Labor Unions and Employees rights and responsibilities

Based on the below articles I would require a 4 page Annotated Bibliography.

The articles are about – “Labor Unions and Employees rights and responsibilities”

Annotated bibliographies must be written in manner, in which, they are understandable. You must describe all-important data such as:

• The participants

• The reason the study was conducted

• What research design was used (surveys, interviews, case study, etc.)

• Which research analysis was used (MANOVA, ANOVA, Kruskal Wallace, etc.) • The results of the study along with any conclusions of the author(s

discussion 2

1) Write a short description of what you saw (1-2 paragraph/s).

2) Explain how what you learned from the movie is related with sustainability and businesses (do they impact one another? How? Can businesses act to create change? etc.) (1/2-1 page single space)

3) Write an “ analytical/critical piece” including any thoughts, comments, feelings, ideas, suggestions you had (1-2 pages single space).

—- if you include information in your report that you got from a webpage, book, movie (no including the one you saw) include the reference at the end of the assignment

—- evaluation: if you completed the 3 items and if your answers are well thought/make sense/show that you reflected/thought about and searched what you wrote

can be either of the following movies

 

Netflix – Minimalism (consumerism)

Netflix – Saving Capitalism

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leadership development

What do you think the most important take-away is from this course? PT

REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 100 WORDS or MORE)

CLASSMATE’S POST

I have observed and learned quite a bit in this class. I have observed that even though we all are different, we still have a lot in common. Just by reading the posts and responses each week, I can see that we are all leaders in different ways, with or without a formal title. I’ve observed that some us are leaders on the job, at our place of worship and in our personal lives. I really enjoyed reading everyone’s posts and responses because I learned different ways to do things that can help me further improve my leadership skills and abilities. One thing I will take away with me is that in order to be a good leader, you must first be a good follower. I already knew this before I took this course, but that same theme is continuously played out in the different discussions and videos we have had in this class. An effective manager has to be balanced and have a heart not only for the organization but also for the people.  I do believe that the average person takes pride in their work and really wants to do well on their job, but they have to be treated with respect and be able to feel that their concerns are heard when voiced. We have seen in the various videos how much productivity and morale remains high when those business owners and managers treat their employees as an asset instead of just a body.

What do you think the most important take-away is from this course? JB

REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 100 WORDS or MORE)

                                     CLASSMATE’S POST

I gathered quite a few take ways from this class. The class helped us learn about ourselves through behavioral assessments and group activities. The need for leadership development has never been more urgent. Employees can pursue the skills development program or practice that is right for them, at their own pace, using media that are optimally suited to their learning style and work environment. Being a leader isn’t about having the best idea, but about facilitating conversations within a group. We aren’t experts in everything, that’s a given. Being a great leader isn’t about being the smartest person in the room. It’s more important to facilitate conversations and brainstorming so that your group, or colleagues, can come up with great ideas.

1 Handling the Unhealthy Employee

Bill is an award-winning newspaper reporter for the city news who can crank out twice as many feature articles as anyone else. To keep relevant in a period of downsizing in the newspaper industry, Bill also maintains the newspaper blog and social network pages. Over time, his work hours grew. He often chain-smoked his way to 3 hours of sleep or less. He gained weight and started to develop a considerable waist. He always had snacks by his desk because he had little time to go out to a restaurant or make a home-cooked meal.

Bill was known to be irritable and often yelled at his colleagues for not getting information he needed for articles. “Time is important. The second reporter to the story might as well be the last reporter to the story.” His colleagues thought he was too pushy and often yelled back at him.

One morning he collapsed at his office desk. He was rushed to the hospital via ambulance. Doctors found that he’d had a retinal stroke with loss of significant vision in his right eye. Doctors said he would be fine as long as he would lose weight and take better care of himself.

Diane is the owner/manager of the newspaper and is concerned about Bill’s condition, along with that of with the other overworked reporters and editors who have been survivors of the many downsizings over the years. She has decided to implement several stress and health management policies to help maintain productivity while keeping the employees healthy. In an employee meeting, she mentioned several new initiatives as follows:

“First, in the past, smoking has been limited to offices. Now smoking will be banned from the building. If you want to smoke, there will be a designated smoking area in back of the building.

“Second, in the past, vending machines have had junk food. Now the machines have been eliminated. Fresh fruits and vegetables will be provided for free in the cafeteria.

“Third, periodically, courses on healthy eating and exercise will be provided by experts. These courses will be regarded as important as mandatory staff meetings. The courses will last for approximately 1 hour and may involve minor physical activity.

“Fourth, health checks by a nearby medical service will be available for free twice a year. This will be totally paid for by our organization.

“Finally, if management feels that you are overworked or overstressed, we would like to sit down with you and talk to see what is happening.”

Bill was aghast at this new policy. In discussions with a colleague, Bill said the following:

“Diane is trying to impose her will and culture upon me. Smoking relaxes me. I write better when I smoke. Now that there is a no-smoking policy in the office, this is the one thing that would increase my blood pressure through the roof.”

“The vending machines were a convenient way to get food. I am a carnivore, and I like my occasional beef jerky. I like my chips. Granola is for the birds.”

“The mandatory classes concerning nutrition and exercise are a waste of time for the staff. If there is a great story out there, it is more important to get the story in the middle of the day than waste time on Diane’s religion. The newspaper provides significant financial incentives for each feature that is published every week. I write the most features because I am good at it, I write fast, and I need the money. My wife’s sick in the hospital, and I’ve got two teenagers to feed. I might lose my house.”

“The ‘free’ medical service and management visits about health are basically nosy efforts by management to pry into personal business. It is none of management’s business to intervene in my personal affairs.”

There are several other reporters in the office who feel the same way as Bill and have threatened to resign if Diane’s initiatives go through. The reporters offered a very simple alternative of having the newspaper add 3 days of sick leave benefits per year. They feel that Diane has no right to impose her lifestyle and her culture on them. Diane especially has no right to monitor the lifestyle and personal habits of employees that do not affect work.

Diane counters the group by saying that lifestyle and culture can affect work. “If you are not healthy, in the long term, you will not be productive. I want you around for a long time.”

Questions

1. What are the causes of stress in Bill’s organization?

2. Has Diane gone too far in imposing a smoking policy, removing junk food from the vending machines, and offering free medical service and management visits?

3. Diane has selected several ways to reduce the stress and improve the health of her employees. What other ways did the chapter mention she could also use to reduce stress and improve employee health?

4. What do you think about the reporters’ sick leave proposal?

Case created by Gundars Kaupins, Boise State University

Case 15-1 CEO Compensation: Do They Deserve Rock Star Pay?

Can’t sing, dance, or hit a baseball out of the park? You can still earn “big bucks” by becoming a CEO of a Fortune 500 firm, according to the AFL-CIO, who used data gathered from the Department of Labor, Bureau of Labor Statistics. The average pay for a CEO in 2016 was $13.1 million based on an analysis of 420 firms in the S&P 500 index. From the worker’s perspective (average earnings of $37,632), a CEO earns in 1 day what a worker earns in 1 year (335 times an average worker’s pay in 2015, 347 in 2016). Worse, while the pay of the average worker increased by 2% from 2015 to 2016, CEO pay rose by 6%. Taking inflation into account over a 50-year time period, wages of this workforce were actually less than stagnant; in 1967, workers earned 10% more than in 2016, the equivalent of $41,473 adjusting for inflation.

The AFL-CIO’s research clearly indicates that while the country as a whole has grown and unemployment is at a near all-time low, the worker in the United States is not similarly prospering as compared to his or her counterpart in corporate headquarters. There is a growing wage gap, a gap clearly that does not seem equitable from the largest federation of US labor unions as well as the general public.

Why such a high salary given the fact that the US economy has grown at most 2% per year over last few years, one-third of the growth of CEO salaries? US CEO pay is often high because it is based upon the average pay of their peer group. The AFL-CIO suggests that to eliminate this practice, similar to British concerns, shareholders have binding votes on CEO compensation. Yet the reality is that in 2015, 91% of investors’ “advisory votes” in S & P 500 firms supported CEO pay levels.(1)

Stockholders aside, the general public certainly feels that CEOs are overpaid. Stanford University’s Rock Center for Corporate Governance in 2016 ran a national study (1,202 participants who reflected US socio-demographics including age, gender, race, household income, state residence, and political affiliation) tapping into people’s beliefs concerning the compensation packages of the 500 largest publicly traded corporations.

The net result? Nearly three-quarters (74%) think CEO pay is out of synch with worker compensation, with only 16% thinking otherwise. Socio-demographic differences aside, most individuals feel quite adverse when discussing CEO compensation. According to Professor David F. Larcker of Stanford Graduate School of Business,

There is a clear sense among the American public that CEOs are taking home much more in compensation than they deserve. While we find that members of the public are not particularly knowledgeable about how much CEOs actually make in annual pay, there is a general sense of outrage fueled in part by the political environment.(2)

CEO pay needs to be dramatically cut since their salaries are off the chart. How this is to be accomplished though, with or without government regulation, is where disagreement arises and usually along political affiliations. For example, while both groups feel that there should be a ceiling on CEO pay (nearly 65%), those who hold Democratic and Independent affiliations differ with Republicans by almost 15% (66%/64%/52%, respectively). When it comes to actually setting a cap on CEO pay, those surveyed thought that six times the average worker pay was acceptable. This is way below the average multiple of all CEO pay, which is 17.6.

Interestingly, there was nowhere near a majority consensus on how to use regulation to limit CEO pay. Some advocated large tax increases over a certain level (28%), others opted for setting dollar amounts relative to worker wages (25%), while a minority wanted to set pay ceilings not tied to worker pay (17%), and a similar percentage wanted CEO pay directly tied to firm performance. Only 9% thought to eliminate stock options, while another 8% would cut out all forms of equity compensation.(3)

Yet many experts do not agree with the public and would argue the public does not have all of the facts. Jannice Koors, managing director at Pearl Meyer & Partners in Chicago, has a different perspective on CEO compensation.

I think most companies are on the right track with their [executive] pay programs. Yes, CEO pay increased this year—because average company profits and share prices grew. Compensation is more closely tied to performance than ever before, which is exactly what shareholders have been pushing for. Today, only a very small percentage of a typical CEO pay package is in the form of a guaranteed annual salary.(4)

Donald Delves, director, Towers Watson in Chicago, justifies CEO pay as follows.

CEOs are paid about three times as much as the next level of executives. . . . In my experience, it is a very rare person who has the skills and experience required to run a huge global corporation. And their average tenure continues to decline. There is not a lot of patience shown by shareholders and boards when a company underperforms.(5)

Author of The Taboos of Leadership Anthony Smith noted that

The reality is that the free market is alive and well, and is the true dictator of CEO pay. While what one’s peers are making is still a legitimate barometer, critics should look at the macroeconomics of “stars” in all fields (after all, CEOs are the “stars” of the business world), and not just the microeconomics of CEO pay, if they are serious about understanding the calculus in determining compensation. Such valuation analysis must factor in the track record of the CEO; his or her potential; competing job offers; personal enticements; what he or she is leaving behind; their reputation on the “street”; and the team of other executives he or she is likely to bring or attract. . . . Only a handful of people are capable of leading major multinational corporations with 100,000+ employees and $50+ billion in annual revenue. Bottom line: true stars are in short supply and high demand. It’s pure Economics 101.(6)

Whether you agree or disagree with the fairness of CEO pay, CEOs make as much in one day as the average worker makes in one year.

Questions

1. How does ethics apply to this case?

2. What factors might contribute to what some perceive as unethical behavior concerning CEO pay?

3. What are the differing ethical approaches, and how might they apply to this case?

4. How might the issue of CEO compensation be dealt with in a firm’s code of ethics?

5. How might the issue of CEO compensation be used by a firm to create and maintain an ethical organization?

6. Use the “legal doesn’t mean it’s ethical” argument to disagree with current CEO compensation practices. What makes it legal, and why might it still be unethical?

7. What is your own opinion about CEO compensation? Provide facts and arguments supporting your position from this case.

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New and Improved Rewards at Work

Assignment 5: New and Improved Rewards at Work
Due Week 10 and worth 250 points

Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include using the Internet at work for personal reasons such as shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a controlled napping policy, and the sports and office betting pools.

Write an eight to ten (8-10) page paper in which you:

  1. Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization.
  2. Explain how innovative benefits could be tied to specific jobs.
  3. Critique the effectiveness of equity-based rewards systems versus those with more creative approaches.
  4. Discuss the key elements of integrating innovation into a traditional total rewards program.
  5. Recommend a process that optimizes an employee-based suggestion program to continually refresh the total rewards of the organization.
  6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Analyze an organization’s strategy and integrate pay-for-performance plans and total rewards into a compensation strategy that will motivate desired behavior and improve job performance.
  • Explain a benefit plan as part of an overall competitive compensation strategy and the policies to administer the benefits.
  • Use technology and information resources to research issues in total rewards.
  • Write clearly and concisely about total rewards using proper writing mechanics.

Total Rewards Knowledge 8: Culture and Total Rewards

Visit the following website: http://www.wolfmotivation.com/programs/creating-a-culture-of-recognition-total-rewards-recognition-initiative and review the information. After understanding the information, make your case (be specific and relevant) why organizational culture must be considered when developing a winning total rewards system aimed at talent success.

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Develop an initial treatment plan using one of the family therapy models

You must write and develop your treatment plan before you complete your role-play. You will be using your treatment plan in your role-play so it essential that you write it up before interviewing your role-play client. You will be submitting your treatment plan in module 6.

In this assignment you will be using both the Nichols and Gehart& Tutttle textbooks and 2 additional scholarly references. Be sure to do the following:

  1. Using both textbooks—Nichols and Gehart & Tuttle—as resources, develop an initial treatment plan using one of the family therapy models discussed over the term. Be sure to use citations throughout to support the material you are using. Attached are examples of preliminary descriptions of clients that you will fully develop into a role-play script and you will use this in your treatment plan and for your role play video.
  2. After fully developing your role play script, use the Gehart & Tuttle text to develop your treatment plan. In this text there are specific guidelines for early phase goals, middle phase goals and late phase goals.
  3. For your treatment plan, you are to develop: the early phase goals middle phase goals and late phase goals. Use the example in the text to assist you in developing your own goals for the script you have developed.
  4. In your discussion of the model you chose—because it will be a theory based plan—provide an explanation of the difference between a symptom-based treatment plan and a theory-based treatment plan. This must be at least 2 complete paragraphs.
    • Explain the merits of a theory-based treatment plan. This is clearly discussed in the Gehart & Tuttle textbook. Use this textbook to fully support what you compose in your paper.
    • Provide references from the textbooks to support the format of the treatment plan you develop and discuss how the therapy model concepts are incorporated into the treatment plan.
  5. Provide a detailed overview of your reasons for choosing the particular family therapy model you chosen over all the other models. Discuss why the approach used to work with the family in this therapy model makes the most sense to you. This must be at least 2 complete paragraphs.
  6. Include 2 additional primary/secondary references accessed from LINCCWEB to support the efficacy of the therapy model you have chosen.
  7. In your treatment plan, you must provide a list of questions that you have prepared to use in your role-play.
    • These questions are developed using the specific therapy model you have chosen and the treatment plan you have developed.
    • This will be your first session, so you will be asking questions related to a first session but you are using your therapy model. The model uses specific kinds of questions. (The Nichols book, chapter 2 has some excellent ideas on this).
    • You need a minimum of 15 questions.
    • The questions must be grounded in the therapy model you have chosen, meaning they must be formulated/developed using the model you have chosen.
    • You can always have more than 15 questions.
    • When you are sitting with your “client” you will have the questions in front of you to guide you through the process.
  8. The entire paper must be a minimum of 1500–2000 words.
  9. The script is not part of the 1250–1500 words.
  10. The questions are not part of the 1250–1500 words
  11. APA format must be used for the treatment plan paper, and the two textbooks and two other primary/secondary resources must be utilized and cited as references for this part of the assignment.
  12. Be sure to include a copy of the script you developed at the end of your paper.
  13. Be sure that you have included a copy of your questions.
  14. Include your references at the end of the paper.

Assignment 2: Treatment Plan

Florida State College at Jacksonville

Running head: TREATMENT PLAN 2

Jeff Fields is a twenty eight year old man, who has decided to seek help with dealing with

the emotional turmoil he has been feeling after the divorce of his high school sweetheart and

wife of five years. Jeff and his wife, Jenna, have a two year old son, Lincoln, who has recently

been diagnosed with asthma. Jeff has been very distant and has been absent as a father and

husband for approximately two years. For Jeff and Jenna, I will address their problems using the

Intergenerational Family Therapy Model. Along with using this model, I will develop a

treatment plan which will include early, middle and late phase goals. In this paper, I intend on

addressing reasons why I choose the Intergenerational Family Model, the differences between

this theory based treatment plan and symptom based treatment plan and the merits of a theory

based treatment plan.

The Intergenerational Family Therapy or the Bowen Family Systems was created by a

man name Murray Bowen. Bowen was a “Psychoanalytically trained psychiatrist who worked

with persons with schizophrenia, often focusing on the individual” (Geheart&Tuttle, 2003,

p.151). After time, Bowen eventually realized that individual focus was not as important as

treating the family as an “emotional unit”. According to Michael Nichols, author of The

Essentials of Family Therapy (2014) Bowens theory describes how the “Family, as a

multigenerational network of relationships, shapes the interplay of the individuality and

togetherness using five interlocking concepts, differation of self, triangles, multigenerational

emotional process, emotional cutoff and societal emotional process” (p.71).

The Bowen theory was chosen for Jenna and Jeff over all other family therapy models

because for them, I wanted to get to the root of the problem and show Jenna and Jeff how

patterns of family problems could be passed on to them from previous generations. I want them

to understand reasons why Jeff is choosing to be absent and disconnected. This sudden attitude

Running head: TREATMENT PLAN 3

change in him could have been a learned pattern that has been taught in previous generations. I

also want them to understand that their actions are modeled by the influences of the past, present

and future. “Human relationships are driven by two counter balancing life forces, individuality

and togetherness, we need compassion and independence” (Nichols, 2014, p.69). In Jeff and

Jenna’s case, Jeff could feel he lost his individuality when he lost his football career. Jenna could

feel when Jeff lost his football career; she lost her companionship with Jeff.

During the initial call to the agency, Jeff explained his and Jenna’s story and struggle.

Jeff explained how he has never been close emotionally to his father. The only relationship he

ever had with his father was a “coach and player” type of relationship. His father never talked to

him about personal issues or asked how he was. He never gave Jeff the storybook father- son

relationship, that Jeff so longed for. Jeff then explained that Jenna had a need to please everyone

and to always excel. With the background that was provided, I wanted to meet with both Jeff and

Jenna to discuss the treatment plan, goals and the genogram.

This is another reason why the Intergenerational Family Therapy Model was used for this

couple. The genogram is an excellent tool to distinguish if Jeff’s distancing towards their son is

because of past patterns. Also, Lincoln has been diagnosed with asthma, using the genogram will

help me detect if asthma has been problematic in past generations.

Patricia Holkup, author of Our Parents, Our Children, Ourselves: A Therapy Group to

Facilitate Understanding of Intergenerational Behavior Patterns and to Promote Family

Healing (1998) explains the use and understanding of the Intergenerational Family Therapy, as

it can relate to Jeff and Jenna’s case stating “The parent child relationship is one of the most

influential in a person’s life, forming the conscious and unconscious reality out of which the

person functions for the rest of his or her life, because all families are imperfect, painful behavior

Running head: TREATMENT PLAN 4

patterns can be passed from one generation to another” (p.20). Thus, the Intergenerational

Family Therapy Model is the one model that will detect and explain the reason for both Jeff and

Jenna’s actions.

The Intergenerational Family Therapy or the Bowen Family Systems is a theory based

plan and is different from a symptom based treatment plan. Dian Gehart and Amy Tuttle, authors

of Theory Based Treatment Planning for Marriage and Family Therapist (2003) define both

symptom based treatment and theory based treatment plans. Symptom based treatment plans

derive from the “Medical model and are plans prompted by third party payers, therapist using

this treatment plan, identify client symptoms outlined in measurable goals and corresponding

interventions” (p.4).

Theory based treatment plans, “Inspires a careful and rich case, conceptualization beyond

basic behavioral problems and may include psychological, relational, cultural and social factors”

(Gehart&Tuttle, 2003, p.5). Two critical elements in theory based treatment plans include the

“Therapist and the clients perspective” (Gehart& Tuttle, 2003, p.5).

In counseling, theory based treatment surpasses symptom based treatment in many ways.

First, because symptoms based treatment focuses solely on symptoms, therapist who used this

method “Limits case conceptualization and treatment possibilities, limiting the potential to be

helpful to the greatest number of clients” (Gehart&Tuttle, 2003, p.5). Secondly, when symptom

based treatment is used, it fails to incorporate the “majority of professional knowledge in the

field and limits the therapist to behavioral and medical models” (Gehart&Tuttle, 2003, p. 5).

This intern causes the therapist to entirely miss the bigger picture. When counselors

choose to use theory-based treatment plans, they are more likely to provide “consistent and

coherent treatment from the initial to final stages of therapy” (Gehart&Tuttle, 2003, p.6). This is

Running head: TREATMENT PLAN 5

why theory based treatment triumphs symptom based. Being able to maintain a relationship with

the clients and create goals that will progress constantly throughout the sessions is what the most

important in the therapeutic relationship.

In the case of Jeff and Jenna Fields, an initial treatment plan has been created based off

the intergenerational family therapy model. To begin, initial goals have been set up to address

the entire therapeutic process; these include goals for the clients and goals for myself, as their

counselor. The goals that I have developed, going into this session for myself is to create a

successful and working relationship with both Jeff and Jenna. To “decrease anxiety and increase

differentiation in one or more family member” ( Gehart&Tuttle, 2003, p.155).

As well as “Learning about themselves and their relationships so they can assume

responsibility for their own problems and help them get past blaming others” (Nichols, 2014,

p.75). Once the session began, fifteen questions were developed based off the Intergenerational

Family Therapy Model and asked to Jeff and Jenna. Once the questions were answered, the

general treatment plan goals and interventions were put into place.

First, early phase goals for the family were addressed. These goals “generally address the

development of the therapeutic relationship problem assessment, goal setting and early referrals”

( Gehart&Tuttle, 2003, p.7). One early phase goal would be to establish a therapeutic

relationship with both Jeff and Jenna. To follow the Intergenerational Family Therapy Model,

this includes staying neutral and “avoiding triangulation” (Nichols, 2014, p.76). As well as

getting each party to “Accept responsibility for their actions” ( Nichols, 2014, p.76). And

maintain a “Clear sense of differentiation of self” (Gehart& Tuttle, 2003, p.166).

Secondly, I would want to explore the history of both Jeff and Jenna’s family of origin, as

well as the history of the nuclear family. By doing this, it will allow me to get insight into the

Running head: TREATMENT PLAN 6

patterns that have been occurring throughout their relationship. To do this, I would need to

construct a genogram. Elizabeth Taylor, author of Postmodern and Alternative Approaches in

Genogram Use with Children and Adolescents (2013) describes the genogram as a “Cross

generational road map that documents the structure of the family household, by observing the

dynamics of family relationships over generations, noting intergenerational behavior patterns and

historical trends” (P. 279).

The genogram will help Jeff and Jenna understand the conflicts and cutoffs that have

been patterns throughout their family history. I would also like to identify multigenerational

patterns of father absentee issues and parenting styles, as well as issues of emotional cutoff. I

would also like to identify each members “Sibling positions and determine how this has affected

the family process” (Gehart& Tuttle, 2003, p. 71).

Third, I want to get a feel for Jeff and Jenna’s anxiety and differentiation levels. In the

Intergenerational Family Therapy Model, differentiation of self is the “capacity to think and

reflect, to not respond automatically to emotional pressures” (Nichols, 2014, p.71). Anxiety is

what drives people in this theory. “The more anxiety people have, the less tolerant they are of

one another and the more they are polarized by differences” ( Nichols, 2014, p.72). In order to

get a feel of both of their levels, I want to ask Jenna how Jeff being distant over the past few

years has affected her and her son. I want to ask Jeff, how his father being emotionally

disconnected has affected him.

For the middle phase goals, I want to address the sources of anxiety for both Jenna and

Jeff and begin to decrease it. By doing this, I will need to use an essential technique called

process question. These questions are aimed at “toning down emotions and fostering objective

reflection, as well as gaining access to information on how the family perceives the problem and

Running head: TREATMENT PLAN 7

how the mechanisms driving the problem operate” (Nichols, 2013, p.86). These questions could

include, when Jeff neglects you and your son, how do you react? Or, Jeff could be asked, what

are your thoughts about the current situation that is going on between you and your wife? How

would you take responsibility for your behavior?

Secondly, I would want to discuss the reasons why anxiety might be high between the

two, based on the intergenerational patterns that have shown throughout the genogram. Third, I

would want to explore how triangulation between Jeff and his father has affected his sense of

anxiety. Forth, I would want to coach the couple. Coaching in the Intergenerational/ Bowen

theory means “Helping clients figure out emotional processes and their role in them” (Nichols,

2013, p.86). I would want to coach them on ways to reduce their anxiety and how to undo

influences that have been a common theme over several generations.

Lastly, for the middle phase goal, I want to help Jeff de-triangulate from his relationship

with his father, and the blame he has put on Jenna for ending his football career. I will present

process questions in relation to each member and identify their personal responsibilities. Next, I

will address Jeff’s feeling of blame he has put on Jenna. I will use displacement stories to help

Jeff fully understand his situation. I would also encourage Jeff to “go home again”, to research

emotional cutoffs and identifying triangles throughout his multigenerational family. This will

give him insight as to why he is emotionally distancing himself from his own son.

For the last phase goals, I would “encourage differentiation and the ability for Jeff and

Jenna to balance out individuality and togetherness to facilitate resolution” (Gehart &Tuttle,

2003, p.165). I would also want to use displacement stories to help Jenna understand why Jeff is

emotionally cutoff and distant from Lincoln. I would coach them on how to “maintain a non-

anxious presence in response to new family challenges” (Gehart &Tuttle, 2003, P,167). I will

Running head: TREATMENT PLAN 8

also coach Jenna on how to respond to future triangles that may return when dealing with Jeff’s

issues of emotional cutoff.

In conclusion, this paper has laid out a treatment plan for the clients, Jeff and Lisa Fields.

It has discussed the differences between theory based treatment plans and symptom based

treatment plans, and has show why theory based treatment plan triumphs symptoms based in a

counseling atmosphere.

Running head: TREATMENT PLAN 9

Works Cited.

Gehart, R & Tuttle, A.(2003). Theory Based Treatment Planning for Marriage and Family

Therapist. Brooks/Cole Publishing.

Holkup, P.(1998). Our Parents, Our Children, Ourselves: A Therapy Group to Facilitate

Understanding of Intergenerational Behavior Patterns and to Promote Family Healing.

Journal of Psychosocial Nursing and Mental Health. 36, 20-26.

Nichols, M.(2013). The Essentials of Family Therapy (6th ed). Pearson Publishing.

Taylor, E.(2013). Postmodern and Alternative Approaches in Genogram Use with Children and

Adolescents. Journal of Creativity in Mental Health. 8, 278-292.

Running head: TREATMENT PLAN 10

Vignette

Scenario: A husband and a wife divorce after five years of marriage, after the father become

distant over the last two years, after the first child was born. Conflict between the two increased

to the point the couple separated, now the child is struggling with asthma.

The agency gets a phone call from a man named Jeff, who calls to say he would like to come in

to talk about the struggles he has been dealing with over the past few years and the recent

separation and divorce he has been going through with his wife.

The role play client: Your name is Jeff; your wife’s name is Jenna. You are currently 28 years

old and Jenna is 27 years old. You have a son named Lincoln, who is two. You met Jenna in high

school. You were the captain for the football team, very popular and outgoing. Jenna, on the

other hand was focused on her education and getting into the best college. You and Jenna were

so young and in love, that Jenna sacrificed the college of her dreams to follow you and support

your football career. By the end of your senior year, you got accepted to Florida State and Jenna

did too. You both packed up your lives and moved down south. You remained the jock that

everyone loved. You joined a fraternity, while Jenna remained the same person who focused on

her education. You lived the “frat” boy life. You went to parties every night and lost sight of

what was important. Because of your irresponsible decisions, your grades slipped and you were

suspended from football until your grades changed. You became depressed; football was your

life and your escape from reality. You would do anything to get back on that field, even if it

meant turning to drugs to do so. You turned to aderall to get your grades back up and help you

study. You did not inform Jenna of your poor decision choices. Jenna, one day found a pill bottle

in your dresser and brought it to your attention, you explained and she understood. She didn’t

Running head: TREATMENT PLAN 11

want you to be in a depressed state anymore and decided not to make a big deal about the

situation. After your grades were brought up, the suspension was dropped. Your father was very

hard on you growing up and only cared about your football career. He never showed you love or

compassion. You so longed for the picture perfect, father-son relationship. When you were eight,

your parents divorced, because your mother cheated on your father, and then created a new life

with another man. You have half brothers and sisters, but you have only met them once. You feel

like your mother abandoned you. At a young age, you created a bond with football, because it

was the one thing that always was there and would never fail you. Football has always been your

escape route, when any thing is going wrong in your life. Jenna’s parents on the other hand, have

been married for twenty years. Her dad worked two jobs to support her family, and her mother

stayed home with the children. Jenna has one sister, but isn’t very close to her, they talk every

now and then. Jenna has always felt determined to excel in school, because she didn’t want to let

anyone down and feels obligated to excel for her father’s sake.

After you had been playing football for a few months, Jenna reviled to you that she was

pregnant. Because Jenna’s family is very traditional, her dad insisted on marriage. After agreeing

to marriage, you were married less than three months later. In the blink of an eye, you went from

being a football star, to having your whole life changed. You couldn’t run from it or change

anything; you had to accept it. Everything was fine between you and Jenna until the baby came.

You started to work full time and the extra time you did have, didn’t involve football. When you

had to stop playing, that shattered your world. You felt as though a piece of you was being taken

away and the one steady thing in your life was being destroyed.

Running head: TREATMENT PLAN 12

Jenna completed college, but you did not. You had to sacrifice your education, for the

sake of your family. The plan was for her to finish, then you would go back to school once she

was done; that never happened. So you continued to work at a job that you hated.

Overtime, you became very distant and started to not come home at night. You felt as

though Jenna and the baby took away the one thing that completed you. You stopped helping

with Lincoln and stopped giving affection to Jenna. She would complain about this issue to you

all the time, so you started to really not come home because you couldn’t face the hurt she felt,

and the emotions you were feeling towards your family. After a few years of continuing this

behavior, Jenna decided she wanted a divorce. After the separation, you had very little contact

with Lincoln and only saw him a few times a month. When you did see him you were very

disconnected.

Five months after the divorce, Lincoln was diagnosed with asthma. When Jenna asked

you to go with her to his doctor’s appointment, you said you were too busy when you really

weren’t. Jenna feels a sense of guilt, because of your depression and feels that the disconnect is

mostly her fault. Jenna feels bad that Lincoln is having to experience an absent father and feels

the weight of the world is on her shoulders. You have reported depression and are seeking help

on how to work through this emotional roller coaster that you feel you are on. You want to repair

the relationship with Jenna but you aren’t sure how to do so, if the relationship doesn’t repair,

you want to seek help on how to build a co- parenting relationship with Jenna

Running head: TREATMENT PLAN 13

15 Questions

1. Hello, Jenna and Jeff. Can you tell me what’s been going on in your relationship right now?

2. With the problems that you both have been experiencing, what are you most concerned

with?

3. Can you give me an example of what made you the most upset?

4. Jenna, when Jeff neglects you and your son, how do you react?

5. Jeff, did you know Jenna felt this way?

6. Jeff, how do you see your behavior?

7. Jeff, what are your thoughts about the current situation that has been going on between you

and your wife?

8. Jenna, what do you think?

9. Jeff, did you know she felt this way?

10 Jeff, how would you take responsibility for your behavior?

11 Were you ignoring Jenna’s concerns because you weren’t sure how to react to them, or

how to approach the situation?

12 Jenna, what do you want from Jeff?

13 Jeff, what do you want from Jenna?

14 Have either of you expressed your needs to each other?

15 How would you make the needs that you want happen?

16 Jeff, how has your father being emotionally disconnected affected you?

17 Do you think your father being emotionally disconnected with you, has played a role in

how you have been treating your son?

18 Jeff, what do you need to do to express yourself differently?

Running head: TREATMENT PLAN 14

19 Jenna, what do you need to do to express yourself differently?

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The innovation of new technology

After following the instructional sequence, which includes reading the required chapters and the unit lesson the focus is automated license plate recognition technology.  Can you think of any legal concerns with implementing this technology system?

ANSWER THE ABOVE DISCUSSION THEN REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 125 WORDS or MORE)

                           CLASSMATE’S POST

The innovation of new technology can trigger privacy concerns and spark new regulation, and Automatic License Plate Reader (ALPR)systems are no exception. ALPR systems can be installed in a static location or n mobile platforms (police cars or tow trucks), and continuously scan and record license plates that come within rage. Private companies and law enforcement agencies are partnering up to install ALPR systems building an enormous database of plate numbers that can be used to help locate criminals, among other uses. As ALPR database continue to grow, the increasing instances of license numbers being recorded could result in near real-time tracking of individual vehicles.

Privacy advocates have raised concerns, arguing that people have a reasonable expectation that their plate number should be private. Additionally, ALPR systems capture data indiscriminately, meaning even non criminals are being tracked. Some A:PR systems capture more than just a license plate.

While litigation surrounding ALPR is still in its infancy, initial decisions have held that the practice is generally lawful as there is no reasonable expectation of privacy in a license plate. In addition, ALPR companies successfully challenged a state law that would have prohibited private use of ALPR, arguing that the law violated their First Amendment right to collect plate numbers and distribute them to their clients.

Reference:

Falk, S. A. & Pavel, R. A. (June 15,, 2018). Growing Privacy Regulation of Automatic License Plate Readers Retrieved from https://www.lexology.com.

 

Submit a draft of critical elements D through F of Section I (Total Rewards Analysis) of the final project.

Based on the case study analyses, discussions, and textbook readings up to this point in the course, you should have gathered enough information to analyze given aspects of a benefits and compensation package from the Emerging Pharmaceuticals Case Study and the 2018 Medtronic Benefits data. Address the prompts in the Final Project Guidelines and Rubric document (Section I, Parts D-F) and the Milestone Two Guidelines and Rubric document

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Components of Organizational Justice

Create at least 2 slides with notes no more than five bullet points per slide(Refer to Table), The Components of Organizational Justice- There are three separate elements with each having its own elements.  Describe how Starbucks either complies or should/could comply with each element.

 

Table 1: Components of Organizational Justice

  • 1. Distributive Justice: Appropriateness of outcomes.
    •  Equity: Rewarding employees based on their contributions.
    •  Equality: Providing each employee roughly the same compensation.
    •  Need: Providing a benefit based on one’s personal requirements.
  • 2. Procedural Justice: Appropriateness of the allocation process.
    •  Consistency: All employees are treated the same.
    •  Lack of Bias: No person or group is singled out for discrimination or ill-treatment.
    •  Accuracy: Decisions are based on accurate information.
    •  Representation of All Concerned: Appropriate stakeholders have input into a decision.
    •  Correction: There is an appeals process or other mechanism for fixing mistakes.
    •  Ethics: Norms of professional conduct are not violated.
  • 3. Interactional Justice: Appropriateness of the treatment one receives from authority figures.
    •  Interpersonal Justice: Treating an employee with dignity, courtesy, and respect.
    •  Informational Justice: Sharing relevant information with employees.

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Impressions Of Museum Or Gallery Exhibit

As a way of experiencing the Humanities beyond your classroom, computer, and textbook, you are asked to attend a “cultural event” and report on your experience. This assignment requires the following:

  • Submit your cultural event choice to the instructor for approval before the end of Week 5.
  • Visit a museum or gallery exhibition of modern art before the end of Week 9.
  • Write a report of the visit.
  • Summarize the report in a PowerPoint presentation.

**Please be sure to use a gallery or museum from Columbia SC**

Write a three to four (3-4) page paper (750-1,000 words) in which you:

  1. Identify the date visited, location, name, and background of the museum or specific exhibition. (If virtual, identify the Website along with the other information.)
  2. Describe three (3) works, noting the artist, title, subject, and the time period of each work.
  3. Compare the style, influences, and meaning or intent of each piece, highlighting any changes (if any) from the first to last piece.
  4. Explain your reasons for selecting the pieces in a discussion of the reasons for the artist’s popularity and / or impact on the art world.
  5. Summarize the main points of three (3) works discussed in your paper in a PowerPoint presentation of at least three (3) slides. Each of the slides should have three to four (3-4) short bullet points and notes about the works in the slide notes section. Include a cover page for the PowerPoint. Add the slides with notes to your paper.
  6. Include four (4) references that help support your claims. (The text may be used as one (1) reference.)

Visiting a Museum

  • It makes sense to approach a museum the way a seasoned traveler approaches visiting a city for the first time. Find out what is available to see. In the museum, find out what sort of exhibitions are currently housed in the museum and start with the exhibits that interest you. If there is a travelling exhibition, it’s always a good idea to see it while you have the chance. Then, if you have time, you can look at other things in the museum.
  • Make notes as you go through the museum and accept any handouts or pamphlets that the museum provides free. While you should not quote anything from the printed material when you do your report, the handouts may help to refresh your memory later.
  • The quality of your experience is not measured by the amount of time you spend in the galleries or the number of works of art that you actually see. The most rewarding experiences can come from finding three (3) pieces of art or exhibits that intrigue you and then considering those works in leisurely contemplation. Most museums even have benches where you can sit and study a particular piece.
  • If you are having a difficult time deciding which pieces to write about, ask yourself these questions: (1) If the museum you are visiting suddenly caught fire, which three (3) pieces of art or exhibits would you most want to see saved from the fire? (2) Why would you choose those two (2) particular pieces?

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Health care costs and disaster planning

1 Health care costs are out of control in the United States, and increasing conflicts between employers and employees are likely as employers try to reduce their health benefits costs.

Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources and (200 word minimum)

2. In 1929, the Blue Cross concept of prepaid medical costs was introduced.

In 2-3 pages, research and explain the Blue Cross concept and the reason it was adopted by so many organizations.

APA format is required and be sure to list references.

3.

What should be included in disaster planning for a large employer in Annapolis, Maryland, that is concerned about natural disasters such as floods and snowstorms that might shut down the company and parts of the city?

Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources and (200 word minimum).

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Operations And Budget Planning

Operations And Budget Planning

Explain the four fundamental ways in which a business can grow its revenues and profits.  What reward system would you put in place for an organization of your choice (please specify) as part of the operations and budget planning process? Provide a rationale for that reward system. Support your primary response with at least one scholarly source. Provide in-text citations and complete references for all sources used. Format your post according to APA style as outlined in the Ashford Writing Center.

Organizational Mission

Explain, in your own words, what the terms mission, vision, goals, and values mean from an organizational standpoint.  What is the practical purpose of a statement of organizational values?  Under what circumstances should an organization consider changing these, if at all?  How do they contribute to the strategic direction of an organization?  If you were a department manager, how would you implement and sustain these in your organization?  Support your primary response with at least one scholarly source. Provide in-text citations and complete references for all sources used. Format your post according to APA style as outlined in the Ashford Writing Center.

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Handling Workplace Disputes

“Disciplinary Actions”  Please respond to the following:

  • Compare and contrast two differences between employee dismissal and  employee discharge. Provide specific examples to support your rationale.
  • Evaluate two exceptions to employment-at-will doctrines in terms of  the effect these exceptions will have on employee termination in the  health care field.

 

“Handling Workplace Disputes”  Please respond to the following:

  • Assess two different dispute resolution methods, in terms of their suitability for use within health care organizations.
  • Evaluate two factors that contribute to the importance of the  employee handbook in terms their relevance in handling workplace  disputes in the health care field. Provide specific examples to support  your rationale.

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