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  • [Solved] RCH 5301 V II

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    – ## ResearchDesignandMethodsRCH5301UnitVDBResponse.docx **## ResearchDesignandMethodsRCH5301UnitVDBResponse.docx** 2 Research Design and Methods RCH 5301 DB V Peer Response **Unit V Assignment** Then, choose a peer(s) response and make a case for using the opposite analytical approach (e.g., If you…

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    – ## ResearchDesignandMethodsRCH5301UnitVDBResponse.docx

    **## ResearchDesignandMethodsRCH5301UnitVDBResponse.docx**

    2

    Research Design and Methods RCH 5301 DB V Peer Response

    **Unit V Assignment**

    Then, choose a peer(s) response and make a case for using the opposite analytical approach (e.g., If your peer(s) advocates using a test of relationships, such as simple regression analysis, to address their dilemma, make a case for using a test of differences, such as the t-test).

    **Peers Post**

    **The dilemma I am going through at work is that roofers aren’t complying with safety protocols. We want to understand which factors relate to non-compliance and, if possible, identify differences between compliant and non-compliant groups. Two non-experimental strategies can help: correlational analysis and causal-comparative analysis. Each has its strengths depending on your research goals and data structure.**

    **Correlational analysis examines the strength and direction of relationships between two or more variables without implying causation.**

    ·
    **Use when you have continuous or ordinal measures (e.g., hours of training, safety-climate score, frequency of toolbox talks) and want to see how they co-vary with compliance rates.**

    ·
    **Pros:**

    ·
    **Identifies key predictors for non-compliance.**

    ·
    **Supports multivariate models (e.g., multiple regression) to control for confounders.**

    ·
    **Cons:**

    ·
    **Cannot establish cause-and-effect.**

    ·
    **Sensitive to outliers and non-linear relationships.**

    **Application: Measure each worker’s compliance score (e.g., % of tasks using fall-arrest systems) alongside potential predictors, then compute Pearson or Spearman correlations and regression coefficients to pinpoint the strongest associations.**

    **Causal-Comparative Analytical Approach**

    **Also known as “ex post facto,” causal-comparative compares naturally occurring groups on outcome variables without researcher manipulation.**

    ·
    **Use when you already have distinct groups (e.g., roofers who comply vs. those who don’t) and you want to compare their mean differences on factors like training hours or safety-culture ratings.**

    ·
    **Pros:**

    ·
    **Simple group comparisons (t-tests, ANOVA) quickly highlight significant differences.**

    ·
    **Useful for profiling non-compliant cohorts.**

    ·
    **Cons:**

    ·
    **Still no true causality—preexisting group differences may bias results.**

    ·
    **Requires clear, reliable group classification.**

    **Application: Divide participants into “compliant” and “non-compliant” based on a threshold, then compare average training frequency or equipment availability scores between the two groups.**

    **If the primary goal is to uncover which factors most closely relate to non-compliance—and to build predictive models—start with a correlational approach. It will help you prioritize interventions by showing which variables carry the strongest statistical ties to unsafe behavior.**

    **If you already have a reliable way to classify roofers into compliance categories and want to profile differences, a causal-comparative approach can quickly reveal which group characteristics stand out.**

    **Reference**

    **Lawrence, F. P. (2023, April 20). Fall protection in roofing [PDF]. Retrieved from** [**https://www.example.com/fall-protection-roofing.pdf**](https://www.example.com/fall-protection-roofing.pdf)

    • Your initial post should be at least 300 words in length.

    • Your initial post should include at least one APA-formatted scholarly, professional, or textbook reference with accompanying in-text citation to support any paraphrased, summarized, or quoted material.

    **## ResearchDesignandMethodsRCH5301UnitVDBResponse.docx**

    2

    Research Design and Methods RCH 5301 DB V Peer Response

    **Unit V Assignment**

    Then, choose a peer(s) response and make a case for using the opposite analytical approach (e.g., If your peer(s) advocates using a test of relationships, such as simple regression analysis, to address their dilemma, make a case for using a test of differences, such as the t-test).

    **Peers Post**

    **The dilemma I am going through at work is that roofers aren’t complying with safety protocols. We want to understand which factors relate to non-compliance and, if possible, identify differences between compliant and non-compliant groups. Two non-experimental strategies can help: correlational analysis and causal-comparative analysis. Each has its strengths depending on your research goals and data structure.**

    **Correlational analysis examines the strength and direction of relationships between two or more variables without implying causation.**

    ·
    **Use when you have continuous or ordinal measures (e.g., hours of training, safety-climate score, frequency of toolbox talks) and want to see how they co-vary with compliance rates.**

    ·
    **Pros:**

    ·
    **Identifies key predictors for non-compliance.**

    ·
    **Supports multivariate models (e.g., multiple regression) to control for confounders.**

    ·
    **Cons:**

    ·
    **Cannot establish cause-and-effect.**

    ·
    **Sensitive to outliers and non-linear relationships.**

    **Application: Measure each worker’s compliance score (e.g., % of tasks using fall-arrest systems) alongside potential predictors, then compute Pearson or Spearman correlations and regression coefficients to pinpoint the strongest associations.**

    **Causal-Comparative Analytical Approach**

    **Also known as “ex post facto,” causal-comparative compares naturally occurring groups on outcome variables without researcher manipulation.**

    ·
    **Use when you already have distinct groups (e.g., roofers who comply vs. those who don’t) and you want to compare their mean differences on factors like training hours or safety-culture ratings.**

    ·
    **Pros:**

    ·
    **Simple group comparisons (t-tests, ANOVA) quickly highlight significant differences.**

    ·
    **Useful for profiling non-compliant cohorts.**

    ·
    **Cons:**

    ·
    **Still no true causality—preexisting group differences may bias results.**

    ·
    **Requires clear, reliable group classification.**

    **Application: Divide participants into “compliant” and “non-compliant” based on a threshold, then compare average training frequency or equipment availability scores between the two groups.**

    **If the primary goal is to uncover which factors most closely relate to non-compliance—and to build predictive models—start with a correlational approach. It will help you prioritize interventions by showing which variables carry the strongest statistical ties to unsafe behavior.**

    **If you already have a reliable way to classify roofers into compliance categories and want to profile differences, a causal-comparative approach can quickly reveal which group characteristics stand out.**

    **Reference**

    **Lawrence, F. P. (2023, April 20). Fall protection in roofing [PDF]. Retrieved from** [**https://www.example.com/fall-protection-roofing.pdf**](https://www.example.com/fall-protection-roofing.pdf)

    • Your initial post should be at least 300 words in length.

    • Your initial post should include at least one APA-formatted scholarly, professional, or textbook reference with accompanying in-text citation to support any paraphrased, summarized, or quoted material.

  • [Solved] Discussion

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  • [Solved] HRM VII CS

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    – ## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx – ## UnitVIStudyGuide.pdf – UnitVIIStudyGuide.pdf **## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx** 2 Human Resources Management Methods HRM 6301 **Unit VII Case Study** The employees at your organization have formed a u…

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    – ## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx

    – ## UnitVIStudyGuide.pdf

    – UnitVIIStudyGuide.pdf

    **## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VII Case Study**

    The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.

    · Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.

    · Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.

    · Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.

    · Finally, propose what might happen if a labor management agreement is not reached by your team and the employee representatives.

    Your case study must be a minimum of three pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.

    Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.

    This
    Sample Case Study, which was created by the CSU Writing Center, shows the formatting expectations for this assignment.

    **## UnitVIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VI

    Upon completion of this unit, students should be able to:

    1. Propose leadership theories that could advance employee motivation.
    1.1 Assess leadership styles and characteristics.
    1.2 Evaluate how motivational theories factor into leading employees.
    1.3 Predict how leadership styles impact employee motivation.

    Required Unit Resources

    In order to access the following resources, click the links below.

    In the following videos, transcripts and closed captioning are available once you access the videos.

    The videos and articles below offer valuable information on leadership styles. Additionally, they provide
    insight on motivational theories and the connection between leadership and motivation of employees.

    Gregg Learning. (2018, January 19). Theories of leadership [Video]. Cielo24.

    https://c24.page/2pqsj7phq8wyws6cxnhgs9jjh5

    tutor2u. (2016, May 18). Leadership styles: Blake Mouton managerial grid [Video]. Cielo24.

    https://c24.page/jz9xam9256dubjpjcd3n2gv7d9

    Read the following articles.

    Rubin, E. N. (2013, September/October). Assessing your leadership style to achieve organizational

    objectives. Global Business and Organizational Excellence, 32(6), 55–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=89989512&site=ehost-live&scope=site

    Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire

    leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public
    Organization Review, 15(4), 531–549.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=110861179&site=ehost-live&scope=site

    UNIT VI STUDY GUIDE

    Leading and Motivating Employees

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE

    Title

    Unit Lesson

    Since you have accepted the director of human resources (HR) position, you understand the importance of
    leadership style and the impact it has on maintaining communication, building morale, motivating employees,
    and more. You also understand that you must first be aware of who you are as a leader, and you must
    become aware of who your employees are as leaders. You realize you need to do some research about
    leadership theories, leadership styles, and their connections to employee motivation.

    The Impact and Importance of Leaders

    The actions, ethics, values, and behaviors of leaders in a position of power have a direct effect on the
    attitudes and behaviors of those they lead. We have read about leaders who have acted in an ethical manner,
    and we have read about leaders, such as Bernie Madoff, whose unethical behavior with a Ponzi scheme cost
    customers their life savings. Shafique and Beh (2017) believe that leaders who do not have leadership skills
    have a negative impact on an organization.

    It is important to remember that there are ethical leaders. Leaders who support the mission and the vision of
    an organization inspire employees to perform at their highest level. While doing your research, you are
    thinking about leaders for whom you have worked. The leaders who had the greatest impact were those who
    did not lead from behind their desks; rather, they led by walking around, which allowed them to connect with
    employees. The leaders were approachable and were able to get to know their employees. This leads to
    increased communication and trust. Every year, Fortune Magazine updates the list of what they deem to be
    the 50 greatest leaders. You start reviewing the list from this year and previous years and find one to two
    leaders who you identify with. You are curious about their leadership styles and relevant leadership theories.

    Leadership Theories

    The 21st-century leadership model has evolved into different leadership models than that of the 20th century.
    In the 1800s, the great man theory evolved, which is the concept that great leaders were born great leaders.
    Theories continued to emerge, such as the trait theory, which is based on the premise that leaders are born
    with certain qualities that will make them effective. Behavioral theories focused on the behaviors of leaders
    while the contingency theories supported the belief that no single way of leading is effective. Situational
    theories focused on different styles of leadership that are effective based on the situation. Leader-follower
    theories focused on the quality of relationships. Transactional theories are characterized by the transaction
    between leaders and followers. Leaders who transform followers through their interactions is the focus of
    transformational leadership theories. Theories continue to emerge, and they include servant leadership and
    authentic leadership. You do your research, and start making the connection between theories and the
    supervisors who work in your organization.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE

    Title

    Assessing Your Supervisors

    Let’s examine what you know about your supervisors.

    Supervisor A (Allen T. Rait) believes that he is an effective leader because of his traits. He
    reports that he is intelligent, he is confident, he is an extrovert, everyone likes him, and he
    is unbelievably trustworthy. He knows that he was born with these traits. This is an
    example of the trait leadership theory.

    Supervisor B (Brooke B. Haven) believes that she is effective because of her behaviors
    and the action that she takes when faced with decisions. She is a good listener and
    encourages employees to do their best. She believes that she can learn to become an
    effective leader. This is an example of the behavioral theory of leadership (Uslu, 2019).
    This reminds you of Blake and Moulton’s managerial grid where the concern for people is
    on the Y-axis and the concern for production is on the X-axis. Visit The Blake Mouton

    Managerial Grid webpage review Blake and Moulton’s framework for thinking about a
    leader’s task versus person orientation.

    Supervisor C (Curtis Contingent) evaluates the situation and matches his leadership style to
    the situation. The style used is based on the relationship between the employee and the
    leader. Contingency theories focus on three areas: the leader’s style, the situation, and the
    style with the situation. Uslu (2019) found that the Fidler contingency theory focuses on the
    leader-follower relationships and the impact it has on the situation.

    Supervisor D (Deryl “The Situation” Davis) knows that one leadership model does not work
    in all situations. Shafique & Beh (2017) report that there is not one best leadership style. At
    times, the supervisor will tell employees what to do or will sell ideas by sharing suggestions
    and encouraging employees to accept the suggestions. The supervisor believes in
    participation by including employees in the decision-making process. The supervisor also,
    when relevant, will delegate decisions to the team. This is an example of the situational
    theory of leadership or, more specifically, the Hershey-Blanchard situational leadership
    theory.

    Supervisor E (Ellie T. Action) likes to direct her employees and believes in the importance
    of rewarding her staff when they complete a task on time. She knows the importance of
    external rewards and the impact on performance. This is why this transactional leader
    continually rewards employees with movie tickets and lunches when projects are
    completed.

    Supervisor F (Fatima T. Formation) believes in the importance of motivating employees and
    appreciating their contributions to the organization. She knows and cares about the
    employees. She is a role model, and she is the type of leader who can increase
    organizational effectiveness and productivity, thus giving the organization a competitive
    advantage. This is an example of a transformational leader. You now know that Bass
    introduced the theory of transformational leadership in 1978 and was further developed by
    Bass in 1985 and Bass and Avolio in 1995 (Shafique & Beh, 2017).This theory continues to
    be relevant in today’s complex environment.

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE

    Title

    Supervisor G (Georgie Sochill) takes a very hands-off approach with employees. The
    supervisor believes that the best approach is letting employees make decisions. This
    supervisor leaves staff alone because he strongly believes that employees know how to do
    their jobs. You are concerned because this department has the lowest productivity. This is
    an example of the laissez-faire leadership theory.

    Supervisor H (Harry B. Servin) considers himself to be a servant leader—one who serves
    others by listening to and understanding employees’ needs. The supervisor believes he is
    there for the employees and wants the employees to do the best that they can. Greenleaf
    (as cited in Heyler & Martin, 2018) believes that servant leaders have 10 qualities that have
    been expanded upon by other researchers. These qualities are listed below.

    • Listening

    • Awareness

    • Healing

    • Conceptualization

    • Persuasiveness

    • Empathy

    • Stewardship

    • Foresight

    • Community-building

    • Developing others

    Supervisor I (Irene B. Genuine) is self-aware, self-regulated, and works to develop
    transparent relationships. The supervisor is genuine and sincere. She encourages positive
    relationships between leaders and employees, resulting in higher employee engagement
    and work satisfaction. This is an example of the authentic leadership theory (Covelli, 2018).

    After assessing the supervisors and reviewing their performance evaluations, you realize that some
    supervisors are more effective at motivating staff than others. This causes you to wonder about motivational
    theories. When developing your compensation plan earlier, you did some research on other theories, such as
    the equity theory, the expectancy theory, and the reinforcement theory. There are so many! You now wonder
    what other motivational theories are really important. Is true leadership a mix of several styles and theories?

    Motivational Theories

    Ferguson (n.d.) posits that without motivation, employees often fail to perform to the best of their abilities. If
    used effectively, leadership and motivational theories enable you to lead employees and the company toward
    success. Knowing this, you dig in and start your review of four motivational theories.

    Maslow’s Hierarchy of Needs. According to this theory, there is a hierarchy of needs where needs must be
    meet in the previous level before moving on to the next. The first level is physiological. An example would be
    having food and water. The second level is safety. This can include not only physical safety but emotional
    safety. The third level is love/belonging. The importance of family and friends cannot be understated. The
    fourth level is esteem, which means there is self-esteem and respect for yourself and others. The final level—
    the tip of the pyramid—is self-actualization. When you reach this level, you fulfil your full potential.

    McClelland’s Theory of Need. In this theory, McClelland believed that people are impacted by the need for
    achievement, the need for power, and the need for affiliation. The need for achievement inspires a person to
    excel based on established standards. The need for power is related to gaining influence over others while
    affiliation is the need to have relationships with others.

    Herzberg Two-Factor Theory. The two-factor theory (also known as Herzberg's motivation-hygiene theory)
    postulates that there are certain factors in the workplace that cause job satisfaction while an entirely different

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE

    Title

    set of factors cause dissatisfaction. For example, hygiene factors are those which are essential for motivation
    in a work environment and, if absent, lead to dissatisfaction. These include factors like pay, working
    conditions, and job security. Motivational factors, also known as satisfiers, are factors that the employees find
    intrinsically rewarding. These include recognition, growth, responsibility and meaningfulness of the work
    performed to the employee.

    McGregor’s Theory X and Theory Y. McGregor’s theory X was based on two assumptions—that people
    value money over security and that employees are motivated by lower-order needs. The foundation of theory
    Y is that employees search for their own self-fulfillment, and as such, organizational goals can be connected
    to personal goals (Ehiobuche, 2013). These are higher-order needs.

    References

    Covelli, B. J. (2018). Training authentic leaders: Research-based application. Global Journal of Management

    and Marketing, 2(1), 28–37.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=133778101&site=ehost-live&scope=site

    Ehiobuche, C. (2013). Reading through motivational theories. International Journal of Research in Commerce

    & Management, 4(11), 23–27.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=119728011&site=ehost-live&scope=site

    Ferguson, G. (n.d.). Key elements of leadership and motivational theory. The Houston Chronicle.

    https://smallbusiness.chron.com/key-elements-leadership-motivational-theory-35182.html

    Heyler, S. G., & Martin, J. A. (2018). Servant leadership theory: Opportunities for additional theoretical

    integration. Journal of Managerial Issues, 30(2), 230–243.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=130373169&site=ehost-live&scope=site

    Shafique, I., & Beh, L.-S. (2017). Shifting organizational leadership perspectives: An overview of leadership

    theories. International Journal of Economic Perspectives, 11(4), 134–143.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=135858980&site=ehost-live&scope=site

    Uslu, O. (2019). A general overview to leadership theories from a critical perspective. Marketing and

    Management of Innovations, 1, 161–172.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=asn&AN=135809769&site=ehost-live&scope=site

    Suggested Unit Resources

    In order to access the following resource, click the link below.

    The following resources offer you additional opportunities to explore the concepts presented in this unit.

    Khorakian, A., & Sharifirad, M. S. (2019). Integrating implicit leadership theories, leader–member exchange,

    self-efficacy, and attachment theory to predict job performance. Psychological Reports, 122(3), 1117–
    1144.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=137002446&site=ehost-live&scope=site

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10355823)

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10355823)

    **## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VII Case Study**

    The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.

    · Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.

    · Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.

    · Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.

    · Finally, propose what might happen if a labor management agreement is not reached by your team and the employee representatives.

    Your case study must be a minimum of three pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.

    Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.

    This
    Sample Case Study, which was created by the CSU Writing Center, shows the formatting expectations for this assignment.

    **## UnitVIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VI

    Upon completion of this unit, students should be able to:

    1. Propose leadership theories that could advance employee motivation.
    1.1 Assess leadership styles and characteristics.
    1.2 Evaluate how motivational theories factor into leading employees.
    1.3 Predict how leadership styles impact employee motivation.

    Required Unit Resources

    In order to access the following resources, click the links below.

    In the following videos, transcripts and closed captioning are available once you access the videos.

    The videos and articles below offer valuable information on leadership styles. Additionally, they provide
    insight on motivational theories and the connection between leadership and motivation of employees.

    Gregg Learning. (2018, January 19). Theories of leadership [Video]. Cielo24.

    https://c24.page/2pqsj7phq8wyws6cxnhgs9jjh5

    tutor2u. (2016, May 18). Leadership styles: Blake Mouton managerial grid [Video]. Cielo24.

    https://c24.page/jz9xam9256dubjpjcd3n2gv7d9

    Read the following articles.

    Rubin, E. N. (2013, September/October). Assessing your leadership style to achieve organizational

    objectives. Global Business and Organizational Excellence, 32(6), 55–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=89989512&site=ehost-live&scope=site

    Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire

    leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public
    Organization Review, 15(4), 531–549.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=110861179&site=ehost-live&scope=site

    UNIT VI STUDY GUIDE

    Leading and Motivating Employees

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE

    Title

    Unit Lesson

    Since you have accepted the director of human resources (HR) position, you understand the importance of
    leadership style and the impact it has on maintaining communication, building morale, motivating employees,
    and more. You also understand that you must first be aware of who you are as a leader, and you must
    become aware of who your employees are as leaders. You realize you need to do some research about
    leadership theories, leadership styles, and their connections to employee motivation.

    The Impact and Importance of Leaders

    The actions, ethics, values, and behaviors of leaders in a position of power have a direct effect on the
    attitudes and behaviors of those they lead. We have read about leaders who have acted in an ethical manner,
    and we have read about leaders, such as Bernie Madoff, whose unethical behavior with a Ponzi scheme cost
    customers their life savings. Shafique and Beh (2017) believe that leaders who do not have leadership skills
    have a negative impact on an organization.

    It is important to remember that there are ethical leaders. Leaders who support the mission and the vision of
    an organization inspire employees to perform at their highest level. While doing your research, you are
    thinking about leaders for whom you have worked. The leaders who had the greatest impact were those who
    did not lead from behind their desks; rather, they led by walking around, which allowed them to connect with
    employees. The leaders were approachable and were able to get to know their employees. This leads to
    increased communication and trust. Every year, Fortune Magazine updates the list of what they deem to be
    the 50 greatest leaders. You start reviewing the list from this year and previous years and find one to two
    leaders who you identify with. You are curious about their leadership styles and relevant leadership theories.

    Leadership Theories

    The 21st-century leadership model has evolved into different leadership models than that of the 20th century.
    In the 1800s, the great man theory evolved, which is the concept that great leaders were born great leaders.
    Theories continued to emerge, such as the trait theory, which is based on the premise that leaders are born
    with certain qualities that will make them effective. Behavioral theories focused on the behaviors of leaders
    while the contingency theories supported the belief that no single way of leading is effective. Situational
    theories focused on different styles of leadership that are effective based on the situation. Leader-follower
    theories focused on the quality of relationships. Transactional theories are characterized by the transaction
    between leaders and followers. Leaders who transform followers through their interactions is the focus of
    transformational leadership theories. Theories continue to emerge, and they include servant leadership and
    authentic leadership. You do your research, and start making the connection between theories and the
    supervisors who work in your organization.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE

    Title

    Assessing Your Supervisors

    Let’s examine what you know about your supervisors.

    Supervisor A (Allen T. Rait) believes that he is an effective leader because of his traits. He
    reports that he is intelligent, he is confident, he is an extrovert, everyone likes him, and he
    is unbelievably trustworthy. He knows that he was born with these traits. This is an
    example of the trait leadership theory.

    Supervisor B (Brooke B. Haven) believes that she is effective because of her behaviors
    and the action that she takes when faced with decisions. She is a good listener and
    encourages employees to do their best. She believes that she can learn to become an
    effective leader. This is an example of the behavioral theory of leadership (Uslu, 2019).
    This reminds you of Blake and Moulton’s managerial grid where the concern for people is
    on the Y-axis and the concern for production is on the X-axis. Visit The Blake Mouton

    Managerial Grid webpage review Blake and Moulton’s framework for thinking about a
    leader’s task versus person orientation.

    Supervisor C (Curtis Contingent) evaluates the situation and matches his leadership style to
    the situation. The style used is based on the relationship between the employee and the
    leader. Contingency theories focus on three areas: the leader’s style, the situation, and the
    style with the situation. Uslu (2019) found that the Fidler contingency theory focuses on the
    leader-follower relationships and the impact it has on the situation.

    Supervisor D (Deryl “The Situation” Davis) knows that one leadership model does not work
    in all situations. Shafique & Beh (2017) report that there is not one best leadership style. At
    times, the supervisor will tell employees what to do or will sell ideas by sharing suggestions
    and encouraging employees to accept the suggestions. The supervisor believes in
    participation by including employees in the decision-making process. The supervisor also,
    when relevant, will delegate decisions to the team. This is an example of the situational
    theory of leadership or, more specifically, the Hershey-Blanchard situational leadership
    theory.

    Supervisor E (Ellie T. Action) likes to direct her employees and believes in the importance
    of rewarding her staff when they complete a task on time. She knows the importance of
    external rewards and the impact on performance. This is why this transactional leader
    continually rewards employees with movie tickets and lunches when projects are
    completed.

    Supervisor F (Fatima T. Formation) believes in the importance of motivating employees and
    appreciating their contributions to the organization. She knows and cares about the
    employees. She is a role model, and she is the type of leader who can increase
    organizational effectiveness and productivity, thus giving the organization a competitive
    advantage. This is an example of a transformational leader. You now know that Bass
    introduced the theory of transformational leadership in 1978 and was further developed by
    Bass in 1985 and Bass and Avolio in 1995 (Shafique & Beh, 2017).This theory continues to
    be relevant in today’s complex environment.

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE

    Title

    Supervisor G (Georgie Sochill) takes a very hands-off approach with employees. The
    supervisor believes that the best approach is letting employees make decisions. This
    supervisor leaves staff alone because he strongly believes that employees know how to do
    their jobs. You are concerned because this department has the lowest productivity. This is
    an example of the laissez-faire leadership theory.

    Supervisor H (Harry B. Servin) considers himself to be a servant leader—one who serves
    others by listening to and understanding employees’ needs. The supervisor believes he is
    there for the employees and wants the employees to do the best that they can. Greenleaf
    (as cited in Heyler & Martin, 2018) believes that servant leaders have 10 qualities that have
    been expanded upon by other researchers. These qualities are listed below.

    • Listening

    • Awareness

    • Healing

    • Conceptualization

    • Persuasiveness

    • Empathy

    • Stewardship

    • Foresight

    • Community-building

    • Developing others

    Supervisor I (Irene B. Genuine) is self-aware, self-regulated, and works to develop
    transparent relationships. The supervisor is genuine and sincere. She encourages positive
    relationships between leaders and employees, resulting in higher employee engagement
    and work satisfaction. This is an example of the authentic leadership theory (Covelli, 2018).

    After assessing the supervisors and reviewing their performance evaluations, you realize that some
    supervisors are more effective at motivating staff than others. This causes you to wonder about motivational
    theories. When developing your compensation plan earlier, you did some research on other theories, such as
    the equity theory, the expectancy theory, and the reinforcement theory. There are so many! You now wonder
    what other motivational theories are really important. Is true leadership a mix of several styles and theories?

    Motivational Theories

    Ferguson (n.d.) posits that without motivation, employees often fail to perform to the best of their abilities. If
    used effectively, leadership and motivational theories enable you to lead employees and the company toward
    success. Knowing this, you dig in and start your review of four motivational theories.

    Maslow’s Hierarchy of Needs. According to this theory, there is a hierarchy of needs where needs must be
    meet in the previous level before moving on to the next. The first level is physiological. An example would be
    having food and water. The second level is safety. This can include not only physical safety but emotional
    safety. The third level is love/belonging. The importance of family and friends cannot be understated. The
    fourth level is esteem, which means there is self-esteem and respect for yourself and others. The final level—
    the tip of the pyramid—is self-actualization. When you reach this level, you fulfil your full potential.

    McClelland’s Theory of Need. In this theory, McClelland believed that people are impacted by the need for
    achievement, the need for power, and the need for affiliation. The need for achievement inspires a person to
    excel based on established standards. The need for power is related to gaining influence over others while
    affiliation is the need to have relationships with others.

    Herzberg Two-Factor Theory. The two-factor theory (also known as Herzberg's motivation-hygiene theory)
    postulates that there are certain factors in the workplace that cause job satisfaction while an entirely different

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE

    Title

    set of factors cause dissatisfaction. For example, hygiene factors are those which are essential for motivation
    in a work environment and, if absent, lead to dissatisfaction. These include factors like pay, working
    conditions, and job security. Motivational factors, also known as satisfiers, are factors that the employees find
    intrinsically rewarding. These include recognition, growth, responsibility and meaningfulness of the work
    performed to the employee.

    McGregor’s Theory X and Theory Y. McGregor’s theory X was based on two assumptions—that people
    value money over security and that employees are motivated by lower-order needs. The foundation of theory
    Y is that employees search for their own self-fulfillment, and as such, organizational goals can be connected
    to personal goals (Ehiobuche, 2013). These are higher-order needs.

    References

    Covelli, B. J. (2018). Training authentic leaders: Research-based application. Global Journal of Management

    and Marketing, 2(1), 28–37.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=133778101&site=ehost-live&scope=site

    Ehiobuche, C. (2013). Reading through motivational theories. International Journal of Research in Commerce

    & Management, 4(11), 23–27.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=119728011&site=ehost-live&scope=site

    Ferguson, G. (n.d.). Key elements of leadership and motivational theory. The Houston Chronicle.

    https://smallbusiness.chron.com/key-elements-leadership-motivational-theory-35182.html

    Heyler, S. G., & Martin, J. A. (2018). Servant leadership theory: Opportunities for additional theoretical

    integration. Journal of Managerial Issues, 30(2), 230–243.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=130373169&site=ehost-live&scope=site

    Shafique, I., & Beh, L.-S. (2017). Shifting organizational leadership perspectives: An overview of leadership

    theories. International Journal of Economic Perspectives, 11(4), 134–143.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=135858980&site=ehost-live&scope=site

    Uslu, O. (2019). A general overview to leadership theories from a critical perspective. Marketing and

    Management of Innovations, 1, 161–172.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=asn&AN=135809769&site=ehost-live&scope=site

    Suggested Unit Resources

    In order to access the following resource, click the link below.

    The following resources offer you additional opportunities to explore the concepts presented in this unit.

    Khorakian, A., & Sharifirad, M. S. (2019). Integrating implicit leadership theories, leader–member exchange,

    self-efficacy, and attachment theory to predict job performance. Psychological Reports, 122(3), 1117–
    1144.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=137002446&site=ehost-live&scope=site

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10355823)

    **## HumanManagementResourceMethodsHRM6301UnitVIICaseStudy.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VII Case Study**

    The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.

    · Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.

    · Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.

    · Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.

    · Finally, propose what might happen if a labor management agreement is not reached by your team and the employee representatives.

    Your case study must be a minimum of three pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.

    Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.

    This
    Sample Case Study, which was created by the CSU Writing Center, shows the formatting expectations for this assignment.

    **## UnitVIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VI

    Upon completion of this unit, students should be able to:

    1. Propose leadership theories that could advance employee motivation.
    1.1 Assess leadership styles and characteristics.
    1.2 Evaluate how motivational theories factor into leading employees.
    1.3 Predict how leadership styles impact employee motivation.

    Required Unit Resources

    In order to access the following resources, click the links below.

    In the following videos, transcripts and closed captioning are available once you access the videos.

    The videos and articles below offer valuable information on leadership styles. Additionally, they provide
    insight on motivational theories and the connection between leadership and motivation of employees.

    Gregg Learning. (2018, January 19). Theories of leadership [Video]. Cielo24.

    https://c24.page/2pqsj7phq8wyws6cxnhgs9jjh5

    tutor2u. (2016, May 18). Leadership styles: Blake Mouton managerial grid [Video]. Cielo24.

    https://c24.page/jz9xam9256dubjpjcd3n2gv7d9

    Read the following articles.

    Rubin, E. N. (2013, September/October). Assessing your leadership style to achieve organizational

    objectives. Global Business and Organizational Excellence, 32(6), 55–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=89989512&site=ehost-live&scope=site

    Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire

    leadership styles on motivation: A quantitative study of banking employees in Pakistan. Public
    Organization Review, 15(4), 531–549.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=110861179&site=ehost-live&scope=site

    UNIT VI STUDY GUIDE

    Leading and Motivating Employees

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE

    Title

    Unit Lesson

    Since you have accepted the director of human resources (HR) position, you understand the importance of
    leadership style and the impact it has on maintaining communication, building morale, motivating employees,
    and more. You also understand that you must first be aware of who you are as a leader, and you must
    become aware of who your employees are as leaders. You realize you need to do some research about
    leadership theories, leadership styles, and their connections to employee motivation.

    The Impact and Importance of Leaders

    The actions, ethics, values, and behaviors of leaders in a position of power have a direct effect on the
    attitudes and behaviors of those they lead. We have read about leaders who have acted in an ethical manner,
    and we have read about leaders, such as Bernie Madoff, whose unethical behavior with a Ponzi scheme cost
    customers their life savings. Shafique and Beh (2017) believe that leaders who do not have leadership skills
    have a negative impact on an organization.

    It is important to remember that there are ethical leaders. Leaders who support the mission and the vision of
    an organization inspire employees to perform at their highest level. While doing your research, you are
    thinking about leaders for whom you have worked. The leaders who had the greatest impact were those who
    did not lead from behind their desks; rather, they led by walking around, which allowed them to connect with
    employees. The leaders were approachable and were able to get to know their employees. This leads to
    increased communication and trust. Every year, Fortune Magazine updates the list of what they deem to be
    the 50 greatest leaders. You start reviewing the list from this year and previous years and find one to two
    leaders who you identify with. You are curious about their leadership styles and relevant leadership theories.

    Leadership Theories

    The 21st-century leadership model has evolved into different leadership models than that of the 20th century.
    In the 1800s, the great man theory evolved, which is the concept that great leaders were born great leaders.
    Theories continued to emerge, such as the trait theory, which is based on the premise that leaders are born
    with certain qualities that will make them effective. Behavioral theories focused on the behaviors of leaders
    while the contingency theories supported the belief that no single way of leading is effective. Situational
    theories focused on different styles of leadership that are effective based on the situation. Leader-follower
    theories focused on the quality of relationships. Transactional theories are characterized by the transaction
    between leaders and followers. Leaders who transform followers through their interactions is the focus of
    transformational leadership theories. Theories continue to emerge, and they include servant leadership and
    authentic leadership. You do your research, and start making the connection between theories and the
    supervisors who work in your organization.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE

    Title

    Assessing Your Supervisors

    Let’s examine what you know about your supervisors.

    Supervisor A (Allen T. Rait) believes that he is an effective leader because of his traits. He
    reports that he is intelligent, he is confident, he is an extrovert, everyone likes him, and he
    is unbelievably trustworthy. He knows that he was born with these traits. This is an
    example of the trait leadership theory.

    Supervisor B (Brooke B. Haven) believes that she is effective because of her behaviors
    and the action that she takes when faced with decisions. She is a good listener and
    encourages employees to do their best. She believes that she can learn to become an
    effective leader. This is an example of the behavioral theory of leadership (Uslu, 2019).
    This reminds you of Blake and Moulton’s managerial grid where the concern for people is
    on the Y-axis and the concern for production is on the X-axis. Visit The Blake Mouton

    Managerial Grid webpage review Blake and Moulton’s framework for thinking about a
    leader’s task versus person orientation.

    Supervisor C (Curtis Contingent) evaluates the situation and matches his leadership style to
    the situation. The style used is based on the relationship between the employee and the
    leader. Contingency theories focus on three areas: the leader’s style, the situation, and the
    style with the situation. Uslu (2019) found that the Fidler contingency theory focuses on the
    leader-follower relationships and the impact it has on the situation.

    Supervisor D (Deryl “The Situation” Davis) knows that one leadership model does not work
    in all situations. Shafique & Beh (2017) report that there is not one best leadership style. At
    times, the supervisor will tell employees what to do or will sell ideas by sharing suggestions
    and encouraging employees to accept the suggestions. The supervisor believes in
    participation by including employees in the decision-making process. The supervisor also,
    when relevant, will delegate decisions to the team. This is an example of the situational
    theory of leadership or, more specifically, the Hershey-Blanchard situational leadership
    theory.

    Supervisor E (Ellie T. Action) likes to direct her employees and believes in the importance
    of rewarding her staff when they complete a task on time. She knows the importance of
    external rewards and the impact on performance. This is why this transactional leader
    continually rewards employees with movie tickets and lunches when projects are
    completed.

    Supervisor F (Fatima T. Formation) believes in the importance of motivating employees and
    appreciating their contributions to the organization. She knows and cares about the
    employees. She is a role model, and she is the type of leader who can increase
    organizational effectiveness and productivity, thus giving the organization a competitive
    advantage. This is an example of a transformational leader. You now know that Bass
    introduced the theory of transformational leadership in 1978 and was further developed by
    Bass in 1985 and Bass and Avolio in 1995 (Shafique & Beh, 2017).This theory continues to
    be relevant in today’s complex environment.

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE

    Title

    Supervisor G (Georgie Sochill) takes a very hands-off approach with employees. The
    supervisor believes that the best approach is letting employees make decisions. This
    supervisor leaves staff alone because he strongly believes that employees know how to do
    their jobs. You are concerned because this department has the lowest productivity. This is
    an example of the laissez-faire leadership theory.

    Supervisor H (Harry B. Servin) considers himself to be a servant leader—one who serves
    others by listening to and understanding employees’ needs. The supervisor believes he is
    there for the employees and wants the employees to do the best that they can. Greenleaf
    (as cited in Heyler & Martin, 2018) believes that servant leaders have 10 qualities that have
    been expanded upon by other researchers. These qualities are listed below.

    • Listening

    • Awareness

    • Healing

    • Conceptualization

    • Persuasiveness

    • Empathy

    • Stewardship

    • Foresight

    • Community-building

    • Developing others

    Supervisor I (Irene B. Genuine) is self-aware, self-regulated, and works to develop
    transparent relationships. The supervisor is genuine and sincere. She encourages positive
    relationships between leaders and employees, resulting in higher employee engagement
    and work satisfaction. This is an example of the authentic leadership theory (Covelli, 2018).

    After assessing the supervisors and reviewing their performance evaluations, you realize that some
    supervisors are more effective at motivating staff than others. This causes you to wonder about motivational
    theories. When developing your compensation plan earlier, you did some research on other theories, such as
    the equity theory, the expectancy theory, and the reinforcement theory. There are so many! You now wonder
    what other motivational theories are really important. Is true leadership a mix of several styles and theories?

    Motivational Theories

    Ferguson (n.d.) posits that without motivation, employees often fail to perform to the best of their abilities. If
    used effectively, leadership and motivational theories enable you to lead employees and the company toward
    success. Knowing this, you dig in and start your review of four motivational theories.

    Maslow’s Hierarchy of Needs. According to this theory, there is a hierarchy of needs where needs must be
    meet in the previous level before moving on to the next. The first level is physiological. An example would be
    having food and water. The second level is safety. This can include not only physical safety but emotional
    safety. The third level is love/belonging. The importance of family and friends cannot be understated. The
    fourth level is esteem, which means there is self-esteem and respect for yourself and others. The final level—
    the tip of the pyramid—is self-actualization. When you reach this level, you fulfil your full potential.

    McClelland’s Theory of Need. In this theory, McClelland believed that people are impacted by the need for
    achievement, the need for power, and the need for affiliation. The need for achievement inspires a person to
    excel based on established standards. The need for power is related to gaining influence over others while
    affiliation is the need to have relationships with others.

    Herzberg Two-Factor Theory. The two-factor theory (also known as Herzberg's motivation-hygiene theory)
    postulates that there are certain factors in the workplace that cause job satisfaction while an entirely different

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE

    Title

    set of factors cause dissatisfaction. For example, hygiene factors are those which are essential for motivation
    in a work environment and, if absent, lead to dissatisfaction. These include factors like pay, working
    conditions, and job security. Motivational factors, also known as satisfiers, are factors that the employees find
    intrinsically rewarding. These include recognition, growth, responsibility and meaningfulness of the work
    performed to the employee.

    McGregor’s Theory X and Theory Y. McGregor’s theory X was based on two assumptions—that people
    value money over security and that employees are motivated by lower-order needs. The foundation of theory
    Y is that employees search for their own self-fulfillment, and as such, organizational goals can be connected
    to personal goals (Ehiobuche, 2013). These are higher-order needs.

    References

    Covelli, B. J. (2018). Training authentic leaders: Research-based application. Global Journal of Management

    and Marketing, 2(1), 28–37.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=133778101&site=ehost-live&scope=site

    Ehiobuche, C. (2013). Reading through motivational theories. International Journal of Research in Commerce

    & Management, 4(11), 23–27.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=119728011&site=ehost-live&scope=site

    Ferguson, G. (n.d.). Key elements of leadership and motivational theory. The Houston Chronicle.

    https://smallbusiness.chron.com/key-elements-leadership-motivational-theory-35182.html

    Heyler, S. G., & Martin, J. A. (2018). Servant leadership theory: Opportunities for additional theoretical

    integration. Journal of Managerial Issues, 30(2), 230–243.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=130373169&site=ehost-live&scope=site

    Shafique, I., & Beh, L.-S. (2017). Shifting organizational leadership perspectives: An overview of leadership

    theories. International Journal of Economic Perspectives, 11(4), 134–143.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=135858980&site=ehost-live&scope=site

    Uslu, O. (2019). A general overview to leadership theories from a critical perspective. Marketing and

    Management of Innovations, 1, 161–172.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=asn&AN=135809769&site=ehost-live&scope=site

    Suggested Unit Resources

    In order to access the following resource, click the link below.

    The following resources offer you additional opportunities to explore the concepts presented in this unit.

    Khorakian, A., & Sharifirad, M. S. (2019). Integrating implicit leadership theories, leader–member exchange,

    self-efficacy, and attachment theory to predict job performance. Psychological Reports, 122(3), 1117–
    1144.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=137002446&site=ehost-live&scope=site

    **UnitVIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitviistudyguide-pdf-10355823)

    – 1
    – 2
    – 3

  • [Solved] Nursing Homework week 4, Promotion

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    Your posts should be a substantial (500 words minimum), supported with scholarly evidence from your research and/or the Learning Resources, and properly cited using APA Style. Personal anecdotes are acceptable as part of a meaningful post but cannot stand alone as the entire post.
    \
    THEDNPwk3.docx](https://www.sweetstudy.com/files/thednpwk3-docx "THEDNPwk3.docx")
    \
    Essentials-2021wk3.pdf](https://www.sweetstudy.com/files/essentials-2021wk3-pdf "Essentials-2021wk3.pdf")
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    TheroleofDoctorofNursingPractice-preparednursesinpracticesettings-ScienceDirect.html](https://www.sweetstudy.com/files/theroleofdoctorofnursingpractice-preparednursesinpracticesettings-sciencedirect-html "TheroleofDoctorofNursingPractice-preparednursesinpracticesettings-ScienceDirect.html")

  • [Solved] Nursing Mod 4 Assignment PICOT

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    PLEASE SEE ATTACHMENT FOR ASSIGNMENT DETAILS. BELOW IS THE PROMPT TO USE. The current research problem related to advanced practice nursing that I have selected is burnout amongst nurse practitioners in primary care and how it affects patient outcomes and care. This is a problem in the advanced prac…

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    PLEASE SEE ATTACHMENT FOR ASSIGNMENT DETAILS. BELOW IS THE PROMPT TO USE.
    The current research problem related to advanced practice nursing that I have selected is burnout amongst nurse practitioners in primary care and how it affects patient outcomes and care. This is a problem in the advanced practice nursing field because nurse practitioners becoming burnt out in their work leads to an increase in turnover, which also compromises the quality of care being provided within our healthcare system. It is essential to implement interventions that address the burnout amongs nurse practitioners in the primary care setting.
    \
    Screenshot2025-07-21at10.44.52AM.png](https://www.sweetstudy.com/files/screenshot2025-07-21at10-44-52am-png "Screenshot2025-07-21at10.44.52AM.png")
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  • [Solved] A Blog post, not to exceed 1,500–2,000 words, written for a PMHNP provider audience to post in the Discussion area.

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    – Identify the substance or addiction with a discussion on pertinent diagnostic criteria for the use disorder. – Identify the street names of the substance for the use disorder.

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    – Identify the substance or addiction with a discussion on pertinent diagnostic criteria for the use disorder.
    – Identify the street names of the substance for the use disorder.

  • [Solved] Literature REVIEW

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    – ## LiteraturereviewPSY7.docx – 301ExamplePaper2LiteratureReviewedit.pdf **## LiteraturereviewPSY7.docx** 4 **Literature Review** **_Brief Overview of Unit 7 Literature Review Assignment:_** Take the information you outlined in your annotated bibliography and expand your thinking into a fuller lite…

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    – ## LiteraturereviewPSY7.docx

    – 301ExamplePaper2LiteratureReviewedit.pdf

    **## LiteraturereviewPSY7.docx**

    4

    **Literature Review**

    **_Brief Overview of Unit 7 Literature Review Assignment:_** Take the information you outlined in your annotated bibliography and expand your thinking into a fuller literature review on your topic. Essentially, you will be adding some context to your Unit 3 work in the form of an introduction and conclusion, fleshing out some of the thinking you’ve already done in your annotated bibliography (adding in more critical thinking/insights, and supportive references), transition between these sections, and get practice constructing a full paper in APA format.

    The instructions for this assignment walk you through this process step-by-step, teaching you how to write a report of this nature (and giving you an example paper to orient you) before asking you to try it yourself. This assignment will end up hitting the 5+-full page mark (with title page and references, 7+ pages), of which you’ve already written a great deal (carried over from your Unit 3 annotations).

    You will leave this assignment confident in your ability to discern the take home messages from a scientific study, as well as in your own research skills, critical thinking ability, and aptitude for supporting a strong, meaningful thesis in a carefully crafted paper – skills that will carry you forward in the rest of your academic journey.

    **_Detailed Instructions for Unit 7 Literature Review Assignment:_** In Unit 3, you jumpstarted your final project for this course by selecting a topic, developing a thesis statement, finding and reading three articles relevant to your thesis, and annotating those articles – thinking critically about how those sources tie into your thesis. You’ll be pleased to know that you’ve already done a lot of the work! Now it’s about putting your research in context – establishing importance, in-text citing, fleshing out and transitioning between your article summaries, and wrapping up with a conclusion that packs a punch.

    Here is the process for creating your final written project – a brief literature review where you make a strong argument for your thesis, establish its significance, and end with an impactful conclusion.

    **Writing Your Literature Review**

    Step 1: Read your Unit 3 Assignment again to refamiliarize yourself with your thesis and your research.

    Step 2: Make any edits/revisions your instructor provided you in their feedback to strengthen your work (if you haven’t already).

    Step 3: Write an introduction to your piece, ending with your thesis statement or a variation on it. The purpose of the introduction is to set the stage and get the reader interested in your topic by highlighting its importance and relevance to the field of psychology. An introduction answers these questions (below); you can use these questions to guide your writing process. You don’t have to literally answer these questions in an obvious way – this should read like a cohesive introduction and not a list of answers-to-questions. But after you’ve written your intro, circle back and read it through the eyes of your audience and make sure these questions are covered.

    a.

    · What is the research topic?

    b.

    · Why is this topic important or relevant?

    c.

    · What is the scope of the literature review?

    d.

    · What is the objective of this literature review?

    See the EXAMPLE UPLOAD for an example of how an introduction might come together and how it answers the above questions in a cohesive, well-organized way. This introduction will hit the 250-word mark, going over a little is fine. It may include new sources (citations and references) that you need to justify any claims you make in your introduction. In other words, it is likely that this paper will, at the end of the day, have more than three sources (more than the three you reviewed for your Unit 3 assignment), but these resources are used differently. You don’t review them in detail, they are just brought in to justify any other claims you make throughout the paper. The EXAMPLE UPLOAD will demonstrate this.

    From this point forward, you’ll see a lot of references to APA 7 Format. Click for information
    [on general APA document formatting](https://libguides.umgc.edu/apa-document-formatting),
    [citing and referencing in APA format](https://libguides.umgc.edu/c.php?g=1003870&p=7270651), and
    [serration (subject headings).](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/apa_headings_and_seriation.html)

    Step 4: Start the body of your work by creating a subject heading (follow APA 7 guidelines for formatting) that describes the topic of the first article you are reviewing. So, for example, in our EXAMPLE UPLOAD, the subject is “Structural Brain Changes in Schizophrenia on MRI.” Notice that this subject heading is not the title of the article. Rather, it is a descriptive phrase that characterizes it.

    Then, under that subject heading, bring over (via copy and paste) your annotation for your first article. You will want to segue into this summary, expand your thinking in your “how this ties into my thesis” section, and segue to the next article, but you’ll find that most of your work is done here. Don’t rest on that, though, make sure your summary here reads like a part of a larger work and not a stand-alone annotation. But, in general, you’ll find that you’ve already done most of the work/thinking here. You are just bookending it with segues, fleshing it out some, and expanding your thesis tie-in thoughts a bit. This may involve you bringing in other sources to justify any additional points you make.

    Remember to cite your sources in this section in APA 7 format. The EXAMPLE UPLOAD will guide you here.

    Step 5: Repeat Step 4 but with a new subject heading (APA 7 Format) for your second article. Do the same thing here as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary,” and flesh out your critical thinking/thesis tie-in section).

    Step 6: Another repeat of Step 4, but with a new subject heading (APA 7 Format) for your third article. Do the same thing with this on as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary”, and flesh out your critical thinking/thesis tie-in section). It is likely that you reserved your article that challenges your thesis for this third section. Make sure to discuss this angle and how it fits into your thinking on the topic as this is a required part of this assignment (and of your learning – here, we are practicing mindful awareness of confirmation bias and showing our reader we have made an effort to consider things from all angles).

    Step 7: Read your introduction and body in preparation for composing a compelling conclusion. The conclusion does the job of reviewing the take home messages, reinforcing the importance of the topic as well as your thesis statement, and offering suggestions or thoughts about where things are trending and where researchers should focus in the future. The conclusion should hit the 250-word mark. Going over a little is fine. To help guide you, here are some questions the conclusion should answer (below). Remember, do not literally answer these question-and-answer style in your conclusion, but just to say that when someone reads this section of your work, they should have answers to these questions:

    · Based on your review, what are the main findings? Tie this into your thesis statement somehow.

    · What gaps or limitations still exist in the literature as it pertains specifically to this topic?

    · What recommendations can be made for future research in this area?

    · What is the overall significance of this topic? (A
    _packs-a-punch_ ending here!)

    Also remember that you may be bringing in additional sources to justify any claims you make in your conclusion. This is in addition to the three references you are reviewing in detail for this paper (although you probably aren’t going into a ton of detail with these new sources – the are just here to justify any specific point or statistic you are bringing into your conclusion).

    Step 8: On the last page (on its own page, per APA format), create your reference section. Make sure to follow APA 7 formatting guidelines. The Example Paper will guide you here. Remember, you will likely have more than three references; you’ll also have some sources that you use to justify any claims you make throughout the introduction, conclusion, or body that you needed. The minimum number of references required for this paper has been set to 5 – three of them you already have.

    Step 9: Finishing up! Create a title page in APA 7 format. Some APA formatting templates often have an abstract included.
    **You are not required to include an abstract for this assignment.** So, you can skip this step. APA 7 formatting does include page numbers, so you will want to add these.
    **No running head is required.**

    Step 10: Proofread your work several times (to yourself and out loud). Have a friend of family member read it with a fresh pair of eyes, checking for grammatical/mechanical errors. Or, you can have your favorite dictation software read it to you (sometimes listening to a work helps us identify things that could be said more clearly). Make any changes and tah-dah! You are finished.

    Here is an outline that will help you format your paper.

    I. Title Page (on its own page)

    II. Introduction (starts on page 2)
    (Remember – per APA formatting we do not label the introduction. Just start writing, do not use the subject heading “introduction”)

    III. Body

    I. Article 1 from Annotated Bibliography

    II. Article 2 from Annotated Bibliography

    III. Article 3 from Annotated Bibliography (presents challenge/contrasting view)

    IV. Conclusion

    V. Reference Page (on its own page)

    See attachment for EXAMPLE PAPER UPLOAD

    Tips for Success:

    1.
    **Re-Read Your Annotated Bibliography and Incorporate Edits.** It may have been some time since you looked at your Unit 3 Annotated Bibliography. Pull it back out and read it again to reconnect yourself with your topic and thesis. If your instructor provided you with feedback, incorporate those edits before moving on to writing your paper. This process will break the ice and get you rolling on your literature review.

    2.
    **Read instructions carefully.** The above instructions are intended as much more than a list of “expectations”. The instructions represent a teaching moment, leading you – step by step – through the process of writing a literature review. You will leave this class confident in your ability to write similar papers in your future courses. The job of the instructions and your instructor is to teach you this process. Your job is to authentically engage in it, doing your best to work the steps and learn the method so that you can leave confident and ready to tackle such projects in the future. The output here is a demonstration of your willingness to try and learn. Use this as an opportunity to showcase your interest in developing yourself from a student and into a scholar!

    3.
    **Read the guidance about use of Generative AI/ChatGPT-style platforms below.** This will clarify for you what is deemed inappropriate use/overreliance on these platforms for producing your content and discusses why content generated by these platforms will not yield a high quality paper.  It is your authentic engagement with learning this activity that is being assessed, and engagement is not evidenced in AI-speak.

    4.
    **Read the EXAMPLE PAPER UPLOAD** An example paper is intentionally provided as another teaching moment, one that helps you “see” what this project looks like. Reading it will likely answer a lot of questions and give you confidence to move forward.

    5.
    **Read the Rubric.** The
    [Literature Review Rubric](https://leocontent.umgc.edu/content/dam/permalink/55301c39-db1e-4fbd-8aa5-e62f876bcf06.html) will guide your thinking and help you feel confident when turning your paper in (ask yourself “does my piece quality as exemplary? Strong?”). It serves to reinforce the points illustrated in the example paper.

    6.
    **Keep track of references.** As you are writing your piece, you will likely go to the web, Google.com/scholar to find sources to back up some of the smaller claims you make (i.e., statistics you share, etc.). Copy and paste those URLs somewhere so that you can collect them. Often, we use a source, cite it in our paper and then when we go to write our reference section, we forgot where we found that source. Pasting the URLs somewhere will prevent you from losing your sources before you can circle back to crafting your reference section.

    7.
    **Get an early start.** There are ten steps to this project. You might think of this as ten circumscribed “work sessions.” Schedule those sessions throughout the days or weeks prior to the due date so that you aren’t working all ten in the same day. This early start will increase your confidence and provide time for asking questions. Speaking of…

    8.
    **Ask questions!** Don’t let questions go unanswered
    **Use of Generative AI (ChatGPT) Technology**

    Generative AI programs like ChatGPT can produce content that, on the surface, looks like a good effort on a literature review. However, because the goal of this assignment is less about the output and much more about the process, Generative AI platforms won’t capture this vital learning moment. This assignment will showcase your interest in the topic and engagement in the writing process, and this is something AI databanks simply cannot do, well or authentically, anyway.

    And, because this paper focuses on a central thesis, AI databanks do not have the insights necessary to provide the attention to nuance, critical thinking, and authentic point-of-view needed to do well on this assignment. It will offer vague connections and overgeneralized commentary, but not the level of specificity and authenticity we are looking for here. So, in this instance, over-reliance on AI generative tools will not satisfy this assignment.

    You can certainly use ChatGPT and other Generative AI software to ask general questions on the writing process (i.e. “How do you make a compelling argument in a conclusion section?” or “What is a good synonym for the word “scientific?” or “How do you cite a source when there is no author listed?”), but in your writing – the content you submit, or the output – you must speak from the point of view of the scholar of psychology that you are, and bring in points that authentically represent your effort at honing your research skills and acumen.

    In other words, the written, submitted text must be exclusively your own. It is this concerted effort and authenticity that is being evaluated, not absolute perfection. This assignment was intentionally crafted to help you perform your best, and you should be confident in your ability to do so!

    **Writing Format and Guidelines**

    · With the APA-formatted title and reference section included, this paper will reach the full 7-page mark at least (1 title page, 5 full pages of content, 1 reference page).  Going over some is fine (i.e., +2 pages of content, +1 page of references). See the EXAMPLE UPLOAD which gives you a sense of the scope/length of this work). Focus more on executing the assignment and engaging in the process of learning how to do a literature review; the length will be a natural byproduct of your effort.

    · Typed in an APA-accepted font and font size

    · sans serif fonts such as 11-point Calibri, 11-point Arial, or 12-point Times New Roman

    · Double-spaced with one-inch margins and page numbers in the upper right-hand corner.

    · In other words, follow APA 7, with no abstract required. If you do want to write an abstract for practice, you can, but this will be an additional page (your paper will end up being 8 full pages, minimum).

    · Submitted as a Word document

    · 5-7 scholarly, academic resources are required, three of which are those sources from your annotated bibliography (so you need two more additional). If you go over this, it is fine.

    **301ExamplePaper2LiteratureReviewedit.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/301examplepaper2literaturereviewedit-pdf-10355785)

    **301ExamplePaper2LiteratureReviewedit.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/301examplepaper2literaturereviewedit-pdf-10355785)

    **## LiteraturereviewPSY7.docx**

    4

    **Literature Review**

    **_Brief Overview of Unit 7 Literature Review Assignment:_** Take the information you outlined in your annotated bibliography and expand your thinking into a fuller literature review on your topic. Essentially, you will be adding some context to your Unit 3 work in the form of an introduction and conclusion, fleshing out some of the thinking you’ve already done in your annotated bibliography (adding in more critical thinking/insights, and supportive references), transition between these sections, and get practice constructing a full paper in APA format.

    The instructions for this assignment walk you through this process step-by-step, teaching you how to write a report of this nature (and giving you an example paper to orient you) before asking you to try it yourself. This assignment will end up hitting the 5+-full page mark (with title page and references, 7+ pages), of which you’ve already written a great deal (carried over from your Unit 3 annotations).

    You will leave this assignment confident in your ability to discern the take home messages from a scientific study, as well as in your own research skills, critical thinking ability, and aptitude for supporting a strong, meaningful thesis in a carefully crafted paper – skills that will carry you forward in the rest of your academic journey.

    **_Detailed Instructions for Unit 7 Literature Review Assignment:_** In Unit 3, you jumpstarted your final project for this course by selecting a topic, developing a thesis statement, finding and reading three articles relevant to your thesis, and annotating those articles – thinking critically about how those sources tie into your thesis. You’ll be pleased to know that you’ve already done a lot of the work! Now it’s about putting your research in context – establishing importance, in-text citing, fleshing out and transitioning between your article summaries, and wrapping up with a conclusion that packs a punch.

    Here is the process for creating your final written project – a brief literature review where you make a strong argument for your thesis, establish its significance, and end with an impactful conclusion.

    **Writing Your Literature Review**

    Step 1: Read your Unit 3 Assignment again to refamiliarize yourself with your thesis and your research.

    Step 2: Make any edits/revisions your instructor provided you in their feedback to strengthen your work (if you haven’t already).

    Step 3: Write an introduction to your piece, ending with your thesis statement or a variation on it. The purpose of the introduction is to set the stage and get the reader interested in your topic by highlighting its importance and relevance to the field of psychology. An introduction answers these questions (below); you can use these questions to guide your writing process. You don’t have to literally answer these questions in an obvious way – this should read like a cohesive introduction and not a list of answers-to-questions. But after you’ve written your intro, circle back and read it through the eyes of your audience and make sure these questions are covered.

    a.

    · What is the research topic?

    b.

    · Why is this topic important or relevant?

    c.

    · What is the scope of the literature review?

    d.

    · What is the objective of this literature review?

    See the EXAMPLE UPLOAD for an example of how an introduction might come together and how it answers the above questions in a cohesive, well-organized way. This introduction will hit the 250-word mark, going over a little is fine. It may include new sources (citations and references) that you need to justify any claims you make in your introduction. In other words, it is likely that this paper will, at the end of the day, have more than three sources (more than the three you reviewed for your Unit 3 assignment), but these resources are used differently. You don’t review them in detail, they are just brought in to justify any other claims you make throughout the paper. The EXAMPLE UPLOAD will demonstrate this.

    From this point forward, you’ll see a lot of references to APA 7 Format. Click for information
    [on general APA document formatting](https://libguides.umgc.edu/apa-document-formatting),
    [citing and referencing in APA format](https://libguides.umgc.edu/c.php?g=1003870&p=7270651), and
    [serration (subject headings).](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/apa_headings_and_seriation.html)

    Step 4: Start the body of your work by creating a subject heading (follow APA 7 guidelines for formatting) that describes the topic of the first article you are reviewing. So, for example, in our EXAMPLE UPLOAD, the subject is “Structural Brain Changes in Schizophrenia on MRI.” Notice that this subject heading is not the title of the article. Rather, it is a descriptive phrase that characterizes it.

    Then, under that subject heading, bring over (via copy and paste) your annotation for your first article. You will want to segue into this summary, expand your thinking in your “how this ties into my thesis” section, and segue to the next article, but you’ll find that most of your work is done here. Don’t rest on that, though, make sure your summary here reads like a part of a larger work and not a stand-alone annotation. But, in general, you’ll find that you’ve already done most of the work/thinking here. You are just bookending it with segues, fleshing it out some, and expanding your thesis tie-in thoughts a bit. This may involve you bringing in other sources to justify any additional points you make.

    Remember to cite your sources in this section in APA 7 format. The EXAMPLE UPLOAD will guide you here.

    Step 5: Repeat Step 4 but with a new subject heading (APA 7 Format) for your second article. Do the same thing here as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary,” and flesh out your critical thinking/thesis tie-in section).

    Step 6: Another repeat of Step 4, but with a new subject heading (APA 7 Format) for your third article. Do the same thing with this on as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary”, and flesh out your critical thinking/thesis tie-in section). It is likely that you reserved your article that challenges your thesis for this third section. Make sure to discuss this angle and how it fits into your thinking on the topic as this is a required part of this assignment (and of your learning – here, we are practicing mindful awareness of confirmation bias and showing our reader we have made an effort to consider things from all angles).

    Step 7: Read your introduction and body in preparation for composing a compelling conclusion. The conclusion does the job of reviewing the take home messages, reinforcing the importance of the topic as well as your thesis statement, and offering suggestions or thoughts about where things are trending and where researchers should focus in the future. The conclusion should hit the 250-word mark. Going over a little is fine. To help guide you, here are some questions the conclusion should answer (below). Remember, do not literally answer these question-and-answer style in your conclusion, but just to say that when someone reads this section of your work, they should have answers to these questions:

    · Based on your review, what are the main findings? Tie this into your thesis statement somehow.

    · What gaps or limitations still exist in the literature as it pertains specifically to this topic?

    · What recommendations can be made for future research in this area?

    · What is the overall significance of this topic? (A
    _packs-a-punch_ ending here!)

    Also remember that you may be bringing in additional sources to justify any claims you make in your conclusion. This is in addition to the three references you are reviewing in detail for this paper (although you probably aren’t going into a ton of detail with these new sources – the are just here to justify any specific point or statistic you are bringing into your conclusion).

    Step 8: On the last page (on its own page, per APA format), create your reference section. Make sure to follow APA 7 formatting guidelines. The Example Paper will guide you here. Remember, you will likely have more than three references; you’ll also have some sources that you use to justify any claims you make throughout the introduction, conclusion, or body that you needed. The minimum number of references required for this paper has been set to 5 – three of them you already have.

    Step 9: Finishing up! Create a title page in APA 7 format. Some APA formatting templates often have an abstract included.
    **You are not required to include an abstract for this assignment.** So, you can skip this step. APA 7 formatting does include page numbers, so you will want to add these.
    **No running head is required.**

    Step 10: Proofread your work several times (to yourself and out loud). Have a friend of family member read it with a fresh pair of eyes, checking for grammatical/mechanical errors. Or, you can have your favorite dictation software read it to you (sometimes listening to a work helps us identify things that could be said more clearly). Make any changes and tah-dah! You are finished.

    Here is an outline that will help you format your paper.

    I. Title Page (on its own page)

    II. Introduction (starts on page 2)
    (Remember – per APA formatting we do not label the introduction. Just start writing, do not use the subject heading “introduction”)

    III. Body

    I. Article 1 from Annotated Bibliography

    II. Article 2 from Annotated Bibliography

    III. Article 3 from Annotated Bibliography (presents challenge/contrasting view)

    IV. Conclusion

    V. Reference Page (on its own page)

    See attachment for EXAMPLE PAPER UPLOAD

    Tips for Success:

    1.
    **Re-Read Your Annotated Bibliography and Incorporate Edits.** It may have been some time since you looked at your Unit 3 Annotated Bibliography. Pull it back out and read it again to reconnect yourself with your topic and thesis. If your instructor provided you with feedback, incorporate those edits before moving on to writing your paper. This process will break the ice and get you rolling on your literature review.

    2.
    **Read instructions carefully.** The above instructions are intended as much more than a list of “expectations”. The instructions represent a teaching moment, leading you – step by step – through the process of writing a literature review. You will leave this class confident in your ability to write similar papers in your future courses. The job of the instructions and your instructor is to teach you this process. Your job is to authentically engage in it, doing your best to work the steps and learn the method so that you can leave confident and ready to tackle such projects in the future. The output here is a demonstration of your willingness to try and learn. Use this as an opportunity to showcase your interest in developing yourself from a student and into a scholar!

    3.
    **Read the guidance about use of Generative AI/ChatGPT-style platforms below.** This will clarify for you what is deemed inappropriate use/overreliance on these platforms for producing your content and discusses why content generated by these platforms will not yield a high quality paper.  It is your authentic engagement with learning this activity that is being assessed, and engagement is not evidenced in AI-speak.

    4.
    **Read the EXAMPLE PAPER UPLOAD** An example paper is intentionally provided as another teaching moment, one that helps you “see” what this project looks like. Reading it will likely answer a lot of questions and give you confidence to move forward.

    5.
    **Read the Rubric.** The
    [Literature Review Rubric](https://leocontent.umgc.edu/content/dam/permalink/55301c39-db1e-4fbd-8aa5-e62f876bcf06.html) will guide your thinking and help you feel confident when turning your paper in (ask yourself “does my piece quality as exemplary? Strong?”). It serves to reinforce the points illustrated in the example paper.

    6.
    **Keep track of references.** As you are writing your piece, you will likely go to the web, Google.com/scholar to find sources to back up some of the smaller claims you make (i.e., statistics you share, etc.). Copy and paste those URLs somewhere so that you can collect them. Often, we use a source, cite it in our paper and then when we go to write our reference section, we forgot where we found that source. Pasting the URLs somewhere will prevent you from losing your sources before you can circle back to crafting your reference section.

    7.
    **Get an early start.** There are ten steps to this project. You might think of this as ten circumscribed “work sessions.” Schedule those sessions throughout the days or weeks prior to the due date so that you aren’t working all ten in the same day. This early start will increase your confidence and provide time for asking questions. Speaking of…

    8.
    **Ask questions!** Don’t let questions go unanswered
    **Use of Generative AI (ChatGPT) Technology**

    Generative AI programs like ChatGPT can produce content that, on the surface, looks like a good effort on a literature review. However, because the goal of this assignment is less about the output and much more about the process, Generative AI platforms won’t capture this vital learning moment. This assignment will showcase your interest in the topic and engagement in the writing process, and this is something AI databanks simply cannot do, well or authentically, anyway.

    And, because this paper focuses on a central thesis, AI databanks do not have the insights necessary to provide the attention to nuance, critical thinking, and authentic point-of-view needed to do well on this assignment. It will offer vague connections and overgeneralized commentary, but not the level of specificity and authenticity we are looking for here. So, in this instance, over-reliance on AI generative tools will not satisfy this assignment.

    You can certainly use ChatGPT and other Generative AI software to ask general questions on the writing process (i.e. “How do you make a compelling argument in a conclusion section?” or “What is a good synonym for the word “scientific?” or “How do you cite a source when there is no author listed?”), but in your writing – the content you submit, or the output – you must speak from the point of view of the scholar of psychology that you are, and bring in points that authentically represent your effort at honing your research skills and acumen.

    In other words, the written, submitted text must be exclusively your own. It is this concerted effort and authenticity that is being evaluated, not absolute perfection. This assignment was intentionally crafted to help you perform your best, and you should be confident in your ability to do so!

    **Writing Format and Guidelines**

    · With the APA-formatted title and reference section included, this paper will reach the full 7-page mark at least (1 title page, 5 full pages of content, 1 reference page).  Going over some is fine (i.e., +2 pages of content, +1 page of references). See the EXAMPLE UPLOAD which gives you a sense of the scope/length of this work). Focus more on executing the assignment and engaging in the process of learning how to do a literature review; the length will be a natural byproduct of your effort.

    · Typed in an APA-accepted font and font size

    · sans serif fonts such as 11-point Calibri, 11-point Arial, or 12-point Times New Roman

    · Double-spaced with one-inch margins and page numbers in the upper right-hand corner.

    · In other words, follow APA 7, with no abstract required. If you do want to write an abstract for practice, you can, but this will be an additional page (your paper will end up being 8 full pages, minimum).

    · Submitted as a Word document

    · 5-7 scholarly, academic resources are required, three of which are those sources from your annotated bibliography (so you need two more additional). If you go over this, it is fine.

    **301ExamplePaper2LiteratureReviewedit.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/301examplepaper2literaturereviewedit-pdf-10355785)

    **## LiteraturereviewPSY7.docx**

    4

    **Literature Review**

    **_Brief Overview of Unit 7 Literature Review Assignment:_** Take the information you outlined in your annotated bibliography and expand your thinking into a fuller literature review on your topic. Essentially, you will be adding some context to your Unit 3 work in the form of an introduction and conclusion, fleshing out some of the thinking you’ve already done in your annotated bibliography (adding in more critical thinking/insights, and supportive references), transition between these sections, and get practice constructing a full paper in APA format.

    The instructions for this assignment walk you through this process step-by-step, teaching you how to write a report of this nature (and giving you an example paper to orient you) before asking you to try it yourself. This assignment will end up hitting the 5+-full page mark (with title page and references, 7+ pages), of which you’ve already written a great deal (carried over from your Unit 3 annotations).

    You will leave this assignment confident in your ability to discern the take home messages from a scientific study, as well as in your own research skills, critical thinking ability, and aptitude for supporting a strong, meaningful thesis in a carefully crafted paper – skills that will carry you forward in the rest of your academic journey.

    **_Detailed Instructions for Unit 7 Literature Review Assignment:_** In Unit 3, you jumpstarted your final project for this course by selecting a topic, developing a thesis statement, finding and reading three articles relevant to your thesis, and annotating those articles – thinking critically about how those sources tie into your thesis. You’ll be pleased to know that you’ve already done a lot of the work! Now it’s about putting your research in context – establishing importance, in-text citing, fleshing out and transitioning between your article summaries, and wrapping up with a conclusion that packs a punch.

    Here is the process for creating your final written project – a brief literature review where you make a strong argument for your thesis, establish its significance, and end with an impactful conclusion.

    **Writing Your Literature Review**

    Step 1: Read your Unit 3 Assignment again to refamiliarize yourself with your thesis and your research.

    Step 2: Make any edits/revisions your instructor provided you in their feedback to strengthen your work (if you haven’t already).

    Step 3: Write an introduction to your piece, ending with your thesis statement or a variation on it. The purpose of the introduction is to set the stage and get the reader interested in your topic by highlighting its importance and relevance to the field of psychology. An introduction answers these questions (below); you can use these questions to guide your writing process. You don’t have to literally answer these questions in an obvious way – this should read like a cohesive introduction and not a list of answers-to-questions. But after you’ve written your intro, circle back and read it through the eyes of your audience and make sure these questions are covered.

    a.

    · What is the research topic?

    b.

    · Why is this topic important or relevant?

    c.

    · What is the scope of the literature review?

    d.

    · What is the objective of this literature review?

    See the EXAMPLE UPLOAD for an example of how an introduction might come together and how it answers the above questions in a cohesive, well-organized way. This introduction will hit the 250-word mark, going over a little is fine. It may include new sources (citations and references) that you need to justify any claims you make in your introduction. In other words, it is likely that this paper will, at the end of the day, have more than three sources (more than the three you reviewed for your Unit 3 assignment), but these resources are used differently. You don’t review them in detail, they are just brought in to justify any other claims you make throughout the paper. The EXAMPLE UPLOAD will demonstrate this.

    From this point forward, you’ll see a lot of references to APA 7 Format. Click for information
    [on general APA document formatting](https://libguides.umgc.edu/apa-document-formatting),
    [citing and referencing in APA format](https://libguides.umgc.edu/c.php?g=1003870&p=7270651), and
    [serration (subject headings).](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/apa_headings_and_seriation.html)

    Step 4: Start the body of your work by creating a subject heading (follow APA 7 guidelines for formatting) that describes the topic of the first article you are reviewing. So, for example, in our EXAMPLE UPLOAD, the subject is “Structural Brain Changes in Schizophrenia on MRI.” Notice that this subject heading is not the title of the article. Rather, it is a descriptive phrase that characterizes it.

    Then, under that subject heading, bring over (via copy and paste) your annotation for your first article. You will want to segue into this summary, expand your thinking in your “how this ties into my thesis” section, and segue to the next article, but you’ll find that most of your work is done here. Don’t rest on that, though, make sure your summary here reads like a part of a larger work and not a stand-alone annotation. But, in general, you’ll find that you’ve already done most of the work/thinking here. You are just bookending it with segues, fleshing it out some, and expanding your thesis tie-in thoughts a bit. This may involve you bringing in other sources to justify any additional points you make.

    Remember to cite your sources in this section in APA 7 format. The EXAMPLE UPLOAD will guide you here.

    Step 5: Repeat Step 4 but with a new subject heading (APA 7 Format) for your second article. Do the same thing here as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary,” and flesh out your critical thinking/thesis tie-in section).

    Step 6: Another repeat of Step 4, but with a new subject heading (APA 7 Format) for your third article. Do the same thing with this on as you did above (segue in and out, make sure things flow like in a cohesive paper vs. “just a stand-alone summary”, and flesh out your critical thinking/thesis tie-in section). It is likely that you reserved your article that challenges your thesis for this third section. Make sure to discuss this angle and how it fits into your thinking on the topic as this is a required part of this assignment (and of your learning – here, we are practicing mindful awareness of confirmation bias and showing our reader we have made an effort to consider things from all angles).

    Step 7: Read your introduction and body in preparation for composing a compelling conclusion. The conclusion does the job of reviewing the take home messages, reinforcing the importance of the topic as well as your thesis statement, and offering suggestions or thoughts about where things are trending and where researchers should focus in the future. The conclusion should hit the 250-word mark. Going over a little is fine. To help guide you, here are some questions the conclusion should answer (below). Remember, do not literally answer these question-and-answer style in your conclusion, but just to say that when someone reads this section of your work, they should have answers to these questions:

    · Based on your review, what are the main findings? Tie this into your thesis statement somehow.

    · What gaps or limitations still exist in the literature as it pertains specifically to this topic?

    · What recommendations can be made for future research in this area?

    · What is the overall significance of this topic? (A
    _packs-a-punch_ ending here!)

    Also remember that you may be bringing in additional sources to justify any claims you make in your conclusion. This is in addition to the three references you are reviewing in detail for this paper (although you probably aren’t going into a ton of detail with these new sources – the are just here to justify any specific point or statistic you are bringing into your conclusion).

    Step 8: On the last page (on its own page, per APA format), create your reference section. Make sure to follow APA 7 formatting guidelines. The Example Paper will guide you here. Remember, you will likely have more than three references; you’ll also have some sources that you use to justify any claims you make throughout the introduction, conclusion, or body that you needed. The minimum number of references required for this paper has been set to 5 – three of them you already have.

    Step 9: Finishing up! Create a title page in APA 7 format. Some APA formatting templates often have an abstract included.
    **You are not required to include an abstract for this assignment.** So, you can skip this step. APA 7 formatting does include page numbers, so you will want to add these.
    **No running head is required.**

    Step 10: Proofread your work several times (to yourself and out loud). Have a friend of family member read it with a fresh pair of eyes, checking for grammatical/mechanical errors. Or, you can have your favorite dictation software read it to you (sometimes listening to a work helps us identify things that could be said more clearly). Make any changes and tah-dah! You are finished.

    Here is an outline that will help you format your paper.

    I. Title Page (on its own page)

    II. Introduction (starts on page 2)
    (Remember – per APA formatting we do not label the introduction. Just start writing, do not use the subject heading “introduction”)

    III. Body

    I. Article 1 from Annotated Bibliography

    II. Article 2 from Annotated Bibliography

    III. Article 3 from Annotated Bibliography (presents challenge/contrasting view)

    IV. Conclusion

    V. Reference Page (on its own page)

    See attachment for EXAMPLE PAPER UPLOAD

    Tips for Success:

    1.
    **Re-Read Your Annotated Bibliography and Incorporate Edits.** It may have been some time since you looked at your Unit 3 Annotated Bibliography. Pull it back out and read it again to reconnect yourself with your topic and thesis. If your instructor provided you with feedback, incorporate those edits before moving on to writing your paper. This process will break the ice and get you rolling on your literature review.

    2.
    **Read instructions carefully.** The above instructions are intended as much more than a list of “expectations”. The instructions represent a teaching moment, leading you – step by step – through the process of writing a literature review. You will leave this class confident in your ability to write similar papers in your future courses. The job of the instructions and your instructor is to teach you this process. Your job is to authentically engage in it, doing your best to work the steps and learn the method so that you can leave confident and ready to tackle such projects in the future. The output here is a demonstration of your willingness to try and learn. Use this as an opportunity to showcase your interest in developing yourself from a student and into a scholar!

    3.
    **Read the guidance about use of Generative AI/ChatGPT-style platforms below.** This will clarify for you what is deemed inappropriate use/overreliance on these platforms for producing your content and discusses why content generated by these platforms will not yield a high quality paper.  It is your authentic engagement with learning this activity that is being assessed, and engagement is not evidenced in AI-speak.

    4.
    **Read the EXAMPLE PAPER UPLOAD** An example paper is intentionally provided as another teaching moment, one that helps you “see” what this project looks like. Reading it will likely answer a lot of questions and give you confidence to move forward.

    5.
    **Read the Rubric.** The
    [Literature Review Rubric](https://leocontent.umgc.edu/content/dam/permalink/55301c39-db1e-4fbd-8aa5-e62f876bcf06.html) will guide your thinking and help you feel confident when turning your paper in (ask yourself “does my piece quality as exemplary? Strong?”). It serves to reinforce the points illustrated in the example paper.

    6.
    **Keep track of references.** As you are writing your piece, you will likely go to the web, Google.com/scholar to find sources to back up some of the smaller claims you make (i.e., statistics you share, etc.). Copy and paste those URLs somewhere so that you can collect them. Often, we use a source, cite it in our paper and then when we go to write our reference section, we forgot where we found that source. Pasting the URLs somewhere will prevent you from losing your sources before you can circle back to crafting your reference section.

    7.
    **Get an early start.** There are ten steps to this project. You might think of this as ten circumscribed “work sessions.” Schedule those sessions throughout the days or weeks prior to the due date so that you aren’t working all ten in the same day. This early start will increase your confidence and provide time for asking questions. Speaking of…

    8.
    **Ask questions!** Don’t let questions go unanswered
    **Use of Generative AI (ChatGPT) Technology**

    Generative AI programs like ChatGPT can produce content that, on the surface, looks like a good effort on a literature review. However, because the goal of this assignment is less about the output and much more about the process, Generative AI platforms won’t capture this vital learning moment. This assignment will showcase your interest in the topic and engagement in the writing process, and this is something AI databanks simply cannot do, well or authentically, anyway.

    And, because this paper focuses on a central thesis, AI databanks do not have the insights necessary to provide the attention to nuance, critical thinking, and authentic point-of-view needed to do well on this assignment. It will offer vague connections and overgeneralized commentary, but not the level of specificity and authenticity we are looking for here. So, in this instance, over-reliance on AI generative tools will not satisfy this assignment.

    You can certainly use ChatGPT and other Generative AI software to ask general questions on the writing process (i.e. “How do you make a compelling argument in a conclusion section?” or “What is a good synonym for the word “scientific?” or “How do you cite a source when there is no author listed?”), but in your writing – the content you submit, or the output – you must speak from the point of view of the scholar of psychology that you are, and bring in points that authentically represent your effort at honing your research skills and acumen.

    In other words, the written, submitted text must be exclusively your own. It is this concerted effort and authenticity that is being evaluated, not absolute perfection. This assignment was intentionally crafted to help you perform your best, and you should be confident in your ability to do so!

    **Writing Format and Guidelines**

    · With the APA-formatted title and reference section included, this paper will reach the full 7-page mark at least (1 title page, 5 full pages of content, 1 reference page).  Going over some is fine (i.e., +2 pages of content, +1 page of references). See the EXAMPLE UPLOAD which gives you a sense of the scope/length of this work). Focus more on executing the assignment and engaging in the process of learning how to do a literature review; the length will be a natural byproduct of your effort.

    · Typed in an APA-accepted font and font size

    · sans serif fonts such as 11-point Calibri, 11-point Arial, or 12-point Times New Roman

    · Double-spaced with one-inch margins and page numbers in the upper right-hand corner.

    · In other words, follow APA 7, with no abstract required. If you do want to write an abstract for practice, you can, but this will be an additional page (your paper will end up being 8 full pages, minimum).

    · Submitted as a Word document

    · 5-7 scholarly, academic resources are required, three of which are those sources from your annotated bibliography (so you need two more additional). If you go over this, it is fine.

    **301ExamplePaper2LiteratureReviewedit.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/301examplepaper2literaturereviewedit-pdf-10355785)

    – 1
    – 2

  • [Solved] gene2500000

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    See attached – ## week7gene250.docx – Grudem-Ch12LyingandTellingtheTruth.pdf – Tollefsen-LyingandChristianEthicsBonhoeffer.pdf – Augustine-OnLyingwintro.pdf **## week7gene250.docx** **Dialogue Prompt:** You are the lawyer for a wealthy, now recently-deceased billionaire who has left his entire fortu…

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    Assignment Prompt & Instructions

    See attached

    – ## week7gene250.docx

    – Grudem-Ch12LyingandTellingtheTruth.pdf
    – Tollefsen-LyingandChristianEthicsBonhoeffer.pdf
    – Augustine-OnLyingwintro.pdf

    **## week7gene250.docx**

    **Dialogue Prompt:** You are the lawyer for a wealthy, now recently-deceased billionaire who has left his entire fortune to his dog. Even though he has no other family, you see this as a terrible waste of money and realize that if you alter his will, you could instead use his estate to set up a foundation dedicated to feeding the homeless. You are quite certain no one would find out, since only you knew about your client’s true wishes. What should you do? Is a lawyer who misrepresents his deceased client's wishes doing something that is equivalent to lying? If so, does the 9th commandment permit lying for a good cause? Defend your answer in light of the 9th commandment while considering the following concepts from Week 3:
    **_justice_**,
    **_perfect duties_**, and
    **_imperfect duties_**.

    Write a dialogue post that provides an answer the questions above. Apply the concepts presented in this week’s readings to formulate your initial response and your reply to at least one classmate. Initial posts must have 250-350 words A successful post and response will contain the following elements:

    · Meets the word count guidelines and is on time.

    · Is a thoughtful answer to the questions presented in the assignment instructions.

    · Demonstrates an understanding of course concepts such as
    **_justice_**,
    **_perfect and imperfect duties_**, and the
    **_natural/moral law_** and integrates these concepts into the posts.

    · Makes use of the assigned readings and incorporates either quotes or paraphrase to make a point more clear.

    · Demonstrates excellent readability and is error-free.

    “You have heard that it was said to those of ancient times,
    _You shall not swear falsely, but carry out the vows you have made to the Lord_. But I say to you, Do not swear at all… Let your word be 'Yes, Yes
    _'_ or 'No, No'; anything more than this comes from the evil one” (Mt. 5:33-34, 37, NRSV).

    During this week, you will explore the 9th commandment:
    **_You shall not bear false witness against your_** **_neighbor_** (Ex. 20:16). The authors of this week's readings will argue that this commandment condemns all lying. In order to understand how this might be the case, you must understand not only the difference between lying and being mistaken, but also the difference between lying and deception.

    When someone lies, that person speaks or communicates her thoughts to someone else, but she communicates in a way
    _she knows_ is false. Lying, then, is not the same as being mistaken or spreading inaccurate information unintentionally. When a person says something that isn't entirely accurate because he hasn't 'checked out his facts,' he might be neglectful, but it doesn't mean he's lying. Lies are always
    _deliberate, intentional acts_ that involve communicating something false.

    Deceptions, likewise, are intentional. However, deceptions differ from lies in that
    _intending to deceive_ can include things that are not lies, like wanting to conceal one's intentions, thoughts, or feelings; having secrets; or doing something like leaving the lights on when you are away on vacation. These kinds of acts have a different moral character than lying, because lies always involve the desire to express directly to some other person a known falsehood. The important thing to remember is that
    _not all deceptions are lies_.

    By the end of this week, you will be able to:

    · Distinguish between lying and deception.

    · Apply the perfect/imperfect duty distinction to situations where you might consider "bearing false witness" to, or falsely representing, your own thoughts.

    · Describe what is meant by moral absolutes and explain how 'you must never lie' could be called a perfect duty.

    **Grudem-Ch12LyingandTellingtheTruth.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/grudem-ch12lyingandtellingthetruth-pdf-10355873)

    **Tollefsen-LyingandChristianEthicsBonhoeffer.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/tollefsen-lyingandchristianethicsbonhoeffer-pdf-10355871)

    **Augustine-OnLyingwintro.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/augustine-onlyingwintro-pdf-10355869)

    **Augustine-OnLyingwintro.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/augustine-onlyingwintro-pdf-10355869)

    **## week7gene250.docx**

    **Dialogue Prompt:** You are the lawyer for a wealthy, now recently-deceased billionaire who has left his entire fortune to his dog. Even though he has no other family, you see this as a terrible waste of money and realize that if you alter his will, you could instead use his estate to set up a foundation dedicated to feeding the homeless. You are quite certain no one would find out, since only you knew about your client’s true wishes. What should you do? Is a lawyer who misrepresents his deceased client's wishes doing something that is equivalent to lying? If so, does the 9th commandment permit lying for a good cause? Defend your answer in light of the 9th commandment while considering the following concepts from Week 3:
    **_justice_**,
    **_perfect duties_**, and
    **_imperfect duties_**.

    Write a dialogue post that provides an answer the questions above. Apply the concepts presented in this week’s readings to formulate your initial response and your reply to at least one classmate. Initial posts must have 250-350 words A successful post and response will contain the following elements:

    · Meets the word count guidelines and is on time.

    · Is a thoughtful answer to the questions presented in the assignment instructions.

    · Demonstrates an understanding of course concepts such as
    **_justice_**,
    **_perfect and imperfect duties_**, and the
    **_natural/moral law_** and integrates these concepts into the posts.

    · Makes use of the assigned readings and incorporates either quotes or paraphrase to make a point more clear.

    · Demonstrates excellent readability and is error-free.

    “You have heard that it was said to those of ancient times,
    _You shall not swear falsely, but carry out the vows you have made to the Lord_. But I say to you, Do not swear at all… Let your word be 'Yes, Yes
    _'_ or 'No, No'; anything more than this comes from the evil one” (Mt. 5:33-34, 37, NRSV).

    During this week, you will explore the 9th commandment:
    **_You shall not bear false witness against your_** **_neighbor_** (Ex. 20:16). The authors of this week's readings will argue that this commandment condemns all lying. In order to understand how this might be the case, you must understand not only the difference between lying and being mistaken, but also the difference between lying and deception.

    When someone lies, that person speaks or communicates her thoughts to someone else, but she communicates in a way
    _she knows_ is false. Lying, then, is not the same as being mistaken or spreading inaccurate information unintentionally. When a person says something that isn't entirely accurate because he hasn't 'checked out his facts,' he might be neglectful, but it doesn't mean he's lying. Lies are always
    _deliberate, intentional acts_ that involve communicating something false.

    Deceptions, likewise, are intentional. However, deceptions differ from lies in that
    _intending to deceive_ can include things that are not lies, like wanting to conceal one's intentions, thoughts, or feelings; having secrets; or doing something like leaving the lights on when you are away on vacation. These kinds of acts have a different moral character than lying, because lies always involve the desire to express directly to some other person a known falsehood. The important thing to remember is that
    _not all deceptions are lies_.

    By the end of this week, you will be able to:

    · Distinguish between lying and deception.

    · Apply the perfect/imperfect duty distinction to situations where you might consider "bearing false witness" to, or falsely representing, your own thoughts.

    · Describe what is meant by moral absolutes and explain how 'you must never lie' could be called a perfect duty.

    **Grudem-Ch12LyingandTellingtheTruth.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/grudem-ch12lyingandtellingthetruth-pdf-10355873)

    **Tollefsen-LyingandChristianEthicsBonhoeffer.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/tollefsen-lyingandchristianethicsbonhoeffer-pdf-10355871)

    **Augustine-OnLyingwintro.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/augustine-onlyingwintro-pdf-10355869)

    **## week7gene250.docx**

    **Dialogue Prompt:** You are the lawyer for a wealthy, now recently-deceased billionaire who has left his entire fortune to his dog. Even though he has no other family, you see this as a terrible waste of money and realize that if you alter his will, you could instead use his estate to set up a foundation dedicated to feeding the homeless. You are quite certain no one would find out, since only you knew about your client’s true wishes. What should you do? Is a lawyer who misrepresents his deceased client's wishes doing something that is equivalent to lying? If so, does the 9th commandment permit lying for a good cause? Defend your answer in light of the 9th commandment while considering the following concepts from Week 3:
    **_justice_**,
    **_perfect duties_**, and
    **_imperfect duties_**.

    Write a dialogue post that provides an answer the questions above. Apply the concepts presented in this week’s readings to formulate your initial response and your reply to at least one classmate. Initial posts must have 250-350 words A successful post and response will contain the following elements:

    · Meets the word count guidelines and is on time.

    · Is a thoughtful answer to the questions presented in the assignment instructions.

    · Demonstrates an understanding of course concepts such as
    **_justice_**,
    **_perfect and imperfect duties_**, and the
    **_natural/moral law_** and integrates these concepts into the posts.

    · Makes use of the assigned readings and incorporates either quotes or paraphrase to make a point more clear.

    · Demonstrates excellent readability and is error-free.

    “You have heard that it was said to those of ancient times,
    _You shall not swear falsely, but carry out the vows you have made to the Lord_. But I say to you, Do not swear at all… Let your word be 'Yes, Yes
    _'_ or 'No, No'; anything more than this comes from the evil one” (Mt. 5:33-34, 37, NRSV).

    During this week, you will explore the 9th commandment:
    **_You shall not bear false witness against your_** **_neighbor_** (Ex. 20:16). The authors of this week's readings will argue that this commandment condemns all lying. In order to understand how this might be the case, you must understand not only the difference between lying and being mistaken, but also the difference between lying and deception.

    When someone lies, that person speaks or communicates her thoughts to someone else, but she communicates in a way
    _she knows_ is false. Lying, then, is not the same as being mistaken or spreading inaccurate information unintentionally. When a person says something that isn't entirely accurate because he hasn't 'checked out his facts,' he might be neglectful, but it doesn't mean he's lying. Lies are always
    _deliberate, intentional acts_ that involve communicating something false.

    Deceptions, likewise, are intentional. However, deceptions differ from lies in that
    _intending to deceive_ can include things that are not lies, like wanting to conceal one's intentions, thoughts, or feelings; having secrets; or doing something like leaving the lights on when you are away on vacation. These kinds of acts have a different moral character than lying, because lies always involve the desire to express directly to some other person a known falsehood. The important thing to remember is that
    _not all deceptions are lies_.

    By the end of this week, you will be able to:

    · Distinguish between lying and deception.

    · Apply the perfect/imperfect duty distinction to situations where you might consider "bearing false witness" to, or falsely representing, your own thoughts.

    · Describe what is meant by moral absolutes and explain how 'you must never lie' could be called a perfect duty.

    **Grudem-Ch12LyingandTellingtheTruth.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/grudem-ch12lyingandtellingthetruth-pdf-10355873)

    **Tollefsen-LyingandChristianEthicsBonhoeffer.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/tollefsen-lyingandchristianethicsbonhoeffer-pdf-10355871)

    **Augustine-OnLyingwintro.pdf**

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