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  • [Solved] couc 667 cp- f claire

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    where to find final case presentation – ## DiscussionClinicalInterviewRole-PlayCIRAssignmentInstructions.docx **## DiscussionClinicalInterviewRole-PlayCIRAssignmentInstructions.docx** COUC 667 **Discussion: Clinical Interview Role-Play (CIR) Assignment Instructions** You will use Microsoft Teams to …

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    Assignment Prompt & Instructions

    where to find final case presentation

    – ## DiscussionClinicalInterviewRole-PlayCIRAssignmentInstructions.docx

    **## DiscussionClinicalInterviewRole-PlayCIRAssignmentInstructions.docx**

    COUC 667

    **Discussion: Clinical Interview Role-Play (CIR) Assignment Instructions**

    You will use Microsoft Teams to hold a meeting with your clinical team. You will record your session as a counselor in Microsoft Teams. The minimum length is 10 minutes and the maximum length for your counselor video is 15 minutes. You will use your interviewing skills to collect clinical assessment data from a clinical team classmate (the client) who will role-play the case study (e.g., George, Clare, Gretel, Jack, etc) given to them by your instructor. Your other clinical team classmate(s) act as supervisor(s) and observe your use of clinical skills and offer verbal feedback to you at the end of your recorded session.

    For this assignment do the following:

    1) Work with your assigned clinical team to determine a day and time to do the video recordings. You can coordinate this time in Microsoft Teams in your designed channel (e.g., Clinical Team 1, Clinical Team 2, Clinical Team 3, etc).

    2) Based on the determined day and time, do your recording in Microsoft Teams with your clinical team. See “Microsoft Teams Video Recording Guidance” under Resources in this discussion in Canvas. You will only record your session as a counselor, hence the 10 to 15 minutes in length.

    3) After completing your recording, post the link in the initial post. That is all you need to do for the initial post for this discussion.

    4) Next, you will reply to two classmates that were not a part of your clinical team.

    a. First, watch their “counseling” video.

    b. Take notes as you are watching their video with timestamps. For example, “Nice work of reflecting emotion at 1.40 minutes” or “You could have offered a paraphrase here to evidence you are tracking the client at 3.00”

    c. When watching their video see the table below on skills and level of expertise that can be noted in your reply. Most skills will be at “minimal” or “proficient.” At this stage of development “Advanced” should be used rarely. You do not need to post the table below. It is only a reference.

    d. Then offer a reply that is at least 150 words focused on your classmate’s clinical skills. Offer at least 2 strengths and 2 growth areas with timestamps.
    **Offer two paragraphs in your reply. The first paragraph offers strengths. The second paragraph offers growth areas.**

    e. Offer at least 1 citation with your reply. Use your textbooks or other peer-reviewed sources not websites.

    f. See the rubric for more specifics on how to reply to a classmate.

    | | | | | |
    | — | — | — | — | — |
    | | **Not Present** | **Minimal** | **Proficient** | **Advanced** |
    | Eye contact, verbal tone, and attending skills | | | | |
    | Facial expression and gestures | | | | |
    | Empathy | | | | |
    | Being non-judgemental/unconditional positive regard | | | | |
    | Active listening | | | | |
    | Open-ended questions | | | | |
    | Reflection (feelings, meaning, content) | | | | |
    | Paraphrasing | | | | |
    | Summarizing | | | | |
    | Attentive silence | | | | |
    | Challenging/Confrontation | | | | |
    | Immediacy | | | | |
    | Self-Disclosure | | | | |

    Page 2 of 2

    **## DiscussionClinicalInterviewRole-PlayCIRAssignmentInstructions.docx**

    COUC 667

    **Discussion: Clinical Interview Role-Play (CIR) Assignment Instructions**

    You will use Microsoft Teams to hold a meeting with your clinical team. You will record your session as a counselor in Microsoft Teams. The minimum length is 10 minutes and the maximum length for your counselor video is 15 minutes. You will use your interviewing skills to collect clinical assessment data from a clinical team classmate (the client) who will role-play the case study (e.g., George, Clare, Gretel, Jack, etc) given to them by your instructor. Your other clinical team classmate(s) act as supervisor(s) and observe your use of clinical skills and offer verbal feedback to you at the end of your recorded session.

    For this assignment do the following:

    1) Work with your assigned clinical team to determine a day and time to do the video recordings. You can coordinate this time in Microsoft Teams in your designed channel (e.g., Clinical Team 1, Clinical Team 2, Clinical Team 3, etc).

    2) Based on the determined day and time, do your recording in Microsoft Teams with your clinical team. See “Microsoft Teams Video Recording Guidance” under Resources in this discussion in Canvas. You will only record your session as a counselor, hence the 10 to 15 minutes in length.

    3) After completing your recording, post the link in the initial post. That is all you need to do for the initial post for this discussion.

    4) Next, you will reply to two classmates that were not a part of your clinical team.

    a. First, watch their “counseling” video.

    b. Take notes as you are watching their video with timestamps. For example, “Nice work of reflecting emotion at 1.40 minutes” or “You could have offered a paraphrase here to evidence you are tracking the client at 3.00”

    c. When watching their video see the table below on skills and level of expertise that can be noted in your reply. Most skills will be at “minimal” or “proficient.” At this stage of development “Advanced” should be used rarely. You do not need to post the table below. It is only a reference.

    d. Then offer a reply that is at least 150 words focused on your classmate’s clinical skills. Offer at least 2 strengths and 2 growth areas with timestamps.
    **Offer two paragraphs in your reply. The first paragraph offers strengths. The second paragraph offers growth areas.**

    e. Offer at least 1 citation with your reply. Use your textbooks or other peer-reviewed sources not websites.

    f. See the rubric for more specifics on how to reply to a classmate.

    | | | | | |
    | — | — | — | — | — |
    | | **Not Present** | **Minimal** | **Proficient** | **Advanced** |
    | Eye contact, verbal tone, and attending skills | | | | |
    | Facial expression and gestures | | | | |
    | Empathy | | | | |
    | Being non-judgemental/unconditional positive regard | | | | |
    | Active listening | | | | |
    | Open-ended questions | | | | |
    | Reflection (feelings, meaning, content) | | | | |
    | Paraphrasing | | | | |
    | Summarizing | | | | |
    | Attentive silence | | | | |
    | Challenging/Confrontation | | | | |
    | Immediacy | | | | |
    | Self-Disclosure | | | | |

    Page 2 of 2

  • [Solved] D3 PSYCHOLOGY OF AGING

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    In-depth study guidance and analytical solution covering D3 PSYCHOLOGY OF AGING.

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  • [Solved] aba

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  • [Solved] 5 page Chapter Review Christian Integration In Clinical Mental Health in Counseling

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    Due 6/28 12pm EST 5 Pages not including Title ane reference page APA 7 Please read instructions, USE TEMPLATE..NO ABSTRACT NOTE! Use a theological or spiritual discussion with Biblical references in this section and that is required

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    Assignment Prompt & Instructions

    Due  6/28  12pm EST
    5 Pages not including Title ane reference page APA 7
    Please read instructions, USE TEMPLATE..NO ABSTRACT
    NOTE! Use a theological or spiritual discussion with Biblical references in this section and that is  required

  • [Solved] week 5 Responses

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    – ## Week5Discussion.Response.MotivationalTheoriesandModels.docx – ## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx **## Week5Discussion.Response.MotivationalTheoriesandModels.docx** Chelzea O **Motivational Theories and Reducing Turnover** Motivation plays a critical role in emplo…

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    – ## Week5Discussion.Response.MotivationalTheoriesandModels.docx

    – ## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx

    **## Week5Discussion.Response.MotivationalTheoriesandModels.docx**

    Chelzea O

    **Motivational Theories and Reducing Turnover**

    Motivation plays a critical role in employee engagement, retention, and organizational performance. Two commonly studied motivational theories are Herzberg's Two-Factor Theory and Vroom's Expectancy Theory. While both provide useful insights into what drives employees, they differ in focus and application.

    **Comparison of Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory**

    Herzberg’s Two-Factor Theory distinguishes between hygiene factors (e.g., pay, policies, work conditions) and motivators (e.g., achievement, recognition, growth). According to Herzberg, the absence of hygiene factors can cause dissatisfaction, but only motivators lead to true job satisfaction and higher performance (Aamodt, 2016).

    On the other hand, Vroom’s Expectancy Theory emphasizes the cognitive process behind motivation. It proposes that motivation is a function of an individual’s expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to outcomes), and valence (value placed on those outcomes). Motivation occurs when all three components align (Aamodt, 2016).

    **Application to a Media Organization: Expectancy Theory as the Best Fit**

    Working for a major media company, I’ve seen firsthand how motivation can be impacted by misaligned expectations and unclear reward systems. In this fast-paced, deadline-driven environment, absenteeism and burnout can become common due to unclear growth paths and inconsistent recognition.

    Expectancy Theory provides a clearer roadmap to address these challenges. For example, if producers know that consistently meeting deadlines and delivering high-quality content will lead to promotions or bonus pay (instrumentality), and they believe those rewards are attainable (expectancy), and they value them (valence), their motivation and attendance will likely increase.

    In contrast, Herzberg’s model might be less effective in this setting because while improving hygiene factors like pay and office perks may reduce dissatisfaction, they don’t necessarily increase motivation or retention in a creative industry where achievement and recognition are dynamic.

    **Supporting Evidence**

    Nazir et al. (2016) found that organizational rewards significantly influence organizational commitment and reduce turnover intentions. This aligns with Vroom’s model, which connects perceived outcomes to effort and commitment. Applying this theory, the company could implement clearer performance-reward structures and career development plans, thereby reducing absenteeism and turnover.

    **Conclusion**

    While both Herzberg’s and Vroom’s theories offer useful perspectives, Expectancy Theory provides a more adaptable and performance-focused approach to reducing absenteeism and turnover within the media industry. By aligning effort with clear, valued rewards, organizations can more effectively motivate employees and retain top talent.

    **References**

    Aamodt, M. G. (2016).
    _Industrial/Organizational Psychology: An Applied Approach_ (8th ed.). Cengage Learning.

    Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions.
    _Employee Relations_, 38(4), 596–619.

    **## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx**

    Kevin D.

    **Scenario**

    Sally is using paragraphs from an assignment of a prior, different, course to complete an assignment on the same topic.

    **Plagiarism Estimation**

    Initially, I wonder: is Sally plagiarizing? I think about how adding differentiating factors may prove more valuable for Sally’s assignment. I don’t consider Sally’s actions acceptable though I consider how Sally’s actions may be situationally applicable. I recognize Sally’s work as her own though understand Sally’s approach may require differentiation depending on the situation.

    **Strategy to Avoid Plagiarism**

    After reviewing Walden’s resources on plagiarism, I learn Sally is self-plagiarizing. I think to avoid self-plagiarizing one must be aware of what self-plagiarizing is, especially considering defining plagiarizing, in my experience, usually tends to be in consideration of another’s work as one’s own, not necessarily one’s own work. One strategy, I think sound to share so as to avoid plagiarism is from Walden’s resources about plagiarism, ask a/the teacher, preferably reasonably ahead of the due date, about the usage of the work one wants to proceed with, then address one’s work appropriately with the teacher’s advising.

    Onward and Upward,
    Kevin Dufresne

    **References**

    Walden University Writing Center. (n.d.-b).
    [Plagiarism prevention resource kit: HomeLinks to an external site.Links to an external site.](https://academicguides.waldenu.edu/writingcenter/plagiarism). Retrieved from https://academicguides.waldenu.edu/writingcenter/plagiarism

    · Reply to post from Kevin Dufresne
    **Reply**

    · Mark as Unread
    **Mark as Unread**

    Dankel P.

    For this week’s discussion, I chose the scenario where Sally used paragraphs from a previously submitted assignment. It was for another course, and she received a perfect grade of 100%. In her current assignment, she directly input the paragraphs without citing them. In this scenario, plagiarism would be considered. According to Walden University Student Affairs (n.d.-a), reusing your work is considered plagiarism and a violation of academic integrity. Walden’s student code of conduct advises that a student can reuse their work only if they cite the work and understand that the previous grade outcome should not be expected (Walden University, n.d.).

    Walden University. (n.d.).
    _Student conduct and responsibilities_. In
    _Student expectations & responsibilities_. Walden University. Retrieved June 25, 2025, from
    [https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities#s-lg-box-29731116Links to an external site.](https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities)

    Walden University Student Affairs. (n.d.-a).
    [Academic integrity: Overview.Links to an external site.Links to an external site.](https://academicguides.waldenu.edu/studentaffairs/academicintegrity) Retrieved from https://academicguides.waldenu.edu/studentaffairs/academicintegrity

    **## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx**

    Kevin D.

    **Scenario**

    Sally is using paragraphs from an assignment of a prior, different, course to complete an assignment on the same topic.

    **Plagiarism Estimation**

    Initially, I wonder: is Sally plagiarizing? I think about how adding differentiating factors may prove more valuable for Sally’s assignment. I don’t consider Sally’s actions acceptable though I consider how Sally’s actions may be situationally applicable. I recognize Sally’s work as her own though understand Sally’s approach may require differentiation depending on the situation.

    **Strategy to Avoid Plagiarism**

    After reviewing Walden’s resources on plagiarism, I learn Sally is self-plagiarizing. I think to avoid self-plagiarizing one must be aware of what self-plagiarizing is, especially considering defining plagiarizing, in my experience, usually tends to be in consideration of another’s work as one’s own, not necessarily one’s own work. One strategy, I think sound to share so as to avoid plagiarism is from Walden’s resources about plagiarism, ask a/the teacher, preferably reasonably ahead of the due date, about the usage of the work one wants to proceed with, then address one’s work appropriately with the teacher’s advising.

    Onward and Upward,
    Kevin Dufresne

    **References**

    Walden University Writing Center. (n.d.-b).
    [Plagiarism prevention resource kit: HomeLinks to an external site.Links to an external site.](https://academicguides.waldenu.edu/writingcenter/plagiarism). Retrieved from https://academicguides.waldenu.edu/writingcenter/plagiarism

    · Reply to post from Kevin Dufresne
    **Reply**

    · Mark as Unread
    **Mark as Unread**

    Dankel P.

    For this week’s discussion, I chose the scenario where Sally used paragraphs from a previously submitted assignment. It was for another course, and she received a perfect grade of 100%. In her current assignment, she directly input the paragraphs without citing them. In this scenario, plagiarism would be considered. According to Walden University Student Affairs (n.d.-a), reusing your work is considered plagiarism and a violation of academic integrity. Walden’s student code of conduct advises that a student can reuse their work only if they cite the work and understand that the previous grade outcome should not be expected (Walden University, n.d.).

    Walden University. (n.d.).
    _Student conduct and responsibilities_. In
    _Student expectations & responsibilities_. Walden University. Retrieved June 25, 2025, from
    [https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities#s-lg-box-29731116Links to an external site.](https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities)

    Walden University Student Affairs. (n.d.-a).
    [Academic integrity: Overview.Links to an external site.Links to an external site.](https://academicguides.waldenu.edu/studentaffairs/academicintegrity) Retrieved from https://academicguides.waldenu.edu/studentaffairs/academicintegrity

    **## Week5Discussion.Response.MotivationalTheoriesandModels.docx**

    Chelzea O

    **Motivational Theories and Reducing Turnover**

    Motivation plays a critical role in employee engagement, retention, and organizational performance. Two commonly studied motivational theories are Herzberg's Two-Factor Theory and Vroom's Expectancy Theory. While both provide useful insights into what drives employees, they differ in focus and application.

    **Comparison of Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory**

    Herzberg’s Two-Factor Theory distinguishes between hygiene factors (e.g., pay, policies, work conditions) and motivators (e.g., achievement, recognition, growth). According to Herzberg, the absence of hygiene factors can cause dissatisfaction, but only motivators lead to true job satisfaction and higher performance (Aamodt, 2016).

    On the other hand, Vroom’s Expectancy Theory emphasizes the cognitive process behind motivation. It proposes that motivation is a function of an individual’s expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to outcomes), and valence (value placed on those outcomes). Motivation occurs when all three components align (Aamodt, 2016).

    **Application to a Media Organization: Expectancy Theory as the Best Fit**

    Working for a major media company, I’ve seen firsthand how motivation can be impacted by misaligned expectations and unclear reward systems. In this fast-paced, deadline-driven environment, absenteeism and burnout can become common due to unclear growth paths and inconsistent recognition.

    Expectancy Theory provides a clearer roadmap to address these challenges. For example, if producers know that consistently meeting deadlines and delivering high-quality content will lead to promotions or bonus pay (instrumentality), and they believe those rewards are attainable (expectancy), and they value them (valence), their motivation and attendance will likely increase.

    In contrast, Herzberg’s model might be less effective in this setting because while improving hygiene factors like pay and office perks may reduce dissatisfaction, they don’t necessarily increase motivation or retention in a creative industry where achievement and recognition are dynamic.

    **Supporting Evidence**

    Nazir et al. (2016) found that organizational rewards significantly influence organizational commitment and reduce turnover intentions. This aligns with Vroom’s model, which connects perceived outcomes to effort and commitment. Applying this theory, the company could implement clearer performance-reward structures and career development plans, thereby reducing absenteeism and turnover.

    **Conclusion**

    While both Herzberg’s and Vroom’s theories offer useful perspectives, Expectancy Theory provides a more adaptable and performance-focused approach to reducing absenteeism and turnover within the media industry. By aligning effort with clear, valued rewards, organizations can more effectively motivate employees and retain top talent.

    **References**

    Aamodt, M. G. (2016).
    _Industrial/Organizational Psychology: An Applied Approach_ (8th ed.). Cengage Learning.

    Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions.
    _Employee Relations_, 38(4), 596–619.

    **## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx**

    Kevin D.

    **Scenario**

    Sally is using paragraphs from an assignment of a prior, different, course to complete an assignment on the same topic.

    **Plagiarism Estimation**

    Initially, I wonder: is Sally plagiarizing? I think about how adding differentiating factors may prove more valuable for Sally’s assignment. I don’t consider Sally’s actions acceptable though I consider how Sally’s actions may be situationally applicable. I recognize Sally’s work as her own though understand Sally’s approach may require differentiation depending on the situation.

    **Strategy to Avoid Plagiarism**

    After reviewing Walden’s resources on plagiarism, I learn Sally is self-plagiarizing. I think to avoid self-plagiarizing one must be aware of what self-plagiarizing is, especially considering defining plagiarizing, in my experience, usually tends to be in consideration of another’s work as one’s own, not necessarily one’s own work. One strategy, I think sound to share so as to avoid plagiarism is from Walden’s resources about plagiarism, ask a/the teacher, preferably reasonably ahead of the due date, about the usage of the work one wants to proceed with, then address one’s work appropriately with the teacher’s advising.

    Onward and Upward,
    Kevin Dufresne

    **References**

    Walden University Writing Center. (n.d.-b).
    [Plagiarism prevention resource kit: HomeLinks to an external site.Links to an external site.](https://academicguides.waldenu.edu/writingcenter/plagiarism). Retrieved from https://academicguides.waldenu.edu/writingcenter/plagiarism

    · Reply to post from Kevin Dufresne
    **Reply**

    · Mark as Unread
    **Mark as Unread**

    Dankel P.

    For this week’s discussion, I chose the scenario where Sally used paragraphs from a previously submitted assignment. It was for another course, and she received a perfect grade of 100%. In her current assignment, she directly input the paragraphs without citing them. In this scenario, plagiarism would be considered. According to Walden University Student Affairs (n.d.-a), reusing your work is considered plagiarism and a violation of academic integrity. Walden’s student code of conduct advises that a student can reuse their work only if they cite the work and understand that the previous grade outcome should not be expected (Walden University, n.d.).

    Walden University. (n.d.).
    _Student conduct and responsibilities_. In
    _Student expectations & responsibilities_. Walden University. Retrieved June 25, 2025, from
    [https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities#s-lg-box-29731116Links to an external site.](https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities)

    Walden University Student Affairs. (n.d.-a).
    [Academic integrity: Overview.Links to an external site.Links to an external site.](https://academicguides.waldenu.edu/studentaffairs/academicintegrity) Retrieved from https://academicguides.waldenu.edu/studentaffairs/academicintegrity

    **## Week5Discussion.Response.MotivationalTheoriesandModels.docx**

    Chelzea O

    **Motivational Theories and Reducing Turnover**

    Motivation plays a critical role in employee engagement, retention, and organizational performance. Two commonly studied motivational theories are Herzberg's Two-Factor Theory and Vroom's Expectancy Theory. While both provide useful insights into what drives employees, they differ in focus and application.

    **Comparison of Herzberg’s Two-Factor Theory and Vroom’s Expectancy Theory**

    Herzberg’s Two-Factor Theory distinguishes between hygiene factors (e.g., pay, policies, work conditions) and motivators (e.g., achievement, recognition, growth). According to Herzberg, the absence of hygiene factors can cause dissatisfaction, but only motivators lead to true job satisfaction and higher performance (Aamodt, 2016).

    On the other hand, Vroom’s Expectancy Theory emphasizes the cognitive process behind motivation. It proposes that motivation is a function of an individual’s expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to outcomes), and valence (value placed on those outcomes). Motivation occurs when all three components align (Aamodt, 2016).

    **Application to a Media Organization: Expectancy Theory as the Best Fit**

    Working for a major media company, I’ve seen firsthand how motivation can be impacted by misaligned expectations and unclear reward systems. In this fast-paced, deadline-driven environment, absenteeism and burnout can become common due to unclear growth paths and inconsistent recognition.

    Expectancy Theory provides a clearer roadmap to address these challenges. For example, if producers know that consistently meeting deadlines and delivering high-quality content will lead to promotions or bonus pay (instrumentality), and they believe those rewards are attainable (expectancy), and they value them (valence), their motivation and attendance will likely increase.

    In contrast, Herzberg’s model might be less effective in this setting because while improving hygiene factors like pay and office perks may reduce dissatisfaction, they don’t necessarily increase motivation or retention in a creative industry where achievement and recognition are dynamic.

    **Supporting Evidence**

    Nazir et al. (2016) found that organizational rewards significantly influence organizational commitment and reduce turnover intentions. This aligns with Vroom’s model, which connects perceived outcomes to effort and commitment. Applying this theory, the company could implement clearer performance-reward structures and career development plans, thereby reducing absenteeism and turnover.

    **Conclusion**

    While both Herzberg’s and Vroom’s theories offer useful perspectives, Expectancy Theory provides a more adaptable and performance-focused approach to reducing absenteeism and turnover within the media industry. By aligning effort with clear, valued rewards, organizations can more effectively motivate employees and retain top talent.

    **References**

    Aamodt, M. G. (2016).
    _Industrial/Organizational Psychology: An Applied Approach_ (8th ed.). Cengage Learning.

    Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions.
    _Employee Relations_, 38(4), 596–619.

    **## Week5Discussion.Responses.RecognizingandAvoidingPlagiarism.docx**

    Kevin D.

    **Scenario**

    Sally is using paragraphs from an assignment of a prior, different, course to complete an assignment on the same topic.

    **Plagiarism Estimation**

    Initially, I wonder: is Sally plagiarizing? I think about how adding differentiating factors may prove more valuable for Sally’s assignment. I don’t consider Sally’s actions acceptable though I consider how Sally’s actions may be situationally applicable. I recognize Sally’s work as her own though understand Sally’s approach may require differentiation depending on the situation.

    **Strategy to Avoid Plagiarism**

    After reviewing Walden’s resources on plagiarism, I learn Sally is self-plagiarizing. I think to avoid self-plagiarizing one must be aware of what self-plagiarizing is, especially considering defining plagiarizing, in my experience, usually tends to be in consideration of another’s work as one’s own, not necessarily one’s own work. One strategy, I think sound to share so as to avoid plagiarism is from Walden’s resources about plagiarism, ask a/the teacher, preferably reasonably ahead of the due date, about the usage of the work one wants to proceed with, then address one’s work appropriately with the teacher’s advising.

    Onward and Upward,
    Kevin Dufresne

    **References**

    Walden University Writing Center. (n.d.-b).
    [Plagiarism prevention resource kit: HomeLinks to an external site.Links to an external site.](https://academicguides.waldenu.edu/writingcenter/plagiarism). Retrieved from https://academicguides.waldenu.edu/writingcenter/plagiarism

    · Reply to post from Kevin Dufresne
    **Reply**

    · Mark as Unread
    **Mark as Unread**

    Dankel P.

    For this week’s discussion, I chose the scenario where Sally used paragraphs from a previously submitted assignment. It was for another course, and she received a perfect grade of 100%. In her current assignment, she directly input the paragraphs without citing them. In this scenario, plagiarism would be considered. According to Walden University Student Affairs (n.d.-a), reusing your work is considered plagiarism and a violation of academic integrity. Walden’s student code of conduct advises that a student can reuse their work only if they cite the work and understand that the previous grade outcome should not be expected (Walden University, n.d.).

    Walden University. (n.d.).
    _Student conduct and responsibilities_. In
    _Student expectations & responsibilities_. Walden University. Retrieved June 25, 2025, from
    [https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities#s-lg-box-29731116Links to an external site.](https://academics.waldenu.edu/handbook/student-expectations/conduct-responsibilities)

    Walden University Student Affairs. (n.d.-a).
    [Academic integrity: Overview.Links to an external site.Links to an external site.](https://academicguides.waldenu.edu/studentaffairs/academicintegrity) Retrieved from https://academicguides.waldenu.edu/studentaffairs/academicintegrity

    – 1
    – 2

  • [Solved] Week 6

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    – ## Week6Assignment.ChangeManagement.docx – ## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx **## Week6Assignment.ChangeManagement.docx** Week 6. Assignment. Change Management Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; th…

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    Assignment Prompt & Instructions

    – ## Week6Assignment.ChangeManagement.docx

    – ## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx

    **## Week6Assignment.ChangeManagement.docx**

    Week 6. Assignment. Change Management

    Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; therefore, the most successful organizations are constantly reinventing and improving their processes, products, and services to stay competitive in a global marketplace. For most employees, change is difficult. Upon learning of an organizational change (e.g., restructuring), employees may demonstrate resistance for a number of different reasons, such as fear of job loss, discomfort with new responsibilities, or from the belief that the change is unnecessary. Change management models include specific steps for effectively implementing change, many of which address how to increase employee buy-in and decrease resistance.

    For this Assignment, you will explore the concept of change management, as well as various change management models. You also will apply a change management model to an organization of your choosing.

    To Prepare for this Assignment:

    · Read Chapter 14 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to differences between evolutionary and revolutionary change.

    · Read the article, “Change Management Models: A Comparative Analysis and Concerns.” Examine the strengths and limitations of different change management models.

    · Select an organization for which you currently work or have previously worked, or a well-known organization (e.g., Amazon, Walmart, Facebook). Be sure to select an organization that has undergone at least one significant change within the past five years. Examples of changes include restructuring, acquiring or merging with another company, decreasing or expanding product/service offerings, implementing a new software system, and laying off a significant portion of the workforce.

    · Select one change management model you would use to manage the change in the organization.

    **INSTRUCTIONS:**

    Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.

    · Describe evolutionary and revolutionary organizational change. Then explain the role of change management in relation to evolutionary and revolutionary changes. In your explanation, include why change must be managed and when it is best to implement change.

    · Compare two change management models in terms of their application within the workplace.

    · Briefly describe a recent change in the organization you selected. Explain which model you would use to successfully manage the change, and why. Support your argument with specific examples and evidence from the literature.

    **## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx**

    Discussion 6: Group Dynamics and Team Effectiveness

    On January 28, 1986, NASA launched the space shuttle Challenger, which exploded 73 seconds after liftoff and killed all seven crew members. The night before, space shuttle engineers met with NASA executives and expressed concern about the forecast for freezing temperatures, which might affect the functionality of a part called the O-Ring. Executives urged the engineers to reconsider and proceed with the scheduled launch, which was to be televised. As a result, the engineers made a unanimous decision to proceed with the launch. Why did the engineers make this decision, despite knowing that the O-Ring could malfunction in freezing temperatures? The answer is a phenomenon called Groupthink, which occurs when the pressure or desire for conformity discourages dissenting opinions and overrides rational decision-making. In this case, NASA executives pressured the engineers to make the decision to proceed with the launch.

    Groupthink is one of the many concepts of group dynamics that explain the erosion of team effectiveness. In this Discussion, you will consider concepts, theories, and models of group dynamics and how they can be applied to improve team effectiveness.

    To prepare for this Discussion:

    · Read Chapter 13 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to concepts, theories, and models related to group dynamics and teams.

    · Read Chapter 13 in
    _The SAGE Handbook_. Consider how task design, team composition, and team leadership contribute to team effectiveness.

    · Select an organization for which you currently work or have previously worked or a well-known organization (e.g., Amazon, Walmart, Facebook).

    · Identify two concepts, theories, and/or models of group dynamics to compare. Then consider how you will apply one of the concepts, theories, or models to improve team effectiveness in the organization. Examples include through task design, team composition, team leadership, or another mechanism.

    [Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-6-learning-resources?module_item_id=6928941)

    Group Dynamics

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 13, “Group Behavior, Teams, and Conflict” (pp. 463–500)

    · Time Estimate: 75 minutes

    · Stewart, G., & Carter, K. (2018). Team design characteristics. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
    [The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol2%2Fi2830.xml) (2nd ed., Vol. 2, pp. 289-306). London, UK: SAGE Publications, Ltd.

    · Note: Chapter 13

    · Time Estimate: 60 minutes

    Change Management

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 14, “Organization Development” (pp. 504–510 only)

    · Time Estimate: 20 minutes

    · Galli, B. J. (2018). Change management models: A comparative analysis and concerns.
    [_IEEE Engineering Management Review_\
    _Links to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://ieeexplore.ieee.org/document/8486843), 46(3), 124–132.

    · Time Estimate: 20 minutes

    INSTRUCTIONS: Respond to the following:

    Compare and contrast two concepts, theories, and/or models of group dynamics. In your comparison, assess the importance of each for overall team effectiveness. Then explain how you would apply one of the concepts, theories, or models to the organization you selected to improve team effectiveness. Include specific examples and current research on group dynamics to support your explanation.

    **## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx**

    Discussion 6: Group Dynamics and Team Effectiveness

    On January 28, 1986, NASA launched the space shuttle Challenger, which exploded 73 seconds after liftoff and killed all seven crew members. The night before, space shuttle engineers met with NASA executives and expressed concern about the forecast for freezing temperatures, which might affect the functionality of a part called the O-Ring. Executives urged the engineers to reconsider and proceed with the scheduled launch, which was to be televised. As a result, the engineers made a unanimous decision to proceed with the launch. Why did the engineers make this decision, despite knowing that the O-Ring could malfunction in freezing temperatures? The answer is a phenomenon called Groupthink, which occurs when the pressure or desire for conformity discourages dissenting opinions and overrides rational decision-making. In this case, NASA executives pressured the engineers to make the decision to proceed with the launch.

    Groupthink is one of the many concepts of group dynamics that explain the erosion of team effectiveness. In this Discussion, you will consider concepts, theories, and models of group dynamics and how they can be applied to improve team effectiveness.

    To prepare for this Discussion:

    · Read Chapter 13 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to concepts, theories, and models related to group dynamics and teams.

    · Read Chapter 13 in
    _The SAGE Handbook_. Consider how task design, team composition, and team leadership contribute to team effectiveness.

    · Select an organization for which you currently work or have previously worked or a well-known organization (e.g., Amazon, Walmart, Facebook).

    · Identify two concepts, theories, and/or models of group dynamics to compare. Then consider how you will apply one of the concepts, theories, or models to improve team effectiveness in the organization. Examples include through task design, team composition, team leadership, or another mechanism.

    [Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-6-learning-resources?module_item_id=6928941)

    Group Dynamics

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 13, “Group Behavior, Teams, and Conflict” (pp. 463–500)

    · Time Estimate: 75 minutes

    · Stewart, G., & Carter, K. (2018). Team design characteristics. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
    [The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol2%2Fi2830.xml) (2nd ed., Vol. 2, pp. 289-306). London, UK: SAGE Publications, Ltd.

    · Note: Chapter 13

    · Time Estimate: 60 minutes

    Change Management

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 14, “Organization Development” (pp. 504–510 only)

    · Time Estimate: 20 minutes

    · Galli, B. J. (2018). Change management models: A comparative analysis and concerns.
    [_IEEE Engineering Management Review_\
    _Links to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://ieeexplore.ieee.org/document/8486843), 46(3), 124–132.

    · Time Estimate: 20 minutes

    INSTRUCTIONS: Respond to the following:

    Compare and contrast two concepts, theories, and/or models of group dynamics. In your comparison, assess the importance of each for overall team effectiveness. Then explain how you would apply one of the concepts, theories, or models to the organization you selected to improve team effectiveness. Include specific examples and current research on group dynamics to support your explanation.

    **## Week6Assignment.ChangeManagement.docx**

    Week 6. Assignment. Change Management

    Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; therefore, the most successful organizations are constantly reinventing and improving their processes, products, and services to stay competitive in a global marketplace. For most employees, change is difficult. Upon learning of an organizational change (e.g., restructuring), employees may demonstrate resistance for a number of different reasons, such as fear of job loss, discomfort with new responsibilities, or from the belief that the change is unnecessary. Change management models include specific steps for effectively implementing change, many of which address how to increase employee buy-in and decrease resistance.

    For this Assignment, you will explore the concept of change management, as well as various change management models. You also will apply a change management model to an organization of your choosing.

    To Prepare for this Assignment:

    · Read Chapter 14 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to differences between evolutionary and revolutionary change.

    · Read the article, “Change Management Models: A Comparative Analysis and Concerns.” Examine the strengths and limitations of different change management models.

    · Select an organization for which you currently work or have previously worked, or a well-known organization (e.g., Amazon, Walmart, Facebook). Be sure to select an organization that has undergone at least one significant change within the past five years. Examples of changes include restructuring, acquiring or merging with another company, decreasing or expanding product/service offerings, implementing a new software system, and laying off a significant portion of the workforce.

    · Select one change management model you would use to manage the change in the organization.

    **INSTRUCTIONS:**

    Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.

    · Describe evolutionary and revolutionary organizational change. Then explain the role of change management in relation to evolutionary and revolutionary changes. In your explanation, include why change must be managed and when it is best to implement change.

    · Compare two change management models in terms of their application within the workplace.

    · Briefly describe a recent change in the organization you selected. Explain which model you would use to successfully manage the change, and why. Support your argument with specific examples and evidence from the literature.

    **## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx**

    Discussion 6: Group Dynamics and Team Effectiveness

    On January 28, 1986, NASA launched the space shuttle Challenger, which exploded 73 seconds after liftoff and killed all seven crew members. The night before, space shuttle engineers met with NASA executives and expressed concern about the forecast for freezing temperatures, which might affect the functionality of a part called the O-Ring. Executives urged the engineers to reconsider and proceed with the scheduled launch, which was to be televised. As a result, the engineers made a unanimous decision to proceed with the launch. Why did the engineers make this decision, despite knowing that the O-Ring could malfunction in freezing temperatures? The answer is a phenomenon called Groupthink, which occurs when the pressure or desire for conformity discourages dissenting opinions and overrides rational decision-making. In this case, NASA executives pressured the engineers to make the decision to proceed with the launch.

    Groupthink is one of the many concepts of group dynamics that explain the erosion of team effectiveness. In this Discussion, you will consider concepts, theories, and models of group dynamics and how they can be applied to improve team effectiveness.

    To prepare for this Discussion:

    · Read Chapter 13 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to concepts, theories, and models related to group dynamics and teams.

    · Read Chapter 13 in
    _The SAGE Handbook_. Consider how task design, team composition, and team leadership contribute to team effectiveness.

    · Select an organization for which you currently work or have previously worked or a well-known organization (e.g., Amazon, Walmart, Facebook).

    · Identify two concepts, theories, and/or models of group dynamics to compare. Then consider how you will apply one of the concepts, theories, or models to improve team effectiveness in the organization. Examples include through task design, team composition, team leadership, or another mechanism.

    [Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-6-learning-resources?module_item_id=6928941)

    Group Dynamics

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 13, “Group Behavior, Teams, and Conflict” (pp. 463–500)

    · Time Estimate: 75 minutes

    · Stewart, G., & Carter, K. (2018). Team design characteristics. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
    [The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol2%2Fi2830.xml) (2nd ed., Vol. 2, pp. 289-306). London, UK: SAGE Publications, Ltd.

    · Note: Chapter 13

    · Time Estimate: 60 minutes

    Change Management

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 14, “Organization Development” (pp. 504–510 only)

    · Time Estimate: 20 minutes

    · Galli, B. J. (2018). Change management models: A comparative analysis and concerns.
    [_IEEE Engineering Management Review_\
    _Links to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://ieeexplore.ieee.org/document/8486843), 46(3), 124–132.

    · Time Estimate: 20 minutes

    INSTRUCTIONS: Respond to the following:

    Compare and contrast two concepts, theories, and/or models of group dynamics. In your comparison, assess the importance of each for overall team effectiveness. Then explain how you would apply one of the concepts, theories, or models to the organization you selected to improve team effectiveness. Include specific examples and current research on group dynamics to support your explanation.

    **## Week6Assignment.ChangeManagement.docx**

    Week 6. Assignment. Change Management

    Change management is an important topic in today’s workforce. Organizations can no longer afford to be stagnant; therefore, the most successful organizations are constantly reinventing and improving their processes, products, and services to stay competitive in a global marketplace. For most employees, change is difficult. Upon learning of an organizational change (e.g., restructuring), employees may demonstrate resistance for a number of different reasons, such as fear of job loss, discomfort with new responsibilities, or from the belief that the change is unnecessary. Change management models include specific steps for effectively implementing change, many of which address how to increase employee buy-in and decrease resistance.

    For this Assignment, you will explore the concept of change management, as well as various change management models. You also will apply a change management model to an organization of your choosing.

    To Prepare for this Assignment:

    · Read Chapter 14 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to differences between evolutionary and revolutionary change.

    · Read the article, “Change Management Models: A Comparative Analysis and Concerns.” Examine the strengths and limitations of different change management models.

    · Select an organization for which you currently work or have previously worked, or a well-known organization (e.g., Amazon, Walmart, Facebook). Be sure to select an organization that has undergone at least one significant change within the past five years. Examples of changes include restructuring, acquiring or merging with another company, decreasing or expanding product/service offerings, implementing a new software system, and laying off a significant portion of the workforce.

    · Select one change management model you would use to manage the change in the organization.

    **INSTRUCTIONS:**

    Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.

    · Describe evolutionary and revolutionary organizational change. Then explain the role of change management in relation to evolutionary and revolutionary changes. In your explanation, include why change must be managed and when it is best to implement change.

    · Compare two change management models in terms of their application within the workplace.

    · Briefly describe a recent change in the organization you selected. Explain which model you would use to successfully manage the change, and why. Support your argument with specific examples and evidence from the literature.

    **## Week6Discussion.GroupDynamicsandTeamEfectiveness.docx**

    Discussion 6: Group Dynamics and Team Effectiveness

    On January 28, 1986, NASA launched the space shuttle Challenger, which exploded 73 seconds after liftoff and killed all seven crew members. The night before, space shuttle engineers met with NASA executives and expressed concern about the forecast for freezing temperatures, which might affect the functionality of a part called the O-Ring. Executives urged the engineers to reconsider and proceed with the scheduled launch, which was to be televised. As a result, the engineers made a unanimous decision to proceed with the launch. Why did the engineers make this decision, despite knowing that the O-Ring could malfunction in freezing temperatures? The answer is a phenomenon called Groupthink, which occurs when the pressure or desire for conformity discourages dissenting opinions and overrides rational decision-making. In this case, NASA executives pressured the engineers to make the decision to proceed with the launch.

    Groupthink is one of the many concepts of group dynamics that explain the erosion of team effectiveness. In this Discussion, you will consider concepts, theories, and models of group dynamics and how they can be applied to improve team effectiveness.

    To prepare for this Discussion:

    · Read Chapter 13 in the Aamodt text,
    _Industrial/Organizational Psychology: An Applied Approach_. Pay particular attention to concepts, theories, and models related to group dynamics and teams.

    · Read Chapter 13 in
    _The SAGE Handbook_. Consider how task design, team composition, and team leadership contribute to team effectiveness.

    · Select an organization for which you currently work or have previously worked or a well-known organization (e.g., Amazon, Walmart, Facebook).

    · Identify two concepts, theories, and/or models of group dynamics to compare. Then consider how you will apply one of the concepts, theories, or models to improve team effectiveness in the organization. Examples include through task design, team composition, team leadership, or another mechanism.

    [Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-6-learning-resources?module_item_id=6928941)

    Group Dynamics

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 13, “Group Behavior, Teams, and Conflict” (pp. 463–500)

    · Time Estimate: 75 minutes

    · Stewart, G., & Carter, K. (2018). Team design characteristics. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
    [The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol2%2Fi2830.xml) (2nd ed., Vol. 2, pp. 289-306). London, UK: SAGE Publications, Ltd.

    · Note: Chapter 13

    · Time Estimate: 60 minutes

    Change Management

    · Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 14, “Organization Development” (pp. 504–510 only)

    · Time Estimate: 20 minutes

    · Galli, B. J. (2018). Change management models: A comparative analysis and concerns.
    [_IEEE Engineering Management Review_\
    _Links to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://ieeexplore.ieee.org/document/8486843), 46(3), 124–132.

    · Time Estimate: 20 minutes

    INSTRUCTIONS: Respond to the following:

    Compare and contrast two concepts, theories, and/or models of group dynamics. In your comparison, assess the importance of each for overall team effectiveness. Then explain how you would apply one of the concepts, theories, or models to the organization you selected to improve team effectiveness. Include specific examples and current research on group dynamics to support your explanation.

    – 1
    – 2

  • [Solved] Two Student Responses (300-400) Words

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    Executive Solution Overview

    **Respond to** at least **two** of your colleagues’ posts (on different days) by providing one suggestion, additional resource, or differing perspective related to your colleague’s post. **Note:** Your responses to colleagues should be substantial (250 words minimum), supported with scholarly eviden…

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    Assignment Prompt & Instructions

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

  • [Solved] home work

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    Please follow direction no AI – ## Topic_Week6_Discussion3.pdf **## Topic_Week6_Discussion3.pdf** Due Jul 2 60 points View Split Screen All Search entries or author… Newest First Back to Week at a Glance (https://waldenu.instructure.com/courses/172186/modules/items/697456 Mathematical concept…

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    Assignment Prompt & Instructions

    Please follow direction no AI

    – ## Topic_Week6_Discussion3.pdf

    **## Topic_Week6_Discussion3.pdf**

    Due Jul 2 60 points

    View Split Screen

    All

    Search entries or author…

    Newest First

    Back to Week at a Glance
    (https://waldenu.instructure.com/courses/172186/modules/items/697456

    Mathematical concepts are present in many areas of our personal and professional lives. This week
    you will explore how the concepts presented in this course will be used in your current or future
    career field.

    To prepare for this Discussion:

    Imagine you may have any the job of your dreams upon completion of your degree at Walden
    University. What career field would you choose to enter?
    Research how at least one concept from this course would be used in your chosen career.
    Think about your progress in the course so far and what advice you would give students entering
    next term.

    Post at least three paragraphs in response to the following prompts:

    Describe the career you would like to have upon completion of your degree at Walden University.
    Briefly describe the roles and responsibilities you will hold in your chosen career.
    Explain how one specific math concept covered in this course would be used in this career field.
    Be sure to clearly identify a concept covered in this course.

    USING MATH IN YOUR WORLD

    BY DAY 3

    [https://waldenu.instructure.com/courses/172186/modules/items/6974561](https://waldenu.instructure.com/courses/172186/modules/items/6974561)

    [https://waldenu.instructure.com/courses/172186/modules/items/6974561](https://waldenu.instructure.com/courses/172186/modules/items/6974561)

    Write a word problem using the math concept you have identified in context of your chosen
    career path to demonstrate how the concept would be used. Do not solve your word problem.
    Provide one piece of advice for a student entering this course next term. What would you
    recommend to set them up for success?

    Read a selection of your classmates’ postings.

    Response 1: Respond to at least one classmate using the following:

    Solve the word problem your classmate wrote, show all work necessary to solve this problem.
    Write at least one sentence explaining the solution to this problem in context.

    Response 2: Respond to at least one classmate using the following:

    Consider your peers advice to future students. Do you agree with their advice would be useful or
    not? Explain your reasoning.

    BY DAY 5

    Reply

    **## Topic_Week6_Discussion3.pdf**

    Due Jul 2 60 points

    View Split Screen

    All

    Search entries or author…

    Newest First

    Back to Week at a Glance
    (https://waldenu.instructure.com/courses/172186/modules/items/697456

    Mathematical concepts are present in many areas of our personal and professional lives. This week
    you will explore how the concepts presented in this course will be used in your current or future
    career field.

    To prepare for this Discussion:

    Imagine you may have any the job of your dreams upon completion of your degree at Walden
    University. What career field would you choose to enter?
    Research how at least one concept from this course would be used in your chosen career.
    Think about your progress in the course so far and what advice you would give students entering
    next term.

    Post at least three paragraphs in response to the following prompts:

    Describe the career you would like to have upon completion of your degree at Walden University.
    Briefly describe the roles and responsibilities you will hold in your chosen career.
    Explain how one specific math concept covered in this course would be used in this career field.
    Be sure to clearly identify a concept covered in this course.

    USING MATH IN YOUR WORLD

    BY DAY 3

    [https://waldenu.instructure.com/courses/172186/modules/items/6974561](https://waldenu.instructure.com/courses/172186/modules/items/6974561)

    [https://waldenu.instructure.com/courses/172186/modules/items/6974561](https://waldenu.instructure.com/courses/172186/modules/items/6974561)

    Write a word problem using the math concept you have identified in context of your chosen
    career path to demonstrate how the concept would be used. Do not solve your word problem.
    Provide one piece of advice for a student entering this course next term. What would you
    recommend to set them up for success?

    Read a selection of your classmates’ postings.

    Response 1: Respond to at least one classmate using the following:

    Solve the word problem your classmate wrote, show all work necessary to solve this problem.
    Write at least one sentence explaining the solution to this problem in context.

    Response 2: Respond to at least one classmate using the following:

    Consider your peers advice to future students. Do you agree with their advice would be useful or
    not? Explain your reasoning.

    BY DAY 5

    Reply

  • [Solved] D4 PSYCHOLOGY OF AGING

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    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] psychology

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    – ## BystanderTrainingVideoPSAAssignmentInstructions.docx **## BystanderTrainingVideoPSAAssignmentInstructions.docx** PSYC 312 **Bystander Training Video PSA Assignment Instructions** **Overview** Prosocial behavior is an important topic in social psychology. Research related to helping behavior has…

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    Assignment Prompt & Instructions

    – ## BystanderTrainingVideoPSAAssignmentInstructions.docx

    **## BystanderTrainingVideoPSAAssignmentInstructions.docx**

    PSYC 312

    **Bystander Training Video PSA Assignment Instructions**

    **Overview**

    Prosocial behavior is an important topic in social psychology. Research related to helping behavior has provided much-needed information about why people do or do not help in emergency situations. One important finding is that bystander training programs are effective in motivating people to take action instead of standing by and doing nothing.

    **Instructions**

    For this assignment, you will submit a brief video, created in the style of a public service announcement to help individuals understand at least one reason (as described in our textbook) for why people do not help in an emergency and what might be done to overcome this barrier to help.

    · You must be featured in the video (your face and your voice).

    · Content should be presented in a conversational tone rather than being read from a script.

    · Creativity is encouraged.

    **Structure Requirements**

    · Length of the video will be at least 3 minutes but not more than 5 minutes.

    · File type is an mp4.

    · The video must feature the student’s face and voice.

    **I will add my face and voice after you create it.**

    **## BystanderTrainingVideoPSAAssignmentInstructions.docx**

    PSYC 312

    **Bystander Training Video PSA Assignment Instructions**

    **Overview**

    Prosocial behavior is an important topic in social psychology. Research related to helping behavior has provided much-needed information about why people do or do not help in emergency situations. One important finding is that bystander training programs are effective in motivating people to take action instead of standing by and doing nothing.

    **Instructions**

    For this assignment, you will submit a brief video, created in the style of a public service announcement to help individuals understand at least one reason (as described in our textbook) for why people do not help in an emergency and what might be done to overcome this barrier to help.

    · You must be featured in the video (your face and your voice).

    · Content should be presented in a conversational tone rather than being read from a script.

    · Creativity is encouraged.

    **Structure Requirements**

    · Length of the video will be at least 3 minutes but not more than 5 minutes.

    · File type is an mp4.

    · The video must feature the student’s face and voice.

    **I will add my face and voice after you create it.**