Category: Uncategorized

Discussion: Quality Control in Industry

Initial Disc _ 2paragraphs and 2 replies ( 1-2 paragraph each)

Control charts are monitoring schemes, widely used in operations and manufacturing environments, to determine when a process is ?in-control? and in the presence of only common-cause variation. Give an example of an application of control charts in an industrial, operations, or manufacturing setting that is different from those supplied in the overview. Discuss and share this information with your classmates.

In responding to your peers? posts, select responses that use a control chart that is different from your own. Is the process in control or out of control? Would the process be in control if Western Electric rules are considered? Explain your reasoning. Finally, consider how control charts can be applied to the final project case study.

Support your initial posts and response posts with scholarly sources cited in APA style.

1. Please Reply to the 2 post below ? 1-2 paragraph:
Control chart, also known as a Shewhart chart is a time plot measure of quality utilized to identify causes of variation (Sharpe, et al, 2015). In other words, a control chart enables data to be observed over time and leveraged for business action enabling quality improvement (Sharpe, et al, 2015).

An example of an application of control charts in a manufacturing setting would be if a car manufacturer wants to control the mean diameter of a car engine piston. An X-bar chart could be generated utilizing sample diameter measurements taken from car engine pistons being utilized for engine construction. The X-bar would plot the sample means in order to control the mean diameter of the car engine piston samples. Variations such as common-cause variation could be identified. Common-cause variation is the result of random fluctuations in the manufacturing process (Sharpe, et al, 2015). In the car engine piston scenario, common-cause variation could be a simple variation in sample diameter based on the engine piston manufacturing process. Out of control or special-cause variation could also result from the manufacturing process if quality is concentrated in short-term focus. The car manufacturer needs to make sure that a system is in place to address special-cause variation. As Sharpe, et al, states (2015), a system of analysis needs to be in place for continuous quality control.

References
Sharpe, N. R., De Veaux, R. D., & Velleman, P., F. (2015). Business Statistics (3rd ed.). Upper Saddle River, NJ. Pearson Education.

REPLY ?

Quality charts are a very useful tool in the industrial and production environments, since they can definitely help companies control waste and cost by keeping track of the specifications of the product being created, and ensuring that they are the proper measurements to meet their needs. Having products created on the line that are way out of spec introduce a lot of waste since the products will probably have to be thrown out or melted back down to start again.
Companies can find out the outliers in a data group by keeping measurements on an hourly basis on the specifications of a piston that is being produced on a production line. For instance, if a company knows that they can put out 100 pistons an hour from the output of a production line, they would try and measure 1 or 2 per hour and place the measurements into a spreadsheet or database, and see what kind of variation is taking place over a period of time. Are the greatest variations coming during the night shift? Day shift? Or is there some other trend that can be seen that can be illustrated? By knowing where the problem lies, it is much easier to try and fix the problem so that it doesn’t happen again.

There are many types and approaches to using control charts, and each one has a specific use that can target a unique industry or production company. It is very important to be able to know just how closely the target specs are being kept in order to stay in business.

“The general approach to on-line quality control is straightforward: We simply extract samples of a certain size from the ongoing production process. We then produce line charts of the variability in those samples, and consider their closeness to target specifications. If a trend emerges in those lines, or if samples fall outside pre-specified limits, then we declare the process to be out of control and take action to find the cause of the problem.” (UTA.edu, 2016, p.1)

UTA.edu. (2016). Quality Control Charts. Retrieved from http://www.uta.edu/faculty/sawasthi/Statistics/stquacon.html/.

Control charts are monitoring schemes, widely used in operations and manufacturing environments, to determine when a process is ?in-control? and in the presence of only common-cause variation. Give an example of an application of control charts in an industrial, operations, or manufacturing setting that is different from those supplied in the overview. Discuss and share this information with your classmates.

In responding to your peers? posts, select responses that use a control chart that is different from your own. Is the process in control or out of control? Would the process be in control if Western Electric rules are considered? Explain your reasoning. Finally, consider how control charts can be applied to the final project case study.

Support your initial posts and response posts with scholarly sources cited in APA style.

1. Please Reply to the 2 post below ? 1-2 paragraph:
Control chart, also known as a Shewhart chart is a time plot measure of quality utilized to identify causes of variation (Sharpe, et al, 2015). In other words, a control chart enables data to be observed over time and leveraged for business action enabling quality improvement (Sharpe, et al, 2015).

An example of an application of control charts in a manufacturing setting would be if a car manufacturer wants to control the mean diameter of a car engine piston. An X-bar chart could be generated utilizing sample diameter measurements taken from car engine pistons being utilized for engine construction. The X-bar would plot the sample means in order to control the mean diameter of the car engine piston samples. Variations such as common-cause variation could be identified. Common-cause variation is the result of random fluctuations in the manufacturing process (Sharpe, et al, 2015). In the car engine piston scenario, common-cause variation could be a simple variation in sample diameter based on the engine piston manufacturing process. Out of control or special-cause variation could also result from the manufacturing process if quality is concentrated in short-term focus. The car manufacturer needs to make sure that a system is in place to address special-cause variation. As Sharpe, et al, states (2015), a system of analysis needs to be in place for continuous quality control.

References
Sharpe, N. R., De Veaux, R. D., & Velleman, P., F. (2015). Business Statistics (3rd ed.). Upper Saddle River, NJ. Pearson Education.

REPLY ?

Quality charts are a very useful tool in the industrial and production environments, since they can definitely help companies control waste and cost by keeping track of the specifications of the product being created, and ensuring that they are the proper measurements to meet their needs. Having products created on the line that are way out of spec introduce a lot of waste since the products will probably have to be thrown out or melted back down to start again.
Companies can find out the outliers in a data group by keeping measurements on an hourly basis on the specifications of a piston that is being produced on a production line. For instance, if a company knows that they can put out 100 pistons an hour from the output of a production line, they would try and measure 1 or 2 per hour and place the measurements into a spreadsheet or database, and see what kind of variation is taking place over a period of time. Are the greatest variations coming during the night shift? Day shift? Or is there some other trend that can be seen that can be illustrated? By knowing where the problem lies, it is much easier to try and fix the problem so that it doesn’t happen again.

There are many types and approaches to using control charts, and each one has a specific use that can target a unique industry or production company. It is very important to be able to know just how closely the target specs are being kept in order to stay in business.

“The general approach to on-line quality control is straightforward: We simply extract samples of a certain size from the ongoing production process. We then produce line charts of the variability in those samples, and consider their closeness to target specifications. If a trend emerges in those lines, or if samples fall outside pre-specified limits, then we declare the process to be out of control and take action to find the cause of the problem.” (UTA.edu, 2016, p.1)

UTA.edu. (2016). Quality Control Charts. Retrieved from http://www.uta.edu/faculty/sawasthi/Statistics/stquacon.html/.

MHA626: Strategic Planning & Marketing in Health Care

Week 3 Assignment
The Importance of Marketable Objectives

This week?s assignment will provide information regarding marketable objectives found within the strategic plan for your chosen HCO. The information can be applied to the Introduction portion of the marketing plan for your Final Project. After reading Chapter 7 and reviewing the strategic plan of your chosen healthcare organization, construct a three- to four-page paper in which you discuss the following:

The key marketing objectives found in your chosen HCO?s strategic plan
Why the objectives fit the role of the health care organization
What key marketing objectives a marketing director should focus on when developing a marketing plan (Explain your reasoning.)

The paper
Must be three to four double-spaced pages in length (not including the title page and references page) and formatted according to APA style as outlined in the Writing Center.
Must include a separate title page with the following:
Must use at least three scholarly sources in addition to the course text.
Must document all sources in APA style as outlined in the Writing Center.

Must include a separate references page that is formatted according to APA style as outlined in the Writing Center.
Stevens, R., & Silver, L. S. (2015). Strategic planning and marketing in healthcare organizations. San Diego, CA: Bridgepoint Education, Inc.

MHA626: Strategic Planning & Marketing/Internal and External Environmental Analyses

Week 3 Discussion 1
Internal and External Environmental Analyses
For this discussion, you will examine information and data from the SWOT analysis you conducted in Week Two and learn how that information and data can be applied to the Environmental Analysis section of your marketing plan for the Final Project. To prepare for this discussion, read Chapter 5 of the course text. It is also recommended that you review Chapter 4, which was read last week.

The creation of a successful strategic plan is derived from researched data; in particular, applicable data can be obtained from a SWOT analysis. Review section 5.4 of the course text, which presents examples of environmental analysis, both internal and external, for a hypothetical nursing facility. Examine the strategic plan of the HCO you have chosen for your Final Project and the results from the SWOT analysis that you performed in Week Two. Then, in your initial post, address the following questions:

What external and internal environmental analysis data could be applied to the marketing plan you are developing for your Final Project?

How will the environmental analysis support the marketing plan to fulfill the organizations strategic objectives?

Reference
Valentin, E. K. (2001). SWOT analysis from a resource-based view. Journal of Marketing Theory and Practice, 9(2), 54-69. Retrieved from http://www.jmtp-online.org/

Week 3 Discussion 2

Examining Market Research Strategies

For this discussion, you will examine market research strategies and how the information gleaned can be applied to the Marketing Mix section of your Final Project. Services offered by healthcare organizations are becoming increasingly diversified regarding services offered. With this said, health care organizations rely on market research to determine their best course of action regarding time and financial investment.

After reading Chapter 6 and watching the Alanis Business Academy?s YouTube video, describe the information that can be derived from each of the four quadrants in the Boston Consulting Group matrix. Additionally, describe the validity and applicability of implanting the Boston Consulting Group matrix for your chosen healthcare organization?s marketing plan. Based on the information that can be gleaned (market growth rate by the relative market share) regarding the healthcare organization you have chosen for your Final Project, how could the information be applied to improve marketing decision-making processes?

Class Textbook

Stevens, R., & Silver, L. S. (2015). Strategic planning and marketing in healthcare organizations. San Diego, CA: Bridgepoint Education, Inc.

intercultural experiences

This paper consists of two parts: a cultural profile of yourself and make an analysis of an intercultural experience (ICE) which you personally experienced.
1.) For your cultural profile, suggested topics are about your families and relatives. Interview the eldest member in your family. Where are your family members from? Do you have any members from different religious, ethnic, national cultures? Do you have family members who were born outside the U. S? What are their language backgrounds? State something about yourself: where you grew up, what places you have traveled to, lived in, and worked in; what language(s) you speak/have learned; what hobbies and interests that you have; what are your college-level educational experiences; what intercultural experiences you have had before.

2.) To analyze one of your intercultural experiences, you need to pick an ICE that could be domestic (involving communication between racial, ethnic, gender, or other distinct identity groups in contemporary United States society) or international (involving communication with persons from other countries). Have you studied and/or traveled overseas? Have you had a roommate whose cultural background differs from yours? Do you work in a job where you encounter people from different cultures? When describing this experience, give enough details so that the reader can understand the experience. After describing the experience, analyze the intercultural experience in terms of (a) factors which facilitated communication, (b) factors which inhibited communication, and (c) concepts or principles which can explain what happened. For example, what motivated you to seek the intercultural experience? Were there any cultural differences between the people involved? Was language a problem? Was there any evidence of ethnocentrism or prejudice? Were there any nonverbal differences which may have caused the problem? Use concepts from readings for analyzing the experience.
The paper should be double-spaced, 10-12 point Times font, no longer than 4-5 pages. Provide an APA Co

Being absent from class and its effect on grades

You will write an introductory paragraph.
You will write a brief paragraph about literature review.
You will write a paragraph on how you will acquire this data AND why. Include a hypothesis
You will write a paragraph on research design, to include ethics.
You will write a paragraph on expected findings
You will write a conclusion.

Mini Case Study – Global Strategic HR Management at IBM: Competencies: Effective communication, problemsolving, critical thinking.

Overman, S. (2016). Tapping talent around the globe. HR Magazine, 61(1), 46.

http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=f5h& AN=112810959&site=eds-live&scope=site

Dixit, A. (2013). Globalization & HR challenges. Human Capital, 36-40.

http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth& AN=109266641&site=eds-live&scope=site

Required Media

Managing Global Resources (36 min, 40 sec.) https://youtu.be/RRdKQhS2CLc

Assignments

Discussions: Individual Activity

Topic: Mini Case Study – Global Strategic HR Management at IBM

In 2003, Sam Palmisano took over as the Chairman and CEO of IBM; a company that was in good financial shape. This helped Palmisano position IBM as a globally integrated company by capitalizing on the ?strength of its human capital,? and not only its products (Grossman, 2007, p. 54). Palmisano called for IBM to create an on demand global supply chain that provides IBM customers with services and products whenever and wherever they need it. Palmisano then eliminated layers of management bureaucracy, and shifted IBM?s workforce nearer to its global customers to enhance the company?s service delivery competitiveness. Palmisano centered IBM?s global strategy on the assumption that its human capital will continue to be the company?s key differentiator in global markets, and that HR and talent management, rather than products and services are IBM?s core business (Grossman, 2007). As of today, IBM generates more than $ 81 billion revenue from continuing operations (IBM, 2016), and employs more than 378,000 people worldwide (Statista, 2015).

When HR departments focus on best practices, they may lose sight of the continuously changing demands of global markets that require updating certain practices. These changing demands may be due to regulatory, geographical, industry standards, technological, or customer preferences shifts, and may require the quick mobilization of a disaggregated and flexible global workforce. IBM?s success as a global company may be partially attributed to its local flexibility and global coordination. However, the company has not been historically flexible or coordinated; it was more firm than flexible, and more controlled than coordinated (Morris & Calami, 2009).

For Palmisano, the key was to remain loyal to the original principles upon which IBM was founded; the pursuit of excellence, customer service, and respect for the individual. However, over the years, these values morphed into egotism instead of excellence, selfishness instead of customer focus, and entitlement instead of respect (Palmisano, Hemp, & Stewart, 2004). This required a top down system to ensure that everyone was on the same wavelength; however, IBM learned the hard way that top down management is incompatible with most global companies today (Morris & Calami, 2009).

In this era of globalization with continuously changing market needs and preferences, the only path for IBM to succeed was through enduring values of a strong entrepreneurial mindset and continuous renewal that would help the company survive the many geopolitical shifts and economic cycles. The role of IBM?s HR managers was crucial here; they had to be more entrepreneurial in how they handled the changing demands of IBM?s global workforce, as well as the company?s customers, and also become networkers, i.e. they needed to stay networked with each other to be able to reintegrate the modified or renewed practices (Morris & Calami, 2009). In other words, they needed to develop dynamic capabilities that would allow them to continuously renew and integrate HR practices (Teece, 2007).

IBM usually responded quickly to its customer demands, but has not been usually flexible.

International Operations: Company Structure and Human Resources Management

Objective 1: Construct a global approach to the process of business management.
Objective 7: Determine how the choice of business models affects business success and requires adaptation in response to changes impacting on business.
Objective 8: Identify forces impacting on what global business managers and leaders need to know in uncertain times. Required Reading
Ananthram, S., & Nankervis, A. (2013). Global managerial skill sets, management development, and the role of HR: An exploratory qualitative study of North American and Indian managers. Contemporary Management Research, 9(3), 299-322. doi:10.7903/cmr.9731
http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h &AN=97747727&site=eds-live&scope=site
Friedman, B. A. (2007). Globalization implications for human resource management roles. Employee Responsibilities and Rights Journal, 19(3), 157-171. doi:10.1007/s10672-007-9043-1
http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth& AN=26618680&site=eds-live&scope=site
Hill, J. A. (2016). Protecting a global workforce in a changing world. Benefits Magazine, 53(5), 26.
http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=f5h& AN=114649123&site=eds-live&scope=site
Competencies: Effective communication, problemsolving, critical thinking. Overman, S. (2016). Tapping talent around the globe. HR Magazine, 61(1), 46.
http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=f5h& AN=112810959&site=eds-live&scope=site
Dixit, A. (2013). Globalization & HR challenges. Human Capital, 36-40.
http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth& AN=109266641&site=eds-live&scope=site
Required Media
Managing Global Resources (36 min, 40 sec.) https://youtu.be/RRdKQhS2CLc

Assignments
Discussions: Individual Activity
Topic: Mini Case Study – Global Strategic HR Management at IBM
In 2003, Sam Palmisano took over as the Chairman and CEO of IBM; a company that was in good financial shape. This helped Palmisano position IBM as a globally integrated company by capitalizing on the ?strength of its human capital,? and not only its products (Grossman, 2007, p. 54). Palmisano called for IBM to create an on demand global supply chain that provides IBM customers with services and products whenever and wherever they need it. Palmisano then eliminated layers of management bureaucracy, and shifted IBM?s workforce nearer to its global customers to enhance the company?s service delivery competitiveness. Palmisano centered IBM?s global strategy on the assumption that its human capital will continue to be the company?s key differentiator in global markets, and that HR and talent management, rather than products and services are IBM?s core business (Grossman, 2007). As of today, IBM generates more than $ 81 billion revenue from continuing operations (IBM, 2016), and employs more than 378,000 people worldwide (Statista, 2015).

When HR departments focus on best practices, they may lose sight of the continuously changing demands of global markets that require updating certain practices. These changing demands may be due to regulatory, geographical, industry standards, technological, or customer preferences shifts, and may require the quick mobilization of a disaggregated and flexible global workforce. IBM?s success as a global company may be partially attributed to its local flexibility and global coordination. However, the company has not been historically flexible or coordinated; it was more firm than flexible, and more controlled than coordinated (Morris & Calami, 2009).
For Palmisano, the key was to remain loyal to the original principles upon which IBM was founded; the pursuit of excellence, customer service, and respect for the individual. However, over the years, these values morphed into egotism instead of excellence, selfishness instead of customer focus, and entitlement instead of respect (Palmisano, Hemp, & Stewart, 2004). This required a top down system to ensure that everyone was on the same wavelength; however, IBM learned the hard way that top down management is incompatible with most global companies today (Morris & Calami, 2009).
In this era of globalization with continuously changing market needs and preferences, the only path for IBM to succeed was through enduring values of a strong entrepreneurial mindset and continuous renewal that would help the company survive the many geopolitical shifts and economic cycles. The role of IBM?s HR managers was crucial here; they had to be more entrepreneurial in how they handled the changing demands of IBM?s global workforce, as well as the company?s customers, and also become networkers, i.e. they needed to stay networked with each other to be able to reintegrate the modified or renewed practices (Morris & Calami, 2009). In other words, they needed to develop dynamic capabilities that would allow them to continuously renew and integrate HR practices (Teece, 2007).
IBM usually responded quickly to its customer demands, but has not been usually flexible.
Entrepreneurial HR meant analyzing the industry for changing trends standards, or regulations. They are open to local knowledge, and search globally for best practices that can be implemented (Morris & Calami, 2009); they basically accept new challenges and come up with new ways to solve them (Nonaka, 1994). Networked HR meant that IBM?s HR departments had a huge amount of information of HR practices that are globally shared and integrated. This information exchange was enhanced by having HR departments that are both company and customer oriented, with minimal centralization, allowing IBM to provide superior and consistent global services (Morris & Calami, 2009).
Successful organizations such as IBM benefit from short-term advantages, while building their capabilities for ?long-term strategic renewal? (Tushman & O?Reilly, 1997, p. 2). They alter
themselves through strategic change and proactive innovation. Proactive organizations shift from their current strength to their future strength by being the leaders in innovation within their industries. First, their managers excel at short-term competition, which involves the alignment among structure, strategy, culture, people and process. This efficiency ?requires mastering the basics;? however, efficiency on its own will not ensure IBM?s long-term success (p. 3). To achieve sustainable and long-term success, IBM should excel at understanding when and how to? initiate revolutionary innovation,? and accordingly a revolutionary change within the company (p. 3).
Sources used in the development of the IBM Mini Case Study (not required reading!):
Grossman, R. J. (2007). IBM’s HR takes a risk. HR Magazine, 52(4), 54.
IBM (2016). IBM reports 2015 fourth-quarter and full-year results. Retrieved on May 22, 2016 from www.ibm.com
Morris, S., & Calami, R. (2009). Dynamic HR: Global applications from IBM. Human Resource Management, 48(4), 641-648.
Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 5(1); 14 ? 37.
Palmisano, S., Hemp, P., & Stewart, T.A. (2004). Leading change when business is good: The HBR interview ? Samuel J. Palmisano. Harvard Business Review, 82(12), 60-71.
Power, B. (2012, January 10). IBM focuses HR on change. Harvard Business Review. (This article is available by searching at the Harvard Business Review. Licensing terms prohibit providing a direct URL to the article.)
Teece, D. J. (2007). Explicating dynamic capabilities: The nature and microfoundations of (sustainable) enterprise performance. Strategic Management Journal, 28(13), 1319-1350.
Tushman, M. L., & O?Reilly III, C. A. (1997). Winning through innovation. Boston, MA: Harvard Business School Press

Three Main Topics (A, B and C) have been created.
Topic A. Individuals whose surnames begin with the letters A-M, based on your readings and research respond to these questions in detail:

? Explain: Why in this era of globalization, renewal and reintegration of HR practices are necessary for global companies to remain competitive?
? From your research, give examples of global companies where the HR departments have shifted their focus from administration to supporting organizational changes. Describe those changes.
Topic B. Individuals whose surnames begin with the letters N -Z, based on your readings and research respond to these questions and discuss in detail:
? IBM spent $ 100 million on its restructuring effort. Was this a good investment? Why or why not?
? What should IBM?s HR do to ensure that it recruits the best talent worldwide? How would the selection of the right global managers impact IBM?s revenue and market share?
Topic C. Reflection. Everyone responds!
? What are the criteria that HR should look for when selecting global expatriate managers?
? How important are family issues in an expatriate career?
? How is an expatriate’s package calculated and what factors are considered in the calculation?
In the News!
Post one news source in Session 9 ? In the News! and explain briefly how the news story bears on this Session?s course topics.

Entrepreneurial HR meant analyzing the industry for changing trends standards, or regulations. They are open to local knowledge, and search globally for best practices that can be implemented (Morris & Calami, 2009); they basically accept new challenges and come up with new ways to solve them (Nonaka, 1994). Networked HR meant that IBM?s HR departments had a huge amount of information of HR practices that are globally shared and integrated. This information exchange was enhanced by having HR departments that are both company and customer oriented, with minimal centralization, allowing IBM to provide superior and consistent global services (Morris & Calami, 2009).

Successful organizations such as IBM benefit from short-term advantages, while building their capabilities for ?long-term strategic renewal? (Tushman & O?Reilly, 1997, p. 2). They alter

themselves through strategic change and proactive innovation. Proactive organizations shift from their current strength to their future strength by being the leaders in innovation within their industries. First, their managers excel at short-term competition, which involves the alignment among structure, strategy, culture, people and process. This efficiency ?requires mastering the basics;? however, efficiency on its own will not ensure IBM?s long-term success (p. 3). To achieve sustainable and long-term success, IBM should excel at understanding when and how to? initiate revolutionary innovation,? and accordingly a revolutionary change within the company (p. 3).

Sources used in the development of the IBM Mini Case Study (not required reading!):

Grossman, R. J. (2007). IBM’s HR takes a risk. HR Magazine, 52(4), 54.

IBM (2016). IBM reports 2015 fourth-quarter and full-year results. Retrieved on May 22, 2016 from www.ibm.com

Morris, S., & Calami, R. (2009). Dynamic HR: Global applications from IBM. Human Resource Management, 48(4), 641-648.

Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 5(1); 14 ? 37.

Palmisano, S., Hemp, P., & Stewart, T.A. (2004). Leading change when business is good: The HBR interview ? Samuel J. Palmisano. Harvard Business Review, 82(12), 60-71.

Power, B. (2012, January 10). IBM focuses HR on change. Harvard Business Review. (This article is available by searching at the Harvard Business Review. Licensing terms prohibit providing a direct URL to the article.)

Teece, D. J. (2007). Explicating dynamic capabilities: The nature and microfoundations of (sustainable) enterprise performance. Strategic Management Journal, 28(13), 1319-1350.

Tushman, M. L., & O?Reilly III, C. A. (1997). Winning through innovation. Boston, MA: Harvard Business School Press

Three Main Topics (A, B and C) have been created.

Topic A. Individuals whose surnames begin with the letters A-M, based on your readings and research respond to these questions in detail:

? Explain: Why in this era of globalization, renewal and reintegration of HR practices are necessary for global companies to remain competitive?
? From your research, give examples of global companies where the HR departments have shifted their focus from administration to supporting organizational changes. Describe those changes.

Topic B. Individuals whose surnames begin with the letters N -Z, based on your readings and research respond to these questions and discuss in detail:

? IBM spent $ 100 million on its restructuring effort. Was this a good investment? Why or why not?
? What should IBM?s HR do to ensure that it recruits the best talent worldwide? How would the selection of the right global managers impact IBM?s revenue and market share?

Topic C. Reflection. Everyone responds!

? What are the criteria that HR should look for when selecting global expatriate managers?
? How important are family issues in an expatriate career?
? How is an expatriate’s package calculated and what factors are considered in the calculation?

In the News!

Post one news source in Session 9 ? In the News! and explain briefly how the news story bears on this Session?s course topics.

Toy Evaluation

Step 1: Read the Week Three Electronic Reserve Readings. (ATTACHMENT)
As you read these articles, pay special attention to the following topics and issues:
Toys that may encourage violence and aggression
Toys that may promote pro-social behavior
Gender differences in toy selection and preference and/or social encouragement of gender-specific toys
Cultural influences on toys
Write a one-paragraph summary of the main findings from these articles, as they relate to the bulleted topics and issues.

Step 2: Investigate popular toys on the market today. You can use the internet or visit a toy store to do this research. See if you can find toys that fall into the four categories above: those that may promote aggression; those that may promote pro-social behavior; those that seem to encourage or discourage gender stereotyping; and those that seem to encourage or discourage cultural differences and/or stereotyping. Identify and investigate a minimum of four toys; one from each category. Discuss your observations about these four categories. Use the questions below as guidance for your analysis of the toys.
How do toys influence behavior, self-concept, and identity?
What did you observe concerning positive and negative gender stereotyping?
How has your research on toys and gender influenced your views on the relative influences of environment and heredity on gender and identity development in children?
From your review of the literature and your examination of actual toys on the market, do you believe that some toys may increase the likelihood of aggressive behavior in children? Under what circumstances might this occur? Explain.
How has your research on toys and aggression influenced your views on the relative influences of environment and heredity on aggressive behavior in children?
Do any of the toys that you have examined promote stereotypes? Do any discourage stereotypes? Explain.
Do any of the toys reflect or indicate cultural and ethnic stereotypes? What effect can you see this having on the development of self-concept and identity?
How do toys that promote pro-social behavior benefit development during childhood?
Create a 12- to 15-slide Microsoft? PowerPoint? presentation of your findings including detailed speakers notes. Your presentation should summarize the four or more toys you investigated and present your findings on how toys influence development. Conclude your presentation with a discussion of the following:
After evaluating toys, what would you advise parents concerning how toys can influence the development of their children? What would you want them to be aware of and why?
Have your views about the relative influences of heredity and environment on human development changed in any way? For example, are there things you once attributed to heredity that you now believe to be more strongly influenced by the environment, or vice versa?
Format your presentation consistent with APA guidelines.
Include: APA Title Reference pages, copy of your plagiarism report and 4 scholarly reference sources.
Please note: Your summary should be separate in a word doc from your PPT presentation.

Week Three Electronic Reserve Readings

Early Childhood through Middle Childhood: Physical, Cognitive, Emotional, and Social Development
Readings:
? Bakir, A., & Palan, K. M. (2010). How are children’s attitudes toward ads and brands affected by gender-related content in advertising?. Journal of Advertising, 39(1), 35.
? Johnson, G. M. (2010). Internet use and child development: The techno-microsystem. Australian Journal of Educational & Developmental Psychology, 10, 32.
? Zaff, J. F., & Smerdon, B. (2009). Putting children front and center: Building coordinated social policy for America’s children. Applied Developmental Science, 13(3), 105.
Toy Evaluation Field Research Assignment
Readings:
? Bradley, R. H. (1985). Social-cognitive development and toys. Topics in Early Childhood Special Education, 5(3), 11.
? Caldera, Y. M., & Sciarraffa, M. A. (1998). Parent-toddler play with feminine toys: Are all dolls the same?. Sex Roles, 39(9/10), 657.
? Klinger, L. J., Hamilton, J. A., & Cantrell, P. J. (2001). Children’s perceptions of aggressive and gender-specific content in toy commercials. Social Behavior & Personality, 29(1), 11.
? Miller, C. L. (1987). Qualitative differences among gender-stereotyped toys: Implications for cognitive and social development in girls and boys. Sex Roles, 16(9/10), 473.
? Schwartz, L. A., & Markham, W. T. (1985). Sex stereotyping in children’s toy advertisements. Sex Roles, 12(1/2), 157.
Searches:
? (social development or emotional development) and middle childhood
? cognitive development and early to middle childhood
? middle childhood and caretaker-child relationship
? social and emotional development and middle childhood

Module 4 – Case: Managing Organizational Change

Assignment Overview
For this assignment, first do a thorough review of the required background materials and read up on each author?s discussion about Kotter?s eight step model of change, Lewin?s three step model, and the five steps involved in action research. All of the authors discuss at least one of these models. There are also some optional videos on some of these models that might help.
Case Assignment
When you are done reviewing these models of organizational change, take a look at the scenarios described in Questions 1-3. For each of these scenarios, explain which of the three models of change would be most appropriate for this situation. Finally, Question 4 is a summary question that you should also answer using the required readings. Explain your reasoning for each of your answers to the four assignment questions, and use at least one of the required readings to support each answer. You are required to cite at least one of the required videos or tutorials and two of the required readings in your paper. Your paper should be four to five pages in length:
Ten years ago the CEO of a company attempted to implement a major restructuring of her company. However, this restructuring ended up being delayed repeatedly due to opposition from both the employee union as well as by several senior managers. Now that ten years have passed, it has become clear to the CEO that the change should have been implemented as now the company is facing many of the problems that she predicted ten years ago. Furthermore, the CEO believes the company will go out of business unless the restructuring is done. Also, in the past ten years she has made peace with many union leaders and senior managers and believes she might be able to get their support for a restructuring if she is able to convince them of the extreme necessity of making this change.
The Chief Financial Officer (CFO) and the Chief Marketing Officer (CMO) have a major disagreement. The CFO wants to radically scale back expenditures on marketing and change the focus of the organization away from expensive advertising and instead rely on cheaper relationship marketing techniques. The CMO wants to greatly expand advertising, and even wants the company to borrow money to finance a major new advertising campaign. Both present detailed data to support their point of view, but the CEO cannot tell who is wrong or who is right as the data they present is confusing and contradictory. Furthermore, the CEO does not want to anger the marketing department or the finance department by seeming to favor one side or the other. However, the CEO does see the need to make major changes in marketing strategy and other areas in order to boost revenues.
A small town newspaper still has a loyal following in the town and in neighboring areas, especially among the older residents. However, the publisher of the paper is concerned that nobody under the age of 30 seems to ever read the paper and instead they get all their news from the internet. Furthermore, all of the employees at the newspaper have been working there for over 20 years and are very resistant to any type of change. The publisher wants to publish a print version only once a week instead of every day, and instead focus on reporting the news through blogs and social media. He is confident his well-qualified staff will be able do a good job in this new format, but since they have been doing the exact same type of work for the last 20 years he is concerned about rather extreme resistance to making any type of change in the workplace.
Conclude your paper with a discussion about which of the three change models you think is the most useful and which one you think is the least useful. Support your answer with references to the required background materials.

Assignment Expectations
Follow the assignment instructions closely and follow all steps listed in the instructions
Stay focused on the precise assignment questions, don’t go off on tangents or devote a lot of space to summarizing general background materials
List supporting references and cite sources in proper format
Use appropriate writing style in essay form (organization, grammar, and spelling).
Include both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13-14 on in-text citations. Another resource is the ?Writing Style Guide?, which is found under ?My Resources? in the TLC portal.
Module 4 – Case
Managing Organizational Change

Assignment Overview
For this assignment, first do a thorough review of the required background materials and read up on each author?s discussion about Kotter?s eight step model of change, Lewin?s three step model, and the five steps involved in action research. All of the authors discuss at least one of these models. There are also some optional videos on some of these models that might help.
Case Assignment
When you are done reviewing these models of organizational change, take a look at the scenarios described in Questions 1-3. For each of these scenarios, explain which of the three models of change would be most appropriate for this situation. Finally, Question 4 is a summary question that you should also answer using the required readings. Explain your reasoning for each of your answers to the four assignment questions, and use at least one of the required readings to support each answer. You are required to cite at least one of the required videos or tutorials and two of the required readings in your paper. Your paper should be four to five pages in length:
Ten years ago the CEO of a company attempted to implement a major restructuring of her company. However, this restructuring ended up being delayed repeatedly due to opposition from both the employee union as well as by several senior managers. Now that ten years have passed, it has become clear to the CEO that the change should have been implemented as now the company is facing many of the problems that she predicted ten years ago. Furthermore, the CEO believes the company will go out of business unless the restructuring is done. Also, in the past ten years she has made peace with many union leaders and senior managers and believes she might be able to get their support for a restructuring if she is able to convince them of the extreme necessity of making this change.
The Chief Financial Officer (CFO) and the Chief Marketing Officer (CMO) have a major disagreement. The CFO wants to radically scale back expenditures on marketing and change the focus of the organization away from expensive advertising and instead rely on cheaper relationship marketing techniques. The CMO wants to greatly expand advertising, and even wants the company to borrow money to finance a major new advertising campaign. Both present detailed data to support their point of view, but the CEO cannot tell who is wrong or who is right as the data they present is confusing and contradictory. Furthermore, the CEO does not want to anger the marketing department or the finance department by seeming to favor one side or the other. However, the CEO does see the need to make major changes in marketing strategy and other areas in order to boost revenues.
A small town newspaper still has a loyal following in the town and in neighboring areas, especially among the older residents. However, the publisher of the paper is concerned that nobody under the age of 30 seems to ever read the paper and instead they get all their news from the internet. Furthermore, all of the employees at the newspaper have been working there for over 20 years and are very resistant to any type of change. The publisher wants to publish a print version only once a week instead of every day, and instead focus on reporting the news through blogs and social media. He is confident his well-qualified staff will be able do a good job in this new format, but since they have been doing the exact same type of work for the last 20 years he is concerned about rather extreme resistance to making any type of change in the workplace.
Conclude your paper with a discussion about which of the three change models you think is the most useful and which one you think is the least useful. Support your answer with references to the required background materials.

Assignment Expectations
Follow the assignment instructions closely and follow all steps listed in the instructions
Stay focused on the precise assignment questions, don’t go off on tangents or devote a lot of space to summarizing general background materials
List supporting references and cite sources in proper format
Use appropriate writing style in essay form (organization, grammar, and spelling).
Include both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13-14 on in-text citations. Another resource is the ?Writing Style Guide?, which is found under ?My Resources? in the TLC portal.

Module 4
Required Material
Managing organizational change. Pearson Learning Solutions. New York, NY.
Hartzell, S. (2013). Lewin stage model of change: Unfreezing, changing, refreezing Principles of Management. Retrieved from http://www.youtube.com/watch?v=kerDFvln7hU
Hartzell, S. (2013). Explaining Kotter?s 8 step change model. Principles of Management. Retrieved from https://www.youtube.com/watch?v=YJ3EGdZ3_pU
Lurey, J. & Griffin, M. (2012). Section 2: Chapter 4: Action Research: The anchor of OD practice. Handbook for Strategic HR : Best Practices in Organization Development from the OD Network. Saranac Lake, NY, USA: AMACOM Books, pp. 46-52. [[eBook Business Collection]]
Schein, E. H. (2010). Chapter 17: A conceptual model for managed cultural change. Jossey-Bass Business and Management : Organizational Culture and Leadership (4th Edition). Hoboken, NJ, USA: Jossey-Bass. [E[eBook Business Collection]]
Kotter, J. P. (2007). Leading Change: Why Transformation Efforts Fail. Harvard Business Review, 85(1), 96-103. [Business Source Complete]

Optional Reading:

Anson, J. H. (2011). Leaders are the critical element in the network: Applying the Kotter Change model in shaping future information systems. Army Communicator, 36(4), 20-27. [Academic Source Complete]

SOCW 6000

Week 3 first post SOCW 6000
Respond by Day 5 to at least two colleagues who identified strengths and challenges that were different from yours
1. Shawanta Shelton

Having the title of being a social worker in the Commonwealth of Virginia comes with many different stipulations. Two strengths that I find are the education and work requirements. In order to considered a social worker one has to have a Bachelors Degree in Social Work; however in order to go for licensure in social work one has to have obtained a masters degree from a school that is apart of the Council of Social Work Education (CSWE). With pursuing to become licensed one has to have completed a 600-hour clinical practicum that focuses on diagnostic, prevention, and treatment services. I feel that education is a strength because it pushes an individual to a higher level along with having the chance to get more information in a specialize field. With having work experience a social worker with a bachelors degree has to have 3,000 hours post graduate experience. In Virginia licensed social workers have to take an exam as well and submit paperwork to the Board of Social Work before being licensed.

The challenges that come with having the title of being licensed is one being licensed eligible. Some stop at pursing a licensed once they become licensed eagle. Being licensed legible gives individuals some opportunities to work in the field and even hold jobs and duties that one can stay in without having to continue on with being licensed. Another challenge is the route one plans to take to get licensed. In Virginia one can become licensed by examination with a MSW degree or by BSW degree. Gaining licensed with BSW degree requires more work I find it challenge due to the process being lengthier.

Virginia Board of Social Work. (2016). Licensure Process handbook. Retrieved from http://www.dhp.virginia.gov/Forms/social/Licensure_Process.pdf
Demetria Smith
RE: Discussion 1 – Week 3
COLLAPSE

To be a social worker in Georgia, you must have a master?s degree and have state licenses. There are two types of licensure which are Licensed Master Social Worker (LMSW)and Licensed clinical social worker(LCSW). A LMSW must be supervised for two years before working alone. A LMSW can have their own practice. In older to be a license clinical social worker, you must be supervised for three years before working alone(http://www.socialworklicensure.org/state/social-work-licensure-georgia.html#context/api/listings/prefilter). A LCSW is required to have a hundred and twenty supervision hours with at least sixty supervision hours with a LCSW. LCSWs and LCSWs have to take thirty-five hours of continuing education every two years to renew their Georgia social work license (http://www.socialworkguide.org/licensure/georgia/ ). The two strengths associated with the tittle protection and licensure are I would be able to get my own practice in Georgia if I chose to. I also will have the current trends of being a social worker because of the hours of continuing education. The two weaknesses associated with the tittle protection and licensure are a person may not be able to work and complete the two or three years of being supervised to get their license as a social worker. Also, it may be hard for a person to find a place where he or she can get the continuing education that is needed to keep your license as a social worker.
REFERENCES
(http://www.socialworklicensure.org/state/social-work-licensure-georgia.html#context/api/listings/prefilter
(http://www.socialworkguide.org/licensure/georgia/
Demetria Smith

Week 3 Post 2
Respond by Day 6 to at least two colleagues who selected the other scenario. Compare the approaches you each took in addressing ethical concerns associated with the scenario
2.
Said Ali
EXPAND

Scenario 2: Ethical Steps in Social Work Practice
This case study is a clear example of stigma in the social work practice. Some mental health professionals often stigmatize their clients rather than helping them. The first step that I will undertake when confronted with such a case is to embrace the professional ethics and acceptable standards. Embracing professional values and personal biases is the ultimate way in which social workers are able to deal with issues of stigma within their places of work (Daley & Doughty, 2006). Doing this can be a very difficult transformation that demands considerable personal work as well as therapy. Social workers can also improve the relationship with their clients without stigma through outreach efforts, triage roles, and their treatment provisions. The National Association of Social Workers ethical codes stipulates that all the professional social workers should uphold human dignity, the rights of the clients, self-determination, empowerment, self-realization, and social justice, and every person?s worth irrespective of their mental state (Ahmedani, 2011). These specific professional codes of ethical conduct values directs all the social workers to moderate their stigma levels as well as work with professional colleagues to reduce the levels of social stigma as well as self-stigma.
The next step that I should have undertaken is engaging the client?s family members. Social workers often work with individuals as well as families. The family allows a social worker to mitigate social stigma on a micro level. In this case, it is apparent that the client had a serious borderline disorder that requires close attention by family members. As a social worker, I would have contacted the family members and guide them through family therapy that can help the client improve on her condition. The family is an individual support system at a micro level (Ahmedani, 2011). Various studies have shown that there exists a positive impact between family interventions as well as treatment engagement on a mentally sick person?s condition.
References
Ahmedani, B. K. (2011). Mental health stigma: Society, individuals, and the profession. Journal of social work values and ethics, 8(2), 4-1.
Daley, M. R., & Doughty, M. O. (2006). Unethical social work:

B. Week 4 SOWC6000

Message Unread
1. Julie Braley
RE: Discussion – Week 4
COLLAPSE

Working With Survivors of Sexual Abuse and Trauma: The Case of Angela
The social worker in this case (Plummer, Makris & Brocksen, 2014) shows competence by acting as ?competent only within the boundaries of their education, training, license, certification, consultation received, supervised experience, or other relevant professional experience? (National Association of Social Workers, 2008, 1.04); she acted as a therapist (the case was somewhat unclear) and referred Angela for group therapy. However, she could have done a better job of acting as a broker and promoting social justice. After reading the Case of Brenna, I feel like there are probably more sources of help available to survivors of sexual abuse than one-on-one therapy and group therapy. Briefly looking online, I found the Rape, Abuse & Incest National Network (RAINN). They offer guidance to survivors and their family and friends, provide programs, advocate for public policy, and operate the National Sexual Assault Hotline (www.rainn.org). To address another concern of Angela?s, obesity, I would also recommend she consider attending Overeaters Anonymous (www.oa.org). There are also meetings of Survivors of Incest Anonymous (SIA) (www.siawso.org), if she is interested. Finally, I think the social worker should discuss bringing Angela?s father to justice or other ways to confront her father and family. The social worker could also ask Angela if she would like to contribute to public policy changes, locally or nationally.
The social worker in the case (Plummer, Makris & Brocksen, 2014) acted with integrity and upheld the value of importance of human relationships (National Association of Social Workers, 2008). She displayed integrity when confronting the group facilitator about her dual relationship (conflict of interest) with Angela. It may have been a difficult decision to make as the social worker knew Angela lacked friends she trusts and she lives far from her other friends. However, the professional and ethical thing to do was to confront the group facilitator. The social worker also showed adherence to the Code of Ethics by respecting the importance of human relationships. Her and Angela?s professional relationship was jeopardized due to the social worker confronting the group facilitator and her eventual termination; Angela could not overcome these trust issues and somewhat closed herself off from the social worker. The social worker knew that Angela needed to speak with a therapist and asked Angela if she would like to terminate their relationship. Upon Angela?s agreeance, she provided her with the names of other therapists. Angela needs to continue seeing a therapist and must trust them.
National Association of Social Workers. (2008). Code of ethics of the National Association of Social Workers. Retrieved from http://socialworkers.org/pubs/code/code.asp
2. Dorella Fountain
RE: Discussion – Week 4
http://www.vitalsource.c
The Case of Carol and Joseph
The National Association of Social Workers has a set of core values that all Social Workers are expected to follow when providing services in the community. According to the NASW, these include “services, social justice, dignity and worth of a person, importance of human relationships, integrity and competence” (pg. 1). In my opinion , the Social Worker in the case of Carol and Joseph upheld to all of these core values. The National Association of Social Workers also has 6 ethical standards in which are considered the Social Worker’s Ethical responsibilities to clients. These standards include “commitment to clients, self-determination, informed consent, competence, cultural competence and social diversity, conflicts of interest” (p. 5). The Social Worker provided service to Carol and Joseph by providing assistance and encouragement to Carol and Joseph to make the changes necessary in order to keep their family together. The Social Worker was also patience, understanding and non-judgmental despite the decisions of Carol and Joseph. Judgment could have easily be placed when hearing all that has transpired in this case, but the Social Worker remained non-judgmental and did not give up.
References:
National Association of Social Workers. (2008). Code of Ethics of the National Association of Social Workers. Retrieved from https://www.socialworkers.org/pubs/code/code.asp
Plummer, S.-B., Makris, S., & Brocksen S. M. (Eds.). (2014). Working with families: The case of Carol and Joseph. In Social work case studies: Foundation year. Retrieved

II. SOCW 6001
Respond by Day 5 to at least two colleagues who discussed a different challenge from the one you discussed and explain a different skill you might use to overcoming that challenge.
1. Anne Solari
RE: Discussion 1 – Week 3
COLLAPSE

I think some of my biggest challenges is working on responses that are genuine when restating what they have said. Kirst-Ashman speaks of, “conveying to the client” that you understand how they feel (p 60). I often feel the practitioner is disingenuous when I hear phrases like, “What I hear you saying is…”. I feel like my biggest strength is my ability to make connections with people and meet them on their level. I know that I can practice to improve, but I cannot use this is I don’t feel I can do it with a genuine outcome. I feel like that is the point of the reading as well. We need to work to get better so our clients trust us. We need to learn what works for them based on many factors including their culture. As Kirst-Ashman state, we are the learners and our clients the informants (p 77). It’s really important to listen to them and learn from them through their words, their actions and their body language. Listening means more than hearing, but also paying attention. I believe this is one thing that allows me to connect with my students. I listen to them and allow them to be real, themselves.

Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012). Understanding generalist practice (6th ed.). Stamford, CT: Cengage Learning. Chapter 2, “Practice Skill for Working with Individuals? (pp. 54-93)

2. Syreeta Hill
RE: Discussion 1 – Week 3
COLLAPSE

Challenges I will encounter when using micro practice skills while interviewing the client are maintaining my facial expression, and body positioning. Apparently I have had issues with facial expressions all my life. Of course this has been a difficult skill to master since working in the helping field. My colleagues have stated to me numerous times to be mindful of my facial expressions. I honestly try on a daily basis to watch my expressions. Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012) stated giving a client a mixed message by saying one thing, while looking like you mean another, is not helpful. With me, my facial expression matches what I am saying
I try to keep a blank stare so that I will not make a face. Has it worked? Let?s say some of the times. I think this will be a constant skill I will have to practice. My body position speaks volumes when I am in the home of a client. If I feel it is unsafe or unsanitary I am in a rigid upright position. I am sure that comes off cold to others but in my mind I am trying to protect myself. Extreme tension may convey lack of confidence or excessive nervousness. It may put distance between you and your clients and make feeling comfortable and trusting you difficult for them (p 58).
Skills I believe I do very well with are being able to communicate to my clients, showing empathy and having compassion for my job in order to provide a quality service to my clients.

Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012). Understanding Generalist Practice (6th ed.). Stamford, CT: Cengage Learning.

Dicusion2 week 4 Respond by Day 6 to at least two colleagues who selected a different role from the one you selected and explain what types of behaviors are associated with that role and how you might use those behaviors to promote appropriate group interactions
1.Syreeta Hill
RE: Discussion 2 – Week 4
COLLAPSE

A particular group member that would be challenging for me if I were a group facilitator would be the Quiet members simply do not participate, and they make getting to know them impossible for anyone (p. 116). I am one who tries to read a person and if the quiet member does not participate in group I will have a hard time trying to interpret what type of person they are. In order to get to know the quiet member better I would probably meet with them after group and have causal conversation with them trying to build a rapport with them. If they continue to be quiet during group I would start going around the group asking members questions that they all can participate in.
Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012). Understanding Generalist Practice (6th ed.). Stamford, CT: Cengage Learning
2Christina Burns
RE: Discussion 2 – Week 4
COLLAPSE

Working with groups can have its benefits and its negative aspects. People are all so different and have varying personalities. As a social worker, it will be my job to work with all these differences and facilitate productive groups. In social work groups, members inevitably end up taking on a role. There are various positive, negative, and non functional roles that a client may possess. One role that I think would be extremely difficult for me to deal with would be a dominator.
Dominators are individuals whose presence take over the group. They talk more than the others and generally make their own problems the center of the group (Kirst-Ashman and Hull, 2012). Individuals taking on this role are most likely not doing so with ill intentions. They probably have a strong personality or are feeling a desperate need to be heard. As a social worker, my instinct is to help those in need. I worry that I may give in to this role due to their obvious high need of attention and help. This would not be beneficial to the other members in the group though and I would have to learn the skills to handle the situation appropriately. I would also have to decide if group sessions were the correct intervention for this client.
I experienced this my first year of teaching.There was a student who had a lot of external issues going on at home and therefore acted out and dominated the classroom. Looking back, I unintentionally gave this student more attention than the others in my class. The other students suffered due to me not being able to handle the situation to where it would benefit all. In group work, social workers must look at each individual as themselves and decide what their particular needs are. The group as a whole body though must be kept in mind so that each individual in turn can benefit.
Kirst-Ashman, K., & Hull , G. H., Jr. (2012). Understanding generalist practice (6th ed.). Stamford, CT: Cengage Learning