This document discusses motivational training tools used in the Basic Military Training (BMT) environment to modify trainee behavior. It analyzes currently used tools and their effectiveness, including exercises like personal living area rearrangement and bed drills. Positive reinforcement tools like praise and phone privileges are also discussed, though they require sparing use due to high extinction rates. The document considers adding new tools but notes they must be carefully evaluated and consistently implemented to ensure long-term behavioral changes in trainees. Overall, the analysis seeks to understand how motivational training modifies behavior and determine the most impactful tools for the BMT context.
This document provides information about the PHI 445 Entire Course, including discussion questions, assignments, and quizzes for each week. It covers topics like psychological egoism, utilitarianism, deontology, virtue ethics, capitalism, socialism, and cases involving companies like Starbucks and Uber. Students are asked to discuss and apply different ethical theories to analyze business practices and decisions. The document also provides website links to purchase or find more information about the PHI 445 course materials.
This document provides information about the PHI 445 Entire Course materials, including discussion prompts, assignments, and quizzes for weeks 1 through 5. It covers topics such as psychological egoism, managerial incentives, utilitarianism, deontology, virtue ethics, capitalism, socialism, and business ethics cases related to Starbucks and Uber. Students are asked to discuss these topics by applying three main ethical theories: utilitarianism, deontology, and virtue ethics. They must also consider how economic systems and laws shape business operations and evaluate cases from a moral perspective.
This document provides an overview of the course materials and assignments for PHI 445, including discussion questions, quizzes, papers, and deadlines. The course covers topics in ethics like utilitarianism, deontology, and virtue ethics. One discussion focuses on a case study of Starbucks and applying different ethical frameworks. Students are expected to thoroughly analyze issues, apply ethical theories, and revise their work based on feedback.
Glenn Pattison has over 15 years of experience in records and information management. He has held senior roles developing records management programs at Apache Canada Ltd. and Imperial Oil Company Ltd. Pattison has expertise in designing and implementing electronic document management systems, records retention schedules, and training programs. He maintains proficiency with Microsoft Office applications and various records management software.
Storm Thorgerson was an influential album cover designer who created covers for classic albums by Pink Floyd, Led Zeppelin, and Muse. He had a six-step process for designing covers that included listening to the music, brainstorming concepts with the band, creating rough designs, testing prototypes, photographing a shoot, editing photos, and finalizing the artwork. The document outlines Thorgerson's process and notes that following his explicit guidelines may help achieve a great design.
This document summarizes Honda's expansion into North America, focusing on its establishment of operations in Ohio. It discusses how Honda began exporting motorcycles to the US in the late 1950s and opened its first US auto assembly plant in 1979 in Ohio. Honda chose Ohio due to incentives from the state government including infrastructure assistance and tax abatements, as well as its existing supplier base. However, Honda also faced challenges establishing its operations in Ohio including cultural differences, a lack of skilled workers, language barriers, and needing to develop a new supplier base.
This document provides information about the PHI 445 Entire Course, including discussion questions, assignments, and quizzes for each week. It covers topics like psychological egoism, utilitarianism, deontology, virtue ethics, capitalism, socialism, and cases involving companies like Starbucks and Uber. Students are asked to discuss and apply different ethical theories to analyze business practices and decisions. The document also provides website links to purchase or find more information about the PHI 445 course materials.
This document provides information about the PHI 445 Entire Course materials, including discussion prompts, assignments, and quizzes for weeks 1 through 5. It covers topics such as psychological egoism, managerial incentives, utilitarianism, deontology, virtue ethics, capitalism, socialism, and business ethics cases related to Starbucks and Uber. Students are asked to discuss these topics by applying three main ethical theories: utilitarianism, deontology, and virtue ethics. They must also consider how economic systems and laws shape business operations and evaluate cases from a moral perspective.
This document provides an overview of the course materials and assignments for PHI 445, including discussion questions, quizzes, papers, and deadlines. The course covers topics in ethics like utilitarianism, deontology, and virtue ethics. One discussion focuses on a case study of Starbucks and applying different ethical frameworks. Students are expected to thoroughly analyze issues, apply ethical theories, and revise their work based on feedback.
Glenn Pattison has over 15 years of experience in records and information management. He has held senior roles developing records management programs at Apache Canada Ltd. and Imperial Oil Company Ltd. Pattison has expertise in designing and implementing electronic document management systems, records retention schedules, and training programs. He maintains proficiency with Microsoft Office applications and various records management software.
Storm Thorgerson was an influential album cover designer who created covers for classic albums by Pink Floyd, Led Zeppelin, and Muse. He had a six-step process for designing covers that included listening to the music, brainstorming concepts with the band, creating rough designs, testing prototypes, photographing a shoot, editing photos, and finalizing the artwork. The document outlines Thorgerson's process and notes that following his explicit guidelines may help achieve a great design.
This document summarizes Honda's expansion into North America, focusing on its establishment of operations in Ohio. It discusses how Honda began exporting motorcycles to the US in the late 1950s and opened its first US auto assembly plant in 1979 in Ohio. Honda chose Ohio due to incentives from the state government including infrastructure assistance and tax abatements, as well as its existing supplier base. However, Honda also faced challenges establishing its operations in Ohio including cultural differences, a lack of skilled workers, language barriers, and needing to develop a new supplier base.
This document discusses a group called the WOW Gals and how their vision has expanded over time to gain awareness of solutions and options that have further impacted their path. It lists the years from 2011 to 2016 and indicates upcoming stories about the WOW Gals, encouraging them to continue moving forward.
The document discusses a person named Seth who tested himself over 120,000 years at a rate of 3.1 and then again at 120,000 years at a rate of 4.0. God then performed 108 additional tests in the same manner.
This document provides information about advertising packages from WIBW for businesses to promote themselves during the holiday season from November to December. It outlines on-air and online advertising options starting at $95/month. It also discusses the goals of reaching a minimum of 20 businesses and promoting shopping and holiday events. Metrics on newspaper circulation and digital platform users are shown. Questions are welcome at the contact information provided at the end.
Øystein Åsnes fra Difi gir en rask innføring av de nye retningslinjene for viderebruk og åpne data. Disse ble publisert i 2016. Presentasjonen ble holdt den 6.desember på Faglig Arena for Informasjonsforvaltning, et jevnlig arrangement som Difi har ansvaret for.
Postmodernism is characterized by self-referentiality, contradictions, and the blurring of boundaries between reality and fiction. It questions the existence of objective truth and explores simulations and how media representations shape people's perception of reality. Postmodern art challenges conventions through conceptual works, installations, and multimedia that reference and recycle prior culture through techniques like intertextuality, homages, parody, and bricolage.
The document discusses the Internet of Things (IoT), which enables the exchange of data between physical devices connected to the internet. By 2020, it is predicted that 20 billion devices will be connected globally. The IoT allows for various applications including smart cities, home automation, healthcare, and more. However, challenges remain around connectivity, security, data storage, and energy use of all the connected devices that make up the IoT. The document aims to explain the concept of the IoT and analyze its potential applications and threats.
C22 2 voc substitution techniques _final-webDir Jan
This document provides an overview of cleaning techniques and solvent substitution methods in the chemical industry, with a focus on reducing VOC emissions. It introduces water-based cleaning systems, carbon dioxide cleaning, plasma technology, UV cleaning, laser cleaning, and thermal paint stripping as alternatives to VOC solvents. These new techniques can help reduce solvent consumption, emissions, and improve environmental and health impacts compared to traditional solvent-based cleaning.
Running Head: WORKPLACE ISSUES
WORKPLACE ISSUES 2
English Homework
Student’s Name
Institutional Affiliation
Professor’s Name
Description of the problems
The two major workplace issues to be discussed in this paper include discrimination and safety within the workplace. Discrimination refers to a situation in which some employees within an organization are highly favoured in comparison to others. For instance, some organizations may favour particular group of people for each and every kind of leadership position at the extent of depriving others this chance even though they may be qualified for the position. Discrimination comes in various ways; in some scenarios it may be viewed from the point of using the organization’s resources whereby some employees may not be allowed to use some resources as a result of discrimination. The issue of discrimination needs to be addressed from the fact that an organization may end up losing potential employees as a result of discrimination. Discrimination is normally brought as a result of having a diversity of employees within a workplace. Currently, researches conducted in different organizations have shown that organizations with a higher diversity of employees will always have great ideas for creativity and also innovation. From the fact that discrimination results into loss of potential employees, this clearly shows that the level of creativity and innovation with as well decrease and therefore making this issue very sensitive and thus needs to be addressed (Acocella, 2007).
The second major problem that needs to be addressed is safety from the fact that organizations deal with various tools and equipment which may result into harmful implications on the employees. Safety may also be looked into in different angles; for instance there is the physical safety in which the employer should ensure each employee is protected against any risk that may end up resulting into harmful effects. Emotional safety is also important and the employee should ensure this by providing a stress free environment for working. Safety is a very important issue to be addressed from the fact that human life is very important. A human life once lost can never be retrieved since no one has the capability of giving another life. This makes this problem very necessary to be addressed.
Solution
s for the problems to be implemented
Strategies need to be implemented to address the issues above. For the case of discrimination, various steps need to be applied to make sure the problem is addressed. The employers needs to sit and discuss deeply with an experienced business attorney who will help in the formulation of discrimination policies for the workplace. The policies should be in line with the discrimination laws for best results. It is from th.
Example 1Research MethodologyTranscendental phenomenology is a.docxcravennichole326
Example 1
Research Methodology
Transcendental phenomenology is a research methodology where researchers gain first-hand information about the participant’s experience with the specific phenomenon. The researcher then reports that information just as the participant expressed it, without adding in any biases or interpretations (Percy & Kostere, 2008). Creswall and Poth (2018) have said that transcendental phenomenology would be best used when the goal is to obtain the participant’s raw feelings and lived experience about a phenomenon.
The sampling strategy that will be utilized is utilization focused sampling. In this sampling strategy, cases are selected in order to provide researchers with in-depth information that can lead to better decision-making in the future (Patton, 2015). This sampling strategy was chosen because they study will focus on parent experiences with token economies, which will provide practitioners with better direction on token economy implementation. If researchers find out what the families liked and didn’t like about the token economy, then future implementation could potentially exclude some of those disliked portions to make the token economy more likely to be implemented by families.
Data will be collected through interview. In order to ensure that researcher bias is not included, the researcher will bracket her own beliefs in the margin (Capella, 2006). The sample size will be approximately 8 participants. Creswall and Poth (2018) reported that a sample size for phenomenology ranges from 3-15. By choosing 8 participants, there leaves room for participants to drop out, hopefully without falling below the recommended minimum.
Interview Questions
1. Prior to this study, what were some experiences you have had with a token economy?
2. What are your feelings about the token economy?
3. What did you like about the token economy?
4. What did you dislike about the token economy?
5. Can you describe a time where you experienced a complication with the token economy?
6. What were some things that were particularly easy about the token economy?
7. What were some things that were particularly difficult about the token economy?
8. How would you feel if you were asked to implement a token economy for another month?
9. How did your child adjust to the token economy?
10. What were some changes you had to make in order to develop the token economy?
Professor feedback
Below is general feedback that I am going to try to share with everyone:
Researchers have to be sure that they identify an appropriate sampling strategy and sample size, and then provide support for the choices that are made (support from primary sources, not textbooks). The decisions that are made regarding the strategies that are used to conduct the study need to be presented with a well-supported rationale. In other words, after you have read about the various sampling methods used within qualitative research, choose the method that best fits your study, .
Example 1Research MethodologyTranscendental phenomenology is a.docxelbanglis
This study examines self-esteem in suicide among young men through interviews with connected individuals and suicide notes. The researchers found that for these men, the transition to adulthood brought personal failures and intolerable discrepancies between their actual performances and ideal self-standards. Four themes emerged: striving to find their path as adult men, experiencing failure by their own standards, restricting emotions in relationships, and feeling lonely and rejecting themselves. Understanding suicide outside of mental illness may improve prevention strategies.
Case Study Improving Responses to Medical Errors With Organizatio.docxtroutmanboris
Case Study: Improving Responses to Medical Errors With Organizational Behavior Management
A 146-bed general acute care community hospital in southwest Virginia conducted an assessment of patient safety needs and thevarious organizational behavioral management techniques used by hospital managers in response to the nine most frequentlyreported patient safety events. The most frequently reported category of patient safety events (errors) was procedure/treatmentvariance, and the least effective management responses were to witnessed falls. The organizational behavioral managementintervention therefore selected managers’ follow-up responses to procedure/treatment variance and witnessed falls as targets.
Managers first received the results of the needs assessment, then were instructed to (a) respond to the two targeted event types withcorrective-action communication combined with individual and group behavior-based feedback and (b) use positive recognition tosupport behavior that prevented harm, including reporting events. For the 3-month intervention period, researchers Cunninghamand Geller (2011) reviewed 361 patient safety event follow-up descriptions, with a total of 527 interventions that achieved thefollowing results:
1. Reports of targeted event types increased in the first month of intervention, then decreased in subsequent months, indicatingthat the intervention increased employees’ sensitivity to the need to report close calls and learn from them.
2. The two targeted events displayed opposite trends in impact scores associated with managers’ follow-up actions during theintervention phase. The impact scores for follow-up behaviors for procedure/treatment variance increased sharply in the firstmonth, then gradually declined in the next 2 months. In contrast, impact scores for follow-up behaviors for witnessed fallsincreased slightly in month one, then sharply in subsequent months.
3. Managers significantly increased use of individual and group feedback during the intervention phase and decreased use of nointervention, a significant improvement in the management of patient safety errors. Especially significant was the increased useof group feedback.
4. Participating managers and health care workers expressed positive perceptions of the intervention techniques used and relatedoutcomes. Managers received summaries of the monthly events and intervention follow-up reports at monthly managers’meetings and were encouraged to share them with their employees. Intervention perception survey results found that bothmanagers and workers perceived an increase in managers delivering praise for behaviors to prevent harm than deliveringreprimands for errors.
This study demonstrates the benefits of applying an evidence-based intervention strategy by teaching health care managers to (a)communicate more effectively in follow-up responses to patient safety events, (b) more carefully document their follow-up actions tolearn what intervention behaviors do most t.
SOCW 6311 WK 1 responses Respond to at least two colleagues .docxsamuel699872
SOCW 6311 WK 1 responses
Respond to at least two colleagues
(You have to compare my post to 2 SEPARATE peer posts and respond to their posts and ask a question I have provided all three)
by noting the similarities and differences in the factors that would support or impede your colleague’s implementation of evidence-based practice as noted in his or her post to those that would impact your implementation of evidence-based practice as noted in your original post. Offer a solution for addressing one of the factors that would impede your colleague’s implementation of evidence-based practice.
IT does not have to be long but has to in text citation and full references
MY POST
SummerLove Holcomb
RE: Discussion - Week 1
Top of Form
The Characteristics of the evidence-based practice (EBP)
The evidence-based program is defined as the programs that are effective and this is based on the rigorous assessment. One of the key features of EBP is that they have been assessed thoroughly in an experimental or quasi-experimental study. The evaluation of the EBP has been subjected to critical peer review and this implies that a conclusion has been reached by the evaluation experts. The EBP requires the ability to differentiate between the unverified opinions concerning the psychosocial interventions and the facts about their effectiveness. It is involving the process of inquiry that is provided to the practitioners and described for the physicians. This is important in integrating the best evidence, clinical expertise, and patient values as well as the situations that are linked to the management of the patient, management of the practice, and health policy decision-making processes (Small & O'Connor, 2007).
The assessment of the factors that are supporting or impeding the adoption of the evidence-based practice
Several factors are associated with the failure to the successful adoption of EBP. The implementation of EBP for example in healthcare facilities requires the dedication of time. Therefore, lack of adequate time for the training and implementation of the EBP makes it hard to adopt it within the facility. The adoption of evidence-based practice also requires adequate resources. This, therefore, implies that there must be adequate resources to facilitate the effective implementation and the adoption of the EBP. This, therefore, implies that smaller organizations with unstable capital income might not adopt the EBP. Another barrier is the inability to understand the statistical terms or the jargons used in the EBP. This leads to barriers in understanding thus making it hard to implement the EBP (Duncombe, 2018). Therefore, the factors that might support the implementation of the EBP are the availability of resources and adequate time.
References
Duncombe, D. C. (2018). A multi‐institutional study of the perceived barriers and facilitators to implementing evidence‐based practice. Journal of Clinical Nursing,.
Research Paper A Novices Guide to Reading an Annual ReportGo t.docxverad6
Research Paper: A Novice's Guide to Reading an Annual Report
Go to the following website:
https://www.business-case-analysis.com/annual-report.html
Read ALL of the sections of this article, including:
· What is an annual report to shareholders?
· What are the purposes and objectives for the Annual Report to Shareholders?
· How should the annual report be read? For what, precisely, should the reader search?
· Why does the annual report include an Opening Letter from the Chairman or CEO to shareholders?
· What is the annual report Operating Review?
· Why does the annual report present "Market Strategy and Market Conditions?"
· What is the purpose of the Annual Report Management Discussion and Analysis?
· Which Financial Statements and Notes always appear in the Annual Report?
· Financial statement highlights
· Income statement
· Balance sheet
· Statement of changes in financial Position (SCFP, or Cash flow statement)
· Retained earnings statement
· 10–20-year economic history
· Notes on financial statements
· What is the required Auditor's Statement and why is it presented in the Annual Report?
· How is corporate governance presented? How are company directors, and officers identified?
· What are the US Form 10-K, UK Form AR01, Canadian AIF?
Next, use a search engine to research how to read an annual report. Using your readings as a guide, write a guide to a novice investor entitled: “A Novice’s Guide to Reading an Annual Report.” Your guide must be at least 1000 words (following current APA guidelines) in a format and in language appropriate for a novice investor.
Submit your guide by 11:59 p.m. (ET) on Sunday of Module/Week 2.
Running Head: RESEARCH PROPOSAL 1
Research Proposal 4
Research Proposal
Latissa Butler
American Public University: IRLS503 International Organizations
Dr. Borislava Manojlovic
March 13, 2020
1. IO Selection and Research Question
There are different IOs all over the world. Each IO has different roles which they are supposed to play all over the world, but each organization has its great achievements and also failures. One of the international organizations which I opted to choose is the International Labor Organization. This is one of the United Nation's Agencies that are responsible to promote social justice and appropriate work through setting international labor standards. It is also responsible for the creation of coordinated policies and the publication of different works on social and labor issues. This organization has different challenges which it has been facing for the prior years but one of the main problems is that it has been accused of being ungrateful and out of touch, undesirable regulations and finally failing to ensure that its principles and guidelines are taken literally by official member states. Then in terms of research question regarding this problem is that, “why do you think that international labor organization is not able to ensure that its principles and guidelines are taken literall.
Research Paper A Novices Guide to Reading an Annual ReportGo t.docxaudeleypearl
Research Paper: A Novice's Guide to Reading an Annual Report
Go to the following website:
https://www.business-case-analysis.com/annual-report.html
Read ALL of the sections of this article, including:
· What is an annual report to shareholders?
· What are the purposes and objectives for the Annual Report to Shareholders?
· How should the annual report be read? For what, precisely, should the reader search?
· Why does the annual report include an Opening Letter from the Chairman or CEO to shareholders?
· What is the annual report Operating Review?
· Why does the annual report present "Market Strategy and Market Conditions?"
· What is the purpose of the Annual Report Management Discussion and Analysis?
· Which Financial Statements and Notes always appear in the Annual Report?
· Financial statement highlights
· Income statement
· Balance sheet
· Statement of changes in financial Position (SCFP, or Cash flow statement)
· Retained earnings statement
· 10–20-year economic history
· Notes on financial statements
· What is the required Auditor's Statement and why is it presented in the Annual Report?
· How is corporate governance presented? How are company directors, and officers identified?
· What are the US Form 10-K, UK Form AR01, Canadian AIF?
Next, use a search engine to research how to read an annual report. Using your readings as a guide, write a guide to a novice investor entitled: “A Novice’s Guide to Reading an Annual Report.” Your guide must be at least 1000 words (following current APA guidelines) in a format and in language appropriate for a novice investor.
Submit your guide by 11:59 p.m. (ET) on Sunday of Module/Week 2.
Running Head: RESEARCH PROPOSAL 1
Research Proposal 4
Research Proposal
Latissa Butler
American Public University: IRLS503 International Organizations
Dr. Borislava Manojlovic
March 13, 2020
1. IO Selection and Research Question
There are different IOs all over the world. Each IO has different roles which they are supposed to play all over the world, but each organization has its great achievements and also failures. One of the international organizations which I opted to choose is the International Labor Organization. This is one of the United Nation's Agencies that are responsible to promote social justice and appropriate work through setting international labor standards. It is also responsible for the creation of coordinated policies and the publication of different works on social and labor issues. This organization has different challenges which it has been facing for the prior years but one of the main problems is that it has been accused of being ungrateful and out of touch, undesirable regulations and finally failing to ensure that its principles and guidelines are taken literally by official member states. Then in terms of research question regarding this problem is that, “why do you think that international labor organization is not able to ensure that its principles and guidelines are taken literall ...
Support for Physical Disability, Pathway2work, Supporting families in WalsallThe Pathway Group
Support for Physical Disability is part of the Supporting Families, Pathway2work activities which help families to connect and work through problems together.
If you would like more information about the services that Pathway2work: Supporting Families does please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Running head SETTING UP RESEARCH1 Chapter 6 Methods of Measu.docxtodd521
This document discusses different methods for measuring behavior and collecting data in research studies. It covers various types of tests, including achievement tests, personality tests, and multiple choice tests. The key purposes of tests are to determine outcomes of experiments, provide diagnostic information, assist with placement and selection decisions, and evaluate program outcomes. Well-designed tests should reliably differentiate between individuals and assess the intended behaviors or variables. The type of test used depends on the specific research question and variables being studied.
This document discusses how to facilitate intrinsic motivation for behavior change using concepts from self-determination theory (SDT) and the transtheoretical model of change (TTM). SDT posits that motivation exists on a continuum from amotivation to extrinsic to intrinsic motivation. The three psychological needs of competence, autonomy, and relatedness must be satisfied to enhance intrinsic motivation. TTM stages are precontemplation, contemplation, preparation, action, and maintenance. Studies show people in earlier stages have more extrinsic motivation while those in later stages have more intrinsic motivation. The document provides 12 tips for coaches/teachers to enhance intrinsic motivation based on SDT needs, such as giving choices, positive feedback, and
1
Training Plan for New System Implementation
Training Plan for New System Implementation
As the training manager for a healthcare organization with 250 employees, I have been asked to determine the skills required for the new IT system that will be implemented in the purchasing department. I have been asked to suggest a needs analysis process and supply recommendations for how to address organizational constraints related to time and performance. I will find the linkages between performance, training and needs and recommend the best option for the needs analysis and a training design.
Needs Analysis
Training needs analysis (TNA) is "a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training" (Blanchard & Thacker, 2013, Chapter 4). The result of performing a TNA will be to ensure that the training involved with the new IT system is targeted and effective. Through the TNA I will be able to see what content is currently missing and how I can deliver consistent training. Costs, organizational needs, training methods and competencies will need to be evaluated in order to determine what skills are required for the new IT system in the purchasing department.
First I will develop a workforce profile in order to determine the skills and knowledge that will be required. I will be capturing education levels, experience and even literacy of current employees for statistical meanings. Then, compliance regulations will be reviewed and met. After the educational needs of each employee in the purchasing department have been captured, the training will be sourced, analyzed and mapped so check for gaps and any related impacts. This step is extremely important as it will allow us to find what is working and what is not as far as the training. Finally, I will provide my report that recommends and advises on the most effective training methods and products.
Recommendations for Organizational Constraints (Time and Performance)
The likelihood of having some type of time and performance constraint will be inevitable. As far as time constraints, currently there have not been any; however there may be performance constraints. The ability for employee(s) to retain information varies. The performance constraints may affect the efficiency of training results. Further training and coaching may be required. A suggestion would be to have a pre-service training or orientation to support the learning needs of employees. Hands-on training with an instructor(s) can help with analyzing and adjusting training for each employee.
Linkages: Performance, Training and Needs Assessment
Performance, training and needs can all be linked together. Performance assessments check ones application of knowledge, skills and abilities or attitudes. We discussed the training needs assessment and how training can be most effectively and efficiently be developed for the purchasing departme ...
This document discusses a group called the WOW Gals and how their vision has expanded over time to gain awareness of solutions and options that have further impacted their path. It lists the years from 2011 to 2016 and indicates upcoming stories about the WOW Gals, encouraging them to continue moving forward.
The document discusses a person named Seth who tested himself over 120,000 years at a rate of 3.1 and then again at 120,000 years at a rate of 4.0. God then performed 108 additional tests in the same manner.
This document provides information about advertising packages from WIBW for businesses to promote themselves during the holiday season from November to December. It outlines on-air and online advertising options starting at $95/month. It also discusses the goals of reaching a minimum of 20 businesses and promoting shopping and holiday events. Metrics on newspaper circulation and digital platform users are shown. Questions are welcome at the contact information provided at the end.
Øystein Åsnes fra Difi gir en rask innføring av de nye retningslinjene for viderebruk og åpne data. Disse ble publisert i 2016. Presentasjonen ble holdt den 6.desember på Faglig Arena for Informasjonsforvaltning, et jevnlig arrangement som Difi har ansvaret for.
Postmodernism is characterized by self-referentiality, contradictions, and the blurring of boundaries between reality and fiction. It questions the existence of objective truth and explores simulations and how media representations shape people's perception of reality. Postmodern art challenges conventions through conceptual works, installations, and multimedia that reference and recycle prior culture through techniques like intertextuality, homages, parody, and bricolage.
The document discusses the Internet of Things (IoT), which enables the exchange of data between physical devices connected to the internet. By 2020, it is predicted that 20 billion devices will be connected globally. The IoT allows for various applications including smart cities, home automation, healthcare, and more. However, challenges remain around connectivity, security, data storage, and energy use of all the connected devices that make up the IoT. The document aims to explain the concept of the IoT and analyze its potential applications and threats.
C22 2 voc substitution techniques _final-webDir Jan
This document provides an overview of cleaning techniques and solvent substitution methods in the chemical industry, with a focus on reducing VOC emissions. It introduces water-based cleaning systems, carbon dioxide cleaning, plasma technology, UV cleaning, laser cleaning, and thermal paint stripping as alternatives to VOC solvents. These new techniques can help reduce solvent consumption, emissions, and improve environmental and health impacts compared to traditional solvent-based cleaning.
Running Head: WORKPLACE ISSUES
WORKPLACE ISSUES 2
English Homework
Student’s Name
Institutional Affiliation
Professor’s Name
Description of the problems
The two major workplace issues to be discussed in this paper include discrimination and safety within the workplace. Discrimination refers to a situation in which some employees within an organization are highly favoured in comparison to others. For instance, some organizations may favour particular group of people for each and every kind of leadership position at the extent of depriving others this chance even though they may be qualified for the position. Discrimination comes in various ways; in some scenarios it may be viewed from the point of using the organization’s resources whereby some employees may not be allowed to use some resources as a result of discrimination. The issue of discrimination needs to be addressed from the fact that an organization may end up losing potential employees as a result of discrimination. Discrimination is normally brought as a result of having a diversity of employees within a workplace. Currently, researches conducted in different organizations have shown that organizations with a higher diversity of employees will always have great ideas for creativity and also innovation. From the fact that discrimination results into loss of potential employees, this clearly shows that the level of creativity and innovation with as well decrease and therefore making this issue very sensitive and thus needs to be addressed (Acocella, 2007).
The second major problem that needs to be addressed is safety from the fact that organizations deal with various tools and equipment which may result into harmful implications on the employees. Safety may also be looked into in different angles; for instance there is the physical safety in which the employer should ensure each employee is protected against any risk that may end up resulting into harmful effects. Emotional safety is also important and the employee should ensure this by providing a stress free environment for working. Safety is a very important issue to be addressed from the fact that human life is very important. A human life once lost can never be retrieved since no one has the capability of giving another life. This makes this problem very necessary to be addressed.
Solution
s for the problems to be implemented
Strategies need to be implemented to address the issues above. For the case of discrimination, various steps need to be applied to make sure the problem is addressed. The employers needs to sit and discuss deeply with an experienced business attorney who will help in the formulation of discrimination policies for the workplace. The policies should be in line with the discrimination laws for best results. It is from th.
Example 1Research MethodologyTranscendental phenomenology is a.docxcravennichole326
Example 1
Research Methodology
Transcendental phenomenology is a research methodology where researchers gain first-hand information about the participant’s experience with the specific phenomenon. The researcher then reports that information just as the participant expressed it, without adding in any biases or interpretations (Percy & Kostere, 2008). Creswall and Poth (2018) have said that transcendental phenomenology would be best used when the goal is to obtain the participant’s raw feelings and lived experience about a phenomenon.
The sampling strategy that will be utilized is utilization focused sampling. In this sampling strategy, cases are selected in order to provide researchers with in-depth information that can lead to better decision-making in the future (Patton, 2015). This sampling strategy was chosen because they study will focus on parent experiences with token economies, which will provide practitioners with better direction on token economy implementation. If researchers find out what the families liked and didn’t like about the token economy, then future implementation could potentially exclude some of those disliked portions to make the token economy more likely to be implemented by families.
Data will be collected through interview. In order to ensure that researcher bias is not included, the researcher will bracket her own beliefs in the margin (Capella, 2006). The sample size will be approximately 8 participants. Creswall and Poth (2018) reported that a sample size for phenomenology ranges from 3-15. By choosing 8 participants, there leaves room for participants to drop out, hopefully without falling below the recommended minimum.
Interview Questions
1. Prior to this study, what were some experiences you have had with a token economy?
2. What are your feelings about the token economy?
3. What did you like about the token economy?
4. What did you dislike about the token economy?
5. Can you describe a time where you experienced a complication with the token economy?
6. What were some things that were particularly easy about the token economy?
7. What were some things that were particularly difficult about the token economy?
8. How would you feel if you were asked to implement a token economy for another month?
9. How did your child adjust to the token economy?
10. What were some changes you had to make in order to develop the token economy?
Professor feedback
Below is general feedback that I am going to try to share with everyone:
Researchers have to be sure that they identify an appropriate sampling strategy and sample size, and then provide support for the choices that are made (support from primary sources, not textbooks). The decisions that are made regarding the strategies that are used to conduct the study need to be presented with a well-supported rationale. In other words, after you have read about the various sampling methods used within qualitative research, choose the method that best fits your study, .
Example 1Research MethodologyTranscendental phenomenology is a.docxelbanglis
This study examines self-esteem in suicide among young men through interviews with connected individuals and suicide notes. The researchers found that for these men, the transition to adulthood brought personal failures and intolerable discrepancies between their actual performances and ideal self-standards. Four themes emerged: striving to find their path as adult men, experiencing failure by their own standards, restricting emotions in relationships, and feeling lonely and rejecting themselves. Understanding suicide outside of mental illness may improve prevention strategies.
Case Study Improving Responses to Medical Errors With Organizatio.docxtroutmanboris
Case Study: Improving Responses to Medical Errors With Organizational Behavior Management
A 146-bed general acute care community hospital in southwest Virginia conducted an assessment of patient safety needs and thevarious organizational behavioral management techniques used by hospital managers in response to the nine most frequentlyreported patient safety events. The most frequently reported category of patient safety events (errors) was procedure/treatmentvariance, and the least effective management responses were to witnessed falls. The organizational behavioral managementintervention therefore selected managers’ follow-up responses to procedure/treatment variance and witnessed falls as targets.
Managers first received the results of the needs assessment, then were instructed to (a) respond to the two targeted event types withcorrective-action communication combined with individual and group behavior-based feedback and (b) use positive recognition tosupport behavior that prevented harm, including reporting events. For the 3-month intervention period, researchers Cunninghamand Geller (2011) reviewed 361 patient safety event follow-up descriptions, with a total of 527 interventions that achieved thefollowing results:
1. Reports of targeted event types increased in the first month of intervention, then decreased in subsequent months, indicatingthat the intervention increased employees’ sensitivity to the need to report close calls and learn from them.
2. The two targeted events displayed opposite trends in impact scores associated with managers’ follow-up actions during theintervention phase. The impact scores for follow-up behaviors for procedure/treatment variance increased sharply in the firstmonth, then gradually declined in the next 2 months. In contrast, impact scores for follow-up behaviors for witnessed fallsincreased slightly in month one, then sharply in subsequent months.
3. Managers significantly increased use of individual and group feedback during the intervention phase and decreased use of nointervention, a significant improvement in the management of patient safety errors. Especially significant was the increased useof group feedback.
4. Participating managers and health care workers expressed positive perceptions of the intervention techniques used and relatedoutcomes. Managers received summaries of the monthly events and intervention follow-up reports at monthly managers’meetings and were encouraged to share them with their employees. Intervention perception survey results found that bothmanagers and workers perceived an increase in managers delivering praise for behaviors to prevent harm than deliveringreprimands for errors.
This study demonstrates the benefits of applying an evidence-based intervention strategy by teaching health care managers to (a)communicate more effectively in follow-up responses to patient safety events, (b) more carefully document their follow-up actions tolearn what intervention behaviors do most t.
SOCW 6311 WK 1 responses Respond to at least two colleagues .docxsamuel699872
SOCW 6311 WK 1 responses
Respond to at least two colleagues
(You have to compare my post to 2 SEPARATE peer posts and respond to their posts and ask a question I have provided all three)
by noting the similarities and differences in the factors that would support or impede your colleague’s implementation of evidence-based practice as noted in his or her post to those that would impact your implementation of evidence-based practice as noted in your original post. Offer a solution for addressing one of the factors that would impede your colleague’s implementation of evidence-based practice.
IT does not have to be long but has to in text citation and full references
MY POST
SummerLove Holcomb
RE: Discussion - Week 1
Top of Form
The Characteristics of the evidence-based practice (EBP)
The evidence-based program is defined as the programs that are effective and this is based on the rigorous assessment. One of the key features of EBP is that they have been assessed thoroughly in an experimental or quasi-experimental study. The evaluation of the EBP has been subjected to critical peer review and this implies that a conclusion has been reached by the evaluation experts. The EBP requires the ability to differentiate between the unverified opinions concerning the psychosocial interventions and the facts about their effectiveness. It is involving the process of inquiry that is provided to the practitioners and described for the physicians. This is important in integrating the best evidence, clinical expertise, and patient values as well as the situations that are linked to the management of the patient, management of the practice, and health policy decision-making processes (Small & O'Connor, 2007).
The assessment of the factors that are supporting or impeding the adoption of the evidence-based practice
Several factors are associated with the failure to the successful adoption of EBP. The implementation of EBP for example in healthcare facilities requires the dedication of time. Therefore, lack of adequate time for the training and implementation of the EBP makes it hard to adopt it within the facility. The adoption of evidence-based practice also requires adequate resources. This, therefore, implies that there must be adequate resources to facilitate the effective implementation and the adoption of the EBP. This, therefore, implies that smaller organizations with unstable capital income might not adopt the EBP. Another barrier is the inability to understand the statistical terms or the jargons used in the EBP. This leads to barriers in understanding thus making it hard to implement the EBP (Duncombe, 2018). Therefore, the factors that might support the implementation of the EBP are the availability of resources and adequate time.
References
Duncombe, D. C. (2018). A multi‐institutional study of the perceived barriers and facilitators to implementing evidence‐based practice. Journal of Clinical Nursing,.
Research Paper A Novices Guide to Reading an Annual ReportGo t.docxverad6
Research Paper: A Novice's Guide to Reading an Annual Report
Go to the following website:
https://www.business-case-analysis.com/annual-report.html
Read ALL of the sections of this article, including:
· What is an annual report to shareholders?
· What are the purposes and objectives for the Annual Report to Shareholders?
· How should the annual report be read? For what, precisely, should the reader search?
· Why does the annual report include an Opening Letter from the Chairman or CEO to shareholders?
· What is the annual report Operating Review?
· Why does the annual report present "Market Strategy and Market Conditions?"
· What is the purpose of the Annual Report Management Discussion and Analysis?
· Which Financial Statements and Notes always appear in the Annual Report?
· Financial statement highlights
· Income statement
· Balance sheet
· Statement of changes in financial Position (SCFP, or Cash flow statement)
· Retained earnings statement
· 10–20-year economic history
· Notes on financial statements
· What is the required Auditor's Statement and why is it presented in the Annual Report?
· How is corporate governance presented? How are company directors, and officers identified?
· What are the US Form 10-K, UK Form AR01, Canadian AIF?
Next, use a search engine to research how to read an annual report. Using your readings as a guide, write a guide to a novice investor entitled: “A Novice’s Guide to Reading an Annual Report.” Your guide must be at least 1000 words (following current APA guidelines) in a format and in language appropriate for a novice investor.
Submit your guide by 11:59 p.m. (ET) on Sunday of Module/Week 2.
Running Head: RESEARCH PROPOSAL 1
Research Proposal 4
Research Proposal
Latissa Butler
American Public University: IRLS503 International Organizations
Dr. Borislava Manojlovic
March 13, 2020
1. IO Selection and Research Question
There are different IOs all over the world. Each IO has different roles which they are supposed to play all over the world, but each organization has its great achievements and also failures. One of the international organizations which I opted to choose is the International Labor Organization. This is one of the United Nation's Agencies that are responsible to promote social justice and appropriate work through setting international labor standards. It is also responsible for the creation of coordinated policies and the publication of different works on social and labor issues. This organization has different challenges which it has been facing for the prior years but one of the main problems is that it has been accused of being ungrateful and out of touch, undesirable regulations and finally failing to ensure that its principles and guidelines are taken literally by official member states. Then in terms of research question regarding this problem is that, “why do you think that international labor organization is not able to ensure that its principles and guidelines are taken literall.
Research Paper A Novices Guide to Reading an Annual ReportGo t.docxaudeleypearl
Research Paper: A Novice's Guide to Reading an Annual Report
Go to the following website:
https://www.business-case-analysis.com/annual-report.html
Read ALL of the sections of this article, including:
· What is an annual report to shareholders?
· What are the purposes and objectives for the Annual Report to Shareholders?
· How should the annual report be read? For what, precisely, should the reader search?
· Why does the annual report include an Opening Letter from the Chairman or CEO to shareholders?
· What is the annual report Operating Review?
· Why does the annual report present "Market Strategy and Market Conditions?"
· What is the purpose of the Annual Report Management Discussion and Analysis?
· Which Financial Statements and Notes always appear in the Annual Report?
· Financial statement highlights
· Income statement
· Balance sheet
· Statement of changes in financial Position (SCFP, or Cash flow statement)
· Retained earnings statement
· 10–20-year economic history
· Notes on financial statements
· What is the required Auditor's Statement and why is it presented in the Annual Report?
· How is corporate governance presented? How are company directors, and officers identified?
· What are the US Form 10-K, UK Form AR01, Canadian AIF?
Next, use a search engine to research how to read an annual report. Using your readings as a guide, write a guide to a novice investor entitled: “A Novice’s Guide to Reading an Annual Report.” Your guide must be at least 1000 words (following current APA guidelines) in a format and in language appropriate for a novice investor.
Submit your guide by 11:59 p.m. (ET) on Sunday of Module/Week 2.
Running Head: RESEARCH PROPOSAL 1
Research Proposal 4
Research Proposal
Latissa Butler
American Public University: IRLS503 International Organizations
Dr. Borislava Manojlovic
March 13, 2020
1. IO Selection and Research Question
There are different IOs all over the world. Each IO has different roles which they are supposed to play all over the world, but each organization has its great achievements and also failures. One of the international organizations which I opted to choose is the International Labor Organization. This is one of the United Nation's Agencies that are responsible to promote social justice and appropriate work through setting international labor standards. It is also responsible for the creation of coordinated policies and the publication of different works on social and labor issues. This organization has different challenges which it has been facing for the prior years but one of the main problems is that it has been accused of being ungrateful and out of touch, undesirable regulations and finally failing to ensure that its principles and guidelines are taken literally by official member states. Then in terms of research question regarding this problem is that, “why do you think that international labor organization is not able to ensure that its principles and guidelines are taken literall ...
Support for Physical Disability, Pathway2work, Supporting families in WalsallThe Pathway Group
Support for Physical Disability is part of the Supporting Families, Pathway2work activities which help families to connect and work through problems together.
If you would like more information about the services that Pathway2work: Supporting Families does please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Running head SETTING UP RESEARCH1 Chapter 6 Methods of Measu.docxtodd521
This document discusses different methods for measuring behavior and collecting data in research studies. It covers various types of tests, including achievement tests, personality tests, and multiple choice tests. The key purposes of tests are to determine outcomes of experiments, provide diagnostic information, assist with placement and selection decisions, and evaluate program outcomes. Well-designed tests should reliably differentiate between individuals and assess the intended behaviors or variables. The type of test used depends on the specific research question and variables being studied.
This document discusses how to facilitate intrinsic motivation for behavior change using concepts from self-determination theory (SDT) and the transtheoretical model of change (TTM). SDT posits that motivation exists on a continuum from amotivation to extrinsic to intrinsic motivation. The three psychological needs of competence, autonomy, and relatedness must be satisfied to enhance intrinsic motivation. TTM stages are precontemplation, contemplation, preparation, action, and maintenance. Studies show people in earlier stages have more extrinsic motivation while those in later stages have more intrinsic motivation. The document provides 12 tips for coaches/teachers to enhance intrinsic motivation based on SDT needs, such as giving choices, positive feedback, and
1
Training Plan for New System Implementation
Training Plan for New System Implementation
As the training manager for a healthcare organization with 250 employees, I have been asked to determine the skills required for the new IT system that will be implemented in the purchasing department. I have been asked to suggest a needs analysis process and supply recommendations for how to address organizational constraints related to time and performance. I will find the linkages between performance, training and needs and recommend the best option for the needs analysis and a training design.
Needs Analysis
Training needs analysis (TNA) is "a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training" (Blanchard & Thacker, 2013, Chapter 4). The result of performing a TNA will be to ensure that the training involved with the new IT system is targeted and effective. Through the TNA I will be able to see what content is currently missing and how I can deliver consistent training. Costs, organizational needs, training methods and competencies will need to be evaluated in order to determine what skills are required for the new IT system in the purchasing department.
First I will develop a workforce profile in order to determine the skills and knowledge that will be required. I will be capturing education levels, experience and even literacy of current employees for statistical meanings. Then, compliance regulations will be reviewed and met. After the educational needs of each employee in the purchasing department have been captured, the training will be sourced, analyzed and mapped so check for gaps and any related impacts. This step is extremely important as it will allow us to find what is working and what is not as far as the training. Finally, I will provide my report that recommends and advises on the most effective training methods and products.
Recommendations for Organizational Constraints (Time and Performance)
The likelihood of having some type of time and performance constraint will be inevitable. As far as time constraints, currently there have not been any; however there may be performance constraints. The ability for employee(s) to retain information varies. The performance constraints may affect the efficiency of training results. Further training and coaching may be required. A suggestion would be to have a pre-service training or orientation to support the learning needs of employees. Hands-on training with an instructor(s) can help with analyzing and adjusting training for each employee.
Linkages: Performance, Training and Needs Assessment
Performance, training and needs can all be linked together. Performance assessments check ones application of knowledge, skills and abilities or attitudes. We discussed the training needs assessment and how training can be most effectively and efficiently be developed for the purchasing departme ...
Recruitment and Selection in Canada 7th Edition Catano Solutions ManualLancere
Full download : http://alibabadownload.com/product/recruitment-and-selection-in-canada-7th-edition-catano-solutions-manual/ Recruitment and Selection in Canada 7th Edition Catano Solutions Manual
DATA COLLECTION TOOLS Edwards 1
Data Collection Strategies
Markis’ Edwards
EDU 675: Change Leadership for the Differentiated Educational Environment
Dr. Regina Miller
February 5, 2018
Project-based learning
The fact that learning is achieved through a number of ways best explains why different methods are tested in order to know the best method that can be applied. Project-based learning is thought to be a solution used to improve students’ state assessment scores when relating to the Common Core State Standards especially in comprehending non-fiction text. However, this method has to be tested in order to be recommended.
Purpose of the study
This study is meant to get the best data collection tool that can be used in a research. Before making any decision on what learning and teaching method to be used in teaching non-fiction texts, it is important to understand how each method works and how it can be used to improve learning. In order to be sure about how a method works, one needs to experiment or collect data that will be used as a base for making conclusions (Eodice, Geller, & Lerner, 2017). The purpose of this study is thus to provide the best data collection tool to be used in getting information that can be used in making viable conclusions.
The research question is; Will the inclusion of project-based learning improve student application of comprehending non-fiction text at a high depth of knowledge level?
Data collection
The researcher will use a number of data collection tools in order to recommend this learning method. The data needed should be quantitative so as to give the researcher the way forward to make a decision. One of the data collection tools to be used is the pre-test and post-tests. This is a type of experiment that will use two groups; where one group is given a treatment while the other group is left to be the control group.
In this sort of experiment, the researcher will collect a random number of people from the community who can be able to read and write. The people will be divided into two groups, the test group, and the control group. The conditions for the test will be set and the treatment applied to the test group. The control group will not be given treatment and after a given period of time, the researcher will collect the results. The results will measure ow the treatment affected the group as differentiated by the control group. The result from the group will be recorded exactly depending on the number of people who participated and how the experiment affected each one of them. This can enable the researcher to know whether the method can be used to improve student assessment.
Another data collection tool that can be used is interviewing (Phillips & Stawarski, 2016). The researcher can organize for short and structured interviews. The interviews should have a given number of people and the result expected sh.
G180 Module 01 Assignment 1. Your friend is playing battleship wit.docxhanneloremccaffery
G180 Module 01 Assignment
1. Your friend is playing battleship with you. In each round you either hit or miss. List the sample space if you only play four rounds. Use H for hit and M for miss. (Hint: There will be 16 outcomes)
2. Abigail is going to a new restaurant for her birthday. She wants to choose one appetizer, one entrée, and either a side dish or a dessert. If the restaurant offers 5 appetizers, 10 entrees, 4 side dishes and 3 desserts. How many different combinations can Abigail make?
3. You are trying to form a committee of six people at work to run a group project (not including yourself). If you have fifteen coworkers to choose from, how many different committees can you form?
4. You are volunteering at your child’s school by judging the science fair. You need to assign first, second, and third place ribbons. If there are 17 students who participated, how many ways can you assign the ribbons?
Instructions: Reply to the threads of at least 2 classmates.
Each reply must be at least 450 words.
Each reply must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.
Trend 1
We read in Luke 14:28, "For which of you, desiring to build a tower, does not first sit down and count the cost, whether he has enough to complete it?" This speaks directly to the matter that we are not to enter into decisions lightly. We must ensure that we have the tools and resources needed to bring a plan to completion and ensure we do so in the most efficient manner possible. The same concept would apply when conducting a job analysis for an organization
The purpose of a job analysis is to ensure the the expected outcomes of a role are being achieved in the most efficient and effective ways possible (Pynes and Lombardi, 2011). Sometimes that includes evaluating a work flow, a series of processes, a specific role, or a combination of all of the above. It is of the utmost importance for an organization in any space to ensure that are constantly evaluating the productivity and work flows to ensure that are obtaining maximum results. In this week's reading we learn of several different tools that can be utilized when conducting a job analysis.
During my time as a nurse manager in the hospital setting, I actually had to enlist the assistance of our Human Resources to evaluate our work flow as we were undergoing a reorganization of two of my departments. Due to a drastic decrease in the number of deliveries we were having in our labor department, we were faced with the charge to combine our Post-Partum unit with our Women's Health unit. This led to a considerable challenge when taking into account the fact that there were newborns on the post-partum unit. This raised considerable concerns regarding cross-contamination between women's health patients (who may have been considerably ill) and post-partum patients and newborns. We have to take a complete inventory of the sk ...
Sociology 1010
http://www.youtube.com/watch?v=nBvGBdIHs7s
http://www.youtube.com/watch?v=q1oOjKQflN0
http://sep.stanford.edu/sep/jon/family/jos/culture/index.html
The point of this assignments is so that you learn and gain insights on how both the Progressives (Liberals) and the Traditionalists (Conservatives) see and reason about public issues. If you end up writing both your initial post and reply from (Progressive and Conservative on say Abortion) you are doing the wrong thing.
The cultural war is being waged by 2 major camps--Traditionalist (Conservatives) and Progressives (Liberals). For this assignment, I will like you to do the following:
Step 1: Pick an ideological standpoint (say, Progressive), and post on 1 of the topics (say abortion) from the Progressive standpoint. (Your title: Progressive on Abortion). Please complete this step before doing anything else.
Step 2: React to a post by a fellow student from the opposing standpoint. (Say the person wrote on: Felon Enfranchisement, Progressive Ideology; You then change your title to say: Felon Enfranchisement: Traditionalist Ideology) In a separate paragraph, examine and explain which camp is winning, or has won, the ideological war. (Note: Your two post must cover both the Progressive and Traditionalist ideological stances on different public issues).
Please, avoid personalizing (I believe that . . ., it is my view that . . .) the discussion. Simply say: "Progressive would argue that . . . or, From the Conservatives standpoint . . . or, According to the Liberals . . . etc.
Here are a list of Public Issues:
Homosexuality and Same-Sex Marriage
Women in Combat Three Strikes and You're Out Policy
Sex Education in Public Schools Stop and Frisk
Race and Ethnic Relations Stem Cell Research
Gender Relations Felon Disenfranchisement
Affirmative Action Anti-smoking laws
Immigration School desegregation
Freedom of Expression
Abortion
Gun Ownership Flying While Arab (profiling)
Patriot Act Conceal/Open and Carry (of handguns)
Affordable Health Act
Public School Prayer
Social Welfare--Social Security
Social Welfare--Unemployment Insurance
Prostitution / Sex Work
Death Penalty
Week 3: Support and Empowerment of Employees
How does healthcare compare with other fields in markers, such as employee empowerment and engagement? Investigating that question is one purpose of your Module 2 Assignment, for which you will interview three employees in different fields, with one individual in healthcare. You will also consider the theme of psychological safety, which you will explore in more detail in Week ...
This document discusses motivation and motivation theories. It begins by defining motivation as the process that activates and directs goal-oriented behavior. It then discusses how motivation relates to productivity and performance, noting that motivated employees work harder and are more productive. The document also outlines the importance of motivation for both individuals and organizations. It proceeds to compare and contrast three major content theories of motivation: Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's motivation-hygiene theory. Finally, it explains Vroom's expectancy theory of motivation, which posits that motivation depends on expectations of effort leading to performance and performance leading to outcomes or rewards.
QUESTION 1What are the main streams of influence, according to.docxmakdul
QUESTION 1
What are the main streams of influence, according to the Theory of Triadic Influence? Please provide examples factors/attributes that belong to each of those streams. What is the relationship/correlation between each of those streams?
Your response should be at least 200 words in length.
QUESTION 2
The PRECEDE-PROCEED approach has several key assessment/diagnosis phases. Please describe the epidemiological assessment. What are some key sources of data used in this assessment? Which main questions is this assessment is trying to address/answer?
Your response should be at least 200 words in length.
QUESTION 3
What specific questions the evaluators are bringing forward as they are trying to collect the necessary evaluation data? What are the three main types of evaluation discussed in the PRECEDE-PROCEED approach? What is each of them trying to identify, measure, evaluate?
Your response should be at least 200 words in length.
QUESTION 4
What are some of the key assumptions behind the PRECEDE-PROCEED approach? What are some of the key benefits of using this approach? What are some of the “real-life” examples of using this approach?
Your response should be at least 200 words in length.
Unit Lesson Study Guide
In Unit 4, we will continue to discuss health behavior and its association with factors that could influence such behaviors. These types of influences are referred to as multilevel factors of behaviors, and they typically fall into five main categories:
1. individual factors,
2. inter-personal factors,
3. organizational factors,
4. community factors, and
5. policy factors
Consider the following scenario:
A 50-year-old man may purposely postpone getting a prostate cancer test because he is scared of finding out that he may have prostate cancer. This is an example of an individual- level factor. However, we need to look into this further and consider the following: his inaction might also be influenced by his primary physician’s failure to actually recommend and insist that he would need to take the prostate test. Another factor might be the difficulty of scheduling an appointment due to either unavailable equipment or the unavailability of staff at his local clinic. Another limiting factor could be that the fee for the exam is so high he cannot afford it, and his insurance does not cover this type of procedure. Thus, all these interpersonal, organizational, and policy factors are influencing this man’s behavior to not complete the prostate test. Therefore, for health promotion practitioners, it is very important to be aware of all these factors so effective change strategies or interventions can be prescribed.
One of the multilevel theories that will be discussed is the Theory of Triadic Influence (TTI). TTI behaviors arise due to one’s current social situation, general cultural environment, and their personal characteristics. Any health-related behaviors are influenced by an individual’s decisions.
What wo ...
2 nurs 6003 transition to graduate study for nursingabhi353063
The document is a template for an academic and professional success plan for a graduate nursing program. It includes sections for identifying an academic and professional network, academic and professional resources, strategies for maintaining academic integrity, analyzing a peer-reviewed research article on a topic of interest, developing a curriculum vitae, and finalizing a nursing specialty focus area. The template provides guidance for students to organize their goals and plan for success in their nursing studies and career.
The document summarizes research on the personality dynamics of technical teams and provides strategies for improving team effectiveness. It discusses a study of 600 professionals on 77 teams which found that many technologists prefer independent work over interpersonal skills. It also introduces a tool called Portraits of Jung Type Behavior that helps teams apply psychological type theory to improve behaviors. The presentation provides guidance on communication, roles, process, and giving feedback to enhance team performance.
Similar to WheelerJModifyingBehaviorForSuccess (20)
2. 2
Certification of Authorship
Submitted to: Dr. Young J.
Author’s Name: Jonathan Wheeler
Date of Submission: 16 March 16
Title of Submission: Motivational Training: Modifying Behavior for Success
Certification of Authorship: I hereby certify that I am the author of this document and that any
assistance I received in its preparation is fully acknowledged and disclosed in the document. I
have also cited all sources from which I obtained data, ideas, or words that are copied directly or
paraphrased in the document. I used APA standards to credit all sources properly. I also certify
that this paper was prepared by me for this purpose.
Student's Signature: ________Jonathan D. Wheeler__________________________
3. 3
Table of Contents
Problem Statement 4
Purpose Statement 4
ResearchQuestions 4
Problem Analysis 5
Conclusion 12
References 13
4. 4
Motivational Training: Modifying Behavior for Success
Problem Statement
The writer will research the nuances of Behavioral Modification as applied in the Basic
Military Training (BMT) environment.
Since the inception of military units there has been a need to modify the behavior of the
men and women serving those units. This need is derived from the real or perceived requirement
for these service members to be changed from their civilian way of thinking and living to a
military mindset that is finely tuned for the sole purpose of performing their responsibilities as a
fighting force. This behavioral modification is imposed on the new “trainees” immediately upon
entrance into the military training environment and it is necessary to determine if such change is
warranted as well as what method(s) could and should be used at what points in the training to
ensure that the behavior is modified and in a way that will result in long term behavioral changes
rather than short-term changes.
Purpose Statement
The writer intends to develop a series of behavioral modification techniques for use
specifically in the BMT environment. Research will help to define the problem and will provide
support for the creation of the techniques.
ResearchQuestions
There are six key questions designed to develop an understanding of the usefulness of
these behavioral modification techniques, what is currently in place, what could be discarded,
what could be added, and how the end product could be efficiently and effectively implemented
into the BMT environment. The writer will answer these questions,
1. Provide a list of 8-10 motivational training tools that are the most effective tools
currently being used to reinforce attention-to-detail, motivate trainees, and/or build
teamwork.
2. List at least 5 unauthorized tools that should be considered for inclusion.
3. List any motivational tools that are ineffective.
4. Discuss the factors that would increase or decrease the likelihood that other MTIs
would adopt these tools listed above.
5. If new tools are adopted, what is the best way to ensure they are widely adopted/used
by the MTI Corp?
6. If new tools are adopted, what is the best way to ensure MTIs will fully understand
how to use them?
5. 5
Problem Analysis
The writer will use peer-reviewed sources discussing the topics of motivational training,
behavioral modification, and stress inoculation. This literature will aid in supporting the answers
to the questions while providing more depth to the topic. Ultimately, the research will not
encompass all literature on the subject however the amount of literature sources will be sufficient
to grasp the concepts and answer the posed questions. All literature will be peer reviewed and
recent in order to ensure only accurate and approved literature is used.
Provide a list of 8-10 motivational training tools that are the most effective tools
currently being used to reinforce attention-to-detail, motivate trainees, and/or build
teamwork.
This question poses an interesting question. What current tools are actually working is
something that must first have a quantifiable way to determine effectiveness. In the BMT
environment there are several methods in place to determine, to some extent, how well a trainee
is developing their ability to have attention-to-detail, their motivation, and their level of team
work. These tools are typically appraisals, progress checks, core-value ratings (CVR), and direct
observation by those around them. Though this system, in and of itself, is useful it is often
difficult to fully determine the commitment a trainee has to these values when they are no longer
in the presence of behavior modification catalyst, in this case MTIs.
Before analyzing the tools there has to be an understanding of how behavior is modified.
This is easily seen through research into the idea of reinforcement/punishment. One useful and
often cited concept is the reinforcement schedule. Though there is much research on the benefits
of the negative reinforcement (punishment) and positive reinforcement, the debate as to which is
more effective and long-lasting is a hot one (Magoon & Critchfield, 2008). According the article,
many researchers believe that positive reinforcement is the best form of behavior modification,
yet the article points out that much research and testing has been completed that shows negative
reinforcement/punishments being the more effective and long-lasting of the two. (Magoon &
Critchfield, 2008) It is important to understand that regardless of research, it is easily agreed
upon that there must be a mix of both punishment and reinforcement. For the purpose of this
research the writer will refer to the following table when discussing which type of tool is being
used and its expected outcome.
(Shah, 2014)
6. 6
With the system mentioned above in place there are several tools that are used by MTIs
to assist in effectively modifying the behavior of the trainees from the day they enter training
until the day they depart and hopefully until the day they separate or retire from the military.
This writer believes that the most effective tools currently in use are two of the current Military
Training Exercises (MTEs); namely Exercise Challenge and Personal Living Area (PLA)
rearrangement. The reason the writer believes these are the most effective is that they have the
ability to be immediately enforced on the trainee as soon as they have displayed an undesired
behavior. Not only that, but the individual(s) upon which these are being enforced are not happy
about having to perform them as they are inconvenient, tough, and often embarrassing. These are
tools that should be used immediately upon being authorized after the trainee has completed their
initial physical fitness assessment and should be continued as a tool throughout the remaining
weeks of training. Those two tools are excellent at providing a positive punishment (Shah, 2014)
for that unwanted behavior and the result is an immediate change in behavior.
The third, fourth, and fifth tools that are currently used most effectively are bed drills,
task repetitions, and restrictions. These tools are valuable because they add meat to the bones of
the punishment side of the operant conditioning (Shah, 2014). Bed drills and task repetitions not
only provide a means for the individual to develop muscle memory and perfect skills, they also
take away time that a trainee could be doing something more pleasant with. This makes these
two tools to fall into the positive and negative punishment spectrum. The restrictions are clearly
on the negative punishment side and are just as effective because they begin to minimize
unwanted behavior (Magoon & Critchfield, 2008). These tools are useful throughout training,
however the first two are extremely time consuming and can quickly become a nuisance to the
instructor who then does not hold the trainee to the punishment due to a lack of time. This is
something that should be considered when administering these tools but when time is available
they are perhaps more valuable and impactful than even the first two tools mentioned in the
paragraph above.
Moving to the other end of the spectrum of reinforcement where the goal is increasing
desired behavior (Magoon & Critchfield, 2008) the sixth, seventh, and eighth tools are some of
the most often neglected, yet powerful tools. Siding with B.F. Skinner, the writer finds that these
positive reinforcements are not only easier to use, but also significantly more effective and long-
lasting than any other mentioned tool (Wei & Yazdanifard, 2014). The tools are phone
calls/liberties, verbal praise, and spa time/personal time. These three tools are all giving
something to a trainee who performs in a way that is typically greater than the expected
behavior. The first and third are time consuming (depending on the time given for them) but are
so impactful that often, in the writer’s experience, the time lost to them is easily made up by the
improved performance and motivation gained. The second of the three is easily used and takes
no time at all and can be applied at any given time or location. The caution with the last three is
that they have a value based on the limited access trainees have to these things. This implies that
if they are used regularly (overused) they easily lose their potency and can have an adverse effect
of low motivation and discipline (McLeod, 2015). This is referred to as the extinction rate.
According to McLeod (2015) the extinction rate for positive reinforcement is extremely high.
The writer does not believe these tools should be used early in training unless something
extraordinary has occurred and when used it should be sparingly and for a legitimate reason tied
to an above and beyond exhibited behavior.
7. 7
List at least 5 unauthorized tools that should be considered for inclusion.
Perhaps, the most anticipated question is the one where unauthorized tools are discussed.
The writer would venture that there are two schools of thought when this question is answered.
There will be the group that will want to bring in tools that are an outlet for their anger against
trainees specifically focused at trainee critiques. There will also be the group, hopefully the
majority that will answer this question with a desire to improve the efficacy of the BMT program
as well as improve the end product, in this case Warrior Airman of Character.
Once again siding with Skinner (Wei & Yazdanifard, 2014) the writer believes that one
of the most valuable, yet unavailable tools to the MTI involves positive reinforcement. The tool
is the ability to award trainees with dessert for knowing their memory work, excellence in
performance, etc. According to Harvard scholars, sugars have been increasing in our diets
rapidly since 1970 and the rise of obesity and health concerns related to that have skyrocketed
(Harvard Health Publications, 2012). The article points out that sugars, in and of themselves, are
not bad and moderation is key to enjoying sugary items (Harvard Health Publications, 2012).
The writer has combed the scholarly journals and peer-reviewed articles for any publication that
touts that desserts are a necessity of life and required for sustainment of life and has come up
empty handed. With that in mind the writer dares make an assumption, sugary foods are not
needed for sustainment of life, therefore they should not have to be an automatic option available
to trainees. With this in mind, the writer argues that desserts are not mandatory and should not
be. A trainee should be permitted to have desserts but under certain conditions. Think back to the
days growing up when a parent placed similar restrictions on those tasty sweets. There was often
the reminder that unless the dinner plate was empty dessert was not even an option up for
negotiation. Similarly, if behavior was poor dessert was once again out of reach. In the BMT
environment, an instructor should be able to use desserts as a reward. If a trainee wants dessert
then they must expect to be asked memory work questions or perhaps even denied the chance to
get dessert if their performance was less than up to standard. Barring a trainee from dessert for
poor behavior or lack of knowledge of memory work questions is not going to harm them, but it
will certainly give them one more thing for which to work. If it is automatically given, they
quickly realize they can perform at whatever level and fail at tasks such as memory work without
any ramifications to things they hold dear such as dessert. This is something that could be used
through all weeks of training and each meal.
Still working on the positive reinforcement (Shah, 2014) the writer has another suggested
addition to the tools available to MTIs. Phone calls are something that trainees long for and work
hard to earn. The problem lies with the reality that MTIs must go through great lengths to
convince a Senior Non-Commissioned Officer or higher to give their trainees a phone call. The
writer believes that the restriction should be removed giving MTIs the authority to give a phone
call on their own. I believe this would be something that could be kept in check by limiting how
many “reward” calls an instructor has per week and it has to be logged with the names of the
trainees who received those calls. Similar to the way current MTEs are logged. This would
ensure that they are being given fairly and for the right reasons.
Switching back toward the positive and negative discipline side (Shah, 2014) the
remaining suggested tools are more geared toward decreasing an undesired behavior (Shah,
2014). The third suggestion would be to eliminate or loosen restrictions on dormitory/PLA re-
arrangement. This is an extremely useful tool that not only required the trainee to work hard to
8. 8
fix the mess but also addresses exactly they area in which they were lacking discipline and
attention-to-detail. Currently these re-arrangements are limited to the first two weeks of training
and then severely restricted to just the personal living area and under very tight restrictions for
the remaining weeks. This is often considered a requirement because re-arranging PLAs makes
the dormitory less than inspectable. The writer counters this by suggesting that if only the PLA is
re-arranged then the non-PLA portion of the dormitory is still in inspection order. This would be
a tool that could and should be used at any point in training as needed and has been shown to
improve the performance and attention-to-detail among trainees.
Continuing on with the discipline side, the writer believes that two additional tools could
and should be added to the repertoire would be changes to the MTE tools that are currently in
place. Within the MTE tools is the exercise challenge. Though, as mentioned above, the writer
believes this is an excellent tool, it could be made more effective by adding two additional
exercise tools. There is clear evidence that exercise and sport type activity is directly responsible
for improved health for young adults (Shores, Becker, Moynahan, Williams, & Cooper, 2015).
The first is extended exercise challenge. The current challenge involved 20 second sets of push-
ups, flutter-kicks, and squat thrusts. During the first week that is limited to just one of each of
those for a total of 1 minute. This can be administered up to five times per day. After the second
week the three exercises are still 20 seconds each but it is repeated once so that the total time is 2
minutes. This is again restricted to 5 times per day. Though a good program, it is not going to
work for all disciplinary scenarios. For example, in flights were the trainees are extremely fit
they can easily do this exercise without it having any impact on them. Other flights ask to
perform these tools because it gives them more PT time. The writer suggests adding another type
of exercise tool that includes 20 seconds of sprints from one side of the drill pad to the other side
of the drill pad (width not length), followed by 20 seconds of high knees, and finally pyramid
pushups up to 5 and back again. This could be something permitted starting in the second week
of training and limited to once per day until third week and twice a day after that. The safety
concerns would be that these would be performed in the uniform of the day. Though none of the
exercises are foreign to the trainees (they are the same ones used in regular PT) they would have
to be carefully monitored when performing these exercises in ABUs and combat boots. The other
consideration would be that these exercises could not be performed during restricted WGBT Flag
conditions.
The next additional exercise tool the writer suggests would be sand pit drills. These
would entail low crawl and high crawl exercises with or without the trainer weapon. These
exercises would be beneficial tools because trainees dislike performing these tasks and they are
tough to perform. Once again, this tool would help improve health and strengthen the trainees
therefore, prevent future injuries (Shores, Becker, Moynahan, Williams, & Cooper, 2015). These
sand pit drills are also required tasks for BEAST which is a graduation requirement. This would
be useful in improving their performance during BEAST as well as providing a useful tool to re-
focus the trainees back to desired behavior. The writer suggests that this tool be available
immediately upon completion of FEST training which where trainees learn sand pit maneuvers
as well as have to apply these tactics. This tool would be restricted to 10 minutes per trainee
divided up as such, 2 minutes low crawl followed by a sprint back to the front of the pit followed
by 2 minutes high crawl and a return sprint. This whole set would be repeated one more time for
a total of 10 minutes. Instructors should be limited to observing 3 trainees at a time performing
this drill. It would be restricted to once per day and only in ABUs.
9. 9
Ultimately, having additional tools as options for both reinforcement and punishment
gives MTIs more flexibility when determining what would be the most effective tool to use for
the given situation. It also helps to prevent satiation by varying the types and intensities of the
tools being applied. Overall, the outcome would be a more disciplined trainee.
List any motivational tools that are ineffective.
Within the current MTE program there is only one tool that the writer feels is ineffective
and certainly not worth keeping. That tool is the sanitation exercise. This exercise, though good
in theory, was designed in such a way as to prevent its use. The tool permits an MTI to assign a
menial, mundane, and uncomfortable task such as cleaning the tile in the showers with a small
scrub pad for a given period of time. There are variations based on the infraction that is being
punished and the outcome desired. That, in itself, lends to this being a much too complex tool to
be used. Perhaps the most damning aspect to this tool is that it has to be administered and
observed by a Flight Commander. Though Flight Commanders are assigned to squadrons, they
rarely have enough time to devote to things outside of their immediate purview let along sit with
a trainee for 30 minutes watching them scrub a wall. Not only that, but as of writing this paper,
the writer has yet to find a FC willing to administer this tool. It is essentially a tool that is not
ever used and therefore should be deemed ineffective.
Discuss the factors that would increase or decrease the likelihood that other MTIs
would adopt these tools listed above.
It probably goes without saying that the readers have a solid understanding of change and
organizational change management. This is a concept that has been studied and applied to
organizations around the world to include the United States Air Force. In order to answer this
question there is a need to understand why we must ask the question in the first place.
No matter what happens in an organization, when change is imminent or occurring there
is inevitably resistance to that change (Robbins & Judge, 2011). This resistance is linked to
numerous factors but the writer believes that there are likely four key factors that apply to MTI
resistance to change, particularly tool changes. These four factors are distrust, doubt, inertia,
reactance (Nesterkin, 2013). The reason these factors tend to be the most influential to the MTI
corps is because the current system of discipline and oversight in BMT is designed to treat MTIs
as instant criminals rather than professionals. No matter how it is worded or theorized, the reality
is that a trainee can say whatever they want about whomever they want and without any
justification the MTI takes the hit. Even after the system, albeit flawed, is employed and the MTI
is deemed “not guilty” the trainee receives no punishment for falsifying a government document
or providing a false report. Not to mention slander and libel. This pit of despair that is formed as
a result of this system creates a fear, a dread by MTIs to do anything that will get them sent
there. Tools, of any kind, are given to MTIs as means by which to reinforce and/or punish
good/bad behavior (Shah, 2014). MTIs are afraid to use them even within the confines of the
regulations that authorize them because all a trainee has to say is that they were picked on, hurt,
felt singled out, or any plethora of other terms and the MTI is immediately sent to the that dark
pit of doom. There is no consideration for how the tools were used or if they were used
appropriately.
10. 10
If BMT leaders want to have trainees that are loyal, have integrity, embrace the core
values, and are full of discipline and attention-to-detail, then the number one way to get MTIs to
make that happen is change the way they operate the MTI discipline system. The above
mentioned factors to change resistance are directly related to this discipline system. If an MTI is
afraid for their career because of an unfounded and unwarranted accusation they are going to be
less likely to utilize tools of any kind to develop their trainees. That includes both positive and
negative sides of reinforcement and discipline (Shah, 2014).
If new tools are adopted, what is the best way to ensure they are widely
adopted/used by the MTI Corp?
According to Robbins and Judge (2011), in order to overcome resistance to change, there
are eight methods that can be used by the organization. These methods are to educate and
communicate, participation, building support and commitment, develop positive relationships,
implement changes fairly, manipulation and cooptation, selecting people who accept change, and
coercion (Robbins & Judge, 2011). Of course, some of these are not the best way and should be
avoided at all costs. There are a couple that are perfect for the BMT environment and, if
implemented properly, would be the most dynamic means to improve MTI acceptance and use of
tools. For now the writer is going to save education and communication for the next question to
be answered and focus now on participation, building support and commitment, develop positive
relationships, and implementing changes fairly (Robbins & Judge, 2011).
Participation is very powerful in the BMT environment because the top echelon of NCOs
and SNCOs have been hand-picked and brought down to fill the roles of MTIs. When MTIs are
the key participants they are going to be able to influence change greater than any other level of
leadership. Peer-to-peer influence in BMT is probably one of the strongest that exists in the
world. The fact that the writer, along with close to 50 other peers is writing these papers is a sign
that this participation theory is being tested.
In BMT, as mentioned in the previous question, there is a darkness that lurks around
every corner for an MTI. This darkness is trainee opinion and feelings. Though those are valid
and important factors to consider when molding a new warrior Airman of character, the amount
of weight placed on their opinion and feelings even when unsubstantiated by facts, is damning to
the whole BMT program. Building support and commitment requires that MTIs believe they are
being supported and defended and that their leadership is committed to them. MTIs, the writer
would venture to say, are already committed to the program and to their jobs. They need to be
supported and feel safe when they act on directives from their leadership. When they do not, the
MTI will not implement the tools because they have to move back to the self-preservation mode
(Sadri & Bowen, 2011).
A side note that will help to fill this out is that those “hand-picked” top tier NCO/SNCOs
were close to the top of their needs pyramid. Bringing them to BMT and then subjecting them to
this system of trainee over MTI brings them straight back to the bottom of that pyramid fighting
for their basic and safety levels of needs (Montana, Ph.D. & Charnov, Ph.D., J.D., 2008). BMT
constantly pushes these top performers back to the base levels creating a void of trust between
MTI and BMT leadership.
11. 11
Hand-in-hand with the previous method is building positive relationships. If MTIs are to
feel confident that they are going to be defended and supported they need to have a positive
relationship with their leadership. This goes from Squadron level all the way up the BMT and
AETC levels. Currently, leadership outside (and for some squadrons, inside) the squadron is
viewed as the executioner. There is no, in the opinion of the writer, trust between MTIs and
BMT leadership. Though foundational to any relationship, trust is rarely a topic of discussion in
BMT, perhaps because there is so little of it. In a journal article this very topic is discussed in
detail with a direct look at the impact of trust as well as the more detrimental impact of distrust
(Macduffie, 2011). The writer understands that this article is discussing relationships between
organization on the international level but the facts presented in the article are equally applicable
to the environment in BMT and should be considered valid even in that environment. If BMT
leaders shifted their focus from how to get promoted to how to build a dedicated and loyal MTI
corps focusing on building a positive relationship with their MTIs, they would see that MTIs
would begin to have that trust and, in turn, use these tools.
The final method is implementing changes fairly. This should go without saying but
unfortunately it must be said; BMT leadership must implement changes fairly. They must give
MTIs some defense built into tools. If an MTI uses tools and does so within the confines of the
regulations regarding those tools, then any negative feedback from trainees should be used as
data for further process improvement but not for discussion with the MTI about their actions.
There should, there must be a built in immunity when an MTI uses tools within the confines of
the regulation. It is only fair that the tools being given to the MTI to use by their leadership come
with a protection for the MTI using them. This plays right into the need hierarchy once again by
helping the MTI to secure their safety level and begin working in the belonging level of need
(Montana, Ph.D. & Charnov, Ph.D., J.D., 2008).
If new tools are adopted, what is the best way to ensure MTIs will fully understand
how to use them?
Though there are numerous answers, or part answers, to this question, the writer believes
that there are two main ones that should be implemented when bringing anything new to the
table. Perhaps the first and most important is that there must be a team of MTIs (the writer would
recommend one from each squadron to later function as subject matter experts) that are
responsible for being fully trained and then going to each squadron and teaching each MTI and
signing them off on the tools. A part of this training would include something the writer believes
is pivotal to the MTI having a firm grasp on the tool and its implications; the MTI must have the
tools administered on them prior to being certified to use these tools. This is a common practice
used by law enforcement agencies around the world and readily accepted by legal review as a
means to justify that the administrator used the action with full knowledge of its ramification on
the subject. Of course tools such as PLA re-arrangement may not need to be administered to the
MTI as that is something they already do and understand fully, but certainly such tools as
exercise challenges should be administered to them and in ABUs. This team should also properly
demonstrate all tools to include PLA re-arrangement, dessert restriction questioning techniques,
exercise challenges, etc. Each MTI being certified must be taught the same way and actually see
the tool applied in order to understand exactly how and when to use it. The writer believes that
every member of the BMT leadership from the Squadron level on up should be required to
participate in the training and go through the tools so that when determining if an MTI did their
12. 12
job or operated outside the confines of the regulation they fully understand what the tool entailed
that is being complained about.
The second is also multi-faceted. It must involve clear guidance that includes exactly
when, how, and under what restrictions each tool can be implemented. This guidance must, as
mentioned earlier, have built in protection for the MTI implementing the tools. That is only half
of the picture, there must be a dedicated BMT leadership from the Squadron level up that fully
understand the tools and supports their use by MTIs.
If these two tasks are not accomplished, MTIs will likely not use the tools and the
likelihood of increased discipline, attention-to-detail, dedication, and of course pride, passion,
and professionalism will not happen. There is no foreseeable alternative to this.
Conclusion
It is very clear, through the research, that tools are a valuable asset to the MTI and have
the potential to have a major impact on the development of warrior Airman of Character. They
have been proven, even in their limited form and use, to have a significant role in generating that
discipline, attention-to-detail, dedication, and adherence to the AF Core Values. Adding some
more both positive/negative and reinforcement/punishment as well as either taking away or
editing a few existing tools will have a positive impact on the increase in these values BMT
holds dear.
The tools themselves are just tools, useless unless used. In BMT, the epidemic of a lack
of trust has rendered tools almost useless. If they are to be of any value then the BMT mindset
and program must change to support MTIs and be committed to them and their efforts as well as
ensure they are defended when abiding by the guidance they are provided.
Should all this be brought together, BMT will change and in such a dynamic and
powerful way for the overall good of the USAF and the United States. The security of the AF
and the Nation would be ensured and the position of The Greatest Air Force in the World would
be solidified and confirmed.
13. 13
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