether all people reach the highest stages.
B.whether the stages represent hierarchic integrations.
C.whether biological maturation is a powerful force.
D.whether the stages are qualitatively different
Erikson's stages, compared to Piaget's stages, are:
A.more universal.
B.more difficult to attain.
C.more maturationally governed.
D.all of the above.
In therapy with severely disturbed children, one of Mahler's most common goals was:
A.to promote a more pleasurable symbiosis.
B.to increase the infant's independence.
C.to overcome internal object constancy.
D.to teach the child essential social skills.
According to the text, the most significant criticism of Mahler's theory has to do with:
A.the phase of normal autism.
B.the phase of normal symbiosis.
C.the neglect of fathers' role in development.
D.the absence of statistic data.
Mahler's concept of object constancy:
A.has little to do with Piaget's concept.
B.means overcoming the world of make-believe.
C.is a prerequisite to basic trust.
D.is an internal image of the mother.
The text criticizes Bettelheim for:
A.lack of clarity on the concept of autonomy.
B.encouraging too much unsocial behavior.
C.not providing statistical reports beyond his impressions.
D.failing to recognize the importance of behavioral approaches
According to the text, research suggests childhood amnesia:
A.really exists.
B.isn't well-documented.
C.is valid prior to the age of 2 years.
D.is still just a tentative hypothesis.
Compared to most developmental psychologists, Schachtel was:
A.maturational.
B.environmental.
C.cognitive.
D.phenomenological.
Jung believed that depression in mid-life is basically:
A.a natural part of development.
B.due to social failure.
C.self-punishment.
D.the work of the animus principle.
According to Jung, what is not true of archetypes?
A.they are basically unknowable.
B.they are universal tendencies in all of us.
C.they include the Self.
D.they reside in the personal unconscious.
In Jung's view,
A.development in the first half of life is naturally one-sided.
B.adults should get beyond the Self.
C.people should remain youthful as they grow older.
D.images of the afterlife interfere with individuation.
Children's early negatives suggest that:
A.child language is different from adult language.
B.language acquisition matures at an incredible speed.
C.the principle of structure dependence is indeed valid.
D.all of the above.
One of Chomsky's basic disagreements with Piaget concerns the extent to which language:
A.involves symbols.
B.is spontaneously created by the child.
C.is a specialized activity.
D.possesses universal properties.
Which research has most seriously challenged Chomsky?
A.parents' simplified speech to young children.
B.parental feedback to children's.
On October 1, 2015, Santana Rey launched a computer services company.docx
On October 1, 2015, Santana Rey launched a computer services company called Business
Solution
s, which provides consulting services, computer system installations, and custom program development. Rey adopts the calendar year for reporting purposes and expects to prepare the company’s first set of financial statements on December 31, 2015. The company’s initial chart of accounts follows.
.
On Monday, February 29, 2016 301 PM, [email protected] [.docx
On Monday, February 29, 2016 3:01 PM, "
[email protected]
" <
[email protected]
> wrote:
Do you need me to send the information about the Wanderer? this teacher is very picky so please use MLA format and cites please . thanks
On Monday, February 29, 2016 2:57 PM, "
[email protected]
" <
[email protected]
> wrote:
“The Wanderer” Questions
Answer the following questions in complete sentences. Use examples from the poem when appropriate.
1)
Identify the
two
speakers in the poem. Does this change affect the poem?
2)
Identify two lines/images that represent the theme of isolation and despair (give the line numbers).
3)
Why is the speaker “wandering” alone? What is he looking for?
4)
What does the wanderer dream about? Why is this significant?
5)
What is the speaker’s attitude towards wisdom? (Line 52-69)
6)
A
homily
is a statement(s) that gives general advice pertaining to conduct and morals
. What does our wanderer say a wise, good man should do?
7)
Analyze lines 77-79. What structures is the wanderer talking about? Why are these structures significant? (Hint: consider what they represent to him.)
8)
Analyze lines 94-102. What is the overall message of these lines? Why is it significant to our wanderers place in life now?
9)
In the last few lines the narrator returns. What is the narrator’s reaction to the wanderer’s speech? What is the narrator’s message to the wanderer?
10)
Give an example of a caesura and kenning from the poem.
“The Wanderer” Plot Points:
1)
Man exiled on a cold sea
2)
Friends died around him
3)
Failing spirit (no one’s left) – won’t unlock himself to anyone
4)
Looking for another lord
5)
Dreams of what was… grieving
6)
Feelings toss like the sea
7)
What is a wise man/ a brave man (wisdom comes with experience)
8)
All is gone like it never even was there
9)
Memorials are the only things left
10)
Guard your faith!!! You’re never alone with God
Theme: exile, destruction of self when alone,
.
On January 28, 1986, the Space Shuttle Challenger was destroyed upon.docx
On January 28, 1986, the Space Shuttle Challenger was destroyed upon launch from Cape Canaveral, Florida killing all seven astronauts on board. Conduct a literature and an Internet search on the topics of the Challenger disaster and groupthink. Then, discuss how groupthink might have created decision-making problems for NASA and its booster contractor. Cite at least two sources in your answer.
.
On January 1, 2014, Lennon Industries had stock outstanding as follo.docx
On January 1, 2014, Lennon Industries had stock outstanding as follows.
6% Cumulative preferred stock, $100 par value, issued and outstanding 10,000 shares
$1,000,000
Common stock, $10 par value, issued and outstanding 200,000 shares
2,000,000
To acquire the net assets of three smaller companies, Lennon authorized the issuance of an additional 160,000 common shares. The acquisitions took place as shown below.
Date of Acquisition
Shares Issued
Company A April 1, 2014
50,000
Company B July 1, 2014
80,000
Company C October 1, 2014
30,000
On May 14, 2014, Lennon realized a $90,000 (before taxes) insurance gain on the expropriation of investments originally purchased in 2000.
On December 31, 2014, Lennon recorded net income of $300,000 before tax and exclusive of the gain.
Instructions
Assuming a 50% tax rate, compute the earnings per share data that should appear on the financial statements of Lennon Industries as of December 31, 2014. Assume that the expropriation is extraordinary
.
On December 1, 2016, Geneva Jordan opened her new business with the .docx
On December 1, 2016, Geneva Jordan opened her new business with the following assets and liabilities. Complete the accounting equation for the firm.
Accounts Payable
$
1,100
Prepaid Rent
$
6,000
Cash
3,950
Loans Payable
15,500
Equipment
26,200
Supplies
1,250
Complete the accounting equation for the firm.
Assets
$ [removed]
=
Liabilities
$ [removed]
+
Owner’s Equity
$ [removed]
.
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- 1. One page only please Activity Context This discussion helps you develop the skills to master the following course competency: Evaluate the leader's responsibility to prepare the self for work in a competitive, complex, and diverse workplace. Activity Instructions This discussion will help you build skill in evaluating the interdependent variables that impact the value and trajectory of global leadership development programs in terms of their effectiveness in fostering deep self-awareness and growth as well as cultural intelligence and nonlinear systems thinking. Part of the evaluation will involve the sets of interdependent variables that are built into the paths that enhance skills for global leaders. Revisit PepsiCo's leadership development program, and evaluate its capacity to foster the "leading from behind" skills ("Where Will We Find Tomorrow's Leaders?," 2008, p. 126). Look specifically at variables such as cultural intelligence, nonlinear systems thinking, self-awareness, and growth. Include answers to the following questions in your post: Does the PepsiCo program challenge existing assumptions about what leaders should be in such a way as to empower a more self-directed and self-selected leadership development trajectory or process? Does the program support an outside-in or an inside-out focus (imposed or self-generated)? Does the PepsiCo program foster the capacity to support the personal growth of self and others in a nonlinear, multi-minded system? Does the program develop cultural intelligence? Response Guidelines Respond to two of your peers. In your responses to your colleagues, analyze the implications of the PepsiCo program in
- 2. regard to whether the assessment of the variables presented by colleagues actually develops the self as you would wish the self to evolve as a global leader. Reference Where will we find tomorrow's leaders? (2008). Harvard Business Review, 86 (1), 123–129.