PSY 655 Discussion and Assignment Papers

PSY 655 Discussion and Assignment Papers

PSY 655 Discussion and Assignment Papers

PSY655

PSY 655 Grand Canyon Week 1 Discussion 1 

In the assigned article, “From Trait to Transformation: The Evolution of Leadership Theories,” Hesburgh is cited as having stated that “wherever it [leadership] exists, morale flourishes, people pull together toward common goals, spirits soar, order is maintained, not as an end in itself, but as a means to move forward together.” Choose one aspect of this statement and discuss in detail how it may or not be true. Be certain to provide at least one scholarly reference to support your position.PSY 655 Discussion and Assignment Papers

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PSY 655 Grand Canyon Week 1 Discussion 2 

Discuss why researchers have had such a difficult time connecting leadership characteristics and behaviors to leader effectiveness and success?

PSY 655 Grand Canyon Week 2 Discussion 1 

Discuss how the definition of trust from page 712 of the assigned article, “An Integrative Model of Organizational Trust,” relates to a leader’s role in the lives of followers?

PSY 655 Discussion and Assignment Papers Grand Canyon Week 2 Discussion 2 

Why do coworkers place more trust in coworkers trusted by leaders? How is this important to our understanding of workplace behavior and leadership?

PSY 655 Grand Canyon Week 3 Discussion 1 

Discuss what can be drawn from the suggested findings of Brain and Lewis in the assigned article, “Exploring Leadership Preferences in Multicultural Workgroups: An Australian Case Study,” regarding the impact of education levels on leadership preferences in settings outside Australia?

PSY 655 Grand Canyon Week 3 Discussion 2

How might the findings in the assigned article, “Gender and Leadership Style: A Meta-Analysis,” influence the way you would coach a group of developing male and female leaders?

PSY 655 Grand Canyon Week 4 Discussion 1 

Choose one definition of workplace stress and discuss it in relation to one of your own workplace experiences. How does the definition you chose fit within the framework of the example you describe?

PSY 655 Grand Canyon Week 4 Discussion 2 

Consider the two paradigms (individual and organizational) with respect to managing workplace stress. Find and discuss at least one “research-based” article supporting either the individual or the organizational workplace stress management approach.

PSY 655 Grand Canyon Week 5 Discussion 1 

Considering the Workplace Stress assignment from Module 4, how might work-related stress contribute to the discussion of red flags in the assigned article, “Why Good Leaders Make Bad Decisions”?

PSY 655 Grand Canyon Week 5 Discussion 2 

What are some potential issues of self-interest that might distort decision making?

PSY 655 Discussion and Assignment Papers Week 6 Discussion 1 

A solid definition of the Law of Unintended Consequences is provided on page 54 of the assigned article, “The Unintended Consequences of the Application of Technology in Teaching and Learning Environments,” which includes work from Portes (2000). Draw a comparison between Portes notion of the importance of careful and sustained analysis of the social context and the red flags of poor decisions.

PSY 655 Grand Canyon Week 6 Discussion 2 

Consider the bicycle helmet example of Blanch flower in the assigned article, “The Law of Unintended Consequences.” Clearly more detailed research would be required to support his notion, but he poses an interesting way of considering unintended consequences. Consult your own experiences and those in your immediate circle of influence to generate one potential example of unintended consequences.

PSY 655 Grand Canyon Week 7 Discussion 1

There are five identified steps to the CIT method as mentioned in the “Using the Critical Incident Technique in Counselling Psychology Research” article. Clearly all five are important. Please choose the one you believe to be most critical. Describe it and then discuss why you believe it is the most critical step.

PSY 655 Grand Canyon Week 7 Discussion 2 

Choose one of the evolutions of CIT and discuss how it may have made the application of CIT to specific leadership consultations more useful.

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PSY 655 Grand Canyon Week 8 Discussion 1 

Post your experiences regarding the CIT Interview Techniques: Summary Report.

PSY 655 Grand Canyon Week 1 Assignment 

Details:

In a 500-750-word essay, do the following:

1. Briefly outline the evolution of theories on leadership.
2. Describe how one theory led to the next.
3. Explain how the practical application of leadership styles have changed because of this evolution.
4. Include two scholarly sources; your textbook can be used as one of the sources.

While APA format is not required for the body of this assignment, solid academic writing is expected and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

PSY 655 Grand Canyon Week 2 Assignment Latest

Details:

Write a 1,000-1,250-word essay addressing the following question:

1. The antecedents of trust (ability, benevolence, and integrity) proposed in the assigned article, “An Integrative Model of Organizational Trust,” are defined rather simply. Using additional research on trust and leader behavior, identify how you could coach a person to engage in behaviors that might elicit higher levels of those antecedents in followers.
2. Describe how the strategies might change depending on what setting the leader might be in. (Business, industrial, etc.)

Use the GCU eLibrary databases, and assigned readings; include a minimum of three scholarly resources for evidentiary support.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

PSY 655 Discussion and Assignment Papers Week 3 Assignment Latest 

Details:

Design a PowerPoint focusing on working class women and corporate women in film/television, the public sphere, and/or popular culture. Explore gender and culture—the intersection of race and class and the impact on women’s leadership style and/or ability.

To complete this assignment, consider the following examples:

1. Corporate/Professional Women (film/popular culture)
2. Corporate Women (CEOs): Lynn Elsenhans, Carol Meyrowitz, Andrea Jung, Ellen Hullman, Ilene Gordon, Patrica Woertz, Carly Fiorina, etc.
3. Professional Women: Elizabeth Warren, Helen Gurly Brown, Gloria Steinem, Oprah Winfrey, Katie Couric, Barbara Walters, Connie Chung, Maria Shriver, Sonia Sotomayor, Ruth Bader Ginsburg, Elena Kagan, etc.
4. Professional Women (television characters/actresses): Jennifer Fischer (The Office), Glenn Close (Damages), Kyra Sedgwick (The Closer), Chandra Wilson (Grey’s Anatomy), and Tina Fey (30 Rock), etc.
5. Corporate/Professional Women in film: The Stepford Wives, The Devil Wears Prada, Mildred Pierce, Working Girl, Nine to Five,etc.
6. Working Class Women (film/popular culture) Bread and Roses, Country, Norma Rae, Silkwood, Steel Magnolias, Working Girl, North Country, Salt of the Earth, Fast Food Women, My American Girls, Her Own Words
7. Women in Nontraditional Jobs: Roseanne, etc.
8. Female Politicos/Public Office: Hillary Clinton, Barbara Boxer, Nancy Pelosi, Michelle Obama, Sarah Palin, Mary L. Landrieu, Margaret Thatcher, Mary Robinson, Indira Gandhi, Eleanor Roosevelt, Golda Mier.

To frame the assignment context, consider a fundamental tenet of Women’s Studies and the Women’s Movement: the “personal is the political,” whereby the intersection of public issues (public sphere) and personal problems (private sphere) yields political action or movement. Address the following:

1. Depict how women in film/television, the public sphere, and/or popular culture portray leadership and or management skills.
2. What characteristics, behaviors, and/or traits do the characters exhibit that demonstrate their leadership or management skills?
3. Is there a “politics to language” with respect to communication and leadership style/ability?
4. Is there a (dis)connect with respect to age and leadership style/ability? If so, provide examples.
5. What effect does “labeling” have on leadership and women’s ascension (or lack thereof) to power?

Use the GCU eLibrary databases; include a minimum of three outside references or other resources for evidentiary support.

While APA style format is not required for the body of this assignment, solid academic writing is expected and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

PSY 655 Grand Canyon Week 4 Assignment 

Details:

Write a 1,000-1,250-word essay analyzing the following:

1. What are some of the measured and unmeasured costs of workplace stress?
2. What are some of the more common individual actions recommended to reduce workplace stress?

Seek out at least three individuals within your sphere of influence and ask the following:

1. What does workplace stress feel like to you?
2. Identify any activities or actions employed to reduce workplace stress.
3. What are some of the more common individual actions recommended to reduce workplace stress?

Seek out at least three individuals within your sphere of influence and ask the following:

1. What does workplace stress feel like to you?
2. Identify any activities or actions.

Use the GCU eLibrary databases; include a minimum of three outside references or other resources for evidentiary support.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

PSY 655 Discussion and Assignment Papers Week 5 Assignment 

Details:

Create a scenario (1,250–1,500 words) that requires and results in a quality decision. Consider the following:

1. Provide specific details as to whether collaboration is merited.
2. Is collaboration the best way to achieve a positive outcome? Why/Why not?
3. What strategic approach would you take to ensure a quality decision is made?

Use the GCU eLibrary databases; include a minimum of three outside references or other resources for evidentiary support.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

PSY 655 Grand Canyon Week 6 Assignment 

Details:

Write an essay (1,250 – 1,500 words) analyzing the unintended consequence(s) of a decision.

To frame the context for this assignment, consider the following questions:

Leadership is hard; why? Perhaps the culprit is the tangential difference (disconnect?) between the intellectual, emotional, and inspirational decision relative to the problem. How do effective leaders reconcile the art and the science of decision making with the possibility of unintended consequence?

Select a case study on a business, social, or psychological “problem” in which a decision yielded an unintended consequence. Describe the process of decision making that was used in this instance and why that process led to the decision that was made.

Consider the following areas of concentration for effective decision making:

1. Barriers.
2. Cost of indecisiveness.
3. Collaboration: strength and or weaknesses.
4. Unintended consequence: Inherited feature in the decision-making process?
5. Recommendations or reconciliations to avoid unintended consequences.

Example topics include, but not limited to:

Unintended Consequence: Business

1. Athlete-Agent
2. HMO Cost Containment
3. Financial Crisis
4. Bailout of Financial Auto Industry
5. Corporate Governance Reform and CEO Compensation
6. Economic Restructuring in Iraq

Unintended Consequence: Social

1. Communism for Neighborhood Relations
2. Civil Rights Act of 1964
3. Cuban Missile Crisis
4. Employer Layoffs
5. End-of-Life Care
6. Health Care Reform
7. Immigration Act of 1965
8. Large-Scale Iron Ocean Fertilization
9. Rise of International Criminal Law
10. Transportation Security (TSA) Administration Policies
11. Youth Bike Helmet Laws

Unintended Consequence: Psychological

1. Gender Aspects of Conflict Interventions (Bosnia, Somalia, etc.)
2. Women in the Workforce
3. The Workforce Investment Act

Use the GCU eLibrary databases; include a minimum of three outside references or other resources for evidentiary support.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

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PSY655 Week 6 Organizational Downsizing: Unintended Consequences Example Essay

Sociologist Robert Merton commercialized the term unintended consequences after a 1936 review where he systematically analyzed unintended consequences of social action, in a popular journal of the time. He defined the term as “outcomes that are not the ones foreseen and intended by a purposeful action” (Merton, 1936, p. 895). This term is almost always prevalent in decision making, even when regimented analysis has been conducted and risk have been measured. Rather it is related to personal or business decisions, sanctions and laws or social behaviors, there is the potential for unintended consequences to result from choices made by individuals and organizations. The outcomes can have a negative or positive impact on the situation, more commonly identified is the unintended negative outcome that occurs.  Unintended consequences from employer-initiated layoffs will be explored in this paper. The process of the decision making including ethical and/or unethical factors which lead to the outcome will also be explored.

According to 2016 statistics, layoffs account for over 13% of employment discharges in the United States (Bureau of Labor and statistics, 2016). Layoffs are actions taken by the employer which (usually) terminate employees based on a lack of work. Additionally, layoffs can be a result of stores/branches closing, or company acquisitions. Many organizations choose layoffs as a way to cut cost and continue operating, however sometimes processes become automated or outsourced (employing workers from other countries for tax breaks and lower labor cost) or they simply over estimated their growth (over hired) and now have more employees than they need.

For this scenario, we will say that a startup company is in economic turmoil. They need to cut their cost to keep the doors open and have chosen to hire an outside consultant to assist in their decision process. After thorough analysis, some of the processes at the company are automated. The decision makers were able to identify that this would cut cost down tremendously however, it would result in the layoffs of employees in the department which was automated. Recognizing that they could no longer afford the salaries of many of their employees in the marketing department, they decided to outsource these positions and reduce staff in the stateside office by 50%. Managers were given the option to move to different departments and/or different positions which would result in pay cuts. Same opted to resign but others moved to different positions. The company was able to trim the amount of cost down and keep their doors open. The decision makers considered many options and with the help of the consultant were able to resolve their financials with the least amount of impact to the business.

Knowing that they needed to continue generating revenue to pay their monthly overhead, they outsourced the work which had the largest impact on their sales, this was identified as their marketing department. Automating their customer service process using an IVR phone system (interaction voice response) cost less than having full time employees, making the decision of who to layoff easier as a large portion of employees staffed this department. With operational employees being laid off, the natural process reduced a need of managers in this department as well.

A case study by the Department of Health in Kansas found that often layoffs do not improve economic hardships that a company is going through and that the negative impacts result in customer dissatisfaction (Appelbaum, Henson & Knee, 1999). The unintended consequences of this company’s layoffs could be the attitudes and behaviors of the remaining employees which are often referred to as the survivors . The “survivors” of the layoffs are one of the largest factors of unintended consequences (Gandolfi, 2008).  The fear of not knowing what will happen next to them can be crippling. Layoffs often lead to financial stress for those impacted as well as emotional stress (i.e. depression) for those who have been laid off and remaining employees. Such a huge change in the dynamics of an organization could prove to negatively impact production and absenteeism. Remaining employees may be afraid that they are next on the chopping block and start looking jobs elsewhere to secure stability in their financial future. Employee’s resigning would result in the organization spending money on new hires and could possibly hurt their reputation with new candidates if they are seen as an unstable company to work for.  Having fewer people in the office could lead to employee burnout or increased wages because of necessary overtime. These unintended consequences are costly to the organization and may undermine the intent of the initial staff reductions.

The determinants for this company’s layoffs were ethical. Alternatives were considered and no one group of people were targeted based on discriminative factors (i.e. age, ethnicity, gender). Staff reductions were made in all departments and at all levels after an in-depth analysis was conducted by a third-party unbiased consultant. The company’s financials were documented and although employees did not know that staff reduction was coming, they were kept in the loop as it pertained to there being a hiring freeze, understanding that raises were limited to cost of living increases only and the cancellation of their annual holiday celebration. Employees who were affected directly by the layoff were given a two week notice as well as two weeks severance pay. Laid off employee’s were also given tenure should they reapply in the future. The decisions of who within a department would remain were based on job skills, abilities and performance with the intention to minimize management bias and/or favoritism.

Layoffs sometimes take place during economic down-turn, sometimes because of mergers and acquisitions and other times as an unforeseen result of changes in the industry. It is imperative to make sure that alternatives have been considered before making decisions which will impact remaining employees and possibly lead to lawsuits. Offering outplacement services or severance packages may soften the blow but giving those selected to be laid off respect during the exiting process could lessen the impact on remaining employees as well as the company’s reputation. Openly communicating what is happening during times of staff reductions is a crucial factor in minimizing unintended consequences both internally and externally which could impact the organization for years to come.

References

Appelbaum, S. H., Henson, D., & Knee, K. (1999). Downsizing failures: an examination of convergence/reorientation and antecedents – processes – outcomes. Management Decision, 37(6), 473–490. doi: 10.1108/00251749910277961

Gandolfi, F. (2008). Learning from the Past – Downsizing Lessons for Managers. Journal of Management Research, 8(1), 1-14.

Merton, R. K. (1936). The Unanticipated Consequences of Purposive Social Action. American Sociological Review, 1(6), 894–904. doi: 10.2307/2084615

U.S. Bureau of Labor Statistics. (2016). What Happens to the Employers Involved in Mass Layoffs? BLS WORKING PAPERS, 470, 1-20.

PSY 655 Discussion and Assignment Papers Week 7 Assignment

Details:

This CIT Interview Techniques assignment includes two parts: a critical incident interview (due in Module 7), and a summary report (due in Module 8).

To frame the context for this assignment, consider the following statement as the basis of the project: “There is evidence that researchers using the CIT are now asking participants to reflect upon and write down the meaning of critical incidents, not just discuss them in a research interview” (From the Canadian Journal of Counselling, by Butterfield et al., 2005, p. 489).

Interview Preliminaries:

1. Using methodology described in the readings, prepare a list of questions regarding an individual’s direct personal experience with leaders. A minimum of 15 questions is required.
2. As the interviewer, pose the questions to the respondent(s). Questions include but are not limited to specific leadership moments, negative and/or positive experiences, leader decisions and consequences, or any direction drawn from course readings to this point.
3. Identify a subgroup of people in your immediate circle of contact with whom you have the ability to conduct a critical incident technique (CIT) interview regarding their experience with leaders in their own lives.
4. Conduct a minimum of three interviews.

Prepare this assignment as a Word document according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

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PSY 655 Grand Canyon Week 8 Assignment 

Details:

As the second part of the CIT Interview Techniques assignment, write a summary report (1,250-1,500 words) about the information gleaned from the interview process in Module 7.

Interview Preliminaries Redux:

1. Select two to three people to whom you will administer the interview developed in Module 7.
2. Administer interview questions to chosen participants for final formal interview purposes.
3. Revise your original questions. Administer the additional final set of questions regarding why the selected incidents might be important (i.e., have the participants identify the meaning of the incidents discussed during the interview process).
4. Provide follow-up questions as necessary along with subsequent responses.

Interview Summary Report

1. Write a summary report (1,250-1,500 words) about the information gleaned from the interview process.
2. Conclude paper with a discussion of the participants’ descriptions of the meaning of the incidents described during the interview process.

Use the GCU eLibrary databases; include a minimum of three outside references or other resources for evidentiary support.

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