How to best identify an evidence-based practice?
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– ## book6.docx **## book6.docx** Part A In Milestone One, you analyzed the brand implications of reopening the park, and you have delivered the analysis report in the form of a presentation. In your role as regional marketing director of one of the theme parks in the southeastern United States, you…
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**## book6.docx**
Part A
In Milestone One, you analyzed the brand implications of reopening the park, and you have delivered the analysis report in the form of a presentation. In your role as regional marketing director of one of the theme parks in the southeastern United States, you have been tasked by your CMO with designing a marketing plan to address the marketing and branding needs of reopening the park. You will create a customizable strategic marketing plan, which you will implement for your own park and share with the other regional directors of marketing. The other directors will implement the same strategy based on the needs and demographics of their respective parks.
Your strategic marketing plan will be presented in a PowerPoint presentation. In this presentation, you will elaborate on the traditional and digital marketing methods and discuss how these marketing methods are aligned with each other. You will also discuss the crisis management strategies that should be implemented prior to the reopening of parks and perform some further analysis of legal and ethical issues, which might have negative impacts on the brand.
Prompt
Based on the information provided to you, share a completed customizable marketing plan for the reopening of the individual park. Your presentation should include the following critical sections with relevant guiding information:
1. Determine two
**methods to be used for consumer research** in developing the marketing plan. Provide rationale (Slide 1).
2. Keeping the target audience in mind, determine three
**traditional marketing methods** you will use in developing the marketing plan and provide a rationale. Your response should address the following (Slides 2–4):
a. How will identified methods help in the acquisition of new customers?
b. How will identified methods help in the retention of existing customers?
c. What are the advantages and disadvantages of identified methods?
3. Keeping the target audience in mind, determine three
**digital marketing methods** you will use in developing the marketing plan and provide a rationale. Your response should address the following (Slides 5–7):
a. How will identified methods help in the acquisition of new customers?
b. How will identified methods help in the retention of existing customers?
c. What are the advantages and disadvantages of identified methods?
4. Explain how the
**traditional and digital marketing methods you have selected will work together to optimize the brand**. Your response should address the following (Slide 8):
a. Which method do you think could be most impactful in addressing your target audiences?
b. Which method do you think could be most effective in branding?
c. Can both digital and traditional marketing support the brand and growth of the business?
5. Explain the
**crisis management strategies** that should be implemented prior to reopening. Your response should address the following (Slide 9):
a. How can we focus on customer expectations to improve brand damage from the incident?
b. How can we support our employees’ needs in reopening the park?
c. What possible crises could arise relevant to the incident and reopening?
6. Determine
**one legal and one ethical issue** that could arise and negatively impact the organization’s brand image upon reopening, and provide proactive steps that could be taken now to prevent them (Slide 10).
What to Submit
Submit a narrated PowerPoint presentation with 10–12 slides.
Part B
**Hypothesis Testing**:
Data set 2 presents a sample of the number of defective flash drives produced by a small manufacturing company over the last 30 weeks. The company’s operations manager believes that the number of defects produced by the process is less than seven defective flash drives per week. Use
[this online calculator](http://www.usablestats.com/calcs/1samplet) (or any statistical package that you are comfortable with) to construct a hypothesis test to verify the operations manager’s claim. Your hypothesis test should include null and alternative hypotheses, a t test statistic value, a p-value, a decision, and a conclusion. Submit a Word file that includes the hypothesis test.
Specifically, the following
**critical elements** must be addressed:
I.
**Methodology**
II.
**Analysis**
Part C
The vice-president of administration at your company wonders whether employees are taking adequate amounts of vacation time. Employee burnout is a concern. Research suggests that an employee taking less than 1.4 weeks of vacation annually is very likely to experience burnout. You are asked to analyze the employee vacation data and conduct a hypothesis test with the following results:
_t_ = 2.93
_p_ = 0.0084
1. What factors should the vice-president consider in determining the presence of employee burnout?
2. Do employees take more than 1.4 weeks of vacation?
3. What reasons should the vice-president provide to the president to justify the recommendation on employee burnout?
4. Based on the data, is the presence of employee burnout an issue that may negatively impact the company?
**## book6.docx**
Part A
In Milestone One, you analyzed the brand implications of reopening the park, and you have delivered the analysis report in the form of a presentation. In your role as regional marketing director of one of the theme parks in the southeastern United States, you have been tasked by your CMO with designing a marketing plan to address the marketing and branding needs of reopening the park. You will create a customizable strategic marketing plan, which you will implement for your own park and share with the other regional directors of marketing. The other directors will implement the same strategy based on the needs and demographics of their respective parks.
Your strategic marketing plan will be presented in a PowerPoint presentation. In this presentation, you will elaborate on the traditional and digital marketing methods and discuss how these marketing methods are aligned with each other. You will also discuss the crisis management strategies that should be implemented prior to the reopening of parks and perform some further analysis of legal and ethical issues, which might have negative impacts on the brand.
Prompt
Based on the information provided to you, share a completed customizable marketing plan for the reopening of the individual park. Your presentation should include the following critical sections with relevant guiding information:
1. Determine two
**methods to be used for consumer research** in developing the marketing plan. Provide rationale (Slide 1).
2. Keeping the target audience in mind, determine three
**traditional marketing methods** you will use in developing the marketing plan and provide a rationale. Your response should address the following (Slides 2–4):
a. How will identified methods help in the acquisition of new customers?
b. How will identified methods help in the retention of existing customers?
c. What are the advantages and disadvantages of identified methods?
3. Keeping the target audience in mind, determine three
**digital marketing methods** you will use in developing the marketing plan and provide a rationale. Your response should address the following (Slides 5–7):
a. How will identified methods help in the acquisition of new customers?
b. How will identified methods help in the retention of existing customers?
c. What are the advantages and disadvantages of identified methods?
4. Explain how the
**traditional and digital marketing methods you have selected will work together to optimize the brand**. Your response should address the following (Slide 8):
a. Which method do you think could be most impactful in addressing your target audiences?
b. Which method do you think could be most effective in branding?
c. Can both digital and traditional marketing support the brand and growth of the business?
5. Explain the
**crisis management strategies** that should be implemented prior to reopening. Your response should address the following (Slide 9):
a. How can we focus on customer expectations to improve brand damage from the incident?
b. How can we support our employees’ needs in reopening the park?
c. What possible crises could arise relevant to the incident and reopening?
6. Determine
**one legal and one ethical issue** that could arise and negatively impact the organization’s brand image upon reopening, and provide proactive steps that could be taken now to prevent them (Slide 10).
What to Submit
Submit a narrated PowerPoint presentation with 10–12 slides.
Part B
**Hypothesis Testing**:
Data set 2 presents a sample of the number of defective flash drives produced by a small manufacturing company over the last 30 weeks. The company’s operations manager believes that the number of defects produced by the process is less than seven defective flash drives per week. Use
[this online calculator](http://www.usablestats.com/calcs/1samplet) (or any statistical package that you are comfortable with) to construct a hypothesis test to verify the operations manager’s claim. Your hypothesis test should include null and alternative hypotheses, a t test statistic value, a p-value, a decision, and a conclusion. Submit a Word file that includes the hypothesis test.
Specifically, the following
**critical elements** must be addressed:
I.
**Methodology**
II.
**Analysis**
Part C
The vice-president of administration at your company wonders whether employees are taking adequate amounts of vacation time. Employee burnout is a concern. Research suggests that an employee taking less than 1.4 weeks of vacation annually is very likely to experience burnout. You are asked to analyze the employee vacation data and conduct a hypothesis test with the following results:
_t_ = 2.93
_p_ = 0.0084
1. What factors should the vice-president consider in determining the presence of employee burnout?
2. Do employees take more than 1.4 weeks of vacation?
3. What reasons should the vice-president provide to the president to justify the recommendation on employee burnout?
4. Based on the data, is the presence of employee burnout an issue that may negatively impact the company?
Topic: What is the Impact of using teach back to educate Latino men on the importance of lifestyle changes, exercise and medication adherence to blood pressure medication?
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see attached for instructions – ## ReporBuildingEffectiveDecision-MakingSkillsandUtilizingSWOTAnalysis..docx **## ReporBuildingEffectiveDecision-MakingSkillsandUtilizingSWOTAnalysis..docx** **Report: Building Effective Decision-Making Skills and Utilizing SWOT Analysis.** Objective: This report aims…
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– ## ReporBuildingEffectiveDecision-MakingSkillsandUtilizingSWOTAnalysis..docx
**## ReporBuildingEffectiveDecision-MakingSkillsandUtilizingSWOTAnalysis..docx**
**Report: Building Effective Decision-Making Skills and Utilizing SWOT Analysis.**
Objective:
This report aims to enhance your understanding of effective decision-making skills and the SWOT analysis framework. You will explore how these skills and tools contribute to making informed decisions in various organizational contexts.
Report Structure:
I. Introduction:
· Briefly introduce the importance of decision-making in management.
· Provide a thesis statement that outlines the significance of building effective decision-making skills and the role of SWOT analysis in this process.
II. Building Effective Decision-Making Skills:
· Define decision-making and discuss why it is a critical skill for managers.
III. Understanding SWOT Analysis:
· Define SWOT analysis and explain its components: Strengths, Weaknesses, Opportunities, and Threats.
· Discuss how SWOT analysis can be used to inform decision-making by providing a clear picture of internal and external factors affecting an organization.
IV. Applying SWOT Analysis to Decision-Making:
· Provide an example of how a manager might use SWOT analysis in a decision-making process.
· Discuss how the insights gained from a SWOT analysis can lead to better decisions and improved outcomes.
Formatting Guidelines:
·
**Length: Minimum two pages.**
· Font: Times New Roman, 12-point.
· Spacing: Double-spaced.
· Margins: 1-inch on all sides.
· Citations: APA 7 format for any references used.
·
**Evaluation Criteria:**
· Content: Depth and accuracy of the discussion on decision-making skills and SWOT analysis.
· Organization: Clarity and structure of the report, including logical flow and use of headings.
· Examples: Appropriateness and relevance of examples to illustrate key points.
· Formatting and Grammar: Adherence to guidelines, grammar, spelling, and citation accuracy.
This report format encourages you to engage critically with the concepts of decision-making and SWOT analysis, while also practicing the ability to apply these concepts in practical situations.
**## ReporBuildingEffectiveDecision-MakingSkillsandUtilizingSWOTAnalysis..docx**
**Report: Building Effective Decision-Making Skills and Utilizing SWOT Analysis.**
Objective:
This report aims to enhance your understanding of effective decision-making skills and the SWOT analysis framework. You will explore how these skills and tools contribute to making informed decisions in various organizational contexts.
Report Structure:
I. Introduction:
· Briefly introduce the importance of decision-making in management.
· Provide a thesis statement that outlines the significance of building effective decision-making skills and the role of SWOT analysis in this process.
II. Building Effective Decision-Making Skills:
· Define decision-making and discuss why it is a critical skill for managers.
III. Understanding SWOT Analysis:
· Define SWOT analysis and explain its components: Strengths, Weaknesses, Opportunities, and Threats.
· Discuss how SWOT analysis can be used to inform decision-making by providing a clear picture of internal and external factors affecting an organization.
IV. Applying SWOT Analysis to Decision-Making:
· Provide an example of how a manager might use SWOT analysis in a decision-making process.
· Discuss how the insights gained from a SWOT analysis can lead to better decisions and improved outcomes.
Formatting Guidelines:
·
**Length: Minimum two pages.**
· Font: Times New Roman, 12-point.
· Spacing: Double-spaced.
· Margins: 1-inch on all sides.
· Citations: APA 7 format for any references used.
·
**Evaluation Criteria:**
· Content: Depth and accuracy of the discussion on decision-making skills and SWOT analysis.
· Organization: Clarity and structure of the report, including logical flow and use of headings.
· Examples: Appropriateness and relevance of examples to illustrate key points.
· Formatting and Grammar: Adherence to guidelines, grammar, spelling, and citation accuracy.
This report format encourages you to engage critically with the concepts of decision-making and SWOT analysis, while also practicing the ability to apply these concepts in practical situations.
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Assignment Details attached. – ## Assignment3.docx **## Assignment3.docx** **Assignment** 1. Review the Background Information: Following the passage of the Tax Cuts and Jobs Act of 2017 by the U.S. Congress, several large U.S. corporations announced employee bonuses and other incentives as a gestu…
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– ## Assignment3.docx
**## Assignment3.docx**
**Assignment**
1. Review the Background Information:
Following the passage of the Tax Cuts and Jobs Act of 2017 by the U.S. Congress, several large U.S. corporations announced employee bonuses and other incentives as a gesture of goodwill, intending to share the financial benefits from corporate tax cuts with their employees.
In early 2018, United Airlines introduced a lottery system for employee rewards, replacing their traditional annual bonus program. Previously, the average annual bonus was valued at $2,500 per employee. However, this new system quickly
[backfired](http://money.cnn.com/2018/03/05/news/companies/united-airlines-lottery/index.html), leading to significant backlash and public embarrassment for United’s top executives.
2. Review the Problem Statement:
If you were to conduct your dissertation on this topic, your problem statement would likely focus on United employees' perceptions of replacing annual bonuses (a guaranteed outcome) with lottery-based bonuses (a risk-based outcome). You would also examine the apparent disconnect between employee perceptions and the expectations of United’s top management.
3. Review the Purpose Statement:
Now, assume you have developed the following purpose statement for your dissertation:
"This research aims to investigate the reasons behind the failure of United Airlines' employee lottery system as a compensation strategy. By examining the disconnect between the goals of top management and the expectations of employees, this study seeks to contribute to a deeper understanding of the factors that influence employees’ perceptions of risk in lotteries, as well as how these perceptions vary based on socio-economic and demographic factors."
4. Writing Research Questions and Hypotheses:
· Develop at least two research questions for this study.
· These questions should align with the purpose statement and explore whether the failure of United’s bonus system was due to differences in employee attitudes toward risk.
· For example, you may consider the findings from the article “From Risk-Seeking to Risk-Averse: The Development of Economic Risk Preference from Childhood to Adulthood” by
[Paulsen et al. (2012)](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3436335/), which explores how factors like age influence risk preferences.
· Supporting resource: How to write a research question video?
[**https://www.youtube.com/watch?v=4-EkPrRxD6k**](https://www.youtube.com/watch?v=4-EkPrRxD6k)
· After formulating your research questions, create at least three research hypotheses associated with these questions.
· At least one of the hypotheses must be directional.
· Assume that you will use a variable called “risk tolerance” to measure attitudes toward risk, where higher values indicate a greater appetite for risk.
· Supporting Resource: How to write a hypothesis:
[https://atlasti.com/research-hub/research-hypothesis](https://atlasti.com/research-hub/research-hypothesis)
·
[Supporting Resource: A Practical Guide to Writing Quantitative and Qualitative Research Questions](https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/):
[https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/](https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/)
5. In a 600–900 words paper, complete the following:
1. Introductory Criteria
1. Provide this study with a title.
2. Restate the background information (provided above).
2. Problem and Purpose Summary
1. Restate the problem statement (provided above).
2. Restate the purpose statement (provided above).
3. Formulate at least two research questions for this study (see guidelines above).
4. Create at least three hypotheses, be sure this is directional (see guidelines above).
**## Assignment3.docx**
**Assignment**
1. Review the Background Information:
Following the passage of the Tax Cuts and Jobs Act of 2017 by the U.S. Congress, several large U.S. corporations announced employee bonuses and other incentives as a gesture of goodwill, intending to share the financial benefits from corporate tax cuts with their employees.
In early 2018, United Airlines introduced a lottery system for employee rewards, replacing their traditional annual bonus program. Previously, the average annual bonus was valued at $2,500 per employee. However, this new system quickly
[backfired](http://money.cnn.com/2018/03/05/news/companies/united-airlines-lottery/index.html), leading to significant backlash and public embarrassment for United’s top executives.
2. Review the Problem Statement:
If you were to conduct your dissertation on this topic, your problem statement would likely focus on United employees' perceptions of replacing annual bonuses (a guaranteed outcome) with lottery-based bonuses (a risk-based outcome). You would also examine the apparent disconnect between employee perceptions and the expectations of United’s top management.
3. Review the Purpose Statement:
Now, assume you have developed the following purpose statement for your dissertation:
"This research aims to investigate the reasons behind the failure of United Airlines' employee lottery system as a compensation strategy. By examining the disconnect between the goals of top management and the expectations of employees, this study seeks to contribute to a deeper understanding of the factors that influence employees’ perceptions of risk in lotteries, as well as how these perceptions vary based on socio-economic and demographic factors."
4. Writing Research Questions and Hypotheses:
· Develop at least two research questions for this study.
· These questions should align with the purpose statement and explore whether the failure of United’s bonus system was due to differences in employee attitudes toward risk.
· For example, you may consider the findings from the article “From Risk-Seeking to Risk-Averse: The Development of Economic Risk Preference from Childhood to Adulthood” by
[Paulsen et al. (2012)](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3436335/), which explores how factors like age influence risk preferences.
· Supporting resource: How to write a research question video?
[**https://www.youtube.com/watch?v=4-EkPrRxD6k**](https://www.youtube.com/watch?v=4-EkPrRxD6k)
· After formulating your research questions, create at least three research hypotheses associated with these questions.
· At least one of the hypotheses must be directional.
· Assume that you will use a variable called “risk tolerance” to measure attitudes toward risk, where higher values indicate a greater appetite for risk.
· Supporting Resource: How to write a hypothesis:
[https://atlasti.com/research-hub/research-hypothesis](https://atlasti.com/research-hub/research-hypothesis)
·
[Supporting Resource: A Practical Guide to Writing Quantitative and Qualitative Research Questions](https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/):
[https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/](https://pmc.ncbi.nlm.nih.gov/articles/PMC9039193/)
5. In a 600–900 words paper, complete the following:
1. Introductory Criteria
1. Provide this study with a title.
2. Restate the background information (provided above).
2. Problem and Purpose Summary
1. Restate the problem statement (provided above).
2. Restate the purpose statement (provided above).
3. Formulate at least two research questions for this study (see guidelines above).
4. Create at least three hypotheses, be sure this is directional (see guidelines above).
Please look at the attachment for directions one assignment is due by wed the other by sun no Plagiarism . – ## Week3Assignment.docx **## Week3Assignment.docx** Discussion 3: Literature Review Due by Wed Topic: **Implementing Positive Behavior Interventions and Supports (PBIS) to Enhance Classroom M…
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Order on TutorsGallery →Please look at the attachment for directions one assignment is due by wed the other by sun no Plagiarism .
– ## Week3Assignment.docx
**## Week3Assignment.docx**
Discussion 3: Literature Review Due by Wed
Topic:
**Implementing Positive Behavior Interventions and Supports (PBIS) to Enhance Classroom Management in K–12 Schools**
Share your approved topic and your SMART goal(s) and add a one-page summary of the literature review you are to conduct this week. The full literature review will be submitted in the Module 3 Literature Review assignment area.
Module 3: Literature Review Due by Sunday
Purpose
To provide the rationale that the Education improvement project is worth undertaking.
Overview
**K-12 Overview:**
Your literature review is to explore the current research and best practices related to school improvement projects. The review will focus on key areas such as school leadership, curriculum and instruction, student engagement, parental involvement, and the use of technology in education. By examining relevant literature, this review aims to provide valuable insights and recommendations for implementing effective school improvement strategies.
K-12 Tasks
1. Read the Overview.
2. Watch the video
[“How to Write a Literature Review: 3 Minute Step-by-step Guide.”Links to an external site.](https://www.youtube.com/watch?v=zIYC6zG265E)
3. Study
[Writing a Literature Review.Links to an external site.](https://owl.purdue.edu/owl/research_and_citation/conducting_research/writing_a_literature_review.html) This will be used to extend your understanding of curriculum design issues and trends.
4. Write your literature review. A total of five (5) articles will be used in your literature review. The sources you can use to find journal articles:
· Scholarly journals (Use of google scholar may be helpful, as well as accessing the Franklin online library journals.)
· This LibGuideLinks to an external site. contains the list of journals in educational leadership.
· Contact the library using their chat window and ask for help with locating relevant databases, journals, and other sources.
·
[APA Citation StyleLinks to an external site.](https://guides.franklin.edu/APA)
5. Guiding Questions that may help you write your literature review (not all of them may apply to your case):
· What are the current challenges or areas of improvement in schools?
· Identify specific issues such as student achievement, teacher effectiveness, curriculum development, school culture, parent involvement, etc.
· What are the main factors that contribute to school improvement?
· Explore research on effective teaching strategies, instructional approaches, leadership practices, school policies, technology integration, community partnerships, etc.
· What does existing literature say about the impact of school improvement efforts on student outcomes?
· Look for studies that examine the relationship between school improvement initiatives and student achievement, attendance, graduation rates, social-emotional development, etc.
· What evidence-based practices have been successful in school improvement projects?
· Identify proven interventions, programs, or initiatives that have demonstrated positive outcomes in improving schools, such as differentiated instruction, data-driven decision-making, professional learning communities, restorative practices, etc.
· What are the best practices in school leadership for driving improvement?
· Investigate effective leadership strategies, distributed leadership models, instructional leadership, transformational leadership, and the role of principals and administrators in fostering school improvement.
· How does family and community involvement impact school improvement?
· Examine research on effective family engagement strategies, community partnerships, and the impact of parental involvement on student achievement and school success.
· What are the challenges and barriers to implementing school improvement initiatives?
· Explore studies that address potential obstacles to successful implementation, such as resistance to change, lack of resources, teacher resistance, administrative challenges, and policy constraints.
· What are the emerging trends and innovations in school improvement?
· Investigate recent developments in educational practices, technologies, policies, or approaches that have the potential to enhance school improvement efforts.
· How do cultural and contextual factors influence school improvement?
· Consider research on the role of culture, socioeconomic factors, diversity, and inclusion in school improvement efforts, and how these factors may impact implementation and outcomes.
· What are the implications for your specific school improvement project?
· Reflect on the findings from the literature review and identify key insights, strategies, or recommendations that can inform your project and guide your approach to improving your school.
6. Write a conclusion that includes:
· Summary of key findings from the literature review.
· Recommendations for implementing effective school improvement projects.
· Future directions for research in the field of school improvement.
7. Proofread your paper before submission. Ensure that your assignment is well-organized, coherent, and free from grammatical errors.
**## Week3Assignment.docx**
Discussion 3: Literature Review Due by Wed
Topic:
**Implementing Positive Behavior Interventions and Supports (PBIS) to Enhance Classroom Management in K–12 Schools**
Share your approved topic and your SMART goal(s) and add a one-page summary of the literature review you are to conduct this week. The full literature review will be submitted in the Module 3 Literature Review assignment area.
Module 3: Literature Review Due by Sunday
Purpose
To provide the rationale that the Education improvement project is worth undertaking.
Overview
**K-12 Overview:**
Your literature review is to explore the current research and best practices related to school improvement projects. The review will focus on key areas such as school leadership, curriculum and instruction, student engagement, parental involvement, and the use of technology in education. By examining relevant literature, this review aims to provide valuable insights and recommendations for implementing effective school improvement strategies.
K-12 Tasks
1. Read the Overview.
2. Watch the video
[“How to Write a Literature Review: 3 Minute Step-by-step Guide.”Links to an external site.](https://www.youtube.com/watch?v=zIYC6zG265E)
3. Study
[Writing a Literature Review.Links to an external site.](https://owl.purdue.edu/owl/research_and_citation/conducting_research/writing_a_literature_review.html) This will be used to extend your understanding of curriculum design issues and trends.
4. Write your literature review. A total of five (5) articles will be used in your literature review. The sources you can use to find journal articles:
· Scholarly journals (Use of google scholar may be helpful, as well as accessing the Franklin online library journals.)
· This LibGuideLinks to an external site. contains the list of journals in educational leadership.
· Contact the library using their chat window and ask for help with locating relevant databases, journals, and other sources.
·
[APA Citation StyleLinks to an external site.](https://guides.franklin.edu/APA)
5. Guiding Questions that may help you write your literature review (not all of them may apply to your case):
· What are the current challenges or areas of improvement in schools?
· Identify specific issues such as student achievement, teacher effectiveness, curriculum development, school culture, parent involvement, etc.
· What are the main factors that contribute to school improvement?
· Explore research on effective teaching strategies, instructional approaches, leadership practices, school policies, technology integration, community partnerships, etc.
· What does existing literature say about the impact of school improvement efforts on student outcomes?
· Look for studies that examine the relationship between school improvement initiatives and student achievement, attendance, graduation rates, social-emotional development, etc.
· What evidence-based practices have been successful in school improvement projects?
· Identify proven interventions, programs, or initiatives that have demonstrated positive outcomes in improving schools, such as differentiated instruction, data-driven decision-making, professional learning communities, restorative practices, etc.
· What are the best practices in school leadership for driving improvement?
· Investigate effective leadership strategies, distributed leadership models, instructional leadership, transformational leadership, and the role of principals and administrators in fostering school improvement.
· How does family and community involvement impact school improvement?
· Examine research on effective family engagement strategies, community partnerships, and the impact of parental involvement on student achievement and school success.
· What are the challenges and barriers to implementing school improvement initiatives?
· Explore studies that address potential obstacles to successful implementation, such as resistance to change, lack of resources, teacher resistance, administrative challenges, and policy constraints.
· What are the emerging trends and innovations in school improvement?
· Investigate recent developments in educational practices, technologies, policies, or approaches that have the potential to enhance school improvement efforts.
· How do cultural and contextual factors influence school improvement?
· Consider research on the role of culture, socioeconomic factors, diversity, and inclusion in school improvement efforts, and how these factors may impact implementation and outcomes.
· What are the implications for your specific school improvement project?
· Reflect on the findings from the literature review and identify key insights, strategies, or recommendations that can inform your project and guide your approach to improving your school.
6. Write a conclusion that includes:
· Summary of key findings from the literature review.
· Recommendations for implementing effective school improvement projects.
· Future directions for research in the field of school improvement.
7. Proofread your paper before submission. Ensure that your assignment is well-organized, coherent, and free from grammatical errors.
– ## CAPELLAASS2.docx **## CAPELLAASS2.docx**  School of Nursing and Health Science Create a written assessment, including an annotated bibliography section, to document your research on a healthcare problem or an issue faced …
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →– ## CAPELLAASS2.docx
**## CAPELLAASS2.docx**
School of Nursing and Health Science
Create a written assessment, including an annotated bibliography section, to document your research on a healthcare problem or an issue faced by current healthcare organizations.
In your professional life (use psychiatry hospital), you will need to find credible evidence to support your decisions and plans of action. You will want to keep abreast of best practices to help your organization adapt to the ever-changing healthcare environment. Being adept at research helps you find the information you need. This assessment gives you practice with that skill by having you research a healthcare problem or issue faced by current healthcare organizations.
Write a 4 page paper in which you include the following:
**Topic Identification**
Select one of the healthcare problems or issues presented in the
[**Assessment 02 Supplement: Applying Research Skills [PDF]**](https://courseroom.capella.edu/courses/48944/files/8787298?wrap=1) [Download Assessment 02 Supplement: Applying Research Skills [PDF]](https://courseroom.capella.edu/courses/48944/files/8787298/download?download_frd=1) resource. Write a brief overview of the healthcare problem or issue. In your overview:
· Summarize the healthcare problem or issue, including describing its professional relevance.
· Describe your interest in the problem or issue.
· Describe any professional experience you have with this topic.
**Discussion of Research**
Discuss your research and selection process for each of the three journal articles you have chosen to include in your annotated bibliography.
· Describe your process of applying library research skills to identify the journal articles relevant to the healthcare problem or issue you are researching.
· Identify the keywords you used to select the articles.
· Describe the criteria you used to select the resources, including the names of the databases you used.
· What was the process like to locate relevant articles?
· Assess the credibility of the information sources.
· Determine whether each resource is from an academic, peer-reviewed journal.
· Determine whether the publication is current (published within the last 3–5 years).
· Determine whether information in the academic peer-reviewed journal article is still relevant.
· Assess the relevance of the information sources.
· Explain how the healthcare problem or issue is addressed in each source.
· Discuss what kind of contribution each resource provides.
**Annotated Bibliography**
Summarize each of the three current academic, peer-reviewed journal articles you chose, using the annotated bibliography organizational format. The purpose of an annotated bibliography is to document a list of references along with key information about each one. The detail about the reference is the annotation. Developing this annotated bibliography will create a foundation of knowledge about the selected topic. In your annotated bibliography:
· List each full reference in APA format, followed immediately by its annotation.
· Present your three current, annotated references in alphabetical order, according to the reference citation.
· Double-space each reference and format it with a hanging indent.
· Provide the full APA reference citation, including the author, date, title, publisher or publication, and any additional information required by APA style.
· Write the annotation (summary) for each citation in paragraph form, using approximately 150 words (or 1–3 paragraphs) for each citation. Make sure to cite the article in your summary. Include the following components for each annotation:
· Identify the purpose of the article.
· Summarize the article.
· Include the conclusions and findings of the article.
**Summary**
In a separate paragraph or two at the end of the paper, summarize what you learned from the process of developing the annotated bibliography.
1
Updated 6/23/25
## image1.png
**## CAPELLAASS2.docx**
School of Nursing and Health Science
Create a written assessment, including an annotated bibliography section, to document your research on a healthcare problem or an issue faced by current healthcare organizations.
In your professional life (use psychiatry hospital), you will need to find credible evidence to support your decisions and plans of action. You will want to keep abreast of best practices to help your organization adapt to the ever-changing healthcare environment. Being adept at research helps you find the information you need. This assessment gives you practice with that skill by having you research a healthcare problem or issue faced by current healthcare organizations.
Write a 4 page paper in which you include the following:
**Topic Identification**
Select one of the healthcare problems or issues presented in the
[**Assessment 02 Supplement: Applying Research Skills [PDF]**](https://courseroom.capella.edu/courses/48944/files/8787298?wrap=1) [Download Assessment 02 Supplement: Applying Research Skills [PDF]](https://courseroom.capella.edu/courses/48944/files/8787298/download?download_frd=1) resource. Write a brief overview of the healthcare problem or issue. In your overview:
· Summarize the healthcare problem or issue, including describing its professional relevance.
· Describe your interest in the problem or issue.
· Describe any professional experience you have with this topic.
**Discussion of Research**
Discuss your research and selection process for each of the three journal articles you have chosen to include in your annotated bibliography.
· Describe your process of applying library research skills to identify the journal articles relevant to the healthcare problem or issue you are researching.
· Identify the keywords you used to select the articles.
· Describe the criteria you used to select the resources, including the names of the databases you used.
· What was the process like to locate relevant articles?
· Assess the credibility of the information sources.
· Determine whether each resource is from an academic, peer-reviewed journal.
· Determine whether the publication is current (published within the last 3–5 years).
· Determine whether information in the academic peer-reviewed journal article is still relevant.
· Assess the relevance of the information sources.
· Explain how the healthcare problem or issue is addressed in each source.
· Discuss what kind of contribution each resource provides.
**Annotated Bibliography**
Summarize each of the three current academic, peer-reviewed journal articles you chose, using the annotated bibliography organizational format. The purpose of an annotated bibliography is to document a list of references along with key information about each one. The detail about the reference is the annotation. Developing this annotated bibliography will create a foundation of knowledge about the selected topic. In your annotated bibliography:
· List each full reference in APA format, followed immediately by its annotation.
· Present your three current, annotated references in alphabetical order, according to the reference citation.
· Double-space each reference and format it with a hanging indent.
· Provide the full APA reference citation, including the author, date, title, publisher or publication, and any additional information required by APA style.
· Write the annotation (summary) for each citation in paragraph form, using approximately 150 words (or 1–3 paragraphs) for each citation. Make sure to cite the article in your summary. Include the following components for each annotation:
· Identify the purpose of the article.
· Summarize the article.
· Include the conclusions and findings of the article.
**Summary**
In a separate paragraph or two at the end of the paper, summarize what you learned from the process of developing the annotated bibliography.
1
Updated 6/23/25
## image1.png
COMPLETE THE WORKSHEET BELOW. I uploaded a screenshot of my test result – ## PSY328ModuleThreeJournalTemplate.docx – ## PSY328ModuleThreeActivityTemplate.docx – ## EBSCO-FullText-07_17_2025.pdf – Screenshot_14-7-2025_182857_openpsychometrics.org.jpeg **## PSY328ModuleThreeJournalTemplate.docx**…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →COMPLETE THE WORKSHEET BELOW. I uploaded a screenshot of my test result
– ## PSY328ModuleThreeJournalTemplate.docx
– ## PSY328ModuleThreeActivityTemplate.docx
– ## EBSCO-FullText-07_17_2025.pdf
– Screenshot_14-7-2025_182857_openpsychometrics.org.jpeg
**## PSY328ModuleThreeJournalTemplate.docx**
## PSY 328 Module Three Journal Template
First, complete the
[Big Five Personality Test](https://openpsychometrics.org/tests/IPIP-BFFM/) and take a screenshot of your results. Next, complete this template by replacing the bracketed text with the relevant information.
Identify one trait from the Big Five (openness, also known as intellect/imagination; conscientiousness; extraversion; agreeableness; or neuroticism, also known as emotional stability) that
**promotes effectiveness** in one of the following areas: communication, motivation, or adaptability. You can also speak to an area of your choice. Your response should be 2 to 5 sentences in length. Include the following in your response:
Where do you see evidence of this trait in your behaviors?
Explain why you chose your trait and area.
[Insert text]
Identify one trait from the Big Five that you would like to
**improve** and explain why. Your response should be 2 to 5 sentences in length. Consider the following in your response:
Where do you see evidence of this trait in your behaviors?
What behavior would you like to see?
[Insert text]
Identify one trait from the Big Five that you think helps you cope with
**challenging situations** and provide an example. Your response should be 2 to 5 sentences in length.
[Insert text]
Identify one trait from the Big Five that you think is particularly important for your
**current or desired profession** and justify your response. Your response should be 2 to 5 sentences in length.
[Insert text]
Your textbook describes which personality traits are most important to employers: conscientiousness followed by agreeableness. Provide one reason why these traits would be desirable in an
**organizational setting** and one reason why they would not. Your response should be 2 to 5 sentences in length.
[Insert text]
Describe at least one
**limitation** of trait theory when it comes to characterizing a person or their behavior. Your response should be 2 to 5 sentences in length.
Consider topics related to social justice issues, such as gender and atavism.
[Insert text]
Considering that the traits are on a continuum, describe the extent to which you think you can
**change** your traits over time. Your response should be 2 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## PSY328ModuleThreeActivityTemplate.docx**
## PSY 328 Module Three Activity Template
First, read the Shapiro Library article
[Introverts, Extroverts, and the Complexities of Team Dynamics.](https://search.ebscohost.com/login.aspx?direct=true&custid=shapiro&authtype=athens,ip&db=bsu&AN=118666686&site=eds-live&scope=site) Next, complete this template by replacing the bracketed text with the relevant information.
Describe examples of
**observable** **behaviors**(e.g., communication or working styles) of introverts and extroverts in a workplace or school setting. Your response should be 3 to 5 sentences in length. Include the following in your response:
Do you think people can exhibit both introverted and extroverted traits, depending on the situation? Justify your response.
[Insert text]
Describe the benefits
of having introverted or extroverted
**managers or teachers**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted manager and a benefit of having an extroverted manager.
Consider how you would approach building a relationship with a manager or teacher that exhibits different extroversion traits than you do.
[Insert text]
Describe the benefits of having introverted or extroverted
**team members**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted team member and a benefit of having an extroverted team member.
Consider how you would approach building a relationship with a team member that exhibits different extroversion traits than you do.
[Insert text]
Describe how a manager or teacher might engage both introverted and extroverted individuals and
**motivate** them on the team or in the classroom. Justify your response. Your response should be 3 to 5 sentences in length.
[Insert text]
Describe a benefit of using
**emotional intelligence skills** in the workplace or classroom. Your response should be 3 to 5 sentences in length. Consider the following in your response:
When would you need to use these skills and why?
How do they empower you to navigate stressful situations?
How do these skills influence your mindset?
[Insert text]
Explain how an
**increased awareness** of the introversion and extroversion of yourself and others helps you be more effective in the workplace or school setting. Your response should be 3 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## EBSCO-FullText-07_17_2025.pdf**
MANAGING PEOPLE
Introverts, Extroverts, and
the Complexities of Team
Dynamics
by Francesca Gino
MARCH 16, 2015
Let’s start with a short personality test. For each of the following dimensions, indicate the extent to
which each of the following words describes you, with a 5 indicating “very much so” and a 1
indicating “not at all”: assertive, talkative, bold, not reserved, and energetic. Now sum up your
scores. What’s the total?
2COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
If you scored under 10 points, you are likely to have an introverted personality rather than an
extroverted one. If that is the case, you are certainly not alone. Studies find that introverts make up
one-third to one-half of the population. Yet most workplaces are set up exclusively with extroverts in
mind, a fact that becomes clear when you look at traits associated with the two personality types.
Extroverts gravitate toward groups and constant action, and they tend to think out loud. They are
energized and recharged by external stimuli, such as personal interactions, social gatherings, and
shared ideas. Being around other people gives them energy. In contrast, introverts typically dislike
noise, interruptions, and big group settings. They instead tend to prefer quiet solitude, time to think
before speaking (or acting), and building relationships and trust one-on-one. Introverts recharge with
reflection, deep dives into their inner landscape to research ideas, and focus deeply on work.
What do these tendencies mean for the ability of extroverts and introverts to succeed in team
settings, where they must interact and sometimes lead others? My research suggests that the answer
depends on the types of team members being led.
Team leaders who are extroverted can be highly effective leaders when the members of their team
are dutiful followers looking for guidance from above. Extroverts bring the vision, assertiveness,
energy, and networks necessary to give them direction.
By contrast, when team members are proactive — and take the initiative to introduce changes,
champion new visions, and promote better strategies — it is introverted leaders who have the
advantage. Extroverted leaders are more likely to feel threatened, I’ve found. When employees
champion new visions, strategies, and work processes, they often steal the spotlight, challenging
leaders’ dominance, authority, and status. As a result, extroverted leaders tend to be less receptive:
They shoot down suggestions and discourage employees from contributing. By comparison, an
introverted leader might be comfortable listening and carefully considering suggestions from below.
This finding is consistent with a wealth of research on what is known as dominance complementarity:
the tendency of groups to be more cohesive and effective when they have a balance of dominant and
submissive members.
The intuition here is that extroverted leadership may drive higher performance when employees are
passive but lower performance when employees are proactive. To test this idea, my colleagues Adam
Grant of Wharton, Dave Hofmann of the University of North Carolina at Chapel Hill, and I studied a
U.S. pizza-delivery chain. Since the stores in the chain were highly similar, they offered a natural
opportunity to track whether their success varied as a function of extroverted leadership and
employee proactivity.
With the goal of isolating the influence of extroverted leadership, we compared the profitability of 57
different stores. We assessed each store leader’s levels of extraversion — how assertive, talkative,
bold, and energetic he or she was. In addition, an average of six to seven employees per store
completed surveys about how proactive their store was as a group: to what extent did they voice
3COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
suggestions for improvement, attempt to influence the store’s strategy, and create better work
processes?
Then, for the following seven weeks, we tracked each store’s profits. We statistically adjusted for
factors beyond the leader’s control, such as the average price of pizza orders and the total number of
employee labor hours. We found that extroverted leadership was linked to significantly higher store
profits when employees were passive but significantly lower store profits when employees were
proactive. In stores with passive employees, those led by extroverts achieved 16% higher profits than
those led by introverts. However, in stores with proactive employees, those led by extroverts
achieved 14% lower profits. As expected, extroverted leadership was an advantage with passive
groups, but a disadvantage with proactive groups.
These results suggest that introverts can use their strengths to bring out the best in others. Yet
introverts’ strengths are often locked up because of the way work is structured. Take meetings. In a
culture where the typical meeting resembles a competition for loudest and most talkative, where the
workspace is open and desks are practically touching, and where high levels of confidence, charisma,
and sociability are the gold standard, introverts often feel they have to adjust who they are to “pass.”
But they do so at a price, one that has ramifications for the company as well.
How can you get the best from deep, quiet team members during meetings? A look at practices used
in some organizations points to an answer. At Amazon, every meeting begins in total silence. Before
any conversation can occur, everyone must quietly read a six-page memo about the meeting’s
agenda for 20 to 30 minutes. Amazon CEO Jeff Bezos instituted this process after recognizing that
employees rarely read meeting materials sent in advance. Reading together focuses everyone’s
attention on the issues at hand.
The real magic happens before the meeting ever starts, when the author is writing one of these six-
page memos, which are called “narratives.” The memos must tell a story: They have a conflict to
resolve and should conclude with solutions, innovation, and happy customers — a structure that
provides the meeting with direction. Writing forces memo authors to reason through what they want
to present, spend time puzzling through tough questions, and formulate clear, if not persuasive,
arguments. It’s no surprise that Bezos also banned PowerPoint presentations in meetings, thus doing
away with simplistic and fuzzy bullet-point logic.
The type of clear thinking that these structured memos require also serves the purpose of leveling the
playing field for team members who differ in their level of introversion and extroversion. The
imposition of writing as a medium turns self-discipline and personal reflection into effective
meetings and participative decision making. After devoting time to reading, the group can then focus
on engaging in a valuable discourse: reaching shared understandings, digging deeper into data and
insights, and perhaps most importantly, having a meaningful debate. The process gives introverted
team members the time they need to formulate their thoughts and, for some, build up the courage to
4COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
share them with the rest of the team. It also encourages the extroverted to listen, reflect, and become
more open to the perspectives of their more silent peers.
Thinking more carefully about how to structure meetings can be very helpful to make sure they
produce good outcomes. And it can also assure management can get the best out of the introverted
members, in addition to the more extroverted ones.
Francesca Gino is a professor at Harvard Business School, a faculty affiliate of the Behavioral Insights Group at Harvard
Kennedy School, and the author of Sidetracked: Why Our Decisions Get Derailed, and How We Can Stick to the Plan
(Harvard Business Review Press, 2013). She cochairs an HBS executive education program on applying behavioral
economics to organizational problems. Twitter: @francescagino.
5COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698](http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698)
[https://twitter.com/francescagino](https://twitter.com/francescagino)
Copyright 2015 Harvard Business Publishing. All Rights Reserved. Additional restrictions
may apply including the use of this content as assigned course material. Please consult your
institution's librarian about any restrictions that might apply under the license with your
institution. For more information and teaching resources from Harvard Business Publishing
including Harvard Business School Cases, eLearning products, and business simulations
please visit hbsp.harvard.edu.
**Screenshot_14-7-2025_182857_openpsychometrics.org.jpeg**
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**## PSY328ModuleThreeJournalTemplate.docx**
## PSY 328 Module Three Journal Template
First, complete the
[Big Five Personality Test](https://openpsychometrics.org/tests/IPIP-BFFM/) and take a screenshot of your results. Next, complete this template by replacing the bracketed text with the relevant information.
Identify one trait from the Big Five (openness, also known as intellect/imagination; conscientiousness; extraversion; agreeableness; or neuroticism, also known as emotional stability) that
**promotes effectiveness** in one of the following areas: communication, motivation, or adaptability. You can also speak to an area of your choice. Your response should be 2 to 5 sentences in length. Include the following in your response:
Where do you see evidence of this trait in your behaviors?
Explain why you chose your trait and area.
[Insert text]
Identify one trait from the Big Five that you would like to
**improve** and explain why. Your response should be 2 to 5 sentences in length. Consider the following in your response:
Where do you see evidence of this trait in your behaviors?
What behavior would you like to see?
[Insert text]
Identify one trait from the Big Five that you think helps you cope with
**challenging situations** and provide an example. Your response should be 2 to 5 sentences in length.
[Insert text]
Identify one trait from the Big Five that you think is particularly important for your
**current or desired profession** and justify your response. Your response should be 2 to 5 sentences in length.
[Insert text]
Your textbook describes which personality traits are most important to employers: conscientiousness followed by agreeableness. Provide one reason why these traits would be desirable in an
**organizational setting** and one reason why they would not. Your response should be 2 to 5 sentences in length.
[Insert text]
Describe at least one
**limitation** of trait theory when it comes to characterizing a person or their behavior. Your response should be 2 to 5 sentences in length.
Consider topics related to social justice issues, such as gender and atavism.
[Insert text]
Considering that the traits are on a continuum, describe the extent to which you think you can
**change** your traits over time. Your response should be 2 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## PSY328ModuleThreeActivityTemplate.docx**
## PSY 328 Module Three Activity Template
First, read the Shapiro Library article
[Introverts, Extroverts, and the Complexities of Team Dynamics.](https://search.ebscohost.com/login.aspx?direct=true&custid=shapiro&authtype=athens,ip&db=bsu&AN=118666686&site=eds-live&scope=site) Next, complete this template by replacing the bracketed text with the relevant information.
Describe examples of
**observable** **behaviors**(e.g., communication or working styles) of introverts and extroverts in a workplace or school setting. Your response should be 3 to 5 sentences in length. Include the following in your response:
Do you think people can exhibit both introverted and extroverted traits, depending on the situation? Justify your response.
[Insert text]
Describe the benefits
of having introverted or extroverted
**managers or teachers**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted manager and a benefit of having an extroverted manager.
Consider how you would approach building a relationship with a manager or teacher that exhibits different extroversion traits than you do.
[Insert text]
Describe the benefits of having introverted or extroverted
**team members**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted team member and a benefit of having an extroverted team member.
Consider how you would approach building a relationship with a team member that exhibits different extroversion traits than you do.
[Insert text]
Describe how a manager or teacher might engage both introverted and extroverted individuals and
**motivate** them on the team or in the classroom. Justify your response. Your response should be 3 to 5 sentences in length.
[Insert text]
Describe a benefit of using
**emotional intelligence skills** in the workplace or classroom. Your response should be 3 to 5 sentences in length. Consider the following in your response:
When would you need to use these skills and why?
How do they empower you to navigate stressful situations?
How do these skills influence your mindset?
[Insert text]
Explain how an
**increased awareness** of the introversion and extroversion of yourself and others helps you be more effective in the workplace or school setting. Your response should be 3 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## EBSCO-FullText-07_17_2025.pdf**
MANAGING PEOPLE
Introverts, Extroverts, and
the Complexities of Team
Dynamics
by Francesca Gino
MARCH 16, 2015
Let’s start with a short personality test. For each of the following dimensions, indicate the extent to
which each of the following words describes you, with a 5 indicating “very much so” and a 1
indicating “not at all”: assertive, talkative, bold, not reserved, and energetic. Now sum up your
scores. What’s the total?
2COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
If you scored under 10 points, you are likely to have an introverted personality rather than an
extroverted one. If that is the case, you are certainly not alone. Studies find that introverts make up
one-third to one-half of the population. Yet most workplaces are set up exclusively with extroverts in
mind, a fact that becomes clear when you look at traits associated with the two personality types.
Extroverts gravitate toward groups and constant action, and they tend to think out loud. They are
energized and recharged by external stimuli, such as personal interactions, social gatherings, and
shared ideas. Being around other people gives them energy. In contrast, introverts typically dislike
noise, interruptions, and big group settings. They instead tend to prefer quiet solitude, time to think
before speaking (or acting), and building relationships and trust one-on-one. Introverts recharge with
reflection, deep dives into their inner landscape to research ideas, and focus deeply on work.
What do these tendencies mean for the ability of extroverts and introverts to succeed in team
settings, where they must interact and sometimes lead others? My research suggests that the answer
depends on the types of team members being led.
Team leaders who are extroverted can be highly effective leaders when the members of their team
are dutiful followers looking for guidance from above. Extroverts bring the vision, assertiveness,
energy, and networks necessary to give them direction.
By contrast, when team members are proactive — and take the initiative to introduce changes,
champion new visions, and promote better strategies — it is introverted leaders who have the
advantage. Extroverted leaders are more likely to feel threatened, I’ve found. When employees
champion new visions, strategies, and work processes, they often steal the spotlight, challenging
leaders’ dominance, authority, and status. As a result, extroverted leaders tend to be less receptive:
They shoot down suggestions and discourage employees from contributing. By comparison, an
introverted leader might be comfortable listening and carefully considering suggestions from below.
This finding is consistent with a wealth of research on what is known as dominance complementarity:
the tendency of groups to be more cohesive and effective when they have a balance of dominant and
submissive members.
The intuition here is that extroverted leadership may drive higher performance when employees are
passive but lower performance when employees are proactive. To test this idea, my colleagues Adam
Grant of Wharton, Dave Hofmann of the University of North Carolina at Chapel Hill, and I studied a
U.S. pizza-delivery chain. Since the stores in the chain were highly similar, they offered a natural
opportunity to track whether their success varied as a function of extroverted leadership and
employee proactivity.
With the goal of isolating the influence of extroverted leadership, we compared the profitability of 57
different stores. We assessed each store leader’s levels of extraversion — how assertive, talkative,
bold, and energetic he or she was. In addition, an average of six to seven employees per store
completed surveys about how proactive their store was as a group: to what extent did they voice
3COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
suggestions for improvement, attempt to influence the store’s strategy, and create better work
processes?
Then, for the following seven weeks, we tracked each store’s profits. We statistically adjusted for
factors beyond the leader’s control, such as the average price of pizza orders and the total number of
employee labor hours. We found that extroverted leadership was linked to significantly higher store
profits when employees were passive but significantly lower store profits when employees were
proactive. In stores with passive employees, those led by extroverts achieved 16% higher profits than
those led by introverts. However, in stores with proactive employees, those led by extroverts
achieved 14% lower profits. As expected, extroverted leadership was an advantage with passive
groups, but a disadvantage with proactive groups.
These results suggest that introverts can use their strengths to bring out the best in others. Yet
introverts’ strengths are often locked up because of the way work is structured. Take meetings. In a
culture where the typical meeting resembles a competition for loudest and most talkative, where the
workspace is open and desks are practically touching, and where high levels of confidence, charisma,
and sociability are the gold standard, introverts often feel they have to adjust who they are to “pass.”
But they do so at a price, one that has ramifications for the company as well.
How can you get the best from deep, quiet team members during meetings? A look at practices used
in some organizations points to an answer. At Amazon, every meeting begins in total silence. Before
any conversation can occur, everyone must quietly read a six-page memo about the meeting’s
agenda for 20 to 30 minutes. Amazon CEO Jeff Bezos instituted this process after recognizing that
employees rarely read meeting materials sent in advance. Reading together focuses everyone’s
attention on the issues at hand.
The real magic happens before the meeting ever starts, when the author is writing one of these six-
page memos, which are called “narratives.” The memos must tell a story: They have a conflict to
resolve and should conclude with solutions, innovation, and happy customers — a structure that
provides the meeting with direction. Writing forces memo authors to reason through what they want
to present, spend time puzzling through tough questions, and formulate clear, if not persuasive,
arguments. It’s no surprise that Bezos also banned PowerPoint presentations in meetings, thus doing
away with simplistic and fuzzy bullet-point logic.
The type of clear thinking that these structured memos require also serves the purpose of leveling the
playing field for team members who differ in their level of introversion and extroversion. The
imposition of writing as a medium turns self-discipline and personal reflection into effective
meetings and participative decision making. After devoting time to reading, the group can then focus
on engaging in a valuable discourse: reaching shared understandings, digging deeper into data and
insights, and perhaps most importantly, having a meaningful debate. The process gives introverted
team members the time they need to formulate their thoughts and, for some, build up the courage to
4COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
share them with the rest of the team. It also encourages the extroverted to listen, reflect, and become
more open to the perspectives of their more silent peers.
Thinking more carefully about how to structure meetings can be very helpful to make sure they
produce good outcomes. And it can also assure management can get the best out of the introverted
members, in addition to the more extroverted ones.
Francesca Gino is a professor at Harvard Business School, a faculty affiliate of the Behavioral Insights Group at Harvard
Kennedy School, and the author of Sidetracked: Why Our Decisions Get Derailed, and How We Can Stick to the Plan
(Harvard Business Review Press, 2013). She cochairs an HBS executive education program on applying behavioral
economics to organizational problems. Twitter: @francescagino.
5COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698](http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698)
[https://twitter.com/francescagino](https://twitter.com/francescagino)
Copyright 2015 Harvard Business Publishing. All Rights Reserved. Additional restrictions
may apply including the use of this content as assigned course material. Please consult your
institution's librarian about any restrictions that might apply under the license with your
institution. For more information and teaching resources from Harvard Business Publishing
including Harvard Business School Cases, eLearning products, and business simulations
please visit hbsp.harvard.edu.
**Screenshot_14-7-2025_182857_openpsychometrics.org.jpeg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/screenshot-14-7-2025-182857-openpsychometrics-org-jpeg)
**## PSY328ModuleThreeJournalTemplate.docx**
## PSY 328 Module Three Journal Template
First, complete the
[Big Five Personality Test](https://openpsychometrics.org/tests/IPIP-BFFM/) and take a screenshot of your results. Next, complete this template by replacing the bracketed text with the relevant information.
Identify one trait from the Big Five (openness, also known as intellect/imagination; conscientiousness; extraversion; agreeableness; or neuroticism, also known as emotional stability) that
**promotes effectiveness** in one of the following areas: communication, motivation, or adaptability. You can also speak to an area of your choice. Your response should be 2 to 5 sentences in length. Include the following in your response:
Where do you see evidence of this trait in your behaviors?
Explain why you chose your trait and area.
[Insert text]
Identify one trait from the Big Five that you would like to
**improve** and explain why. Your response should be 2 to 5 sentences in length. Consider the following in your response:
Where do you see evidence of this trait in your behaviors?
What behavior would you like to see?
[Insert text]
Identify one trait from the Big Five that you think helps you cope with
**challenging situations** and provide an example. Your response should be 2 to 5 sentences in length.
[Insert text]
Identify one trait from the Big Five that you think is particularly important for your
**current or desired profession** and justify your response. Your response should be 2 to 5 sentences in length.
[Insert text]
Your textbook describes which personality traits are most important to employers: conscientiousness followed by agreeableness. Provide one reason why these traits would be desirable in an
**organizational setting** and one reason why they would not. Your response should be 2 to 5 sentences in length.
[Insert text]
Describe at least one
**limitation** of trait theory when it comes to characterizing a person or their behavior. Your response should be 2 to 5 sentences in length.
Consider topics related to social justice issues, such as gender and atavism.
[Insert text]
Considering that the traits are on a continuum, describe the extent to which you think you can
**change** your traits over time. Your response should be 2 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## PSY328ModuleThreeActivityTemplate.docx**
## PSY 328 Module Three Activity Template
First, read the Shapiro Library article
[Introverts, Extroverts, and the Complexities of Team Dynamics.](https://search.ebscohost.com/login.aspx?direct=true&custid=shapiro&authtype=athens,ip&db=bsu&AN=118666686&site=eds-live&scope=site) Next, complete this template by replacing the bracketed text with the relevant information.
Describe examples of
**observable** **behaviors**(e.g., communication or working styles) of introverts and extroverts in a workplace or school setting. Your response should be 3 to 5 sentences in length. Include the following in your response:
Do you think people can exhibit both introverted and extroverted traits, depending on the situation? Justify your response.
[Insert text]
Describe the benefits
of having introverted or extroverted
**managers or teachers**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted manager and a benefit of having an extroverted manager.
Consider how you would approach building a relationship with a manager or teacher that exhibits different extroversion traits than you do.
[Insert text]
Describe the benefits of having introverted or extroverted
**team members**. Your response should be 3 to 5 sentences in length. Include the following in your response:
Be sure to list a benefit of having an introverted team member and a benefit of having an extroverted team member.
Consider how you would approach building a relationship with a team member that exhibits different extroversion traits than you do.
[Insert text]
Describe how a manager or teacher might engage both introverted and extroverted individuals and
**motivate** them on the team or in the classroom. Justify your response. Your response should be 3 to 5 sentences in length.
[Insert text]
Describe a benefit of using
**emotional intelligence skills** in the workplace or classroom. Your response should be 3 to 5 sentences in length. Consider the following in your response:
When would you need to use these skills and why?
How do they empower you to navigate stressful situations?
How do these skills influence your mindset?
[Insert text]
Explain how an
**increased awareness** of the introversion and extroversion of yourself and others helps you be more effective in the workplace or school setting. Your response should be 3 to 5 sentences in length.
[Insert text]
1
## image1.png
## image2.svg
**## EBSCO-FullText-07_17_2025.pdf**
MANAGING PEOPLE
Introverts, Extroverts, and
the Complexities of Team
Dynamics
by Francesca Gino
MARCH 16, 2015
Let’s start with a short personality test. For each of the following dimensions, indicate the extent to
which each of the following words describes you, with a 5 indicating “very much so” and a 1
indicating “not at all”: assertive, talkative, bold, not reserved, and energetic. Now sum up your
scores. What’s the total?
2COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
If you scored under 10 points, you are likely to have an introverted personality rather than an
extroverted one. If that is the case, you are certainly not alone. Studies find that introverts make up
one-third to one-half of the population. Yet most workplaces are set up exclusively with extroverts in
mind, a fact that becomes clear when you look at traits associated with the two personality types.
Extroverts gravitate toward groups and constant action, and they tend to think out loud. They are
energized and recharged by external stimuli, such as personal interactions, social gatherings, and
shared ideas. Being around other people gives them energy. In contrast, introverts typically dislike
noise, interruptions, and big group settings. They instead tend to prefer quiet solitude, time to think
before speaking (or acting), and building relationships and trust one-on-one. Introverts recharge with
reflection, deep dives into their inner landscape to research ideas, and focus deeply on work.
What do these tendencies mean for the ability of extroverts and introverts to succeed in team
settings, where they must interact and sometimes lead others? My research suggests that the answer
depends on the types of team members being led.
Team leaders who are extroverted can be highly effective leaders when the members of their team
are dutiful followers looking for guidance from above. Extroverts bring the vision, assertiveness,
energy, and networks necessary to give them direction.
By contrast, when team members are proactive — and take the initiative to introduce changes,
champion new visions, and promote better strategies — it is introverted leaders who have the
advantage. Extroverted leaders are more likely to feel threatened, I’ve found. When employees
champion new visions, strategies, and work processes, they often steal the spotlight, challenging
leaders’ dominance, authority, and status. As a result, extroverted leaders tend to be less receptive:
They shoot down suggestions and discourage employees from contributing. By comparison, an
introverted leader might be comfortable listening and carefully considering suggestions from below.
This finding is consistent with a wealth of research on what is known as dominance complementarity:
the tendency of groups to be more cohesive and effective when they have a balance of dominant and
submissive members.
The intuition here is that extroverted leadership may drive higher performance when employees are
passive but lower performance when employees are proactive. To test this idea, my colleagues Adam
Grant of Wharton, Dave Hofmann of the University of North Carolina at Chapel Hill, and I studied a
U.S. pizza-delivery chain. Since the stores in the chain were highly similar, they offered a natural
opportunity to track whether their success varied as a function of extroverted leadership and
employee proactivity.
With the goal of isolating the influence of extroverted leadership, we compared the profitability of 57
different stores. We assessed each store leader’s levels of extraversion — how assertive, talkative,
bold, and energetic he or she was. In addition, an average of six to seven employees per store
completed surveys about how proactive their store was as a group: to what extent did they voice
3COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
suggestions for improvement, attempt to influence the store’s strategy, and create better work
processes?
Then, for the following seven weeks, we tracked each store’s profits. We statistically adjusted for
factors beyond the leader’s control, such as the average price of pizza orders and the total number of
employee labor hours. We found that extroverted leadership was linked to significantly higher store
profits when employees were passive but significantly lower store profits when employees were
proactive. In stores with passive employees, those led by extroverts achieved 16% higher profits than
those led by introverts. However, in stores with proactive employees, those led by extroverts
achieved 14% lower profits. As expected, extroverted leadership was an advantage with passive
groups, but a disadvantage with proactive groups.
These results suggest that introverts can use their strengths to bring out the best in others. Yet
introverts’ strengths are often locked up because of the way work is structured. Take meetings. In a
culture where the typical meeting resembles a competition for loudest and most talkative, where the
workspace is open and desks are practically touching, and where high levels of confidence, charisma,
and sociability are the gold standard, introverts often feel they have to adjust who they are to “pass.”
But they do so at a price, one that has ramifications for the company as well.
How can you get the best from deep, quiet team members during meetings? A look at practices used
in some organizations points to an answer. At Amazon, every meeting begins in total silence. Before
any conversation can occur, everyone must quietly read a six-page memo about the meeting’s
agenda for 20 to 30 minutes. Amazon CEO Jeff Bezos instituted this process after recognizing that
employees rarely read meeting materials sent in advance. Reading together focuses everyone’s
attention on the issues at hand.
The real magic happens before the meeting ever starts, when the author is writing one of these six-
page memos, which are called “narratives.” The memos must tell a story: They have a conflict to
resolve and should conclude with solutions, innovation, and happy customers — a structure that
provides the meeting with direction. Writing forces memo authors to reason through what they want
to present, spend time puzzling through tough questions, and formulate clear, if not persuasive,
arguments. It’s no surprise that Bezos also banned PowerPoint presentations in meetings, thus doing
away with simplistic and fuzzy bullet-point logic.
The type of clear thinking that these structured memos require also serves the purpose of leveling the
playing field for team members who differ in their level of introversion and extroversion. The
imposition of writing as a medium turns self-discipline and personal reflection into effective
meetings and participative decision making. After devoting time to reading, the group can then focus
on engaging in a valuable discourse: reaching shared understandings, digging deeper into data and
insights, and perhaps most importantly, having a meaningful debate. The process gives introverted
team members the time they need to formulate their thoughts and, for some, build up the courage to
4COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
share them with the rest of the team. It also encourages the extroverted to listen, reflect, and become
more open to the perspectives of their more silent peers.
Thinking more carefully about how to structure meetings can be very helpful to make sure they
produce good outcomes. And it can also assure management can get the best out of the introverted
members, in addition to the more extroverted ones.
Francesca Gino is a professor at Harvard Business School, a faculty affiliate of the Behavioral Insights Group at Harvard
Kennedy School, and the author of Sidetracked: Why Our Decisions Get Derailed, and How We Can Stick to the Plan
(Harvard Business Review Press, 2013). She cochairs an HBS executive education program on applying behavioral
economics to organizational problems. Twitter: @francescagino.
5COPYRIGHT © 2015 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[https://hbr.org/2012/07/the-power-of-the-introvert-in/](https://hbr.org/2012/07/the-power-of-the-introvert-in/)
[http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698](http://www.amazon.com/Sidetracked-Decisions-Derailed-Stick-Plan/dp/1422142698)
[https://twitter.com/francescagino](https://twitter.com/francescagino)
Copyright 2015 Harvard Business Publishing. All Rights Reserved. Additional restrictions
may apply including the use of this content as assigned course material. Please consult your
institution's librarian about any restrictions that might apply under the license with your
institution. For more information and teaching resources from Harvard Business Publishing
including Harvard Business School Cases, eLearning products, and business simulations
please visit hbsp.harvard.edu.
**Screenshot_14-7-2025_182857_openpsychometrics.org.jpeg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/screenshot-14-7-2025-182857-openpsychometrics-org-jpeg)
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