PAPER 1
ABSTRACT
This paper takes a peak within the criminal justice system, where organizational conflict is covered in this essay. The potential for organizational conflict to arise within the framework of the criminal justice system is the focus of the discussion in this article. This article presents a comprehensive overview and analysis of each of the five stages of conflict, beginning with the pre-conflict phase. An example scenario inside the correctional system explains the stages of conflict. This scenario involves officials working within the system. Three scenarios are examples of circumstances in which an immediate supervisor would not be able to settle a dispute between workers. These scenarios are examples of the circumstances in which an immediate supervisor would not be able to resolve a dispute.
Conflict is an inevitable part of working in any company. On the one hand, it fosters creative thinking and strengthens the ability to find solutions to problems. On the other hand, it might render problem-solving ineffective, intensify defensiveness and unhappiness among members, and cultivate a toxic working environment. Conflict is an ongoing process that may have various repercussions on various individuals.
Keywords: conflict
Problem Resolution
Conflict is described as a dynamic process in which two or more people engage in an organization to cause conflict that may or may not result in aggressive actions. Workers' emotional states, such as stress, hatred, or worry, may be produced by conflict in organizations. Additionally, management may investigate the conflict in organizations by looking at the conflict behavior, whether it be quiet resistance or overtly hostile or aggressive conduct. Two prisoners fighting each other in a fistfight exemplify violence within a jail. The correctional officials have to deescalate the situation to prevent the disagreement from leading to a dysfunctional organization. Maintaining consensus among everyone in a company is not always straightforward. Nevertheless, businesses may encourage conflict management abilities via training.
The Five Conflict Styles
The five styles of conflict management is conflict avoidance, accommodation, collaboration, compromise, and competition. Organizational and environmental variables both have an impact on the phases of conflict. Conflict in organizations must be understood by the parties involved beyond the current circumstance since all disputes are tied to one another and have a degree of continuity. In this instance, a fight breaks out between two prisoners who share a cell. Up to the point that the prisoners start fighting in their cells, the argument keeps getting worse.
Problem
The problem illustrated in this essay is the penal correction system, which is used to explain the stages of conflict. This scenario involves officials working within the system. Three scenarios are examples of circumstances in which an immediate supervisor co ...
The menu items at McDonalds in Moscow are slightly different thanTaunyaCoffman887
The menu items at McDonald's in Moscow are slightly different than those in the United States, as the Moscow menu features a number of local dishes not typically found in the US. For example, the Moscow menu includes such items as "Beef Stroganoff with Rice" and "Chicken Kiev." There are key ways McDonald's in Moscow differs from McDonald's in the United States.
Additionally, the decor and atmosphere of McDonald's restaurants in Moscow are often more sleek and modern than those in the US, and the service is generally faster. This is likely due, in part, to the fact that McDonald's restaurants in Moscow are typically newer than those in the US.
Finally, prices at McDonald's in Moscow are typically higher than in the US due to the higher cost of living in Russia. For example, a Big Mac in Moscow typically costs about 150 rubles, equivalent to about $2.50 US dollars.
Some key ways McDonald's varies from region to region include differences in price, menu items, and atmosphere. In Europe, McDonald's restaurants are often more expensive than the US, and the menu items may be slightly different. For example, the menu in France may include items such as Croque McDo and McFlurry Prestige. In Asia, meanwhile, McDonald's restaurants are typically cheaper than in the US, and the menu items may be more familiar to US customers (such as the McChicken sandwich). The atmosphere of McDonald's restaurants also varies from region to region. In the US, McDonald's restaurants are typically brightly lit and casual, while in Europe, they may be more subdued and formal.
There are many similarities between how McDonald's manages its brand globally and how it manages its brand locally. McDonald's strives to maintain a consistent brand image and message across all of its markets, whether through its advertising, restaurant design, or the quality of its food. At the same time, McDonald's also recognizes that each market is unique and tailors its approach accordingly.
For example, McDonald's has adapted its menu in China to include local favorites such as rice dishes. In contrast, India has created a separate vegetarian menu to cater to the large Hindu population. Ultimately, McDonald's goal is to provide a consistent brand experience for customers no matter where they are in the world. This global-yet-local approach has served McDonald's well over the years and has helped to make it one of the most recognizable and popular brands in the world.
There are several key differences between how a global organization in McDonald's industry manages its brand globally and how it manages its brand locally. First, when managing a brand globally, McDonald's industry must consider the needs and wants of customers in multiple markets, which can be diverse and changing. This requires a high level of understanding of customer behavior and needs and a flexible and adaptable marketing strategy.
Additionally, global brand management for McDonald's industry also requires a coordinated ...
UV3051 This technical note was prepared by ProfessorTaunyaCoffman887
UV3051
This technical note was prepared by Professor James G. Clawson. Copyright 1989 by the University of Virginia
Darden School Foundation, Charlottesville, VA. All rights reserved. To order copies, send an e-mail to
[email protected] No part of this publication may be reproduced, stored in a retrieval system, used in a
spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or
otherwise—without the permission of the Darden School Foundation. Rev. 12/99.
LEADERSHIP THEORIES
Leadership has been widely studied over a long period of time, yet it remains an elusive
phenomenon to understand and develop. This note offers an overview of some of the major
leadership theories. The theories are grouped according to the research approaches that
characterize them. The six categories are the trait, behavioral, power and influence, situational,
charismatic, and transformational approaches. Simple direct statements of the main assumptions
and conceptual points related to each theory comprise the bulk of the note.
Trait Approach
The trait approach—one of the earliest used to study leadership—emphasizes the
personal traits of leaders. The underlying assumption is that certain people possess innate
characteristics that make them better leaders than others.
The “Great Man” theory of leadership
Leaders are born, not made. Leadership ability arises from innate, internal traits. Some
people have them, and some don’t. It is our job to figure out what these characteristics are so we
can use them to identify potential leaders. No amount of training or coaching will make a leader
out of someone who does not possess these traits.
Stogdill’s leadership traits
Bass, Bernard M. Bass & Stogdill’s Handbook of Leadership. New York: The Free Press,
1981. This book summarizes more than 3,000 books and articles on leadership, spanning the
period from 1947 to 1980. Most attempts to pursue the “Great Man” avenue of research found
difficulty in identifying specific traits. Stogdill, however, was able to summarize some common
traits among effective leaders:
The leader is characterized by a strong drive for responsibility and task completion,
vigor and persistence in pursuit of goals, venturesomeness and originality in
problem solving, drive to exercise initiative in social situations, self-confidence and
sense of personal identity, willingness to accept consequences of decision and
For the exclusive use of P. Korlagunta, 2022.
This document is authorized for use only by Pramodh Korlagunta in MANA 5360-020-Fall 2022 taught by Cynthia St John, University of Texas at Arlington from Aug 2022 to Sep 2022.
UV3051
-2-
action, readiness to absorb interpersonal stress, willingness to tolerate frustration
and delay, ability to influence other persons’ behavior, and capacity to structure
social interaction systems to the purpose at hand.
“Great Man” theory ...
ScenarioYour manager wants you to make a PowerPoint presentation TaunyaCoffman887
Scenario:Your manager wants you to make a PowerPoint presentation on how terrorist financed the 9/11 attacks to new members of an emergency managers taskforce.
Create a presentation of at least 5-7 slides in Microsoft PowerPoint, which includes the following:
· Explain the difference between money laundering and terrorist financing.
· Explain how terrorist raise money.
· Explain how terrorist groups move money.
· Explain how the United Sates is attempting to reduce terrorist financing.
· Use the Notes Section of each slide if needed to expand your thoughts.
Support your responses with examples and cite any sources in APA format.
Resources:
·
Homeland Security Journal Rubric
Criteria No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient (B Range)
16 points
Exemplary (A Range)
20 points
Criterion
score
20/20
Thesis and Ideas:
Explores the
appropriate topic based
on chapters read in the
week and displays
college level thinking
Submits the correct
number of Journal
articles.
Student did
not submit
the
assignment
Work does not
meet assignment
expectations;
shows little or no
understanding of
assignment
concepts
Assignment
partially meets
expectations with
minimal depth;
demonstrates a
limited
understanding of
the assignment
concepts
Assignment meets
expectations with
all components
being addressed;
demonstrates the
ability to evaluate
and apply key
assignments
Assignment exceeds
expectations with
exceptional depth;
presents all
requirements of the
assignment;
demonstrates the
ability to evaluate,
apply and synthesize
key assignment
concepts
20/20
Criteria
No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient B Range
16 points
Exemplary (A Range
20 points
Criterion
score
20/20
Comprehension:
Synthesizes
information and
communicates it
through student’s own
thoughts and words.
Student did
not submit
the
assignment
Work does not
meet assignment
expectations;
shows little or no
understanding of
assignment
concepts
Assignment
partially meets
expectations with
minimal depth;
demonstrates a
limited
understanding of
the assignment
concepts
Assignment meets
expectations with
all components
being addressed;
demonstrates the
ability to evaluate
and apply key
assignments
Assignment exceeds
expectations with
exceptional depth;
presents all
requirements of the
assignment;
demonstrates the
ability to evaluate,
apply and synthesize
key assignment
concepts
20/20
Criteria No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient (B Range)
16 points
Exemplary (A Range)
20 points
20/20
Evidence critical and
analytical skills
Student did
not submit
the
assignment
Work does not
m ...
Research Proposal Final Submission Rubric Writing ComponenTaunyaCoffman887
Research Proposal Final Submission Rubric
Writing Components
CATEGORY Unacceptable
(0 points)
Revisions Required
(2.5 points)
Target
(5 points)
Are the focus and purpose clear
and ideas well supported?
Missing thesis; confusion about or
misunderstanding of topic; no sense of
purpose
Simplistic and unfocused ideas; limited
sense of purpose; support is provided, but is
not specific; support is only loosely relevant
to the main points
Developed thesis; represents sound
understanding of the assigned topic;
focused support is provided and is sound,
valid, and logical
Is the writing structured well
organized? Is correct
sentence structure and
proper mechanics utilized?
No paragraph structure; or single,
rambling paragraph; or series of isolated
paragraphs; Contains multiple and
serious errors of sentence structure: i.e.,
fragments, run-ons; unable to write
simple sentences; numerous errors in
spelling and capitalization; intrusive
and/or inaccurate punctuation;
communication is hindered
Organization structure is present, but
is confusing or disjointed; weak paragraph
structure; transitions are missing or
inappropriate; Formulaic sentence
patterns or overuse of simple
sentences; errors in sentence structure;
contains several punctuation, spelling,
and/or capitalization errors (up to 6);
errors may or may not interfere with
meaning
Clear organizational structure;
easily followed; includes transitions;
structured format; Effective and
varied sentences; errors (if present) due
to lack of careful proofreading; virtually
free of punctuation, spelling,
capitalization errors (no more than
3); errors do not interfere with
meaning
Are vocabulary and word
usage varied and
appropriate?
Vocabulary is unsophisticated; or subject
specific vocabulary or sophisticated
vocabulary used incorrectly
Proper, but simple vocabulary used;
subject specific vocabulary used
infrequently
Vocabulary is varied, specific and
appropriate; uses subject specific
vocabulary correctly
Is the source requirement
met and is APA format
followed?
Source requirements for the appropriate
level were not met; there are significant
format errors present; multiple (more
than 6) of APA formatting errors; in the
reference list and/or in-text citations
Meets minimum requirements for
degree level: Masters – A minimum of
10 sources were utilized; Fewer than
6 APA format errors are present in the
reference list in-text; citations; header;
headings; page numbers; etc.
Five (5) sources beyond minimum
requires were utilized; there are
virtually no APA format errors present in
either reference list in-text; citations;
header; headings; page numbers; etc.
Is proper evidence and support
of original work provided in
body of the review?
Safe Assign originality report indicates
match percentage of greater than 25
percent
Safe Assign originality report indicates
match percentage of 15 to 25 per ...
The response must be 250 words and use at least 2 scholarly citationTaunyaCoffman887
The response must be 250 words and use at least 2 scholarly citation(s) in APA format. Any sources cited must have been published within the last five years. Acceptable sources include texts, articles, presentations, the Bible, blogs, videos, etc.
Textbook: Raines, S. (2020). Conflict Management for Managers: Resolving Workplace, Client, and Policy Disputes (2nd ed.). Lanham, MD: Rowman & Littlefield. ISBN: 9781538119938
***ELLIOTT C.****
Conflict Management in Unionized Environments
Unions and management/labor in the workplace in the United States have shared a volatile relationship in the United States. Beginning in the 1830’s labor unions were established to protect workers from the abuses of management that were the norm throughout the 19thand 20th centuries—the ability to form alliances such as those found in labor unions allowed employees to voice their concerns in one concise voice. Many employees felt safety and wages precipitate conflicts between management employees and union representatives. Raines (2020) claims wrongful termination, unfair treatment, harassment, workplace safety concerns, discrimination, intra-team dispute, personality conflicts, and so forth (p. 194).
The Establishment of Labor Unions
Historically, the Unionized workplaces owe their lineage to the period following the Black Plague in Europe. The plague disseminated the labor force in Europe; in addition to the growing economic stagnation, a decrease in production increased to force the price of goods to rise, creating a demand for labor. Labor in this situation was able to demand a living wage and improved working conditions. In their need to produce, the ruling class members found themselves forced to provide the mandated salaries and improved work conditions. Both parties understood that one party needed to make money, and the other had a commodity in demand. Both parties understood that they needed each other to have a successful enterprise. The concept of a symbiotic relationship between labor and management would last for centuries.
During the Middle Ages, the fallout of the plague caused a significant portion of the European population to die, leaving the demand for individuals to work the fields. The shortage of work forced Surfs to work longer hours. The extended hours combined with the labor shortage, provided the conditions for re-bargaining between the lords and the surfs. The ability to negotiate from the position of strength served as the earliest form of collective bargaining implemented in labor negotiations.
Post-industrial American, Labor Unions, and the Great Depression
In the post-industrialized society, labor unions emerged as a tool for collective bargaining in the 1920s-1930s during the Great Depression, when unemployment in America reached 14%. During this period, America was transforming from a predominantly agricultural society to a mechanized industry leading to the need for a specialized labor force, the challenge of child l ...
Sample Discussion Board Post for Criminal Justice SubmittedTaunyaCoffman887
Sample Discussion Board Post for Criminal Justice
Submitted by Melissia Anderson
Effective writing is so important to criminal justice professionals for many reasons. According to
Wallace and Roberson (2009), it is estimated that we use 70% of our time communicating. This may be
accomplished either verbally or in writing. A verbal communication is considered less formal, while a
written statement is lasting and given more significance. Because written statements are permanent,
they are assessed as more significant. A report filed by a law enforcement agent can be used for the
prosecution or defense of a defendant in a court of law. Inaccuracies in a written report can result in the
failure to convict an individual of a crime. The legal ramifications of unclear or imprecise writing can be
substantial. An officer must be able to explain the reasons a report is written and filed. They must be
able to defend errors in their reports. Under oath, they will have to testify from the contents of the
report. Criminal justice professionals must be able to not only file written reports, but to draft narratives
that are comprehensible and logical for others to grasp (Wallace & Roberson, 2009).
Working in Pretrial Services I know that clarity is particularly essential. If our court officers do
not precisely note the judge’s terms or conditions of release, a defendant may inadvertently violate
their release. It could cost the individual their freedom. Many times, the judiciary may be vague when
defining terms of release. In this instance court communications must be sent to distinguish the original
intent from the judge. It wastes valuable time and court resources to clear up ambiguous conditions.
Plagiarism involves stealing another person’s ideas or works and using them as your own.
Sometimes this can be blatant, like copying sentences word for word without using quotation marks. In
other situations, it may be less obvious, such as paraphrasing content from another source but not citing
it. This; however, is still plagiarism because that content originated from someone else's ideas or
research, not your own. Plagiarism in this instance can be avoided by simply using an in-text citation at
the beginning or the end of the paraphrased content. It is always a good idea to cite a source rather
than chance an allegation of plagiarism (Keiser University, n.d.). Stealing from another can destroy the
credibility of any criminal justice professional. Because they represent the law and courts, law
enforcement agents need to be above reproach.
Word Count: 401
References
Keiser University. (n.d.). Plagiarism [PowerPoint slides]. Retrieved from http://keiseruniversity.org
Wallace, H., & Roberson, C. (2009). Written and interpersonal communication: Methods for law
enforcement (4th ed.). Pearson Education.
Homeland Security Discussion Rubric 5/10/2021
Response No Submission
O Points
Emerging (F through ...
Please note a system that you work with frequently that has a major TaunyaCoffman887
Please note a system that you work with frequently that has a major data component. Note the type of data, how the data is managed and maintained, and any other important factors regarding the data in the system.
300 words APA formatted reference (and APA in-text citation)
...
The menu items at McDonalds in Moscow are slightly different thanTaunyaCoffman887
The menu items at McDonald's in Moscow are slightly different than those in the United States, as the Moscow menu features a number of local dishes not typically found in the US. For example, the Moscow menu includes such items as "Beef Stroganoff with Rice" and "Chicken Kiev." There are key ways McDonald's in Moscow differs from McDonald's in the United States.
Additionally, the decor and atmosphere of McDonald's restaurants in Moscow are often more sleek and modern than those in the US, and the service is generally faster. This is likely due, in part, to the fact that McDonald's restaurants in Moscow are typically newer than those in the US.
Finally, prices at McDonald's in Moscow are typically higher than in the US due to the higher cost of living in Russia. For example, a Big Mac in Moscow typically costs about 150 rubles, equivalent to about $2.50 US dollars.
Some key ways McDonald's varies from region to region include differences in price, menu items, and atmosphere. In Europe, McDonald's restaurants are often more expensive than the US, and the menu items may be slightly different. For example, the menu in France may include items such as Croque McDo and McFlurry Prestige. In Asia, meanwhile, McDonald's restaurants are typically cheaper than in the US, and the menu items may be more familiar to US customers (such as the McChicken sandwich). The atmosphere of McDonald's restaurants also varies from region to region. In the US, McDonald's restaurants are typically brightly lit and casual, while in Europe, they may be more subdued and formal.
There are many similarities between how McDonald's manages its brand globally and how it manages its brand locally. McDonald's strives to maintain a consistent brand image and message across all of its markets, whether through its advertising, restaurant design, or the quality of its food. At the same time, McDonald's also recognizes that each market is unique and tailors its approach accordingly.
For example, McDonald's has adapted its menu in China to include local favorites such as rice dishes. In contrast, India has created a separate vegetarian menu to cater to the large Hindu population. Ultimately, McDonald's goal is to provide a consistent brand experience for customers no matter where they are in the world. This global-yet-local approach has served McDonald's well over the years and has helped to make it one of the most recognizable and popular brands in the world.
There are several key differences between how a global organization in McDonald's industry manages its brand globally and how it manages its brand locally. First, when managing a brand globally, McDonald's industry must consider the needs and wants of customers in multiple markets, which can be diverse and changing. This requires a high level of understanding of customer behavior and needs and a flexible and adaptable marketing strategy.
Additionally, global brand management for McDonald's industry also requires a coordinated ...
UV3051 This technical note was prepared by ProfessorTaunyaCoffman887
UV3051
This technical note was prepared by Professor James G. Clawson. Copyright 1989 by the University of Virginia
Darden School Foundation, Charlottesville, VA. All rights reserved. To order copies, send an e-mail to
[email protected] No part of this publication may be reproduced, stored in a retrieval system, used in a
spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or
otherwise—without the permission of the Darden School Foundation. Rev. 12/99.
LEADERSHIP THEORIES
Leadership has been widely studied over a long period of time, yet it remains an elusive
phenomenon to understand and develop. This note offers an overview of some of the major
leadership theories. The theories are grouped according to the research approaches that
characterize them. The six categories are the trait, behavioral, power and influence, situational,
charismatic, and transformational approaches. Simple direct statements of the main assumptions
and conceptual points related to each theory comprise the bulk of the note.
Trait Approach
The trait approach—one of the earliest used to study leadership—emphasizes the
personal traits of leaders. The underlying assumption is that certain people possess innate
characteristics that make them better leaders than others.
The “Great Man” theory of leadership
Leaders are born, not made. Leadership ability arises from innate, internal traits. Some
people have them, and some don’t. It is our job to figure out what these characteristics are so we
can use them to identify potential leaders. No amount of training or coaching will make a leader
out of someone who does not possess these traits.
Stogdill’s leadership traits
Bass, Bernard M. Bass & Stogdill’s Handbook of Leadership. New York: The Free Press,
1981. This book summarizes more than 3,000 books and articles on leadership, spanning the
period from 1947 to 1980. Most attempts to pursue the “Great Man” avenue of research found
difficulty in identifying specific traits. Stogdill, however, was able to summarize some common
traits among effective leaders:
The leader is characterized by a strong drive for responsibility and task completion,
vigor and persistence in pursuit of goals, venturesomeness and originality in
problem solving, drive to exercise initiative in social situations, self-confidence and
sense of personal identity, willingness to accept consequences of decision and
For the exclusive use of P. Korlagunta, 2022.
This document is authorized for use only by Pramodh Korlagunta in MANA 5360-020-Fall 2022 taught by Cynthia St John, University of Texas at Arlington from Aug 2022 to Sep 2022.
UV3051
-2-
action, readiness to absorb interpersonal stress, willingness to tolerate frustration
and delay, ability to influence other persons’ behavior, and capacity to structure
social interaction systems to the purpose at hand.
“Great Man” theory ...
ScenarioYour manager wants you to make a PowerPoint presentation TaunyaCoffman887
Scenario:Your manager wants you to make a PowerPoint presentation on how terrorist financed the 9/11 attacks to new members of an emergency managers taskforce.
Create a presentation of at least 5-7 slides in Microsoft PowerPoint, which includes the following:
· Explain the difference between money laundering and terrorist financing.
· Explain how terrorist raise money.
· Explain how terrorist groups move money.
· Explain how the United Sates is attempting to reduce terrorist financing.
· Use the Notes Section of each slide if needed to expand your thoughts.
Support your responses with examples and cite any sources in APA format.
Resources:
·
Homeland Security Journal Rubric
Criteria No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient (B Range)
16 points
Exemplary (A Range)
20 points
Criterion
score
20/20
Thesis and Ideas:
Explores the
appropriate topic based
on chapters read in the
week and displays
college level thinking
Submits the correct
number of Journal
articles.
Student did
not submit
the
assignment
Work does not
meet assignment
expectations;
shows little or no
understanding of
assignment
concepts
Assignment
partially meets
expectations with
minimal depth;
demonstrates a
limited
understanding of
the assignment
concepts
Assignment meets
expectations with
all components
being addressed;
demonstrates the
ability to evaluate
and apply key
assignments
Assignment exceeds
expectations with
exceptional depth;
presents all
requirements of the
assignment;
demonstrates the
ability to evaluate,
apply and synthesize
key assignment
concepts
20/20
Criteria
No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient B Range
16 points
Exemplary (A Range
20 points
Criterion
score
20/20
Comprehension:
Synthesizes
information and
communicates it
through student’s own
thoughts and words.
Student did
not submit
the
assignment
Work does not
meet assignment
expectations;
shows little or no
understanding of
assignment
concepts
Assignment
partially meets
expectations with
minimal depth;
demonstrates a
limited
understanding of
the assignment
concepts
Assignment meets
expectations with
all components
being addressed;
demonstrates the
ability to evaluate
and apply key
assignments
Assignment exceeds
expectations with
exceptional depth;
presents all
requirements of the
assignment;
demonstrates the
ability to evaluate,
apply and synthesize
key assignment
concepts
20/20
Criteria No
Submission:
O Points
Emerging (F
through D range)
12 points
Satisfactory (C
Range)
14 points
Proficient (B Range)
16 points
Exemplary (A Range)
20 points
20/20
Evidence critical and
analytical skills
Student did
not submit
the
assignment
Work does not
m ...
Research Proposal Final Submission Rubric Writing ComponenTaunyaCoffman887
Research Proposal Final Submission Rubric
Writing Components
CATEGORY Unacceptable
(0 points)
Revisions Required
(2.5 points)
Target
(5 points)
Are the focus and purpose clear
and ideas well supported?
Missing thesis; confusion about or
misunderstanding of topic; no sense of
purpose
Simplistic and unfocused ideas; limited
sense of purpose; support is provided, but is
not specific; support is only loosely relevant
to the main points
Developed thesis; represents sound
understanding of the assigned topic;
focused support is provided and is sound,
valid, and logical
Is the writing structured well
organized? Is correct
sentence structure and
proper mechanics utilized?
No paragraph structure; or single,
rambling paragraph; or series of isolated
paragraphs; Contains multiple and
serious errors of sentence structure: i.e.,
fragments, run-ons; unable to write
simple sentences; numerous errors in
spelling and capitalization; intrusive
and/or inaccurate punctuation;
communication is hindered
Organization structure is present, but
is confusing or disjointed; weak paragraph
structure; transitions are missing or
inappropriate; Formulaic sentence
patterns or overuse of simple
sentences; errors in sentence structure;
contains several punctuation, spelling,
and/or capitalization errors (up to 6);
errors may or may not interfere with
meaning
Clear organizational structure;
easily followed; includes transitions;
structured format; Effective and
varied sentences; errors (if present) due
to lack of careful proofreading; virtually
free of punctuation, spelling,
capitalization errors (no more than
3); errors do not interfere with
meaning
Are vocabulary and word
usage varied and
appropriate?
Vocabulary is unsophisticated; or subject
specific vocabulary or sophisticated
vocabulary used incorrectly
Proper, but simple vocabulary used;
subject specific vocabulary used
infrequently
Vocabulary is varied, specific and
appropriate; uses subject specific
vocabulary correctly
Is the source requirement
met and is APA format
followed?
Source requirements for the appropriate
level were not met; there are significant
format errors present; multiple (more
than 6) of APA formatting errors; in the
reference list and/or in-text citations
Meets minimum requirements for
degree level: Masters – A minimum of
10 sources were utilized; Fewer than
6 APA format errors are present in the
reference list in-text; citations; header;
headings; page numbers; etc.
Five (5) sources beyond minimum
requires were utilized; there are
virtually no APA format errors present in
either reference list in-text; citations;
header; headings; page numbers; etc.
Is proper evidence and support
of original work provided in
body of the review?
Safe Assign originality report indicates
match percentage of greater than 25
percent
Safe Assign originality report indicates
match percentage of 15 to 25 per ...
The response must be 250 words and use at least 2 scholarly citationTaunyaCoffman887
The response must be 250 words and use at least 2 scholarly citation(s) in APA format. Any sources cited must have been published within the last five years. Acceptable sources include texts, articles, presentations, the Bible, blogs, videos, etc.
Textbook: Raines, S. (2020). Conflict Management for Managers: Resolving Workplace, Client, and Policy Disputes (2nd ed.). Lanham, MD: Rowman & Littlefield. ISBN: 9781538119938
***ELLIOTT C.****
Conflict Management in Unionized Environments
Unions and management/labor in the workplace in the United States have shared a volatile relationship in the United States. Beginning in the 1830’s labor unions were established to protect workers from the abuses of management that were the norm throughout the 19thand 20th centuries—the ability to form alliances such as those found in labor unions allowed employees to voice their concerns in one concise voice. Many employees felt safety and wages precipitate conflicts between management employees and union representatives. Raines (2020) claims wrongful termination, unfair treatment, harassment, workplace safety concerns, discrimination, intra-team dispute, personality conflicts, and so forth (p. 194).
The Establishment of Labor Unions
Historically, the Unionized workplaces owe their lineage to the period following the Black Plague in Europe. The plague disseminated the labor force in Europe; in addition to the growing economic stagnation, a decrease in production increased to force the price of goods to rise, creating a demand for labor. Labor in this situation was able to demand a living wage and improved working conditions. In their need to produce, the ruling class members found themselves forced to provide the mandated salaries and improved work conditions. Both parties understood that one party needed to make money, and the other had a commodity in demand. Both parties understood that they needed each other to have a successful enterprise. The concept of a symbiotic relationship between labor and management would last for centuries.
During the Middle Ages, the fallout of the plague caused a significant portion of the European population to die, leaving the demand for individuals to work the fields. The shortage of work forced Surfs to work longer hours. The extended hours combined with the labor shortage, provided the conditions for re-bargaining between the lords and the surfs. The ability to negotiate from the position of strength served as the earliest form of collective bargaining implemented in labor negotiations.
Post-industrial American, Labor Unions, and the Great Depression
In the post-industrialized society, labor unions emerged as a tool for collective bargaining in the 1920s-1930s during the Great Depression, when unemployment in America reached 14%. During this period, America was transforming from a predominantly agricultural society to a mechanized industry leading to the need for a specialized labor force, the challenge of child l ...
Sample Discussion Board Post for Criminal Justice SubmittedTaunyaCoffman887
Sample Discussion Board Post for Criminal Justice
Submitted by Melissia Anderson
Effective writing is so important to criminal justice professionals for many reasons. According to
Wallace and Roberson (2009), it is estimated that we use 70% of our time communicating. This may be
accomplished either verbally or in writing. A verbal communication is considered less formal, while a
written statement is lasting and given more significance. Because written statements are permanent,
they are assessed as more significant. A report filed by a law enforcement agent can be used for the
prosecution or defense of a defendant in a court of law. Inaccuracies in a written report can result in the
failure to convict an individual of a crime. The legal ramifications of unclear or imprecise writing can be
substantial. An officer must be able to explain the reasons a report is written and filed. They must be
able to defend errors in their reports. Under oath, they will have to testify from the contents of the
report. Criminal justice professionals must be able to not only file written reports, but to draft narratives
that are comprehensible and logical for others to grasp (Wallace & Roberson, 2009).
Working in Pretrial Services I know that clarity is particularly essential. If our court officers do
not precisely note the judge’s terms or conditions of release, a defendant may inadvertently violate
their release. It could cost the individual their freedom. Many times, the judiciary may be vague when
defining terms of release. In this instance court communications must be sent to distinguish the original
intent from the judge. It wastes valuable time and court resources to clear up ambiguous conditions.
Plagiarism involves stealing another person’s ideas or works and using them as your own.
Sometimes this can be blatant, like copying sentences word for word without using quotation marks. In
other situations, it may be less obvious, such as paraphrasing content from another source but not citing
it. This; however, is still plagiarism because that content originated from someone else's ideas or
research, not your own. Plagiarism in this instance can be avoided by simply using an in-text citation at
the beginning or the end of the paraphrased content. It is always a good idea to cite a source rather
than chance an allegation of plagiarism (Keiser University, n.d.). Stealing from another can destroy the
credibility of any criminal justice professional. Because they represent the law and courts, law
enforcement agents need to be above reproach.
Word Count: 401
References
Keiser University. (n.d.). Plagiarism [PowerPoint slides]. Retrieved from http://keiseruniversity.org
Wallace, H., & Roberson, C. (2009). Written and interpersonal communication: Methods for law
enforcement (4th ed.). Pearson Education.
Homeland Security Discussion Rubric 5/10/2021
Response No Submission
O Points
Emerging (F through ...
Please note a system that you work with frequently that has a major TaunyaCoffman887
Please note a system that you work with frequently that has a major data component. Note the type of data, how the data is managed and maintained, and any other important factors regarding the data in the system.
300 words APA formatted reference (and APA in-text citation)
...
NRNP/PRAC 6665 & 6675 Focused SOAP Psychiatric Evaluation Exemplar
INSTRUCTIONS ON HOW TO USE EXEMPLAR AND TEMPLATE—READ CAREFULLY
If you are struggling with the format or remembering what to include, follow the
Focused SOAP Note Evaluation Template
AND the Rubric
as your guide. It is also helpful to review the rubric in detail in order not to lose points unnecessarily because you missed something required. After reviewing full details of the rubric, you can use it as a guide.
In the
Subjective section, provide:
· Chief complaint
· History of present illness (HPI)
· Past psychiatric history
· Medication trials and current medications
· Psychotherapy or previous psychiatric diagnosis
· Pertinent substance use, family psychiatric/substance use, social, and medical history
· Allergies
· ROS
Read rating descriptions to see the grading standards!
In the
Objective section, provide:
· Physical exam documentation of systems pertinent to the chief complaint, HPI, and history
· Diagnostic results, including any labs, imaging, or other assessments needed to develop the differential diagnoses.
Read rating descriptions to see the grading standards!
In the
Assessment section, provide:
· Results of the mental status examination,
presented in paragraph form.
· At least three differentials with supporting evidence. List them from top priority to least priority. Compare the
DSM-5-TR diagnostic criteria for each differential diagnosis and explain what
DSM-5-TR criteria rules out the differential diagnosis to find an accurate diagnosis.
Explain the critical-thinking process that led you to the primary diagnosis you selected. Include pertinent positives and pertinent negatives for the specific patient case.
·
Read rating descriptions to see the grading standards!
Reflect on this case. Include: Discuss what you learned and what you might do differently. Also include in your reflection a discussion related to legal/ethical considerations (
demonstrate critical thinking beyond confidentiality and consent for treatment!), social determinates of health, health promotion and disease prevention taking into consideration patient factors (such as age, ethnic group, etc.), PMH, and other risk factors (e.g., socioeconomic, cultural background, etc.).
(The FOCUSED SOAP psychiatric evaluation is typically the
follow-up visit patient note. You will practice writing this type of note in this course. You will be focusing more on the symptoms from your differential diagnosis from the comprehensive psychiatric evaluation narrowing to your diagnostic impression. You will write up what symptoms are present and what symptoms are not present from illnesses to demonstrate you have indeed assessed for illnesses which could be impacting your patient. For example, an ...
PLEASE READ CAREFULLY- Please use APA (7th edition) formattingTaunyaCoffman887
PLEASE READ CAREFULLY
- Please use APA (7th edition) formatting
- All questions and each part of the question should be answered in detail (Go into depth)
- Response to questions must demonstrate understanding and application of concepts covered in class
- Responses MUST be organized (Should be logical and easy to follow)
- Use in-text citations and resources per discussion from the school materials
-
The use of course materials to support ideas is HIGHLY RECOMMENDED
“Need at minimum 1½”
Discussion:
Cite three ways that global HR differs from domestic HR, specifically in relation to Total Rewards. Give examples, and cite at least one source from the class.
272
11
Far from being the latest buzzword, employee experience is turning into the
key element of the future-proof workplace. It’s time to change the outdat-
ed twentieth-century mindset that dismisses employees as dispensable and
infinitely replaceable and instead recognize that business is all about people.
The employer–employee relationship has changed. While the employer
had the power in the last century, that balance is shifting in this century,
and potential employees are being choosier about which opportunities
they accept.
Just as user experience is driving the digital interface, and as customer sat-
isfaction programs morph into the customer experience, we need to refocus
our people strategies to improve the entire employee experience. Forward-
thinking organizations are broadening their focus from engagement and
culture to a holistic perspective that considers an individual’s experience
before, during, and after a career within the company.
It’s not an isolated phenomenon: The 2017 Global Human Capital Trends
report by Deloitte found the attention on employee experience is gaining
momentum. While organizational culture, engagement, and employee
brand proposition remain top priorities, employee experience ranks as a
major trend:
• 80 percent of executives rated employee experience very important
(42 percent) or important (38 percent), but only 22 percent reported
that their companies excelled at building a differentiated employee
experience.
• 59 percent of survey respondents reported that they were not ready or
only somewhat ready to address the employee experience challenge.
The Cornerstone of a
Global Employee
Engagement Strategy
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 9/19/2022 6:18 PM via UNIVERSITY OF MARYLAND GLOBAL CAMPUS
AN: 2734783 ; WorldatWork, Dan Cafaro.; The WorldatWork Handbook of Total Rewards : A Comprehensive Guide to Compensation, Ben ...
Mass shootings – a short researchBackgroundA subset of nationaTaunyaCoffman887
Mass shootings – a short research
Background
A subset of national homicides that captures both the headlines and the attention of policy makers is that of mass shootings – in schools, workplaces, places of worship, grocery stores, and elsewhere.
Definitions are not always consistent, but a common definition (and the one used by the primary database for this project) of a
mass shooting is:
a multiple homicide incident in which
four or more victims are murdered with firearms — not including the offender(s) —
within one event, and at least some of the murders occurred
in a public location or locations in close geographical proximity (e.g., a workplace, school, restaurant, or other public settings), and the
murders are not attributable to any other underlying criminal activity or commonplace circumstance (armed robbery, criminal competition, insurance fraud, argument, or romantic triangle).
Following each mass shooting, there are inevitably calls for policy makers to “do something” whether it is to tighten gun control laws, improve mental health programs, provide armed security (perhaps including teachers) at schools, increase active shooter response training, redesign school or office buildings to be more secure, or something else.
Despite recurring calls to “do something,” few meaningful policies to stop these mass shootings have been broadly implemented, and one reason for this is that there does not appear to be a consensus on the root cause(s) of the problem: is it about gun control, or is it about mental health, or is it about armed security, or something else? Maybe it’s about all of these, but which ones are the dominant underlying factors?
Assignment
The purpose of this assignment is to introduce you to formulating hypotheses that can be resolved (typically by refuting them through the scientific method) using quantitative methods. You do not have to resolve the hypotheses that you formulate, but you should think about them deeply enough to imagine how you might ultimately use quantitative data to resolve them
·
Task: First, read the information at the following two web sites related to mass shootings that employ an interactive online database:
·
https://www.theviolenceproject.org/mass-shooter-database/
·
https://projects.voanews.com/mass-shootings/
·
Task: Use the interactive online database from these websites to formulate hypotheses about the “common denominators” of mass shootings. In other words, develop at least one (or more) hypothesis about the relationships between some of the potential variables related to mass shootings. These will likely be hypotheses that you think can be
refuted; therefore they are likely to be worded oppositely of what you think (or hope) is true. (I know this seems strange, but the sooner that you understand this, the better.)
· Suggestio ...
I - Update Annotated bibliographyto educate yourself aboutTaunyaCoffman887
I - Update Annotated bibliography
to educate yourself about qualifying elements/limits on positions
to expand the applicability of the issue to a broader audience/widen the scope
to find further evidence to support/prove your sub-claims
to find evidence to support your warrants
Due 9/19/2022 @ 2pm , 100 words. MLA FORMAT
II- Analyze classical Argument, Identify examples of your work that correspond to the following element.
-Claims
-Qualifiers
-Warrants
-Backing
-Rebuttal
200 words MLA FORMAT
Due 9/20/22
...
Discussion CultureYou are socialized within a culture the momenTaunyaCoffman887
Discussion: Culture
You are socialized within a culture the moment you are born, both through your family and your broader community interactions.
As humans develop and mature, they learn the unwritten rules of social behavior and interaction as they watch and participate in their social environment. An individual’s culture is often influenced by nationality, ethnicity, religion, socioeconomic status, and geographic location.
By recognizing you have a culture in the context of a larger culture, and that your distinct culture exists along with other distinct cultures, how could that help you see the nature, value, and strengths of those other cultures? In this Discussion, you consider similar questions.
To Prepare
· Consider the different aspects of culture such as: language, communication style, art, customs/traditions (e.g., holidays, weddings, funerals), values, stories, religion, food, social habits (e.g., eye contact, how close one stands, how one greets or says “good”), gender roles, clothing, music.
· Reflect on the first time you remember someone else displaying a different cultural characteristic than your own. Where were you? What did you notice? How did you respond?
· Read Standard 1.05 from the NASW Code of Ethics:
1.05 Cultural Awareness and Social Diversity
(a) Social workers should understand culture and its function in human behavior and society, recognizing the strengths that exist in all cultures.
(b) Social workers should have a knowledge base of their clients' cultures and be able to demonstrate competence in the provision of services that are sensitive to clients' cultures and to differences among people and cultural groups.
(c) Social workers should obtain education about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical ability.
(d) Social workers who provide electronic social work services should be aware of cultural and socioeconomic differences among clients and how they may use electronic technology. Social workers should assess cultural, environmental, economic, mental or physical ability, linguistic, and other issues that may affect the delivery or use of these services.
Discussion: Social Work Practice With Groups
Group work offers many benefits that cannot be achieved through individual therapy alone. The most obvious benefit is group member validation. The knowledge that you are not alone and are not the only person who has experienced that particular issue can foster a strong sense of hope.
However, groups also present challenges from different personalities and behaviors that disrupt group dynamics and function. As a social worker, you will need to take different roles to manage the challenges in order to create a safer space for clients to engage in their work.
In ...
Given the growth in telecommuting and other mobile work arrangemTaunyaCoffman887
Given the growth in telecommuting and other mobile work arrangements, how might offices physically change in the coming years? Will offices as we think of them today exist in the next ten years? Why or why not?
Provide an outside source that applies to the topic, along with additional information about the topic or the source (please cite properly in APA)
At least one scholarly source should be used in the initial discussion thread. Be sure to use information from your readings. Use proper citations and references in your post.
...
District management involves many important components (I.E., organiTaunyaCoffman887
District management involves many important components (I.E., organizational structures, a variety of communication strategies, budgeting and school facilities, human resource management, etc.). Based upon your reading and your personal observations, what aspects of district management do you believe are your strengths and what aspects do you feel you would want to develop further to be a successful superintendent of schools? Why?
...
Develop a 4-6 page holistic intervention plan design to improve thTaunyaCoffman887
Develop a 4-6 page holistic intervention plan design to improve the quality of outcomes for your target population and setting.
Reminder: these instructions are an outline. Your headings for these sections should be Intervention Plan Components and
not Part 1: Intervention Plan Components.
Part 1: Intervention Plan Components
· Define the major components of an intervention plan for a health promotion, quality improvement, prevention, education, or management need.
· Explain the impact of cultural needs and characteristics of a target population and setting on the development of intervention plan components.
Part 2: Theoretical Foundations
· Evaluate theoretical nursing models, strategies from other disciplines, and health care technologies relevant to an intervention plan.
· Justify the major components of an intervention by referencing relevant and contemporary evidence from the literature and best practices.
Part 3: Stakeholders, Policy, and Regulations
· Analyze the impact of stakeholder needs, health care policy, regulations, and governing bodies relevant to health care practice and specific components of an intervention plan.
Part 4: Ethical and Legal Implications
· Analyze relevant ethical and legal issues related to health care practice, organizational change, and specific components of an intervention plan.
Number of resources
: 5–10 resources. (You may use resources previously cited in your literature review to contribute to this number.
ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY
Almaiah, M. A. (2021). A new scheme for detecting malicious attacks in wireless sensor networks based on blockchain technology. In Artificial Intelligence and Blockchain for Future Cybersecurity Applications (pp. 217-234). Springer, Cham.
https://link.springer.com/chapter/10.1007/978-3-030-74575-2_12
This article discusses a new scheme for detecting malicious attacks in wireless sensor networks based on blockchain technology. It describes how blockchain technology can be used to secure wireless sensor networks and how this scheme can be used to detect and prevent malicious attacks. The article will be useful for my paper as it provides a detailed description of how blockchain technology can be used to secure wireless sensor networks. I will therefore use this article in my paper to discuss the different security challenges that come with wireless sensor networks and how blockchain technology can be used to address these challenges.
Ji, X., Huang, K., Jin, L., Tang, H., Liu, C., Zhong, Z., ... & Yi, M. (2018). Overview of 5G security technology.
Science China Information Sciences,
61(8), 1-25.
https://link.springer.com/article/10.1007/s11432-017-9426-4
This article provides an overview of 5G security technology. It discusses the challenges of 5G security and the various technologies that are being developed to address these challenges. The article ...
After studying the course materials located on Module 5 LectuTaunyaCoffman887
After studying the course materials located on
Module 5: Lecture Materials & Resources
page, answer the following:
Name some very important organs that are not vital organs.
List the functional description of all the normal vital organs, including today’s exceptions.
Is it possible to live without a vital organ? Why? Example?
Distinction between assisting or substituting vital organs. Bioethical analysis.
Do the following practices assist or substitute the vital organ? Why?
Dialysis
Respirator
Ventilator
Tracheotomy
CPR
Read and summarize ERD PART FIVE Introduction.
Unconscious state: Definition.
Clinical definitions of different states of unconsciousness: Compare and contrast
Benefit vs Burden: bioethical analysis.
Submission Instructions:
The homework is to be clear and concise and students will lose points for improper grammar, punctuation, and misspelling.
If references are used, please cite properly according to the current APA style.
...
1. Big data is a common topic when discussing structured and unsTaunyaCoffman887
1. Big data is a common topic when discussing structured and unstructured data in the healthcare systems. (Read the Article-Managing Unstructured Big Data in Healthcare System)
2. Submit to this assignment a description of how unstructured data can be challenging in a healthcare system and how control and structure of big data can be created to help an entity or office be more effective in their respective practice.
...
Copyright 2022 Post University. ALL RIGHTS RESERVED TaunyaCoffman887
Copyright 2022 Post University. ALL RIGHTS RESERVED
Due Date: 11:59 pm EST on Sunday of Unit 4
Points: 100
Overview:
Since Sociology is the study of people, we have direct involvement every day in our
communities, schools, family, and neighborhoods. Talking to people is a major part of
the sociology field. This paper will allow you to broaden your understanding of a
particular sociological concept.
Instructions:
Written Assignment 1 will require you to interview someone in your community that has
dealt with any of the social conflicts that we have discussed in the first half of the term.
For example, suicide, bullying, depression, homelessness, discrimination of any kind.
These interviews can be done in person, via computer or other means of
communication, but a one-on-one interaction is necessary. As a last resort, if you
cannot find someone to interview, you can also choose a profession that is front and
center with current social conflict and discuss your choice in detail to include
sociological perspectives and or other course related material that you see fit. This is
an introduction course, so you have some leeway with your direction of your paper, but
please make sure you relate it to the material in the first 4 units.
Requirements:
• Two to three pages in length, excluding the Title and Reference page.
• APA format, including an in-text citation for referenced works.
• At least three resources (not including your textbook).
• 10 points will be deducted for each day the paper is late.
Be sure to read the criteria by which your work will be evaluated before you write
and again after you write.
SOC101 – Principles of Sociology
Unit 4 Assignment – Written Assignment 1
Copyright 2022 Post University. ALL RIGHTS RESERVED
Evaluation Rubric for Written Assignment
CRITERIA Deficient Needs
Improvement
Proficient Exemplary
0-23 24-27 28-30 31-33
Structure
Organization
structure and
paragraphing have
serious and
persistent errors.
Directions were
ignored and
information
provided was
insufficient to meet
assignment
guidelines.
Written work
inadequate for
college-level
work;
Paragraphing
and transitions
are inadequate;
inappropriate
guidelines
outlined for
paper were not
met with several
problems (see
directions).
Written work is
clear and
adequate
college-level
work;
Paragraphing
and transitions
are
adequate;
appropriate
guidelines
outlined for
paper were
met with a
few noted
problems (see
directions).
Written work is
clear and
excellent
college-level
work;
Paragraphing
and transitions
are clear
and
appropriate;
appropriate
guidelines
outlined
for paper were
met (see
directions).
0-23 24-27 28-30 31-33
Mechanics
Written work had
serious and
persistent errors in
word selection and
use; sentence
structure, spelling,
grammar,
punctuation was
inappropriate ...
Create two formative assessments. One assessment is for studentsTaunyaCoffman887
Create two formative assessments.
One assessment is for students without disabilities and the other is the SAME assessment that incorporates accommodations and modifications for students with disabilities (must use a minimum of three disabilities identified) :
1 student with mild cognitive challenges
1 student with ADHD
1 hearing-impaired student
...
Adapted from the PICOT Questions Template; Ellen Fineout-OverhTaunyaCoffman887
Adapted from the PICOT Questions Template; Ellen Fineout-Overholt, 2006. This form may be used for educational & research purposes without permission.
Template
for
Asking
PICOT
Questions
INTERVENTION
In
____________________(P),
how
does
____________________
(I)
compared
to
____________________(C)
affect
_____________________(O)
within
___________(T)?
THERAPY
In
__________________(P),
what
is
the
effect
of
__________________(I)
compared
to
_____________
(C)
on
________________(O
within
_____________(T)?
PROGNOSIS/PREDICTION
In
______________
(P),
how
does
___________________
(I)
compared
to
_____________(C)
influence
__________________
(O)
over
_______________
(T)?
DIAGNOSIS
OR
DIAGNOSTIC
TEST
In
___________________(P)
are/is
____________________(I)
compared
with
_______________________(C)
more
accurate
in
diagnosing
_________________(O)?
ETIOLOGY
Are____________________
(P),
who
have
____________________
(I)
compared
with
those
without
____________________(C)
at
____________
risk
for/of
____________________(O)
over
________________(T)?
MEANING
How
do
_______________________
(P)
with
_______________________
(I)
perceive
_______________________
(O)
during
________________(T)?
Adapted from the PICOT Questions Template; Ellen Fineout-Overholt, 2006. This form may be used for educational & research purposes without permission.
Short
Definitions
of
Different
Types
of
Questions
Intervention/Therapy:
Questions
addressing
the
treatment
of
an
illness
or
disability.
Etiology:
Questions
addressing
the
causes
or
origins
of
disease
(i.e.,
factors
that
produce
or
predispose
toward
a
certain
disease
or
disorder).
Diagnosis:
Questions
addressing
the
act
or
process
of
identifying
or
determining
the
nature
and
cause
of
a
disease
or
injury
through
evaluation.
Prognosis/Prediction:
Questions
addressing
the
prediction
of
the
course
of
a
disease.
Meaning:
Questions
addressing
how
one
experiences
a
phenomenon.
Sample
Questions:
Intervention:
In
African-‐American
female
adolescents
with
hepatitis
B
(P),
how
does
acetaminophen
(I)
compared
to
ibuprofen
(C)
affect
liver
function
(O)?
Therapy:
In
children
with
spastic
cerebral
palsy
(P),
what
is
the
effect
of
splinting
and
casting(I)
compa ...
1Felicity S. MillerDate April XX, 2022 Preparer TaunyaCoffman887
1
Felicity S. Miller
Date: April XX, 2022
Preparer: Felicity Miller
Reviewer: Felicity Miller
Subject: 2021 Recovery Rebate
I am following up on our meeting over the phone concerning the 2021 Recovery Rebate
credit. You were interested in learning about the 2021 Recovery Rebate credit and
concerned to what extent you and your spouse were eligible for this credit and whether
the credit that you received in 2021 is taxable on your 2021 tax return.
In March of 2021, the Under American Rescue Plan (ARP) Act was passed. The ARP Act
entitles individuals with income under a certain level to receive a recovery rebate tax
credit. These are direct payments to individuals by the government.
Single individuals and joint filers are entitled to a payment of $1,400 for each eligible
individual. An eligible individual is any individual other than (1) a nonresident alien, (2) a
dependent of another taxpayer, and (3) an estate or trust. For these purposes, the term
"dependent" includes not just children but qualifying relatives. The 2021 recovery rebate
began phasing out starting at $150,000 for married filing joint filers and is completely
phased out at $160,000 for married filing joint filers.
The government began issuing the rebates based on 2019 income tax returns or 2020
returns for individuals who filed their 2020 returns on time. The calculation for the correct
amount of the rebate will be part of your 2021 tax return. If your 2021 tax return indicates
a rebate larger than the amount you received any additional amount will be claimed as a
credit against your 2021 tax bill. On the flip side, if the 2021 rebate calculation shows an
amount in excess of what you were entitled to, you do not have to repay that excess. The
difference, if any, between what you received and the actual credit you were entitled to will
be a result of factors that affected your 2021 income. These factors may include changes
such as retirement from a job, the birth of a child, a child going to college, etc.
If you have any questions, please call our office and we can discuss further.
Thank you,
Felicity Miller, CPA
...
Unit II Assignment WorksheetThis worksheet is intended to help yTaunyaCoffman887
Unit II Assignment Worksheet
This worksheet is intended to help you develop the information you will use to complete your Unit II Assignment.
Completing only this worksheet does not constitute completion of the Unit II Assignment. You need to complete all parts of the assignment, which also include writing an essay about the information you obtain in this worksheet. You will insert your essay at the end of this document where indicated, and then upload your assignment via SafeAssign.
Instructions:
1. Complete the Unit II Worksheet.
2. Use your Unit II Worksheet responses to help you formulate your ideas for writing your essay; you are expected to expand on these questions when writing your essay.
3. Include your graphs in this worksheet, in the areas indicated.
4. Import this document into the Word document containing your essay, then upload the entire assignment via SafeAssign.
Part 1: Given the quantity of total movie tickets and total concession stand items consumed in a month and the total utility derived at Ruby Red’s Movie Theater for each, calculate the marginal utility and the marginal utility per dollar for movie tickets and average concession stand items.
Step 1: Calculate marginal utility and marginal utility per dollar for movie tickets.
Quantity of Tickets
Consumed
Total
Utility
Marginal
Utility
Movie Ticket
Price
Marginal Utility
Per Dollar for Movie Tickets
0
0
---
---
---
200
150
$10.00
400
275
$10.00
600
375
$10.00
800
450
$10.00
1,000
500
$10.00
1,200
525
$10.00
1,400
525
$10.00
Step 2: Calculate marginal utility and marginal utility per dollar for concession stand items.
Quantity of Concession Stand Items
Consumed
Total
Utility
Marginal
Utility
Average Item
Price
Marginal Utility
Per Dollar for Concession Items
0
0
---
---
---
400
200
$15.00
800
375
$15.00
1,200
525
$15.00
1,600
650
$15.00
2,000
750
$15.00
2,400
825
$15.00
2,800
875
$15.00
Part 1 Question 1: What quantity combination of movie tickets and concession stand items would maximize utility?
Your Answers:
Quantity of Movie Tickets
Quantity of Concession Stand Items
Part 1 Question 2: What is the price of movie tickets and average concession stand items?
Your Answers:
Movie Ticket Price
Concession Stand Items Average Price
Part 2: Given the quantity of total movie tickets and total concession stand items consumed in a month and the total utility derived at Ruby Red’s Movie Theater for the change in movie ticket prices, calculate the marginal utility and the marginal utility per dollar for movie tickets and concession stand items.
Step 1: Calculate marginal utility and marginal utility per dollar for movie ticket.
Quantity of Tickets
Consumed
Total
Utility
Margi ...
[Name of Capstone Paper][Student Name] University TaunyaCoffman887
[Name of Capstone Paper]
[Student Name]
University of Minnesota
A Capstone Project
Submitted in Partial Fulfillment of the Requirements for the
Master of Social Work Program
University of Minnesota
Schools of Graduate and Professional Programs
Graduate School of Health and Human Services
[Enter Date]
Approval Page
Master of Social Work Capstone Project
[Enter title here]
Presented by:
Enter name here
Please indicate which option you selected for this Capstone.
___ Option 1: Systemic Intervention Proposal
___ Option 2: Client/Agency Intervention Proposal
Capstone Professor _____________________________________________________________
Program Director ____________________________________________________________
University of Minnesota
[Enter Year]
Table of Contents
[Paper Title] 4
Introduction 4
Target Population 5
Macro-Level Systems Perspective 6
Literature Review 6
Current Services 6
Grand Challenges for Social Work 7
Best Practices 8
Proposed Systemic Intervention 9
Evaluation 9
Implications for Social Work Practice 10
Ethical Considerations 10
Level of Practice 10
Implications for the Profession of Social Work 10
Personal Career Goals 10
Conclusion 11
References 12
[ Paper Title]
[Introduction -- This section should be about 1-1.5 pages doubled spaced. See syllabus and/or Canvas module for details.]Target Population
[This section should be 1-2 pages double spaced. See syllabus and/or Canvas module for details.]
Macro-Level Systems Perspective
[This section should be approximately 3 pages in length, double spaced. Include a minimum of five peer-reviewed sources in this section. See syllabus and/or Canvas module for details.]Grand Challenges for Social Work
[This should be no more than 1-2 pages double spaced. See syllabus and/or Canvas module for details.]Best Practices
[This section should be approximately 3 pages double-spaced. See syllabus and/or Canvas module for details.]Proposed Intervention
[This should be 2-4 pages double spaced. See syllabus and/or Canvas module for details.]
Evaluation
[This should be 1-2 pages. See syllabus and/or Canvas module for details.]Implications for Social Work Practice
[1-2 pages for section]Ethical Considerations
[See syllabus and/or Canvas module for details.]Level of Practice
[See syllabus and/or Canvas module for details.]Implications for Social Workers
[See syllabus and/or Canvas module for details.]
Personal Career Goals
[This should be 1-2 pages double spaced. See syllabus and/or Canvas module for details.]Conclusion
[This section should be a maximum of 1 page double-spaced. See syllabus and/or Canvas module for details.]
References
[All reference listings must follow APA style guidelines (7th edition).]
2
MSW690 Social Work Capstone Worksheet
Name:
Ciatta Kollie
Date:
8/10/2022
Field Agency Name:
Walk-In counseling
MSW Field Supervisor Name:
Jane
Instru ...
Unlimited Attempts AllowedDetailsVirtual Labs Dumping and CracTaunyaCoffman887
Unlimited Attempts AllowedDetails
Virtual Labs: Dumping and Cracking SAM Hashes to Extract Plain text Passwords
Consider what you have learned so far about Attack Vectors and Countermeasures as you review the objectives and scenario below. Complete the 2 labs that follow on EC-Council's website using the link below.
Objective Lab 1
The goal of system hacking is to gain access, escalate privileges, execute applications, and hide files. The objective of this lab is to help students learn to monitor a system remotely and to extract hidden files and other tasks that include:
Extracting administrative passwords
Hiding files and extracting hidden files
Recovering passwords
Monitoring a system remotely
Scenario
Password hacking is one of the easiest and most common ways hackers obtain an unauthorized computer or network access. Although strong passwords that are difficult to crack (or guess) are easy to create and maintain, users often neglect this. Therefore, passwords are one of the weakest links in the information security chain.
Passwords rely on secrecy. After a password is compromised, its original owner isn’t the only person who can access the system with it. Hackers have many ways to obtain passwords. They can obtain passwords from local computers by using password-cracking software. To obtain passwords from across a network, they can use remote cracking utilities or network analyzers.
The labs in this module demonstrate just how easily hackers can gather password information from your network, and describe password vulnerabilities that exist in computer networks, as well as countermeasures to help prevent these vulnerabilities from being exploited on your systems.
Week 5 Lab Assignment 1: Dumping and Cracking SAM Hashes to Extract Plaintext Passwords
Lab Task:
The objective of this lab is to help students learn how to:
Use the pwdump7 tool to extract password hashes
Use the Ophcrack tool to crack the passwords and obtain plain text passwords
Lab Description:
The Security Account Manager (SAM) is a database file present on Windows machines that stores user accounts and security descriptors for users on a local computer. It stores users' passwords in a hashed format (in LM hash and NTLM hash). Because a hash function is one-way, this provides some measure of security for the storage of the passwords.
In a system hacking life cycle, attackers generally dump operating system password hashes immediately after a compromise of the target machine. The password hashes enable attackers to launch a variety of attacks on the system, including password cracking, pass the hash, unauthorized access of other systems using the same passwords, password analysis, and pattern recognition, in order to crack other passwords in the target environment.
You need to have administrator access to dump the contents of the SAM file. Assessment of password strength is a critical milestone during your security assessment engagement. You will st ...
What is the risk of not conducting a feasibility analysisHow arTaunyaCoffman887
What is the risk of not conducting a feasibility analysis?
How are needs, wants, demand, and competitive advantage intertwined?
How can you determine if the industry you'd like to enter is attractive or not?
...
What is the impact of contextual factors on advocacy and policy ConTaunyaCoffman887
What is the impact of contextual factors on advocacy and policy? Contextual factors can range from internal (the organization, the practice, the environment, the culture, etc.) to external (laws, policies, politics, regulations, etc.). However, whether originating internally or externally, contextual factors have the capability of advancing or hindering an advocacy priority.
For this Discussion, you will consider how contextual factors impact policy making, focusing specifically on how these factors might impact your advocacy priority. Consider what contextual factors might promote getting your priority on the agenda, as well as those that might work against it.
To prepare:
Review resources about contextual factors.
Consider how contextual factors will impact your advocacy priority.
By Day 3 of Week 4
Post
a response detailing the following:
Which contextual factors will promote getting your advocacy priority on the agenda?
Which contextual factors might work against it?
...
NRNP/PRAC 6665 & 6675 Focused SOAP Psychiatric Evaluation Exemplar
INSTRUCTIONS ON HOW TO USE EXEMPLAR AND TEMPLATE—READ CAREFULLY
If you are struggling with the format or remembering what to include, follow the
Focused SOAP Note Evaluation Template
AND the Rubric
as your guide. It is also helpful to review the rubric in detail in order not to lose points unnecessarily because you missed something required. After reviewing full details of the rubric, you can use it as a guide.
In the
Subjective section, provide:
· Chief complaint
· History of present illness (HPI)
· Past psychiatric history
· Medication trials and current medications
· Psychotherapy or previous psychiatric diagnosis
· Pertinent substance use, family psychiatric/substance use, social, and medical history
· Allergies
· ROS
Read rating descriptions to see the grading standards!
In the
Objective section, provide:
· Physical exam documentation of systems pertinent to the chief complaint, HPI, and history
· Diagnostic results, including any labs, imaging, or other assessments needed to develop the differential diagnoses.
Read rating descriptions to see the grading standards!
In the
Assessment section, provide:
· Results of the mental status examination,
presented in paragraph form.
· At least three differentials with supporting evidence. List them from top priority to least priority. Compare the
DSM-5-TR diagnostic criteria for each differential diagnosis and explain what
DSM-5-TR criteria rules out the differential diagnosis to find an accurate diagnosis.
Explain the critical-thinking process that led you to the primary diagnosis you selected. Include pertinent positives and pertinent negatives for the specific patient case.
·
Read rating descriptions to see the grading standards!
Reflect on this case. Include: Discuss what you learned and what you might do differently. Also include in your reflection a discussion related to legal/ethical considerations (
demonstrate critical thinking beyond confidentiality and consent for treatment!), social determinates of health, health promotion and disease prevention taking into consideration patient factors (such as age, ethnic group, etc.), PMH, and other risk factors (e.g., socioeconomic, cultural background, etc.).
(The FOCUSED SOAP psychiatric evaluation is typically the
follow-up visit patient note. You will practice writing this type of note in this course. You will be focusing more on the symptoms from your differential diagnosis from the comprehensive psychiatric evaluation narrowing to your diagnostic impression. You will write up what symptoms are present and what symptoms are not present from illnesses to demonstrate you have indeed assessed for illnesses which could be impacting your patient. For example, an ...
PLEASE READ CAREFULLY- Please use APA (7th edition) formattingTaunyaCoffman887
PLEASE READ CAREFULLY
- Please use APA (7th edition) formatting
- All questions and each part of the question should be answered in detail (Go into depth)
- Response to questions must demonstrate understanding and application of concepts covered in class
- Responses MUST be organized (Should be logical and easy to follow)
- Use in-text citations and resources per discussion from the school materials
-
The use of course materials to support ideas is HIGHLY RECOMMENDED
“Need at minimum 1½”
Discussion:
Cite three ways that global HR differs from domestic HR, specifically in relation to Total Rewards. Give examples, and cite at least one source from the class.
272
11
Far from being the latest buzzword, employee experience is turning into the
key element of the future-proof workplace. It’s time to change the outdat-
ed twentieth-century mindset that dismisses employees as dispensable and
infinitely replaceable and instead recognize that business is all about people.
The employer–employee relationship has changed. While the employer
had the power in the last century, that balance is shifting in this century,
and potential employees are being choosier about which opportunities
they accept.
Just as user experience is driving the digital interface, and as customer sat-
isfaction programs morph into the customer experience, we need to refocus
our people strategies to improve the entire employee experience. Forward-
thinking organizations are broadening their focus from engagement and
culture to a holistic perspective that considers an individual’s experience
before, during, and after a career within the company.
It’s not an isolated phenomenon: The 2017 Global Human Capital Trends
report by Deloitte found the attention on employee experience is gaining
momentum. While organizational culture, engagement, and employee
brand proposition remain top priorities, employee experience ranks as a
major trend:
• 80 percent of executives rated employee experience very important
(42 percent) or important (38 percent), but only 22 percent reported
that their companies excelled at building a differentiated employee
experience.
• 59 percent of survey respondents reported that they were not ready or
only somewhat ready to address the employee experience challenge.
The Cornerstone of a
Global Employee
Engagement Strategy
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 9/19/2022 6:18 PM via UNIVERSITY OF MARYLAND GLOBAL CAMPUS
AN: 2734783 ; WorldatWork, Dan Cafaro.; The WorldatWork Handbook of Total Rewards : A Comprehensive Guide to Compensation, Ben ...
Mass shootings – a short researchBackgroundA subset of nationaTaunyaCoffman887
Mass shootings – a short research
Background
A subset of national homicides that captures both the headlines and the attention of policy makers is that of mass shootings – in schools, workplaces, places of worship, grocery stores, and elsewhere.
Definitions are not always consistent, but a common definition (and the one used by the primary database for this project) of a
mass shooting is:
a multiple homicide incident in which
four or more victims are murdered with firearms — not including the offender(s) —
within one event, and at least some of the murders occurred
in a public location or locations in close geographical proximity (e.g., a workplace, school, restaurant, or other public settings), and the
murders are not attributable to any other underlying criminal activity or commonplace circumstance (armed robbery, criminal competition, insurance fraud, argument, or romantic triangle).
Following each mass shooting, there are inevitably calls for policy makers to “do something” whether it is to tighten gun control laws, improve mental health programs, provide armed security (perhaps including teachers) at schools, increase active shooter response training, redesign school or office buildings to be more secure, or something else.
Despite recurring calls to “do something,” few meaningful policies to stop these mass shootings have been broadly implemented, and one reason for this is that there does not appear to be a consensus on the root cause(s) of the problem: is it about gun control, or is it about mental health, or is it about armed security, or something else? Maybe it’s about all of these, but which ones are the dominant underlying factors?
Assignment
The purpose of this assignment is to introduce you to formulating hypotheses that can be resolved (typically by refuting them through the scientific method) using quantitative methods. You do not have to resolve the hypotheses that you formulate, but you should think about them deeply enough to imagine how you might ultimately use quantitative data to resolve them
·
Task: First, read the information at the following two web sites related to mass shootings that employ an interactive online database:
·
https://www.theviolenceproject.org/mass-shooter-database/
·
https://projects.voanews.com/mass-shootings/
·
Task: Use the interactive online database from these websites to formulate hypotheses about the “common denominators” of mass shootings. In other words, develop at least one (or more) hypothesis about the relationships between some of the potential variables related to mass shootings. These will likely be hypotheses that you think can be
refuted; therefore they are likely to be worded oppositely of what you think (or hope) is true. (I know this seems strange, but the sooner that you understand this, the better.)
· Suggestio ...
I - Update Annotated bibliographyto educate yourself aboutTaunyaCoffman887
I - Update Annotated bibliography
to educate yourself about qualifying elements/limits on positions
to expand the applicability of the issue to a broader audience/widen the scope
to find further evidence to support/prove your sub-claims
to find evidence to support your warrants
Due 9/19/2022 @ 2pm , 100 words. MLA FORMAT
II- Analyze classical Argument, Identify examples of your work that correspond to the following element.
-Claims
-Qualifiers
-Warrants
-Backing
-Rebuttal
200 words MLA FORMAT
Due 9/20/22
...
Discussion CultureYou are socialized within a culture the momenTaunyaCoffman887
Discussion: Culture
You are socialized within a culture the moment you are born, both through your family and your broader community interactions.
As humans develop and mature, they learn the unwritten rules of social behavior and interaction as they watch and participate in their social environment. An individual’s culture is often influenced by nationality, ethnicity, religion, socioeconomic status, and geographic location.
By recognizing you have a culture in the context of a larger culture, and that your distinct culture exists along with other distinct cultures, how could that help you see the nature, value, and strengths of those other cultures? In this Discussion, you consider similar questions.
To Prepare
· Consider the different aspects of culture such as: language, communication style, art, customs/traditions (e.g., holidays, weddings, funerals), values, stories, religion, food, social habits (e.g., eye contact, how close one stands, how one greets or says “good”), gender roles, clothing, music.
· Reflect on the first time you remember someone else displaying a different cultural characteristic than your own. Where were you? What did you notice? How did you respond?
· Read Standard 1.05 from the NASW Code of Ethics:
1.05 Cultural Awareness and Social Diversity
(a) Social workers should understand culture and its function in human behavior and society, recognizing the strengths that exist in all cultures.
(b) Social workers should have a knowledge base of their clients' cultures and be able to demonstrate competence in the provision of services that are sensitive to clients' cultures and to differences among people and cultural groups.
(c) Social workers should obtain education about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical ability.
(d) Social workers who provide electronic social work services should be aware of cultural and socioeconomic differences among clients and how they may use electronic technology. Social workers should assess cultural, environmental, economic, mental or physical ability, linguistic, and other issues that may affect the delivery or use of these services.
Discussion: Social Work Practice With Groups
Group work offers many benefits that cannot be achieved through individual therapy alone. The most obvious benefit is group member validation. The knowledge that you are not alone and are not the only person who has experienced that particular issue can foster a strong sense of hope.
However, groups also present challenges from different personalities and behaviors that disrupt group dynamics and function. As a social worker, you will need to take different roles to manage the challenges in order to create a safer space for clients to engage in their work.
In ...
Given the growth in telecommuting and other mobile work arrangemTaunyaCoffman887
Given the growth in telecommuting and other mobile work arrangements, how might offices physically change in the coming years? Will offices as we think of them today exist in the next ten years? Why or why not?
Provide an outside source that applies to the topic, along with additional information about the topic or the source (please cite properly in APA)
At least one scholarly source should be used in the initial discussion thread. Be sure to use information from your readings. Use proper citations and references in your post.
...
District management involves many important components (I.E., organiTaunyaCoffman887
District management involves many important components (I.E., organizational structures, a variety of communication strategies, budgeting and school facilities, human resource management, etc.). Based upon your reading and your personal observations, what aspects of district management do you believe are your strengths and what aspects do you feel you would want to develop further to be a successful superintendent of schools? Why?
...
Develop a 4-6 page holistic intervention plan design to improve thTaunyaCoffman887
Develop a 4-6 page holistic intervention plan design to improve the quality of outcomes for your target population and setting.
Reminder: these instructions are an outline. Your headings for these sections should be Intervention Plan Components and
not Part 1: Intervention Plan Components.
Part 1: Intervention Plan Components
· Define the major components of an intervention plan for a health promotion, quality improvement, prevention, education, or management need.
· Explain the impact of cultural needs and characteristics of a target population and setting on the development of intervention plan components.
Part 2: Theoretical Foundations
· Evaluate theoretical nursing models, strategies from other disciplines, and health care technologies relevant to an intervention plan.
· Justify the major components of an intervention by referencing relevant and contemporary evidence from the literature and best practices.
Part 3: Stakeholders, Policy, and Regulations
· Analyze the impact of stakeholder needs, health care policy, regulations, and governing bodies relevant to health care practice and specific components of an intervention plan.
Part 4: Ethical and Legal Implications
· Analyze relevant ethical and legal issues related to health care practice, organizational change, and specific components of an intervention plan.
Number of resources
: 5–10 resources. (You may use resources previously cited in your literature review to contribute to this number.
ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY
Almaiah, M. A. (2021). A new scheme for detecting malicious attacks in wireless sensor networks based on blockchain technology. In Artificial Intelligence and Blockchain for Future Cybersecurity Applications (pp. 217-234). Springer, Cham.
https://link.springer.com/chapter/10.1007/978-3-030-74575-2_12
This article discusses a new scheme for detecting malicious attacks in wireless sensor networks based on blockchain technology. It describes how blockchain technology can be used to secure wireless sensor networks and how this scheme can be used to detect and prevent malicious attacks. The article will be useful for my paper as it provides a detailed description of how blockchain technology can be used to secure wireless sensor networks. I will therefore use this article in my paper to discuss the different security challenges that come with wireless sensor networks and how blockchain technology can be used to address these challenges.
Ji, X., Huang, K., Jin, L., Tang, H., Liu, C., Zhong, Z., ... & Yi, M. (2018). Overview of 5G security technology.
Science China Information Sciences,
61(8), 1-25.
https://link.springer.com/article/10.1007/s11432-017-9426-4
This article provides an overview of 5G security technology. It discusses the challenges of 5G security and the various technologies that are being developed to address these challenges. The article ...
After studying the course materials located on Module 5 LectuTaunyaCoffman887
After studying the course materials located on
Module 5: Lecture Materials & Resources
page, answer the following:
Name some very important organs that are not vital organs.
List the functional description of all the normal vital organs, including today’s exceptions.
Is it possible to live without a vital organ? Why? Example?
Distinction between assisting or substituting vital organs. Bioethical analysis.
Do the following practices assist or substitute the vital organ? Why?
Dialysis
Respirator
Ventilator
Tracheotomy
CPR
Read and summarize ERD PART FIVE Introduction.
Unconscious state: Definition.
Clinical definitions of different states of unconsciousness: Compare and contrast
Benefit vs Burden: bioethical analysis.
Submission Instructions:
The homework is to be clear and concise and students will lose points for improper grammar, punctuation, and misspelling.
If references are used, please cite properly according to the current APA style.
...
1. Big data is a common topic when discussing structured and unsTaunyaCoffman887
1. Big data is a common topic when discussing structured and unstructured data in the healthcare systems. (Read the Article-Managing Unstructured Big Data in Healthcare System)
2. Submit to this assignment a description of how unstructured data can be challenging in a healthcare system and how control and structure of big data can be created to help an entity or office be more effective in their respective practice.
...
Copyright 2022 Post University. ALL RIGHTS RESERVED TaunyaCoffman887
Copyright 2022 Post University. ALL RIGHTS RESERVED
Due Date: 11:59 pm EST on Sunday of Unit 4
Points: 100
Overview:
Since Sociology is the study of people, we have direct involvement every day in our
communities, schools, family, and neighborhoods. Talking to people is a major part of
the sociology field. This paper will allow you to broaden your understanding of a
particular sociological concept.
Instructions:
Written Assignment 1 will require you to interview someone in your community that has
dealt with any of the social conflicts that we have discussed in the first half of the term.
For example, suicide, bullying, depression, homelessness, discrimination of any kind.
These interviews can be done in person, via computer or other means of
communication, but a one-on-one interaction is necessary. As a last resort, if you
cannot find someone to interview, you can also choose a profession that is front and
center with current social conflict and discuss your choice in detail to include
sociological perspectives and or other course related material that you see fit. This is
an introduction course, so you have some leeway with your direction of your paper, but
please make sure you relate it to the material in the first 4 units.
Requirements:
• Two to three pages in length, excluding the Title and Reference page.
• APA format, including an in-text citation for referenced works.
• At least three resources (not including your textbook).
• 10 points will be deducted for each day the paper is late.
Be sure to read the criteria by which your work will be evaluated before you write
and again after you write.
SOC101 – Principles of Sociology
Unit 4 Assignment – Written Assignment 1
Copyright 2022 Post University. ALL RIGHTS RESERVED
Evaluation Rubric for Written Assignment
CRITERIA Deficient Needs
Improvement
Proficient Exemplary
0-23 24-27 28-30 31-33
Structure
Organization
structure and
paragraphing have
serious and
persistent errors.
Directions were
ignored and
information
provided was
insufficient to meet
assignment
guidelines.
Written work
inadequate for
college-level
work;
Paragraphing
and transitions
are inadequate;
inappropriate
guidelines
outlined for
paper were not
met with several
problems (see
directions).
Written work is
clear and
adequate
college-level
work;
Paragraphing
and transitions
are
adequate;
appropriate
guidelines
outlined for
paper were
met with a
few noted
problems (see
directions).
Written work is
clear and
excellent
college-level
work;
Paragraphing
and transitions
are clear
and
appropriate;
appropriate
guidelines
outlined
for paper were
met (see
directions).
0-23 24-27 28-30 31-33
Mechanics
Written work had
serious and
persistent errors in
word selection and
use; sentence
structure, spelling,
grammar,
punctuation was
inappropriate ...
Create two formative assessments. One assessment is for studentsTaunyaCoffman887
Create two formative assessments.
One assessment is for students without disabilities and the other is the SAME assessment that incorporates accommodations and modifications for students with disabilities (must use a minimum of three disabilities identified) :
1 student with mild cognitive challenges
1 student with ADHD
1 hearing-impaired student
...
Adapted from the PICOT Questions Template; Ellen Fineout-OverhTaunyaCoffman887
Adapted from the PICOT Questions Template; Ellen Fineout-Overholt, 2006. This form may be used for educational & research purposes without permission.
Template
for
Asking
PICOT
Questions
INTERVENTION
In
____________________(P),
how
does
____________________
(I)
compared
to
____________________(C)
affect
_____________________(O)
within
___________(T)?
THERAPY
In
__________________(P),
what
is
the
effect
of
__________________(I)
compared
to
_____________
(C)
on
________________(O
within
_____________(T)?
PROGNOSIS/PREDICTION
In
______________
(P),
how
does
___________________
(I)
compared
to
_____________(C)
influence
__________________
(O)
over
_______________
(T)?
DIAGNOSIS
OR
DIAGNOSTIC
TEST
In
___________________(P)
are/is
____________________(I)
compared
with
_______________________(C)
more
accurate
in
diagnosing
_________________(O)?
ETIOLOGY
Are____________________
(P),
who
have
____________________
(I)
compared
with
those
without
____________________(C)
at
____________
risk
for/of
____________________(O)
over
________________(T)?
MEANING
How
do
_______________________
(P)
with
_______________________
(I)
perceive
_______________________
(O)
during
________________(T)?
Adapted from the PICOT Questions Template; Ellen Fineout-Overholt, 2006. This form may be used for educational & research purposes without permission.
Short
Definitions
of
Different
Types
of
Questions
Intervention/Therapy:
Questions
addressing
the
treatment
of
an
illness
or
disability.
Etiology:
Questions
addressing
the
causes
or
origins
of
disease
(i.e.,
factors
that
produce
or
predispose
toward
a
certain
disease
or
disorder).
Diagnosis:
Questions
addressing
the
act
or
process
of
identifying
or
determining
the
nature
and
cause
of
a
disease
or
injury
through
evaluation.
Prognosis/Prediction:
Questions
addressing
the
prediction
of
the
course
of
a
disease.
Meaning:
Questions
addressing
how
one
experiences
a
phenomenon.
Sample
Questions:
Intervention:
In
African-‐American
female
adolescents
with
hepatitis
B
(P),
how
does
acetaminophen
(I)
compared
to
ibuprofen
(C)
affect
liver
function
(O)?
Therapy:
In
children
with
spastic
cerebral
palsy
(P),
what
is
the
effect
of
splinting
and
casting(I)
compa ...
1Felicity S. MillerDate April XX, 2022 Preparer TaunyaCoffman887
1
Felicity S. Miller
Date: April XX, 2022
Preparer: Felicity Miller
Reviewer: Felicity Miller
Subject: 2021 Recovery Rebate
I am following up on our meeting over the phone concerning the 2021 Recovery Rebate
credit. You were interested in learning about the 2021 Recovery Rebate credit and
concerned to what extent you and your spouse were eligible for this credit and whether
the credit that you received in 2021 is taxable on your 2021 tax return.
In March of 2021, the Under American Rescue Plan (ARP) Act was passed. The ARP Act
entitles individuals with income under a certain level to receive a recovery rebate tax
credit. These are direct payments to individuals by the government.
Single individuals and joint filers are entitled to a payment of $1,400 for each eligible
individual. An eligible individual is any individual other than (1) a nonresident alien, (2) a
dependent of another taxpayer, and (3) an estate or trust. For these purposes, the term
"dependent" includes not just children but qualifying relatives. The 2021 recovery rebate
began phasing out starting at $150,000 for married filing joint filers and is completely
phased out at $160,000 for married filing joint filers.
The government began issuing the rebates based on 2019 income tax returns or 2020
returns for individuals who filed their 2020 returns on time. The calculation for the correct
amount of the rebate will be part of your 2021 tax return. If your 2021 tax return indicates
a rebate larger than the amount you received any additional amount will be claimed as a
credit against your 2021 tax bill. On the flip side, if the 2021 rebate calculation shows an
amount in excess of what you were entitled to, you do not have to repay that excess. The
difference, if any, between what you received and the actual credit you were entitled to will
be a result of factors that affected your 2021 income. These factors may include changes
such as retirement from a job, the birth of a child, a child going to college, etc.
If you have any questions, please call our office and we can discuss further.
Thank you,
Felicity Miller, CPA
...
Unit II Assignment WorksheetThis worksheet is intended to help yTaunyaCoffman887
Unit II Assignment Worksheet
This worksheet is intended to help you develop the information you will use to complete your Unit II Assignment.
Completing only this worksheet does not constitute completion of the Unit II Assignment. You need to complete all parts of the assignment, which also include writing an essay about the information you obtain in this worksheet. You will insert your essay at the end of this document where indicated, and then upload your assignment via SafeAssign.
Instructions:
1. Complete the Unit II Worksheet.
2. Use your Unit II Worksheet responses to help you formulate your ideas for writing your essay; you are expected to expand on these questions when writing your essay.
3. Include your graphs in this worksheet, in the areas indicated.
4. Import this document into the Word document containing your essay, then upload the entire assignment via SafeAssign.
Part 1: Given the quantity of total movie tickets and total concession stand items consumed in a month and the total utility derived at Ruby Red’s Movie Theater for each, calculate the marginal utility and the marginal utility per dollar for movie tickets and average concession stand items.
Step 1: Calculate marginal utility and marginal utility per dollar for movie tickets.
Quantity of Tickets
Consumed
Total
Utility
Marginal
Utility
Movie Ticket
Price
Marginal Utility
Per Dollar for Movie Tickets
0
0
---
---
---
200
150
$10.00
400
275
$10.00
600
375
$10.00
800
450
$10.00
1,000
500
$10.00
1,200
525
$10.00
1,400
525
$10.00
Step 2: Calculate marginal utility and marginal utility per dollar for concession stand items.
Quantity of Concession Stand Items
Consumed
Total
Utility
Marginal
Utility
Average Item
Price
Marginal Utility
Per Dollar for Concession Items
0
0
---
---
---
400
200
$15.00
800
375
$15.00
1,200
525
$15.00
1,600
650
$15.00
2,000
750
$15.00
2,400
825
$15.00
2,800
875
$15.00
Part 1 Question 1: What quantity combination of movie tickets and concession stand items would maximize utility?
Your Answers:
Quantity of Movie Tickets
Quantity of Concession Stand Items
Part 1 Question 2: What is the price of movie tickets and average concession stand items?
Your Answers:
Movie Ticket Price
Concession Stand Items Average Price
Part 2: Given the quantity of total movie tickets and total concession stand items consumed in a month and the total utility derived at Ruby Red’s Movie Theater for the change in movie ticket prices, calculate the marginal utility and the marginal utility per dollar for movie tickets and concession stand items.
Step 1: Calculate marginal utility and marginal utility per dollar for movie ticket.
Quantity of Tickets
Consumed
Total
Utility
Margi ...
[Name of Capstone Paper][Student Name] University TaunyaCoffman887
[Name of Capstone Paper]
[Student Name]
University of Minnesota
A Capstone Project
Submitted in Partial Fulfillment of the Requirements for the
Master of Social Work Program
University of Minnesota
Schools of Graduate and Professional Programs
Graduate School of Health and Human Services
[Enter Date]
Approval Page
Master of Social Work Capstone Project
[Enter title here]
Presented by:
Enter name here
Please indicate which option you selected for this Capstone.
___ Option 1: Systemic Intervention Proposal
___ Option 2: Client/Agency Intervention Proposal
Capstone Professor _____________________________________________________________
Program Director ____________________________________________________________
University of Minnesota
[Enter Year]
Table of Contents
[Paper Title] 4
Introduction 4
Target Population 5
Macro-Level Systems Perspective 6
Literature Review 6
Current Services 6
Grand Challenges for Social Work 7
Best Practices 8
Proposed Systemic Intervention 9
Evaluation 9
Implications for Social Work Practice 10
Ethical Considerations 10
Level of Practice 10
Implications for the Profession of Social Work 10
Personal Career Goals 10
Conclusion 11
References 12
[ Paper Title]
[Introduction -- This section should be about 1-1.5 pages doubled spaced. See syllabus and/or Canvas module for details.]Target Population
[This section should be 1-2 pages double spaced. See syllabus and/or Canvas module for details.]
Macro-Level Systems Perspective
[This section should be approximately 3 pages in length, double spaced. Include a minimum of five peer-reviewed sources in this section. See syllabus and/or Canvas module for details.]Grand Challenges for Social Work
[This should be no more than 1-2 pages double spaced. See syllabus and/or Canvas module for details.]Best Practices
[This section should be approximately 3 pages double-spaced. See syllabus and/or Canvas module for details.]Proposed Intervention
[This should be 2-4 pages double spaced. See syllabus and/or Canvas module for details.]
Evaluation
[This should be 1-2 pages. See syllabus and/or Canvas module for details.]Implications for Social Work Practice
[1-2 pages for section]Ethical Considerations
[See syllabus and/or Canvas module for details.]Level of Practice
[See syllabus and/or Canvas module for details.]Implications for Social Workers
[See syllabus and/or Canvas module for details.]
Personal Career Goals
[This should be 1-2 pages double spaced. See syllabus and/or Canvas module for details.]Conclusion
[This section should be a maximum of 1 page double-spaced. See syllabus and/or Canvas module for details.]
References
[All reference listings must follow APA style guidelines (7th edition).]
2
MSW690 Social Work Capstone Worksheet
Name:
Ciatta Kollie
Date:
8/10/2022
Field Agency Name:
Walk-In counseling
MSW Field Supervisor Name:
Jane
Instru ...
Unlimited Attempts AllowedDetailsVirtual Labs Dumping and CracTaunyaCoffman887
Unlimited Attempts AllowedDetails
Virtual Labs: Dumping and Cracking SAM Hashes to Extract Plain text Passwords
Consider what you have learned so far about Attack Vectors and Countermeasures as you review the objectives and scenario below. Complete the 2 labs that follow on EC-Council's website using the link below.
Objective Lab 1
The goal of system hacking is to gain access, escalate privileges, execute applications, and hide files. The objective of this lab is to help students learn to monitor a system remotely and to extract hidden files and other tasks that include:
Extracting administrative passwords
Hiding files and extracting hidden files
Recovering passwords
Monitoring a system remotely
Scenario
Password hacking is one of the easiest and most common ways hackers obtain an unauthorized computer or network access. Although strong passwords that are difficult to crack (or guess) are easy to create and maintain, users often neglect this. Therefore, passwords are one of the weakest links in the information security chain.
Passwords rely on secrecy. After a password is compromised, its original owner isn’t the only person who can access the system with it. Hackers have many ways to obtain passwords. They can obtain passwords from local computers by using password-cracking software. To obtain passwords from across a network, they can use remote cracking utilities or network analyzers.
The labs in this module demonstrate just how easily hackers can gather password information from your network, and describe password vulnerabilities that exist in computer networks, as well as countermeasures to help prevent these vulnerabilities from being exploited on your systems.
Week 5 Lab Assignment 1: Dumping and Cracking SAM Hashes to Extract Plaintext Passwords
Lab Task:
The objective of this lab is to help students learn how to:
Use the pwdump7 tool to extract password hashes
Use the Ophcrack tool to crack the passwords and obtain plain text passwords
Lab Description:
The Security Account Manager (SAM) is a database file present on Windows machines that stores user accounts and security descriptors for users on a local computer. It stores users' passwords in a hashed format (in LM hash and NTLM hash). Because a hash function is one-way, this provides some measure of security for the storage of the passwords.
In a system hacking life cycle, attackers generally dump operating system password hashes immediately after a compromise of the target machine. The password hashes enable attackers to launch a variety of attacks on the system, including password cracking, pass the hash, unauthorized access of other systems using the same passwords, password analysis, and pattern recognition, in order to crack other passwords in the target environment.
You need to have administrator access to dump the contents of the SAM file. Assessment of password strength is a critical milestone during your security assessment engagement. You will st ...
What is the risk of not conducting a feasibility analysisHow arTaunyaCoffman887
What is the risk of not conducting a feasibility analysis?
How are needs, wants, demand, and competitive advantage intertwined?
How can you determine if the industry you'd like to enter is attractive or not?
...
What is the impact of contextual factors on advocacy and policy ConTaunyaCoffman887
What is the impact of contextual factors on advocacy and policy? Contextual factors can range from internal (the organization, the practice, the environment, the culture, etc.) to external (laws, policies, politics, regulations, etc.). However, whether originating internally or externally, contextual factors have the capability of advancing or hindering an advocacy priority.
For this Discussion, you will consider how contextual factors impact policy making, focusing specifically on how these factors might impact your advocacy priority. Consider what contextual factors might promote getting your priority on the agenda, as well as those that might work against it.
To prepare:
Review resources about contextual factors.
Consider how contextual factors will impact your advocacy priority.
By Day 3 of Week 4
Post
a response detailing the following:
Which contextual factors will promote getting your advocacy priority on the agenda?
Which contextual factors might work against it?
...
What is the impact of contextual factors on advocacy and policy Con
PAPER 1ABSTRACTThis paper takes a peak within the criminal
1. PAPER 1
ABSTRACT
This paper takes a peak within the criminal justice system,
where organizational conflict is covered in this essay. The
potential for organizational conflict to arise within the
framework of the criminal justice system is the focus of the
discussion in this article. This article presents a comprehensive
overview and analysis of each of the five stages of conflict,
beginning with the pre-conflict phase. An example scenario
inside the correctional system explains the stages of conflict.
This scenario involves officials working within the system.
Three scenarios are examples of circumstances in which an
immediate supervisor would not be able to settle a dispute
between workers. These scenarios are examples of the
circumstances in which an immediate supervisor would not be
able to resolve a dispute.
Conflict is an inevitable part of working in any company. On
the one hand, it fosters creative thinking and strengthens the
ability to find solutions to problems. On the other hand, it might
render problem-solving ineffective, intensify defensiveness and
unhappiness among members, and cultivate a toxic working
environment. Conflict is an ongoing process that may have
various repercussions on various individuals.
Keywords: conflict
Problem Resolution
Conflict is described as a dynamic process in which two or more
people engage in an organization to cause conflict that may or
may not result in aggressive actions. Workers' emotional states,
2. such as stress, hatred, or worry, may be produced by conflict in
organizations. Additionally, management may investigate the
conflict in organizations by looking at the conflict behavior,
whether it be quiet resistance or overtly hostile or aggressive
conduct. Two prisoners fighting each other in a fistfight
exemplify violence within a jail. The correctional officials
have to deescalate the situation to prevent the disagreement
from leading to a dysfunctional organization. Maintaining
consensus among everyone in a company is not always
straightforward. Nevertheless, businesses may encourage
conflict management abilities via training.
The Five Conflict Styles
The five styles of conflict management is conflict avoidance,
accommodation, collaboration, compromise, and competition.
Organizational and environmental variables both have an impact
on the phases of conflict. Conflict in organizations must be
understood by the parties involved beyond the current
circumstance since all disputes are tied to one another and have
a degree of continuity. In this instance, a fight breaks out
between two prisoners who share a cell. Up to the point that the
prisoners start fighting in their cells, the argument keeps getting
worse.
Problem
The problem illustrated in this essay is the penal correction
system, which is used to explain the stages of conflict. This
scenario involves officials working within the system. Three
scenarios are examples of circumstances in which an immediate
supervisor could not settle a dispute between workers. These
scenarios will determine how conflict is managed within the
organization by the staff.
Background
Conflict is an inevitable part of working in any company. On
the one hand, it fosters creative thinking and strengthens the
ability to find solutions to problems. Conflict is an ongoing
3. process that may have various repercussions on various
individuals. When it rises within the company, some ways need
to be used to prevent it from escalating. If the proper channels
are not followed, then the conflict may affect the normal
working of the organization.
It's crucial to understand what causes disputes while addressing
conflict management. Conflicts may go beyond verbal and
physical arguments. An incorrectly handled disagreement in a
criminal justice business where most employees are armed may
lead to workplace violence and death. Social scientists have
identified five variables that might cause conflict: needs,
perceptions, power, values, and emotions.
Individual needs are crucial to understanding disputes, mainly
when Individual and group requirements vary. We all have vital
requirements. These intrinsic demands include food, drink, and
sleep. These bodily demands are considered fundamental and
unlearned. Secondary psychological conditions are gained via
experience and are vital for conflict management. Secondary
requirements might alter over time. Needs include belonging,
power, success, and love. As I've said, these requirements are
vital to an individual's well-being, and ignoring them may lead
to conflict. As supervisors, we must consider our subordinates'
needs, particularly secondary needs, since they affect behavior.
A supervisor may better understand what drives a subordinate
by understanding their requirements.
The second is perception. This and personal values are the
hardest to control and cause the most significant disputes.
Everyone's perception is unique. There will always be slight
variances in people's perceptions of the same event. People's
impressions of what happened to depend on their beliefs,
expectations, experience, and history. Conflicts emerge when
people view reality or a situation differently. These
misperceptions might be caused by varied upbringings,
education levels, and traditional beliefs. As I've said, this
aspect of the conflict is hard to handle, but a supervisor can
establish a manageable situation. Success or failure will rely on
4. how understanding and willing the supervisor is to modify
views.
Third, I'd want to explain how individuals define and use
power. Power and status impact the severity of organizational
disputes In the military, position means authority, which is
frequently abused. How we interpret and wield power may
affect the frequency and sorts of conflict. How we define and
deploy rank-based authority may alter our conflict management
abilities. A dispute arises when energy is used to manipulate
others for personal advantage.
Avoidance conflict is at its earliest stage. This stage occurs
when the circumstances that constitute the fundamental causes
of the competition are in place. "According to Pondy,
avoidance of organizational conflict is the precursor or
underlying factors that lead to subsequent perceptions of
conflict. This term is in line with Aubert's notion of "conflict
potential," which may be regarded as the "base of conflict,"
denoting a social environment between related parties that lays
the groundwork for the later development of overt animosity
(Leckie, 2017). This includes degrees of rivalry between
distinct subunits, attempts by intermediate supervisors to
manage officers' conduct, and instances in which two parties
that must work on a joint activity cannot agree on a cooperative
project. This would be the starting point of their clash in the
hypothetical conflict between the two prisoners. One of the
inmates started the fight by neglecting to pick up their stale,
partially consumed meal off the cell floor. At this point, the
prisoner has spoken their viewpoint to ensure the other person
is aware of the possible dispute.
Conflict accommodation is the subsequent phase of the conflict.
At least one of the two parties must acknowledge a
disagreement before the problem moves to this level. Conflicts
may sometimes occur when the ingredients for avoiding conflict
are absent. This is the negotiation stage when one side believes
the other is likely to obstruct or frustrate their aims. It is
believed that the parties misunderstood each other's genuine
5. open positions in cases when conflict is felt, even if there is no
underlying conflict. Such a dispute may be resolved by
fostering better communication between the parties. When this
is realized, the person can either escalate the situation or choose
to defuse it. One crucial element is that if someone is cognizant
of their conflict with another person, they influence whether the
conflict episode moves on to the next level. This is the point in
the example scenario when the prisoner who leaves their food
lying about realizes there is a problem. They now have the
option to resolve the dispute by coming to an understanding and
ceasing to leave their food lying about, or they may decide to
intensify the conflict and argue. The prisoner decides to dispute
and exacerbate the issue in this case.
The next level is collaboration, which happens when one of the
parties personalizes the conflict situation. When a disagreement
becomes personal, it affects the individuals involved and
potentially adversely affects the organization. Conflict at this
level is quite essential, particularly inside an institution. The
organization's long-term stability depends on how well the
disagreement is handled. The conflict that is sensed is a
conflict that is not only perceived but also felt and recognized.
The mechanism that makes many individuals worried about
conflict dysfunctions is the personalizing of competition.
To put it another way, it causes people to experience conflict.
Referring back to the previous situation, one of the prisoners
had escalated their argument beyond the meal to the point where
they were attacking the other person personally. The
correctional personnel can spot the problem since the convicts
loudly shout complaints.
Next comes the stage of conflict competition. Once a party has
sensed and experienced the conflict scenario, it may start to
express conflict. To elicit this type of conflict, this stage is
characterized by overt or covert actions. Most often, overt
conflict involves one side purposefully obstructing the
objectives of the other. When a disagreement reaches this
point, managers usually have to intervene to settle it before it
6. escalates into an organizational problem.
As a result, direct managers must be able to see overt
disagreement amongst employees. The convicts in the
hypothetical situation start to act physically, so the disciplinary
authorities open the cell and separate the inmates. The officers
must settle potential disputes amongst prisoners as soon as they
are identified. The convicts may believe they can get away with
this kind of conduct if other prisoners see the altercation and
the guards are slow to intervene. "Pondy defines apparent
conflict (conflictful conduct) as behavior that intentionally
impedes the accomplishment of another person's goals and is
seen as such by at least one party. Overt actions that prevent
relationship partners from accomplishing their objectives are
the hallmark of evident conflict in inter-organizational
environments (Leckie, 2017).
Conflict compromise is the last step. At this stage in the
dispute, if the circumstances are resolved satisfactorily, the war
will end. Conflict will persist if the underlying causes are not
addressed but rather repressed for a quick fix. The stage of
conflict aftermath is then entered if the battle continues. At this
point, the dispute can potentially worsen or damage the two
people's relationship irreparably. This would be an example of
conflict aftermath if the two prisoners in the scenario were
returned to the same cell and continued arguing. Conflict
aftermath also includes additional prisoners acting this way
after seeing the first altercation between cellmates.
The management of conflict has been recommended in a variety
of ways or ways. Based on the degree of cohesion (the degree
to which one wants to see the other party's problems addressed)
and assertiveness (the degree to which one's objectives are
accomplished). There might be two methods for handling the
disagreement inside the company. Both therapeutic and
preventative methods are part of these strategies. The
management seeks to create a scenario or atmosphere where the
dysfunctional aspects of disputes do not occur while taking
preventive actions. Conflict should be handled as soon as it
7. develops, as is the case in most situations, but every effort
should be made to avoid conflict in the first place.
Large, generally violent riots are an example of a disagreement
with our police officers that is beyond the immediate
supervisor's control. The immediate supervisor can only affect
their officers and jurisdiction since this problem affects the
whole country instead of just the department. The police
officers cannot resolve the disagreement alone since it affects
many people (Raines, 2020).
Another instance where the immediate supervisor may not have
any control is when an email criticizing another officer goes out
to the whole state's law enforcement community by mistake. If
the email had just been sent to their department, the person's
direct boss might have punished them or let them off lightly,
but it was forwarded to everyone.
Efforts of Resolution
Supervisors have a variety of options for dealing with these
conflict-related traits. Five techniques for supervisors to resolve
conflicts have been discovered by social scientists. While some
of these tactics help manage conflict, others make it worse.
Teamwork. All parties consent to working together to settle a
disagreement. Everyone may be able to accomplish personal
objectives via collaboration while still retaining solid
relationships.
Cooperation involves reconciling divergent viewpoints to
satisfy all demands. When there is a high level of trust and a
desire to change, and the manager wants the staff to take
ownership of their ideas, they may choose to take a
collaborative approach to handle conflicts. Collaboration
requires much work. Some group members abuse the openness
and confidence of others.
Make a compromise. To win, we must reduce losses. Quick
dispute resolution is used when no long-term solution has been
found. A short-term remedy is to stop discussion until the
problem is fixed. It's not flawless. It's a stopgap measure to
allow people to keep working. This approach can disregard the
8. company's objectives. It could promote cynicism and ignorance
of the seriousness of the problem. We must go back soon to deal
with disputes in a cooperative manner.
Competitiveness. It implies a struggle between rivals. When we
are in the right about a quarrel, this tactic works. We utilize it
to make snap judgments or stand up for our rights. We may use
this strategy when a more powerful person tries to overwhelm
us. This could end a fight at the moment, but it has
repercussions. First off, it could make things worse and trigger
losers' retaliation. Conflicts are not handled effectively in this
(Raines, 2020).
Working for a single goal comes before everything else.
People prioritize their relationships above their beliefs as a
conflict resolution technique. By downplaying differences of
opinion, it maintains positive working relationships. Use this
tactic when there isn't much at stake, we're in the wrong and
can't win, and group cohesion is more essential than individual
convictions. Temporary solution Ideas may not get enough
attention, and the speaker could become less credible and
influential.
As a result, the immediate supervisor will be held accountable
to their superiors, imposing a heavier penalty that the
immediate supervisor must carry out. The last instance of a
problem that the immediate supervisor may be unable to manage
involves sexual harassment. A settlement must be reached, and
depending on the matter's seriousness, an immediate supervisor
is not expected to finish the disagreement and move on.
Usually, parties who are not both parties' direct supervisors
decide how to resolve sexual harassment disputes.
Overcrowding may generate inmate-staff tensions. It would
make handling criminals more challenging and increase inmate-
on-inmate violence. Inadequate law enforcement equipment may
lead to conflict and risk to public safety. Say a police
department can't afford bulletproof vests for all officers.
Without protective gear, cops may be hesitant to react to
firearms violence. The situation can deteriorate if the policeman
9. doesn't respond swiftly to other officers' aid calls. Laws
dictating how law enforcement conducts situations could
provoke debate.
Conclusion
In conclusion, the conflict will always arise in organizations.
On the one hand, it encourages innovation and improves
problem-solving. On the other hand, it may make problem-
solving ineffective, heighten defensiveness and member
unhappiness, and foster a toxic workplace (Nguyen, 2019).
Conflict is a dynamic process that has varied effects on
different people. Avoidance conflict, perceived conflict, felt
conflict, visible conflict, and conflict aftermath are the five
phases of conflict. Even though a disagreement could end
before it reaches any of these phases, it's crucial to comprehend
them all and recognize when it needs to be halted at the
immediate supervisor level. As it will only help the business
evolve and adapt to potential future conflict scenarios that may
happen inside the organization, conflict management is a
critical ability that organizations must master. The Bible says
in Hebrews 11:6 that "But without faith, it is impossible to
please him: for he that cometh to God must believe that he is
and that he is a rewarder of them that diligently seek him."
(King James Bible)
References
10. King James Bible. (2017). King James Bible Online.
https://www.kingjamesbibleonline.org/
(Original work published 1769)
Leckie, C. Widing, R. E., Whitwell, G. J. (2017). Manifest
conflict, customer orientation and
performance outcomes in international buyer-seller
relationships.
Journal of Business & Industrial Marketing, 32(8),
1062-1072.
Nguyen, T. (2019). Resolving conflict in organizations –
achieving results through a
harmonization process.
Development and Learning in Organizations: An
International Journal, 33(5) 4-7.
Raines, S. (2020). Conflict Management for Managers:
Resolving Workplace, Client, and Policy
Disputes (2nd ed.). Lanham, MD: Rowman & Littlefield. ISBN:
9781538119938
PAPER 2
ABSTRACT
A conflict usually occurs when two or more parties in an
organization experience different opinions regarding a process
or event. They may experience or hold different views and
beliefs and one party may recognize the problem and view it as
a problem to an organization. Positive Conflicts in
organizations are always perceived to be normal as they always
contribute to changes within organizations, increase trust
between the parties, and even make an organization to be more
creative and innovative. However, negative conflicts in
organizations always lead to more problems as they widen the
gap between employees, may cause divisions, and may also lead
to employee turnover. Conflict resolution refers to all the
processes that are undertaken to bring the parties in conflict
11. together without altering the self-esteem and the morale of the
employees. This paper aims at evaluating conflict resolution
processes including the causes, principles, and stages of conflict
resolution in an organization.
Keywords: conflict
Introduction
A conflict is a disagreement that may occur between two
interdependent people or parties. Raines (2020) affirms that
differences between the two parties often characterize conflicts
and that the parties usually view the differences as unfavorable.
Therefore, conflicts usually make employees or teams have
negative emotional states and may also alter how they relate or
work together. As Polkinghorn and McDermott (2017) state,
organizational conflicts are sometimes inevitable because it’s
typical for employees within organizations to have different
ideas and thoughts. Although conflicts may bring problems to
an organization and the managers, they also make organizations
and their leaders more efficient and effective, increase
employee trust and push organizations to achieve their goals
(Abd-Elrhaman and Ghoneimy, 2018). The purpose of this
report is not to remove conflicts within organizations. It aims at
helping businesses to manage disputes more ethically and
effectively to increase their performance and achieve their
goals. This paper will present the stages of conflict resolution
12. that will evaluate the causes and effects of conflicts and how to
solve them. The strategies mentioned in this paper will offer
managers and organizational leaders to absorb the conflicts and
solve them without affecting the harmony of their working
teams.
The meaning and dimensions of a conflict
Polkinghorn and McDermott (2017) state that a conflict is a
disagreement between two or more interdependent employees.
The parties in a conflict may have different ideas, emotions, and
beliefs about a particular situation, creating a conflict. In a
conflict, the parties may hold incompatible outcomes, and one
party may recognize this incompatibility and perceive it to be a
problem for an organization (Raines, 2020). On the other hand,
conflicts may also be driven by the needs and beliefs of
employees or organizational teams. A need refers to a feeling
that makes people behave in a particular manner. Therefore, a
belief is a priority that the parties in conflict choose, and when
the leaders solve it, it is thought to improve the quality of
service. According to Woodrow and Guest (2017), individuals’
view or beliefs in a conflict is usually their efforts to solve the
dispute, create a solution and satisfy their interests in the issues
they face. Hence, conflicts result from differences in opinions
regarding events in organizations, the aspirations of the
conflicting parties, and their goals.
Consequences of Conflicts
Positive Consequences
Conflicts are neither good nor bad. Conflicts have either
positive or negative outcomes for organizations in short-term
and long-term operations. On the positive side, conflicts can
bring growth in organizations when members argue about
reforms or strategies that their respective organizations need to
undertake in their business. As Raines (2020) states, during
conflict resolution, leaders need to listen to both parties in
conflicts. During this conflict resolution process, managers can
pick the best ideas for the future.
13. Moreover, conflicts can bring coherence and trust among
employees and organizational teams. In most cases, members of
the same organization may clash because they lack the support
from their leaders, lack the confidence of their colleagues, and
also opaqueness in the daily operations of a company
(Hershcovis et al., 2018). During conflict resolution processes,
the leaders and the employees usually have the chance to sit
together and solve their conflicts. Every aspect of the conflict is
aired out, and policies may be set to promote transparency and
accountability of all the members of an organization. This may
increase the members’ trust and make them work together as a
team.
On the other hand, Rana et al. (2017) also state that conflicts
can improve the overall performance of an organization. For
example, if the leaders poorly communicate to their employees
or an organization does not solve their employees' challenges, it
may result in conflicts. However, during conflict resolution
processes, such issues may be corrected, an organization can
improve its communication strategies, and policies can be
implemented to improve the employees’ welfare, thereby
improving the organization's performance.
Negative Consequences
Consequences can also be overshadowed by harmful outcomes
when the parties in dispute fail to agree or reach a common
understanding. In such cases, Bădiţoiua and Stănescu (2018)
note that the situation may escalate into a problematic situation
that organizations may find challenging to reverse. One of the
negative consequences of a conflict is that a slight
misunderstanding among the employees can result in a
significant conflict if an organization favors or supports one
party. This may destroy the whole working culture and the
system of an organization resulting in loss of growth,
performance, and high employment turnovers (Toussaint et al.,
2018). On the other hand, conflicts can also lead to shifts in
power positions or dominance of power in an organization. In a
14. win-lose situation, the winning party may have a more
substantial influence on the affairs of an organization than the
party that lost. This may further widen the gap between the
conflicting parties in the company. According to Lai et al.
(2017), such a situation can create more problems as it may
become challenging to develop a positive working atmosphere
within the organization. Moreover, harmful conflicts can lead to
an increase in the number of conflicting parties. Employees may
join the winning or the losing parties, making it difficult to de-
escalate the problem.
Conflict Resolution
Conflict resolution is how an organization manages a
conflict by bringing the grieving parties together to get a
solution. However, Rahim and Katz (2019) note that conflict
resolution has two dimensions. They are conflict management
and negotiation. Conflict management is the process of
communicating the conflict to change the beliefs and the
emotional states of the parties in conflict. On the other hand,
conflict negotiation is the process of sharing with grieving
parties to enable them to solve the dispute and work together
(Héliot et al., 2020).
In any conflict, organizations always aim to get a win/win
situation. However, a win/win situation usually requires a very
tactical and excellent approach to satisfy the interest of both
parties. An organization must use conflict management and
negotiation to resolve a conflict and bring it to an agreement.
As Cowan et al. (2021) state, conflict management is mainly
concerned with the negative attitudes of the conflicting parties.
It mainly involves the leaders of the effort put in place to divert
the anger or negative emotional energy of the parties in conflict
to create a mutual understanding. Leaders must always deal with
and eliminate the conflicting parties' destructive behavior and
hostile attitudes when using conflict management. Once the
negative attitude is removed, the negotiation process may create
peace among conflicting parties (Jacobs et al., 2018).
15. On the other hand, Conflict management often aims at settling
the dispute by directly evaluating the cause of the conflict. In
conflict management, aspects like negative attitudes are often
ignored. Once the source of the problem has been identified, the
process of creating a mutual understanding between the two
parties begins.
Principles of conflict resolution
Conflict resolution is always a challenging process that requires
an organization to create a mutual understanding amongst the
employees without ruining its reputation and the morale of its
employees. Magee et al. (2017) note that before an organization
begins to settle any conflict, it needs to create a plan of how the
process will be undertaken in an orderly manner. Moreover,
conflict resolution should be aimed at bringing long-term
solutions that will not only create a positive work culture but
also improve the performance of an organization. On the other
hand, Bambi et al. (2017) also note that conflict resolution
needs to bring the employees or organizational teams together
to bring the lost trust. Therefore, this process needs to be
undertaken based on several principles.
Principle 1: Create a culture of respect and integrity
This is the first principle of conflict resolution. Leaders must
understand that all employees are equal regardless of their
status within the company. In some cases, leaders usually take
stern action against the party that may be on the wrong side
without evaluating the long-term consequences. Baillien et al.
(2017) state that conflict resolution needs to begin from a
neutral point of view regardless of the mistakes that may have
been committed. At the negotiation table, each party needs to be
treated equally and concerning cool down the tempers and
reduce the negative emotional energy.
Moreover, leaders also need to use the rule of democracy in
which all the parties are given equal chances to express
themselves. Jerng et al. (2017) affirm that creating a culture of
16. respect and integrity is the first step in ensuring that employees
and all the organizational teams respect each other, even in their
daily work. It helps them understand that the organization's
interests are more significant than their beliefs, attitudes, and
what they want.
Principle 2: Create a rapport
Organizations are institutions that are run by culture and the
policies that have been set in place. Raines (2020) states that it
is always crucial for all employees and organizational teams to
understand that they need each other to make their organization
more functional. However, this does not occur in most cases, as
conflicting parties may lose their values and ethical standards
that guide their work. In any conflict resolution process, leaders
and managers must ensure that they create a rapport in which
the organizational teams can listen to each other more
attentively and respond to each other in a more respectful,
peaceful, and ethical manner (Jones et al., 2018). Creating a
rapport means that employees will have time to listen to each
other, argue their points, and make peace amongst themselves in
the future. These are some of the issues that leaders must raise
during conflict resolution. Building a rapport will develop a
protocol that employees will be using in the future to raise their
concerns without necessarily going into a conflict.
Principle 3: Create a culture of resourcefulness
Resourcefulness is the process in which the employees use their
experience to solve problems without necessarily escalating into
conflicts. Magee et al. (2017) note that organizations must
create team leaders. However, they need to be people with a
vast experience in the organization’s culture and the policies
that guide how their respective institutions work. Moreover,
leaders and managers also need to give their team leaders the
chance to quickly address the issues that arise among their
employees. The team leaders should be mandated to address
17. minor problems unless they are more critical (Bambi et al.,
2017). Creating a culture of resourcefulness is crucial in
ensuring that employees and organizational teams can manage
their interests and reduce the frequency in which conflicts occur
within organizations. Before solving any conflict, leaders need
to create this culture of resourcefulness by allowing their teams
to solve minor cases.
Principle 4: Create a culture of constructive attitude
In any situation, attitude is the main factor determining the
success of the employees and their respective organizations. In
all cases, leaders must make their employees understand that
regardless of what their colleagues do or believe, they must
ensure that their actions do not create enmity or destroy the
organizational culture. Jacobs et al. (2018) note that in any
organization, some employees or groups may act in ways that
satisfy their needs. Even in situations where colleagues do not
work or behave in ethical manners, all the parties need to adopt
a positive attitude to prevent escalating conflicts. This proces s
effectively ensures that all the parties in a conflict attain the
win/win situation to the conflict.
The Conflict Resolution Process/Model
The conflict resolution model or process is divided into four
main processes; awareness, self-preparation, conflict reduction,
and negotiation.
Stage 1: Self-awareness
This is the first and the most challenging stage of the conflict
resolution process. It involves the process by which the
conflicting parties are brought together at the negotiation table
(Cletus et al., 2018). In this process, the leaders usually start
the negotiation by recognizing a conflict between two parties.
Moreover, the problem or the cause of conflict is generally
highlighted during this stage. Baillien et al. (2017) state that
this stage involves communication, feedback, and resistance. In
communication, the party that feels aggrieved is given a chance
to speak and express themselves. During this stage, the leaders
18. must ensure that all interpersonal skills, such as empathy and
active listening, are followed. They are essential for ensuring
that ideas are communicated effectively without interference. In
the feedback phase, the party on the defense often tries to
defend itself against the accusations by counter-reacting to the
allegations made by the grieving party. However, Jerng et al.
(2017) note that this is usually followed by resistance from the
grieving party, who may feel that their arguments are valid.
Therefore, the whole process usually makes all the stakeholders
in an organization understand that a problem exists.
Stage 2: Self-Preparation
This stage usually involves breaking down the case and
planning how to manage the interests of all the parties. It has
three main steps; Emotional management, taking the position in
the case and managing the interests of all the parties (Currie et
al., 2017). In emotional management, the leaders usually try to
cool down the tension by ensuring that all the parties respond to
each other in ethical and respectful manners. In any negotiation
process, both parties must take charge of their inner emotions as
it is crucial to create peace and allow the conflict to be broken
down. In emotional management, the managers or the leaders in
charge are always required to remind the conflicting parties that
they work for the interest of the whole organization (Currie et
al., 2017). Hence, aspects like positive feedback and emotional
intelligence need to be prioritized by both parties. Dynamic
management usually makes the conflicting teams have self-
awareness in their inner self, which allows the case to be
handled effectively by their leaders. Secondly, the leaders need
to take a position in the case. Jones et al. (2018) note that
taking the case means they need to listen to both parties and
their grievances to understand who may be right and wrong.
Through discernment, the leaders need to take a position in the
case but not give a verdict at this stage. Thirdly, interest
management is also crucial during this stage. Cowan et al.
(2021) affirm that regardless of the position the leaders may
19. take, they must put the company's interest first. Moreover, they
need to determine the good of all the parties to determine the
teams that may have the organization’s interests at heart.
Stage 3: Conflict Reduction
This is the second last stage before the final negotiation
process. By this time, the leaders and managers will have
understood the conflicts and differences between the conflicting
parties. Héliot et al. (2020) note that in this case, the leader
needs to help the parties to eliminate their negative behavior
and agree to resolve their conflicts. However, determining the
conflicts does not necessarily mean that the parties must agree
to a particular conclusion. It means that the parties will have
understood the source of their conflicts and also develop mutual
understanding and respect for each other’s ideas. This process
allows the parties in dispute to rectify their conflicts and their
ill-feeling toward each other and probably identify the party
that may be wrong.
On the other hand, Rahim and Katz (2019) state that the parties
must practice reflective listening. This means we need to listen
to each other’s ideas with more focus and enhanced
concentration. At this point, it is expected that all the negative
emotions and feelings toward each other may have been reduced
or eliminated. Reflective listening helps the parties to
understand each other’s demands and find a way to create a
long-lasting solution.
Moreover, leaders must also ensure they summarize both
parties’ words (Lai et al., 2017). This will help them outline the
demands from both parties against the company’s interest. It
will also help them to decide which markets are realistic and
can be achieved against those that may be too difficult to
compete in the short term. Furthermore, Toussaint et al. (2018)
also observe that the leaders or the negotiators must make the
two opposite parties listen to them. At this point, the leaders
must express their views and concerns about the case.
Therefore, they will have to point out the differences between
the arguments of both parties. This will help them clearly
20. outline the strengths and weaknesses of both parties in conflict.
During this stage, Bădiţoiua and Stănescu (2018) note that the
leaders need to communicate effectively so that every party
understands what will benefit them and their organization and
what will not benefit them.
Stage 4: Negotiation
This is the last and the most critical stage in the conflict
negotiation process. According to Rana et al. (2017), the leaders
should have removed all the barriers, and both parties in
conflict should be ready to strike a deal and end the conflict.
Furthermore, each party needs to try as much as possible to
influence their colleagues to take the direction that will benefit
all the stakeholders, including the company. Since this is a
crucial process, various steps will help them conclude. First, the
leaders or the negotiators need to listen and determine the
position of both parties (Abd-Elrhaman and Ghoneimy, 2018).
This will help the leaders understand what each party wants and
whether or not the demands are achievable.
On the other hand, both parties should be ready to accept the
decision from their leaders as the one that will be of great
benefit to each of them and also improve the organization’s
growth. As skilled people and leaders of the organization, they
need to use their leadership skills to summarize their position to
both parties. According to Hershcovis et al. (2018), they need to
use their analytical and communication skills to explain the part
of the company regarding the situation. This should be
undertaken in a manner that satisfies both parties and also
eliminates their initial misunderstandings.
The second step is to underline the interests of all the parties.
This step involves asking both parties some of the reasons they
held to their initial views or positions. According to Woodrow
and Guest (2017), explaining to the parties may not effectively
remove the subconscious ideas and beliefs. Leaders also need to
ensure that all the parties are left with a clear mind and get their
minds off the conflict. By asking them about the position they
initially took, the leaders will demonstrate their care for both
21. teams' interests.
Moreover, it may also give the leaders a chance to alter the
solution to fit both parties and bring peace to their
organizations (Raines, 2020). After ensuring that all the parties
are at ease, the leaders must bring written documentation for
both teams to sign. This will indicate that they are satisfied with
the decision and are ready to work as a team. Lastly, leaders
need to ensure that both parties show respect to each other
through greetings and having a meal together, if any.
In summary, Conflict resolution is a step-by-step process that
requires organizations to bring both parties in conflict together.
However, as stated in the paper, conflict can either be good or
bad depending on how conflicting parties handle it.
Positive/constructive conflicts help organizations change their
strategies to improve their performance and stay ahead of
competitors. Positive conflicts help to increase creativity in
organizations by making the leaders, employees, and all
organizational stakeholders more innovative. On the other hand,
harmful conflicts bring divisions within organizations. This is a
conflict that mainly arises out of employees’ selfishness or self-
interests. In this case, it may destroy the morale of employees
and reduce the performance of an organization. Organizational
leaders must bring their employees together and listen to their
ideas regardless of the type of conflict.
Moreover, leaders also need to ensure that they eliminate the
negative emotional energy from their employees. This is done
by allowing the employees to express their ideas. Leaders must
then evaluate all the opinions from both sides before deciding
on the best solution for both parties. However, the decision
taken by the leaders needs to be fair and just to all the parties.
Furthermore, both parties in conflicts need to come to a mutual
understanding to make their organizations grow and become
more competitive. Generally, conflict resolution is about
differences in ideas and the ability to evaluate all the
conflicting ideas and get one mutual solution.
22. Conclusion
To conclude, a conflict is a long and complex process requiring
leaders to develop a proper plan to help them break down the
problematic situation into a solution. This paper has
demonstrated that a conflict always contains negative emotions
from parties, conflicting ideas and thoughts, and perceived
differences between all the parties in conflict. Moreover, a
match may result in a pessimistic or optimistic end, depending
on how the organization’s leaders handle it. To manage any
dispute, organizational leaders must evaluate the causes of the
competition. Furthermore, they also need to eliminate the
negative feelings from both parties, bring them to a mutual
understanding, and reduce the tension. This will promote
acceptance from both sides, induce positive feedback and
increase the chances of both parties getting a solution. The
conflict resolution process also allows members and teams
within organizations to freely express their ideas that will
benefit the organization in the long run. The Bible says in 2
Corinthians 5:17; Therefore if any man be in Christ, he is a new
creature: old things are passed away; behold, all things are
become new. (King James Bible)
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PAPER 3
ABSTRACT
The last phase of this conflict resolution plan aims to evaluate
the intervention plans that can be used to settle conflicts
identified in the previous chapters. In the last three chapters,
the paper has identified the concept of conflict, causes, and
effects within organizations. Moreover, the previous papers
have identified some of the strategies that could be used to
settle conflicts within organizations. Conflict resolution has
become a core business in the daily management of businesses
or organizations. In most cases, conflicts have always been
viewed as disruptors to the progress, growth, and achievements
of organizations. However, conflicts can also help organizations
work on their weaknesses, bring employees together, and
become more creative. This paper will evaluate the action plans
that organizations can undertake to settle conflicts and bring
long-term mutual understanding between the employees in an
organization. The main conflict identified in the previous
chapters has been the broken team dynamics that often exist
within organizations. Broken team dynamics often create toxic
working environments that result in conflicts. This paper aims
at evaluating the intervention plans that can help to solve the
conflicts of broken team dynamics. However, this paper will
evaluate the intervention plans through the lens of the Christian
bible. Moreover, this paper will also evaluate how the criminal
26. justice system can use alternative methods to solve conflicts.
Keywords: intervention
Conflict Resolution: The Intervention Plan
A conflict resolution plan is an intervention method that aims to
identify the causes of conflicts, bring the conflicting parties
together and provide a solution that will address the needs of all
the parties in conflict. Broken team dynamics are among the
factors that often result in conflicts in organizations. Copeland
(2020) states that broken team dynamics often result from
power imbalance when one party or one team in an organization
is given more priority than others. For more than two decades,
organizations have failed to deal with the challenge of broken
team dynamics. This has resulted in high employee turnover,
toxic work environments, lack of growth, and underperformance
by most organizations (Copeland, 2020). This paper will address
the issue of broken team dynamics, the effects, and the
intervention plans that can help to break down the negative
work synergy that leads to conflicts.
The Broken Team Dynamics: How serious is it?
Team dynamics are crucial in creating organizational bonds and
creating positive work synergy in organizations. It helps
employees to work together, solve problems, and complete tasks
within the required periods (Eyo, 2019). However, the main
problem that is always associated with team dynamics is a
power imbalance. When organizations give more power to one
group at the expense of other groups within organizations, it
often creates anxiety and confusion among the staff members or
employees. Oppenshaw et al. (2018) state that this may result in
negative team synergies that result in conflicts and
27. disagreements among the team members. If this problem is not
addressed at the initial stages, it may result in employee
turnovers and poor outputs from the organizational team
members. This creates a situation called broken team dynamics
that creates divisions among the organizational members.
Broken team dynamics is a very serious matter that requires
urgent intervention plans. Apart from poor performance, the
organizational leaders may spend a lot of time bringing the team
members together at the expense of other important matters in
the organization. Moreover, Turk (2018) states that broken team
dynamics may also give the competitors a chance to overtake an
organization and establish a competitive advantage.
Furthermore, broken team dynamics can also destroy an
organization’s image or brand in the market. In most cases,
consumers always wish to be associated with organizations that
perform but also those with a good reputation. Therefore,
organizational conflicts due to broken team dynamics may send
a wrong image to customers. This may result in customers
seeking services from other companies.
Therefore, broken team dynamics are a very serious issue that
may need urgent intervention plans by the organizational
leaders.
The Intervention Plans: What are they and how should they be?
Creating intervention plans to address broken team dynamics is
not easy. Leaders always have to implement plans or policies
that address the needs of both conflicting parties. Moreover,
Eyo (2019) states that intervention plans should provide both
short-term and long-term solutions to the issues that affect the
employees of a particular organization.
However, the first intervention plan is to identify the causes of
the negative work synergy. Oppenshaw et al. (2018) state that
negative work synergy means identifying the stressors or the
factors that lead to the conflict. This strategy can also be
evaluated through the lens of the scripture. The book of Mathew
6:23-24 highlights this strategy. Jesus notes, “so if you are
28. about to offer your gift to God at the altar and there you
remember that your brother has something against you, leave
your gift there in front of the altar, go at once and make peace
with your brother and then come back and offer your gift to
God.” This bible verse is clear that a good working environment
is even more important than the tasks that employees can
execute for an organization. This is because organization duties
may become futile when the employees are not in harmony.
The first strategy for organizational leaders is to undertake a
close survey within the organization and identify the problem
that affects their employees. Gol-Guven (2017) states that
during the initial stages, the leaders should not inform their
employees but they should keep the survey to themselves.
However, this close survey needs to be undertaken by a special
conflict resolution council. These are groups of experts that will
have been chosen by the organization to investigate the conflict
and provide a report to the organizational leaders. In this case,
the inclusion council needs to undertake a thorough report that
will provide the leaders with all the information about the
sources of conflict. In Mathew 18:15-17 Jesus states, “If your
brother sins against you go and show him his fault, just between
the two of you. If he listens, then you have won over your
brother. But if he will not listen, take one or two others along,
so that every matter may be established by the testimony of two
or other along, so that every matter may be established by the
testimony of two or three witnesses. If he refuses to listen to
them, tell it to the church.” In this case, the church is like the
inclusion council that investigates and oversees the conflict
resolution process. By listening to both parties, the church, as
mentioned in the bible is crucial in listening and providing a
full report on the conflict and also providing their verdict.
The second intervention plan is retreating. After the
organizational leaders get the full report from the inclusion
council about the causes of the broken team dynamics, leaders
need to listen to the grievances and discuss the matter within
themselves (Eyo, 2019). During this stage, the leaders should
29. not involve the employees or any party in their discussions.
They need to use various skills such as critical thinking skills to
evaluate the conflict and determine who might be wrong and
who might be right. Moreover, the organizational leaders may
also involve external consultants or experts from other
companies or retired scholars, or former businessmen. Turk
(2018) notes that involving external consultants is crucial in
helping the organization to develop better solutions that can
help the organization in the future.
The third intervention plan is for the organizational leaders to
summon all the conflicting parties in front of all the leaders and
experts drawn from other organizations. In the book of
Philippians 2:4, the bible states, “let each of you not look not
only to his own interest but also the interests of others.” Broken
team dynamics often result in negative work synergy where the
members may have negative feelings toward each other.”
However, the bible states that during conflict resolution
processes, every party needs to bury their hatches and sit
together to try and find a solution. During the summoning of all
the two conflicting parties, the organizational leaders need to
help the two parties to get rid of their negative emotional
energies (Nese et al., 2020). The negative emotional energies
refer to the hatred or the negative ideas that conflicting parties
have for each other. The leaders need to take charge and inform
the conflicting parties to ease their tension. Before embarking
on the conflict resolution processes, leaders need to inform the
members that though they may have contrasting ideas, they still
work for the same organization, and hence, they need to listen
to each other. Gol-Guven (2017) states that getting rid of
negative emotional energy is crucial in creating peace among
the conflicting parties and hence, setting a positive pace for
solving all the conflicts.
The next step that leaders need to take is to communicate the
problem to all the parties in conflict. The leaders need to give
the two parties in conflict the chance to express their ideas or
conflicts. However, in this stage, Gol-Guven (2017) states that
30. leaders need to practice democracy and ask both parties to
provide ideas that can provide solutions to both parties and help
to end the conflict. The organizational leaders need to act as the
final referees and chose the best strategy that can help to create
peace for both parties. The solution needs to be comprehensive
in order to create a long-lasting solution within the
organization. Furthermore, the organizational leaders also need
to draft policies that will help to create peace and cohesion
within the organizational teams. Furthermore, Turk (2018)
states that during such meetings, the organizational leaders also
need to address the small issues that build up to conflicts. They
include power imbalance, equal promotions, and equal treatment
by the organization. During the communication phase, the
organizational leaders need to ensure that they create a
democratic and equal balance of powers to prevent future
problems.
Lastly, the organization needs to put the solutions drafted into
writing and then into policies that will help the organization and
the employees in the future.
The criminal justice system and the alternative conflict
resolution processes
The criminal justice system is crucial in maintaining peace and
cohesion in society. However, there are various alternative
processes that can help to manage conflicts. In less serious
cases, Oppenshaw et al. (2018) state that out-of-court
settlements may be crucial in creating peace among the people
in conflict. In Mathews 5:25, the bible states, “if someone
brings a lawsuit against you and takes you to court, settle the
dispute with him while there is time before you get to court.
Once you are there, he will hand you over to the police, and you
will be put in jail.” The Bible provides a direct solution to
alternative conflict resolution processes of ‘out of court
settlement.’ In non-criminal cases, it is always wise for the
parties in conflict to meet in private and settle the matter in
peace. The Bible is clear that court cases are expensive and may
lead to more problems for both parties. Moreover, Copeland
31. (2020) states that the justice systems must also be ready to
allow parties to solve cases from outside cases if there are no
criminal related cases.
Conclusion
In conclusion, a conflict resolution plan often aims at breaking
the negative team dynamics that affect the spirit and working
atmosphere of organizations. This paper has established that
broken team dynamics are the main factors that lead to
employees having contrasting ideas that lead to conflicts. As
stated in this paper, the intervention plans need to have
inclusion councils that undertake a close survey to determine
the causes of conflicts. Furthermore, the organizational leaders
need to communicate with the parties in conflict and develop
long-lasting solutions that need to be implemented as laws as
stated in this paper. This will help to prevent future conflicts
within organizations. The Bible says in Proverbs 15:19, “The
way of the sluggard is blocked with thorns, but the path of the
upright is a highway.”(King James Bible)
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