Case Study - Applied Sciences
Read “Case Study 4-2 Choosing a Performance Management Approach at Show Me the Money.” at the end of Chapter 4 of the Performance Management textbook (page 119). • Based on the case study, assess whether Show Me the Money should use a behavior approach, a results approach, or a combination of both to measure performance.  • Explain why you chose the approach you did. Justify and support your responses. Be sure to draw from, explore, and cite credible reference materials. In responding to your classmates’ posts, note whether you agree or disagree with their assessments. Why or why not? Chapter 5 Measuring Results and Behaviors 5-1 Copyright © 2019 Chicago Business Press Key Questions Where should each individual focus their efforts? What are the expected standards? How do we know how well the results were achieved? 5-2 Copyright © 2019 Chicago Business Press Measuring Results: Overview Accountabilities Objectives Performance Standards 5-3 Copyright © 2019 Chicago Business Press Accountabilities Broad areas of a job for which an employee is responsible for producing results 5-4 Copyright © 2019 Chicago Business Press Determining Accountabilities Collect information about the job (Job Description) Determine importance of task or cluster of tasks Percentage of employee’s time spent performing tasks Impact on the unit’s mission if performed inadequately Consequences of error 5-5 Copyright © 2019 Chicago Business Press Objectives Statements of important and measurable outcomes, that, when accomplished, will help ensure success for the accountability 5-6 Copyright © 2019 Chicago Business Press Determining Objectives Purpose is to identify outcomes: Limited in number Highly important Achieving them will have a dramatic impact on overall organization success 5-7 Copyright © 2019 Chicago Business Press Characteristics of Good Objectives 5-8 Copyright © 2019 Chicago Business Press Setting SMART Objectives What are the benefits of using SMART objectives? Choose a short-term personal or professional goal and frame the objective using the SMART technique 5-9 Copyright © 2019 Chicago Business Press SMART Objectives Performance Standards Yardstick used to evaluate how well employees have achieved objectives Information about what to look for to determine the level of performance that has been achieved 5-10 Copyright © 2019 Chicago Business Press Performance Standards Aspects of performance objectives: Quality How well the objective is achieved Quantity How much, how many, how often, and at what cost? Time Due dates, schedule, cycle times, and how quickly? 5-11 Copyright © 2019 Chicago Business Press Standards Must Include An Action The Desired Result A Due Date A Quality or Quantity Indicator 5-12 Copyright © 2019 Chicago Business Press Good Performance Standards 5-13 Copyright © 2019 Chicago Business Press Measuring Behaviors: Overview Identify Competencies Identify Indicators Choose Measurement System 5-14 Copyright © 2019 Chicago Business Press Identify Competencies Measurable clusters of KSAs Knowledge Skills Abilities Critical in determining how results will be achieved 5-15 Copyright © 2019 Chicago Business Press Company Spotlight Xerox Capital Services (XCS) used leadership competencies to create leadership development program Steps followed: Senior managers and leaders identified the 12 most critical competencies for success at XCS 12-week curriculum developed with readings and course material 5-16 Copyright © 2019 Chicago Business Press Types of Competencies Differentiating Distinguish between superior and average performance Threshold Needed to perform to minimum standard 5-17 Copyright © 2019 Chicago Business Press Identify Indicators Observable behaviors Used to measure the extent to which competencies are present or not 5-18 Copyright © 2019 Chicago Business Press Necessary Components for Describing Competencies Definition of competency Description of specific behaviors When competency is demonstrated When competency is not demonstrated Suggestions for developing the competency 5-19 Copyright © 2019 Chicago Business Press Choose a Measurement System Comparative system Compares employees with one another Absolute system Compares employees with pre-specified performance standards 5-20 Copyright © 2019 Chicago Business Press Choose a Measurement System 5-21 Copyright © 2019 Chicago Business Press Types of Comparative Systems Simple rank order Alternation rank order Paired comparisons Relative percentile Forced distribution 5-22 Copyright © 2019 Chicago Business Press Simple Rank Order Advantages: Simple and easy to do Results are clear Disadvantages: Judges performance based on one dimension only May be difficult to rank similar performance levels 5-23 Copyright © 2019 Chicago Business Press Alternation Rank Order Advantages: Simple and easy to do Results are clear Uses two anchors (best and worst) Disadvantages: Judges performance based on one dimension only May be difficult to rank similar performance levels Does not specify threshold for acceptable performance 5-24 Copyright © 2019 Chicago Business Press Paired Comparisons Advantages: Thorough Final rankings are more accurate Disadvantages: Very time consuming May encounter problem of comparing “apples and oranges” 5-25 Copyright © 2019 Chicago Business Press Relative Percentile Advantages: Simple and easy to use Evaluates specific competencies or overall performance Disadvantages: May be difficult to consider all ratees at the same time Time consuming if using several scales for different competencies 5-26 Copyright © 2019 Chicago Business Press Relative Percentile 5-27 Copyright © 2019 Chicago Business Press Example of Relative Percentile Method Scale Don Desiree Heather Forced Distribution Advantages: Categorizes employees into specific performance groups Facilitates reward assessment Competition may be good for organizational performance Disadvantages: Assumes performance scores are normally distributed May discourage contextual performance and teamwork 5-28 Copyright © 2019 Chicago Business Press Company Spotlight General Electric (GE) has moved from forced distribution ratings to a more performance management approach Changes include: An app-based system to provide ongoing coaching Evaluating employees relative to desired traits 5-29 Copyright © 2019 Chicago Business Press Forced Distributions Why might forced distributions demotivate employees? How have forced distributions evolved over the years? 5-30 Copyright © 2019 Chicago Business Press Forced Distribution Advantages of Comparative Systems Easy to explain Straightforward: Identifies top as well as underperformers Better control for biases and errors found in absolute systems: Leniency, Severity, and Central tendency Beneficial for jobs that are very autonomous Attracts individuals high in cognitive abilities 5-31 Copyright © 2019 Chicago Business Press Disadvantages of Comparative Systems Rankings may not be specific enough for: Useful feedback Protection from legal challenge No information on relative distance between employees Specific issues with forced distribution method 5-32 Copyright © 2019 Chicago Business Press Company Spotlight Deloitte abandoned forced distribution ratings in favor of a system that provides feedback on a project or quarterly basis Changes include: Documented, weekly “check-ins” with employees Supervisor training on how to evaluate performance 5-33 Copyright © 2019 Chicago Business Press Nature of Performance Distribution Forced distribution implies that performance is normally distributed Recent research shows that, instead, performance is distributed following a heavy-tail That is, There are more star performers Differences between top and average performers are much greater 5-34 Copyright © 2019 Chicago Business Press Nature of Performance Distribution What does the “myth of the bell curve” refer to? Under what situations are traditional assumptions of performance more likely to hold? 5-35 Copyright © 2019 Chicago Business Press Nature of Performance Distribution 5-36 Copyright © 2019 Chicago Business Press Nature of Performance Distribution Producing Star Performers 5-37 Copyright © 2019 Chicago Business Press Identify and eliminate situational constraints Allow star performers to rotate across teams Invest sufficient resources in star performers Attend to stars developmental network Shield from financial challenges Give them preferential treatment, but explain why to all workers Invest disproportionate amount of resources in stars Absolute Systems Essays Behavior checklists Critical incidents Graphic rating scales 5-38 Copyright © 2019 Chicago Business Press Behavior Checklists Advantages: Easy to use and understand Provides quantitative information Widespread use More objective than other systems Disadvantages: May feel impersonal and disconnected Scale points used are often arbitrary Difficult to get detailed and useful feedback 5-39 Copyright © 2019 Chicago Business Press Behavior Checklists 5-40 Copyright © 2019 Chicago Business Press Example of Behavior Checklist Item Essays Advantages: Simplest absolute method Individualized for each employee Can be done anytime Potential for detailed feedback Disadvantages: Unstructured and may lack detail Depends on supervisor’s writing skill Comparisons virtually impossible Lack of quantitative information; difficult to use in personnel decisions 5-41 Copyright © 2019 Chicago Business Press Critical Incidents Advantages: Focus on actual job behavior Provides specific examples Employees identify with rating Disadvantages: Collecting critical incidents can be very time consuming Quantification is difficult 5-42 Copyright © 2019 Chicago Business Press Critical Incidents 5-43 Copyright © 2019 Chicago Business Press Example of Critical Incidents for Adaptability/Flexibility Graphic Rating Scales Advantages: Meanings, interpretations, and dimensions being rated are clear Useful and accurate Most popular tool Disadvantages: Time consuming and resource-laden to develop Lacks individualized feedback and recommendations 5-44 Copyright © 2019 Chicago Business Press Graphic Rating Scales: BARS Improvement Behaviorally Anchored Rating Scales (BARS) Uses critical incidents as anchors Involves multiple groups of employees in development Identify important job elements Describe critical incidents at various levels of performance Check for inter-rater reliability 5-45 Copyright © 2019 Chicago Business Press BARS Improvement 5-46 Copyright © 2019 Chicago Business Press Example of BARS Improvement scale Advantages and Disadvantages of Absolute Systems Advantages: Can be used in large and small organizations Evaluations more widely accepted by employees Disadvantages: Higher risk of leniency, severity, and central tendency biases Generally more time consuming than comparative systems 5-47 Copyright © 2019 Chicago Business Press Role of Context Plays important role in determining how performance is measured Examples Competitive versus Collaborative Value of long-term relationships with customers Industry Trends Leadership 5-48 Copyright © 2019 Chicago Business Press Measuring Performance Several types of methods Differ in terms of: Practicality (time and effort) Usefulness (quantifiable) 5-49 Copyright © 2019 Chicago Business Press Quick Review Measuring Results Determine Accountabilities Determine Objectives Determine Performance Standards Measuring Behaviors Comparative Systems Nature of the Performance Distribution Absolute Systems Role of Context 5-50 Copyright © 2019 Chicago Business Press All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2019 Chicago Business Press 1-51 Copyright © 2019 Chicago Business Press 51 Part II: System Implementation Chapter 4: Defining Performance and Choosing a Measurement Approach Chapter 5: Measuring Results and Behaviors Chapter 6: Performance Analytics Chapter 7: Rolling Out the Performance Management System Copyright © 2019 Chicago Business Press 4-1 Chapter 4 Defining Performance and Choosing a Measurement Approach Copyright © 2019 Chicago Business Press 4-2 2 Overview Defining Performance Determinants of Performance Performance Dimensions Approaches to Measuring Performance Copyright © 2019 Chicago Business Press 4-3 Company Spotlight Sprint uses five core dimensions to define what successful performance looks like Both task and contextual performance are measured Includes: Employees write behavioral examples of how they have performed on each dimension Employees are evaluated not only on results, but also on how they are achieved through working with others Copyright © 2019 Chicago Business Press 4 Defining Performance Performance is: Behaviors and actions What employees do Copyright © 2019 Chicago Business Press 4-5 Defining Performance Performance is: Results and Products The outcome of employee behaviors Copyright © 2019 Chicago Business Press 4-6 Defining Performance Copyright © 2019 Chicago Business Press 4-7 Behaviors Labeled as Performance Are… Evaluative Negative Neutral Positive Multidimensional Many different kinds of behaviors Advance or hinder organizational goals Copyright © 2019 Chicago Business Press 4-8 Behaviors Are NOT Always… Observable Measurable Copyright © 2019 Chicago Business Press 4-9 Results or Products May Be Used… To infer behavior As proxy for behavioral measure Copyright © 2019 Chicago Business Press 4-10 Determinants of Performance Performance = Abilities and other traits X Knowledge and skills X Context Copyright © 2019 Chicago Business Press 4-11 Determinants of Performance Copyright © 2019 Chicago Business Press 4-12 Abilities and Other Traits Cognitive Abilities Personality Stable Motivational Dispositions Physical Characteristics and Abilities Copyright © 2019 Chicago Business Press 4-13 Knowledge and Skills Job-Related Knowledge Skills, Attitudes and Malleable Motivational States Copyright © 2019 Chicago Business Press 4-14 Declarative Knowledge Information about Facts Labels Principles Goals Understanding of task requirements Copyright © 2019 Chicago Business Press 4-15 Procedural Knowledge Knowing What to do How to do it Skills Cognitive Physical Perceptual Motor Interpersonal Copyright © 2019 Chicago Business Press 4-16 Context HR Policies and Procedures (e.g., compensation system) Managerial and Peer Leadership Organizational and National Culture Issues about time and timing of performance Resources and opportunities given to employees Copyright © 2019 Chicago Business Press 4-17 Abilities and Other Traits, and Knowledge and Skills Knowledge and Skills are more malleable (i.e., easier to change) Individual differences that are easier to change through interventions are called “states” Copyright © 2019 Chicago Business Press 4-18 Motivation Choices Expenditure of effort (”state” motivation) Level of effort (“state” motivation) Persistence of effort (stable trait) Deliberate practice leads to excellence Copyright © 2019 Chicago Business Press 4-19 Deliberate Practice Approach performance with goal of getting better and better Focus on performance What is happening? Why? Seek feedback from expert sources Build mental models of job, situation, and organization Repeat first four steps on an ongoing basis Copyright © 2019 Chicago Business Press 4-20 Deliberate Practice https://www.youtube.com/watch?v=1-sjUoGO250 What are some of the tips to perform deliberate practice well? What are some of the benefits of deliberate practice? Copyright © 2019 Chicago Business Press 4-21 Context HR policies and procedures Managerial and peer leadership Organizational and national culture Time and timing of performance Resources given to employees Copyright © 2019 Chicago Business Press 4-22 Implications for Addressing Performance Problems Managers need information to accurately identify source(s) of performance problems Performance management systems must… Measure performance AND Provide information on source(s) of problems Copyright © 2019 Chicago Business Press 4-23 Performance Dimensions: Types of Multidimensional Behaviors Task performance Contextual performance Prosocial behaviors Organizational citizenship Counterproductive performance Adaptive Performance Copyright © 2019 Chicago Business Press 4-24 Task Performance Activities that Transform raw materials Help with the transformation process Replenishing Distributing Supporting Copyright © 2019 Chicago Business Press 4-25 25 Contextual Performance Behaviors that Contribute to the organization’s effectiveness AND Provide a good environment in which task performance can occur Copyright © 2019 Chicago Business Press 4-26 26 Differences Between Task and Contextual Performance Task Performance Varies across jobs Likely to be role prescribed Influenced by Abilities Skills Contextual Performance Fairly similar across jobs Not likely to be role prescribed Influenced by Personality Copyright © 2019 Chicago Business Press 4-27 Why Include Task and Contextual Performance Dimensions in PM System? Global competition Customer service Teamwork Employee perceptions of PM Supervisor views Cultural differences Copyright © 2019 Chicago Business Press 4-28 Voice Behavior Behavior that emphasizes expression of constructive challenge with the goal to improve rather than merely criticize Challenges the status quo in a positive way Makes innovative suggestions for change Recommends modifications to standard procedures Copyright © 2019 Chicago Business Press 4-29 Counterproductive Performance Behaviors and results that are voluntary and violate organizational norms Threaten well-being of the organization, its members, or both Copyright © 2019 Chicago Business Press 4-30 Examples of counterproductive performance Exaggerating hours worked Gossiping about coworkers and one’s supervisor Cyberloafing Intentionally working slowly and carelessly Staying out of sight to avoid work Copyright © 2019 Chicago Business Press 4-31 Adaptive Performance Related to an individual’s adaptability to changes Be it in the organization and it’s goals, in the requirements of the job, or the overall work context Becoming increasingly important due to rapid changes Copyright © 2019 Chicago Business Press 4-32 Examples of adaptive performance Handling emergencies Solving problems creatively Dealing with uncertain and unpredictable work situations Demonstrating interpersonal adaptability Demonstrating cultural adaptability Copyright © 2019 Chicago Business Press 4-33 Approaches to Measuring Performance Behavior Approach Emphasizes how employees do the job Results Approach Emphasizes what employees produce Copyright © 2019 Chicago Business Press 4-34 Behavior Approach Appropriate if… Link between behaviors and results is not obvious Outcomes occur in the distant future Poor results are due to causes beyond the performer’s control Not appropriate if… Above conditions are not present Copyright © 2019 Chicago Business Press 4-35 Company Spotlight Dollar General uses a behavioral approach to measure performance Identified behaviors that serve as indicators of underlying competencies Behaviors are reviewed and utilized to encourage certain outcomes and provide feedback and rewards to staff members Copyright © 2019 Chicago Business Press 36 Results Approach Advantages: Less time Lower cost Data appear objective Most appropriate when: Workers skilled in necessary behaviors Behaviors and results obviously related Consistent improvement in results over time Many ways to do the job right Copyright © 2019 Chicago Business Press 4-37 Company Spotlight Basecamp divides its employees workload into six-week work cycles containing 1-2 “big batch projects” and 4-8 “small batch projects” Uses a results-approach to performance planning Company focuses exclusively on getting the project done within 6 weeks and does not measure efficiency or compare actual to estimated costs Team decides how to get the project done Copyright © 2019 Chicago Business Press 4-38 Measuring Performance https://www.youtube.com/watch?v=Jz8xBkQCpuE&amp=&t=48s What kind of approach to measuring performance is used at Pfizer? How is the focus on measuring performance based on patient figures different than sales figures? What are some of the benefits of this approach? Is this an appropriate approach to measuring performance for Pfizer? Why or why not? Copyright © 2019 Chicago Business Press 4-39 Quick Review Defining Performance Determinants of Performance Performance Dimensions Approaches to Measuring Performance Copyright © 2019 Chicago Business Press 4-40 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2019 Chicago Business Press 1-41 Copyright © 2019 Chicago Business Press 41
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Indigenous Australian Entrepreneurs Exami Calculus (people influence of  others) processes that you perceived occurs in this specific Institution Select one of the forms of stratification highlighted (focus on inter the intersectionalities  of these three) to reflect and analyze the potential ways these ( American history Pharmacology Ancient history . Also Numerical analysis Environmental science Electrical Engineering Precalculus Physiology Civil Engineering Electronic Engineering ness Horizons Algebra Geology Physical chemistry nt When considering both O lassrooms Civil Probability ions Identify a specific consumer product that you or your family have used for quite some time. This might be a branded smartphone (if you have used several versions over the years) or the court to consider in its deliberations. Locard’s exchange principle argues that during the commission of a crime Chemical Engineering Ecology aragraphs (meaning 25 sentences or more). Your assignment may be more than 5 paragraphs but not less. INSTRUCTIONS:  To access the FNU Online Library for journals and articles you can go the FNU library link here:  https://www.fnu.edu/library/ In order to n that draws upon the theoretical reading to explain and contextualize the design choices. Be sure to directly quote or paraphrase the reading ce to the vaccine. Your campaign must educate and inform the audience on the benefits but also create for safe and open dialogue. A key metric of your campaign will be the direct increase in numbers.  Key outcomes: The approach that you take must be clear Mechanical Engineering Organic chemistry Geometry nment Topic You will need to pick one topic for your project (5 pts) Literature search You will need to perform a literature search for your topic Geophysics you been involved with a company doing a redesign of business processes Communication on Customer Relations. Discuss how two-way communication on social media channels impacts businesses both positively and negatively. Provide any personal examples from your experience od pressure and hypertension via a community-wide intervention that targets the problem across the lifespan (i.e. includes all ages). Develop a community-wide intervention to reduce elevated blood pressure and hypertension in the State of Alabama that in in body of the report Conclusions References (8 References Minimum) *** Words count = 2000 words. *** In-Text Citations and References using Harvard style. *** In Task section I’ve chose (Economic issues in overseas contracting)" Electromagnetism w or quality improvement; it was just all part of good nursing care.  The goal for quality improvement is to monitor patient outcomes using statistics for comparison to standards of care for different diseases e a 1 to 2 slide Microsoft PowerPoint presentation on the different models of case management.  Include speaker notes... .....Describe three different models of case management. visual representations of information. They can include numbers SSAY ame workbook for all 3 milestones. You do not need to download a new copy for Milestones 2 or 3. When you submit Milestone 3 pages): Provide a description of an existing intervention in Canada making the appropriate buying decisions in an ethical and professional manner. Topic: Purchasing and Technology You read about blockchain ledger technology. Now do some additional research out on the Internet and share your URL with the rest of the class be aware of which features their competitors are opting to include so the product development teams can design similar or enhanced features to attract more of the market. The more unique low (The Top Health Industry Trends to Watch in 2015) to assist you with this discussion.         https://youtu.be/fRym_jyuBc0 Next year the $2.8 trillion U.S. healthcare industry will   finally begin to look and feel more like the rest of the business wo evidence-based primary care curriculum. Throughout your nurse practitioner program Vignette Understanding Gender Fluidity Providing Inclusive Quality Care Affirming Clinical Encounters Conclusion References Nurse Practitioner Knowledge Mechanics and word limit is unit as a guide only. The assessment may be re-attempted on two further occasions (maximum three attempts in total). All assessments must be resubmitted 3 days within receiving your unsatisfactory grade. You must clearly indicate “Re-su Trigonometry Article writing Other 5. June 29 After the components sending to the manufacturing house 1. In 1972 the Furman v. Georgia case resulted in a decision that would put action into motion. Furman was originally sentenced to death because of a murder he committed in Georgia but the court debated whether or not this was a violation of his 8th amend One of the first conflicts that would need to be investigated would be whether the human service professional followed the responsibility to client ethical standard.  While developing a relationship with client it is important to clarify that if danger or Ethical behavior is a critical topic in the workplace because the impact of it can make or break a business No matter which type of health care organization With a direct sale During the pandemic Computers are being used to monitor the spread of outbreaks in different areas of the world and with this record 3. Furman v. Georgia is a U.S Supreme Court case that resolves around the Eighth Amendments ban on cruel and unsual punishment in death penalty cases. The Furman v. Georgia case was based on Furman being convicted of murder in Georgia. Furman was caught i One major ethical conflict that may arise in my investigation is the Responsibility to Client in both Standard 3 and Standard 4 of the Ethical Standards for Human Service Professionals (2015).  Making sure we do not disclose information without consent ev 4. Identify two examples of real world problems that you have observed in your personal Summary & Evaluation: Reference & 188. Academic Search Ultimate Ethics We can mention at least one example of how the violation of ethical standards can be prevented. Many organizations promote ethical self-regulation by creating moral codes to help direct their business activities *DDB is used for the first three years For example The inbound logistics for William Instrument refer to purchase components from various electronic firms. During the purchase process William need to consider the quality and price of the components. In this case 4. A U.S. Supreme Court case known as Furman v. Georgia (1972) is a landmark case that involved Eighth Amendment’s ban of unusual and cruel punishment in death penalty cases (Furman v. Georgia (1972) With covid coming into place In my opinion with Not necessarily all home buyers are the same! When you choose to work with we buy ugly houses Baltimore & nationwide USA The ability to view ourselves from an unbiased perspective allows us to critically assess our personal strengths and weaknesses. This is an important step in the process of finding the right resources for our personal learning style. Ego and pride can be · By Day 1 of this week While you must form your answers to the questions below from our assigned reading material CliftonLarsonAllen LLP (2013) 5 The family dynamic is awkward at first since the most outgoing and straight forward person in the family in Linda Urien The most important benefit of my statistical analysis would be the accuracy with which I interpret the data. The greatest obstacle From a similar but larger point of view 4 In order to get the entire family to come back for another session I would suggest coming in on a day the restaurant is not open When seeking to identify a patient’s health condition After viewing the you tube videos on prayer Your paper must be at least two pages in length (not counting the title and reference pages) The word assimilate is negative to me. I believe everyone should learn about a country that they are going to live in. It doesnt mean that they have to believe that everything in America is better than where they came from. It means that they care enough Data collection Single Subject Chris is a social worker in a geriatric case management program located in a midsize Northeastern town. She has an MSW and is part of a team of case managers that likes to continuously improve on its practice. The team is currently using an I would start off with Linda on repeating her options for the child and going over what she is feeling with each option.  I would want to find out what she is afraid of.  I would avoid asking her any “why” questions because I want her to be in the here an Summarize the advantages and disadvantages of using an Internet site as means of collecting data for psychological research (Comp 2.1) 25.0\% Summarization of the advantages and disadvantages of using an Internet site as means of collecting data for psych Identify the type of research used in a chosen study Compose a 1 Optics effect relationship becomes more difficult—as the researcher cannot enact total control of another person even in an experimental environment. Social workers serve clients in highly complex real-world environments. Clients often implement recommended inte I think knowing more about you will allow you to be able to choose the right resources Be 4 pages in length soft MB-920 dumps review and documentation and high-quality listing pdf MB-920 braindumps also recommended and approved by Microsoft experts. The practical test g One thing you will need to do in college is learn how to find and use references. References support your ideas. College-level work must be supported by research. You are expected to do that for this paper. You will research Elaborate on any potential confounds or ethical concerns while participating in the psychological study 20.0\% Elaboration on any potential confounds or ethical concerns while participating in the psychological study is missing. Elaboration on any potenti 3 The first thing I would do in the family’s first session is develop a genogram of the family to get an idea of all the individuals who play a major role in Linda’s life. After establishing where each member is in relation to the family A Health in All Policies approach Note: The requirements outlined below correspond to the grading criteria in the scoring guide. At a minimum Chen Read Connecting Communities and Complexity: A Case Study in Creating the Conditions for Transformational Change Read Reflections on Cultural Humility Read A Basic Guide to ABCD Community Organizing Use the bolded black section and sub-section titles below to organize your paper. For each section Losinski forwarded the article on a priority basis to Mary Scott Losinksi wanted details on use of the ED at CGH. He asked the administrative resident