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  • [Solved] module 2 reaction

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    – ## mod2reactionpaper.docx – ## OGL550_Module_2.pdf – ## Module2learningmaterials.docx – ## Sample2_ReactionPaperSAMPOOLE.pdf – Arnold_et_al-2017-CompleteSetSystemsThinkingSkills.pdf – Shared-value-Harvard-business-review.pdf – Building_a_Learning_Organization_Garvin1993.pdf – ResearchMeth…

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    Assignment Prompt & Instructions

    – ## mod2reactionpaper.docx

    – ## OGL550_Module_2.pdf

    – ## Module2learningmaterials.docx

    – ## Sample2_ReactionPaperSAMPOOLE.pdf

    – Arnold_et_al-2017-CompleteSetSystemsThinkingSkills.pdf
    – Shared-value-Harvard-business-review.pdf
    – Building_a_Learning_Organization_Garvin1993.pdf
    – ResearchMethodsOrganizationalLearning.pdf
    – Weaver2019_UsingSystemsThinkingtoErase_Red_Lines_inBuffalo_Part_2_AC.pdf

    **## mod2reactionpaper.docx**

    **Read all the required articles on the Learning Materials page, then** [CHOOSE ONE OF THE REQUIRED ARTICLES from that page](https://asu.instructure.com/courses/225986/pages/module-2-learning-materials) for this assignment. Write up a total of TWO PAGES (no more), single-spaced, in the form of a synopsis and "reaction" to the readings — i.e., dedicate ONLY TWO PAGES of write-up to covering one of the readings.

    DETAILS: THE FIRST PART OF THE PAPER: The first 1.5 pages must be a BRIEF synopsis of the article (NB: You can focus on select parts, because you CANNOT possibly cover everything) also including
    **two salient, short quotes** from the reading. Bullet points and/or very brief paragraphs are recommended for most of each page; use single-spacing.

    THEN: In the LAST HALF-PAGE write two to three paragraphs (in your own words) where you delve a bit deeper, reacting to some of the major issues of the reading: For instance, you might choose to connect one or two specific ideas to examples from your own life, or you might ask probing questions and try to consider different points of view (in addition to those raised in the text).

    Finally, submit your work here in either MS Word format or PDF.

    ADVICE: The main struggle in this assignment might be WHAT TO LEAVE OUT (but don't fret or develop too much anxiety about that; there is no "one way" to do these brief reaction papers; I want to see YOU ENGAGING with and REACTING TO the readings, and then expressing some important ideas to help you remember and explain ideas to others, in the future.)

    **## OGL550_Module_2.pdf**

    OGL 550

    Organizations as
    Brains
    Morgan Ch. 4

    Organizations as Brains

    Is it possible to design “learning organizations” that have the capacity to be
    flexile, resilient, and inventive as the functioning of the brain?

    Is it possible to distribute capacities for intelligence and control throughout an
    enterprise so that the system as a whole can self-organize and evolve along with
    emerging challenges?

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Brains

    • Information processing brains

    • Complex learning systems

    • Holographic systems combining centralized and decentralized
    characteristics

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Information Processing Brains
    • Organizations are information systems

    • “the decision-making approach” – Herbert Simon and colleagues

    • Electronic brain

    Copyright © 2020 Arizona Board of Regents.

    Creating Learning Organizations

    v How can one design complex systems that are capable of learning in a brain-
    like ways?

    v Cybernetics
    v Systems must have the capacity to sense , monitor, and scan significant aspects of their environment
    v They must be able to relate this information to the operating norms that guide system behavior
    v The must be able to detect significant deviations from these norms
    v They must be able to initiate corrective action when discrepancies are detected

    v Single loop learning
    v Double loop learning

    Copyright © 2020 Arizona Board of Regents.

    Guidelines for Learning Organizations

    • Scan and anticipate change in the wider environment to detect
    significant variations.

    • Develop an ability to question, challenge, and change operating norms
    and assumptions.

    • Allow an appropriate strategic direction and pattern of organization to
    emerge.

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Holographic Brains
    • The metaphor of a hologram allow us to think of systems where qualities

    of the whole are enfolded in all parts so that the system has an ability to
    self-organize and regenerate itself on a continuous basis.
    • Build the whole into all the parts
    • The importance of redundancy
    • Requisite variety
    • Minimum specs
    • Learning to learn

    Copyright © 2020 Arizona Board of Regents.

    Summary

    “Leadership needs to be diffused rather than centralized; even though goals,
    objectives, and targets may be helpful managerial tools, they must be used in a way
    that avoids the pathologies of single-loop learning; goal seeking must be
    accompanied by an awareness of the limits needed to avoid noxious outcomes;
    and hierarchy, design, and strategic development must be approached and
    understood as self-organizing, emergent phenomena” (p. 113)

    Copyright © 2020 Arizona Board of Regents.

    **## Module2learningmaterials.docx**

    **Module 2: Learning Materials**

    Required Videos and Readings ( I attached the resources below in separate files if you are unable to open them here).

    **Please read the following:**

    1.
    **(CHAPTER 4 OF OUR BOOK):**
    **Morgan, G. (2006).** Learning and Self-Organization: Organizations as Brains. (chapter 4, pp. 71-114).

    2.
    **Garvin, D. (1993).** Building a Learning Organization. Harvard Business Review.
    [Building_a_Learning_Organization_Garvin1993.pdf](https://asu.instructure.com/courses/225986/files/109998114/download?wrap=1)

    3.
    **Basten & Haamann (2018).** [Organizational Learning methods](https://asu.instructure.com/courses/225986/files/109998176/download?wrap=1)

    . Sage Open. Please skim first half of article, then pay close attention to "Results" section which discusses the various methods organizations can use to develop a learning organization.

    4.
    **Arnold & Wade (2017).** [A complete set of systems thinking skills Paper presented at the 27th annual INCOSE International Symposium, Adelaide, Australia, July 15-20.](https://asu.instructure.com/courses/225986/files/109998009?wrap=1)

    5.
    **Weaver, R. (2019 Oct.).** [Erasing red lines: Part 2–systems thinking for social and community change. \
    _Buffalo, NY: Cornell University Buffalo Co-Lab._](https://asu.instructure.com/courses/225986/files/109998116?wrap=1)

    Lecture

    Hey folks! Check out another lecture by Dr. Mertz! (I recommend maybe ramping it up to 1.25 or 1.5 speed at times, according to your preference.)

    [https://www.youtube.com/watch?v=BatkSenrN0k](https://www.youtube.com/watch?v=BatkSenrN0k)

    [https://www.youtube.com/watch?v=MQMRMAmT2gg](https://www.youtube.com/watch?v=MQMRMAmT2gg)

    Supplemental Readings

    1.
    **Porter & Kramer (2011).** [Creating shared value](https://asu.instructure.com/courses/225986/files/109998117/download?wrap=1)

    . Harvard Business Review. Discusses value creation as an emergent property that arises through co-creation between a firm and its stakeholders.

    2.
    **Nyame-Asiamah & Patel (2009).** [Research methods and methodologies for studying organisational learning](https://asu.instructure.com/courses/225986/files/109998137/download?wrap=1)

    . European and Mediterranean Conference on Information Systems 2009 Proceedings.

    3.
    **Thompson, C.J.C. (2003).** [The unintended consequences of "having an impact".Links to an external site.](https://thesystemsthinker.com/wp-content/uploads/pdfs/140401pk.pdf) The Systems Thinker, 14(4), 2-6. Discusses importance of language in framing problems, with an interesting chart of mechanistic vs. organic characterizations.
    [pdf version](https://asu.instructure.com/courses/225986/files/109998085?wrap=1)

    Examples of Self-Organization in Practice

    · Agile/SCRUM
    [https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/Links to an external site.](https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/)

    · Self-Managing teams at Morning Star
    [https://corporate-rebels.com/morning-star/](https://corporate-rebels.com/morning-star/)

    **## Sample2_ReactionPaperSAMPOOLE.pdf**

    PROF’S NEW EXAMPLE OF A REACTION PAPER, Summer 2025
    \*\* Note: ALL the details here are MADE UP and/or filled with Latin “Ipsum…” nonsense words.**

    Module 2 Reaction Paper: Chapter 4 of Sam Poole’s WAKE UP, F$$L: Stop Sleepwalking!

    Chapter Intro
    ● We lead organizations lorem ipsum dolor sit amet, consectetur adipiscing elit.
    n Pellentesque luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies

    odio vel pellentesque facilisis.
    n Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia curae

    neque dictum purus scelerisque efficitur sed vel nunc.
    “Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit
    venenatis. Morbi eget massa eget diam lacinia dignissim quis nec tortor. Duis ut vehicula nibh,
    sit amet egestas diam.” (Poole 2025, page 107).

    n Nunc porttitor elementum nisi, sit amet euismod ligula.
    n Sed vel urna quis arcu molestie tristique. Pellentesque at suscipit elit, ac fringilla lectus.

    Donec in viverra nisl. Duis eget sem id erat laoreet accumsan et in justo.
    o Sed dignissim volutpat sapien. Example: Humor and art can be IRREVERENT.
    o Eget fermentum. Example: “Instead of saying I F-D UP MY LIFE, or I WAS SO STUPID,

    you need to tell yourself I HAVE LEARNED A LOT SINCE THEN.” (Poole 2025, page 109).

    The First Case Study
    o Sed sed commodo risus, eu pellentesque nunc. Cras imperdiet finibus varius.
    o Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit

    venenatis. Morbi eget massa eget diam
    o Lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam. Nunc

    lobortis posuere gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam

    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus
    scelerisque efficitur sed vel nunc. dignissim quis nec tortor. Duis ut vehicula nibh, sit amet
    egestas diam. Nunc lobortis posuere gravida. Proin ipseum.

    n luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    o odio vel pellentesque facilisis.
    o Vestibulum ante ipsum (REMINDS ME of bullies in 7th grade! Punched them.)

    Great Leaders are DEVELOPED not simply BORN

    o While it’s okay – and AWESOME — if you were “BORN THIS WAY, baby!”
    o When it comes to LEADERS we all start learning early, though some learn and practice

    leadership earlier and more adeptly (yet even THEY are not “BORN LEADERS”)
    n Experience lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam.

    Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.

    n Et luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    n While being stabbed he exclaimed “ET TU, BRUTE!” Et odio vel pellentesque facilisis.
    n Vestibulum ante ipsum

    Of Rascals and Rabble-Rousers

    n Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus

    o Example: Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget
    diam. Lacinia orci luctus et ultrices posuere cubilia curae neque dictum.

    n purus scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.
    o Proin ipseum.

    n Successful leaders Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere
    gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.

    How Mermaids Can Riot and “Dispatch” the Unwary Seaman
    Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae

    How Is a Professor Never Late, but Arrives PRECISELY when they need to arrive?
    ● The neque dictum purus scelerisque efficitur sed vel nunc dignissim quis nec tortor et tutor.

    “Radicals must vel fermentum enim. Vivamus quis velit a velit volutpat volutpat. Morbi mollis a
    est nec molestie. Nunc in facilisis nibh. Duis eleifend purus et molestie egestas. Duis ac nibh sed
    purus sodales dapibus.” (Poole 2025, page 98).

    My Reaction / Reflections
    At first ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in faucibus orci
    luctus et ultrices posuere cubilia. Much like Bugs Bunny “took a wrong turn at Albuquerque” we
    find ourselves thinking we are “all right” until we are quite wrong, though it may give us a
    chance to become friends with the Tasmanian Devil.
    Then vestibulum ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in
    faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur
    sed vel — et tu Brute. When I volunteer et pellente sque iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam. Lacinia primis in faucibus orci luctus
    et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur sed vel nunc tortor.
    Duis ut — just like my mother used to say when confronting racists.
    When I helped organize and lead aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    vehicula, at ullamcorper velit venenatis. Luctus, felis quis sagittis accumsan, lorem enim
    vestibulum lorem, in ultricies eget massa eget diam lacinia dignissim quis nec tortor. Duis ut
    lobortis posuere gravida. Proin ipseum accumsan, dignissim quis nec tortor. Duis ut vehicula
    nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum. This gives us some
    powerful practical examples AND inspiration, making me appreciate this course all the more.

    **Arnold_et_al-2017-CompleteSetSystemsThinkingSkills.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/arnold-et-al-2017-completesetsystemsthinkingskills-pdf-10350069)

    **Shared-value-Harvard-business-review.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/shared-value-harvard-business-review-pdf)

    **Building_a_Learning_Organization_Garvin1993.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/building-a-learning-organization-garvin1993-pdf-10350071)

    **ResearchMethodsOrganizationalLearning.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/researchmethodsorganizationallearning-pdf-10350059)

    **Weaver2019_UsingSystemsThinkingtoErase_Red_Lines_inBuffalo_Part_2_AC.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/weaver2019-usingsystemsthinkingtoerase-red-lines-inbuffalo-part-2-ac-pdf-10350067)

    **Weaver2019_UsingSystemsThinkingtoErase_Red_Lines_inBuffalo_Part_2_AC.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/weaver2019-usingsystemsthinkingtoerase-red-lines-inbuffalo-part-2-ac-pdf-10350067)

    **## mod2reactionpaper.docx**

    **Read all the required articles on the Learning Materials page, then** [CHOOSE ONE OF THE REQUIRED ARTICLES from that page](https://asu.instructure.com/courses/225986/pages/module-2-learning-materials) for this assignment. Write up a total of TWO PAGES (no more), single-spaced, in the form of a synopsis and "reaction" to the readings — i.e., dedicate ONLY TWO PAGES of write-up to covering one of the readings.

    DETAILS: THE FIRST PART OF THE PAPER: The first 1.5 pages must be a BRIEF synopsis of the article (NB: You can focus on select parts, because you CANNOT possibly cover everything) also including
    **two salient, short quotes** from the reading. Bullet points and/or very brief paragraphs are recommended for most of each page; use single-spacing.

    THEN: In the LAST HALF-PAGE write two to three paragraphs (in your own words) where you delve a bit deeper, reacting to some of the major issues of the reading: For instance, you might choose to connect one or two specific ideas to examples from your own life, or you might ask probing questions and try to consider different points of view (in addition to those raised in the text).

    Finally, submit your work here in either MS Word format or PDF.

    ADVICE: The main struggle in this assignment might be WHAT TO LEAVE OUT (but don't fret or develop too much anxiety about that; there is no "one way" to do these brief reaction papers; I want to see YOU ENGAGING with and REACTING TO the readings, and then expressing some important ideas to help you remember and explain ideas to others, in the future.)

    **## OGL550_Module_2.pdf**

    OGL 550

    Organizations as
    Brains
    Morgan Ch. 4

    Organizations as Brains

    Is it possible to design “learning organizations” that have the capacity to be
    flexile, resilient, and inventive as the functioning of the brain?

    Is it possible to distribute capacities for intelligence and control throughout an
    enterprise so that the system as a whole can self-organize and evolve along with
    emerging challenges?

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Brains

    • Information processing brains

    • Complex learning systems

    • Holographic systems combining centralized and decentralized
    characteristics

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Information Processing Brains
    • Organizations are information systems

    • “the decision-making approach” – Herbert Simon and colleagues

    • Electronic brain

    Copyright © 2020 Arizona Board of Regents.

    Creating Learning Organizations

    v How can one design complex systems that are capable of learning in a brain-
    like ways?

    v Cybernetics
    v Systems must have the capacity to sense , monitor, and scan significant aspects of their environment
    v They must be able to relate this information to the operating norms that guide system behavior
    v The must be able to detect significant deviations from these norms
    v They must be able to initiate corrective action when discrepancies are detected

    v Single loop learning
    v Double loop learning

    Copyright © 2020 Arizona Board of Regents.

    Guidelines for Learning Organizations

    • Scan and anticipate change in the wider environment to detect
    significant variations.

    • Develop an ability to question, challenge, and change operating norms
    and assumptions.

    • Allow an appropriate strategic direction and pattern of organization to
    emerge.

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Holographic Brains
    • The metaphor of a hologram allow us to think of systems where qualities

    of the whole are enfolded in all parts so that the system has an ability to
    self-organize and regenerate itself on a continuous basis.
    • Build the whole into all the parts
    • The importance of redundancy
    • Requisite variety
    • Minimum specs
    • Learning to learn

    Copyright © 2020 Arizona Board of Regents.

    Summary

    “Leadership needs to be diffused rather than centralized; even though goals,
    objectives, and targets may be helpful managerial tools, they must be used in a way
    that avoids the pathologies of single-loop learning; goal seeking must be
    accompanied by an awareness of the limits needed to avoid noxious outcomes;
    and hierarchy, design, and strategic development must be approached and
    understood as self-organizing, emergent phenomena” (p. 113)

    Copyright © 2020 Arizona Board of Regents.

    **## Module2learningmaterials.docx**

    **Module 2: Learning Materials**

    Required Videos and Readings ( I attached the resources below in separate files if you are unable to open them here).

    **Please read the following:**

    1.
    **(CHAPTER 4 OF OUR BOOK):**
    **Morgan, G. (2006).** Learning and Self-Organization: Organizations as Brains. (chapter 4, pp. 71-114).

    2.
    **Garvin, D. (1993).** Building a Learning Organization. Harvard Business Review.
    [Building_a_Learning_Organization_Garvin1993.pdf](https://asu.instructure.com/courses/225986/files/109998114/download?wrap=1)

    3.
    **Basten & Haamann (2018).** [Organizational Learning methods](https://asu.instructure.com/courses/225986/files/109998176/download?wrap=1)

    . Sage Open. Please skim first half of article, then pay close attention to "Results" section which discusses the various methods organizations can use to develop a learning organization.

    4.
    **Arnold & Wade (2017).** [A complete set of systems thinking skills Paper presented at the 27th annual INCOSE International Symposium, Adelaide, Australia, July 15-20.](https://asu.instructure.com/courses/225986/files/109998009?wrap=1)

    5.
    **Weaver, R. (2019 Oct.).** [Erasing red lines: Part 2–systems thinking for social and community change. \
    _Buffalo, NY: Cornell University Buffalo Co-Lab._](https://asu.instructure.com/courses/225986/files/109998116?wrap=1)

    Lecture

    Hey folks! Check out another lecture by Dr. Mertz! (I recommend maybe ramping it up to 1.25 or 1.5 speed at times, according to your preference.)

    [https://www.youtube.com/watch?v=BatkSenrN0k](https://www.youtube.com/watch?v=BatkSenrN0k)

    [https://www.youtube.com/watch?v=MQMRMAmT2gg](https://www.youtube.com/watch?v=MQMRMAmT2gg)

    Supplemental Readings

    1.
    **Porter & Kramer (2011).** [Creating shared value](https://asu.instructure.com/courses/225986/files/109998117/download?wrap=1)

    . Harvard Business Review. Discusses value creation as an emergent property that arises through co-creation between a firm and its stakeholders.

    2.
    **Nyame-Asiamah & Patel (2009).** [Research methods and methodologies for studying organisational learning](https://asu.instructure.com/courses/225986/files/109998137/download?wrap=1)

    . European and Mediterranean Conference on Information Systems 2009 Proceedings.

    3.
    **Thompson, C.J.C. (2003).** [The unintended consequences of "having an impact".Links to an external site.](https://thesystemsthinker.com/wp-content/uploads/pdfs/140401pk.pdf) The Systems Thinker, 14(4), 2-6. Discusses importance of language in framing problems, with an interesting chart of mechanistic vs. organic characterizations.
    [pdf version](https://asu.instructure.com/courses/225986/files/109998085?wrap=1)

    Examples of Self-Organization in Practice

    · Agile/SCRUM
    [https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/Links to an external site.](https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/)

    · Self-Managing teams at Morning Star
    [https://corporate-rebels.com/morning-star/](https://corporate-rebels.com/morning-star/)

    **## Sample2_ReactionPaperSAMPOOLE.pdf**

    PROF’S NEW EXAMPLE OF A REACTION PAPER, Summer 2025
    \*\* Note: ALL the details here are MADE UP and/or filled with Latin “Ipsum…” nonsense words.**

    Module 2 Reaction Paper: Chapter 4 of Sam Poole’s WAKE UP, F$$L: Stop Sleepwalking!

    Chapter Intro
    ● We lead organizations lorem ipsum dolor sit amet, consectetur adipiscing elit.
    n Pellentesque luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies

    odio vel pellentesque facilisis.
    n Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia curae

    neque dictum purus scelerisque efficitur sed vel nunc.
    “Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit
    venenatis. Morbi eget massa eget diam lacinia dignissim quis nec tortor. Duis ut vehicula nibh,
    sit amet egestas diam.” (Poole 2025, page 107).

    n Nunc porttitor elementum nisi, sit amet euismod ligula.
    n Sed vel urna quis arcu molestie tristique. Pellentesque at suscipit elit, ac fringilla lectus.

    Donec in viverra nisl. Duis eget sem id erat laoreet accumsan et in justo.
    o Sed dignissim volutpat sapien. Example: Humor and art can be IRREVERENT.
    o Eget fermentum. Example: “Instead of saying I F-D UP MY LIFE, or I WAS SO STUPID,

    you need to tell yourself I HAVE LEARNED A LOT SINCE THEN.” (Poole 2025, page 109).

    The First Case Study
    o Sed sed commodo risus, eu pellentesque nunc. Cras imperdiet finibus varius.
    o Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit

    venenatis. Morbi eget massa eget diam
    o Lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam. Nunc

    lobortis posuere gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam

    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus
    scelerisque efficitur sed vel nunc. dignissim quis nec tortor. Duis ut vehicula nibh, sit amet
    egestas diam. Nunc lobortis posuere gravida. Proin ipseum.

    n luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    o odio vel pellentesque facilisis.
    o Vestibulum ante ipsum (REMINDS ME of bullies in 7th grade! Punched them.)

    Great Leaders are DEVELOPED not simply BORN

    o While it’s okay – and AWESOME — if you were “BORN THIS WAY, baby!”
    o When it comes to LEADERS we all start learning early, though some learn and practice

    leadership earlier and more adeptly (yet even THEY are not “BORN LEADERS”)
    n Experience lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam.

    Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.

    n Et luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    n While being stabbed he exclaimed “ET TU, BRUTE!” Et odio vel pellentesque facilisis.
    n Vestibulum ante ipsum

    Of Rascals and Rabble-Rousers

    n Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus

    o Example: Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget
    diam. Lacinia orci luctus et ultrices posuere cubilia curae neque dictum.

    n purus scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.
    o Proin ipseum.

    n Successful leaders Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere
    gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.

    How Mermaids Can Riot and “Dispatch” the Unwary Seaman
    Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae

    How Is a Professor Never Late, but Arrives PRECISELY when they need to arrive?
    ● The neque dictum purus scelerisque efficitur sed vel nunc dignissim quis nec tortor et tutor.

    “Radicals must vel fermentum enim. Vivamus quis velit a velit volutpat volutpat. Morbi mollis a
    est nec molestie. Nunc in facilisis nibh. Duis eleifend purus et molestie egestas. Duis ac nibh sed
    purus sodales dapibus.” (Poole 2025, page 98).

    My Reaction / Reflections
    At first ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in faucibus orci
    luctus et ultrices posuere cubilia. Much like Bugs Bunny “took a wrong turn at Albuquerque” we
    find ourselves thinking we are “all right” until we are quite wrong, though it may give us a
    chance to become friends with the Tasmanian Devil.
    Then vestibulum ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in
    faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur
    sed vel — et tu Brute. When I volunteer et pellente sque iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam. Lacinia primis in faucibus orci luctus
    et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur sed vel nunc tortor.
    Duis ut — just like my mother used to say when confronting racists.
    When I helped organize and lead aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    vehicula, at ullamcorper velit venenatis. Luctus, felis quis sagittis accumsan, lorem enim
    vestibulum lorem, in ultricies eget massa eget diam lacinia dignissim quis nec tortor. Duis ut
    lobortis posuere gravida. Proin ipseum accumsan, dignissim quis nec tortor. Duis ut vehicula
    nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum. This gives us some
    powerful practical examples AND inspiration, making me appreciate this course all the more.

    **Arnold_et_al-2017-CompleteSetSystemsThinkingSkills.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/arnold-et-al-2017-completesetsystemsthinkingskills-pdf-10350069)

    **Shared-value-Harvard-business-review.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/shared-value-harvard-business-review-pdf)

    **Building_a_Learning_Organization_Garvin1993.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/building-a-learning-organization-garvin1993-pdf-10350071)

    **ResearchMethodsOrganizationalLearning.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/researchmethodsorganizationallearning-pdf-10350059)

    **Weaver2019_UsingSystemsThinkingtoErase_Red_Lines_inBuffalo_Part_2_AC.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/weaver2019-usingsystemsthinkingtoerase-red-lines-inbuffalo-part-2-ac-pdf-10350067)

    **## mod2reactionpaper.docx**

    **Read all the required articles on the Learning Materials page, then** [CHOOSE ONE OF THE REQUIRED ARTICLES from that page](https://asu.instructure.com/courses/225986/pages/module-2-learning-materials) for this assignment. Write up a total of TWO PAGES (no more), single-spaced, in the form of a synopsis and "reaction" to the readings — i.e., dedicate ONLY TWO PAGES of write-up to covering one of the readings.

    DETAILS: THE FIRST PART OF THE PAPER: The first 1.5 pages must be a BRIEF synopsis of the article (NB: You can focus on select parts, because you CANNOT possibly cover everything) also including
    **two salient, short quotes** from the reading. Bullet points and/or very brief paragraphs are recommended for most of each page; use single-spacing.

    THEN: In the LAST HALF-PAGE write two to three paragraphs (in your own words) where you delve a bit deeper, reacting to some of the major issues of the reading: For instance, you might choose to connect one or two specific ideas to examples from your own life, or you might ask probing questions and try to consider different points of view (in addition to those raised in the text).

    Finally, submit your work here in either MS Word format or PDF.

    ADVICE: The main struggle in this assignment might be WHAT TO LEAVE OUT (but don't fret or develop too much anxiety about that; there is no "one way" to do these brief reaction papers; I want to see YOU ENGAGING with and REACTING TO the readings, and then expressing some important ideas to help you remember and explain ideas to others, in the future.)

    **## OGL550_Module_2.pdf**

    OGL 550

    Organizations as
    Brains
    Morgan Ch. 4

    Organizations as Brains

    Is it possible to design “learning organizations” that have the capacity to be
    flexile, resilient, and inventive as the functioning of the brain?

    Is it possible to distribute capacities for intelligence and control throughout an
    enterprise so that the system as a whole can self-organize and evolve along with
    emerging challenges?

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Brains

    • Information processing brains

    • Complex learning systems

    • Holographic systems combining centralized and decentralized
    characteristics

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Information Processing Brains
    • Organizations are information systems

    • “the decision-making approach” – Herbert Simon and colleagues

    • Electronic brain

    Copyright © 2020 Arizona Board of Regents.

    Creating Learning Organizations

    v How can one design complex systems that are capable of learning in a brain-
    like ways?

    v Cybernetics
    v Systems must have the capacity to sense , monitor, and scan significant aspects of their environment
    v They must be able to relate this information to the operating norms that guide system behavior
    v The must be able to detect significant deviations from these norms
    v They must be able to initiate corrective action when discrepancies are detected

    v Single loop learning
    v Double loop learning

    Copyright © 2020 Arizona Board of Regents.

    Guidelines for Learning Organizations

    • Scan and anticipate change in the wider environment to detect
    significant variations.

    • Develop an ability to question, challenge, and change operating norms
    and assumptions.

    • Allow an appropriate strategic direction and pattern of organization to
    emerge.

    Copyright © 2020 Arizona Board of Regents.

    Organizations as Holographic Brains
    • The metaphor of a hologram allow us to think of systems where qualities

    of the whole are enfolded in all parts so that the system has an ability to
    self-organize and regenerate itself on a continuous basis.
    • Build the whole into all the parts
    • The importance of redundancy
    • Requisite variety
    • Minimum specs
    • Learning to learn

    Copyright © 2020 Arizona Board of Regents.

    Summary

    “Leadership needs to be diffused rather than centralized; even though goals,
    objectives, and targets may be helpful managerial tools, they must be used in a way
    that avoids the pathologies of single-loop learning; goal seeking must be
    accompanied by an awareness of the limits needed to avoid noxious outcomes;
    and hierarchy, design, and strategic development must be approached and
    understood as self-organizing, emergent phenomena” (p. 113)

    Copyright © 2020 Arizona Board of Regents.

    **## Module2learningmaterials.docx**

    **Module 2: Learning Materials**

    Required Videos and Readings ( I attached the resources below in separate files if you are unable to open them here).

    **Please read the following:**

    1.
    **(CHAPTER 4 OF OUR BOOK):**
    **Morgan, G. (2006).** Learning and Self-Organization: Organizations as Brains. (chapter 4, pp. 71-114).

    2.
    **Garvin, D. (1993).** Building a Learning Organization. Harvard Business Review.
    [Building_a_Learning_Organization_Garvin1993.pdf](https://asu.instructure.com/courses/225986/files/109998114/download?wrap=1)

    3.
    **Basten & Haamann (2018).** [Organizational Learning methods](https://asu.instructure.com/courses/225986/files/109998176/download?wrap=1)

    . Sage Open. Please skim first half of article, then pay close attention to "Results" section which discusses the various methods organizations can use to develop a learning organization.

    4.
    **Arnold & Wade (2017).** [A complete set of systems thinking skills Paper presented at the 27th annual INCOSE International Symposium, Adelaide, Australia, July 15-20.](https://asu.instructure.com/courses/225986/files/109998009?wrap=1)

    5.
    **Weaver, R. (2019 Oct.).** [Erasing red lines: Part 2–systems thinking for social and community change. \
    _Buffalo, NY: Cornell University Buffalo Co-Lab._](https://asu.instructure.com/courses/225986/files/109998116?wrap=1)

    Lecture

    Hey folks! Check out another lecture by Dr. Mertz! (I recommend maybe ramping it up to 1.25 or 1.5 speed at times, according to your preference.)

    [https://www.youtube.com/watch?v=BatkSenrN0k](https://www.youtube.com/watch?v=BatkSenrN0k)

    [https://www.youtube.com/watch?v=MQMRMAmT2gg](https://www.youtube.com/watch?v=MQMRMAmT2gg)

    Supplemental Readings

    1.
    **Porter & Kramer (2011).** [Creating shared value](https://asu.instructure.com/courses/225986/files/109998117/download?wrap=1)

    . Harvard Business Review. Discusses value creation as an emergent property that arises through co-creation between a firm and its stakeholders.

    2.
    **Nyame-Asiamah & Patel (2009).** [Research methods and methodologies for studying organisational learning](https://asu.instructure.com/courses/225986/files/109998137/download?wrap=1)

    . European and Mediterranean Conference on Information Systems 2009 Proceedings.

    3.
    **Thompson, C.J.C. (2003).** [The unintended consequences of "having an impact".Links to an external site.](https://thesystemsthinker.com/wp-content/uploads/pdfs/140401pk.pdf) The Systems Thinker, 14(4), 2-6. Discusses importance of language in framing problems, with an interesting chart of mechanistic vs. organic characterizations.
    [pdf version](https://asu.instructure.com/courses/225986/files/109998085?wrap=1)

    Examples of Self-Organization in Practice

    · Agile/SCRUM
    [https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/Links to an external site.](https://www.visual-paradigm.com/scrum/what-is-self-organizing-team-in-scrum/)

    · Self-Managing teams at Morning Star
    [https://corporate-rebels.com/morning-star/](https://corporate-rebels.com/morning-star/)

    **## Sample2_ReactionPaperSAMPOOLE.pdf**

    PROF’S NEW EXAMPLE OF A REACTION PAPER, Summer 2025
    \*\* Note: ALL the details here are MADE UP and/or filled with Latin “Ipsum…” nonsense words.**

    Module 2 Reaction Paper: Chapter 4 of Sam Poole’s WAKE UP, F$$L: Stop Sleepwalking!

    Chapter Intro
    ● We lead organizations lorem ipsum dolor sit amet, consectetur adipiscing elit.
    n Pellentesque luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies

    odio vel pellentesque facilisis.
    n Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia curae

    neque dictum purus scelerisque efficitur sed vel nunc.
    “Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit
    venenatis. Morbi eget massa eget diam lacinia dignissim quis nec tortor. Duis ut vehicula nibh,
    sit amet egestas diam.” (Poole 2025, page 107).

    n Nunc porttitor elementum nisi, sit amet euismod ligula.
    n Sed vel urna quis arcu molestie tristique. Pellentesque at suscipit elit, ac fringilla lectus.

    Donec in viverra nisl. Duis eget sem id erat laoreet accumsan et in justo.
    o Sed dignissim volutpat sapien. Example: Humor and art can be IRREVERENT.
    o Eget fermentum. Example: “Instead of saying I F-D UP MY LIFE, or I WAS SO STUPID,

    you need to tell yourself I HAVE LEARNED A LOT SINCE THEN.” (Poole 2025, page 109).

    The First Case Study
    o Sed sed commodo risus, eu pellentesque nunc. Cras imperdiet finibus varius.
    o Aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at ullamcorper velit

    venenatis. Morbi eget massa eget diam
    o Lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam. Nunc

    lobortis posuere gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam

    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus
    scelerisque efficitur sed vel nunc. dignissim quis nec tortor. Duis ut vehicula nibh, sit amet
    egestas diam. Nunc lobortis posuere gravida. Proin ipseum.

    n luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    o odio vel pellentesque facilisis.
    o Vestibulum ante ipsum (REMINDS ME of bullies in 7th grade! Punched them.)

    Great Leaders are DEVELOPED not simply BORN

    o While it’s okay – and AWESOME — if you were “BORN THIS WAY, baby!”
    o When it comes to LEADERS we all start learning early, though some learn and practice

    leadership earlier and more adeptly (yet even THEY are not “BORN LEADERS”)
    n Experience lacinia dignissim quis nec tortor. Duis ut vehicula nibh, sit amet egestas diam.

    Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.

    n Et luctus, felis quis sagittis accumsan, lorem enim vestibulum lorem, in ultricies
    n While being stabbed he exclaimed “ET TU, BRUTE!” Et odio vel pellentesque facilisis.
    n Vestibulum ante ipsum

    Of Rascals and Rabble-Rousers

    n Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum.
    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus

    o Example: Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget
    diam. Lacinia orci luctus et ultrices posuere cubilia curae neque dictum.

    n purus scelerisque efficitur sed vel nunc.
    o dignissim quis nec tortor.
    o Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere gravida.
    o Proin ipseum.

    n Successful leaders Duis ut vehicula nibh, sit amet egestas diam. Nunc lobortis posuere
    gravida. Proin ipseum.

    n Pellentesque aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    n Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus

    scelerisque efficitur sed vel nunc.

    How Mermaids Can Riot and “Dispatch” the Unwary Seaman
    Vehicula, at ullamcorper velit venenatis. Morbi eget massa eget diam
    n Lacinia primis in faucibus orci luctus et ultrices posuere cubilia curae

    How Is a Professor Never Late, but Arrives PRECISELY when they need to arrive?
    ● The neque dictum purus scelerisque efficitur sed vel nunc dignissim quis nec tortor et tutor.

    “Radicals must vel fermentum enim. Vivamus quis velit a velit volutpat volutpat. Morbi mollis a
    est nec molestie. Nunc in facilisis nibh. Duis eleifend purus et molestie egestas. Duis ac nibh sed
    purus sodales dapibus.” (Poole 2025, page 98).

    My Reaction / Reflections
    At first ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in faucibus orci
    luctus et ultrices posuere cubilia. Much like Bugs Bunny “took a wrong turn at Albuquerque” we
    find ourselves thinking we are “all right” until we are quite wrong, though it may give us a
    chance to become friends with the Tasmanian Devil.
    Then vestibulum ante ipsum prima fascia. Morbi eget massa eget diam. Lacinia primis in
    faucibus orci luctus et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur
    sed vel — et tu Brute. When I volunteer et pellente sque iaculis tortor sit amet purus vehicula, at
    ullamcorper velit venenatis. Morbi eget massa eget diam. Lacinia primis in faucibus orci luctus
    et ultrices posuere cubilia curae neque dictum purus scelerisque efficitur sed vel nunc tortor.
    Duis ut — just like my mother used to say when confronting racists.
    When I helped organize and lead aenean id fringilla lectus. Duis iaculis tortor sit amet purus
    vehicula, at ullamcorper velit venenatis. Luctus, felis quis sagittis accumsan, lorem enim
    vestibulum lorem, in ultricies eget massa eget diam lacinia dignissim quis nec tortor. Duis ut
    lobortis posuere gravida. Proin ipseum accumsan, dignissim quis nec tortor. Duis ut vehicula
    nibh, sit amet egestas diam. Nunc lobortis posuere gravida. Proin ipseum. This gives us some
    powerful practical examples AND inspiration, making me appreciate this course all the more.

    **Arnold_et_al-2017-CompleteSetSystemsThinkingSkills.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/arnold-et-al-2017-completesetsystemsthinkingskills-pdf-10350069)

    **Shared-value-Harvard-business-review.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/shared-value-harvard-business-review-pdf)

    **Building_a_Learning_Organization_Garvin1993.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/building-a-learning-organization-garvin1993-pdf-10350071)

    **ResearchMethodsOrganizationalLearning.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/researchmethodsorganizationallearning-pdf-10350059)

    **Weaver2019_UsingSystemsThinkingtoErase_Red_Lines_inBuffalo_Part_2_AC.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/weaver2019-usingsystemsthinkingtoerase-red-lines-inbuffalo-part-2-ac-pdf-10350067)

    – 1
    – 2
    – 3
    – 4
    – 5
    – 6
    – 7
    – 8
    – 9

  • [Solved] Exploring a current issue or trend in healthcare that has a significant impact on nursing practice or has the potential for impacting the nursing profession

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    1. **Introduction** – Provide an overview of the chosen issue or trend. – Discuss the history and evolution of this issue or trend. – Explain why it is relevant to nursing and healthcare today. 2. **Impact on Nursing Practice** – Analyze how this issue or trend affects the roles, responsibilities, o…

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    Assignment Prompt & Instructions

    1. **Introduction**
    – Provide an overview of the chosen issue or trend.
    – Discuss the history and evolution of this issue or trend.
    – Explain why it is relevant to nursing and healthcare today.
    2. **Impact on Nursing Practice**
    – Analyze how this issue or trend affects the roles, responsibilities, or environment of registered nurses.
    – Include perspectives on patient care, professional ethics, and interdisciplinary collaboration.
    3. **Challenges and Opportunities**
    – Identify challenges faced by nurses in addressing this issue.
    – Discuss opportunities for growth, innovation, or advocacy in response to this trend.
    4. **Future Implications**
    – Predict how this issue or trend might evolve in the next 5–10 years.
    – Discuss potential strategies or recommendations for nurses to adapt and lead change.
    5. **Conclusion**
    – Summarize your findings and reiterate the significance of this issue or trend in shaping the future of nursing practice.

  • [Solved] AQR&A Week 8 Assignment

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    The Final Project is a stepwise process, and its goal is to leave you well-prepared by the end of this course to execute on your qualitative research study plan. In Week 8, you will complete Step III of the Final Project. For Step III of the Final Project, you will do the following: – Conduct the in…

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    Assignment Prompt & Instructions

    The Final Project is a stepwise process, and its goal is to leave you well-prepared by the end of this course to execute on your qualitative research study plan.
    In Week 8, you will complete Step III of the Final Project. For Step III of the Final Project, you will do the following:
    – Conduct the interviews
    – Take notes during the interviews
    – Debrief in your workshop thread your reflections on the two interviews
    Complete both interviews and complete your audit trail notes.
    Confirm with your classmate who will be conducting your peer debriefing.

  • [Solved] AQR&A Week 8 Workshop

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – If you are collecting phone or face-to-face interviews, the audio recorder is the most important tool for ensuring accuracy in capturing the interview. In addition, you may or may not want to take notes during the interview. – If you are conducting e-mail interviews, format your document using the…

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    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    – If you are collecting phone or face-to-face interviews, the audio recorder is the most important tool for ensuring accuracy in capturing the interview. In addition, you may or may not want to take notes during the interview.
    – If you are conducting e-mail interviews, format your document using the following guidelines:
    – The questions are clearly numbered.
    – The language is clear.
    – The entire protocol is included.
    – Include a way to reach you (e-mail or phone) should the participant have questions.
    – Remember to take notes for your audit trail of your prep work for the interview. As soon as possible, write down everything going through your head when the interview is concluded.
    Reach out to one of your classmates to serve as your peer-debriefing partner. Then, describe your recruitment experience, including responses to the following:
    – How hard was it to find people to interview?
    – Which interview format was used: e-mail or other electronic media (social media, text apps), in person, or by phone (including Skype, FaceTime, and WhatsApp)?
    – Was this your preference? What was the process of setting the appointment and working out the format?
    – What did you do to make the interview process go smoothly?
    Provide your debriefing partner with your interview audio (if possible) or the transcript. Listen to your partner’s audio or read the transcript, and provide to your partner’s Workshop space feedback on the quality of the interview.

  • [Solved] DLRL Week 8 Discussion

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    **Post** your response to the following: – How will you decide on an appropriate theoretical framework for your study? What questions might you ask to ensure the best foundation for answering your research question? **Note:** Your posts should be substantial (500 words minimum), supported with schol…

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    **Post** your response to the following:
    – How will you decide on an appropriate theoretical framework for your study? What questions might you ask to ensure the best foundation for answering your research question?
    **Note:** Your posts should be substantial (500 words minimum), supported with scholarly evidence from your research and/or the Learning Resources, and properly cited using APA style.

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    **Respond to** at least **two** of your colleagues’ posts (on different days). In each case, expand on your colleague’s posting by offering a new perspective or insight or offering additional (new) supporting information for consideration. **Note:** Your responses to colleagues should be substantial…

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    **Respond to** at least **two** of your colleagues’ posts (on different days). In each case, expand on your colleague’s posting by offering a new perspective or insight or offering additional (new) supporting information for consideration.
    **Note:** Your responses to colleagues should be substantial (250 words minimum), supported with scholarly evidence from your research and/or the Learning Resources, and properly cited using APA style. Your responses should enrich the initial post by supporting and/or adding a fresh viewpoint and be constructive, enhancing the learning experience for all students.

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    **To prepare:** – Review the theoretical frameworks resources. **Assignment:** 1- or 2-page paper, not including title page or references page(s) – Create an Overview of Relevant Theories document that contains the following information: – Identify the theoretical framework in each article in your a…

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    **To prepare:**
    – Review the theoretical frameworks resources.
    **Assignment:** 1- or 2-page paper, not including title page or references page(s)
    – Create an Overview of Relevant Theories document that contains the following information:
    – Identify the theoretical framework in each article in your annotated bibliography. If not noted there, return to the article and see if a theory is noted.
    – Write a brief description of each theory.
    – Select **one** theoretical framework from your list that you might use for your research study and write a 1-page description of it. Include who developed it, the main concepts or constructs, and cite two or three studies where it has been used in similar studies. **Note:** If you have identified a theory not used in any of these studies, you may choose to describe it. Be sure to include why the theory is relevant to your study and how it will influence your research design.
    **Note:** Be aware that not all research articles include a description of the theory. If this is the case, just note in your description that it was not described.

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    I need a response to two discussion questions. – ## Week3Discussion.docx **## Week3Discussion.docx** **1.** I believe strategic therapists dig down to the root of the problem. In my words, these therapists get to the meat of the matter. I appreciate the fact that this particular therapist is in plac…

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    I need a response to two discussion questions.

    – ## Week3Discussion.docx

    **## Week3Discussion.docx**

    **1.**

    I believe strategic therapists dig down to the root of the problem. In my words, these therapists get to the meat of the matter. I appreciate the fact that this particular therapist is in place to assist the individual/family in need of crisis services. It also sparks my attention to see a therapist go from one extreme of gathering information, for example, completing the initial assessment, to the next, becoming more focused on the actual problem by utilizing therapeutic skills, tools, and interventions to empathetically assist the client.

    It is my belief that we inherit behavioral tendencies from our families. I have heard so many people say I act just like my mom. My sister often states that I inherited my mom’s kind heart. I know this sounds good, but it is not always what it seems. This could be a good thing if someone appreciates it, and it could also be a bad situation if an individual does not. There are so many behaviors that I have observed in my family that have been passed on from generation to generation, with some being pretty good and others not so good. I think the behaviors can be passed through generations by both behavioral and modeling from both sides of the family. It is usually learn more from the side of the family that the child(ren) interacts with the most.

    Bowenian family theory speaks to me because I did not know much about the sibling position until I read the information in Chapter 8 of the text. This is true with my oldest sister and me, as I am the youngest of our siblings. She carried the leadership role with me since we were children. She is the one who my parents always left in charge, and she would do exactly what she was instructed, and then there was I, being the baby sister and acting just like that, a baby. However, I clearly understand why my parents entrusted her with your younger siblings because of her maturity and leadership skills. At the time, I did not understand why our personalities and characteristics were totally different. I honestly get it now, with behavioral modeling, she was doing what she observed my mother do, which was to take care of her siblings and keep us safe, just like our parents did. My sister's personality has always been very serious, professional-like since we were children. I assume she took on that stance because of her role in our family among the siblings. In turn, I took on the role of the younger sibling, being the follower. And to this very day, she still thinks she is my bonus parent, but I love her dearly, so I just let her think I am listening and following her lead, which, most of the time, she is right.

    2.

    Strategic family therapy provides an approach to counseling that is highly focused and with clear direction. I can see the appeal of this method, especially when a family is in a clear crisis and requiring guidance and clear direction. In these circumstances, the therapist will assume a leading role. In this position they will identify the patterns and prescribe intervention, reshaping the patterns of concern. I think that there is value in this, especially when time is limited or when there is push-back against intervention. With the authority of the therapist, momentum can begin. Personally, I feel that the therapist must be careful to not become too controlling or judgmental.

    Transgenerational theory, by contrast, takes a broader view, it looks at patterns that are passed down from generation to generation. The idea here is that we inherit not only physical looks but also that we inherit behavior patterns from parents. There is an old expression ‘the apple doesn’t fall far from the tree’ that exemplifies this. But can we inherit behavior from a great-grandfather? How far back would this pattern go? I’ve often heard people say, “You’re just like your father,” and sometimes it’s startling how accurate those observations are. Whether it’s due to biology, modeling or family dynamics and upbringing it is possible that family patterns repeat over time. I think that this is a powerful theory as it acknowledges cultural legacy and can show us aspects of how we function as adults today.

    Bowenian theory builds on this by focusing on concepts like differentiation of self and sibling position. I am interested in birth order and how that connects to personality development. Are first borns more natural leaders? Is the youngest sibling the one who gets the most parental love and freedom to do as they please? While not universally true, birth order seems to affect how individuals respond to stress, authority, and family expectations.

    Combining these notions could be very beneficial in real life. While transgenerational and Bowenian models offer depth and context, a strategic approach can offer prompt action. Knowing a family's past can help them understand why they are stuck and provide guidance on how to proceed.

    **3.**

    Strategic therapy offers a compelling intervention method, especially for families in acute crisis. This directive and problem-focused approach assumes a leadership-oriented role where the therapist acts like a “drill sergeant,” guiding the family through assignments and interventions with the goal of breaking rigid interactional patterns (Kim-Appel & Appel, 2021). I find this method effective for families that are stuck in dysfunctional cycles and need a firm, structured path forward. Strategic therapy emphasizes immediate, observable change and uses paradoxical interventions and creative tasks to challenge resistance, which can be especially powerful for clients who may not respond well to traditional talk therapy.

    The saying, “You act just like your mother,” resonates with many people and suggests the reality of transgenerational behavioral patterns. Transgenerational theory, especially as explored in Bowenian Family Systems Theory, supports the idea that we often carry relational styles and coping mechanisms from our family of origin into our current relationships (Kim-Appel & Appel, 2021). These tendencies can stem from both biological predispositions and behavioral modeling, as children often mirror the emotional and social strategies of their caregivers. This learned behavior becomes embedded in family scripts that can span generations if left unexamined.

    Bowen’s concept of differentiation of self offers an important framework for breaking these generational cycles. Differentiation is one's ability to separate the intellectual and emotional processing of oneself from that of one's own family. High-emotional-fusion families pass on anxiety, enmeshment, and poor boundaries from one generation to the next, which generates psychological suffering across generations. An increase in one's differentiation allows one to be one's own person, to make decisions based on one's own values rather than emotional reactivity, and to conclude one's involvement in unhealthy patterns.

    Within my own family, birth order exerts an influential role on personality dynamics, just as Bowen's theory predicts. Being the eldest, I was prone to assume a caregiving role and was expected to set an example for maturity. My youngest sister, not infrequently insulated from responsibility, became more-dependent in style. These patterns repeated those from earlier generations, highlighting just how ingrained family systems become and how they shape identity and relationship functioning. The system helped me to understand and appreciate the behavior within the family and to recognize points of change and growth.

    **4.**

    Our article highlights that the concept of the Strategic Therapist is like that of a
    **_"drill sergeant"_** and is fitting and effective in certain family therapy cases. In times of crisis, families often require more than just a listening ear; they need guidance. Strategic Therapy isn't about providing emotional support; it's about taking direct action, typically through specific tasks, directives, or unexpected strategies that disrupt unhealthy patterns and encourage change. This approach provides clear guidance and organization, aiding families in breaking free from harmful patterns. Instead of delving into every underlying problem, the therapist focuses on identifying key behaviors and intentionally interrupts them. Techniques such as assigning specific tasks or suggesting a behavior to minimize its effects can be particularly effective with clients who are hard to engage.

    **Strategic Therapy** is effective because it combines careful observation with active involvement. The therapist intentionally guides the family from a supportive position, helping them find their path to change. This method is straightforward yet respectful, focusing on improving the family’s overall functioning.

    **“You act just like your…” Is There Truth to It?**

    I often hear the phrase,
    **“You’re just like your mother.”** Sometimes it’s said affectionately, and other times it comes from frustration. But honestly, there is some truth to it.

    **Transgenerational Theory** shows that behaviors, communication styles, trauma, and roles can be handed down through generations. In my family, I noticed that the emotional outbursts from my mother's side appeared in both my brother and me, even though we tried to steer clear of them. We learned from our experiences and often repeated those patterns without even realizing it.

    **Is it more about biology or how we learn from others?** It’s probably a bit of both. Traits such as anxiety or impulsivity can be passed down, but many of our behaviors come from watching how our caregivers deal with stress, love, and conflict. We tend to adopt these responses ourselves.

    **Transgenerational Therapy** helps to reveal these patterns that span across generations. It's not only about an individual's problems; it's about understanding how issues like addiction, codependency, or emotional disconnection can repeat in families. By looking at a genogram or family history, we can see just how deeply these patterns are rooted.

    **Bowenian Theory and Birth Order:** According to Capuzzi and Stauffer
    **(2021),** _“The major constructs of Bowen family system theory are differentiation of self, nuclear family emotional process, multigenerational transmission process, family projection process, interlocking triangles, emotional cutoff, sibling position, and social emotional process.”_ **(p. 149).**

    **Bowenian Family Systems Theory** adds another perspective by looking at birth order and sibling roles. I was the youngest in a hectic, emotionally unstable home. My older brother had to take on a lot of responsibility; he was like a second parent. As for me, I was seen as the “baby” of the family, sometimes ignored or shielded, depending on the situation. Reflecting on it now, I see how Bowen's idea about sibling positions influencing identity connects with my experience. My brother felt a strong need to take charge and look after us. He's a natural leader, but he can be a bit too strict. In contrast, I focused more on being creative, sensitive, and avoiding conflicts, traits I developed while dealing with the tricky emotions at home.

    Bowen highlighted the importance of differentiating oneself, meaning being able to separate one's thoughts and feelings from those of one's family. For a long time, I found this difficult. I cared for my family, but I didn't want to mirror them. Through therapy and becoming more self-aware, I have learned to differentiate myself, making this one of the most healing experiences in my life.

    **5.**

    After reading the
    _Unfeeling Strategic Therapist_ article and reviewing this week’s materials, I’ve gained a better understanding of the role that strategic therapy plays in a counseling setting. Strategic therapists seem to be very direct and task-focused, almost like they are guiding a mission rather than just listening to feelings. At first, I wasn’t sure how I felt about that approach because it seems a little cold, but after thinking about it more, I realized that some families may need that kind of structure. Especially when a family is in crisis, a more directive counselor can keep things from getting worse and help people move toward actual change.

    One part that stood out to me in the article was how the therapist avoids emotional involvement, not because they don’t care, but because staying neutral allows them to focus on the bigger picture. They use techniques like assigning tasks to family members or giving paradoxical suggestions. These techniques might seem strange on the surface, but they are designed to shake up the family’s normal patterns and help them think in new ways. I can see how that could be helpful when a family is stuck in repeated conflict.

    When it comes to transgenerational therapy, I have always believed that certain traits and behaviors pass down through families. I’ve heard people say, “You act just like your mama,” or “That’s your granddaddy all over again,” and I never thought much of it until now. After learning about this theory, I do think there is something to that idea. Whether it’s biology or just watching and repeating behavior, I believe that family patterns are very real. For example, I’ve noticed how the women in my family tend to take on too much and put their own needs last. I’ve seen this in my mother, my aunt, and even myself. That pattern could be looked at in therapy to help stop it from passing on again.

    The Bowenian approach also makes a lot of sense. Birth order and family position really do seem to affect how we grow up and how we interact with others. I’m the oldest in my family, and I’ve always felt a strong sense of responsibility. It’s interesting to see how that lines up with what Bowen believed. Overall, these theories help paint a fuller picture of how family dynamics work, and I think combining the structure of Strategic Therapy with the depth of Transgenerational and Bowenian approaches could be very powerful in helping families heal.

    **6.**

    There’s definitely something to that phrase, “You act just like your dad.” In my case, I’ve really noticed how much my oldest son is like me. It’s wild sometimes how closely he mirrors my reactions, my way of thinking, even the way I process emotions. It’s made me think a lot about how behaviors and patterns get passed down without realizing it. I’m also the oldest sibling in my family, and I’ve always taken on that responsible, “fix-it” kind of role. Now I see my son doing the same thing, especially when things feel stressful or uncertain. Bowen’s focus on sibling roles makes a lot of sense when you see it playing out in real life.

    I also like the ideas behind Strategic Therapy. It’s less about digging around forever in the past and more about figuring out how to make change happen now, which can be refreshing when people are feeling overwhelmed and stretched thin.

    **7.**

    When we look at the family structure, an initial assessment is always appropriate so that the issues can be establish.  Once this is done then you would need a strategic therapist to fine the root cause of the family break up and focused on problem solving.  Still, the therapist should never resort to possible pointing out "Big I's" and " little Yous".  I feel that they do a great job in getting to the root of the situation.  When me and my son was in therapy, they separated us so that they could get a clearer picture of what was the family problem.  At first, I was not forthcoming with responses to questions, but as the sessions progressed, I was able to let go of some of my feelings that initially made it difficult to response.

         With regards to Bowenian, which is a comprehensive framework for understanding how families function as emotional units, with interconnected members influencing each other's behaviors and relationships across generations.  This concept was developed by Murray Bowen, and it emphasized eight interlocking concepts, included differentiation of self, triangles, and multigenerational transmission, nuclear family emotional system, mutigenerational transmission process, family projection process emotional cutoff, sibling position, and societal regression.  Personally, I believe that birth order plays a significant role in how children see themselves through their parents' eyes and how they see themselves in their own eyes.

         Inconclusion, strategic therapist plays a vital role in helping the family unit identify their problems and how to come to a positive resolution.

    **## Week3Discussion.docx**

    **1.**

    I believe strategic therapists dig down to the root of the problem. In my words, these therapists get to the meat of the matter. I appreciate the fact that this particular therapist is in place to assist the individual/family in need of crisis services. It also sparks my attention to see a therapist go from one extreme of gathering information, for example, completing the initial assessment, to the next, becoming more focused on the actual problem by utilizing therapeutic skills, tools, and interventions to empathetically assist the client.

    It is my belief that we inherit behavioral tendencies from our families. I have heard so many people say I act just like my mom. My sister often states that I inherited my mom’s kind heart. I know this sounds good, but it is not always what it seems. This could be a good thing if someone appreciates it, and it could also be a bad situation if an individual does not. There are so many behaviors that I have observed in my family that have been passed on from generation to generation, with some being pretty good and others not so good. I think the behaviors can be passed through generations by both behavioral and modeling from both sides of the family. It is usually learn more from the side of the family that the child(ren) interacts with the most.

    Bowenian family theory speaks to me because I did not know much about the sibling position until I read the information in Chapter 8 of the text. This is true with my oldest sister and me, as I am the youngest of our siblings. She carried the leadership role with me since we were children. She is the one who my parents always left in charge, and she would do exactly what she was instructed, and then there was I, being the baby sister and acting just like that, a baby. However, I clearly understand why my parents entrusted her with your younger siblings because of her maturity and leadership skills. At the time, I did not understand why our personalities and characteristics were totally different. I honestly get it now, with behavioral modeling, she was doing what she observed my mother do, which was to take care of her siblings and keep us safe, just like our parents did. My sister's personality has always been very serious, professional-like since we were children. I assume she took on that stance because of her role in our family among the siblings. In turn, I took on the role of the younger sibling, being the follower. And to this very day, she still thinks she is my bonus parent, but I love her dearly, so I just let her think I am listening and following her lead, which, most of the time, she is right.

    2.

    Strategic family therapy provides an approach to counseling that is highly focused and with clear direction. I can see the appeal of this method, especially when a family is in a clear crisis and requiring guidance and clear direction. In these circumstances, the therapist will assume a leading role. In this position they will identify the patterns and prescribe intervention, reshaping the patterns of concern. I think that there is value in this, especially when time is limited or when there is push-back against intervention. With the authority of the therapist, momentum can begin. Personally, I feel that the therapist must be careful to not become too controlling or judgmental.

    Transgenerational theory, by contrast, takes a broader view, it looks at patterns that are passed down from generation to generation. The idea here is that we inherit not only physical looks but also that we inherit behavior patterns from parents. There is an old expression ‘the apple doesn’t fall far from the tree’ that exemplifies this. But can we inherit behavior from a great-grandfather? How far back would this pattern go? I’ve often heard people say, “You’re just like your father,” and sometimes it’s startling how accurate those observations are. Whether it’s due to biology, modeling or family dynamics and upbringing it is possible that family patterns repeat over time. I think that this is a powerful theory as it acknowledges cultural legacy and can show us aspects of how we function as adults today.

    Bowenian theory builds on this by focusing on concepts like differentiation of self and sibling position. I am interested in birth order and how that connects to personality development. Are first borns more natural leaders? Is the youngest sibling the one who gets the most parental love and freedom to do as they please? While not universally true, birth order seems to affect how individuals respond to stress, authority, and family expectations.

    Combining these notions could be very beneficial in real life. While transgenerational and Bowenian models offer depth and context, a strategic approach can offer prompt action. Knowing a family's past can help them understand why they are stuck and provide guidance on how to proceed.

    **3.**

    Strategic therapy offers a compelling intervention method, especially for families in acute crisis. This directive and problem-focused approach assumes a leadership-oriented role where the therapist acts like a “drill sergeant,” guiding the family through assignments and interventions with the goal of breaking rigid interactional patterns (Kim-Appel & Appel, 2021). I find this method effective for families that are stuck in dysfunctional cycles and need a firm, structured path forward. Strategic therapy emphasizes immediate, observable change and uses paradoxical interventions and creative tasks to challenge resistance, which can be especially powerful for clients who may not respond well to traditional talk therapy.

    The saying, “You act just like your mother,” resonates with many people and suggests the reality of transgenerational behavioral patterns. Transgenerational theory, especially as explored in Bowenian Family Systems Theory, supports the idea that we often carry relational styles and coping mechanisms from our family of origin into our current relationships (Kim-Appel & Appel, 2021). These tendencies can stem from both biological predispositions and behavioral modeling, as children often mirror the emotional and social strategies of their caregivers. This learned behavior becomes embedded in family scripts that can span generations if left unexamined.

    Bowen’s concept of differentiation of self offers an important framework for breaking these generational cycles. Differentiation is one's ability to separate the intellectual and emotional processing of oneself from that of one's own family. High-emotional-fusion families pass on anxiety, enmeshment, and poor boundaries from one generation to the next, which generates psychological suffering across generations. An increase in one's differentiation allows one to be one's own person, to make decisions based on one's own values rather than emotional reactivity, and to conclude one's involvement in unhealthy patterns.

    Within my own family, birth order exerts an influential role on personality dynamics, just as Bowen's theory predicts. Being the eldest, I was prone to assume a caregiving role and was expected to set an example for maturity. My youngest sister, not infrequently insulated from responsibility, became more-dependent in style. These patterns repeated those from earlier generations, highlighting just how ingrained family systems become and how they shape identity and relationship functioning. The system helped me to understand and appreciate the behavior within the family and to recognize points of change and growth.

    **4.**

    Our article highlights that the concept of the Strategic Therapist is like that of a
    **_"drill sergeant"_** and is fitting and effective in certain family therapy cases. In times of crisis, families often require more than just a listening ear; they need guidance. Strategic Therapy isn't about providing emotional support; it's about taking direct action, typically through specific tasks, directives, or unexpected strategies that disrupt unhealthy patterns and encourage change. This approach provides clear guidance and organization, aiding families in breaking free from harmful patterns. Instead of delving into every underlying problem, the therapist focuses on identifying key behaviors and intentionally interrupts them. Techniques such as assigning specific tasks or suggesting a behavior to minimize its effects can be particularly effective with clients who are hard to engage.

    **Strategic Therapy** is effective because it combines careful observation with active involvement. The therapist intentionally guides the family from a supportive position, helping them find their path to change. This method is straightforward yet respectful, focusing on improving the family’s overall functioning.

    **“You act just like your…” Is There Truth to It?**

    I often hear the phrase,
    **“You’re just like your mother.”** Sometimes it’s said affectionately, and other times it comes from frustration. But honestly, there is some truth to it.

    **Transgenerational Theory** shows that behaviors, communication styles, trauma, and roles can be handed down through generations. In my family, I noticed that the emotional outbursts from my mother's side appeared in both my brother and me, even though we tried to steer clear of them. We learned from our experiences and often repeated those patterns without even realizing it.

    **Is it more about biology or how we learn from others?** It’s probably a bit of both. Traits such as anxiety or impulsivity can be passed down, but many of our behaviors come from watching how our caregivers deal with stress, love, and conflict. We tend to adopt these responses ourselves.

    **Transgenerational Therapy** helps to reveal these patterns that span across generations. It's not only about an individual's problems; it's about understanding how issues like addiction, codependency, or emotional disconnection can repeat in families. By looking at a genogram or family history, we can see just how deeply these patterns are rooted.

    **Bowenian Theory and Birth Order:** According to Capuzzi and Stauffer
    **(2021),** _“The major constructs of Bowen family system theory are differentiation of self, nuclear family emotional process, multigenerational transmission process, family projection process, interlocking triangles, emotional cutoff, sibling position, and social emotional process.”_ **(p. 149).**

    **Bowenian Family Systems Theory** adds another perspective by looking at birth order and sibling roles. I was the youngest in a hectic, emotionally unstable home. My older brother had to take on a lot of responsibility; he was like a second parent. As for me, I was seen as the “baby” of the family, sometimes ignored or shielded, depending on the situation. Reflecting on it now, I see how Bowen's idea about sibling positions influencing identity connects with my experience. My brother felt a strong need to take charge and look after us. He's a natural leader, but he can be a bit too strict. In contrast, I focused more on being creative, sensitive, and avoiding conflicts, traits I developed while dealing with the tricky emotions at home.

    Bowen highlighted the importance of differentiating oneself, meaning being able to separate one's thoughts and feelings from those of one's family. For a long time, I found this difficult. I cared for my family, but I didn't want to mirror them. Through therapy and becoming more self-aware, I have learned to differentiate myself, making this one of the most healing experiences in my life.

    **5.**

    After reading the
    _Unfeeling Strategic Therapist_ article and reviewing this week’s materials, I’ve gained a better understanding of the role that strategic therapy plays in a counseling setting. Strategic therapists seem to be very direct and task-focused, almost like they are guiding a mission rather than just listening to feelings. At first, I wasn’t sure how I felt about that approach because it seems a little cold, but after thinking about it more, I realized that some families may need that kind of structure. Especially when a family is in crisis, a more directive counselor can keep things from getting worse and help people move toward actual change.

    One part that stood out to me in the article was how the therapist avoids emotional involvement, not because they don’t care, but because staying neutral allows them to focus on the bigger picture. They use techniques like assigning tasks to family members or giving paradoxical suggestions. These techniques might seem strange on the surface, but they are designed to shake up the family’s normal patterns and help them think in new ways. I can see how that could be helpful when a family is stuck in repeated conflict.

    When it comes to transgenerational therapy, I have always believed that certain traits and behaviors pass down through families. I’ve heard people say, “You act just like your mama,” or “That’s your granddaddy all over again,” and I never thought much of it until now. After learning about this theory, I do think there is something to that idea. Whether it’s biology or just watching and repeating behavior, I believe that family patterns are very real. For example, I’ve noticed how the women in my family tend to take on too much and put their own needs last. I’ve seen this in my mother, my aunt, and even myself. That pattern could be looked at in therapy to help stop it from passing on again.

    The Bowenian approach also makes a lot of sense. Birth order and family position really do seem to affect how we grow up and how we interact with others. I’m the oldest in my family, and I’ve always felt a strong sense of responsibility. It’s interesting to see how that lines up with what Bowen believed. Overall, these theories help paint a fuller picture of how family dynamics work, and I think combining the structure of Strategic Therapy with the depth of Transgenerational and Bowenian approaches could be very powerful in helping families heal.

    **6.**

    There’s definitely something to that phrase, “You act just like your dad.” In my case, I’ve really noticed how much my oldest son is like me. It’s wild sometimes how closely he mirrors my reactions, my way of thinking, even the way I process emotions. It’s made me think a lot about how behaviors and patterns get passed down without realizing it. I’m also the oldest sibling in my family, and I’ve always taken on that responsible, “fix-it” kind of role. Now I see my son doing the same thing, especially when things feel stressful or uncertain. Bowen’s focus on sibling roles makes a lot of sense when you see it playing out in real life.

    I also like the ideas behind Strategic Therapy. It’s less about digging around forever in the past and more about figuring out how to make change happen now, which can be refreshing when people are feeling overwhelmed and stretched thin.

    **7.**

    When we look at the family structure, an initial assessment is always appropriate so that the issues can be establish.  Once this is done then you would need a strategic therapist to fine the root cause of the family break up and focused on problem solving.  Still, the therapist should never resort to possible pointing out "Big I's" and " little Yous".  I feel that they do a great job in getting to the root of the situation.  When me and my son was in therapy, they separated us so that they could get a clearer picture of what was the family problem.  At first, I was not forthcoming with responses to questions, but as the sessions progressed, I was able to let go of some of my feelings that initially made it difficult to response.

         With regards to Bowenian, which is a comprehensive framework for understanding how families function as emotional units, with interconnected members influencing each other's behaviors and relationships across generations.  This concept was developed by Murray Bowen, and it emphasized eight interlocking concepts, included differentiation of self, triangles, and multigenerational transmission, nuclear family emotional system, mutigenerational transmission process, family projection process emotional cutoff, sibling position, and societal regression.  Personally, I believe that birth order plays a significant role in how children see themselves through their parents' eyes and how they see themselves in their own eyes.

         Inconclusion, strategic therapist plays a vital role in helping the family unit identify their problems and how to come to a positive resolution.

  • [Solved] Evidence based policing

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    APA FORMAT WITH CITED REFERENCES.
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  • [Solved] LEGAL AND ETHICAL ISSUES RELATED TO PSYCHIATRIC EMERGENCIES

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    In 2–3 pages, address the following: – Explain Florida state laws for involuntary psychiatric holds for child and adult psychiatric emergencies. Include who can hold a patient and for how long, who can release the emergency hold, and who can pick up the patient after a hold is released. – Explain th…

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    Assignment Prompt & Instructions

    In 2–3 pages, address the following:
    – Explain Florida state laws for involuntary psychiatric holds for child and adult psychiatric emergencies. Include who can hold a patient and for how long, who can release the emergency hold, and who can pick up the patient after a hold is released.
    – Explain the differences among emergency hospitalization for evaluation/psychiatric hold, inpatient commitment, and outpatient commitment in your state.
    – Explain the difference between capacity and competency in mental health contexts.
    – Select one of the following topics, and explain one legal issue and one ethical issue related to this topic that may apply within the context of treating psychiatric emergencies: patient autonomy, EMTALA, confidentiality, HIPAA privacy rule, HIPAA security rule, protected information, legal gun ownership, career obstacles (security clearances/background checks), and payer source.
    – Identify one evidence-based suicide risk assessment that you could use to screen patients.
    – Identify one evidence-based violence risk assessment that you could use to screen patients.