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    See attachments below – ## 5weekassgn.docx – ## week5.docx **## 5weekassgn.docx** Week 5 Assignment: Practicing Cultural Humility For this Assignment, you will interview someone who is from a different culture than your own, keeping in mind the many ways culture may be defined (for example, ethnicit…

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    Assignment Prompt & Instructions

    See attachments below

    – ## 5weekassgn.docx

    – ## week5.docx

    **## 5weekassgn.docx**

    Week 5 Assignment: Practicing Cultural Humility

    For this Assignment, you will interview someone who is from a different culture than your own, keeping in mind the many ways culture may be defined (for example, ethnicity, religion, region, nationality, and language groups).

    Practicing cultural humility, conduct a 15–20-minute interview with an individual who is from a different culture than you. You may conduct this interview by phone or video conference if you are unable to meet face-to-face.

    Resources

    · Review the Learning Resources and Course Announcements.

    · Review the requirements of the paper.

    · Arrange 20-30 minutes of time you can commit to your interview so that you will not be unnecessarily distracted.

    · Consider how you will take notes of the interview. For example, determine whether it be appropriate to take notes during the interview, or if you will be able to capture notes after the interview.

    · Keep the interview within the 15-20 minutes out of respect for your interviewee’s time, and consider how you will ask specific questions before the interview.

    ·
    **NOTE:** Protect your interviewee’s confidentiality – do not share their name or other identifying information in your paper.

    By Day 7

    **Submit** a summary of your interview in a 3- to 4-page APA formatted paper. You may quote your interviewee as needed, but you are writing a summary of your interview, not a transcript. In your paper:

    · Provide a brief description of the culture your interviewee identifies with.

    · Provide a summary of your interviewees responses concerning:

    · how the interviewee’s culture views wellness and illness;

    · what the interviewee says others often get wrong about their culture;

    · jhow the interviewee sees their culture has informed their point of view;

    · how the interviewee defines “crisis” and how that definition may be informed by their culture; and

    · what the interviewee would want crisis responders to know about their culture and any suggestions your interviewee has about working with individuals from their culture.

    · Analyze and compare cultural perspectives on crisis and crisis response.

    · Provide a reflection on how you practiced cultural humility in the interview:

    · What is something you liked about what you did?

    · What is something you would like to improve and how might you go about that?

    · What did you learn about your interviewee’s culture or your own culture that surprised you?

    · Resources/References

    · Campinha-Bacote, J. (2019).
    [Cultural Competemility: A Paradigm Shift in the Cultural Competence versus Cultural Humility Debate — Part I\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=134542269&site=eds-live&scope=site&authtype=shib&custid=s6527200). Online Journal of Issues in Nursing, 24(1), 4. DOI: 10.3912/OJIN.Vol24No01PPT20

    ·

    · National Organization for Human Services. (2015).
    [Ethical standards for human services professionals.\
    Links to an external site.](https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals)

    ·

    · Ungvarsky, J. (2020).
    [Cultural humility.\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=ers&AN=129815310&site=eds-live&scope=site&custid=s6527200) In Salem Press encyclopedia. Grey House Publishing.

    ·

    **## week5.docx**

    **Practicing Cultural Humility: Interview Summary**

    **Introduction**

    Cultural humility emphasizes an ongoing commitment to selfreflection, openness, and respect for cultural differences. For this assignment, I interviewed an individual who identifies with Ghanaian culture. The interview lasted approximately twenty minutes and focused on cultural beliefs surrounding wellness, illness, crisis, and expectations for crisis responders. This paper summarizes the interview, analyzes cultural perspectives on crisis response, and reflects on how I practiced cultural humility throughout the process.

    **Description of the Interviewee’s Culture**

    The interviewee identifies as Ghanaian, specifically from the Akan ethnic group. Ghanaian culture is known for its strong emphasis on community, interdependence, spirituality, and respect for elders. The interviewee explained that cultural identity is shaped not only by nationality but also by ethnic traditions, language, and communal values. They emphasized that Ghanaian culture is deeply rooted in the belief that individuals exist within a broader social network, a point that aligns with the idea of
    [**collective responsibility**](guide://action?prefill=Tell%20me%20more%20about%3A%20collective%20responsibility).

    **Summary of Interview Responses**

    **Cultural Views on Wellness and Illness**

    The interviewee described wellness as a balance between physical health, emotional stability, spiritual alignment, and social harmony. Illness, in contrast, is often viewed as a disruption in one or more of these areas. They noted that in Ghanaian culture, illness may be attributed not only to biological causes but also to spiritual or relational imbalances. For example, unresolved conflict within the family or community may be seen as contributing to emotional or physical distress. This holistic view reflects a belief in
    [**interconnected wellbeing**](guide://action?prefill=Tell%20me%20more%20about%3A%20interconnected%20well%E2%80%91being).

    **Common Misunderstandings About Their Culture**

    The interviewee shared that people often assume Ghanaian or broader African cultures are “primitive” or “superstitious.” They expressed frustration that outsiders sometimes dismiss traditional healing practices without understanding their cultural significance. They emphasized that traditional medicine and spiritual practices coexist with modern healthcare, rather than replacing it. They wished more people understood the
    [**complexity of African cultural systems**](guide://action?prefill=Tell%20me%20more%20about%3A%20complexity%20of%20African%20cultural%20systems).

    **How Culture Shapes Their Point of View**

    The interviewee explained that growing up in a collectivist culture shaped their belief that personal decisions should consider the wellbeing of the community. They described themselves as someone who values cooperation, respect for elders, and shared responsibility. They also noted that their cultural background taught them to approach challenges with patience and humility, which they described as
    [**culturally grounded resilience**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20grounded%20resilience).

    **Definition of Crisis**

    When asked to define “crisis,” the interviewee described it as “a moment when the normal flow of life is disrupted and a person cannot rely on their usual support systems.” They explained that in Ghanaian culture, crisis is often understood in relational terms—meaning that a crisis affects not just the individual but the entire family or community. This perspective reflects the cultural emphasis on
    [**communal coping**](guide://action?prefill=Tell%20me%20more%20about%3A%20communal%20coping).

    **What Crisis Responders Should Know**

    The interviewee emphasized that crisis responders should understand the importance of family involvement in Ghanaian culture. They suggested that responders ask whether the individual wants family members included in decisionmaking. They also recommended that responders avoid making assumptions about spiritual beliefs and instead ask openended questions. They stressed the importance of
    [**respectful curiosity**](guide://action?prefill=Tell%20me%20more%20about%3A%20respectful%20curiosity) when working with individuals from their culture.

    **Analysis and Comparison of Cultural Perspectives on Crisis**

    The interview highlighted significant differences between Ghanaian cultural perspectives and typical Western crisisresponse models. Western approaches often emphasize individual autonomy, privacy, and selfdetermination. In contrast, Ghanaian culture views crisis as a collective experience that requires communal support. This difference can lead to misunderstandings if crisis responders assume that privacy is always preferred or that individuals want to make decisions independently.

    Additionally, Western models tend to focus on psychological and physiological explanations for crisis, whereas Ghanaian perspectives incorporate spiritual and relational dimensions. This broader framework suggests that crisis responders should be prepared to engage with culturally diverse understandings of distress. The interview reinforced the importance of
    [**culturally responsive crisis intervention**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20responsive%20crisis%20intervention).

    **Reflection on Practicing Cultural Humility**

    Throughout the interview, I intentionally practiced cultural humility by approaching the conversation with openness and curiosity. One thing I appreciated about my approach was that I allowed the interviewee to guide the conversation rather than imposing assumptions. I also made an effort to listen actively and validate their experiences, which helped build rapport.

    However, I recognized that I could improve by asking more followup questions that deepen understanding. At times, I hesitated to ask clarifying questions out of fear of appearing intrusive. Moving forward, I want to develop greater confidence in asking thoughtful, openended questions that demonstrate
    [**genuine engagement**](guide://action?prefill=Tell%20me%20more%20about%3A%20genuine%20engagement).

    One thing that surprised me was how strongly communal values shape the Ghanaian understanding of crisis. I realized that my own cultural background, which emphasizes independence, influenced how I initially conceptualized crisis. This awareness helped me reflect on the importance of examining my own cultural lens when working with others.

    **References**

    CampinhaBacote, J. (2019). Cultural competemility: A paradigm shift in the cultural competence versus cultural humility debate—Part I.
    _Online Journal of Issues in Nursing, 24_(1), 4. https://doi.org/10.3912/OJIN.Vol24No01PPT20

    National Organization for Human Services. (2015).
    _Ethical standards for human services professionals_. https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals

    Ungvarsky, J. (2020). Cultural humility. In
    _Salem Press Encyclopedia_. Grey House Publishing.

    **## week5.docx**

    **Practicing Cultural Humility: Interview Summary**

    **Introduction**

    Cultural humility emphasizes an ongoing commitment to selfreflection, openness, and respect for cultural differences. For this assignment, I interviewed an individual who identifies with Ghanaian culture. The interview lasted approximately twenty minutes and focused on cultural beliefs surrounding wellness, illness, crisis, and expectations for crisis responders. This paper summarizes the interview, analyzes cultural perspectives on crisis response, and reflects on how I practiced cultural humility throughout the process.

    **Description of the Interviewee’s Culture**

    The interviewee identifies as Ghanaian, specifically from the Akan ethnic group. Ghanaian culture is known for its strong emphasis on community, interdependence, spirituality, and respect for elders. The interviewee explained that cultural identity is shaped not only by nationality but also by ethnic traditions, language, and communal values. They emphasized that Ghanaian culture is deeply rooted in the belief that individuals exist within a broader social network, a point that aligns with the idea of
    [**collective responsibility**](guide://action?prefill=Tell%20me%20more%20about%3A%20collective%20responsibility).

    **Summary of Interview Responses**

    **Cultural Views on Wellness and Illness**

    The interviewee described wellness as a balance between physical health, emotional stability, spiritual alignment, and social harmony. Illness, in contrast, is often viewed as a disruption in one or more of these areas. They noted that in Ghanaian culture, illness may be attributed not only to biological causes but also to spiritual or relational imbalances. For example, unresolved conflict within the family or community may be seen as contributing to emotional or physical distress. This holistic view reflects a belief in
    [**interconnected wellbeing**](guide://action?prefill=Tell%20me%20more%20about%3A%20interconnected%20well%E2%80%91being).

    **Common Misunderstandings About Their Culture**

    The interviewee shared that people often assume Ghanaian or broader African cultures are “primitive” or “superstitious.” They expressed frustration that outsiders sometimes dismiss traditional healing practices without understanding their cultural significance. They emphasized that traditional medicine and spiritual practices coexist with modern healthcare, rather than replacing it. They wished more people understood the
    [**complexity of African cultural systems**](guide://action?prefill=Tell%20me%20more%20about%3A%20complexity%20of%20African%20cultural%20systems).

    **How Culture Shapes Their Point of View**

    The interviewee explained that growing up in a collectivist culture shaped their belief that personal decisions should consider the wellbeing of the community. They described themselves as someone who values cooperation, respect for elders, and shared responsibility. They also noted that their cultural background taught them to approach challenges with patience and humility, which they described as
    [**culturally grounded resilience**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20grounded%20resilience).

    **Definition of Crisis**

    When asked to define “crisis,” the interviewee described it as “a moment when the normal flow of life is disrupted and a person cannot rely on their usual support systems.” They explained that in Ghanaian culture, crisis is often understood in relational terms—meaning that a crisis affects not just the individual but the entire family or community. This perspective reflects the cultural emphasis on
    [**communal coping**](guide://action?prefill=Tell%20me%20more%20about%3A%20communal%20coping).

    **What Crisis Responders Should Know**

    The interviewee emphasized that crisis responders should understand the importance of family involvement in Ghanaian culture. They suggested that responders ask whether the individual wants family members included in decisionmaking. They also recommended that responders avoid making assumptions about spiritual beliefs and instead ask openended questions. They stressed the importance of
    [**respectful curiosity**](guide://action?prefill=Tell%20me%20more%20about%3A%20respectful%20curiosity) when working with individuals from their culture.

    **Analysis and Comparison of Cultural Perspectives on Crisis**

    The interview highlighted significant differences between Ghanaian cultural perspectives and typical Western crisisresponse models. Western approaches often emphasize individual autonomy, privacy, and selfdetermination. In contrast, Ghanaian culture views crisis as a collective experience that requires communal support. This difference can lead to misunderstandings if crisis responders assume that privacy is always preferred or that individuals want to make decisions independently.

    Additionally, Western models tend to focus on psychological and physiological explanations for crisis, whereas Ghanaian perspectives incorporate spiritual and relational dimensions. This broader framework suggests that crisis responders should be prepared to engage with culturally diverse understandings of distress. The interview reinforced the importance of
    [**culturally responsive crisis intervention**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20responsive%20crisis%20intervention).

    **Reflection on Practicing Cultural Humility**

    Throughout the interview, I intentionally practiced cultural humility by approaching the conversation with openness and curiosity. One thing I appreciated about my approach was that I allowed the interviewee to guide the conversation rather than imposing assumptions. I also made an effort to listen actively and validate their experiences, which helped build rapport.

    However, I recognized that I could improve by asking more followup questions that deepen understanding. At times, I hesitated to ask clarifying questions out of fear of appearing intrusive. Moving forward, I want to develop greater confidence in asking thoughtful, openended questions that demonstrate
    [**genuine engagement**](guide://action?prefill=Tell%20me%20more%20about%3A%20genuine%20engagement).

    One thing that surprised me was how strongly communal values shape the Ghanaian understanding of crisis. I realized that my own cultural background, which emphasizes independence, influenced how I initially conceptualized crisis. This awareness helped me reflect on the importance of examining my own cultural lens when working with others.

    **References**

    CampinhaBacote, J. (2019). Cultural competemility: A paradigm shift in the cultural competence versus cultural humility debate—Part I.
    _Online Journal of Issues in Nursing, 24_(1), 4. https://doi.org/10.3912/OJIN.Vol24No01PPT20

    National Organization for Human Services. (2015).
    _Ethical standards for human services professionals_. https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals

    Ungvarsky, J. (2020). Cultural humility. In
    _Salem Press Encyclopedia_. Grey House Publishing.

    **## 5weekassgn.docx**

    Week 5 Assignment: Practicing Cultural Humility

    For this Assignment, you will interview someone who is from a different culture than your own, keeping in mind the many ways culture may be defined (for example, ethnicity, religion, region, nationality, and language groups).

    Practicing cultural humility, conduct a 15–20-minute interview with an individual who is from a different culture than you. You may conduct this interview by phone or video conference if you are unable to meet face-to-face.

    Resources

    · Review the Learning Resources and Course Announcements.

    · Review the requirements of the paper.

    · Arrange 20-30 minutes of time you can commit to your interview so that you will not be unnecessarily distracted.

    · Consider how you will take notes of the interview. For example, determine whether it be appropriate to take notes during the interview, or if you will be able to capture notes after the interview.

    · Keep the interview within the 15-20 minutes out of respect for your interviewee’s time, and consider how you will ask specific questions before the interview.

    ·
    **NOTE:** Protect your interviewee’s confidentiality – do not share their name or other identifying information in your paper.

    By Day 7

    **Submit** a summary of your interview in a 3- to 4-page APA formatted paper. You may quote your interviewee as needed, but you are writing a summary of your interview, not a transcript. In your paper:

    · Provide a brief description of the culture your interviewee identifies with.

    · Provide a summary of your interviewees responses concerning:

    · how the interviewee’s culture views wellness and illness;

    · what the interviewee says others often get wrong about their culture;

    · jhow the interviewee sees their culture has informed their point of view;

    · how the interviewee defines “crisis” and how that definition may be informed by their culture; and

    · what the interviewee would want crisis responders to know about their culture and any suggestions your interviewee has about working with individuals from their culture.

    · Analyze and compare cultural perspectives on crisis and crisis response.

    · Provide a reflection on how you practiced cultural humility in the interview:

    · What is something you liked about what you did?

    · What is something you would like to improve and how might you go about that?

    · What did you learn about your interviewee’s culture or your own culture that surprised you?

    · Resources/References

    · Campinha-Bacote, J. (2019).
    [Cultural Competemility: A Paradigm Shift in the Cultural Competence versus Cultural Humility Debate — Part I\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=134542269&site=eds-live&scope=site&authtype=shib&custid=s6527200). Online Journal of Issues in Nursing, 24(1), 4. DOI: 10.3912/OJIN.Vol24No01PPT20

    ·

    · National Organization for Human Services. (2015).
    [Ethical standards for human services professionals.\
    Links to an external site.](https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals)

    ·

    · Ungvarsky, J. (2020).
    [Cultural humility.\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=ers&AN=129815310&site=eds-live&scope=site&custid=s6527200) In Salem Press encyclopedia. Grey House Publishing.

    ·

    **## week5.docx**

    **Practicing Cultural Humility: Interview Summary**

    **Introduction**

    Cultural humility emphasizes an ongoing commitment to selfreflection, openness, and respect for cultural differences. For this assignment, I interviewed an individual who identifies with Ghanaian culture. The interview lasted approximately twenty minutes and focused on cultural beliefs surrounding wellness, illness, crisis, and expectations for crisis responders. This paper summarizes the interview, analyzes cultural perspectives on crisis response, and reflects on how I practiced cultural humility throughout the process.

    **Description of the Interviewee’s Culture**

    The interviewee identifies as Ghanaian, specifically from the Akan ethnic group. Ghanaian culture is known for its strong emphasis on community, interdependence, spirituality, and respect for elders. The interviewee explained that cultural identity is shaped not only by nationality but also by ethnic traditions, language, and communal values. They emphasized that Ghanaian culture is deeply rooted in the belief that individuals exist within a broader social network, a point that aligns with the idea of
    [**collective responsibility**](guide://action?prefill=Tell%20me%20more%20about%3A%20collective%20responsibility).

    **Summary of Interview Responses**

    **Cultural Views on Wellness and Illness**

    The interviewee described wellness as a balance between physical health, emotional stability, spiritual alignment, and social harmony. Illness, in contrast, is often viewed as a disruption in one or more of these areas. They noted that in Ghanaian culture, illness may be attributed not only to biological causes but also to spiritual or relational imbalances. For example, unresolved conflict within the family or community may be seen as contributing to emotional or physical distress. This holistic view reflects a belief in
    [**interconnected wellbeing**](guide://action?prefill=Tell%20me%20more%20about%3A%20interconnected%20well%E2%80%91being).

    **Common Misunderstandings About Their Culture**

    The interviewee shared that people often assume Ghanaian or broader African cultures are “primitive” or “superstitious.” They expressed frustration that outsiders sometimes dismiss traditional healing practices without understanding their cultural significance. They emphasized that traditional medicine and spiritual practices coexist with modern healthcare, rather than replacing it. They wished more people understood the
    [**complexity of African cultural systems**](guide://action?prefill=Tell%20me%20more%20about%3A%20complexity%20of%20African%20cultural%20systems).

    **How Culture Shapes Their Point of View**

    The interviewee explained that growing up in a collectivist culture shaped their belief that personal decisions should consider the wellbeing of the community. They described themselves as someone who values cooperation, respect for elders, and shared responsibility. They also noted that their cultural background taught them to approach challenges with patience and humility, which they described as
    [**culturally grounded resilience**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20grounded%20resilience).

    **Definition of Crisis**

    When asked to define “crisis,” the interviewee described it as “a moment when the normal flow of life is disrupted and a person cannot rely on their usual support systems.” They explained that in Ghanaian culture, crisis is often understood in relational terms—meaning that a crisis affects not just the individual but the entire family or community. This perspective reflects the cultural emphasis on
    [**communal coping**](guide://action?prefill=Tell%20me%20more%20about%3A%20communal%20coping).

    **What Crisis Responders Should Know**

    The interviewee emphasized that crisis responders should understand the importance of family involvement in Ghanaian culture. They suggested that responders ask whether the individual wants family members included in decisionmaking. They also recommended that responders avoid making assumptions about spiritual beliefs and instead ask openended questions. They stressed the importance of
    [**respectful curiosity**](guide://action?prefill=Tell%20me%20more%20about%3A%20respectful%20curiosity) when working with individuals from their culture.

    **Analysis and Comparison of Cultural Perspectives on Crisis**

    The interview highlighted significant differences between Ghanaian cultural perspectives and typical Western crisisresponse models. Western approaches often emphasize individual autonomy, privacy, and selfdetermination. In contrast, Ghanaian culture views crisis as a collective experience that requires communal support. This difference can lead to misunderstandings if crisis responders assume that privacy is always preferred or that individuals want to make decisions independently.

    Additionally, Western models tend to focus on psychological and physiological explanations for crisis, whereas Ghanaian perspectives incorporate spiritual and relational dimensions. This broader framework suggests that crisis responders should be prepared to engage with culturally diverse understandings of distress. The interview reinforced the importance of
    [**culturally responsive crisis intervention**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20responsive%20crisis%20intervention).

    **Reflection on Practicing Cultural Humility**

    Throughout the interview, I intentionally practiced cultural humility by approaching the conversation with openness and curiosity. One thing I appreciated about my approach was that I allowed the interviewee to guide the conversation rather than imposing assumptions. I also made an effort to listen actively and validate their experiences, which helped build rapport.

    However, I recognized that I could improve by asking more followup questions that deepen understanding. At times, I hesitated to ask clarifying questions out of fear of appearing intrusive. Moving forward, I want to develop greater confidence in asking thoughtful, openended questions that demonstrate
    [**genuine engagement**](guide://action?prefill=Tell%20me%20more%20about%3A%20genuine%20engagement).

    One thing that surprised me was how strongly communal values shape the Ghanaian understanding of crisis. I realized that my own cultural background, which emphasizes independence, influenced how I initially conceptualized crisis. This awareness helped me reflect on the importance of examining my own cultural lens when working with others.

    **References**

    CampinhaBacote, J. (2019). Cultural competemility: A paradigm shift in the cultural competence versus cultural humility debate—Part I.
    _Online Journal of Issues in Nursing, 24_(1), 4. https://doi.org/10.3912/OJIN.Vol24No01PPT20

    National Organization for Human Services. (2015).
    _Ethical standards for human services professionals_. https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals

    Ungvarsky, J. (2020). Cultural humility. In
    _Salem Press Encyclopedia_. Grey House Publishing.

    **## 5weekassgn.docx**

    Week 5 Assignment: Practicing Cultural Humility

    For this Assignment, you will interview someone who is from a different culture than your own, keeping in mind the many ways culture may be defined (for example, ethnicity, religion, region, nationality, and language groups).

    Practicing cultural humility, conduct a 15–20-minute interview with an individual who is from a different culture than you. You may conduct this interview by phone or video conference if you are unable to meet face-to-face.

    Resources

    · Review the Learning Resources and Course Announcements.

    · Review the requirements of the paper.

    · Arrange 20-30 minutes of time you can commit to your interview so that you will not be unnecessarily distracted.

    · Consider how you will take notes of the interview. For example, determine whether it be appropriate to take notes during the interview, or if you will be able to capture notes after the interview.

    · Keep the interview within the 15-20 minutes out of respect for your interviewee’s time, and consider how you will ask specific questions before the interview.

    ·
    **NOTE:** Protect your interviewee’s confidentiality – do not share their name or other identifying information in your paper.

    By Day 7

    **Submit** a summary of your interview in a 3- to 4-page APA formatted paper. You may quote your interviewee as needed, but you are writing a summary of your interview, not a transcript. In your paper:

    · Provide a brief description of the culture your interviewee identifies with.

    · Provide a summary of your interviewees responses concerning:

    · how the interviewee’s culture views wellness and illness;

    · what the interviewee says others often get wrong about their culture;

    · jhow the interviewee sees their culture has informed their point of view;

    · how the interviewee defines “crisis” and how that definition may be informed by their culture; and

    · what the interviewee would want crisis responders to know about their culture and any suggestions your interviewee has about working with individuals from their culture.

    · Analyze and compare cultural perspectives on crisis and crisis response.

    · Provide a reflection on how you practiced cultural humility in the interview:

    · What is something you liked about what you did?

    · What is something you would like to improve and how might you go about that?

    · What did you learn about your interviewee’s culture or your own culture that surprised you?

    · Resources/References

    · Campinha-Bacote, J. (2019).
    [Cultural Competemility: A Paradigm Shift in the Cultural Competence versus Cultural Humility Debate — Part I\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=134542269&site=eds-live&scope=site&authtype=shib&custid=s6527200). Online Journal of Issues in Nursing, 24(1), 4. DOI: 10.3912/OJIN.Vol24No01PPT20

    ·

    · National Organization for Human Services. (2015).
    [Ethical standards for human services professionals.\
    Links to an external site.](https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals)

    ·

    · Ungvarsky, J. (2020).
    [Cultural humility.\
    Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=ers&AN=129815310&site=eds-live&scope=site&custid=s6527200) In Salem Press encyclopedia. Grey House Publishing.

    ·

    **## week5.docx**

    **Practicing Cultural Humility: Interview Summary**

    **Introduction**

    Cultural humility emphasizes an ongoing commitment to selfreflection, openness, and respect for cultural differences. For this assignment, I interviewed an individual who identifies with Ghanaian culture. The interview lasted approximately twenty minutes and focused on cultural beliefs surrounding wellness, illness, crisis, and expectations for crisis responders. This paper summarizes the interview, analyzes cultural perspectives on crisis response, and reflects on how I practiced cultural humility throughout the process.

    **Description of the Interviewee’s Culture**

    The interviewee identifies as Ghanaian, specifically from the Akan ethnic group. Ghanaian culture is known for its strong emphasis on community, interdependence, spirituality, and respect for elders. The interviewee explained that cultural identity is shaped not only by nationality but also by ethnic traditions, language, and communal values. They emphasized that Ghanaian culture is deeply rooted in the belief that individuals exist within a broader social network, a point that aligns with the idea of
    [**collective responsibility**](guide://action?prefill=Tell%20me%20more%20about%3A%20collective%20responsibility).

    **Summary of Interview Responses**

    **Cultural Views on Wellness and Illness**

    The interviewee described wellness as a balance between physical health, emotional stability, spiritual alignment, and social harmony. Illness, in contrast, is often viewed as a disruption in one or more of these areas. They noted that in Ghanaian culture, illness may be attributed not only to biological causes but also to spiritual or relational imbalances. For example, unresolved conflict within the family or community may be seen as contributing to emotional or physical distress. This holistic view reflects a belief in
    [**interconnected wellbeing**](guide://action?prefill=Tell%20me%20more%20about%3A%20interconnected%20well%E2%80%91being).

    **Common Misunderstandings About Their Culture**

    The interviewee shared that people often assume Ghanaian or broader African cultures are “primitive” or “superstitious.” They expressed frustration that outsiders sometimes dismiss traditional healing practices without understanding their cultural significance. They emphasized that traditional medicine and spiritual practices coexist with modern healthcare, rather than replacing it. They wished more people understood the
    [**complexity of African cultural systems**](guide://action?prefill=Tell%20me%20more%20about%3A%20complexity%20of%20African%20cultural%20systems).

    **How Culture Shapes Their Point of View**

    The interviewee explained that growing up in a collectivist culture shaped their belief that personal decisions should consider the wellbeing of the community. They described themselves as someone who values cooperation, respect for elders, and shared responsibility. They also noted that their cultural background taught them to approach challenges with patience and humility, which they described as
    [**culturally grounded resilience**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20grounded%20resilience).

    **Definition of Crisis**

    When asked to define “crisis,” the interviewee described it as “a moment when the normal flow of life is disrupted and a person cannot rely on their usual support systems.” They explained that in Ghanaian culture, crisis is often understood in relational terms—meaning that a crisis affects not just the individual but the entire family or community. This perspective reflects the cultural emphasis on
    [**communal coping**](guide://action?prefill=Tell%20me%20more%20about%3A%20communal%20coping).

    **What Crisis Responders Should Know**

    The interviewee emphasized that crisis responders should understand the importance of family involvement in Ghanaian culture. They suggested that responders ask whether the individual wants family members included in decisionmaking. They also recommended that responders avoid making assumptions about spiritual beliefs and instead ask openended questions. They stressed the importance of
    [**respectful curiosity**](guide://action?prefill=Tell%20me%20more%20about%3A%20respectful%20curiosity) when working with individuals from their culture.

    **Analysis and Comparison of Cultural Perspectives on Crisis**

    The interview highlighted significant differences between Ghanaian cultural perspectives and typical Western crisisresponse models. Western approaches often emphasize individual autonomy, privacy, and selfdetermination. In contrast, Ghanaian culture views crisis as a collective experience that requires communal support. This difference can lead to misunderstandings if crisis responders assume that privacy is always preferred or that individuals want to make decisions independently.

    Additionally, Western models tend to focus on psychological and physiological explanations for crisis, whereas Ghanaian perspectives incorporate spiritual and relational dimensions. This broader framework suggests that crisis responders should be prepared to engage with culturally diverse understandings of distress. The interview reinforced the importance of
    [**culturally responsive crisis intervention**](guide://action?prefill=Tell%20me%20more%20about%3A%20culturally%20responsive%20crisis%20intervention).

    **Reflection on Practicing Cultural Humility**

    Throughout the interview, I intentionally practiced cultural humility by approaching the conversation with openness and curiosity. One thing I appreciated about my approach was that I allowed the interviewee to guide the conversation rather than imposing assumptions. I also made an effort to listen actively and validate their experiences, which helped build rapport.

    However, I recognized that I could improve by asking more followup questions that deepen understanding. At times, I hesitated to ask clarifying questions out of fear of appearing intrusive. Moving forward, I want to develop greater confidence in asking thoughtful, openended questions that demonstrate
    [**genuine engagement**](guide://action?prefill=Tell%20me%20more%20about%3A%20genuine%20engagement).

    One thing that surprised me was how strongly communal values shape the Ghanaian understanding of crisis. I realized that my own cultural background, which emphasizes independence, influenced how I initially conceptualized crisis. This awareness helped me reflect on the importance of examining my own cultural lens when working with others.

    **References**

    CampinhaBacote, J. (2019). Cultural competemility: A paradigm shift in the cultural competence versus cultural humility debate—Part I.
    _Online Journal of Issues in Nursing, 24_(1), 4. https://doi.org/10.3912/OJIN.Vol24No01PPT20

    National Organization for Human Services. (2015).
    _Ethical standards for human services professionals_. https://www.nationalhumanservices.org/ethical-standards-for-hs-professionals

    Ungvarsky, J. (2020). Cultural humility. In
    _Salem Press Encyclopedia_. Grey House Publishing.

    – 1
    – 2

  • [Solved] Human Resource Management WEEK 4 ASSIGNMENT

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    SEE ATTACHMENTS BELOW – ## ASSGNWEEK4.docx – ## week4.docx **## ASSGNWEEK4.docx** Week 4 Assignment: Applying Crisis Intervention Theories and Models Theories and models of crisis intervention frame and inform the decisions you will make to resolve the issues that come before you. **Theory** explain…

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    Assignment Prompt & Instructions

    SEE ATTACHMENTS BELOW

    – ## ASSGNWEEK4.docx

    – ## week4.docx

    **## ASSGNWEEK4.docx**

    Week 4 Assignment: Applying Crisis Intervention Theories and Models

    Theories and models of crisis intervention frame and inform the decisions you will make to resolve the issues that come before you.
    **Theory** explains a phenomenon and is intangible – it tries to define the “why” and the “what.” A
    **model** simplifies the theoretical ideas and provides concrete steps or stages about what to do in a crisis. For example, one may have a theory, or idea, of their dream house: it will explain why the house is the dream house and what the dream house includes. Once the theory of the dream house is defined, one could take it to an architect, who can then make a model that will define the steps to build the house according to a plan. It takes the dream from a theory or idea to something that is more real, tangible, or applicable.

    For this Assignment, you will examine crisis intervention theories and apply a model to a critical incident.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/200065/modules/items/8344944)

    To Prepare

    · Review the Learning Resources and Course Announcements.

    · Consider critical incidents from the past year and select one that you can use for the discussion.

    · Review the steps of the psychological first aid model

    By Day 7

    **Submit** a 3- to 4-page paper. In your paper:

    · Describe a critical incident you have heard about in the news in the past year (local, regional, national, or international) that is of interest to you, but not a crisis you have experienced personally.

    · Choose one of the theories discussed by James and Gilliland (2017) you see as the best approach for your selected critical incident (James & Gilliland, 2017, p. 14-18).

    · Describe the theory.

    · Justify why it is the best approach to your chosen crisis.

    · Then, review the Crisis Intervention Models (James & Gilliland, 2017, p. 19-23). Explain which model you see as most appropriate in responding to your chosen critical incident.

    · Review the Psychological First Aid model, and apply all eight steps of the Psychological First Aid Model to the crisis you selected.

    · Identify one characteristic and one competency you consider important for the HSPP in this critical incident response.

    REFERENCES/RESOURCES

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 1, “Approaching Crisis Intervention”

    · “Theories” (pp. 14-22)

    · “Characteristics of Effective Crisis Workers” (pp. 23-25)

    · “Rewards” (p. 25)

    Myer, R. A., & Moore, H. B. (2006).
    [Crisis in context theory: An ecological modelLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=20463576&site=ehost-live&scope=site&authtype=shib&custid=s6527200).
    _Journal of Counseling & Development,_ 84(2), 139–147.

    Roberts, A. R., & Ottens, A. J. (2005).
    [The seven-stage crisis intervention model: A road map to goal attainment, problem solving, and crisis resolution. Links to an external site.](https://triggered.edina.clockss.org/ServeContent?rft_id=info:doi/10.1093/brief-treatment/mhi030) _Brief Treatment and Crisis Intervention,_ 5(4), 329–339. http://dx.doi.org/10.1093/brief-treatment/mhi030

    Ted.com. (2015, February 17).
    [How childhood trauma affects health across a lifetimeLinks to an external site.](https://www.youtube.com/watch?v=95ovIJ3dsNk) [Video]. Nadine Burke Harris.

    **Note:**  Time Estimate 16min.

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 1_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 13 min

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 2_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 9 min

    **## week4.docx**

    **Applying Crisis Intervention Theories and Models**

    A critical incident that drew significant national and international attention in the past year was the series of major cyberattacks that disrupted essential services across multiple sectors in 2024. According to cybersecurity reporting, 2024 saw a surge in largescale cyberattacks targeting critical infrastructure, healthcare systems, and government services, with several incidents causing widespread operational shutdowns and public safety concerns
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). These attacks were described as some of the most significant technological crises of the year, affecting daily life and exposing vulnerabilities in systems relied upon by millions of people. One of the most notable incidents involved ransomware attacks that crippled healthcare networks, delaying patient care and forcing hospitals to divert emergency services
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). This type of crisis—rapid, unexpected, and affecting large populations—provides a strong foundation for applying crisis intervention theory and structured response models.

    **Crisis Theory Selection: The Ecosystemic Crisis Theory**

    Among the theories discussed by James and Gilliland (2017), the
    **Ecosystemic Crisis Theory** is the most appropriate for understanding and responding to this cyberattack crisis. Ecosystemic theory views crises as events that occur within a complex system of interacting personal, social, environmental, and technological factors. Rather than focusing solely on the individual, this theory emphasizes how multiple systems—family, community, institutions, and society—interact to shape both the crisis and the response.

    Ecosystemic Crisis Theory argues that crises cannot be understood in isolation; instead, they must be examined within the broader ecological context that influences human functioning. This includes cultural norms, organizational structures, communication networks, and environmental stressors. The theory highlights how disruptions in one part of the system can cascade into other areas, creating widespread instability. In the case of a cyberattack on critical infrastructure, the crisis is not limited to the immediate technological failure. It affects hospitals, emergency services, businesses, families, and individuals who rely on these systems for safety and daily functioning.

    This theory is the best approach for the selected crisis because cyberattacks are inherently systemic. They do not target individuals directly but instead disrupt the interconnected systems that support societal functioning. The ecosystemic perspective allows crisis responders to consider the multilayered impact of the attack—such as how hospital shutdowns affect patient care, how communication failures affect emergency response, and how prolonged service outages affect community stability. It also supports coordinated intervention across multiple agencies, which is essential in largescale technological crises. By using this theory, crisis responders can better understand the ripple effects of the cyberattack and design interventions that address both immediate needs and systemic vulnerabilities.

    **Crisis Intervention Model Selection: The SixStep Model**

    James and Gilliland (2017) outline several crisis intervention models, but the
    **SixStep Model** is the most appropriate for responding to the cyberattack incident. This model includes: (1) defining the problem, (2) ensuring client safety, (3) providing support, (4) examining alternatives, (5) making plans, and (6) obtaining commitment. It is structured, adaptable, and effective for crises that involve widespread disruption and uncertainty.

    The SixStep Model is particularly useful because it provides a clear, actionoriented framework that can be applied across multiple levels of crisis response—from individual victims to organizations and communities. In a cyberattack crisis, responders must quickly define the scope of the problem, assess risks to public safety, and provide emotional and practical support to those affected. The model’s emphasis on exploring alternatives and developing concrete plans aligns well with the need for rapid decisionmaking and coordinated action during technological emergencies. Additionally, obtaining commitment ensures that individuals and organizations follow through with safety measures, recovery plans, and longterm resilience strategies.

    **Applying the Psychological First Aid (PFA) Model**

    The Psychological First Aid model includes eight core actions, all of which can be applied to the cyberattack crisis:

    1.
    **Contact and Engagement:** Responders would initiate contact with affected individuals and organizations, such as hospital staff, patients, and community members impacted by service disruptions. This may involve onsite presence, virtual communication, or emergency hotlines.

    2.
    **Safety and Comfort:** Ensuring safety involves helping individuals understand the nature of the cyberattack, clarifying what systems are compromised, and providing reassurance about ongoing recovery efforts. Comfort may include offering emotional support and addressing immediate concerns such as access to medical care.

    3.
    **Stabilization:** Some individuals may experience panic, confusion, or distress due to disrupted services. Stabilization techniques—grounding, calm communication, and reassurance—help reduce acute stress responses.

    4.
    **Information Gathering:** Responders assess the needs of those affected, including medical needs, access to medications, communication barriers, and emotional distress. This step helps tailor interventions to specific populations.

    5.
    **Practical Assistance:** This may include helping individuals access alternative healthcare services, providing information about emergency resources, or assisting with communication tools if digital systems are down.

    6.
    **Connection with Social Supports:** Encouraging individuals to connect with family, friends, and community networks helps reduce isolation and strengthens resilience during service disruptions.

    7.
    **Information on Coping:** Responders provide guidance on managing stress, maintaining routines, and using healthy coping strategies while systems are being restored.

    8.
    **Linkage with Collaborative Services:** This involves connecting individuals with ongoing support, such as mental health services, community organizations, or government recovery programs.

    Applying all eight steps ensures a comprehensive response that addresses both emotional and practical needs during the cyberattack crisis.

    **Important HSPP Characteristic and Competency**

    One essential
    **characteristic** for a Human Services Professional Practitioner (HSPP) in this crisis is
    **adaptability**. Cyberattacks create rapidly changing conditions, and responders must adjust quickly to new information, shifting risks, and evolving community needs.

    A key
    **competency** is
    **interdisciplinary collaboration**. Because cyberattacks affect multiple systems—technology, healthcare, emergency services, and government—HSPPs must work effectively with diverse professionals. This competency ensures coordinated, efficient, and holistic crisis response.

    **References**

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Cengage Learning.

    Cyber Management Alliance. (2025).
    _Top 10 biggest cyber attacks of 2024 & 25 other attacks to know about_.
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about)

    **## week4.docx**

    **Applying Crisis Intervention Theories and Models**

    A critical incident that drew significant national and international attention in the past year was the series of major cyberattacks that disrupted essential services across multiple sectors in 2024. According to cybersecurity reporting, 2024 saw a surge in largescale cyberattacks targeting critical infrastructure, healthcare systems, and government services, with several incidents causing widespread operational shutdowns and public safety concerns
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). These attacks were described as some of the most significant technological crises of the year, affecting daily life and exposing vulnerabilities in systems relied upon by millions of people. One of the most notable incidents involved ransomware attacks that crippled healthcare networks, delaying patient care and forcing hospitals to divert emergency services
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). This type of crisis—rapid, unexpected, and affecting large populations—provides a strong foundation for applying crisis intervention theory and structured response models.

    **Crisis Theory Selection: The Ecosystemic Crisis Theory**

    Among the theories discussed by James and Gilliland (2017), the
    **Ecosystemic Crisis Theory** is the most appropriate for understanding and responding to this cyberattack crisis. Ecosystemic theory views crises as events that occur within a complex system of interacting personal, social, environmental, and technological factors. Rather than focusing solely on the individual, this theory emphasizes how multiple systems—family, community, institutions, and society—interact to shape both the crisis and the response.

    Ecosystemic Crisis Theory argues that crises cannot be understood in isolation; instead, they must be examined within the broader ecological context that influences human functioning. This includes cultural norms, organizational structures, communication networks, and environmental stressors. The theory highlights how disruptions in one part of the system can cascade into other areas, creating widespread instability. In the case of a cyberattack on critical infrastructure, the crisis is not limited to the immediate technological failure. It affects hospitals, emergency services, businesses, families, and individuals who rely on these systems for safety and daily functioning.

    This theory is the best approach for the selected crisis because cyberattacks are inherently systemic. They do not target individuals directly but instead disrupt the interconnected systems that support societal functioning. The ecosystemic perspective allows crisis responders to consider the multilayered impact of the attack—such as how hospital shutdowns affect patient care, how communication failures affect emergency response, and how prolonged service outages affect community stability. It also supports coordinated intervention across multiple agencies, which is essential in largescale technological crises. By using this theory, crisis responders can better understand the ripple effects of the cyberattack and design interventions that address both immediate needs and systemic vulnerabilities.

    **Crisis Intervention Model Selection: The SixStep Model**

    James and Gilliland (2017) outline several crisis intervention models, but the
    **SixStep Model** is the most appropriate for responding to the cyberattack incident. This model includes: (1) defining the problem, (2) ensuring client safety, (3) providing support, (4) examining alternatives, (5) making plans, and (6) obtaining commitment. It is structured, adaptable, and effective for crises that involve widespread disruption and uncertainty.

    The SixStep Model is particularly useful because it provides a clear, actionoriented framework that can be applied across multiple levels of crisis response—from individual victims to organizations and communities. In a cyberattack crisis, responders must quickly define the scope of the problem, assess risks to public safety, and provide emotional and practical support to those affected. The model’s emphasis on exploring alternatives and developing concrete plans aligns well with the need for rapid decisionmaking and coordinated action during technological emergencies. Additionally, obtaining commitment ensures that individuals and organizations follow through with safety measures, recovery plans, and longterm resilience strategies.

    **Applying the Psychological First Aid (PFA) Model**

    The Psychological First Aid model includes eight core actions, all of which can be applied to the cyberattack crisis:

    1.
    **Contact and Engagement:** Responders would initiate contact with affected individuals and organizations, such as hospital staff, patients, and community members impacted by service disruptions. This may involve onsite presence, virtual communication, or emergency hotlines.

    2.
    **Safety and Comfort:** Ensuring safety involves helping individuals understand the nature of the cyberattack, clarifying what systems are compromised, and providing reassurance about ongoing recovery efforts. Comfort may include offering emotional support and addressing immediate concerns such as access to medical care.

    3.
    **Stabilization:** Some individuals may experience panic, confusion, or distress due to disrupted services. Stabilization techniques—grounding, calm communication, and reassurance—help reduce acute stress responses.

    4.
    **Information Gathering:** Responders assess the needs of those affected, including medical needs, access to medications, communication barriers, and emotional distress. This step helps tailor interventions to specific populations.

    5.
    **Practical Assistance:** This may include helping individuals access alternative healthcare services, providing information about emergency resources, or assisting with communication tools if digital systems are down.

    6.
    **Connection with Social Supports:** Encouraging individuals to connect with family, friends, and community networks helps reduce isolation and strengthens resilience during service disruptions.

    7.
    **Information on Coping:** Responders provide guidance on managing stress, maintaining routines, and using healthy coping strategies while systems are being restored.

    8.
    **Linkage with Collaborative Services:** This involves connecting individuals with ongoing support, such as mental health services, community organizations, or government recovery programs.

    Applying all eight steps ensures a comprehensive response that addresses both emotional and practical needs during the cyberattack crisis.

    **Important HSPP Characteristic and Competency**

    One essential
    **characteristic** for a Human Services Professional Practitioner (HSPP) in this crisis is
    **adaptability**. Cyberattacks create rapidly changing conditions, and responders must adjust quickly to new information, shifting risks, and evolving community needs.

    A key
    **competency** is
    **interdisciplinary collaboration**. Because cyberattacks affect multiple systems—technology, healthcare, emergency services, and government—HSPPs must work effectively with diverse professionals. This competency ensures coordinated, efficient, and holistic crisis response.

    **References**

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Cengage Learning.

    Cyber Management Alliance. (2025).
    _Top 10 biggest cyber attacks of 2024 & 25 other attacks to know about_.
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about)

    **## ASSGNWEEK4.docx**

    Week 4 Assignment: Applying Crisis Intervention Theories and Models

    Theories and models of crisis intervention frame and inform the decisions you will make to resolve the issues that come before you.
    **Theory** explains a phenomenon and is intangible – it tries to define the “why” and the “what.” A
    **model** simplifies the theoretical ideas and provides concrete steps or stages about what to do in a crisis. For example, one may have a theory, or idea, of their dream house: it will explain why the house is the dream house and what the dream house includes. Once the theory of the dream house is defined, one could take it to an architect, who can then make a model that will define the steps to build the house according to a plan. It takes the dream from a theory or idea to something that is more real, tangible, or applicable.

    For this Assignment, you will examine crisis intervention theories and apply a model to a critical incident.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/200065/modules/items/8344944)

    To Prepare

    · Review the Learning Resources and Course Announcements.

    · Consider critical incidents from the past year and select one that you can use for the discussion.

    · Review the steps of the psychological first aid model

    By Day 7

    **Submit** a 3- to 4-page paper. In your paper:

    · Describe a critical incident you have heard about in the news in the past year (local, regional, national, or international) that is of interest to you, but not a crisis you have experienced personally.

    · Choose one of the theories discussed by James and Gilliland (2017) you see as the best approach for your selected critical incident (James & Gilliland, 2017, p. 14-18).

    · Describe the theory.

    · Justify why it is the best approach to your chosen crisis.

    · Then, review the Crisis Intervention Models (James & Gilliland, 2017, p. 19-23). Explain which model you see as most appropriate in responding to your chosen critical incident.

    · Review the Psychological First Aid model, and apply all eight steps of the Psychological First Aid Model to the crisis you selected.

    · Identify one characteristic and one competency you consider important for the HSPP in this critical incident response.

    REFERENCES/RESOURCES

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 1, “Approaching Crisis Intervention”

    · “Theories” (pp. 14-22)

    · “Characteristics of Effective Crisis Workers” (pp. 23-25)

    · “Rewards” (p. 25)

    Myer, R. A., & Moore, H. B. (2006).
    [Crisis in context theory: An ecological modelLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=20463576&site=ehost-live&scope=site&authtype=shib&custid=s6527200).
    _Journal of Counseling & Development,_ 84(2), 139–147.

    Roberts, A. R., & Ottens, A. J. (2005).
    [The seven-stage crisis intervention model: A road map to goal attainment, problem solving, and crisis resolution. Links to an external site.](https://triggered.edina.clockss.org/ServeContent?rft_id=info:doi/10.1093/brief-treatment/mhi030) _Brief Treatment and Crisis Intervention,_ 5(4), 329–339. http://dx.doi.org/10.1093/brief-treatment/mhi030

    Ted.com. (2015, February 17).
    [How childhood trauma affects health across a lifetimeLinks to an external site.](https://www.youtube.com/watch?v=95ovIJ3dsNk) [Video]. Nadine Burke Harris.

    **Note:**  Time Estimate 16min.

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 1_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 13 min

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 2_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 9 min

    **## week4.docx**

    **Applying Crisis Intervention Theories and Models**

    A critical incident that drew significant national and international attention in the past year was the series of major cyberattacks that disrupted essential services across multiple sectors in 2024. According to cybersecurity reporting, 2024 saw a surge in largescale cyberattacks targeting critical infrastructure, healthcare systems, and government services, with several incidents causing widespread operational shutdowns and public safety concerns
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). These attacks were described as some of the most significant technological crises of the year, affecting daily life and exposing vulnerabilities in systems relied upon by millions of people. One of the most notable incidents involved ransomware attacks that crippled healthcare networks, delaying patient care and forcing hospitals to divert emergency services
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). This type of crisis—rapid, unexpected, and affecting large populations—provides a strong foundation for applying crisis intervention theory and structured response models.

    **Crisis Theory Selection: The Ecosystemic Crisis Theory**

    Among the theories discussed by James and Gilliland (2017), the
    **Ecosystemic Crisis Theory** is the most appropriate for understanding and responding to this cyberattack crisis. Ecosystemic theory views crises as events that occur within a complex system of interacting personal, social, environmental, and technological factors. Rather than focusing solely on the individual, this theory emphasizes how multiple systems—family, community, institutions, and society—interact to shape both the crisis and the response.

    Ecosystemic Crisis Theory argues that crises cannot be understood in isolation; instead, they must be examined within the broader ecological context that influences human functioning. This includes cultural norms, organizational structures, communication networks, and environmental stressors. The theory highlights how disruptions in one part of the system can cascade into other areas, creating widespread instability. In the case of a cyberattack on critical infrastructure, the crisis is not limited to the immediate technological failure. It affects hospitals, emergency services, businesses, families, and individuals who rely on these systems for safety and daily functioning.

    This theory is the best approach for the selected crisis because cyberattacks are inherently systemic. They do not target individuals directly but instead disrupt the interconnected systems that support societal functioning. The ecosystemic perspective allows crisis responders to consider the multilayered impact of the attack—such as how hospital shutdowns affect patient care, how communication failures affect emergency response, and how prolonged service outages affect community stability. It also supports coordinated intervention across multiple agencies, which is essential in largescale technological crises. By using this theory, crisis responders can better understand the ripple effects of the cyberattack and design interventions that address both immediate needs and systemic vulnerabilities.

    **Crisis Intervention Model Selection: The SixStep Model**

    James and Gilliland (2017) outline several crisis intervention models, but the
    **SixStep Model** is the most appropriate for responding to the cyberattack incident. This model includes: (1) defining the problem, (2) ensuring client safety, (3) providing support, (4) examining alternatives, (5) making plans, and (6) obtaining commitment. It is structured, adaptable, and effective for crises that involve widespread disruption and uncertainty.

    The SixStep Model is particularly useful because it provides a clear, actionoriented framework that can be applied across multiple levels of crisis response—from individual victims to organizations and communities. In a cyberattack crisis, responders must quickly define the scope of the problem, assess risks to public safety, and provide emotional and practical support to those affected. The model’s emphasis on exploring alternatives and developing concrete plans aligns well with the need for rapid decisionmaking and coordinated action during technological emergencies. Additionally, obtaining commitment ensures that individuals and organizations follow through with safety measures, recovery plans, and longterm resilience strategies.

    **Applying the Psychological First Aid (PFA) Model**

    The Psychological First Aid model includes eight core actions, all of which can be applied to the cyberattack crisis:

    1.
    **Contact and Engagement:** Responders would initiate contact with affected individuals and organizations, such as hospital staff, patients, and community members impacted by service disruptions. This may involve onsite presence, virtual communication, or emergency hotlines.

    2.
    **Safety and Comfort:** Ensuring safety involves helping individuals understand the nature of the cyberattack, clarifying what systems are compromised, and providing reassurance about ongoing recovery efforts. Comfort may include offering emotional support and addressing immediate concerns such as access to medical care.

    3.
    **Stabilization:** Some individuals may experience panic, confusion, or distress due to disrupted services. Stabilization techniques—grounding, calm communication, and reassurance—help reduce acute stress responses.

    4.
    **Information Gathering:** Responders assess the needs of those affected, including medical needs, access to medications, communication barriers, and emotional distress. This step helps tailor interventions to specific populations.

    5.
    **Practical Assistance:** This may include helping individuals access alternative healthcare services, providing information about emergency resources, or assisting with communication tools if digital systems are down.

    6.
    **Connection with Social Supports:** Encouraging individuals to connect with family, friends, and community networks helps reduce isolation and strengthens resilience during service disruptions.

    7.
    **Information on Coping:** Responders provide guidance on managing stress, maintaining routines, and using healthy coping strategies while systems are being restored.

    8.
    **Linkage with Collaborative Services:** This involves connecting individuals with ongoing support, such as mental health services, community organizations, or government recovery programs.

    Applying all eight steps ensures a comprehensive response that addresses both emotional and practical needs during the cyberattack crisis.

    **Important HSPP Characteristic and Competency**

    One essential
    **characteristic** for a Human Services Professional Practitioner (HSPP) in this crisis is
    **adaptability**. Cyberattacks create rapidly changing conditions, and responders must adjust quickly to new information, shifting risks, and evolving community needs.

    A key
    **competency** is
    **interdisciplinary collaboration**. Because cyberattacks affect multiple systems—technology, healthcare, emergency services, and government—HSPPs must work effectively with diverse professionals. This competency ensures coordinated, efficient, and holistic crisis response.

    **References**

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Cengage Learning.

    Cyber Management Alliance. (2025).
    _Top 10 biggest cyber attacks of 2024 & 25 other attacks to know about_.
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about)

    **## ASSGNWEEK4.docx**

    Week 4 Assignment: Applying Crisis Intervention Theories and Models

    Theories and models of crisis intervention frame and inform the decisions you will make to resolve the issues that come before you.
    **Theory** explains a phenomenon and is intangible – it tries to define the “why” and the “what.” A
    **model** simplifies the theoretical ideas and provides concrete steps or stages about what to do in a crisis. For example, one may have a theory, or idea, of their dream house: it will explain why the house is the dream house and what the dream house includes. Once the theory of the dream house is defined, one could take it to an architect, who can then make a model that will define the steps to build the house according to a plan. It takes the dream from a theory or idea to something that is more real, tangible, or applicable.

    For this Assignment, you will examine crisis intervention theories and apply a model to a critical incident.

    Resources

    Be sure to review the Learning Resources before completing this activity.
    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/200065/modules/items/8344944)

    To Prepare

    · Review the Learning Resources and Course Announcements.

    · Consider critical incidents from the past year and select one that you can use for the discussion.

    · Review the steps of the psychological first aid model

    By Day 7

    **Submit** a 3- to 4-page paper. In your paper:

    · Describe a critical incident you have heard about in the news in the past year (local, regional, national, or international) that is of interest to you, but not a crisis you have experienced personally.

    · Choose one of the theories discussed by James and Gilliland (2017) you see as the best approach for your selected critical incident (James & Gilliland, 2017, p. 14-18).

    · Describe the theory.

    · Justify why it is the best approach to your chosen crisis.

    · Then, review the Crisis Intervention Models (James & Gilliland, 2017, p. 19-23). Explain which model you see as most appropriate in responding to your chosen critical incident.

    · Review the Psychological First Aid model, and apply all eight steps of the Psychological First Aid Model to the crisis you selected.

    · Identify one characteristic and one competency you consider important for the HSPP in this critical incident response.

    REFERENCES/RESOURCES

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Boston, MA: Cengage Learning.

    · Chapter 1, “Approaching Crisis Intervention”

    · “Theories” (pp. 14-22)

    · “Characteristics of Effective Crisis Workers” (pp. 23-25)

    · “Rewards” (p. 25)

    Myer, R. A., & Moore, H. B. (2006).
    [Crisis in context theory: An ecological modelLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=20463576&site=ehost-live&scope=site&authtype=shib&custid=s6527200).
    _Journal of Counseling & Development,_ 84(2), 139–147.

    Roberts, A. R., & Ottens, A. J. (2005).
    [The seven-stage crisis intervention model: A road map to goal attainment, problem solving, and crisis resolution. Links to an external site.](https://triggered.edina.clockss.org/ServeContent?rft_id=info:doi/10.1093/brief-treatment/mhi030) _Brief Treatment and Crisis Intervention,_ 5(4), 329–339. http://dx.doi.org/10.1093/brief-treatment/mhi030

    Ted.com. (2015, February 17).
    [How childhood trauma affects health across a lifetimeLinks to an external site.](https://www.youtube.com/watch?v=95ovIJ3dsNk) [Video]. Nadine Burke Harris.

    **Note:**  Time Estimate 16min.

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 1_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 13 min

    Walden University, LLC (Producer). (2010a).
    _Crisis counseling competence, part 2_ [Video]. https://waldenu.instructure.com

    **Note:** Time Estimate 9 min

    **## week4.docx**

    **Applying Crisis Intervention Theories and Models**

    A critical incident that drew significant national and international attention in the past year was the series of major cyberattacks that disrupted essential services across multiple sectors in 2024. According to cybersecurity reporting, 2024 saw a surge in largescale cyberattacks targeting critical infrastructure, healthcare systems, and government services, with several incidents causing widespread operational shutdowns and public safety concerns
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). These attacks were described as some of the most significant technological crises of the year, affecting daily life and exposing vulnerabilities in systems relied upon by millions of people. One of the most notable incidents involved ransomware attacks that crippled healthcare networks, delaying patient care and forcing hospitals to divert emergency services
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about). This type of crisis—rapid, unexpected, and affecting large populations—provides a strong foundation for applying crisis intervention theory and structured response models.

    **Crisis Theory Selection: The Ecosystemic Crisis Theory**

    Among the theories discussed by James and Gilliland (2017), the
    **Ecosystemic Crisis Theory** is the most appropriate for understanding and responding to this cyberattack crisis. Ecosystemic theory views crises as events that occur within a complex system of interacting personal, social, environmental, and technological factors. Rather than focusing solely on the individual, this theory emphasizes how multiple systems—family, community, institutions, and society—interact to shape both the crisis and the response.

    Ecosystemic Crisis Theory argues that crises cannot be understood in isolation; instead, they must be examined within the broader ecological context that influences human functioning. This includes cultural norms, organizational structures, communication networks, and environmental stressors. The theory highlights how disruptions in one part of the system can cascade into other areas, creating widespread instability. In the case of a cyberattack on critical infrastructure, the crisis is not limited to the immediate technological failure. It affects hospitals, emergency services, businesses, families, and individuals who rely on these systems for safety and daily functioning.

    This theory is the best approach for the selected crisis because cyberattacks are inherently systemic. They do not target individuals directly but instead disrupt the interconnected systems that support societal functioning. The ecosystemic perspective allows crisis responders to consider the multilayered impact of the attack—such as how hospital shutdowns affect patient care, how communication failures affect emergency response, and how prolonged service outages affect community stability. It also supports coordinated intervention across multiple agencies, which is essential in largescale technological crises. By using this theory, crisis responders can better understand the ripple effects of the cyberattack and design interventions that address both immediate needs and systemic vulnerabilities.

    **Crisis Intervention Model Selection: The SixStep Model**

    James and Gilliland (2017) outline several crisis intervention models, but the
    **SixStep Model** is the most appropriate for responding to the cyberattack incident. This model includes: (1) defining the problem, (2) ensuring client safety, (3) providing support, (4) examining alternatives, (5) making plans, and (6) obtaining commitment. It is structured, adaptable, and effective for crises that involve widespread disruption and uncertainty.

    The SixStep Model is particularly useful because it provides a clear, actionoriented framework that can be applied across multiple levels of crisis response—from individual victims to organizations and communities. In a cyberattack crisis, responders must quickly define the scope of the problem, assess risks to public safety, and provide emotional and practical support to those affected. The model’s emphasis on exploring alternatives and developing concrete plans aligns well with the need for rapid decisionmaking and coordinated action during technological emergencies. Additionally, obtaining commitment ensures that individuals and organizations follow through with safety measures, recovery plans, and longterm resilience strategies.

    **Applying the Psychological First Aid (PFA) Model**

    The Psychological First Aid model includes eight core actions, all of which can be applied to the cyberattack crisis:

    1.
    **Contact and Engagement:** Responders would initiate contact with affected individuals and organizations, such as hospital staff, patients, and community members impacted by service disruptions. This may involve onsite presence, virtual communication, or emergency hotlines.

    2.
    **Safety and Comfort:** Ensuring safety involves helping individuals understand the nature of the cyberattack, clarifying what systems are compromised, and providing reassurance about ongoing recovery efforts. Comfort may include offering emotional support and addressing immediate concerns such as access to medical care.

    3.
    **Stabilization:** Some individuals may experience panic, confusion, or distress due to disrupted services. Stabilization techniques—grounding, calm communication, and reassurance—help reduce acute stress responses.

    4.
    **Information Gathering:** Responders assess the needs of those affected, including medical needs, access to medications, communication barriers, and emotional distress. This step helps tailor interventions to specific populations.

    5.
    **Practical Assistance:** This may include helping individuals access alternative healthcare services, providing information about emergency resources, or assisting with communication tools if digital systems are down.

    6.
    **Connection with Social Supports:** Encouraging individuals to connect with family, friends, and community networks helps reduce isolation and strengthens resilience during service disruptions.

    7.
    **Information on Coping:** Responders provide guidance on managing stress, maintaining routines, and using healthy coping strategies while systems are being restored.

    8.
    **Linkage with Collaborative Services:** This involves connecting individuals with ongoing support, such as mental health services, community organizations, or government recovery programs.

    Applying all eight steps ensures a comprehensive response that addresses both emotional and practical needs during the cyberattack crisis.

    **Important HSPP Characteristic and Competency**

    One essential
    **characteristic** for a Human Services Professional Practitioner (HSPP) in this crisis is
    **adaptability**. Cyberattacks create rapidly changing conditions, and responders must adjust quickly to new information, shifting risks, and evolving community needs.

    A key
    **competency** is
    **interdisciplinary collaboration**. Because cyberattacks affect multiple systems—technology, healthcare, emergency services, and government—HSPPs must work effectively with diverse professionals. This competency ensures coordinated, efficient, and holistic crisis response.

    **References**

    James, R. K., & Gilliland, B. E. (2017).
    _Crisis intervention strategies_ (8th ed.). Cengage Learning.

    Cyber Management Alliance. (2025).
    _Top 10 biggest cyber attacks of 2024 & 25 other attacks to know about_.
    [Cyber Management Alliance](https://www.cm-alliance.com/cybersecurity-blog/top-10-biggest-cyber-attacks-of-2024-25-other-attacks-to-know-about)

    – 1
    – 2

  • [Solved] human resources

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    Employee development and motivation are important for fostering a productive, engaged, and high-performing workforce. Organizations that prioritize employee growth through structured development plans and effective motivational techniques experience increased job satisfaction, retention, and overall…

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    Assignment Prompt & Instructions

    Employee development and motivation are important for fostering a productive, engaged, and high-performing workforce. Organizations that prioritize employee growth through structured development plans and effective motivational techniques experience increased job satisfaction, retention, and overall business success. Motivation plays a crucial role in employee performance, influencing their willingness to contribute beyond basic responsibilities. Strategies such as recognition programs, incentive-based rewards, and opportunities for career advancement are powerful tools in sustaining employee enthusiasm. Besides external motivators, organizations need to remember that some employees thrive when presented with intrinsic motivators, such as meaningful work, autonomy, and professional growth.
    Employee satisfaction is a key indicator of workplace success because it directly affects morale, productivity, and retention rates. When retention of employees is low, it costs the organization a lot of money to recruit and hire individuals to replace those who left. Organizations want to achieve a high retention rate. Human resources (HR) professionals must implement strategies that promote a positive work environment, including fostering strong leadership, encouraging open communication, and ensuring work-–life balance.
    A structured employee development plan serves as the stepping stone for professional growth, Development plans should be tailored to individual strengths and career aspirations while addressing skill gaps. Doing this ensures that employees remain motivated and equipped to meet ever-changing job demands. By mixing motivational techniques with development strategies, organizations can build a thriving workplace culture that drives both employee satisfaction and long-term success. Employee development is a win-win scenario for the employer and employee.
    Read this article: [6 Reasons Why Employee Development is Key](https://builtin.com/company-culture/employee-development)
    3-5 pgs that addresses the following:
    – Why is it important for employees to set career goals?
    – What role does training play in helping employees achieve their career goals?
    – Other than training, what other kinds of activities can help employees achieve their employee development plan?
    – What can managers do to help develop their employees?
    Download the [U5IP template](https://resources.careered.com/LCMSFileSharePreview/Resources/MSWordDocument/HRMT410_Unit5_IP_StudentTemplate.docx) to help complete your assignment.

  • [Solved] human resources

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    A key skill that managers and human resource (HR) professionals need is to be able to develop an effective training program. To design effective training programs, managers and HR professionals must possess a strong set of skills that allow them to assess the needs of individuals and organization, c…

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    A key skill that managers and human resource (HR) professionals need is to be able to develop an effective training program. To design effective training programs, managers and HR professionals must possess a strong set of skills that allow them to assess the needs of individuals and organization, create engaging content, and understand the learning styles of participants to facilitate learning. Understanding employee development strategies, communication techniques, and leadership principles ensures that training initiatives align with both organizational goals and individual growth. With the right skills, these professionals can foster a culture of continuous learning, ensuring employees acquire the knowledge and competencies needed for success.
    Organizations may utilize several different mediums of training to ensure that they can accommodate all types of learners. Some methods of training include the following:
    – On-the job training
    – Digital learning
    – Face-to-face training
    – Simulation
    – Training activities and games
    Think of a training program that you would like to deliver for an organization. Then, create a 6–8-PowerPoint slide presentation with 200-250 word speaker notes per slide that addresses the following:
    – Explain the purpose of the training program that is being developed, and provide at least 3 objectives that need to be achieved.
    – What medium(s) would you use to deliver the training?
    – What modules would you include in the program? Why would you include these?
    – How will the program be evaluated?
    Download the [U4 IP template](https://resources.careered.com/LCMSFileSharePreview/Resources/MSPowerPoint/HRMT410_PPT%20Template_IP4_Updated.pptx) to help complete your assignment.

  • [Solved] DIscussion 3

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    Executive Solution Overview

    – ## Discussion3.docx **## Discussion3.docx** Discussion 3 **First Post—Module 3** As of February 2017 there were 28 states with right-to-work laws. To review the list of right-to-work states, see: National Conference of State Legislatures (2017). [Right-To-Work Resources.](http://www.ncsl.org/resea…

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    – ## Discussion3.docx

    **## Discussion3.docx**

    Discussion 3

    **First Post—Module 3**

    As of February 2017 there were 28 states with right-to-work laws. To review the list of right-to-work states, see:

    National Conference of State Legislatures (2017).
    [Right-To-Work Resources.](http://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx) Retrieved from http://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx

    Then conduct your own research on the topic.

    Please answer the questions below. Use question and answer (Q&A) format for your response; in other words, include the original question along with your answer in the reply. Within your post support your responses with information from at least two reputable sources (library and/or web-based) and provide the full citation at the end. Use APA format for your references. Include your own personal experiences, if applicable.

    1. Are you for or against state right-to-work laws?

    2. How can a right-to-work law impact an organization?

    3. Does operating in a right-to-work state add value for an organization? Why or why not?

    4. Does it add value for the employee? Why or why not?

    5. Does it add value for the state? Why or why not?

    **## Discussion3.docx**

    Discussion 3

    **First Post—Module 3**

    As of February 2017 there were 28 states with right-to-work laws. To review the list of right-to-work states, see:

    National Conference of State Legislatures (2017).
    [Right-To-Work Resources.](http://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx) Retrieved from http://www.ncsl.org/research/labor-and-employment/right-to-work-laws-and-bills.aspx

    Then conduct your own research on the topic.

    Please answer the questions below. Use question and answer (Q&A) format for your response; in other words, include the original question along with your answer in the reply. Within your post support your responses with information from at least two reputable sources (library and/or web-based) and provide the full citation at the end. Use APA format for your references. Include your own personal experiences, if applicable.

    1. Are you for or against state right-to-work laws?

    2. How can a right-to-work law impact an organization?

    3. Does operating in a right-to-work state add value for an organization? Why or why not?

    4. Does it add value for the employee? Why or why not?

    5. Does it add value for the state? Why or why not?

  • [Solved] Deliverable 07 – Three-Year Strategic Plan

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    #### **Scenario** The healthcare industry continues to face many challenges such as rising costs, consumer prices, prescription costs, lost revenue, mergers, and acquisitions. Most organizations are trying to address these barriers by implementing quality improvement strategies. You are about to gra…

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    #### **Scenario**
    The healthcare industry continues to face many challenges such as rising costs, consumer prices, prescription costs, lost revenue, mergers, and acquisitions. Most organizations are trying to address these barriers by implementing quality improvement strategies. You are about to graduate from Rasmussen College and are looking to land a job in the healthcare industry. After several weeks of research, networking, and submitting job applications, you receive a call from a talent acquisition specialist with Testing Health, Inc. After the initial phone interview, she tells you how impressed she is with your resume, skills, and knowledge, and so she would like to move forward with the next steps in the hiring process.
    She informs you that the next step will be to provide the hiring manager an opportunity to view your knowledge and understanding of strategic planning and marketing. You have been given a week to prepare a PowerPoint presentation with voiceover narration. You will provide the talent acquisition specialist with the presentation via email, and she will forward it to the hiring manager for review.
    \
    HSA6300_Deliverable7_Dr_Ides_Notes2.docx](https://www.sweetstudy.com/files/hsa6300-deliverable7-dr-ides-notes2-docx "HSA6300_Deliverable7_Dr_Ides_Notes2.docx")
    \
    Deliverable07.docx](https://www.sweetstudy.com/files/deliverable07-docx-10471041 "Deliverable07.docx")
    \
    Del_7_HSA6300_Example_Dr_Ide1.pptx](https://www.sweetstudy.com/files/del-7-hsa6300-example-dr-ide1-pptx "Del_7_HSA6300_Example_Dr_Ide1.pptx")
    \
    EBSCO-FullText-12_14_20255.pdf](https://www.sweetstudy.com/files/ebsco-fulltext-12-14-20255-pdf "EBSCO-FullText-12_14_20255.pdf")

  • [Solved] Your leadership philosophy

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    Create your personal leadership philosophy through the series of exercises mentioned in the text.

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    Assignment Prompt & Instructions

    Create your personal leadership philosophy through the series of exercises mentioned in the text.

  • [Solved] SLP3

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    – ## Module3SLP.docx **## Module3SLP.docx** **Module 3 – SLP** **Organized Labor** In the SLP assignment, you have the opportunity to evaluate strategies taken by union organizers to organize nonunion workplaces. Review the sources pertaining to union organizing listed on the Module 3 Background pag…

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    – ## Module3SLP.docx

    **## Module3SLP.docx**

    **Module 3 – SLP**

    **Organized Labor**

    In the SLP assignment, you have the opportunity to evaluate strategies taken by union organizers to organize nonunion workplaces.

    Review the sources pertaining to union organizing listed on the Module 3 Background page, review the indystar.com article (below), and conduct your own research.

    Hussein, F. (2017).
    [_Labor Movement Turns to Social Activism to Attract Millennials_](http://www.indystar.com/story/news/2017/07/27/labor-movement-turns-social-activism-attract-millennials/456409001/). Retrieved from http://www.indystar.com/story/news/2017/07/27/labor-movement-turns-social-activism-attract-millennials/456409001/

    · What labor movement effort or efforts do you think might have the most impact on increasing the number of unionized workplaces in the private sector? Why?

    Prepare your response as a 3-page brochure/handout geared to HR professionals attending an HRM conference expo. Your goal is to make them more aware of what you think will be unionization tactics they should look out for in future.

    Please upload your eye-catching brochure by the Module due date. Include at least 2 references that you utilized to prepare your assignment.

    **SLP Assignment Expectations**

    Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

    Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

    For the sources that you utilize, give the authors credit for their work.

    Prepare a submission that is professionally presented. Proofread carefully for grammar, spelling, and word-usage errors.

    **## Module3SLP.docx**

    **Module 3 – SLP**

    **Organized Labor**

    In the SLP assignment, you have the opportunity to evaluate strategies taken by union organizers to organize nonunion workplaces.

    Review the sources pertaining to union organizing listed on the Module 3 Background page, review the indystar.com article (below), and conduct your own research.

    Hussein, F. (2017).
    [_Labor Movement Turns to Social Activism to Attract Millennials_](http://www.indystar.com/story/news/2017/07/27/labor-movement-turns-social-activism-attract-millennials/456409001/). Retrieved from http://www.indystar.com/story/news/2017/07/27/labor-movement-turns-social-activism-attract-millennials/456409001/

    · What labor movement effort or efforts do you think might have the most impact on increasing the number of unionized workplaces in the private sector? Why?

    Prepare your response as a 3-page brochure/handout geared to HR professionals attending an HRM conference expo. Your goal is to make them more aware of what you think will be unionization tactics they should look out for in future.

    Please upload your eye-catching brochure by the Module due date. Include at least 2 references that you utilized to prepare your assignment.

    **SLP Assignment Expectations**

    Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

    Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

    For the sources that you utilize, give the authors credit for their work.

    Prepare a submission that is professionally presented. Proofread carefully for grammar, spelling, and word-usage errors.

  • [Solved] case 3

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    – ## Module3Case.docx **## Module3Case.docx** **Module 3 – Case** **Organized Labor** **Assignment Overview** This assignment is about unions and labor contract agreements. The written agreement is a key element to the understanding of how actions and activities take place in the workplace. Often, h…

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    Assignment Prompt & Instructions

    – ## Module3Case.docx

    **## Module3Case.docx**

    **Module 3 – Case**

    **Organized Labor**

    **Assignment Overview**

    This assignment is about unions and labor contract agreements. The written agreement is a key element to the understanding of how actions and activities take place in the workplace. Often, however, there are differences in opinion between management and labor. View the following humorous video that shows the importance of ongoing communications and that the contract agreement alone sometimes does not tell the whole story:

    Seven Dimensions (2016). Unions and collective bargaining. [Alexander Street Video]. Retrieved from Trident Online Library, Academic Video Online.

    Use these steps to navigate to the video in the Trident Online Library:

    · Under Online Library, click ADDITIONAL LIBRARY RESOURCES.

    · Scroll down to Academic Video Online.

    · Click on Academic Video Online.

    · Search for the video by pasting its title in the search bar.

    In this Case Assignment we will look at actual labor contracts to experience the content and detail involved.

    Go to the following source:

    OPM. (n.d.).
    [_Collective bargaining agreements_](https://www.opm.gov/policy-data-oversight/labor-relations/collective-bargaining-agreements/). https://www.opm.gov/policy-data-oversight/labor-relations/collective-bargaining-agreements/

    The emphasis is on how to represent information in table form and to draw your own conclusions from the data presented.

    **Case Assignment**

    Select two labor contracts, each representing a different industry group. Discuss (in your own words):

    · How the two contract sections on
    **employee grievance handling** differ and are the same (paying close attention to the definition of “grievance”; grievance processing steps, mediation and/or arbitration and other important topics in the clause).

    · Compare and contrast their
    **employee discipline/discharge** clauses.

    · Summarize by bringing in your module readings and/or library research to discuss the impact grievance handling might have on employee relations.

    Include
    **at least 3 library sources** to help strengthen your discussion.

    Half of your paper should be a table or tables, and half a discussion of your conclusions drawn from the tables you present. Paper length:
    **4–5 pages**, not counting cover and reference pages. Please upload your paper by the module due date.

    **Assignment Expectations**

    Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

    Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

    Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

    Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

    Citation and reference style instructions are available at Trident University's Introduction to
    [_APA Style, 7th edition_](https://careered.libguides.com/tui/library/apa) .

    **## Module3Case.docx**

    **Module 3 – Case**

    **Organized Labor**

    **Assignment Overview**

    This assignment is about unions and labor contract agreements. The written agreement is a key element to the understanding of how actions and activities take place in the workplace. Often, however, there are differences in opinion between management and labor. View the following humorous video that shows the importance of ongoing communications and that the contract agreement alone sometimes does not tell the whole story:

    Seven Dimensions (2016). Unions and collective bargaining. [Alexander Street Video]. Retrieved from Trident Online Library, Academic Video Online.

    Use these steps to navigate to the video in the Trident Online Library:

    · Under Online Library, click ADDITIONAL LIBRARY RESOURCES.

    · Scroll down to Academic Video Online.

    · Click on Academic Video Online.

    · Search for the video by pasting its title in the search bar.

    In this Case Assignment we will look at actual labor contracts to experience the content and detail involved.

    Go to the following source:

    OPM. (n.d.).
    [_Collective bargaining agreements_](https://www.opm.gov/policy-data-oversight/labor-relations/collective-bargaining-agreements/). https://www.opm.gov/policy-data-oversight/labor-relations/collective-bargaining-agreements/

    The emphasis is on how to represent information in table form and to draw your own conclusions from the data presented.

    **Case Assignment**

    Select two labor contracts, each representing a different industry group. Discuss (in your own words):

    · How the two contract sections on
    **employee grievance handling** differ and are the same (paying close attention to the definition of “grievance”; grievance processing steps, mediation and/or arbitration and other important topics in the clause).

    · Compare and contrast their
    **employee discipline/discharge** clauses.

    · Summarize by bringing in your module readings and/or library research to discuss the impact grievance handling might have on employee relations.

    Include
    **at least 3 library sources** to help strengthen your discussion.

    Half of your paper should be a table or tables, and half a discussion of your conclusions drawn from the tables you present. Paper length:
    **4–5 pages**, not counting cover and reference pages. Please upload your paper by the module due date.

    **Assignment Expectations**

    Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

    Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

    Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

    Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

    Citation and reference style instructions are available at Trident University's Introduction to
    [_APA Style, 7th edition_](https://careered.libguides.com/tui/library/apa) .

  • [Solved] Deliverable 06 – Metacognition

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    #### **Scenario** It is that time of the year when your annual performance review is due. As part of your management role for the organization, Human Resources has asked you to include a leadership checklist and self-reflection. Consider where you are today as a leader, and where you want to be in t…

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    Assignment Prompt & Instructions

    #### **Scenario**
    It is that time of the year when your annual performance review is due. As part of your management role for the organization, Human Resources has asked you to include a leadership checklist and self-reflection. Consider where you are today as a leader, and where you want to be in the future. Reflect on how this awareness allows you to:
    • Think critically
    • Manage emotions
    • Make decisions
    • Communicate effectively
    \
    Deliverable06Instructions.docx](https://www.sweetstudy.com/files/deliverable06instructions-docx "Deliverable06Instructions.docx")
    \
    Module06DeliverableAPAtemplateMetacognition.docx](https://www.sweetstudy.com/files/module06deliverableapatemplatemetacognition-docx "Module06DeliverableAPAtemplateMetacognition.docx")