Executive Solution Overview
– 2 years ago **files (2)** – ## MGT501Case32023.docx – ## Module3Case.docx **## MGT501Case32023.docx** 3 MGT501 Case 3 **MGT501 Case 3** Your Name Trident University International MGT501 Management and Organizational Behavior Due Date **MGT501 Case 3** Remember to always indent the first line of a …
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– 2 years ago
**files (2)**
– ## MGT501Case32023.docx
– ## Module3Case.docx
**## MGT501Case32023.docx**
3
MGT501 Case 3
**MGT501 Case 3**
Your Name
Trident University International
MGT501 Management and Organizational Behavior
Due Date
**MGT501 Case 3**
Remember to always indent the first line of a paragraph (use the tab key) or paragraph formatting (see below). The introduction should be short (2-3 sentences). The margins, font size, spacing, and font type (bold or plain) are set in APA format. While you may change the names of the headings, do not change the formatting or style of font except as specified below. This template uses Times New Roman 12-point. You may also use: Calibri (11), Arial (11), Georgia (11) or Lucida Sans Unicode (10).
_No quotations are permitted in this paper. Since you are engaging in research, be sure to_ [cite](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[reference the sources in APA format](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html) _. NOTE: Failure to use research with accompanying_ [citations](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) _to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. It must be written in the third person; this means words like “I”, “we”, and “you” are not appropriate._ All research for this case should have been published within the last two years.
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles. (1 ½ pages) Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages) Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback. (2 pages) Research required.
**Conclusion**
Add some concluding remarks: 2 to 3-sentence conclusion.
**References**
Below are some basic rules to follow when creating a reference list:
· Begin your reference list on a new page.
· The word References should be centered and bold at the top of the page.
· Double-space your reference list.
· For each author, list the last name first followed by the initials for their first and middle names.
·
**Arrange your reference list alphabetically** by the last name of the author.
· Use a hanging indent after the first line of your citation (Word does this for you). Type your entry and then click “Paragraph” on the HOME tab to create the “hanging indent.”
[**APA has a handout**](https://apastyle.apa.org/instructional-aids/reference-examples.pdf) for the most common types of references.
## image1.png
**## Module3Case.docx**
**Module 3 – Case**
**Responsible Leadership**
**Assignment Overview**
**The Diverse Workplace**
Cultural Intelligence (CQ) drives understanding across diverse backgrounds and enhances workplace inclusion. Diversity brings varied perspectives, but challenges may arise from misunderstandings and biases. Inclusion, propelled by CQ, ensures diverse talents are harnessed, fostering innovation and collaboration despite inherent workplace challenges.
**Complete SLP 3 before Case 3**
**Case 3 Resources**
[_Inequality_](https://intelligence.weforum.org/topics/a1G0X000006NwUZUA0) (2023) You may create a free login to access more information.
[_Global Parity Alliance: Diversity, Equity and Inclusion Lighthouses_](https://www.weforum.org/reports/global-parity-alliance-diversity-equity-and-inclusion-lighthouses-2023) 2023 (2023)
[_How to Leverage Emotional, Social, and Cultural Intelligence to Enhance Professional Lives_](https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=3411&Title=How%20to%20Leverage%20Emotional%2C%20Social%2C%20and%20Cultural%20Intelligence%20to%20Enhance%20Professional%20Lives) (2023)
[_Diversity, Equity, and Inclusion in the Workplace_](https://www.score.org/resource/blog-post/diversity-equity-and-inclusion-workplace-%E2%80%94-trends-2021) (2023)
[_To Sound Like a Culturally Intelligent Leader, Change How You Talk_](https://davidlivermore.com/2023/04/14/to-sound-like-a-leader-change-how-you-talk/) (2023)
[_Diversity: Necessary for readiness or the bogeyman?_](https://www.militarytimes.com/news/your-military/2023/04/10/the-diversity-bogeyman-is-the-us-too-woke-to-wage-war/) (2023)
[_Culturally intelligent teams: different values, same norms_](https://www.management-issues.com/opinion/7475/culturally-intelligent-teams-different-values-same-norms/) (2023)
**Scholarly Readings:**
[_Exploring the Relationship between Cultural Intelligence (CQ) and Management Competencies (MC)_](https://www.mdpi.com/2071-1050/15/7/5735) (2023)
[_Inclusion in the Workplace: A Review and Research Agenda_](https://journals.sagepub.com/doi/full/10.1177/10596011231175578) (2023)
**Case Assignment**
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles (1 ½ pages). Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages). Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback (2 pages). Research required.
All research for this case should have been published within the last two years.
No quotations are permitted in this paper. Since you are engaging in research, be sure to
[_cite_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[_reference the sources in APA format_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html). NOTE: Failure to use research with accompanying
[_citations_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. The paper must be written in the third person. This means words like “I,” “we,” and “you” are not appropriate.
**Assignment Expectations**
Use the APA-formatted
[_MGT501 Case 3 template_](https://tlc.trident.edu/content/enforced/227499-MGT501-2024DEC09FT-2/MGT501%20Case3%202023.docx?isCourseFile=true&ou=227499) to create your submission.
· The template is set up in APA 7: double-spacing, font, margins, headings, page breaks, APA help links.
Your submission will include:
· Trident University International’s cover page
· A paper with APA citations (2- to 3-sentence overview, 5-page body (plus examples), 2- to 3-sentence conclusion)
· The reference list page in APA format
**## Module3Case.docx**
**Module 3 – Case**
**Responsible Leadership**
**Assignment Overview**
**The Diverse Workplace**
Cultural Intelligence (CQ) drives understanding across diverse backgrounds and enhances workplace inclusion. Diversity brings varied perspectives, but challenges may arise from misunderstandings and biases. Inclusion, propelled by CQ, ensures diverse talents are harnessed, fostering innovation and collaboration despite inherent workplace challenges.
**Complete SLP 3 before Case 3**
**Case 3 Resources**
[_Inequality_](https://intelligence.weforum.org/topics/a1G0X000006NwUZUA0) (2023) You may create a free login to access more information.
[_Global Parity Alliance: Diversity, Equity and Inclusion Lighthouses_](https://www.weforum.org/reports/global-parity-alliance-diversity-equity-and-inclusion-lighthouses-2023) 2023 (2023)
[_How to Leverage Emotional, Social, and Cultural Intelligence to Enhance Professional Lives_](https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=3411&Title=How%20to%20Leverage%20Emotional%2C%20Social%2C%20and%20Cultural%20Intelligence%20to%20Enhance%20Professional%20Lives) (2023)
[_Diversity, Equity, and Inclusion in the Workplace_](https://www.score.org/resource/blog-post/diversity-equity-and-inclusion-workplace-%E2%80%94-trends-2021) (2023)
[_To Sound Like a Culturally Intelligent Leader, Change How You Talk_](https://davidlivermore.com/2023/04/14/to-sound-like-a-leader-change-how-you-talk/) (2023)
[_Diversity: Necessary for readiness or the bogeyman?_](https://www.militarytimes.com/news/your-military/2023/04/10/the-diversity-bogeyman-is-the-us-too-woke-to-wage-war/) (2023)
[_Culturally intelligent teams: different values, same norms_](https://www.management-issues.com/opinion/7475/culturally-intelligent-teams-different-values-same-norms/) (2023)
**Scholarly Readings:**
[_Exploring the Relationship between Cultural Intelligence (CQ) and Management Competencies (MC)_](https://www.mdpi.com/2071-1050/15/7/5735) (2023)
[_Inclusion in the Workplace: A Review and Research Agenda_](https://journals.sagepub.com/doi/full/10.1177/10596011231175578) (2023)
**Case Assignment**
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles (1 ½ pages). Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages). Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback (2 pages). Research required.
All research for this case should have been published within the last two years.
No quotations are permitted in this paper. Since you are engaging in research, be sure to
[_cite_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[_reference the sources in APA format_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html). NOTE: Failure to use research with accompanying
[_citations_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. The paper must be written in the third person. This means words like “I,” “we,” and “you” are not appropriate.
**Assignment Expectations**
Use the APA-formatted
[_MGT501 Case 3 template_](https://tlc.trident.edu/content/enforced/227499-MGT501-2024DEC09FT-2/MGT501%20Case3%202023.docx?isCourseFile=true&ou=227499) to create your submission.
· The template is set up in APA 7: double-spacing, font, margins, headings, page breaks, APA help links.
Your submission will include:
· Trident University International’s cover page
· A paper with APA citations (2- to 3-sentence overview, 5-page body (plus examples), 2- to 3-sentence conclusion)
· The reference list page in APA format
**## MGT501Case32023.docx**
3
MGT501 Case 3
**MGT501 Case 3**
Your Name
Trident University International
MGT501 Management and Organizational Behavior
Due Date
**MGT501 Case 3**
Remember to always indent the first line of a paragraph (use the tab key) or paragraph formatting (see below). The introduction should be short (2-3 sentences). The margins, font size, spacing, and font type (bold or plain) are set in APA format. While you may change the names of the headings, do not change the formatting or style of font except as specified below. This template uses Times New Roman 12-point. You may also use: Calibri (11), Arial (11), Georgia (11) or Lucida Sans Unicode (10).
_No quotations are permitted in this paper. Since you are engaging in research, be sure to_ [cite](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[reference the sources in APA format](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html) _. NOTE: Failure to use research with accompanying_ [citations](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) _to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. It must be written in the third person; this means words like “I”, “we”, and “you” are not appropriate._ All research for this case should have been published within the last two years.
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles. (1 ½ pages) Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages) Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback. (2 pages) Research required.
**Conclusion**
Add some concluding remarks: 2 to 3-sentence conclusion.
**References**
Below are some basic rules to follow when creating a reference list:
· Begin your reference list on a new page.
· The word References should be centered and bold at the top of the page.
· Double-space your reference list.
· For each author, list the last name first followed by the initials for their first and middle names.
·
**Arrange your reference list alphabetically** by the last name of the author.
· Use a hanging indent after the first line of your citation (Word does this for you). Type your entry and then click “Paragraph” on the HOME tab to create the “hanging indent.”
[**APA has a handout**](https://apastyle.apa.org/instructional-aids/reference-examples.pdf) for the most common types of references.
## image1.png
**## Module3Case.docx**
**Module 3 – Case**
**Responsible Leadership**
**Assignment Overview**
**The Diverse Workplace**
Cultural Intelligence (CQ) drives understanding across diverse backgrounds and enhances workplace inclusion. Diversity brings varied perspectives, but challenges may arise from misunderstandings and biases. Inclusion, propelled by CQ, ensures diverse talents are harnessed, fostering innovation and collaboration despite inherent workplace challenges.
**Complete SLP 3 before Case 3**
**Case 3 Resources**
[_Inequality_](https://intelligence.weforum.org/topics/a1G0X000006NwUZUA0) (2023) You may create a free login to access more information.
[_Global Parity Alliance: Diversity, Equity and Inclusion Lighthouses_](https://www.weforum.org/reports/global-parity-alliance-diversity-equity-and-inclusion-lighthouses-2023) 2023 (2023)
[_How to Leverage Emotional, Social, and Cultural Intelligence to Enhance Professional Lives_](https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=3411&Title=How%20to%20Leverage%20Emotional%2C%20Social%2C%20and%20Cultural%20Intelligence%20to%20Enhance%20Professional%20Lives) (2023)
[_Diversity, Equity, and Inclusion in the Workplace_](https://www.score.org/resource/blog-post/diversity-equity-and-inclusion-workplace-%E2%80%94-trends-2021) (2023)
[_To Sound Like a Culturally Intelligent Leader, Change How You Talk_](https://davidlivermore.com/2023/04/14/to-sound-like-a-leader-change-how-you-talk/) (2023)
[_Diversity: Necessary for readiness or the bogeyman?_](https://www.militarytimes.com/news/your-military/2023/04/10/the-diversity-bogeyman-is-the-us-too-woke-to-wage-war/) (2023)
[_Culturally intelligent teams: different values, same norms_](https://www.management-issues.com/opinion/7475/culturally-intelligent-teams-different-values-same-norms/) (2023)
**Scholarly Readings:**
[_Exploring the Relationship between Cultural Intelligence (CQ) and Management Competencies (MC)_](https://www.mdpi.com/2071-1050/15/7/5735) (2023)
[_Inclusion in the Workplace: A Review and Research Agenda_](https://journals.sagepub.com/doi/full/10.1177/10596011231175578) (2023)
**Case Assignment**
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles (1 ½ pages). Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages). Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback (2 pages). Research required.
All research for this case should have been published within the last two years.
No quotations are permitted in this paper. Since you are engaging in research, be sure to
[_cite_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[_reference the sources in APA format_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html). NOTE: Failure to use research with accompanying
[_citations_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. The paper must be written in the third person. This means words like “I,” “we,” and “you” are not appropriate.
**Assignment Expectations**
Use the APA-formatted
[_MGT501 Case 3 template_](https://tlc.trident.edu/content/enforced/227499-MGT501-2024DEC09FT-2/MGT501%20Case3%202023.docx?isCourseFile=true&ou=227499) to create your submission.
· The template is set up in APA 7: double-spacing, font, margins, headings, page breaks, APA help links.
Your submission will include:
· Trident University International’s cover page
· A paper with APA citations (2- to 3-sentence overview, 5-page body (plus examples), 2- to 3-sentence conclusion)
· The reference list page in APA format
**## MGT501Case32023.docx**
3
MGT501 Case 3
**MGT501 Case 3**
Your Name
Trident University International
MGT501 Management and Organizational Behavior
Due Date
**MGT501 Case 3**
Remember to always indent the first line of a paragraph (use the tab key) or paragraph formatting (see below). The introduction should be short (2-3 sentences). The margins, font size, spacing, and font type (bold or plain) are set in APA format. While you may change the names of the headings, do not change the formatting or style of font except as specified below. This template uses Times New Roman 12-point. You may also use: Calibri (11), Arial (11), Georgia (11) or Lucida Sans Unicode (10).
_No quotations are permitted in this paper. Since you are engaging in research, be sure to_ [cite](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[reference the sources in APA format](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html) _. NOTE: Failure to use research with accompanying_ [citations](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) _to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. It must be written in the third person; this means words like “I”, “we”, and “you” are not appropriate._ All research for this case should have been published within the last two years.
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles. (1 ½ pages) Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages) Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback. (2 pages) Research required.
**Conclusion**
Add some concluding remarks: 2 to 3-sentence conclusion.
**References**
Below are some basic rules to follow when creating a reference list:
· Begin your reference list on a new page.
· The word References should be centered and bold at the top of the page.
· Double-space your reference list.
· For each author, list the last name first followed by the initials for their first and middle names.
·
**Arrange your reference list alphabetically** by the last name of the author.
· Use a hanging indent after the first line of your citation (Word does this for you). Type your entry and then click “Paragraph” on the HOME tab to create the “hanging indent.”
[**APA has a handout**](https://apastyle.apa.org/instructional-aids/reference-examples.pdf) for the most common types of references.
## image1.png
**## Module3Case.docx**
**Module 3 – Case**
**Responsible Leadership**
**Assignment Overview**
**The Diverse Workplace**
Cultural Intelligence (CQ) drives understanding across diverse backgrounds and enhances workplace inclusion. Diversity brings varied perspectives, but challenges may arise from misunderstandings and biases. Inclusion, propelled by CQ, ensures diverse talents are harnessed, fostering innovation and collaboration despite inherent workplace challenges.
**Complete SLP 3 before Case 3**
**Case 3 Resources**
[_Inequality_](https://intelligence.weforum.org/topics/a1G0X000006NwUZUA0) (2023) You may create a free login to access more information.
[_Global Parity Alliance: Diversity, Equity and Inclusion Lighthouses_](https://www.weforum.org/reports/global-parity-alliance-diversity-equity-and-inclusion-lighthouses-2023) 2023 (2023)
[_How to Leverage Emotional, Social, and Cultural Intelligence to Enhance Professional Lives_](https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=3411&Title=How%20to%20Leverage%20Emotional%2C%20Social%2C%20and%20Cultural%20Intelligence%20to%20Enhance%20Professional%20Lives) (2023)
[_Diversity, Equity, and Inclusion in the Workplace_](https://www.score.org/resource/blog-post/diversity-equity-and-inclusion-workplace-%E2%80%94-trends-2021) (2023)
[_To Sound Like a Culturally Intelligent Leader, Change How You Talk_](https://davidlivermore.com/2023/04/14/to-sound-like-a-leader-change-how-you-talk/) (2023)
[_Diversity: Necessary for readiness or the bogeyman?_](https://www.militarytimes.com/news/your-military/2023/04/10/the-diversity-bogeyman-is-the-us-too-woke-to-wage-war/) (2023)
[_Culturally intelligent teams: different values, same norms_](https://www.management-issues.com/opinion/7475/culturally-intelligent-teams-different-values-same-norms/) (2023)
**Scholarly Readings:**
[_Exploring the Relationship between Cultural Intelligence (CQ) and Management Competencies (MC)_](https://www.mdpi.com/2071-1050/15/7/5735) (2023)
[_Inclusion in the Workplace: A Review and Research Agenda_](https://journals.sagepub.com/doi/full/10.1177/10596011231175578) (2023)
**Case Assignment**
**Cultural Intelligence**
Investigate how leaders can leverage CQ to manage diverse teams. Examine the relationship between CQ and leadership styles (1 ½ pages). Research required.
**Diversity, Inclusion, and CQ**
Explore the interplay between cultural intelligence with diversity and inclusion initiatives in businesses. How can organizations leverage CQ to make these initiatives more effective? (1 ½ pages). Research required.
**Challenges in a Diverse Workplace**
Analyze how the media portrays DEI initiatives and how this might influence employee perceptions and pushback (2 pages). Research required.
All research for this case should have been published within the last two years.
No quotations are permitted in this paper. Since you are engaging in research, be sure to
[_cite_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_the_basics.html) and
[_reference the sources in APA format_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/reference_list_author_authors.html). NOTE: Failure to use research with accompanying
[_citations_](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/in_text_citations_author_authors.html) to support content will result in reduced scoring “Level 2-Developing” across the grading rubric. This is a professional paper; not a personal one based on feelings. The paper must be written in the third person. This means words like “I,” “we,” and “you” are not appropriate.
**Assignment Expectations**
Use the APA-formatted
[_MGT501 Case 3 template_](https://tlc.trident.edu/content/enforced/227499-MGT501-2024DEC09FT-2/MGT501%20Case3%202023.docx?isCourseFile=true&ou=227499) to create your submission.
· The template is set up in APA 7: double-spacing, font, margins, headings, page breaks, APA help links.
Your submission will include:
· Trident University International’s cover page
· A paper with APA citations (2- to 3-sentence overview, 5-page body (plus examples), 2- to 3-sentence conclusion)
· The reference list page in APA format
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