Resilience
Resilience is not only needed in the business world but in all areas of life. In “Developing Resilience—The
Most Important Soft Skills for Hard Times, Maree Harris, Phd. (n.d.) states, “Resilience is usually
associated with the ability to bounce back up after being knocked down, with responding positively and
proactively to any adversity”. In order to cultivate resilience, individuals must also possess or develop a
variety of other soft skills. Resilient people are able to see the worst tragedies and failures as challenges
to overcome and are able to use a growth mindset to overcome them. They are able to keep a positive
attitude about the situation and are able to see failure as lessons.
We often see those that we most admire as having resilience. For example, according to The
Academy of Achievement (n.d.), Oprah Winfrey overcame a childhood of poverty, abuse and racism, as
well as numerous career setbacks. Many individuals experience any one of Winfrey’s challenges but
because she possessed and continued to develop her resilience, she became the most successful black
woman in modern history. Those in the business world can learn from Winfrey and others like her that
they must find ways to come back from even the cruelest setback. Resilience is key in all areas of career
success, for job seekers as well as those looking to advance in their organization.
A resilient job seeker gains strength from receiving a rejection letter. They will use the information given
by the potential employer as a learning tool for the next application process and interview. They are able
to “bounce back” by seeing the experience as informative and strengthening, rather than defeating. In
“Resilience--Fall Seven Times, Stand up Eight,” Lei Han (n.d.) writes, “More than half of the battle in a job
search is actually the emotional aspect--thinking positive, staying in action, and ‘standing up’ when you
feel ‘knocked down’ by the lack of results”. Not getting hired by employers whom one wishes to work for
may cause one to question one’s own abilities and qualifications an/or perhaps how one is presenting
these abilities and qualifications, but a resilient individual will use that questioning process to return to the
job market as a stronger, more aware candidate A resilient job seeker will use each rejection as an
opportunity to build his or her “brand”.
When an individual finally does get hired by an organization, he or she must demonstrate resilience in
order to be successful in their career in that organization and beyond. In an advertising agency , for
example, an employee may be given a new client and may spend days developing an ad campaign only
to have the client reject the campaign or only to find that the campaign failed miserably. In this case, the
employee must be highly resilient must immediately begin redesigning the campaign so as to keep this
client’s business and to show their supervisor that they can ...
This document provides guidance on creating effective job descriptions and conducting behavioral interviews. It includes:
- A sample job description template with key elements like job title, responsibilities, and qualifications.
- Tips for writing responsibilities, such as focusing on what the employee will do, learn, and impact rather than salary.
- Sample behavioral interview questions organized by skills like decision-making, communication, and motivation. The questions are designed to elicit real-world examples from candidates.
- Interview best practices like preparing job-specific questions in advance and taking notes to compare candidates. The goal is to assess skills required for the role through examples.
The document discusses behavioral interviewing as a more effective pre-employment assessment method than traditional interviews. It provides tips for structuring behavioral interviews, including determining critical competencies, developing behavioral questions, evaluating answers using the STAR method, and taking structured notes. Behavioral interviews focus on real examples of a candidate's past performance and behavior, rather than hypothetical responses. This improves the chances of selecting the best candidates.
This document discusses competency-based interviews, which are commonly used in the pharmaceutical industry. [1] Competency-based interviews focus on evaluating applicants based on behavioral examples that demonstrate competencies relevant to the job. [2] Interviewers will ask questions designed to probe specific skills and behaviors and ask applicants to provide real examples from their past experience. [3] Preparing for these interviews involves researching the competencies important for the role and developing examples from one's background that illustrate these competencies.
This document provides information about competency-based interviews. It explains that competency-based interviews focus on evaluating job applicants based on behavioral examples that demonstrate competencies required for success in the role. The document outlines several competencies commonly assessed in these interviews, such as problem-solving, adaptability, and leadership. It also provides sample interview questions targeting these competencies. Overall, the summary emphasizes that competency-based interviews aim to predict future job performance based on evidence of past behaviors showcasing critical competencies.
The document provides an interview guide for an Employment Specialist position, outlining key competencies such as initiation, communication skills, problem solving, and positive attitude. Sample behavioral interview questions are provided under each competency to assess candidates in areas like taking initiative for self-improvement, handling delicate communications sensitively, demonstrating analytical problem solving, and having a positive work attitude. The interview is intended to be a structured, one-on-one behavioral interview to evaluate candidates based on real-life examples from their work experiences.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
The document provides information on developing self-confidence, personality, interpersonal skills, time management, group discussion skills, and preparing for interviews. Some key points include:
1) Developing self-confidence requires internal analysis of strengths and weaknesses, positive thinking, taking action on small tasks, and associating with confident people.
2) Personality development involves improving communication skills, focusing on the present moment rather than comparisons, and learning from mistakes.
3) Strong interpersonal skills like listening, communication, and problem solving are important for professional and personal success. These skills can be improved through practices like smiling, appreciating others, and resolving conflicts.
4) Effective time management involves planning, setting goals
This document provides guidance on creating effective job descriptions and conducting behavioral interviews. It includes:
- A sample job description template with key elements like job title, responsibilities, and qualifications.
- Tips for writing responsibilities, such as focusing on what the employee will do, learn, and impact rather than salary.
- Sample behavioral interview questions organized by skills like decision-making, communication, and motivation. The questions are designed to elicit real-world examples from candidates.
- Interview best practices like preparing job-specific questions in advance and taking notes to compare candidates. The goal is to assess skills required for the role through examples.
The document discusses behavioral interviewing as a more effective pre-employment assessment method than traditional interviews. It provides tips for structuring behavioral interviews, including determining critical competencies, developing behavioral questions, evaluating answers using the STAR method, and taking structured notes. Behavioral interviews focus on real examples of a candidate's past performance and behavior, rather than hypothetical responses. This improves the chances of selecting the best candidates.
This document discusses competency-based interviews, which are commonly used in the pharmaceutical industry. [1] Competency-based interviews focus on evaluating applicants based on behavioral examples that demonstrate competencies relevant to the job. [2] Interviewers will ask questions designed to probe specific skills and behaviors and ask applicants to provide real examples from their past experience. [3] Preparing for these interviews involves researching the competencies important for the role and developing examples from one's background that illustrate these competencies.
This document provides information about competency-based interviews. It explains that competency-based interviews focus on evaluating job applicants based on behavioral examples that demonstrate competencies required for success in the role. The document outlines several competencies commonly assessed in these interviews, such as problem-solving, adaptability, and leadership. It also provides sample interview questions targeting these competencies. Overall, the summary emphasizes that competency-based interviews aim to predict future job performance based on evidence of past behaviors showcasing critical competencies.
The document provides an interview guide for an Employment Specialist position, outlining key competencies such as initiation, communication skills, problem solving, and positive attitude. Sample behavioral interview questions are provided under each competency to assess candidates in areas like taking initiative for self-improvement, handling delicate communications sensitively, demonstrating analytical problem solving, and having a positive work attitude. The interview is intended to be a structured, one-on-one behavioral interview to evaluate candidates based on real-life examples from their work experiences.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
The document provides information on developing self-confidence, personality, interpersonal skills, time management, group discussion skills, and preparing for interviews. Some key points include:
1) Developing self-confidence requires internal analysis of strengths and weaknesses, positive thinking, taking action on small tasks, and associating with confident people.
2) Personality development involves improving communication skills, focusing on the present moment rather than comparisons, and learning from mistakes.
3) Strong interpersonal skills like listening, communication, and problem solving are important for professional and personal success. These skills can be improved through practices like smiling, appreciating others, and resolving conflicts.
4) Effective time management involves planning, setting goals
The document discusses best practices for conducting effective job interviews. It emphasizes that interviewing is both an art and a science that requires preparation, consistent process, and avoiding bias. Key points include developing structured interview questions in advance, involving multiple interviewers to reduce bias, taking notes during interviews, providing feedback to candidates, and ensuring legal guidelines are followed to have a fair hiring process.
DetailsNOTE Please review the attached document Leadership Rmackulaytoni
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
Robert S Kaplan - What to ask the person in the mirror mindmapAmar Radia
The document discusses concepts related to developing a company vision and priorities. It provides examples of vision statements from other successful organizations and outlines steps for communicating a vision internally such as repeating it frequently to all teams. It emphasizes that financial incentives alone are not enough to motivate employees and that the vision should provide a sense of purpose beyond oneself. Developing and clearly defining the vision and priorities is presented as important for guiding decisions and evaluating performance.
Interview TwoExplain your approach to maintaining high stand.docxnormanibarber20063
Interview Two
Explain your approach to maintaining high standards and improving poor performance in a team.
I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism.
How do you deal with difficult customers?
With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself?
Research Question
What is the impact of leadership style on employee's job satisfaction?
Team conflict management/ Team Communication
Resolving Team Conflict
· Prepare for Resolution
· Acknowledge the conflict
· Discuss the impact
· Agree to a cooperative process
· Agree to communicate
Understand the Situation
· Clarify positions
· List facts, assumptions and beliefs underlying each position
· Analyze in smaller groups
· Convene back as a team
· Reach Agreement
Team Communication
· Cohesiveness
· Sharing
· Professional Development
When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.
The document provides an agenda for a management training session. It includes icebreakers, ground rules, management fundamentals like 1-on-1 meetings and delegation, a case study, tools for understanding employee behaviors and team dynamics, and guidance for managing both people and their jobs. The session aims to help managers maximize their effectiveness, align their teams, and identify strengths.
My aspiration is to make a positive impact on the world. I want to use my skills, knowledge, and resources to contribute to the betterment of society and help improve the lives of others. Whether it's through my work, creativity, or personal endeavors, I aspire to inspire and empower individuals, promote equality and justice, and foster a more sustainable and inclusive future.
Additionally, I aspire to continuously learn and grow as a person. I believe in the power of personal development and lifelong learning. I strive to expand my horizons, acquire new skills, and challenge myself to reach new heights. By constantly pushing my boundaries and embracing new opportunities, I aim to become the best version of myself and make a meaningful difference in the world around me.
Ncfe level 1 award in employability skills bookletChrisIvanov4
This document contains information about a student named Krasimir Marinov studying for a Level 1 Award in Employability Skills. The qualification aims to help students develop skills required for employment such as communication, confidence, and the ability to study further. The document outlines key terms, learning outcomes, and units related to understanding mindset, managing time, and writing a CV. It provides guidance, examples, and prompts for the student to demonstrate their understanding of employability skills.
1. Refine your job search by defining your target job title, industry, location, and salary requirements.
2. Research companies and identify potential openings using online job boards, company career sites, networking, and other methods.
3. Customize your resume and cover letter for each application by highlighting how your qualifications match the job requirements.
4. Prepare for interviews by practicing common questions and learning about the company.
5. Follow up after applying and interviewing to express your continued interest in the role.
What would you consider your greatest strengths - interviews questions - Man...manumelwinjoy
This is a commonly-asked question in job interviews for all levels of positions in all industries. Even when this question is not asked, you must be able to answer it in order to land the job.
Job Skills Essay
Our Needs And Wants Essay
Asking For Help Essay
Essay about Training and Development
Perseverance Essay
Grit Essay Examples
Describe Yourself As A Writer
Unit 1 Session 1 Supervisory Development Course.pptxAccountAlugriv
This document discusses how to develop peak performance in employees. It begins by debunking common assumptions that equate things like experience, speed, hours worked, and compliance with being a good employee. True high performers are those with competence and commitment to goals. The document also discusses learned helplessness and employee obsolescence, noting supervisors must prevent these by developing staff. When issues do arise, the best option is long-term investment in employee growth, rather than quick fixes like termination. Overall performance comes from empowering employees to continuously learn and improve.
MGT 421 SEU Management Evaluating Professional Credibility Questions.docx4934bk
This document discusses establishing credibility in business communications. It defines credibility as being trustworthy and how others perceive you. Credibility has three main components - competence, caring, and character. Competence involves knowledge and experience. Caring means understanding others' perspectives and developing a sense of community. Character centers around integrity, commitment, and ethical values. The document stresses that gaining credibility through these three components is important for effective business communications in today's environment of eroding trust.
The document discusses how to identify and hire high performing employees. It recommends using behavioral interview questions focused on key traits like initiative, personal effectiveness, flexibility, knowledge, teamwork, and leadership. These questions help uncover real examples of how candidates have demonstrated these traits in the past. The document also offers to help companies with hiring by providing access to candidates, performing interviews, and managing the hiring process.
They Are Out There [Finding Top Performers]demontdaniel
The document discusses how to identify and hire high performing employees. It recommends using behavioral interview questions focused on key traits like initiative, personal effectiveness, flexibility, knowledge, teamwork, and leadership. These questions help uncover real examples of how candidates have demonstrated these traits in the past. The document also offers to help companies with hiring by providing access to candidates, performing interviews, and managing the hiring process.
This document contains a student's work for an employability skills qualification, including sections on understanding mindset, managing time, and writing a CV. The student provides definitions, examples, and outlines for various tasks relating to developing skills needed for employment such as demonstrating honesty, commitment, flexibility and accountability. They also plan and review their own time management, describe issues that can disrupt workplace timekeeping, and identify key information to include in a CV along with suitable referees.
Ultimate guide to interviewing for studentsInterviewBull
Tips and advice from graduate recruiters on how to sell yourself and what not to do at interview!
This is the ultimate guide to interviewing for students and recent graduates.
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
Best Practices for Recruiting and Selecting Top Sales TalentInkCycle
Larry Coco of Coco Training & Consulting gave a presentation on recruitment and selection. He discussed high turnover in sales and the costs associated with it. He suggested developing a recruitment strategy including utilizing current employees and customers as referral sources. The presentation covered locating quality candidates, making initial contact, conducting effective interviews using behavioral questions, setting activity and performance standards, and evaluating candidates. Coco emphasized the importance of an effective recruitment process to attract and select top talent.
Mr. Bush, a 45-year-old middle school teacher arrives at the emergen.docxaudeleypearl
Mr. Bush, a 45-year-old middle school teacher arrives at the emergency department by EMS ground transport after he experienced severe mid-sternal chest pain at work. On arrival to the ED:
a. What priority interventions would you initiate?
b. What information would you require to definitively determine what was causing Mr. Bush’s chest pain?
.
Movie Project Presentation Movie TroyInclude Architecture i.docxaudeleypearl
Movie Project Presentation: Movie: Troy
Include: Architecture in the movie. Historical research to figure out if the movie did a good job of representing the art historical past of not. Anything in the movie that are related to art or art history. And provide its outline and bibliography (any website source is acceptable as well)
.
More Related Content
Similar to Resilience Resilience is not only needed in the business wor.docx
The document discusses best practices for conducting effective job interviews. It emphasizes that interviewing is both an art and a science that requires preparation, consistent process, and avoiding bias. Key points include developing structured interview questions in advance, involving multiple interviewers to reduce bias, taking notes during interviews, providing feedback to candidates, and ensuring legal guidelines are followed to have a fair hiring process.
DetailsNOTE Please review the attached document Leadership Rmackulaytoni
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
Robert S Kaplan - What to ask the person in the mirror mindmapAmar Radia
The document discusses concepts related to developing a company vision and priorities. It provides examples of vision statements from other successful organizations and outlines steps for communicating a vision internally such as repeating it frequently to all teams. It emphasizes that financial incentives alone are not enough to motivate employees and that the vision should provide a sense of purpose beyond oneself. Developing and clearly defining the vision and priorities is presented as important for guiding decisions and evaluating performance.
Interview TwoExplain your approach to maintaining high stand.docxnormanibarber20063
Interview Two
Explain your approach to maintaining high standards and improving poor performance in a team.
I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism.
How do you deal with difficult customers?
With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself?
Research Question
What is the impact of leadership style on employee's job satisfaction?
Team conflict management/ Team Communication
Resolving Team Conflict
· Prepare for Resolution
· Acknowledge the conflict
· Discuss the impact
· Agree to a cooperative process
· Agree to communicate
Understand the Situation
· Clarify positions
· List facts, assumptions and beliefs underlying each position
· Analyze in smaller groups
· Convene back as a team
· Reach Agreement
Team Communication
· Cohesiveness
· Sharing
· Professional Development
When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.
The document provides an agenda for a management training session. It includes icebreakers, ground rules, management fundamentals like 1-on-1 meetings and delegation, a case study, tools for understanding employee behaviors and team dynamics, and guidance for managing both people and their jobs. The session aims to help managers maximize their effectiveness, align their teams, and identify strengths.
My aspiration is to make a positive impact on the world. I want to use my skills, knowledge, and resources to contribute to the betterment of society and help improve the lives of others. Whether it's through my work, creativity, or personal endeavors, I aspire to inspire and empower individuals, promote equality and justice, and foster a more sustainable and inclusive future.
Additionally, I aspire to continuously learn and grow as a person. I believe in the power of personal development and lifelong learning. I strive to expand my horizons, acquire new skills, and challenge myself to reach new heights. By constantly pushing my boundaries and embracing new opportunities, I aim to become the best version of myself and make a meaningful difference in the world around me.
Ncfe level 1 award in employability skills bookletChrisIvanov4
This document contains information about a student named Krasimir Marinov studying for a Level 1 Award in Employability Skills. The qualification aims to help students develop skills required for employment such as communication, confidence, and the ability to study further. The document outlines key terms, learning outcomes, and units related to understanding mindset, managing time, and writing a CV. It provides guidance, examples, and prompts for the student to demonstrate their understanding of employability skills.
1. Refine your job search by defining your target job title, industry, location, and salary requirements.
2. Research companies and identify potential openings using online job boards, company career sites, networking, and other methods.
3. Customize your resume and cover letter for each application by highlighting how your qualifications match the job requirements.
4. Prepare for interviews by practicing common questions and learning about the company.
5. Follow up after applying and interviewing to express your continued interest in the role.
What would you consider your greatest strengths - interviews questions - Man...manumelwinjoy
This is a commonly-asked question in job interviews for all levels of positions in all industries. Even when this question is not asked, you must be able to answer it in order to land the job.
Job Skills Essay
Our Needs And Wants Essay
Asking For Help Essay
Essay about Training and Development
Perseverance Essay
Grit Essay Examples
Describe Yourself As A Writer
Unit 1 Session 1 Supervisory Development Course.pptxAccountAlugriv
This document discusses how to develop peak performance in employees. It begins by debunking common assumptions that equate things like experience, speed, hours worked, and compliance with being a good employee. True high performers are those with competence and commitment to goals. The document also discusses learned helplessness and employee obsolescence, noting supervisors must prevent these by developing staff. When issues do arise, the best option is long-term investment in employee growth, rather than quick fixes like termination. Overall performance comes from empowering employees to continuously learn and improve.
MGT 421 SEU Management Evaluating Professional Credibility Questions.docx4934bk
This document discusses establishing credibility in business communications. It defines credibility as being trustworthy and how others perceive you. Credibility has three main components - competence, caring, and character. Competence involves knowledge and experience. Caring means understanding others' perspectives and developing a sense of community. Character centers around integrity, commitment, and ethical values. The document stresses that gaining credibility through these three components is important for effective business communications in today's environment of eroding trust.
The document discusses how to identify and hire high performing employees. It recommends using behavioral interview questions focused on key traits like initiative, personal effectiveness, flexibility, knowledge, teamwork, and leadership. These questions help uncover real examples of how candidates have demonstrated these traits in the past. The document also offers to help companies with hiring by providing access to candidates, performing interviews, and managing the hiring process.
They Are Out There [Finding Top Performers]demontdaniel
The document discusses how to identify and hire high performing employees. It recommends using behavioral interview questions focused on key traits like initiative, personal effectiveness, flexibility, knowledge, teamwork, and leadership. These questions help uncover real examples of how candidates have demonstrated these traits in the past. The document also offers to help companies with hiring by providing access to candidates, performing interviews, and managing the hiring process.
This document contains a student's work for an employability skills qualification, including sections on understanding mindset, managing time, and writing a CV. The student provides definitions, examples, and outlines for various tasks relating to developing skills needed for employment such as demonstrating honesty, commitment, flexibility and accountability. They also plan and review their own time management, describe issues that can disrupt workplace timekeeping, and identify key information to include in a CV along with suitable referees.
Ultimate guide to interviewing for studentsInterviewBull
Tips and advice from graduate recruiters on how to sell yourself and what not to do at interview!
This is the ultimate guide to interviewing for students and recent graduates.
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
Best Practices for Recruiting and Selecting Top Sales TalentInkCycle
Larry Coco of Coco Training & Consulting gave a presentation on recruitment and selection. He discussed high turnover in sales and the costs associated with it. He suggested developing a recruitment strategy including utilizing current employees and customers as referral sources. The presentation covered locating quality candidates, making initial contact, conducting effective interviews using behavioral questions, setting activity and performance standards, and evaluating candidates. Coco emphasized the importance of an effective recruitment process to attract and select top talent.
Similar to Resilience Resilience is not only needed in the business wor.docx (20)
Mr. Bush, a 45-year-old middle school teacher arrives at the emergen.docxaudeleypearl
Mr. Bush, a 45-year-old middle school teacher arrives at the emergency department by EMS ground transport after he experienced severe mid-sternal chest pain at work. On arrival to the ED:
a. What priority interventions would you initiate?
b. What information would you require to definitively determine what was causing Mr. Bush’s chest pain?
.
Movie Project Presentation Movie TroyInclude Architecture i.docxaudeleypearl
Movie Project Presentation: Movie: Troy
Include: Architecture in the movie. Historical research to figure out if the movie did a good job of representing the art historical past of not. Anything in the movie that are related to art or art history. And provide its outline and bibliography (any website source is acceptable as well)
.
Motivation and Retention Discuss the specific strategies you pl.docxaudeleypearl
Motivation and Retention
Discuss the specific strategies you plan to use to motivate individuals from your priority
population to participate in your program and continue working on their behavior change.
You can refer to information you obtained from the Potential Participant Interviews. You
also can search the literature for strategies that have been successfully used in similar
situations; be sure to cite references in APA format.
.
Mother of the Year In recognition of superlative paren.docxaudeleypearl
The document discusses Facebook's decision in 2015 to change the "like" button on the platform. It describes how Chris Cox, Facebook's chief product officer, led discussions about overhauling the button. The like button had become a blunt tool, and Cox wanted to expand the range of emotions that users could express beyond just "liking" something. This would become the "Reactions" feature, allowing responses like love, haha, wow, sad, and angry. The change took over a year to develop and test before being publicly launched.
Mrs. G, a 55 year old Hispanic female, presents to the office for he.docxaudeleypearl
Mrs. G, a 55 year old Hispanic female, presents to the office for her annual exam. She reports that lately she has been very fatigued and just does not seem to have any energy. This has been occurring for 3 months. She is also gaining weight since menopause last year. She joined a gym and forces herself to go twice a week, where she walks on the treadmill at least 30 minutes but she has not lost any weight, in fact she has gained 3 pounds. She doesn’t understand what she is doing wrong. She states that exercise seems to make her even more hungry and thirsty, which is not helping her weight loss. She wants get a complete physical and to discuss why she is so tired and get some weight loss advice. She also states she thinks her bladder has fallen because she has to go to the bathroom more often, recently she is waking up twice a night to urinate and seems to be urinating more frequently during the day. This has been occurring for about 3 months too. This is irritating to her, but she is able to fall immediately back to sleep.
Current medications:
Tylenol 500 mg 2 tabs daily for knee pain. Daily multivitamin
PMH:
Has left knee arthritis. Had chick pox and mumps as a child. Vaccinations up to
date.
GYN hx:
G2 P1. 1 SAB, 1 living child, full term, wt 9lbs 2 oz. LMP 15months ago. No history of abnormal Pap smear.
FH:
parents alive, well, child alive, well. No siblings. Mother has HTN and father has high cholesterol.
SH:
works from home part time as a planning coordinator. Married. No tobacco history, 1-2 glasses wine on weekends. No illicit drug use
Allergies
: NKDA, allergic to cats and pollen. No latex allergy
Vital signs
: BP 129/80; pulse 76, regular; respiration 16, regular
Height 5’2.5”, weight 185 pounds
General:
obese female in no acute distress. Alert, oriented and cooperative.
Skin
: warm dry and intact. No lesions noted
HEENT:
head normocephalic. Hair thick and distribution throughout scalp. Eyes without exudate, sclera white. Wears contacts. Tympanic membranes gray and intact with light reflex noted. Pinna and tragus nontender. Nares patent without exudate. Oropharynx moist without erythema. Teeth in good repair, no cavities noted. Neck supple. Anterior cervical lymph nontender to palpation. No lymphadenopathy. Thyroid midline, small and firm without palpable masses.
CV
: S1 and S2 RRR without murmurs or rubs
Lungs
: Clear to auscultation bilaterally, respirations unlabored.
Abdomen
- soft, round, nontender with positive bowel sounds present; no organomegaly; no abdominal bruits. No CVAT.
Labwork:
CBC
:
WBC 6,000/mm3 Hgb 12.5 gm/dl Hct 41% RBC 4.6 million MCV 88 fl MCHC
34 g/dl RDW 13.8%
UA:
pH 5, SpGr 1.013, Leukocyte esterase negative, nitrites negative, 1+ glucose; small protein; negative for ketones
CMP:
Sodium 139
Potassium 4.3
Chloride 100
CO2 29
Glucose 95
BUN 12
Creatinine 0.7
GFR est non-AA 92 mL/min/1.73 GFR est AA 101 mL/min/1.73 Calcium 9.5
Total protein 7.6 Bilirubin, total 0.6 Alkaline.
Mr. Rivera is a 72-year-old patient with end stage COPD who is in th.docxaudeleypearl
Mr. Rivera is a 72-year-old patient with end stage COPD who is in the care of Hospice. He has a history of smoking, hypertension, obesity, and type 2 Diabetes. He is on Oxygen 2L per nasal cannula around the clock. His wife and 2 adult children help with his care. Develop a concept map for Mr. Rivera. Consider the patients Ethnic background (he and his family are from Mexico) and family dynamics. Please use the
concept map
form provided.
.
Mr. B, a 40-year-old avid long-distance runner previously in goo.docxaudeleypearl
Mr. B, a 40-year-old avid long-distance runner previously in good health, presented to his primary provider for a yearly physical examination, during which a suspicious-looking mole was noticed on the back of his left arm, just proximal to the elbow. He reported that he has had that mole for several years, but thinks that it may have gotten larger over the past two years. Mr. B reported that he has noticed itchiness in the area of this mole over the past few weeks. He had multiple other moles on his back, arms, and legs, none of which looked suspicious. Upon further questioning, Mr. B reported that his aunt died in her late forties of skin cancer, but he knew no other details about her illness. The patient is a computer programmer who spends most of the work week indoors. On weekends, however, he typically goes for a 5-mile run and spends much of his afternoons gardening. He has a light complexion, blonde hair, and reports that he sunburns easily but uses protective sunscreen only sporadically.
Physical exam revealed: Head, neck, thorax, and abdominal exams were normal, with the exception of a hard, enlarged, non-tender mass felt in the left axillary region. In addition, a 1.6 x 2.8 cm mole was noted on the dorsal upper left arm. The lesion had an appearance suggestive of a melanoma. It was surgically excised with 3 mm margins using a local anesthetic and sent to the pathology laboratory for histologic analysis. The biopsy came back Stage II melanoma.
1. How is Stage II melanoma treated and according to the research how effective is this treatment?
250 words.
.
Moving members of the organization through the change process ca.docxaudeleypearl
Moving members of the organization through the change process can be quite difficult. As leaders take on this challenge of shifting practice from the current state to the future, they face the obstacles of confidence and competence experienced by staff. Change leaders understand the importance of recognizing their moral purpose and helping others to do the same. Effective leaders foster moral purpose by building relationships, considering other’s perspectives, demonstrating respect, connecting others, and examining progress (Fullan & Quinn, 2016). For this Discussion, you will clarify your own moral perspective and how it will impact the elements of focusing direction.
To prepare:
· Review the Adams and Miskell article. Reflect on the measures taken in building capacity throughout the organization.
· Review Fullan and Quinn’s elements of Focusing Direction in Chapter 2. Reflect on aspects needed to build capacity as a leader.
· Analyze the two case examples used to illustrate focused direction in Chapter 2.
· Clarify your own moral purpose, combining your personal values, persistence, emotional intelligence, and resilience.
A brief summary clarifying your own moral imperative.
· Using the guiding questions in Chapter 2 on page 19, explain your moral imperative and how you can use your strengths to foster moral imperative in others.
· Based on Fullan’s information on change leadership, in which areas do you feel you have strong leadership skills? Which areas do you feel you need to continue to develop?
Learning Resources
Required Readings
Fullan, M., & Quinn, J. (2016).
Coherence: The right drivers in action for schools, districts, and systems
. Thousand Oaks, CA: Corwin.
Chapter 2, “Focusing Direction” (pp. 17–46)
Florian, L. (Ed.). (2014).
The SAGE handbook of special education
(2nd ed.). London, England: Sage Publications Ltd.
Chapter 23, “Researching Inclusive Classroom Practices: The Framework for Participation” (389–404)
Chapter 31, “Assessment for Learning and the Journey Towards Inclusion” (pp. 523–536)
Adams, C.M., & Miskell, R.C. (2016). Teacher trust in district administration: A promising line of inquiry. Journal of Leadership for Effective and Equitable Organizations, 1-32. DOI: 10.1177/0013161X1665220
Choi, J. H., Meisenheimer, J. M., McCart, A. B., & Sailor, W. (2016). Improving learning for all students through equity-based inclusive reform practices effectiveness of a fully integrated school-wide model on student reading and math achievement. Remedial and Special Education, doi:10.1177/0741932516644054
Sailor, W. S., & McCart, A. B. (2014). Stars in alignment. Research and Practice for Persons with Severe Disabilities, 39(1), 55-64. doi: 10.1177/1540796914534622
Required Media
Grand City Community
Laureate Education (Producer) (2016c).
Tracking data
[Video file]. Baltimore, MD: Author.
Go to the Grand City Community and click into
Grand City School District Administration Offices
. Revie.
Mr. Friend is acrime analystwith the SantaCruz, Califo.docxaudeleypearl
Mr. Friend is a
crime analyst
with the Santa
Cruz, California,
Police
Department.
Predictive Policing: Using Technology to Reduce Crime
By Zach Friend, M.P.P.
4/9/2013
Nationwide law enforcement agencies face the problem
of doing more with less. Departments slash budgets
and implement furloughs, while management struggles
to meet the public safety needs of the community. The
Santa Cruz, California, Police Department handles the
same issues with increasing property crimes and
service calls and diminishing staff. Unable to hire more
officers, the department searched for a nontraditional
solution.
In late 2010 researchers published a paper that the
department believed might hold the answer. They
proposed that it was possible to predict certain crimes,
much like scientists forecast earthquake aftershocks.
An “aftercrime” often follows an initial crime. The time and location of previous criminal activity helps to
determine future offenses. These researchers developed an algorithm (mathematical procedure) that
calculates future crime locations.1
Equalizing Resources
The Santa Cruz Police Department has 94 sworn officers and serves a population of 60,000. A
university, amusement park, and beach push the seasonal population to 150,000. Department personnel
contacted a Santa Clara University professor to apply the algorithm, hoping that leveraging technology
would improve their efforts. The police chief indicated that the department could not hire more officers.
He felt that the program could allocate dwindling resources more efficiently.
Santa Cruz police envisioned deploying officers by shift to the most targeted locations in the city. The
predictive policing model helped to alert officers to targeted locations in real time, a significant
improvement over traditional tactics.
Making it Work
The algorithm is a culmination of anthropological and criminological behavior research. It uses complex
mathematics to estimate crime and predict future hot spots. Researchers based these studies on
In Depth
Featured Articles
- IAFIS Identifies Suspect from 1978 Murder Case
- Predictive Policing: Using Technology to Reduce
Crime
- Legal Digest Part 1 - Part 2
Search Warrant Execution: When Does Detention Rise to
Custody?
- Perspective
Public Safety Consolidation: Does it Make Sense?
- Leadership Spotlight
Leadership Lessons from Home
Archive
- Web and Print
Departments
- Bulletin Notes - Bulletin Honors
- ViCAP Alerts - Unusual Weapons
- Bulletin Reports
Topics in the News
See previous LEB content on:
- Hostage Situations - Crisis Management
- School Violence - Psychopathy
About LEB
- History - Author Guidelines (pdf)
- Editorial Staff - Editorial Release Form (pdf)
Patch Call
Known locally as the
“Gateway to the Summit,”
which references the city’s
proximity to the Bechtel Family
National Scout Reserve. More
The patch of the Miamisburg,
Ohio, Police Department
prominently displays the city
seal surroun.
Mr. E is a pleasant, 70-year-old, black, maleSource Self, rel.docxaudeleypearl
Mr. E is a pleasant, 70-year-old, black, male
Source: Self, reliable source
Subjective:
Chief complaint:
“I urinate frequently.”
HPI:
Patient states that he has had an increase in urination for the past several years, which seems to be worsening over the past year. He estimates that he urinates clear/light yellow urine approximately every 1.5-2 hours while awake and is up 2-4 times at night to urinate. He states some urgency and hesitancy with urination and feeling of incomplete voiding. He denies any pain or blood. Denies any head trauma. Denies any increase in thirst or hunger. He denies any unintentional weight loss.
Allergies
: NKA
Current Mediations
:
Multivitamin, daily
Aspirin, 81 mg, daily
Olmesartan, 20 mg daily
Atorvastatin, 10 mg daily
Diphenhydramine, 50 mg, at night
Pertinent History:
Hypertension, hyperlipidemia, insomnia
Health Maintenance. Immunizations:
Immunizations up to date
Family History:
No cancer, cardiac, pulmonary or autoimmune disease in immediate family members
Social History:
Patient lives alone. He drinks one cup of caffeinated coffee each morning at the local diner. He denies any nicotine, alcohol or drug use.
ROS:
Incorporated into HPI
Objective:
VS
– BP: 118/68, HR: 86, RR: 16, Temp 97.6, oxygenation 100%, weight: 195 lbs, height: 70 inches.
Mr. E is alert, awake, oriented x 3. Patient is clean and dressed appropriate for age.
Cardiac: No cardiomegaly or thrills; regular rate and rhythm, no murmur or gallop
Respiratory: Clear to auscultation
Abdomen: Bowel sounds positive. Soft, nontender, nondistended, no hepatomegaly
Neuro: CN 2-12 intact
Renal/prostate: Prostate enlarged, non-tender. No asymmetry or nodules palpated
Labs:
Test Name
Result
Units
Reference Range
Color
Yellow
Yellow
Clarity
Clear
Clear
Bilirubin
Negative
Negative
Specific Gravity
1.011
1.003-1.030
Blood
Negative
Negative
pH
7.5
4.5-8.0
Nitrite
Negative
Negative
Leukocyte esterase
Negative
Negative
Glucose
Negative
mg/dL
Negative
Ketones
Negative
mg/dL
Negative
Protein
Negative
mg/dL
Negative
WBC
Negative
/hpf
Negative
RBC
Negative
/hpf
Negative
Lab
Pt’s Result
Range
Units
Sodium
137
136-145
mmol/L
Potassium
4.7
3.5-5.1
mmol/L
Chloride
102
98-107
mmol/L
CO2
30
21-32
mmol/L
Glucose
92
70-99
mg/dL
BUN
7
6-25
mg/dL
Creat
1.6
.8-1.3
mg/dL
GFR
50
>60
Calcium
9.6
8.2-10.2
mg/dL
Total Protein
8.0
6.4-8.2
g/dL
Albumin
4.5
3.2-4.7
g/dL
Bilirubin
1.1
<1.1
mg/dL
Alkaline Phosphatase
94
26-137
U/L
AST
25
0-37
U/L
ALT
55
15-65
U/L
Pt’s results
Normal Range
Units
WBC
9.9
3.4 - 10.8
x10E3/uL
RBC
4.0
3.77 - 5.28
x10E6/uL
Hemoglobin
11.5
11.1 - 15.9
g/dL
H.
Motor Milestones occur in a predictable developmental progression in.docxaudeleypearl
Motor Milestones occur in a predictable developmental progression in young children. They begin with reflexive movements that develop into voluntary movement patterns. For the motor milestone of independent walking, there are many precursor reflexes that must first integrate and beginning movement patterns that must be learned. Explain the motor progression of walking in a child, starting with the integration of primitive reflexes to the basic motor skills needed for a child to walk independently. Discuss at which time frame each milestone occurs from birth to walking (12-18 months of age). What are some reasons why a child could be delayed in walking? At what age is a child considered delayed in walking and in need of intervention? What interventions are available to children who are having difficulty walking? Please be sure to use APA citations for all sources used to formulate your answers.
.
Most women experience their closest friendships with those of th.docxaudeleypearl
Most women experience their closest friendships with those of the same sex. Men have suffered more of a stigma in terms of sharing deep bonds with other men. Open affection and connection is not actively encouraged among men. Recent changes in society might impact this, especially with the advent of the meterosexual male. “The meterosexual male is less interested in blood lines, traditions, family, class, gender, than in choosing who they want to be and who they want to be with” (Vernon, 2010, p. 204).
In this week’s reading material, the following philosophers discuss their views on this topic: Simone de Beauvoir, Thomas Aquinas, MacIntyre, Friedman, Hunt, and Foucault. Make sure to incorporate their views as you answer each discussion question. Think about how their views may be similar or different from your own. In at least 250 words total, please answer each of the following, drawing upon your reading materials and your personal insight:
To what extent do you think women still have a better opportunity to forge deeper friendships than men? What needs to change to level the friendship playing field for men, if anything?
How is the role of the meterosexual man helping to forge a new pathway for male friendships?
.
Most patients with mental health disorders are not aggressive. Howev.docxaudeleypearl
Most patients with mental health disorders are not aggressive. However, it is important for nurses to be able to know the signs and symptoms associated with the five phases of aggression, and to appropriately apply nursing interventions to assist in treating aggressive patients. Please read the case study below and answer the four questions related to it.
Aggression Case Study
Christopher, who is 14 years of age, was recently admitted to the hospital for schizophrenia. He has a history of aggressive behavior and states that the devil is telling him to kill all adults because they want to hurt him. Christopher has a history of recidivism and noncompliance with his medications. One day on the unit, the nurse observes Christopher displaying hypervigilant behaviors, pacing back and forth down the hallway, and speaking to himself under his breath. As the nurse runs over to Christopher to talk, he sees that his bedroom door is open and runs into his room and shuts the door. The nurse responds by attempting to open the door, but Christopher keeps pulling the door shut and tells the nurse that if the nurse comes in the room he will choke the nurse. The nurse responds by calling other staff to assist with the situation.
1. What phase of the aggression cycle is Christopher in at the beginning of this scenario? What phase is he in at the end the scenario? (State the evidence that supports your answers).
2. What interventions could have been implemented to prevent Christopher from escalating at the beginning of the scenario?
3. What interventions should the nurse take to deescalate the situation when Christopher is refusing to open his door?
4. If a restrictive intervention (restraint/seclusion) is used, what are some important steps for the nurse to remember?
SCHOLAR NURSING ARTICLE>>>APA FORMAT>>>
.
Most of our class readings and discussions to date have dealt wi.docxaudeleypearl
Most of our class readings and discussions to date have dealt with the issue of ethics and ethical behavior. Various philosophers have made contributions to jurisprudence including how to apply ethical principles (codes of conduct?) to ethical dilemma.
Your task is to watch the Netflix documentary ‘The Social Dilemma.’ If you cannot currently access Netflix it offers a free trial opportunity, which you can cancel after viewing the documentary. Should this not be an option for whatever reason, then please email me and we will create an alternative ethics question.
DUE DATE: Tuesday, Sept. 29, 2020 by noon
SEND YOUR NO MORE THAN 5 PAGE DOUBLE SPACED RESPONSE TO MY EMAIL ADDRESS. LATE PAPERS SUBJECT TO DOWNGRADING
As critics have written, the documentary showcases ways our minds are twisted and twirled by social media companies like Facebook, Twitter, and Google through their platforms and search engines, and the why of what they are doing, and what must be done to stop it.
After watching the movie, respond to the following questions in the order given. Use full sentences and paragraphs, and start off each section by stating the question you are answering. Be succinct.
What are the critical ethical issues identified?
What concerns are raised over the polarization of society and promulgation of fake news?
What is the “attention-extraction model” of software design and why worry?
What is “surveillance capitalism?”
Do you agree that social media warps your perceptions of reality?
Who has the power and control over these social media platforms – software designers, artificial intelligence (Ai), CEOs of media platforms, users, government?
Are social media platforms capable of self-regulation to address the political and ethical issues raised or not? If not, then should government regulate?
What other actions can be taken to address the basic concern of living in a world “…where no one believes what’s true.”
.
Most people agree we live in stressful times. Does stress and re.docxaudeleypearl
Stress may contribute to illness according to some research cited in textbooks. The question asks whether stress and reactions to stress can lead to health issues, and opinions should be supported by evidence from course materials. References in APA format are required.
Most of the ethical prescriptions of normative moral philosophy .docxaudeleypearl
Most of the ethical prescriptions of normative moral philosophy tend to fall into one of the following three categories: deontology, consequentialism, and virtue ethics. These categories in turn put an emphasis on different normative standards for judging what constitutes right and wrong actions.
Moral psychologists and behavioral economists such as Jonathan Haidt and Dan Ariely take a different approach: focusing not on some normative ethical framework for moral judgment, but rather on the psychological foundations of moral intuition and on the limitations that our human frailty places on real-world honesty, decency, and ethical commitments.
In this context, write a short essay (minimum 400 words) on what you see as the most important differences between the traditional normative philosophical approaches and the more recent empirical approach of moral psychology when it comes to ethics. As part of your answer also make sure that you discuss the implications of these differences.
Deadline reminder:
this assignment is
due on June 14th
. Any assignments submitted after that date will lose 5 points (i.e., 20% of the maximum score of 25 points) for each day that they are submitted late. Accordingly, after June 14th, any submissions would be worth zero points and at that time the assignment inbox will close.
.
Most healthcare organizations in the country are implementing qualit.docxaudeleypearl
Most healthcare organizations in the country are implementing quality improvement programs to save lives, enhance customer satisfaction, and reduce the cost of healthcare services. Limited human and material resources often undermine such efforts. Zenith Hospital in a rural community has 200 beds. Postsurgical patients tend to contract infections at the surgical site, requiring extended hospitalization. Mr. Jones—75 years old—was admitted to Zenith Hospital for inguinal hernia repairs. He was also hypertensive, with a compromised immune system. Two days after surgery, he acquired an infection at the surgical site, with elevated temperature, and then he developed septicemia. His condition worsened, and he was moved to isolation in the intensive care unit (ICU). A day after transfer to the ICU, he went into ventricular arrhythmia and was placed on a respirator and cardiac monitoring machine. Intravenous fluids, antibiotics, and antipyretics could not bring the fever down, and blood analysis continued to deteriorate.
The hospital infection control unit got involved. The team confirmed that postsurgical infections were on the increase, but the hospital was unable to identify the sources of infection. The surgery unit and surgical team held meetings to understand possible sources of infection. The team leader had earlier reported to management that they needed to hire more surgical nurses, arguing that nurses in the unit were overworked, had to go on leave, and often worked long hours without break.
Mr. Jones’ family members were angry and wanted to know the source of his infection, why he was on the respirator in isolation, and why his temperature was not coming down. Unfortunately, his condition continued to deteriorate. His daughter invited the family’s legal representative to find out what was happening to her father and to commence legal proceedings.
Then, the healthcare manager received information that two other patients were showing signs of postsurgical infection. The healthcare manager and care providers acknowledged the serious quality issues at Zenith Hospital, particularly in the surgical unit. The healthcare manager wrote to the Chairman of the Hospital Board, seeking approval to implement a quality improvement program. The Board held an emergency meeting and approved the manager’s request. The healthcare manager has invited you to support the organization in this process.
Please address the following questions in your response:
What are successful approaches for gaining a shared understanding of the problem?
How can effective communication be implemented?
What is a qualitative approach that helps in identifying the quality problem?
What tools can provide insight into understanding the problem?
In quality improvement, what does appreciative inquiry help do?
What is a benefit of testing solutions before implementation?
What is a challenge that is inherent in the application of the plan, do, study, act (PDSA) method?
What .
More work is necessary on how to efficiently model uncertainty in ML.docxaudeleypearl
More work is necessary on how to efficiently model uncertainty in ML and NLP, as well as how to represent uncertainty resulting from big data analytics.
Pages - 4
Excluding the required cover page and reference page.
APA format 7 with an introduction, a body content, and a conclusion.
No Plagiarism
.
Mortgage-Backed Securities and the Financial CrisisKelly Finn.docxaudeleypearl
Mortgage-Backed Securities and the Financial Crisis
Kelly Finn
FNCE 4302
Mortgage-Backed Securities (MBS) are “pass-through” bundles of housing debt sold as investment vehicles
A mortgage-backed security, MBS, is a type of asset-backed security that pays investors regular payments, similar to a bond. It gets the title as a “pass-through” because the security involves several entities in the origination and securitization process (where the asset is identified, and where it is used as a base to create a new investment instrument people can profit off of).
Key Players involved in the MBS Process
[Mortgage] Lenders: banks who sell mortgages to GSE’s
GSE: Government Sponsored Entities created by the US Government to make owning property more accessible to Americans
1938: Fannie Mae (FNMA): Federal National Mortgage Assoc.
1970: Freddie Mac (FHLMC): Federal Home Loan Mortgage Corp.
Increase mortgage borrowing
Introduce competitor to Fannie Mae
1970: Ginnie Mae (GNMA): Government National Mortgage Assoc.
US Government: Treasury: implicit commitment of providing support in case of trouble
The several entities involved in the process make MBS a “pass-through”. Here we have 3 main entities that we’ll call “Key Players” for the purpose of this presentation which aims to provide you with a basic and simple explanation of MBS and their role in the financial crisis.
GSE’s created by the US Government in 1938
Part of FDR’s New Plan during Great Depression
Purpose: make owning property more accessible to more Americans
GSE (ex. Fannie Mae) buys mortgages (debt) from banks, & then pools mortgages into little bundles investors can buy (securitization)
Bank’s mortgage is exchanged with GSE’s cash
Created liquid secondary market for mortgages
Result:
1) Bank has more cash to lend out to people
2) Now all who want to a house (expensive) can get the money needed to buy one!
Where MBS came from & when
Yay for combatting homelessness and increasing quality of life for the common American!
Thanks Uncle Sam!
MBS have been around for a long time. Officially in the US, they have their origins in government. During the Great Depression in the 1930s, President Franklin Delano Roosevelt signed into creation Fannie Mae that was brought about to help ease American citizen’s difficulty in becoming homeowners. The sole purpose of a GSE thus was to not make profit, but to promote citizen welfare in regards to housing. Seeing that it was created by regulatory government powers, it earned the title of Government Sponsored Entity, which we will abbreviate as GSE. 2 other GSE’s in housing were created in later decades like Freddie Mae, to further stimulate the mortgage market alongside Fannie, and Ginnie which did a similar thing but only for certain groups of people (Veterans, etc) and to a much smaller scale.
How MBS works: Kelly is a homeowner looking to borrow a lot of money
*The Lender, who issued Kelly the mor.
Moral Development Lawrence Kohlberg developed six stages to mora.docxaudeleypearl
Moral Development:
Lawrence Kohlberg developed six stages to moral behavior in children and adults. Punishment and obedience orientation, interpersonal concordance, law and order orientation, social contract orientation, and universal ethics orientation. All or even just one of these stages will make a good topic for your research paper or you could just do the research paper on Kohlberg.
.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Resilience Resilience is not only needed in the business wor.docx
1. Resilience
Resilience is not only needed in the business world but in all
areas of life. In “Developing Resilience—The
Most Important Soft Skills for Hard Times, Maree Harris, Phd.
(n.d.) states, “Resilience is usually
associated with the ability to bounce back up after being
knocked down, with responding positively and
proactively to any adversity”. In order to cultivate resilience,
individuals must also possess or develop a
variety of other soft skills. Resilient people are able to see the
worst tragedies and failures as challenges
to overcome and are able to use a growth mindset to overcome
them. They are able to keep a positive
attitude about the situation and are able to see failure as
lessons.
We often see those that we most admire as having resilience.
For example, according to The
Academy of Achievement (n.d.), Oprah Winfrey overcame a
childhood of poverty, abuse and racism, as
well as numerous career setbacks. Many individuals experience
any one of Winfrey’s challenges but
because she possessed and continued to develop her resilience,
she became the most successful black
woman in modern history. Those in the business world can learn
from Winfrey and others like her that
they must find ways to come back from even the cruelest
setback. Resilience is key in all areas of career
success, for job seekers as well as those looking to advance in
their organization.
A resilient job seeker gains strength from receiving a rejection
2. letter. They will use the information given
by the potential employer as a learning tool for the next
application process and interview. They are able
to “bounce back” by seeing the experience as informative and
strengthening, rather than defeating. In
“Resilience--Fall Seven Times, Stand up Eight,” Lei Han (n.d.)
writes, “More than half of the battle in a job
search is actually the emotional aspect--thinking positive,
staying in action, and ‘standing up’ when you
feel ‘knocked down’ by the lack of results”. Not getting hired
by employers whom one wishes to work for
may cause one to question one’s own abilities and qualifications
an/or perhaps how one is presenting
these abilities and qualifications, but a resilient individual will
use that questioning process to return to the
job market as a stronger, more aware candidate A resilient job
seeker will use each rejection as an
opportunity to build his or her “brand”.
When an individual finally does get hired by an organization, he
or she must demonstrate resilience in
order to be successful in their career in that organization and
beyond. In an advertising agency , for
example, an employee may be given a new client and may spend
days developing an ad campaign only
to have the client reject the campaign or only to find that the
campaign failed miserably. In this case, the
employee must be highly resilient must immediately begin
redesigning the campaign so as to keep this
client’s business and to show their supervisor that they can
triumph over failure, using it as a lesson to
then create a winning campaign. An employee may not receive
the promotion they believe they deserve,
but, in such a case, if an employee demonstrates resilience, they
will be much more likely to receive a
promotion in the future.
3. As noted above, many of us are not simply born resilient and
must consciously and steadfastly develop
the skill. In “Resilience at Work,” Bartly Winbolt (n.d.) lists
ways to improve your resilience, including
setting realistic goals and staying optimistic in all areas of life.
Resilience requires a coming together of
many other soft skills and as individuals develop their
resilience, they will inevitably find they will become
stronger in other soft skills as well If one truly returns stronger
from his or her setbacks, a resilient job
seeker and employee will inevitably become a resilient leader in
his or her field.
1
Recommendations for Hiring Employees with Good
Soft Skills
Step 1: Job Description
A short list of soft skills will be included in the online job
description postings. This will
display to job seekers that the listed soft skills are necessary for
the job. Although this
will not test job seekers on their soft skill effectiveness, it will
give them a description of
the company’s desired employee.
List of Several Soft Skills Desired by the Company:
• Communication
4. • Effective listening
• Leadership
• Planning
• Giving feedback
• Adaptability
• Resilience
• Emotional
intelligence
• Problem solving
• Organization
• Decision making
• Conflict resolution
• Collaboration
• Motivation
Step 2: Interview
A series of behavioral questions will be asked during interviews
in order to pinpoint a
candidate’s soft skills. Interviews will be conducted by
managers, who will evaluate the
responses from candidates.
Three to four behavioral questions should be asked during each
interview. These
questions should reflect the soft skills needed for the position.
Questions can be spread
out or asked consecutively.
Questions:
• Tell me about a time when you had a conflict with another
employee at work.
5. How did you resolve the conflict? What was the result?
• Describe an example where you were given multiple
assignments at once. How
did you stay organized?
• Tell me about a time when you were in charge of a group.
How did you manage
your assignments and team members?
• Give an example when you were given a task you have never
done before. How
did you react to this change? Did you learn from this
experience?
• Describe a time where you were assigned a team project. How
did you work with
your group members?
• In your past job experience, did you build friendships with
other employees?
• Describe a time a customer or client was satisfied with your
service. What was
the result?
• Tell me about a time you were under pressure. How did you
handle the situation?
What was the result?
• Give me an example of when you were not able to meet a
deadline or finish all
your work. What did you do? Did you learn anything?
6. 2
• Describe a time when you used written communication to
interact with someone.
How did you ensure your recipient understood you?
• Give an example of when you made a mistake. What did you
do to correct it?
What was the result?
• Tell me about a goal you achieved in the workplace. What
steps did you take to
reach this goal?
• Describe a time when you had to motivate others. How did you
inspire them?
What was the result?
Step 3: Evaluation
Using the template below, managers will take short notes of the
responses for each
question and evaluate them after the interview. According to
Workable (2017) managers
must pay attention to typical answers, off-topic answers,
unrealistic answers,
unanswered questions, and a lack of core soft skills.
Question # Notes Rating (High to Low)
5 4 3 2 1
Rating:
7. 5- Exceptional: Candidate exceptionally displays soft skill by
providing detailed
description of the situation and how it helped them succeed in
the workplace. Candidate
used the experience as a learning opportunity.
4- Above Average: Candidate displays soft skill by explaining
the situation and the
results. Candidate meets the position requirements.
3- Average: Candidate only describes the situation and the lists
results. Candidate
meets job standards and may have basic understanding of the
soft skill.
2- Satisfactory: Candidate describes of the situation, but does
not explain the results or
what they learned. Improvement in soft skill is needed.
1- Unsatisfactory: Candidate does not provide an answer, or
provides unrelated or off
topic answer. Candidate does not clearly possess the related soft
skill.
Managers will consider the candidates who offered the strongest
responses displaying
effective soft skills. They will offer positions to candidates who
have relevant experience
and whose responses received a rating of 5 and 4. This will
ensure that the candidate
already has several soft skills when entering the position and
has the ability to develop
and train their soft skills.
3
Recommendations for Training Employees to
8. Improve Their Soft Skills
A monthly team workshop will ensure that all employees are
continuously developing
their soft skills. The workshop will be conducted by managers,
who will evaluate the
performance and responses from employees.
Activity 1: Ice Breakers
Each meeting will begin with discussion topic in order to create
a comfortable
environment. Managers will pick 3 topics and each employee
will get to discuss.
Possible topics:
• Weekend plans
• Favorite
restaurant
• Travel desires
• Greatest
achievements
• Fears/Phobias
• Hidden talents
• iPhone or
Android
• Favorite holiday
4
9. Activity 2: Build a Tower
The group will be divided into teams that will compete to build
the tallest free-standing
tower in a given amount of time with the resources available to
them. Teams may trade
resources which will encourage them to generate win-win
scenarios for their
negotiations.
1. Group will be divided into small teams. Each team will be
randomly assigned a
box with different building materials.
2. Teams will be given a little time for planning (5 minutes).
During this time groups
will have to communicate, plan, and brainstorm ideas to come
up with a feasible
project.
3. Teams are allowed to engage each other to trade materials (5
minutes). Since
all starter-kits will contain different materials teams will focus
on negotiating to
gain valuable resources to carry out their plan.
4. Timer is set and construction begins (10 minutes). Each team
will have the same
time to complete construction of the tower. In this stage they
will implement their
plan and work as a team to complete the activity by the
deadline.
5. Facilitators will judge which tower is the highest and award
10. prizes to the group
with the highest, free-standing tower.
Activity 3: Scenarios
Employees will be given different scenarios that require several
soft skills in order to
effectively solve the problem. Employees will list the soft skills
needed for each scenario
and then explain ways to solve the problem.
• Scenario A: Two team members do not get along and refuse to
communicate
during a group project. How do you handle this situation?
• Scenario B: Your group proposal deadline has been changed
from 3 weeks to 1
week, giving you less time to compile everything together.
What do you do?
• Scenario C: You arrive late to work several times a week and
always struggle to
submit projects on time. You learn that this is affecting your
job, and your
manager has given you a final warning before termination. What
do you do?
• Scenario D: You are assigned a group project that requires you
to meet with
your members often. You learn that each member has busy
schedules and is not
able to meet in person. What do you do?
• Scenario E: You learn that your office software will be
changed. Employees will
temporarily be required to learn a new computer system. How
11. do you handle this
situation?
•
Activity 4: Scenarios
Employees will be given different scenarios that require several
soft skills in order to
effectively solve the problem. Employees will list the soft skills
needed for each scenario
and then explain ways to solve the problem.
• Scenario A: Two team members do not get along and refuse to
communicate
during a group project. How do you handle this situation?
5
• Scenario B: Your group proposal deadline has been changed
from 3 weeks to 1
week, giving you less time to compile everything together.
What do you do?
• Scenario C: You arrive late to work several times a week and
always struggle to
submit projects on time. You learn that this is affecting your
job, and your
manager has given you a final warning before termination. What
do you do?
• Scenario D: You are assigned a group project that requires you
to meet with
12. your members often. You learn that each member has busy
schedules and is not
able to meet in person. What do you do?
• Scenario E: You learn that your office software will be
changed. Employees will
temporarily be required to learn a new computer system. How
do you handle this
situation?
Activity 5: Interview Practice
• First, a member of the group who is facilitating will interview
another group
member, choosing two questions randomly from a large list of
prepared interview
questions (from the “Hiring Employees” section and other
sources).
• The group member, who will not know what questions they
will be asked, will
answer them. They will have a minute for each (a timer will be
used).
• The larger group gives feedback on what the interviewee did
well and what they
can work on.
• The interviewee picks a random person from the larger group,
choosing two
questions randomly from the list above.
• The interviewee, who will not know what questions they will
be asked, will answer
them. They will have a minute for each (a timer will be used).
13. • The larger group gives feedback on what the interviewee did
well and what they
can work on.
• The interviewee picks a random person from the larger group,
choosing two
questions randomly from the list above.
• The new interviewee, who will not know what questions they
will be asked, will
answer them. They will have a minute for each (a timer will be
used).
• The larger group gives feedback on what the new interviewee
did well and what
they can work on.
• The group will repeat this process as many times as time
allows.
Activity 6: Reflection/Wrap-Up
Each smaller group discusses what they learned from the
activity and how they can
apply it to their daily practices.
Stress Inventory Assignment Instructions
This assignment asks you to evaluate the stress level in your
life and how that stress relates to your health. Follow the
directions below.
1. Fill out one of the two following stress inventories: the
College Life Stress Inventory or the Social Readjustment Rating
Scale. The College Life Stress Inventory was designed for
standard college students. If you are a working adult with a
14. family and feel that the scale does not apply to you, fill out the
original Social Readjustment Rating Scale. For either inventory,
pick out those events that apply to you and record them on a
separate piece of paper. You will be creating an inventory of
significant life events that you have experienced in the last 12
months. Write down the events along with their corresponding
Stress Rating (the number to the right of the event). Add up all
of the stress rating scores to compute your total stress rating. If
an event occurred multiple times in a year, then multiply that
value by the number of occurrences. For example, finals week
is something that students typically experience more than once a
year. Therefore, you would multiply the value ascribed to
finals week by the number of finals weeks you have had
(typically that would be 3 times a year, not including summer
quarter). For more habitual behaviors or events, such as lack of
sleep, multiplying them by the number of occurrences would be
too much, so multiply those by how many quarters you have
experienced them. Finally, compare your Total Stress Score
with the standards shown below.
STANDARDS FOR COLLEGE LIFE STRESS INVENTORY:
Score and Description
· 0-590: Very low to low. Person scoring in this range should be
suffering very little stress. Their chances of suffering illness or
crisis are small.
· 591-1030: Scores in this range indicate that you are
experiencing MILD stress with a possibility of crisis or illness
being fairly low – about 33%
· 1031-1470: Scores in this range indicate a MODERATE stress
situation. This could result in a greater possibility of accident,
illness, or some other crisis – about 50%
· 1471-2351+: Those scoring in this range are experiencing high
to extremely high levels of stress and therefore run a much
higher risk of crisis or illness. This is considered a major risk
area, about 80% chance of experiencing some problems
(especially for those scoring higher than 2000 LCUs)
STANDARDS FOR SOCIAL READJUSTMENT RATING
15. SCALE: Score and Description
· 0-150 : Scores in this range suggest a low level of stress and a
low probability of developing a stress-related disorder.
· 150-199 : Scores in this range indicate a mild amount of
stress. A person scoring in this range has a 33% chance of
having a stress related illness.
· 200-299 : Scores in this range indicate a moderate amount of
stress. This could result in a greater possibility of accident,
illness, or some other crisis – about 50%
· 300+ : Those scoring in this range are experiencing high to
extremely high levels of stress and stand an almost 80% chance
of getting sick in the near future.
2. Once you have derived your total stress rating score from
either inventory and read the description of the score above, in
a text file indicate how you feel about the significance of your
score and answer the following questions. Be sure to provide
thorough answers to each of these questions. Points will be
deducted for one sentence answers.
a. Are you surprised by your score?
b. Did you expect it to be higher or lower? Explain why you
expected a particular score.
c. Has this been a typical year for you? If so, describe how this
has been a typical year. If not, explain how this year differed
from previous years.
3. Below is a list of health problems that are common in the
population. Think back over the past year and see if you can
recall having had some of these. Check off all those you can
remember and arrive at a total (1 point for each health problem
you marked off).
Allergies
Cough
High blood pressure
Sexual problems
Appendicitis
16. Hives
Shortness of breath
Asthma
Dental problems
Indigestion
Athlete’s foot
Depression
Injury to joints
Eczema
Backache
Insomnia
Skin rash
Blisters
Earache
Kidney problems
Bloody nose
Eye problems
Major accident
Sore throat
Menstrual problems
Boils
Stomach problems
Bruises
Hay fever
Minor accident
Chest pain
Headaches
Muscle strains
Ulcers
Colds
Nausea
Urinary problems
Constipation
Hernia
Nerves (Anxiety)
Arthritis
17. Acne
Abdominal pain
Cuts
Sinus Problems
Diarrhea
Sleep problems
Flu
Tonsillitis
Hearing loss
Vomiting
Dizziness
Other
4. Finally, answer the questions below. Be sure to provide
thoughtful answers to these questions. Support your reflections
with your analyses above and any relevant experiences you have
had. One-sentence answers will not result in full credit for this
assignment.
a. In which of the stress rating categories did you find yourself?
Does this seem to fit in with your idea about your stress level
and possibility of crisis or illness?
b. How many health problems did you have in the past year?
How does your level of health problems compare with your
stress rating score? Do you see any relationship between the
two?
c. Are you taking any significant steps to reduce the stress level
in your life? Do you see any need to do so? Do you use any of
the coping strategies discussed in the Coping with Stress
lecture? Do you think your attitude toward the stressors in your
life affect your body’s ability to cope with stress.
5. When you are done answering all of the questions (2a-2c &
4a-4c), submit your document to Canvas.