Borderline Personality Disorder and DBT
A concise comprehensive summary/review of the attached readings regarding Borderline Personality Disorder and DBT. Also include a video (including introduction, session, and discussion) on DBT from Marsha Linenhan. The video can be found online.
Emerging Technologies: The Future of Flying Taxis
Investigate the usage of flying taxis and their future. Discuss the legislation and maintenance regulations required for their operation.
Also to include their future and effects on environment, safety measures such as collision avoidance technology, maintenance practices and legislation. Technical aspects will include their design, operation and how they are controlled. (Detailed guidelines are provided in attached files, along with a presentation for some ideas to follow)
HEALTH PROMOTION & PUBLIC HEALTH – TITLE : HOW EFFECTIVE IS A HEALTHY DIET IN REDUCING CHILDHOOD OBESITY IN THE UK.
Critically evaluate a range of healthcare research, using criteria such as consistence with evidence, logic, reliability and validity.
2. Construct a reasoned argument in analysing the contribution of competing theories and methodological approaches to investigate and explain issues and/or ‘problems’, and propose novel formulations of ideas.
3. Demonstrate critical, ethical and reflective understanding of the implications of research in health promotion and public health.
4. Effectively use a range of communication and information technologies to analyse and critically evaluate complex information and data, producing an advanced standard of written work in the form of a critical literature review.
Can the Principle of Small Scale of Urban Agricultural Spaces be a Blueprint for the Large Scale of Derelict Land in Glasgow?
Integration of the urban agriculture concept into Garden City Theory by using the vacant and derelict industrial land in Glasgow to make the post-industrial city into a 21st-Century Modern Garden City
Behavioral Intervention – The Basic
Write a one page paper synthesizing the three articles and include at least 1 discussion question per article (Question separate from the paper). The following factors will be considered in grading: relevance, accuracy, synthetization of the reading materials, degree to which the responses show understanding of the material, and quality of writing. Similarity has to be 15% or less. (along with the three articles, I included an example of a paper I had already written – What is Autism?)
Paratext analysis
Choose an official extension of a transmedia franchise, such as a film, TV season, comic, game, or novel and analyze its paratexts (Gray), using concepts discussed throughout the class.Your analysis can focus on EITHER official marketing/promotional paratext (trailers, posters, web marketing, publicity, packaging and bonus features, etc.) OR official merchandising paratexts (clothing, toys, product tie-ins, etc.) for your chosen object. For example, you could analyze the promotional campaign for 50 Shades Freed, or the toys released to promote Star Wars Episode VIII: The Last Jedi. You should look at as much material as you can as you prepare to write, but in the actual paper choose a few specific examples to examine in depth to illustrate your observations. Consider these kinds of questions as you develop your thesis: What narrative, economic, and cultural functions do these paratextual materials serve? How do they frame the main text, and shape audience expectations or interpretations? How do they situate themselves in relation to the wider transmedia franchise? What aspects of the main text do they highlight, and what do they leave out? What, if anything, do they contribute to the main text and the wider franchise? How is authorship articulated (or not) in these paratexts? To support your analysis, you should incorporate additional academic work on transmedia paratexts (keep in mind that your sources don’t have to deal with the same franchise to be useful). Cite your sources properly and include a Works Cited page. Submit as a PDF (double-spaced, 12pt Times New Roman, 2.54cm margins)
Community Health and Population Focused Nursing
Create a social media campaign using a health objective of your choosing that is relevant to your community. It needs to convey your health message and address your primary prevention topic. Directions uploaded.
Historiography on the SS Einsatzgruppen
A 5 page historiography, "using three scholarly secondary sources that are either an article in a peer reviewed journal or a chapter in a monograph or book written on a the narrow topic by a historian"
Quality Improvement Presentation Poster
The second is to identify a new issue related to a biopsychosocial (BPS) clinical issue, or a clinical issue related to one of the items from the list of conditions, diseases, and disorders presented in the Resources section for the Concept Map assessment. The focus should be on a community rather than on a specific patient or health care setting.
Create an abstract and a poster for a presentation to executive-level leadership of the organization, to the community, or to your colleagues that will sell them on your quality improvement plan.
Abstract Requirements
Your abstract should be 100–250 words.
It should summarize the key information in your poster.
Do not put your abstract on your poster itself; submit it as a separate document. Or, if you are using PowerPoint to help create your poster, create a new slide that is clearly labeled as your abstract.
Poster Requirements
Your poster should include the following sections:
Quality Improvement Methods.
Evidence Supporting QI Methods.
Change Strategy Foundation.
Interprofessional Team Benefits.
Overall Project Benefits.
Propose quality improvement methods to promote continuous improvement related to a specific biopsychosocial consideration.
Evaluate specific evidence that supports the quality improvement methods proposed.
Explain how the project is grounded in successful change strategies.
Analyze the way in which interprofessional teamwork will improve the effectiveness or efficiency of the quality improvement project.
Communicate quality improvement considerations to relevant stakeholders in a way that is clear, concise, and compelling for the audience.
Integrate relevant sources to support assertions, correctly formatting citations and references using current APA style.
Additional Requirements
Length of submission:
Abstract: 100–250 words. Your abstract should be succinct and precise.
Week 4 Assignment Leadership Factors
Write a three to four page paper (not including the title and reference pages) about your leadership factors according to the Authentic Leadership Self-Assessment Questionnaire. Your paper needs to:
· Explain the scores you received on the Authentic Leadership Self-Assessment Questionnaire.
· Describe your perception of the accuracy of these measures.
· Discuss the implications of the scores for your effectiveness as a leader.
· Give specific examples to support your ideas of effective leadership.
In addition to the requirements above, your paper:
· Must be double-spaced and 12 point font
· Must be formatted according to APA style
· Must include an introductory paragraph with a thesis statement
· Must conclude with a restatement of the thesis and a conclusion paragraph
· Must reference at least two scholarly resources
· Must include a reference page written in APA format
Week Four Lecture
Chapter 12
Transformational Leadership: What does this mean to each of you? Do you know anyone that you would consider a transformational leader? Is this a style that you would consider your own leadership to fall under? There are several definitions out there on what a transformational leader would be.
According to Ozzaralli (2003), “leaders who create a dynamic organizational vision that often necessitates a culture of values to reflect greater innovation” (p. 337).
According to Rouche (1989), another definition would be “transformational leadership in terms of the ability of a leader to influence the values, attitudes, beliefs and behaviors or others by working with and through them in order to accomplish the organization’s mission and purpose” (Sasiadek, 2006, p. 37-38).
Lastly as determined by Byham and Cox (1994), “transformational leadership behaviors are related positively to several important organizational outcomes, including perceived extra effort, organizational citizenship behaviors and job satisfaction” (Sasiadek, 2006, p. 39).
As you can see there are many definitions of transformational leadership. One of the basic elements here is that these are dynamic leaders that go beyond just leading, but actually share their values and beliefs and help others to be a part of something great that will lead to the outcome desired. Who can you think of that would be a transformational leader? Some that come to mind are Oprah Winfrey, President Ronald Reagan and Bill Gates.
Below is a video on a Transformational Leader. As you watch this, see if you can identify the elements that set Oprah apart from the other leadership styles discussed in our readings this week.
Oprah Winfrey- A Transformational Leader (Links to an external site.)Links to an external site. (http://youtu.be/9zDMoj7D3b8)
Servant Leadership: Can anyone be a servant leadership? Do you have to be in a leadership role to be a servant leader? This is a leader that gives everything they have to serve the greater good. Who can you think of that fit this type of leadership style? How about Jesus Christ, Harriet Tubman and Abraham Lincoln.
According to Ramsey (2003) and Sasiadek (2006), there are ten ways to accomplish servant leadership. They are as follows:
1. Get to know every employee as a unique human being. Know their names, something about their families, their lives, their interests and what makes them individual.
2. Manage, while walking around, to see what needs to be done in order for employees to have higher productivity. This is not to catch them doing something wrong, but more or less a reinforce.
3. Practice open management; keep employees fully informed. Tell the truth and nothing but the truth.
4. Model productive behavior. Lead by influence.
5. Make empowerment more than a cliché. Delegate real decision making authority.
6. To be a teacher, mentor, coach and cheerleader.
7. Buffer employees from undue pressure, distractions, or interruptions.
8. Give employees many choices and second chances.
9. Provide growth opportunities for all employees.
10. Become a prospector for resource. Find a way to get whatever your work needs to succeed (Sasiadek, 2006, p. 36).
Below are two videos that will also help illustrate servant leadership. The first one is a really interesting one that many will be able to relate to. See what you think and if you are able to connect the first one on the list above to this video.
Tony Robbins: Being a Powerful Leader = Being a Powerful Servant (Links to an external site.)Links to an external site. (http://youtu.be/-MOxMSAg5O0)
Authentic Leadership Profile – Gandhi (Links to an external site.)Links to an external site. (http://youtu.be/HChw11UUJEQ)
Authentic Leadership: Authentic leadership is one that is very interesting and yet very confusing. There are several areas between the servant leadership that cross over into authentic leadership. For example; one of the videos below describes Gandhi as an authentic leader, yet his style of leadership was certainly that of a servant leader. So how can we distinguish the difference between the two?
According to Nayab (2010), “the major difference between servant leadership and authentic leadership lies in approach, application and style” (para. 1).
The core principle of servant leadership is to give priority to the interest of others. The primary duty of the leader is to serve others by fulfilling their needs, aspirations, and desires. Authentic leadership, on the other hand, does not encourage the leader to be too responsive to the desires of others. Going overboard to meet the desires of each individual creates problems such as:
· Organizational goals suffering due to competing interests
· Danger of deviating from course of action
· Leader not making difficult decisions due to fear of offending (Nayab, 2010, para. 12).
A great article that discusses the difference between servant leadership and authentic leadership can be found below:
Servant Leadership vs. Authentic Leadership: What are the Differences? (Links to an external site.)Links to an external site.(http://www.brighthub.com/office/home/articles/73574.aspx)
Authentic Leadership Video (Links to an external site.)Links to an external site. (http://youtu.be/RRIkPcI8v7A)
Team Leadership: Our final chapter this week focuses on team leadership. According to our textbook, team leadership is the driving force of team effectiveness (Northouse, 2013). Please take a few minutes to review the Hill’s Model for Team Leadership illustration in the required text.
Below is an interesting article on team leadership that really adds to the value of this chapter.
6 Ways Successful Teams are Built to Last (Links to an external site.)Links to an external site.(http://www.forbes.com/sites/glennllopis/2012/10/01/6-ways-successful-teams-are-built-to-last/)
Below are two more videos on Team Leadership.
Team Leadership (Links to an external site.)Links to an external site. (http://youtu.be/A3s4aCAane4)
Video Review for the The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni (Links to an external site.)Links to an external site.(http://youtu.be/509V7Z9OUQA)
Forbes School of Business Faculty
References:
Akbarzadeh, K. [Kemran Akbarzadeh] (2012, January 25). Authentic leadership video (Links to an external site.)Links to an external site.[Video file]. Retrieved from http://youtu.be/RRIkPcI8v7A
Byham, W., & Cox, J. (1994). Heroz: Empower yourself, your coworkers, your company. New York: Random House
Callibrain (2013, February 5). Video review for the five dysfunctions of a team: a leadership fable by Patrick Lencioni (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/509V7Z9OUQA
Jennerz41 (2011, February 5). Oprah Winfrey- a transformational leader (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/9zDMoj7D3b8
Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership: What are the differences? (Links to an external site.)Links to an external site. Retrieved from http://www.brighthub.com/office/home/articles/73574.aspx
Nikkijlow (2010, February 6). Authentic leadership profile – Gandhi (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/HChw11UUJEQ
Ozzaralli, N. (2003). Effects of transformational leadership on empowerment and effectiveness. Leadership and Organizational Development Journal, 24(5/6), 335-344.
Robbins, Tony [Tony Robbins] (2013, January 28). Tony Robbins: Being a powerful leader = Being a powerful servant (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/-MOxMSAg5O0
Sasiadek, S. (2006). Individual influence factors that impact employee empowerment: A multicase study. Ann Arbor, MI. Retrieved from the ProQuest database.
tmsvideosonline (2012). Team leadership (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://youtu.be/A3s4aCAane4
Required Resource
Text
Northouse, P. (2013). Leadership theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications. ISBN: 9781452203409.
Recommended Resources
Articles
It is highly recommended that you read the following articles to gain a better understanding of leadership (Retrieved from the ProQuest database):
Authenticity and effective leadership: Getting the focus right. (2006, July). (2006, July). Strategic Direction, 22(7), 18.
Hobson, C.J., Strupeck, D., & Szostek, J. (2010, April). A behavioral roles approach to assessing and improving the team leadership capabilities of managers. International Journal of Management, 27(1), 3-15.
Hummett, P. (2008). The paradox of gifted leadership: Developing the generation of leaders. Industrial and Commercial Training, 40(1), 3-9.
Li, C., & Hung, C. (2009). The influence of transformational leadership on workplace relationships and job performance. Social Behavior and Personality, 37(8), 1129-1142.
Grading Rubric
Distinguished – Provides a comprehensive explanation of the individual results of the Authentic Leadership Self-Assessment Questionnaire. The explanation cohesively and directly describes the perception of the accuracy of the measures with clear justification. The explanation provides specific examples of how these results are demonstrated in certain scenarios
Distinguished – Thoroughly and comprehensively discusses the implications of the leadership scores. The discussion clearly addresses the effectiveness of a leader and provides specific examples to support the discussion.
Distinguished – Specific position is inventive, considering the intricate ideas of an issue. Limits of position are recognized. Other viewpoints are synthesized within position
