By Wednesday, January 13, 2016 complete the assignment presented below.

In order to really learn about interviewing, you must practice doing interviews. There is no substitute for direct experience in learning about interviewing. This assignment will be the first of several interviews you conduct during this course.

Find a volunteer to role-play a client. The purpose of this assignment is to introduce you to the experience of formulating questions and gathering information during a clinical interview. You are not expected to have mastered these skills in week 1 nor even by the end of this course. Clinical interviewing is a skill that requires a lot of practice and years of training.

Here, you will simply interview the volunteer who is role-playing a client that is having trouble at work. Be sure to develop a plan for the interview ahead of time. What is the purpose of your interview?  How will you achieve that purpose?

Be sure to follow the ethical guidelines you have read about, including competence, confidentiality, and informed consent. The interview should be at least 10 minutes in length but no more than 20 minutes.

After you complete your interview, provide a thoughtful discussion of the following:

• How did you prepare for the interview? Be sure to list the questions used in your interview and provide a brief summary of the content of your interview.
• How long was the interview?  How much effort was required to keep the interview to the required 10-20 minute timeframe?
• What things made the interview difficult or uncomfortable? Be as specific as possible.  For example, were there things you or your client said or did during the interview that were uncomfortable?
• What factors made the interview welcoming and comfortable?  Again be as specific as possible.
• Did you think you were effective in probing and obtaining information?
• As appropriate, cite the online content, the textbook, and other credible, scholarly sources to substantiate the points you are making.
• Apply APA standards for writing and citations to your work.

Submit your assignment to the M1: Assignment 3 Dropbox.

Assignment 3 Grading Criteria	Maximum Points
Describe steps taken to prepare for the interview and submit the questions you will use in the interview.	20
Describe what factors made the interview difficult or uncomfortable and the factors that made the interview welcoming and comfortable.	25
State how effective you were in probing and obtaining information. Discuss what you would do differently if you had to do the interview over.	20
Justify ideas and responses by using appropriate examples and references from text, peer-reviewed research articles, appropriate professional field-related Web sites, and personal experience.	15
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources, displayed accurate spelling, grammar, and punctuation.

By Wednesday, January 13, 2016 complete the assignment presented below.

In order to really learn about interviewing, you must practice doing interviews. There is no substitute for direct experience in learning about interviewing. This assignment will be the first of several interviews you conduct during this course.

Find a volunteer to role-play a client. The purpose of this assignment is to introduce you to the experience of formulating questions and gathering information during a clinical interview. You are not expected to have mastered these skills in week 1 nor even by the end of this course. Clinical interviewing is a skill that requires a lot of practice and years of training.

Here, you will simply interview the volunteer who is role-playing a client that is having trouble at work. Be sure to develop a plan for the interview ahead of time. What is the purpose of your interview?  How will you achieve that purpose?

Be sure to follow the ethical guidelines you have read about, including competence, confidentiality, and informed consent. The interview should be at least 10 minutes in length but no more than 20 minutes.

After you complete your interview, provide a thoughtful discussion of the following:

• How did you prepare for the interview? Be sure to list the questions used in your interview and provide a brief summary of the content of your interview.
• How long was the interview?  How much effort was required to keep the interview to the required 10-20 minute timeframe?
• What things made the interview difficult or uncomfortable? Be as specific as possible.  For example, were there things you or your client said or did during the interview that were uncomfortable?
• What factors made the interview welcoming and comfortable?  Again be as specific as possible.
• Did you think you were effective in probing and obtaining information?
• As appropriate, cite the online content, the textbook, and other credible, scholarly sources to substantiate the points you are making.
• Apply APA standards for writing and citations to your work.

Submit your assignment to the M1: Assignment 3 Dropbox.

Assignment 3 Grading Criteria	Maximum Points
Describe steps taken to prepare for the interview and submit the questions you will use in the interview.	20
Describe what factors made the interview difficult or uncomfortable and the factors that made the interview welcoming and comfortable.	25
State how effective you were in probing and obtaining information. Discuss what you would do differently if you had to do the interview over.	20
Justify ideas and responses by using appropriate examples and references from text, peer-reviewed research articles, appropriate professional field-related Web sites, and personal experience.	15
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources, displayed accurate spelling, grammar, and punctuation.

Review the Global Education and Global Citizenship video and read the article “A Model of Global Citizenship: Antecedents and Outcomes” by Stephen Reysen and Iva Katzarska-Miller. Please take some time to reflect on how the concept of global citizenship has shaped your identity and respond to the following prompts:

 

• Based on the video, explain the importance of educating others on global citizenship.
• Address each of the following outcomes of global citizenship as they pertain to the development of your own identity: intergroup empathy, valuing diversity, social justice, environmental sustainability, intergroup helping, and the level of responsibility to act for the betterment of this world (found in the article). Explain how your environment influences these outcomes.
• Provide at least two personal examples or events in your life that illustrate the development of global citizenship based on the outcomes.
• Analyze how your general education courses influenced you to become a global citizen.
• Demonstrate critical thinking by accurately interpreting the evidence (scholarly sources) provided.

What are the reasons a legislative body might designate specific conduct as criminal? What are the reasons a legislative body might not designate specific conduct as criminal? Discuss the relative importance of each of these reasons.

2.Question C

Why is criminal law important in our society? What are some issues you think present problems within the criminal law system today and why?

 

3.Nazi Jurisdiction

Please respond to the following discussion prompt and submit it to the discussion forum as your initial post. Then, make at least two thoughtful responses to your fellow students’ posts. Your initial post should be at least 150 words and each of your responses should be approximately 75 words in length.

Watch this video and discuss how the military court had jurisdiction over the Nazi war criminals. How did the military court gain jurisdiction? What were the advantages of trying the Nazi’s by such a court?

http://www.youtube.com/watch?v=FsOpcMFkrFs

4.Question B

Based on the reading,

• Define Public Administration as best as you can. Explain the subject matter of Public Administration and also indicate your prior knowledge

  on Public Administration and what you wish to gain from this class

5. Case Study 2:  How Kristin Died

Read the following Case Study:

https://content.grantham.edu/at/PA301/9780618993017%20pg%2064%20to%2075%20BA301.pdf

Respond to the following questions (be sure to reflect upon the elements of the bureaucracy described in Chapter 2 prior to the case study):

• Was this the best way to go to protect Kristin. Do you suggest any other ways to go about it? What are your suggestions and why?
• Explain and discuss if the system failed to protect Kristin and if so why?
• There were many elements of bureaucracy that were present, which one was the biggest issue and why was it?

Due 1/28/16

Phase 6: Implementation of the Care Plan

To implement your care plan begin small—say, one or two families, or a small group of 5–10 people.

The first step to effective implementation is planning. As you go about this task, answer the following questions:

• What small group have you selected (for example, three families with young children, a group of five AIDS patients, and so on)? What made you select this particular group?
• What portion of the plan would you like to implement in the small group?
• What health risk do you expect to tackle by implementing this intervention?
• What results do you expect?
• How do you plan to implement this intervention? Do you have any specific strategy in mind? What resources will you need?
• How long do you think it will take for the results to be seen?

Prepare a 1-page Microsoft Word document with your responses to the questions above and submit it.

 

Discuss what resources you need. Put your plan into action.

• Mobilize the resources you need, talk to the small group, recruit volunteers, etc.
• When your resources are in place, put your plan into action.

 

Assignment  Grading Criteria	Maximum Points
Described the small group and provided a rationale for the selection.	4
Identified the section of the plan that will be implemented in the small group.	2
Described the health risk that can be tackled by implementing the selected intervention.	2
Described expected results.	2
Described how the intervention might be implemented in practice, including specific strategies, and listing resources needed.	2
Estimated the time needed for results to be seen.	2
Participated in proposed implementation discussion.	2
Written components.	4

Due 1/28/16

Phase 6: Implementation of the Care Plan

To implement your care plan begin small—say, one or two families, or a small group of 5–10 people.

The first step to effective implementation is planning. As you go about this task, answer the following questions:

• What small group have you selected (for example, three families with young children, a group of five AIDS patients, and so on)? What made you select this particular group?
• What portion of the plan would you like to implement in the small group?
• What health risk do you expect to tackle by implementing this intervention?
• What results do you expect?
• How do you plan to implement this intervention? Do you have any specific strategy in mind? What resources will you need?
• How long do you think it will take for the results to be seen?

Prepare a 1-page Microsoft Word document with your responses to the questions above and submit it.

 

Discuss what resources you need. Put your plan into action.

• Mobilize the resources you need, talk to the small group, recruit volunteers, etc.
• When your resources are in place, put your plan into action.

 

Assignment  Grading Criteria	Maximum Points
Described the small group and provided a rationale for the selection.	4
Identified the section of the plan that will be implemented in the small group.	2
Described the health risk that can be tackled by implementing the selected intervention.	2
Described expected results.	2
Described how the intervention might be implemented in practice, including specific strategies, and listing resources needed.	2
Estimated the time needed for results to be seen.	2
Participated in proposed implementation discussion.	2
Written components.	4

TO: BANKS Senior Management FROM: HR Department SUBJECT: Employee Selection and Training

Staffing practices consist of two general issues—first, identifying and hiring the right people for the job, and second, retaining those individuals and building their competencies as productive employees. These are both areas where management and human resources (HR) need to work together. The bottom line is that when we are recruiting, screening, and selecting new employees, we should be careful that we are always focused on the primary duties of the job and finding the candidate that will best perform them. Once we hire the right person, training and development are essential activities. Keep in mind that training may not always be directly job or skill related. The training component is part of retaining quality employees and providing them with growth opportunities. Therefore, management should be encouraged to work with HR in order to identify needs and strategically plan training sessions.

• Analyze inter- and intracultural differences in work relationships, values, and behaviors to maximize individual and organizational performance.
• Evaluate the sources of workplace conflict and determine appropriate techniques to resolve them that respect human differences.
• Create work redesign approaches to improve performance under differing assumptions of employee skill and education level, compensation and reward systems, and cultural expectations.
• Communicate the ethical implications of recommendations to change human resourc

TO: BANKS Senior Management FROM: HR Department SUBJECT: Employee Selection and Training

Staffing practices consist of two general issues—first, identifying and hiring the right people for the job, and second, retaining those individuals and building their competencies as productive employees. These are both areas where management and human resources (HR) need to work together. The bottom line is that when we are recruiting, screening, and selecting new employees, we should be careful that we are always focused on the primary duties of the job and finding the candidate that will best perform them. Once we hire the right person, training and development are essential activities. Keep in mind that training may not always be directly job or skill related. The training component is part of retaining quality employees and providing them with growth opportunities. Therefore, management should be encouraged to work with HR in order to identify needs and strategically plan training sessions.

• Analyze inter- and intracultural differences in work relationships, values, and behaviors to maximize individual and organizational performance.
• Evaluate the sources of workplace conflict and determine appropriate techniques to resolve them that respect human differences.
• Create work redesign approaches to improve performance under differing assumptions of employee skill and education level, compensation and reward systems, and cultural expectations.
• Communicate the ethical implications of recommendations to change human resourc

Since you will evaluate your employees in about three months, you have some time to plan and strategize. As a preliminary step to making a recommendation to human resources regarding your plans for the upcoming evaluations, discuss your goals for employee performance appraisals. Compare at least two existing approaches to employee evaluations, including actual appraisal systems, and make a recommendation based on scholarly references.

Using the module readings,online library resources, and the Internet, research employee evaluations and performance management systems.

Then, respond to the following:

• How does the organization address cultural differences? Alternatively, how would you recommend these approaches be modified?
• What cultural challenges do you foresee in the use of performance management systems and subsequent communication with employees?
• Make a recommendation regarding which performance management system would be most appropriate in the context of organizational needs.

By Wednesday January 20, 2016, post your response to the appropriate the APA Style.

Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation

• Provide substantive comments by
  • contributing new, relevant information from course readings, Web sites, or other sources;
  • building on the remarks or questions of others; or
  • sharing practical examples of key concepts from your professional or personal experiences
• Respond to feedback on your posting and provide feedback to other students on their ideas.
• Make sure your writing
  • is clear, concise, and organized;
  • demonstrates ethical scholarship in accurate representation and attribution of sources; and
  • displays accurate spelling, grammar, and punctuation.

  • Module 3 Overview

    MEMORANDUM BANKS Industries TO: BANKS Senior Management FROM: HR Department SUBJECT: Legal Issues Human resource management (HRM) is highly affected by the legal environment in which it operates, although in varying degrees when you look at human resources (HR) on an international scale. For any HRM professional, knowledge of these laws is essential for developing, implementing, monitoring, administering, and evaluating HRM programs. In addition to the constraints in these laws, the increasing tendency of employees to litigate in many countries must also be considered. In the United States, the size of court awards to plaintiffs has dramatically increased over the past two decades, with monetary awards exceeding $1 million in nearly 25 percent of the cases. Therefore, following the law is not only correct but also economical for the organization. Today, organizations are challenged to maximize the contributions of their diverse workforce. Although equal employment opportunity (EEO) laws deal with obvious discrimination issues, the more subtle issues of different people working closely together challenge managers to successfully blend the differing skills and perspectives of the modern workforce. HRM is further challenged to design programs with sufficient flexibility to address the varied needs of a diverse workforce. As a US-based company, this is our focus. However, as we expand to countries such as China, we need to be aware of their legal systems as well as international standards that could influence our actions. Analyze inter- and intracultural differences in work relationships, values, and behaviors to maximize individual and organizational performance. Create work redesign approaches to improve performance under differing assumptions of employee skill and education level, compensation and reward systems, and cultural expectations. Evaluate workforce and labor market profile and organizational needs to focus change efforts on personnel selection, compensation, training, or work design/technical systems. Communicate the ethical implications of recommendations to change human resource and/or work flow systems given the presence of multiple cultural subgroups. Using the navigation on the left, please proceed to the next page.

Since you will evaluate your employees in about three months, you have some time to plan and strategize. As a preliminary step to making a recommendation to human resources regarding your plans for the upcoming evaluations, discuss your goals for employee performance appraisals. Compare at least two existing approaches to employee evaluations, including actual appraisal systems, and make a recommendation based on scholarly references.

Using the module readings,online library resources, and the Internet, research employee evaluations and performance management systems.

Then, respond to the following:

• How does the organization address cultural differences? Alternatively, how would you recommend these approaches be modified?
• What cultural challenges do you foresee in the use of performance management systems and subsequent communication with employees?
• Make a recommendation regarding which performance management system would be most appropriate in the context of organizational needs.

By Wednesday January 20, 2016, post your response to the appropriate the APA Style.

Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation

• Provide substantive comments by
  • contributing new, relevant information from course readings, Web sites, or other sources;
  • building on the remarks or questions of others; or
  • sharing practical examples of key concepts from your professional or personal experiences
• Respond to feedback on your posting and provide feedback to other students on their ideas.
• Make sure your writing
  • is clear, concise, and organized;
  • demonstrates ethical scholarship in accurate representation and attribution of sources; and
  • displays accurate spelling, grammar, and punctuation.

  • Module 3 Overview

    MEMORANDUM BANKS Industries TO: BANKS Senior Management FROM: HR Department SUBJECT: Legal Issues Human resource management (HRM) is highly affected by the legal environment in which it operates, although in varying degrees when you look at human resources (HR) on an international scale. For any HRM professional, knowledge of these laws is essential for developing, implementing, monitoring, administering, and evaluating HRM programs. In addition to the constraints in these laws, the increasing tendency of employees to litigate in many countries must also be considered. In the United States, the size of court awards to plaintiffs has dramatically increased over the past two decades, with monetary awards exceeding $1 million in nearly 25 percent of the cases. Therefore, following the law is not only correct but also economical for the organization. Today, organizations are challenged to maximize the contributions of their diverse workforce. Although equal employment opportunity (EEO) laws deal with obvious discrimination issues, the more subtle issues of different people working closely together challenge managers to successfully blend the differing skills and perspectives of the modern workforce. HRM is further challenged to design programs with sufficient flexibility to address the varied needs of a diverse workforce. As a US-based company, this is our focus. However, as we expand to countries such as China, we need to be aware of their legal systems as well as international standards that could influence our actions. Analyze inter- and intracultural differences in work relationships, values, and behaviors to maximize individual and organizational performance. Create work redesign approaches to improve performance under differing assumptions of employee skill and education level, compensation and reward systems, and cultural expectations. Evaluate workforce and labor market profile and organizational needs to focus change efforts on personnel selection, compensation, training, or work design/technical systems. Communicate the ethical implications of recommendations to change human resource and/or work flow systems given the presence of multiple cultural subgroups. Using the navigation on the left, please proceed to the next page.