In this assignment, you will submit a draft of Sections IV and V of the final pr
In this assignment, you will submit a draft of Sections IV and V of the final project. In doing this, you will create a follow-up care plan and draw conclusions about expected patient outcomes with Jean’s case and the effects of navigating available resources.
Listening to music is something everyone does. Some people listen to music const
Listening to music is something everyone does. Some people listen to music constantly, while others listen to it situationally, such as when driving, studying, exercising, or relaxing. Different playlists can be made for these different tasks. But how carefully and deeply does the listening experience go? This assignment requires you to delve deeper into one of your favorite songs to maximize appreciation of it through achieving an understanding of the complexities that go into the creation of your preferred music. In doing so, you will increase your perceptual awareness, not just for music, but for all things!
Instructions:
Choose a musical artist (from any music era). Choose one of his or her main works (songs or compositions) and listen to the piece so that you can comment on your reaction to the work.
Write a 1-2 page essay about the following:
A brief summary of the background or history of the artist
The meaning of the song you chose
The musical elements being used, with examples
The contribution that the piece has had to the development of music and how it influenced future music
Your assignment should be written in APA format and should include in-text citations and a reference page.
Artist and meaning of musical piece
Mastery: Advanced or exceeds achievement
Chose a musical artist and provided an outstanding summary of the background or history of the artist; chose one of the artist’s main works (song or composition); thoroughly explained the meaning behind the chosen piece.
Musical Elements
Mastery: Advanced or exceeds achievement
Explained in detail the musical elements that are used in the song, with strong specific examples.
Songs Contribution to music
Mastery: Advanced or exceeds achievement
Provided a detailed and complete explanation of the contribution this song had to the development of music; thoroughly addressed how it influenced future music.
Mastery: Advanced or exceeds achievement
Submission has few to no errors in spelling, punctuation, grammar, and documentation. The submission is polished and professional.
I will put the requirements and required information in the attachment
video1：ht
I will put the requirements and required information in the attachment
video1：https://www.youtube.com/watch?v=to2GSibbrv0&t=14s
video2：https://www.youtube.com/watch?v=BgNfrDXr7uA&t=7s
I have attached a PowerPoint
presentation below, which includes all the theories
I have attached a PowerPoint
presentation below, which includes all the theories you can choose from. The
theories are categorized into three central groups: Psychological, Economic,
and Organizational & Sociological.
Please select two theories from any of
these categories that best fit the purpose of assessing the contribution of
theory in the design and implementation of an employee reward policy.
Presubmission guidelines
•Indication of boundaries of theories – any constraints? Limitations? Exceptions
where not applicable?
•Flowing from this … what use can an HR manager make from these theories?
•Students are required to describe the selected theories and assess the worth of the theories. (There
is no necessity for a detailed implementation plan).
•You must seek to demonstrate the value of the theories to a manager
who:
1) wishes to introduce a new employee reward
system
2) are there lessons, from the theories, as to how the system
should be operated?
•In summary, keep
in mind the question – “Do HR theories have anything to offer to an HR manager?”
Demonstrate:
Extensive & detailed knowledge
Ability to apply knowledge of
motivation to pay
Evidence
of background reading
Understanding the root causes of poverty in society and within ourselves is a cr
Understanding the root causes of poverty in society and within ourselves is a crucial step in our efforts to combat it (Creamer et al., 2021). Individuals can contribute in many ways, such as voting and supporting policies that reduce economic inequality (Creamer et al., 2021). One effective strategy is advocating for policies that increase access to education and job training programs, raise the minimum wage, and provide affordable healthcare and housing (Creamer et al., 2021). We can achieve a world without poverty (Creamer et al., 2021).
Systemic inequities and discrimination play a significant role in perpetuating poverty (Creamer et al., 2021). For instance, a study by John Creamer and colleagues in a 2014 report by the Brookings Institute (Creamer et al., 2021) revealed that African American and Hispanic Americans are disproportionately affected by poverty compared to Whites. This imbalance is not due to a higher number of Black or Brown individuals in the population but rather due to systemic factors (Creamer et al., 2021). Historical injustices, limited educational and job opportunities, and housing discrimination all contribute to higher poverty rates among certain minority groups (Creamer et al., 2021).
Understanding poverty variations across different communities is not just important; it’s crucial (Creamer et al., 2021). In an urban context, low-income communities become isolated from resources while waiting for high-income housing to be ‘gentrified.’ On the other hand, rural poverty may be due to the absence of infrastructure, limited access to healthcare and education facilities, and dependency on seasonal employment (Creamer et al., 2021). To tackle these diverse challenges, a comprehensive approach is needed to address every aspect of poverty (Creamer et al., 2021). For stronger rebuilding, policymakers must take immediate action to provide fair economic relief for all (Creamer et al., 2021).
Due to different social, economic, and political circumstances, poverty can vary from country to country (Creamer et al., 2021). For example, political instability and corruption in developing nations can result in a lack of social safety nets and limited access to essential services, significantly contributing to widespread poverty (Creamer et al., 2021). On the other hand, in some developed countries, significant income disparities can arise due to job uncertainty, and welfare programs may perpetuate poverty or impact a portion of the population that struggles to escape these conditions (Creamer et al., 2021).
In summary, it’s crucial to understand the various personal and societal factors that contribute to economic suffering (Creamer et al., 2021). By supporting fair policy approaches, addressing structural injustices, and promoting social equity, we can develop meaningful and far-reaching solutions to poverty (Creamer et al., 2021).
Kinship Care and Aging out of the Foster Care System
Please respond to the follo
Kinship Care and Aging out of the Foster Care System
Please respond to the following:
Define kinship care. What are some positives and negatives of kinship care?
Describe the role of the foster care worker.
What are two ways teens can be negatively impacted once they leave the foster care system?
What is one resource in your community to help teens once they leave the foster care system?
Poverty’s underlying causes are many and combine personal and social elements. O
Poverty’s underlying causes are many and combine personal and social elements. On a personal level, one can help to reduce poverty by supporting community projects, voting for laws supporting social safety nets, and pushing reform of education. Policies extending access to cheap housing, healthcare, and education can have a major influence on the decrease of poverty. People can also help local businesses, take part in job training courses, and promote a culture of mutual support and help inside their own neighborhoods.
Poverty rates are very much influenced by social factors including gender, class, and ethnicity. Higher poverty rates in African American and Hispanic populations have come from systematic racism and past injustices disproportionately impacting them. For these groups, for instance, discriminating policies in employment and housing have long-term effects on wealth building and economic stability. Because of gender pay disparities and the weight of unpaid caring tasks, women—especially single mothers—also have greater poverty rates.
Comparatively analyzing poverty in many societies shows interesting processes. Although compared to African American and Hispanic Americans a greater percentage of them live in poverty, the absolute count of Whites in poverty is more. The greater White population in the United States helps to explain this disparity. Local economic conditions—such as job availability, educational system quality, and cost of living—can affect poverty rates on a regional level. For example, limited access to work opportunities and services can cause rural places to have higher rates of poverty; conversely, historical segregation and economic inequalities might cause concentrated poverty in some urban areas.
In these various societies, processes explaining poverty include the historical background of racial segregation and economic policies excluding minority groups. For example, mid-20th century redlining policies hindered African Americans access to home loans, therefore preventing their capacity to accumulate wealth via property ownership. On the other hand, in largely White working-class areas like the Rust Belt, systematic elements like deindustrialization and the fall in manufacturing jobs have helped to create poverty.
Globally, systems that aggravate poverty differ between nations. In underdeveloped countries, elements including political unrest, corruption, and lack of access to healthcare and education have great impact. In sub-Saharan Africa, for instance, political strife, poor infrastructure, and public health emergencies aggravate poverty. Conversely, poverty in industrialized countries could be more affected by inadequate social safety nets and economic disparity. For example, nations with strong welfare systems like Sweden had less poverty than those with less all around social support.
Dealing with poverty calls for a comprehensive strategy including both personal deeds and institutional improvements. Understanding the several elements causing poverty helps policy to be more suited to meet the particular requirements of different communities and areas.
As a person’s human service career progresses, many professionals assume supervi
As a person’s human service career progresses, many professionals assume supervisory roles and become responsible for ensuring that the organization’s human resource develops the knowledge, skill and competency needed to be effective in their work. Structured training and orientation is an important part of this process but supervisors also need to provide encouragement to build teamwork, motivation, confidence, and feedback on their performance.
The following case study describes some of the supervisory issues faced by program managers when working with program staff. Please read the case study and answer the questions that follow:
Case Study: The Token Economy
(Chapter 7)
Jim Forrest worked as a therapist for a number of years with a substance abuse program before becoming a Program Supervisor. As a therapist, he had developed a high level of expertise in dealing with problems related to substance abuse. His work had included jobs in several settings, including a short-term detoxification program in a hospital, a community-based methadone treatment center, and a community mental health outpatient program. Although his work with clients had always been satisfying, two things continued to trouble him. One major issue for Forrest was that his experience had convinced him that his clients’ milieu was more important than any other aspect of treatment. Although one-to-one counseling could be helpful, it was always less important than the reinforcement clients got for various behaviors in their immediate social environments.
The other aspect of his work that tended to trouble him was the question of management. As a professional therapist, he had grown impatient with the pressure on him to stick to specific time lines and methods regardless of his clients’ needs. In each agency, managers tended to create methods of operation based more on business principles and treatment costs than on the effects of various treatment modalities. Forrest felt that given the chance to do what he felt was best for his clients, he could work both effectively and efficiently.
Forrest finally had the chance to try out his ideas when he was invited by a former colleague to take on a job as head of a newly funded detoxification program being set up in one wing of the local community mental health center. The program had been funded to provide short-term services, and two of the therapists from the previous, smaller program were to remain on staff. With this exception, Jim would be free to develop the program in whatever way he saw fit. Funding was sufficient to provide for the hiring of a staff of four more professional therapists and eight paraprofessionals.
Forrest began interviewing potential employees, telling each of them the same thing. The program would be based on use of a token economy, meaning that clients would receive concrete and specific reinforcements for behaviors that were consistent with responsible, adult conduct. Every staff member would need to be involved in recording and reinforcing appropriate client behaviors, for only then would the clients begin to learn new ways of dealing with their environment. Beyond this “bottom line” of commitment to the token economy as a treatment modality, professionals would be free to set their own hours and work with clients according to their best interests. Newcomers would be more closely supervised at first. Later they, too, might have the kind of freedom already granted to the experienced professionals. Most of the new workers started their tasks with a high degree of enthusiasm. It was like a dream come true, and after a few weeks, Forrest began to think that he was already seeing results in terms of client change. A few problems, however, were beginning to surface.
First, Hugh Schmidt, one of the two therapists who had already been employed at the center, began to complain to anyone who would listen about the idea of the token economy. Schmidt believed that long-term therapy, insight, and intrapsychic change were the only ways to deal with substance abusers. Changes in behavior could not get at the root cause of the problem, and the token economy could change only concrete behavior, not attitudes. He continued to work with clients in the same way he always had, but the token economy was constantly being sabotaged.
Another member of the professional staff was troubled not by the token economy but by the freedom Forrest allowed the employees. Carol Cooke pointed out that although the staff members had been enthusiastic at first, they would not maintain a high level of commitment unless they were aware of the rules and regulations governing their own behaviors. Forrest scoffed at these concerns until one Friday afternoon when he had to make a presentation at an out-of-town conference. When he realized he had forgotten something, he called the office. Not one of the professional staff members was there.
The problems Forrest had begun to face were minor, but they started to make him think. Could he maintain a central focus in the program if every member of the professional staff were not necessarily committed to it? Could he trust the professional staff in the way he had always wished to be trusted? The challenges began to seem a little more difficult than he had expected.
Using the Competing Values Framework introduced in Unit 2, describe the competing values that form the basis of the conflict detailed in this scenario.
What behavioral theory is the Supervisor (Jim Forest) using to develop the “Token Economy” and how is that theory different from the theories that support the methods previously used by program staff?
Using theories of leadership and “leadership styles,” what leadership style did the Supervisor employ to implement the new program. In your view, was that style the appropriate leadership style for this context?
What leadership skills were strengths for the Supervisor? What leadership skills posed a challenge?
In the case scenario, program staff disagreed with the methods employed by the new program. How would you respond to gain the cooperation and commitment of program staff with contrary opinions and beliefs?
The Supervisor in the case scenario is new to their position. In your view, what challenges does a new supervisor have and why is it difficult for a new supervisor to implement program changes?
Reflecting on the issues raised in this scenario, what decision-making style would you suggest the Supervisor adopt to decide on program changes?
Resource:
Text: Chapter 6: “Developing and Managing Human Resource”
Text: Chapter 7: “Building Supervisory Relationships”
Theories of leadership and “leadership styles”
Do you know your leadership style? Take a test to determine your style of leadership.
Decision making and decision-making style
Supplemental Readings:
Developing motivation, cooperation and commitment among program staff.
Challenges of new supervisors.
How to Avoid The Common Mistakes Made by New Supervisors.
I have included copies of the instructions. If you need to use more than 6 resou
I have included copies of the instructions. If you need to use more than 6 resources, you can I put down 6. Just because.. If you need anything else, please feel free to reach out to me. Sorry about the way Carl’s case looks it’s the only way I could upload it.
Thanks,
Nelly
Overview
To be an effective leader, you must be able to lead change efforts in a
Overview
To be an effective leader, you must be able to lead change efforts in a collaborative way that demonstrates the culture of the organization. At some point, all leaders will need to lead an organizational change effort or be part of an upper-level team that plans and implements it.
Your final project in this course is to develop a change plan based on a case study. Your plan will use Kotter’s change implementation plan components for an organization. Kotter’s plan will explain what you should look at during each step of a change effort. Changes take time to put in place. You should consider all parts of an organization when making these changes. Be sure to use scholarly research to defend your responses and support your explanations.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
For this project, you will create a change plan based on a case study. Your plan will include stated objectives that you will follow to accomplish an intended goal or goals. After setting your objectives, you will work backward to create a timeline for each phase of the change plan. This change plan will analyze what the organization needs to make the change successful and what to look out for.
Specifically, you must address the following critical elements:
Analysis and Diagnosis
Identify the problem in need of addressing and describe which forces are driving the change effort.
Establish how the problem arose and determine the current impact of the problem.
Identify the specific organizational needs driving the change and explain each.
Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.
Identify underlying causes of the problem and determine how these causes should be addressed.
Identify the gap between the current situation and the targeted outcome and establish what needs to occur to build a process to address the gap.
Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
Create Urgency
Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
Identify current processes for implementing change and describe how processes will need to be updated for the proposed change
Describe a strategy to gain support from employees and describe how the strategy will be effective
Build a Guiding Coalition
Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes 50% leaders and 50% managers with experience. Others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders. You can assemble the guiding coalition as you see fit.
Determine steps for ensuring commitment from those involved and describe each step
Form a Strategic Vision
Determine the values that are essential to this change and defend why the values are essential.
Establish the vision for this organizational change effort and describe how the vision will be effective in promoting the change effort.
Identify your intended targeted outcomes and defend each choice.
Determine what must occur for the organizational change effort to be considered a success and defend each response.
Communicate the Change
Establish what is required for the change to be communicated effectively and explain your response.
Determine actions you will take to encourage two-way communication and explain why these actions will be effective.
Establish how direct supervisors within the organization will be supported in their efforts to communicate with employees regarding the change effort.
Describe how you will address any concerns or anxieties regarding this change.
Determine who will need to be involved in the change effort and describe the capacity in which they will be involved.
Enable Action by Removing Barriers
Identify the forces, barriers, and hindrances to the organizational change effort and describe each.
Describe how resistance can be recognized and determine how resistance can be eliminated or mitigated.
Describe actions that enable and empower employees to help drive the change effort.
Generate Short-Term Wins
Determine how you will generate short-term wins and establish how these wins will be rewarded.
Determine what can be gained from short-term wins and defend your response.
Sustain Acceleration
Describe how to ensure that the momentum driving the change effort continues.
Institute Change
Determine what actions need to occur for this change to become part of the organizational culture and defend each action.
Establish infrastructure mechanisms that need to be in place to maintain and sustain the change into the future and describe the importance of each.
Milestones
Milestone One: Kotter’s Steps 1 and 2
In Module Three, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s first two steps of establishing a sense of urgency and creating the guiding team in a change effort, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 1 and 2.
This milestone will help you build Section II parts A and B of your final project. This milestone is graded with the Milestone One Rubric.
Milestone Two: Kotter’s Steps 3 and 4
In Module Five, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 3 and 4 of developing a vision and strategy and communicating the change vision (2–3 paragraphs), and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 3 and 4.
This milestone will help you build Section II parts C and D for your final project. This milestone is graded with the Milestone Two Rubric.
Milestone Three: Kotter’s Steps 5 and 6
In Module Seven, you will review the case study Satya Nadella at Microsoft: Instilling a Growth Mindset, and then complete the following actions: (a) State what actually occurred in the case regarding Kotter’s steps 5 and 6 of empowering employees for broad-based action and generating short-term wins, and (b) reflect on what you think should have been done in the change effort regarding those two steps. State your reflection as recommendations to implement steps 5 and 6.
This milestone will help you build Section II parts E and F for your final project. This milestone is graded with the Milestone Three Rubric.
Final Submission: Change Plan
In Module Nine, you will be submitting your final project, a change plan for the case study Satya Nadella at Microsoft: Instilling A Growth Mindset. Throughout the course, you have had multiple opportunities to work on the elements of this proposal and fine-tune your thinking for the change plan.
Your finalized proposal should incorporate feedback you have received from your instructor as well as your peers. This submission is graded with the Final Project Rubric.
What to Submit
Your change plan must be 13–15 pages (not including the title page or references) with double spacing, 12-point Times New Roman font, and APA formatting. Use the following rubric to review your assignment before submitting it.
****Milestones 1, 2, and 3 are included. These will help with the final project.