Tag: Model Answer

  • [Solved] WK5 DISCUSSION1 HP-214

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    COMPLETE WITH 250 WORDS – ## WK5DISCUSSION1HP-214.docx **## WK5DISCUSSION1HP-214.docx** WK5 DISCUSSION1 HP-214 Attention to Detail and the CMS-1500 Claim Form Producing a clean claim is one of the important goals for billing specialists. Attention to detail and accuracy should be at the forefront wh…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    COMPLETE WITH 250 WORDS

    – ## WK5DISCUSSION1HP-214.docx

    **## WK5DISCUSSION1HP-214.docx**

    WK5 DISCUSSION1 HP-214

    Attention to Detail and the CMS-1500 Claim Form

    Producing a clean claim is one of the important goals for billing specialists. Attention to detail and accuracy should be at the forefront when submitting a CMS-1500 claim form for reimbursement. Ensuring that the insured person's name is exactly as it appears on their insurance card is one step toward producing a clean claim. Additionally, reviewing a completed Medicare claim could be one of your main responsibilities. Discuss steps you would take to make sure that you followed all billing guidelines for submitting your CMS-1500 claim form for reimbursement.

    Analyze a completed Medicare claim to identify potential causes for denial.

    Include the following aspects in the discussion:

    · A minimum of three specific reasons for a claim rejection

    · Give a specific example for each of the three reasons

    · Identify any errors that you may have found on your completed claim

    · Discuss at least three steps that you would take to produce a clean claim

    ·
    Discuss some of the other reasons a claim can be rejected or denied

    250 WORDS

    **## WK5DISCUSSION1HP-214.docx**

    WK5 DISCUSSION1 HP-214

    Attention to Detail and the CMS-1500 Claim Form

    Producing a clean claim is one of the important goals for billing specialists. Attention to detail and accuracy should be at the forefront when submitting a CMS-1500 claim form for reimbursement. Ensuring that the insured person's name is exactly as it appears on their insurance card is one step toward producing a clean claim. Additionally, reviewing a completed Medicare claim could be one of your main responsibilities. Discuss steps you would take to make sure that you followed all billing guidelines for submitting your CMS-1500 claim form for reimbursement.

    Analyze a completed Medicare claim to identify potential causes for denial.

    Include the following aspects in the discussion:

    · A minimum of three specific reasons for a claim rejection

    · Give a specific example for each of the three reasons

    · Identify any errors that you may have found on your completed claim

    · Discuss at least three steps that you would take to produce a clean claim

    ·
    Discuss some of the other reasons a claim can be rejected or denied

    250 WORDS

  • [Solved] Psychology homework

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering Psychology homework.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] Human Resource

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    I need your help – ## JWI_522_W10_Lecture_1192.pdf – Week10552Discussion.jpeg – Scorecard.jpeg – PWC_Workforce-of-the-Future.pdf **## JWI_522_W10_Lecture_1192.pdf** © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information …

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    I need your help

    – ## JWI_522_W10_Lecture_1192.pdf

    – Week10552Discussion.jpeg
    – Scorecard.jpeg
    – PWC_Workforce-of-the-Future.pdf

    **## JWI_522_W10_Lecture_1192.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 1 of 5

    JWI 522
    Strategic Partnering with the C-Suite

    Week Ten Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 2 of 5

    THE ROAD AHEAD: STRENGTHENING THE PARTNERSHIP

    What It Means

    Earning a seat at the table is not a "one and done" undertaking. HR leaders must continuously
    develop themselves and their partnership with business unit leaders in ways that add value to
    keep the company competitive.

    Why It Matters

    • Because whatever has happened over the last ten years to shape your industry and your
    profession is unlikely to be the same as what happens over the next ten years.

    • Creating a learning organization focused on finding a better way every day is the only
    path to building a sustainable competitive advantage.

    • The best leaders are never satisfied with good enough.

    ”If you’re going to win, and keep on winning, you have to recognize
    that change is continuous and is never done.”

    Jack Welch

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 3 of 5

    FIND A BETTER WAY … EVERY DAY

    Building a powerful workforce of smart, talented and engaged people is a never-ending journey. You
    don’t get to sit back (at least not for long) and bask in the glory of what you have done.

    Two of Jack’s most important guiding principles are to find a better way every day and to get every brain
    in the game. We often talk about these in terms of addressing operational challenges, but what does it
    mean for talent development? How should HR leaders leverage these principles to build a stronger
    organization? The answer, we suggest, comes in two parts:

    • The first part is to recognize that, with every improvement in products or processes, there is a
    potential impact on the hiring, retention and development of employees. Are tasks becoming
    more technical or less technical and more automated? What kinds of skillsets and compensation
    models do you need to be focused on developing? You can’t allow your workforce development
    practices to fall behind the changes that are coming.

    • The second part has to do with how talent management is handled in your organization. What’s
    new in best practices? What’s coming down the road? What organizational structures make the
    most sense? Should L&D be part of HR? Should the administrative tasks be separated from the
    talent strategy function? What could be changed to improve the efficiency and effectiveness of
    the HR team and its impact on the organization?

    Improvement is a never-ending pursuit and, if you don't do it first, your advantage is going to be eroded
    by a competitor who does it better, faster or cheaper than you do.

    ONGOING HR INNOVATION

    We remind you of one of our foundational themes, that innovation and agility – like most things that are
    critical in elevating the role of HR – are not solo activities. They just don’t work when only a few people
    do them, and they don’t work by creating a “department of innovation." They have to be built into the
    fabric of the organization, and they have to be talked about constantly.

    “The job of communicating is never done. It’s not an annual or quarterly or even monthly or
    weekly function. A steady stream of communication is the lifeblood of competitive
    advantage.”

    Powerful, P. 29

    As an HR leader, you and your team have a critical role to play in developing this culture. You can work
    with business-unit leaders to help them set up Work-Out sessions to find better ways to get things done.
    You can work with Finance departments to find better ways to reward people who deliver cost saving and
    revenue increasing wins. You can help other leaders improve their communication skills. You can help
    all managers and leaders deliver more effective performance feedback and talent development to their
    teams.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 4 of 5

    THE ROAD AHEAD FOR HR

    Just as the CEO must predict where things are going over the long term, so too must the CHRO. If talent
    development is going to be a strategic driver of the organization’s success, it has to be looking far ahead
    of what’s unfolding today – probably 5 to 10 years down the road.

    We began the course by addressing the concern that HR has become an “order taker”. We are only
    going to change that if we continue to be the eyes and ears of the organization in looking ahead at talent
    development trends and demographic shifts, and, as Conaty and Charan advocate, if we can build a
    learning organization by “Turning leaders into teachers.” (The Talent Masters, P.280)

    There will always be things we can’t foresee with 100% certainty. We can’t know exactly where our
    competitors will be or what every latest trend will be over the next decade. Depending on our industry,
    some of these can be highly volatile. But we have to be looking ahead.

    For HR to earn and retain a seat at the table, you must:

    • Work hard to build a culture that isn’t afraid of change
    • Keep up with your education and professional network and your reading
    • Partner with colleges and universities to develop programs to prepare the workforce of the future
    • Create incentives within your organization for people to develop new skills
    • Be realistic about what sorts of retention numbers are right for your organization
    • Stay involved with Society for Human Resource Management (SHRM) and other professional

    associations
    • Look for new ideas and best practices everywhere

    Whether employees stay with your organization for decades or only a couple of years, you have an
    opportunity and a responsibility to make a lasting difference. We close with some great advice from Patty
    McCord:

    “The single best way in which companies can ensure that people who leave are able to find great
    opportunities elsewhere is to make the company one that is known to be intensely driven to hire
    top talent.”

    Powerful, P. 93

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Discuss the importance of continuous improvement in building a winning organization

    Change is never done. The surest way to become obsolete is to dwell in the glow of past glory.
    The competitive landscape is constantly evolving, and the team with the best players is the one
    that is going to win. Getting those best players is not just about hiring raw talent, it is about what
    you do with that talent to develop and deploy it to the best possible end.

    • Identify ways to promote a culture of HR innovation in your organization

    If HR innovation is only coming from the HR department, then you are missing out on all the great
    ideas from brilliant people around you. Talent development is everyone’s responsibility. HR has
    a special role to play in this, but it is not a solo performance. Real change only takes place when
    the culture is changed. When everyone gets it and wants to be a part of continuous innovation.
    What can you do? Host brainstorming sessions. Share ideas. Make finding a better way every
    day a value that gets promoted, assessed and rewarded.

    • Predict trends impacting HR leadership and talent development over the next 5 to 10 years

    CEOs are expected to be visionaries. They must be able to look far out at the horizon and create
    a vision of the future. Then they need to be able to mobilize the forces required to bring that
    vision to life. HR leaders need to have those same skills. There are all sorts of smart people
    writing about what’s coming. Some of these will be HR people, but many of them won’t. They
    will be economists, futurists, business leaders, political leaders. Some will get it right. Many will
    get it wrong. But you have to stay on top of what’s happening in the world. Not only for your own
    career, but to bring new ideas to your fellow leaders and the CEO. Keep the discussion going.
    Don’t get blindsided. Be someone who is seen as a thinker and as a doer.

    **Week10552Discussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week10552discussion-jpeg)

    **Scorecard.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/scorecard-jpeg)

    **PWC_Workforce-of-the-Future.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/pwc-workforce-of-the-future-pdf)

    **PWC_Workforce-of-the-Future.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/pwc-workforce-of-the-future-pdf)

    **## JWI_522_W10_Lecture_1192.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 1 of 5

    JWI 522
    Strategic Partnering with the C-Suite

    Week Ten Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 2 of 5

    THE ROAD AHEAD: STRENGTHENING THE PARTNERSHIP

    What It Means

    Earning a seat at the table is not a "one and done" undertaking. HR leaders must continuously
    develop themselves and their partnership with business unit leaders in ways that add value to
    keep the company competitive.

    Why It Matters

    • Because whatever has happened over the last ten years to shape your industry and your
    profession is unlikely to be the same as what happens over the next ten years.

    • Creating a learning organization focused on finding a better way every day is the only
    path to building a sustainable competitive advantage.

    • The best leaders are never satisfied with good enough.

    ”If you’re going to win, and keep on winning, you have to recognize
    that change is continuous and is never done.”

    Jack Welch

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 3 of 5

    FIND A BETTER WAY … EVERY DAY

    Building a powerful workforce of smart, talented and engaged people is a never-ending journey. You
    don’t get to sit back (at least not for long) and bask in the glory of what you have done.

    Two of Jack’s most important guiding principles are to find a better way every day and to get every brain
    in the game. We often talk about these in terms of addressing operational challenges, but what does it
    mean for talent development? How should HR leaders leverage these principles to build a stronger
    organization? The answer, we suggest, comes in two parts:

    • The first part is to recognize that, with every improvement in products or processes, there is a
    potential impact on the hiring, retention and development of employees. Are tasks becoming
    more technical or less technical and more automated? What kinds of skillsets and compensation
    models do you need to be focused on developing? You can’t allow your workforce development
    practices to fall behind the changes that are coming.

    • The second part has to do with how talent management is handled in your organization. What’s
    new in best practices? What’s coming down the road? What organizational structures make the
    most sense? Should L&D be part of HR? Should the administrative tasks be separated from the
    talent strategy function? What could be changed to improve the efficiency and effectiveness of
    the HR team and its impact on the organization?

    Improvement is a never-ending pursuit and, if you don't do it first, your advantage is going to be eroded
    by a competitor who does it better, faster or cheaper than you do.

    ONGOING HR INNOVATION

    We remind you of one of our foundational themes, that innovation and agility – like most things that are
    critical in elevating the role of HR – are not solo activities. They just don’t work when only a few people
    do them, and they don’t work by creating a “department of innovation." They have to be built into the
    fabric of the organization, and they have to be talked about constantly.

    “The job of communicating is never done. It’s not an annual or quarterly or even monthly or
    weekly function. A steady stream of communication is the lifeblood of competitive
    advantage.”

    Powerful, P. 29

    As an HR leader, you and your team have a critical role to play in developing this culture. You can work
    with business-unit leaders to help them set up Work-Out sessions to find better ways to get things done.
    You can work with Finance departments to find better ways to reward people who deliver cost saving and
    revenue increasing wins. You can help other leaders improve their communication skills. You can help
    all managers and leaders deliver more effective performance feedback and talent development to their
    teams.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 4 of 5

    THE ROAD AHEAD FOR HR

    Just as the CEO must predict where things are going over the long term, so too must the CHRO. If talent
    development is going to be a strategic driver of the organization’s success, it has to be looking far ahead
    of what’s unfolding today – probably 5 to 10 years down the road.

    We began the course by addressing the concern that HR has become an “order taker”. We are only
    going to change that if we continue to be the eyes and ears of the organization in looking ahead at talent
    development trends and demographic shifts, and, as Conaty and Charan advocate, if we can build a
    learning organization by “Turning leaders into teachers.” (The Talent Masters, P.280)

    There will always be things we can’t foresee with 100% certainty. We can’t know exactly where our
    competitors will be or what every latest trend will be over the next decade. Depending on our industry,
    some of these can be highly volatile. But we have to be looking ahead.

    For HR to earn and retain a seat at the table, you must:

    • Work hard to build a culture that isn’t afraid of change
    • Keep up with your education and professional network and your reading
    • Partner with colleges and universities to develop programs to prepare the workforce of the future
    • Create incentives within your organization for people to develop new skills
    • Be realistic about what sorts of retention numbers are right for your organization
    • Stay involved with Society for Human Resource Management (SHRM) and other professional

    associations
    • Look for new ideas and best practices everywhere

    Whether employees stay with your organization for decades or only a couple of years, you have an
    opportunity and a responsibility to make a lasting difference. We close with some great advice from Patty
    McCord:

    “The single best way in which companies can ensure that people who leave are able to find great
    opportunities elsewhere is to make the company one that is known to be intensely driven to hire
    top talent.”

    Powerful, P. 93

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Discuss the importance of continuous improvement in building a winning organization

    Change is never done. The surest way to become obsolete is to dwell in the glow of past glory.
    The competitive landscape is constantly evolving, and the team with the best players is the one
    that is going to win. Getting those best players is not just about hiring raw talent, it is about what
    you do with that talent to develop and deploy it to the best possible end.

    • Identify ways to promote a culture of HR innovation in your organization

    If HR innovation is only coming from the HR department, then you are missing out on all the great
    ideas from brilliant people around you. Talent development is everyone’s responsibility. HR has
    a special role to play in this, but it is not a solo performance. Real change only takes place when
    the culture is changed. When everyone gets it and wants to be a part of continuous innovation.
    What can you do? Host brainstorming sessions. Share ideas. Make finding a better way every
    day a value that gets promoted, assessed and rewarded.

    • Predict trends impacting HR leadership and talent development over the next 5 to 10 years

    CEOs are expected to be visionaries. They must be able to look far out at the horizon and create
    a vision of the future. Then they need to be able to mobilize the forces required to bring that
    vision to life. HR leaders need to have those same skills. There are all sorts of smart people
    writing about what’s coming. Some of these will be HR people, but many of them won’t. They
    will be economists, futurists, business leaders, political leaders. Some will get it right. Many will
    get it wrong. But you have to stay on top of what’s happening in the world. Not only for your own
    career, but to bring new ideas to your fellow leaders and the CEO. Keep the discussion going.
    Don’t get blindsided. Be someone who is seen as a thinker and as a doer.

    **Week10552Discussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week10552discussion-jpeg)

    **Scorecard.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/scorecard-jpeg)

    **PWC_Workforce-of-the-Future.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/pwc-workforce-of-the-future-pdf)

    **## JWI_522_W10_Lecture_1192.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 1 of 5

    JWI 522
    Strategic Partnering with the C-Suite

    Week Ten Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 2 of 5

    THE ROAD AHEAD: STRENGTHENING THE PARTNERSHIP

    What It Means

    Earning a seat at the table is not a "one and done" undertaking. HR leaders must continuously
    develop themselves and their partnership with business unit leaders in ways that add value to
    keep the company competitive.

    Why It Matters

    • Because whatever has happened over the last ten years to shape your industry and your
    profession is unlikely to be the same as what happens over the next ten years.

    • Creating a learning organization focused on finding a better way every day is the only
    path to building a sustainable competitive advantage.

    • The best leaders are never satisfied with good enough.

    ”If you’re going to win, and keep on winning, you have to recognize
    that change is continuous and is never done.”

    Jack Welch

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 3 of 5

    FIND A BETTER WAY … EVERY DAY

    Building a powerful workforce of smart, talented and engaged people is a never-ending journey. You
    don’t get to sit back (at least not for long) and bask in the glory of what you have done.

    Two of Jack’s most important guiding principles are to find a better way every day and to get every brain
    in the game. We often talk about these in terms of addressing operational challenges, but what does it
    mean for talent development? How should HR leaders leverage these principles to build a stronger
    organization? The answer, we suggest, comes in two parts:

    • The first part is to recognize that, with every improvement in products or processes, there is a
    potential impact on the hiring, retention and development of employees. Are tasks becoming
    more technical or less technical and more automated? What kinds of skillsets and compensation
    models do you need to be focused on developing? You can’t allow your workforce development
    practices to fall behind the changes that are coming.

    • The second part has to do with how talent management is handled in your organization. What’s
    new in best practices? What’s coming down the road? What organizational structures make the
    most sense? Should L&D be part of HR? Should the administrative tasks be separated from the
    talent strategy function? What could be changed to improve the efficiency and effectiveness of
    the HR team and its impact on the organization?

    Improvement is a never-ending pursuit and, if you don't do it first, your advantage is going to be eroded
    by a competitor who does it better, faster or cheaper than you do.

    ONGOING HR INNOVATION

    We remind you of one of our foundational themes, that innovation and agility – like most things that are
    critical in elevating the role of HR – are not solo activities. They just don’t work when only a few people
    do them, and they don’t work by creating a “department of innovation." They have to be built into the
    fabric of the organization, and they have to be talked about constantly.

    “The job of communicating is never done. It’s not an annual or quarterly or even monthly or
    weekly function. A steady stream of communication is the lifeblood of competitive
    advantage.”

    Powerful, P. 29

    As an HR leader, you and your team have a critical role to play in developing this culture. You can work
    with business-unit leaders to help them set up Work-Out sessions to find better ways to get things done.
    You can work with Finance departments to find better ways to reward people who deliver cost saving and
    revenue increasing wins. You can help other leaders improve their communication skills. You can help
    all managers and leaders deliver more effective performance feedback and talent development to their
    teams.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 4 of 5

    THE ROAD AHEAD FOR HR

    Just as the CEO must predict where things are going over the long term, so too must the CHRO. If talent
    development is going to be a strategic driver of the organization’s success, it has to be looking far ahead
    of what’s unfolding today – probably 5 to 10 years down the road.

    We began the course by addressing the concern that HR has become an “order taker”. We are only
    going to change that if we continue to be the eyes and ears of the organization in looking ahead at talent
    development trends and demographic shifts, and, as Conaty and Charan advocate, if we can build a
    learning organization by “Turning leaders into teachers.” (The Talent Masters, P.280)

    There will always be things we can’t foresee with 100% certainty. We can’t know exactly where our
    competitors will be or what every latest trend will be over the next decade. Depending on our industry,
    some of these can be highly volatile. But we have to be looking ahead.

    For HR to earn and retain a seat at the table, you must:

    • Work hard to build a culture that isn’t afraid of change
    • Keep up with your education and professional network and your reading
    • Partner with colleges and universities to develop programs to prepare the workforce of the future
    • Create incentives within your organization for people to develop new skills
    • Be realistic about what sorts of retention numbers are right for your organization
    • Stay involved with Society for Human Resource Management (SHRM) and other professional

    associations
    • Look for new ideas and best practices everywhere

    Whether employees stay with your organization for decades or only a couple of years, you have an
    opportunity and a responsibility to make a lasting difference. We close with some great advice from Patty
    McCord:

    “The single best way in which companies can ensure that people who leave are able to find great
    opportunities elsewhere is to make the company one that is known to be intensely driven to hire
    top talent.”

    Powerful, P. 93

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 522 (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Discuss the importance of continuous improvement in building a winning organization

    Change is never done. The surest way to become obsolete is to dwell in the glow of past glory.
    The competitive landscape is constantly evolving, and the team with the best players is the one
    that is going to win. Getting those best players is not just about hiring raw talent, it is about what
    you do with that talent to develop and deploy it to the best possible end.

    • Identify ways to promote a culture of HR innovation in your organization

    If HR innovation is only coming from the HR department, then you are missing out on all the great
    ideas from brilliant people around you. Talent development is everyone’s responsibility. HR has
    a special role to play in this, but it is not a solo performance. Real change only takes place when
    the culture is changed. When everyone gets it and wants to be a part of continuous innovation.
    What can you do? Host brainstorming sessions. Share ideas. Make finding a better way every
    day a value that gets promoted, assessed and rewarded.

    • Predict trends impacting HR leadership and talent development over the next 5 to 10 years

    CEOs are expected to be visionaries. They must be able to look far out at the horizon and create
    a vision of the future. Then they need to be able to mobilize the forces required to bring that
    vision to life. HR leaders need to have those same skills. There are all sorts of smart people
    writing about what’s coming. Some of these will be HR people, but many of them won’t. They
    will be economists, futurists, business leaders, political leaders. Some will get it right. Many will
    get it wrong. But you have to stay on top of what’s happening in the world. Not only for your own
    career, but to bring new ideas to your fellow leaders and the CEO. Keep the discussion going.
    Don’t get blindsided. Be someone who is seen as a thinker and as a doer.

    **Week10552Discussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week10552discussion-jpeg)

    **Scorecard.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/scorecard-jpeg)

    **PWC_Workforce-of-the-Future.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/pwc-workforce-of-the-future-pdf)

    – 1
    – 2
    – 3
    – 4

  • [Solved] 601 mod 3 responses

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering 601 mod 3 responses.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] 504 mod 3 responses

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering 504 mod 3 responses.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] Criminal Case Study

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    800 word assignment on a criminal

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    800 word assignment on a criminal

  • [Solved] M PR

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    \ 20250911_011552.jpg](https://www.sweetstudy.com/files/20250911-011552-jpg "20250911_011552.jpg") \ 20250911_012614.jpg](https://www.sweetstudy.com/files/20250911-012614-jpg "20250911_012614.jpg") \ 20250911_012807.jpg](https://www.sweetstudy.com/files/20250911-012807-jpg "20250911_012807.jpg…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    \
    20250911_011552.jpg](https://www.sweetstudy.com/files/20250911-011552-jpg "20250911_011552.jpg")
    \
    20250911_012614.jpg](https://www.sweetstudy.com/files/20250911-012614-jpg "20250911_012614.jpg")
    \
    20250911_012807.jpg](https://www.sweetstudy.com/files/20250911-012807-jpg "20250911_012807.jpg")
    \
    20250911_013352.jpg](https://www.sweetstudy.com/files/20250911-013352-jpg "20250911_013352.jpg")
    \
    20250911_013158.jpg](https://www.sweetstudy.com/files/20250911-013158-jpg "20250911_013158.jpg")

  • [Solved] Growth and Development Analysis P

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    \ GrowthandDevelopmentAnalysisPaper.png](https://www.sweetstudy.com/files/growthanddevelopmentanalysispaper-png "GrowthandDevelopmentAnalysisPaper.png")

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    \
    GrowthandDevelopmentAnalysisPaper.png](https://www.sweetstudy.com/files/growthanddevelopmentanalysispaper-png "GrowthandDevelopmentAnalysisPaper.png")

  • [Solved] Developing Categories for the Literature Review

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## DevelopingCategoriesfortheLiteratureReview.docx – ## CriticalAnnotatedBibliography12.docx **## DevelopingCategoriesfortheLiteratureReview.docx** 2 In this discussion topic, we will explore some resources that are designed to help students understand the concept of a _literature review_. Please …

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    – ## DevelopingCategoriesfortheLiteratureReview.docx

    – ## CriticalAnnotatedBibliography12.docx

    **## DevelopingCategoriesfortheLiteratureReview.docx**

    2

    In this discussion topic, we will explore some resources that are designed to help students understand the concept of a
    _literature review_. Please browse these resources and then complete the discussion post below.

    · the article by Debora F.B. Leite, Maria Auxiliadora Soares Padilha, Jose G. Cecatti, "Approaching Literature Review for Academic Purposes: The Literature Review Checklist." Please use this
    [pdf version](https://learn.umgc.edu/content/enforced/633182-003683-01-2222-OL3-7360/approachingliteraturereviewsacademicweek51-s2.0-S1807593222007438-main.pdf?_&d2lSessionVal=36PUA1Nj7axqXseSn0QtaHgUX).

    · the tutorial from The University of North Carolina on writing literature reviews.  You can find this link in Content/Learning Resources for this week.

    Task:

    After reviewing the material on writing the Literature Review posted above, please return to your annotated bibliography, or your last assignment, and begin developing "categories" to help you to organize your sources. For the literature review, you will want to collect your sources into themes, or categories. There are many ways to develop categories–thematic, schools of thought, major authors, or chronological.

    **Example:** Say that my topic was on
    _women and humor_ and I wanted to develop thematic categories for my literature review. I would gather current sources from authors researching on many aspects of the topic. However, as I read them over, I might discover that several of them discuss what women's humor consists of, while others might talk about the difference between men's humor and women's humor, and still others might discuss the history of women's humor. So, I would divide them up into categories:
    _defining women's humor_,
    _men's humor versus women's humor_, and
    _the history of women's humor_.

    Post one category based on
    _your topic_ below and list at least three sources that might fill that category. Remember that some sources may fall into more than one category. Please feel free to post questions or concerns because your instructor wants to help you. Please respond generously to at least two of your classmates.

    **## CriticalAnnotatedBibliography12.docx**

    4

    **Critical Annotated Bibliography**

    Student

    Institution

    Course

    Tutor

    Date

    **Stress Management and the Clinical Interventions in Psychology**

    Boucher, E., Ward, H., Miles, C., Henry, R. D., & Stoeckl, S. E. (2024). Effects of a digital mental health intervention on perceived stress and rumination in adolescents aged 13 to 17: A randomized controlled trial (Preprint).
    _JMIR. Journal of Medical Internet Research/Journal of Medical Internet Research_,
    _26_. https://doi.org/10.2196/54282

    This study sought to evaluate the efficacy of an online mental health intervention, Happify for Teens, for stress management and reducing rumination among adolescents. The intervention showed a significant reduction in perceived stress and rumination in the treatment group compared to the waitlist group over 12 weeks. The program, which is based on CBT, mindfulness, and positive psychology, was well-received and suggests that digital interventions could be a convenient and scalable mental health solution for adolescents. Despite these positive results, the study indicates that it is still unclear how the program impacts long-term mental health and that further investigation is warranted. The intervention's digital characteristics constitute one avenue by which adolescent mental health services could be expanded. This article largely contains my research. It offers insights into how digital tools can intervene in transdiagnostic risk factors, such as stress and rumination, which are key areas in clinical psychology for adolescent mental health outcomes.

    Cuijpers, P., Pineda, B. S., Quero, S., Karyotaki, E., Struijs, S. Y., Figueroa, C. A., … & Muñoz, R. F. (2021). Psychological interventions to prevent the onset of depressive disorders: a meta-analysis of randomized controlled trials.
    _Clinical Psychology Review_, 83. https://doi.org/10.1016/j.cpr.2020.101955

    The current meta-analytic study explores the effectiveness of psychological intervention in the onset of depressive disorders, offering analyses for persons with no diagnosis of depression at baseline. The synthesis was drawn from 50 random controlled trials which in total draw over 14,000 subjects. The study inferred that psychological preventive interventions, indicated chiefly cognitive-behavioral therapy, would prevent 19% of the development of depression. As such, psychological interventions appear to be useful in preventing disorders such as depression, especially in well-defined risk groups such as persons with a family history of depression or persons currently putting a lot of stress on themselves. The study presumes these interventions as being effective for short-term prevention, whereas their long-term effect is yet to be established. While the study is quite large and employs good methodology, they note the effect might differ, based on the patient’s initial risk and the intervention provided. The article will hold great importance in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression, in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression and will provide feedback into the future practice of clinicians in mental health prevention.

    Duagi, D., Carter, B., Farrelly, M., Lisk, S., Shearer, J., Byford, S., James, K., & Brown, J. (2024). Long-term effects of psychosocial interventions for adolescents on depression and anxiety: a systematic review and meta-analysis.
    _EClinicalMedicine_,
    _68_. https://doi.org/10.1016/j.eclinm.2023.102382

    The systematic review and meta-analysis aim to investigate how psychosocial interventions influence the long-term management of adolescent depression and anxiety. A sum of 57 studies with a combined sample size of 46,678 was introduced into the analysis. According to the findings, psychosocial interventions generated slight but sustained decreases in depressive symptoms up to two years after follow-up. The changes in anxiety symptoms were negligible, however. The study emphasized that interventions with more potent effects were provided by trained mental health professionals, particularly when the intervention was targeted. While presenting promising prevention effects for adolescent depression, this study also emphasized the need to improve access to such services, primarily through schools. This study is of immense importance given its broad scope: both universal and targeted interventions, which thus provide a panoramic perspective on how adolescent mental health may be affected by different approaches. However, due to the nonsignificant findings for anxiety, its implementations for handling broader adolescent mental health problems are limited. The article will shed light on incorporating psychosocial interventions into mental health prevention strategies for children and adolescents in clinical and school-based domains.

    Fazia, T., Bubbico, F., Nova, A., Chiara Buizza, Cela, H., Iozzi, D., Beril Calgan, Maggi, F., Floris, V., Sutti, I., Bruno, S., Ghilardi, A., & Bernardinelli, L. (2023). Improving stress management, anxiety, and mental well-being in medical students through an online Mindfulness-Based Intervention: a randomized study.
    _Scientific Reports_,
    _13_(1). https://doi.org/10.1038/s41598-023-35483-z

    This randomized trial examines the efficacy of an online Mindfulness-Based Intervention to reduce stress and anxiety among medical students. The intervention combined mindfulness exercises, yoga, and dietary advice. There were significant improvements in mental well-being, emotional regulation, and stress management in the intervention group compared to the control subjects. The results thus suggest that interventions to develop mindfulness skills in individuals, mainly through an online user-friendly program, can effectively reduce stress and build emotional resilience in high-stress academic settings like medical school. The study fills a gap in the literature by studying issues unique to medical students, among whom high stress levels are nearly constant. While the research was intense in its well-defined methods and meaningful results, its limitations were the relatively short follow-up period and bias in the self-reported measurement sources. This study is germane to research in clinical psychology, especially in stressing online-based interventions as accessible means for managing stress and emotional well-being among students and practitioners in high-pressure environments.

    Rogerson, O., Wilding, S., Prudenzi, A., & O’Connor, D. B. (2023). Effectiveness of stress management interventions to change cortisol levels: a systematic review and meta-analysis.
    _Psychoneuroendocrinology_,
    _159_(159).
    [https://doi.org/10.1016/j.psyneuen.2023.106415](https://doi.org/10.1016/j.psyneuen.2023.106415)

    The authors conducted a systematic review and meta-analysis of psychological interventions on salivary cortisol (primary stress hormone) by considering 58 trials and 3,508 participants. Mindfulness and relaxation exercises showed a medium positive effect size favoring a decrease in cortisol, with mind-body and talking therapies showing a lesser effect. The interventions with active control groups showed larger effects than those with passive controls as well. As previously mentioned, mindfulness, most notably psychological interventions, helps reduce the physiological stress response, which further emphasizes the data's role in cortisol as a biological marker of stress. The authors noted the citations of the article might reflect the impact of methodological differences in non-pharmaceutical forms of cortisol measurement due to differences in the sample types (blood, saliva, hair, etc.). This article is pertinent to my purview on stress management in clinical environments as it aids in understanding the physiological grounding through which certain interventions deliver their impact. Therefore, how cortisol is regulated will be critical to understanding evidence-based clinical psychology approaches to managing stress

    **## CriticalAnnotatedBibliography12.docx**

    4

    **Critical Annotated Bibliography**

    Student

    Institution

    Course

    Tutor

    Date

    **Stress Management and the Clinical Interventions in Psychology**

    Boucher, E., Ward, H., Miles, C., Henry, R. D., & Stoeckl, S. E. (2024). Effects of a digital mental health intervention on perceived stress and rumination in adolescents aged 13 to 17: A randomized controlled trial (Preprint).
    _JMIR. Journal of Medical Internet Research/Journal of Medical Internet Research_,
    _26_. https://doi.org/10.2196/54282

    This study sought to evaluate the efficacy of an online mental health intervention, Happify for Teens, for stress management and reducing rumination among adolescents. The intervention showed a significant reduction in perceived stress and rumination in the treatment group compared to the waitlist group over 12 weeks. The program, which is based on CBT, mindfulness, and positive psychology, was well-received and suggests that digital interventions could be a convenient and scalable mental health solution for adolescents. Despite these positive results, the study indicates that it is still unclear how the program impacts long-term mental health and that further investigation is warranted. The intervention's digital characteristics constitute one avenue by which adolescent mental health services could be expanded. This article largely contains my research. It offers insights into how digital tools can intervene in transdiagnostic risk factors, such as stress and rumination, which are key areas in clinical psychology for adolescent mental health outcomes.

    Cuijpers, P., Pineda, B. S., Quero, S., Karyotaki, E., Struijs, S. Y., Figueroa, C. A., … & Muñoz, R. F. (2021). Psychological interventions to prevent the onset of depressive disorders: a meta-analysis of randomized controlled trials.
    _Clinical Psychology Review_, 83. https://doi.org/10.1016/j.cpr.2020.101955

    The current meta-analytic study explores the effectiveness of psychological intervention in the onset of depressive disorders, offering analyses for persons with no diagnosis of depression at baseline. The synthesis was drawn from 50 random controlled trials which in total draw over 14,000 subjects. The study inferred that psychological preventive interventions, indicated chiefly cognitive-behavioral therapy, would prevent 19% of the development of depression. As such, psychological interventions appear to be useful in preventing disorders such as depression, especially in well-defined risk groups such as persons with a family history of depression or persons currently putting a lot of stress on themselves. The study presumes these interventions as being effective for short-term prevention, whereas their long-term effect is yet to be established. While the study is quite large and employs good methodology, they note the effect might differ, based on the patient’s initial risk and the intervention provided. The article will hold great importance in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression, in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression and will provide feedback into the future practice of clinicians in mental health prevention.

    Duagi, D., Carter, B., Farrelly, M., Lisk, S., Shearer, J., Byford, S., James, K., & Brown, J. (2024). Long-term effects of psychosocial interventions for adolescents on depression and anxiety: a systematic review and meta-analysis.
    _EClinicalMedicine_,
    _68_. https://doi.org/10.1016/j.eclinm.2023.102382

    The systematic review and meta-analysis aim to investigate how psychosocial interventions influence the long-term management of adolescent depression and anxiety. A sum of 57 studies with a combined sample size of 46,678 was introduced into the analysis. According to the findings, psychosocial interventions generated slight but sustained decreases in depressive symptoms up to two years after follow-up. The changes in anxiety symptoms were negligible, however. The study emphasized that interventions with more potent effects were provided by trained mental health professionals, particularly when the intervention was targeted. While presenting promising prevention effects for adolescent depression, this study also emphasized the need to improve access to such services, primarily through schools. This study is of immense importance given its broad scope: both universal and targeted interventions, which thus provide a panoramic perspective on how adolescent mental health may be affected by different approaches. However, due to the nonsignificant findings for anxiety, its implementations for handling broader adolescent mental health problems are limited. The article will shed light on incorporating psychosocial interventions into mental health prevention strategies for children and adolescents in clinical and school-based domains.

    Fazia, T., Bubbico, F., Nova, A., Chiara Buizza, Cela, H., Iozzi, D., Beril Calgan, Maggi, F., Floris, V., Sutti, I., Bruno, S., Ghilardi, A., & Bernardinelli, L. (2023). Improving stress management, anxiety, and mental well-being in medical students through an online Mindfulness-Based Intervention: a randomized study.
    _Scientific Reports_,
    _13_(1). https://doi.org/10.1038/s41598-023-35483-z

    This randomized trial examines the efficacy of an online Mindfulness-Based Intervention to reduce stress and anxiety among medical students. The intervention combined mindfulness exercises, yoga, and dietary advice. There were significant improvements in mental well-being, emotional regulation, and stress management in the intervention group compared to the control subjects. The results thus suggest that interventions to develop mindfulness skills in individuals, mainly through an online user-friendly program, can effectively reduce stress and build emotional resilience in high-stress academic settings like medical school. The study fills a gap in the literature by studying issues unique to medical students, among whom high stress levels are nearly constant. While the research was intense in its well-defined methods and meaningful results, its limitations were the relatively short follow-up period and bias in the self-reported measurement sources. This study is germane to research in clinical psychology, especially in stressing online-based interventions as accessible means for managing stress and emotional well-being among students and practitioners in high-pressure environments.

    Rogerson, O., Wilding, S., Prudenzi, A., & O’Connor, D. B. (2023). Effectiveness of stress management interventions to change cortisol levels: a systematic review and meta-analysis.
    _Psychoneuroendocrinology_,
    _159_(159).
    [https://doi.org/10.1016/j.psyneuen.2023.106415](https://doi.org/10.1016/j.psyneuen.2023.106415)

    The authors conducted a systematic review and meta-analysis of psychological interventions on salivary cortisol (primary stress hormone) by considering 58 trials and 3,508 participants. Mindfulness and relaxation exercises showed a medium positive effect size favoring a decrease in cortisol, with mind-body and talking therapies showing a lesser effect. The interventions with active control groups showed larger effects than those with passive controls as well. As previously mentioned, mindfulness, most notably psychological interventions, helps reduce the physiological stress response, which further emphasizes the data's role in cortisol as a biological marker of stress. The authors noted the citations of the article might reflect the impact of methodological differences in non-pharmaceutical forms of cortisol measurement due to differences in the sample types (blood, saliva, hair, etc.). This article is pertinent to my purview on stress management in clinical environments as it aids in understanding the physiological grounding through which certain interventions deliver their impact. Therefore, how cortisol is regulated will be critical to understanding evidence-based clinical psychology approaches to managing stress

    **## DevelopingCategoriesfortheLiteratureReview.docx**

    2

    In this discussion topic, we will explore some resources that are designed to help students understand the concept of a
    _literature review_. Please browse these resources and then complete the discussion post below.

    · the article by Debora F.B. Leite, Maria Auxiliadora Soares Padilha, Jose G. Cecatti, "Approaching Literature Review for Academic Purposes: The Literature Review Checklist." Please use this
    [pdf version](https://learn.umgc.edu/content/enforced/633182-003683-01-2222-OL3-7360/approachingliteraturereviewsacademicweek51-s2.0-S1807593222007438-main.pdf?_&d2lSessionVal=36PUA1Nj7axqXseSn0QtaHgUX).

    · the tutorial from The University of North Carolina on writing literature reviews.  You can find this link in Content/Learning Resources for this week.

    Task:

    After reviewing the material on writing the Literature Review posted above, please return to your annotated bibliography, or your last assignment, and begin developing "categories" to help you to organize your sources. For the literature review, you will want to collect your sources into themes, or categories. There are many ways to develop categories–thematic, schools of thought, major authors, or chronological.

    **Example:** Say that my topic was on
    _women and humor_ and I wanted to develop thematic categories for my literature review. I would gather current sources from authors researching on many aspects of the topic. However, as I read them over, I might discover that several of them discuss what women's humor consists of, while others might talk about the difference between men's humor and women's humor, and still others might discuss the history of women's humor. So, I would divide them up into categories:
    _defining women's humor_,
    _men's humor versus women's humor_, and
    _the history of women's humor_.

    Post one category based on
    _your topic_ below and list at least three sources that might fill that category. Remember that some sources may fall into more than one category. Please feel free to post questions or concerns because your instructor wants to help you. Please respond generously to at least two of your classmates.

    **## CriticalAnnotatedBibliography12.docx**

    4

    **Critical Annotated Bibliography**

    Student

    Institution

    Course

    Tutor

    Date

    **Stress Management and the Clinical Interventions in Psychology**

    Boucher, E., Ward, H., Miles, C., Henry, R. D., & Stoeckl, S. E. (2024). Effects of a digital mental health intervention on perceived stress and rumination in adolescents aged 13 to 17: A randomized controlled trial (Preprint).
    _JMIR. Journal of Medical Internet Research/Journal of Medical Internet Research_,
    _26_. https://doi.org/10.2196/54282

    This study sought to evaluate the efficacy of an online mental health intervention, Happify for Teens, for stress management and reducing rumination among adolescents. The intervention showed a significant reduction in perceived stress and rumination in the treatment group compared to the waitlist group over 12 weeks. The program, which is based on CBT, mindfulness, and positive psychology, was well-received and suggests that digital interventions could be a convenient and scalable mental health solution for adolescents. Despite these positive results, the study indicates that it is still unclear how the program impacts long-term mental health and that further investigation is warranted. The intervention's digital characteristics constitute one avenue by which adolescent mental health services could be expanded. This article largely contains my research. It offers insights into how digital tools can intervene in transdiagnostic risk factors, such as stress and rumination, which are key areas in clinical psychology for adolescent mental health outcomes.

    Cuijpers, P., Pineda, B. S., Quero, S., Karyotaki, E., Struijs, S. Y., Figueroa, C. A., … & Muñoz, R. F. (2021). Psychological interventions to prevent the onset of depressive disorders: a meta-analysis of randomized controlled trials.
    _Clinical Psychology Review_, 83. https://doi.org/10.1016/j.cpr.2020.101955

    The current meta-analytic study explores the effectiveness of psychological intervention in the onset of depressive disorders, offering analyses for persons with no diagnosis of depression at baseline. The synthesis was drawn from 50 random controlled trials which in total draw over 14,000 subjects. The study inferred that psychological preventive interventions, indicated chiefly cognitive-behavioral therapy, would prevent 19% of the development of depression. As such, psychological interventions appear to be useful in preventing disorders such as depression, especially in well-defined risk groups such as persons with a family history of depression or persons currently putting a lot of stress on themselves. The study presumes these interventions as being effective for short-term prevention, whereas their long-term effect is yet to be established. While the study is quite large and employs good methodology, they note the effect might differ, based on the patient’s initial risk and the intervention provided. The article will hold great importance in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression, in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression and will provide feedback into the future practice of clinicians in mental health prevention.

    Duagi, D., Carter, B., Farrelly, M., Lisk, S., Shearer, J., Byford, S., James, K., & Brown, J. (2024). Long-term effects of psychosocial interventions for adolescents on depression and anxiety: a systematic review and meta-analysis.
    _EClinicalMedicine_,
    _68_. https://doi.org/10.1016/j.eclinm.2023.102382

    The systematic review and meta-analysis aim to investigate how psychosocial interventions influence the long-term management of adolescent depression and anxiety. A sum of 57 studies with a combined sample size of 46,678 was introduced into the analysis. According to the findings, psychosocial interventions generated slight but sustained decreases in depressive symptoms up to two years after follow-up. The changes in anxiety symptoms were negligible, however. The study emphasized that interventions with more potent effects were provided by trained mental health professionals, particularly when the intervention was targeted. While presenting promising prevention effects for adolescent depression, this study also emphasized the need to improve access to such services, primarily through schools. This study is of immense importance given its broad scope: both universal and targeted interventions, which thus provide a panoramic perspective on how adolescent mental health may be affected by different approaches. However, due to the nonsignificant findings for anxiety, its implementations for handling broader adolescent mental health problems are limited. The article will shed light on incorporating psychosocial interventions into mental health prevention strategies for children and adolescents in clinical and school-based domains.

    Fazia, T., Bubbico, F., Nova, A., Chiara Buizza, Cela, H., Iozzi, D., Beril Calgan, Maggi, F., Floris, V., Sutti, I., Bruno, S., Ghilardi, A., & Bernardinelli, L. (2023). Improving stress management, anxiety, and mental well-being in medical students through an online Mindfulness-Based Intervention: a randomized study.
    _Scientific Reports_,
    _13_(1). https://doi.org/10.1038/s41598-023-35483-z

    This randomized trial examines the efficacy of an online Mindfulness-Based Intervention to reduce stress and anxiety among medical students. The intervention combined mindfulness exercises, yoga, and dietary advice. There were significant improvements in mental well-being, emotional regulation, and stress management in the intervention group compared to the control subjects. The results thus suggest that interventions to develop mindfulness skills in individuals, mainly through an online user-friendly program, can effectively reduce stress and build emotional resilience in high-stress academic settings like medical school. The study fills a gap in the literature by studying issues unique to medical students, among whom high stress levels are nearly constant. While the research was intense in its well-defined methods and meaningful results, its limitations were the relatively short follow-up period and bias in the self-reported measurement sources. This study is germane to research in clinical psychology, especially in stressing online-based interventions as accessible means for managing stress and emotional well-being among students and practitioners in high-pressure environments.

    Rogerson, O., Wilding, S., Prudenzi, A., & O’Connor, D. B. (2023). Effectiveness of stress management interventions to change cortisol levels: a systematic review and meta-analysis.
    _Psychoneuroendocrinology_,
    _159_(159).
    [https://doi.org/10.1016/j.psyneuen.2023.106415](https://doi.org/10.1016/j.psyneuen.2023.106415)

    The authors conducted a systematic review and meta-analysis of psychological interventions on salivary cortisol (primary stress hormone) by considering 58 trials and 3,508 participants. Mindfulness and relaxation exercises showed a medium positive effect size favoring a decrease in cortisol, with mind-body and talking therapies showing a lesser effect. The interventions with active control groups showed larger effects than those with passive controls as well. As previously mentioned, mindfulness, most notably psychological interventions, helps reduce the physiological stress response, which further emphasizes the data's role in cortisol as a biological marker of stress. The authors noted the citations of the article might reflect the impact of methodological differences in non-pharmaceutical forms of cortisol measurement due to differences in the sample types (blood, saliva, hair, etc.). This article is pertinent to my purview on stress management in clinical environments as it aids in understanding the physiological grounding through which certain interventions deliver their impact. Therefore, how cortisol is regulated will be critical to understanding evidence-based clinical psychology approaches to managing stress

    **## DevelopingCategoriesfortheLiteratureReview.docx**

    2

    In this discussion topic, we will explore some resources that are designed to help students understand the concept of a
    _literature review_. Please browse these resources and then complete the discussion post below.

    · the article by Debora F.B. Leite, Maria Auxiliadora Soares Padilha, Jose G. Cecatti, "Approaching Literature Review for Academic Purposes: The Literature Review Checklist." Please use this
    [pdf version](https://learn.umgc.edu/content/enforced/633182-003683-01-2222-OL3-7360/approachingliteraturereviewsacademicweek51-s2.0-S1807593222007438-main.pdf?_&d2lSessionVal=36PUA1Nj7axqXseSn0QtaHgUX).

    · the tutorial from The University of North Carolina on writing literature reviews.  You can find this link in Content/Learning Resources for this week.

    Task:

    After reviewing the material on writing the Literature Review posted above, please return to your annotated bibliography, or your last assignment, and begin developing "categories" to help you to organize your sources. For the literature review, you will want to collect your sources into themes, or categories. There are many ways to develop categories–thematic, schools of thought, major authors, or chronological.

    **Example:** Say that my topic was on
    _women and humor_ and I wanted to develop thematic categories for my literature review. I would gather current sources from authors researching on many aspects of the topic. However, as I read them over, I might discover that several of them discuss what women's humor consists of, while others might talk about the difference between men's humor and women's humor, and still others might discuss the history of women's humor. So, I would divide them up into categories:
    _defining women's humor_,
    _men's humor versus women's humor_, and
    _the history of women's humor_.

    Post one category based on
    _your topic_ below and list at least three sources that might fill that category. Remember that some sources may fall into more than one category. Please feel free to post questions or concerns because your instructor wants to help you. Please respond generously to at least two of your classmates.

    **## CriticalAnnotatedBibliography12.docx**

    4

    **Critical Annotated Bibliography**

    Student

    Institution

    Course

    Tutor

    Date

    **Stress Management and the Clinical Interventions in Psychology**

    Boucher, E., Ward, H., Miles, C., Henry, R. D., & Stoeckl, S. E. (2024). Effects of a digital mental health intervention on perceived stress and rumination in adolescents aged 13 to 17: A randomized controlled trial (Preprint).
    _JMIR. Journal of Medical Internet Research/Journal of Medical Internet Research_,
    _26_. https://doi.org/10.2196/54282

    This study sought to evaluate the efficacy of an online mental health intervention, Happify for Teens, for stress management and reducing rumination among adolescents. The intervention showed a significant reduction in perceived stress and rumination in the treatment group compared to the waitlist group over 12 weeks. The program, which is based on CBT, mindfulness, and positive psychology, was well-received and suggests that digital interventions could be a convenient and scalable mental health solution for adolescents. Despite these positive results, the study indicates that it is still unclear how the program impacts long-term mental health and that further investigation is warranted. The intervention's digital characteristics constitute one avenue by which adolescent mental health services could be expanded. This article largely contains my research. It offers insights into how digital tools can intervene in transdiagnostic risk factors, such as stress and rumination, which are key areas in clinical psychology for adolescent mental health outcomes.

    Cuijpers, P., Pineda, B. S., Quero, S., Karyotaki, E., Struijs, S. Y., Figueroa, C. A., … & Muñoz, R. F. (2021). Psychological interventions to prevent the onset of depressive disorders: a meta-analysis of randomized controlled trials.
    _Clinical Psychology Review_, 83. https://doi.org/10.1016/j.cpr.2020.101955

    The current meta-analytic study explores the effectiveness of psychological intervention in the onset of depressive disorders, offering analyses for persons with no diagnosis of depression at baseline. The synthesis was drawn from 50 random controlled trials which in total draw over 14,000 subjects. The study inferred that psychological preventive interventions, indicated chiefly cognitive-behavioral therapy, would prevent 19% of the development of depression. As such, psychological interventions appear to be useful in preventing disorders such as depression, especially in well-defined risk groups such as persons with a family history of depression or persons currently putting a lot of stress on themselves. The study presumes these interventions as being effective for short-term prevention, whereas their long-term effect is yet to be established. While the study is quite large and employs good methodology, they note the effect might differ, based on the patient’s initial risk and the intervention provided. The article will hold great importance in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression, in my research into the prevention of mental disorders, especially in parallel with understanding how early intervention reduces the burden of depression and will provide feedback into the future practice of clinicians in mental health prevention.

    Duagi, D., Carter, B., Farrelly, M., Lisk, S., Shearer, J., Byford, S., James, K., & Brown, J. (2024). Long-term effects of psychosocial interventions for adolescents on depression and anxiety: a systematic review and meta-analysis.
    _EClinicalMedicine_,
    _68_. https://doi.org/10.1016/j.eclinm.2023.102382

    The systematic review and meta-analysis aim to investigate how psychosocial interventions influence the long-term management of adolescent depression and anxiety. A sum of 57 studies with a combined sample size of 46,678 was introduced into the analysis. According to the findings, psychosocial interventions generated slight but sustained decreases in depressive symptoms up to two years after follow-up. The changes in anxiety symptoms were negligible, however. The study emphasized that interventions with more potent effects were provided by trained mental health professionals, particularly when the intervention was targeted. While presenting promising prevention effects for adolescent depression, this study also emphasized the need to improve access to such services, primarily through schools. This study is of immense importance given its broad scope: both universal and targeted interventions, which thus provide a panoramic perspective on how adolescent mental health may be affected by different approaches. However, due to the nonsignificant findings for anxiety, its implementations for handling broader adolescent mental health problems are limited. The article will shed light on incorporating psychosocial interventions into mental health prevention strategies for children and adolescents in clinical and school-based domains.

    Fazia, T., Bubbico, F., Nova, A., Chiara Buizza, Cela, H., Iozzi, D., Beril Calgan, Maggi, F., Floris, V., Sutti, I., Bruno, S., Ghilardi, A., & Bernardinelli, L. (2023). Improving stress management, anxiety, and mental well-being in medical students through an online Mindfulness-Based Intervention: a randomized study.
    _Scientific Reports_,
    _13_(1). https://doi.org/10.1038/s41598-023-35483-z

    This randomized trial examines the efficacy of an online Mindfulness-Based Intervention to reduce stress and anxiety among medical students. The intervention combined mindfulness exercises, yoga, and dietary advice. There were significant improvements in mental well-being, emotional regulation, and stress management in the intervention group compared to the control subjects. The results thus suggest that interventions to develop mindfulness skills in individuals, mainly through an online user-friendly program, can effectively reduce stress and build emotional resilience in high-stress academic settings like medical school. The study fills a gap in the literature by studying issues unique to medical students, among whom high stress levels are nearly constant. While the research was intense in its well-defined methods and meaningful results, its limitations were the relatively short follow-up period and bias in the self-reported measurement sources. This study is germane to research in clinical psychology, especially in stressing online-based interventions as accessible means for managing stress and emotional well-being among students and practitioners in high-pressure environments.

    Rogerson, O., Wilding, S., Prudenzi, A., & O’Connor, D. B. (2023). Effectiveness of stress management interventions to change cortisol levels: a systematic review and meta-analysis.
    _Psychoneuroendocrinology_,
    _159_(159).
    [https://doi.org/10.1016/j.psyneuen.2023.106415](https://doi.org/10.1016/j.psyneuen.2023.106415)

    The authors conducted a systematic review and meta-analysis of psychological interventions on salivary cortisol (primary stress hormone) by considering 58 trials and 3,508 participants. Mindfulness and relaxation exercises showed a medium positive effect size favoring a decrease in cortisol, with mind-body and talking therapies showing a lesser effect. The interventions with active control groups showed larger effects than those with passive controls as well. As previously mentioned, mindfulness, most notably psychological interventions, helps reduce the physiological stress response, which further emphasizes the data's role in cortisol as a biological marker of stress. The authors noted the citations of the article might reflect the impact of methodological differences in non-pharmaceutical forms of cortisol measurement due to differences in the sample types (blood, saliva, hair, etc.). This article is pertinent to my purview on stress management in clinical environments as it aids in understanding the physiological grounding through which certain interventions deliver their impact. Therefore, how cortisol is regulated will be critical to understanding evidence-based clinical psychology approaches to managing stress

    – 1
    – 2

  • [Solved] Education Assignment 4 AM

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## Assignment2.docx **## Assignment2.docx** Assignment 2 **Applied Linguistics Second Language Acquisition (20 points)** Language is extremely complex to learn and is acquired in stages and over time. There are many second language learning theories that explore the area of language acquisition. I…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    – ## Assignment2.docx

    **## Assignment2.docx**

    Assignment 2

    **Applied Linguistics Second Language Acquisition (20 points)**

    Language is extremely complex to learn and is acquired in stages and over time. There are many second language learning theories that explore the area of language acquisition.  It is important to understand how children and adults acquire a second language. For this assignment you will transcribe and analyze an interview of an English Language Learning (ELL) student regarding English language development based on linguistic principles.

    Use
    **Appendix A** in your syllabus as a format and example for this assignment.

    **This assignment has four parts:**

    **Part I. The introduction:** Include an introduction about the IELTS interviewee. In the introduction, include information about the ELL’s English proficiency, cultural background, age, the setting of the interview, and any other background information that you feel is important about the student being interviewed
    **.**

    **Part II. The interview**: Review the interview of one of the ELLs in the videos who is learning English as a second language. Both ELLs are intermediate English proficient.

    **Interview choice #1** Ali, a Saudi Arabian man (4:58 minutes)
    [https://www.youtube.com/watch?v=ZVef7Wf63bE&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=4Links to an external site.](https://www.youtube.com/watch?v=ZVef7Wf63bE&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=4)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    **Interview choice #2** Li a Chinese woman (4:22 minutes)

    [https://www.youtube.com/watch?v=gkFyWO70uGk&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=8Links to an external site.](https://www.youtube.com/watch?v=gkFyWO70uGk&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=8)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    **Interview choice #3** Constantinos a Greek Man (10:40 minutes)

    [https://www.google.com/search?q=youtube+IELTS+level+6+speaking+band&rlz=1C1GCFR_enUS1106US1106&oq=youtube+IELTS+level+6+speaking+band&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIGCAEQRRhA0gEIOTk5MmowajmoAgCwAgE&sourceid=chrome&ie=UTF-8#fpstate=ive&vld=cid:652cdd98,vid:mZF0irCXLTQ,st:0Links to an external site.](https://www.google.com/search?q=youtube+IELTS+level+6+speaking+band&rlz=1C1GCFR_enUS1106US1106&oq=youtube+IELTS+level+6+speaking+band&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIGCAEQRRhA0gEIOTk5MmowajmoAgCwAgE&sourceid=chrome&ie=UTF-8)

    **Interview choice #4** Ming/Olivia a Chinese woman (3:56 minutes)

    [https://www.youtube.com/watch?v=hZQbh5qMK_ALinks to an external site.](https://www.youtube.com/watch?v=hZQbh5qMK_A)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    Make sure you write down
    **exactly** what the ELL says, including all errors.  Do your best to spell words that are mispronounced. Use the following format:

    **Interviewer**: (Write what the interviewer says…)

    **ELL**: (Write what the ELL says…)

    **Part III. Analysis**: Use Appendix A for the analysis of the English language errors. Analyze the student’s recorded speech for errors of phonology, morphology, syntax, and semantics.

    **Part IV. Conclusion:** Write a conclusion of your ELL’s language transcription that summarizes your findings and makes suggestions for the ELL’s continued English language acquisition. What are the ELL’s next steps for learning the English language?

    **Rubric**

    **Applied Linguistics Second Language Acquisition (20 points)**

    | | | | |
    | — | — | — | — |
    | **Element** | **Not Met**<br>**0 – 15 points** | **Met**<br>**16 – 18 points** | **Exceeded**<br>**19- 20 points** |
    | **Introduc-**<br>**tion**<br>(2 points) | An introduction about the ELL is not completed. | An introduction about the ELL is included. Some information about the ELLs English proficiency, cultural background, age, the setting of the interview, about the student being interviewed is included. | A clear and comprehensive introduction about the ELL is included. All information about the ELLs English proficiency, cultural background, age, the setting of the interview, and any other important background information about the ELL being interviewed is written. |
    | **Interview**<br>(6 points) | An interview of one of the two ELLs on the video link in the assignment directions was not included. | An interview of one of the two ELLs on the video link in the assignment directions was included. The interview was transcribed but there may be some errors or missing information. The correct format is used. | An interview of one of the two ELLs on the video link in the assignment directions was included. The interview was transcribed with no errors or missing information. The correct format for the interview is used. |
    | **Analysis**<br>(6 points) | Most grammatical subsystems listed in Appendix A are not assigned and the analysis is incorrect or incomplete. | Most grammatical subsystems listed in Appendix A are assigned at least once in the interview.  Most of the analyses of errors are correct. | All grammatical subsystems listed in Appendix A are assigned at least once in the interview. The analysis of errors is correct and clearly stated. |
    | **Conclusion**<br>(2 points) | A conclusion that summarizes the findings of the interview and analysis is not included. | A conclusion that summarizes the findings of the interview and analysis is included. | A clear and comprehensive conclusion that summarizes the findings of the interview and analysis is included. Next steps for English learning and instruction for the ELL are listed. |
    | **Writing format**<br>(2 points) | The assignment is not well organized. There are numerous errors in APA format and NSU style guide throughout the paper. | The written report includes an introduction, interview, analysis, and conclusion. There are some minor errors in APA format and NSU style guide requirements throughout the paper. The assignment may not be submitted on time. | APA format and NSU style guide requirements are correctly used throughout the paper. The written report includes an introduction, interview, analysis, and conclusion. The assignment is submitted on time. |

    ## image1.png

    **## Assignment2.docx**

    Assignment 2

    **Applied Linguistics Second Language Acquisition (20 points)**

    Language is extremely complex to learn and is acquired in stages and over time. There are many second language learning theories that explore the area of language acquisition.  It is important to understand how children and adults acquire a second language. For this assignment you will transcribe and analyze an interview of an English Language Learning (ELL) student regarding English language development based on linguistic principles.

    Use
    **Appendix A** in your syllabus as a format and example for this assignment.

    **This assignment has four parts:**

    **Part I. The introduction:** Include an introduction about the IELTS interviewee. In the introduction, include information about the ELL’s English proficiency, cultural background, age, the setting of the interview, and any other background information that you feel is important about the student being interviewed
    **.**

    **Part II. The interview**: Review the interview of one of the ELLs in the videos who is learning English as a second language. Both ELLs are intermediate English proficient.

    **Interview choice #1** Ali, a Saudi Arabian man (4:58 minutes)
    [https://www.youtube.com/watch?v=ZVef7Wf63bE&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=4Links to an external site.](https://www.youtube.com/watch?v=ZVef7Wf63bE&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=4)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    **Interview choice #2** Li a Chinese woman (4:22 minutes)

    [https://www.youtube.com/watch?v=gkFyWO70uGk&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=8Links to an external site.](https://www.youtube.com/watch?v=gkFyWO70uGk&list=PLsuhejYkZ347SSZIRO-bh5t0aiDl5lNO5&index=8)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    **Interview choice #3** Constantinos a Greek Man (10:40 minutes)

    [https://www.google.com/search?q=youtube+IELTS+level+6+speaking+band&rlz=1C1GCFR_enUS1106US1106&oq=youtube+IELTS+level+6+speaking+band&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIGCAEQRRhA0gEIOTk5MmowajmoAgCwAgE&sourceid=chrome&ie=UTF-8#fpstate=ive&vld=cid:652cdd98,vid:mZF0irCXLTQ,st:0Links to an external site.](https://www.google.com/search?q=youtube+IELTS+level+6+speaking+band&rlz=1C1GCFR_enUS1106US1106&oq=youtube+IELTS+level+6+speaking+band&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIGCAEQRRhA0gEIOTk5MmowajmoAgCwAgE&sourceid=chrome&ie=UTF-8)

    **Interview choice #4** Ming/Olivia a Chinese woman (3:56 minutes)

    [https://www.youtube.com/watch?v=hZQbh5qMK_ALinks to an external site.](https://www.youtube.com/watch?v=hZQbh5qMK_A)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/education-assignment-4-am-20938399)

    Make sure you write down
    **exactly** what the ELL says, including all errors.  Do your best to spell words that are mispronounced. Use the following format:

    **Interviewer**: (Write what the interviewer says…)

    **ELL**: (Write what the ELL says…)

    **Part III. Analysis**: Use Appendix A for the analysis of the English language errors. Analyze the student’s recorded speech for errors of phonology, morphology, syntax, and semantics.

    **Part IV. Conclusion:** Write a conclusion of your ELL’s language transcription that summarizes your findings and makes suggestions for the ELL’s continued English language acquisition. What are the ELL’s next steps for learning the English language?

    **Rubric**

    **Applied Linguistics Second Language Acquisition (20 points)**

    | | | | |
    | — | — | — | — |
    | **Element** | **Not Met**<br>**0 – 15 points** | **Met**<br>**16 – 18 points** | **Exceeded**<br>**19- 20 points** |
    | **Introduc-**<br>**tion**<br>(2 points) | An introduction about the ELL is not completed. | An introduction about the ELL is included. Some information about the ELLs English proficiency, cultural background, age, the setting of the interview, about the student being interviewed is included. | A clear and comprehensive introduction about the ELL is included. All information about the ELLs English proficiency, cultural background, age, the setting of the interview, and any other important background information about the ELL being interviewed is written. |
    | **Interview**<br>(6 points) | An interview of one of the two ELLs on the video link in the assignment directions was not included. | An interview of one of the two ELLs on the video link in the assignment directions was included. The interview was transcribed but there may be some errors or missing information. The correct format is used. | An interview of one of the two ELLs on the video link in the assignment directions was included. The interview was transcribed with no errors or missing information. The correct format for the interview is used. |
    | **Analysis**<br>(6 points) | Most grammatical subsystems listed in Appendix A are not assigned and the analysis is incorrect or incomplete. | Most grammatical subsystems listed in Appendix A are assigned at least once in the interview.  Most of the analyses of errors are correct. | All grammatical subsystems listed in Appendix A are assigned at least once in the interview. The analysis of errors is correct and clearly stated. |
    | **Conclusion**<br>(2 points) | A conclusion that summarizes the findings of the interview and analysis is not included. | A conclusion that summarizes the findings of the interview and analysis is included. | A clear and comprehensive conclusion that summarizes the findings of the interview and analysis is included. Next steps for English learning and instruction for the ELL are listed. |
    | **Writing format**<br>(2 points) | The assignment is not well organized. There are numerous errors in APA format and NSU style guide throughout the paper. | The written report includes an introduction, interview, analysis, and conclusion. There are some minor errors in APA format and NSU style guide requirements throughout the paper. The assignment may not be submitted on time. | APA format and NSU style guide requirements are correctly used throughout the paper. The written report includes an introduction, interview, analysis, and conclusion. The assignment is submitted on time. |

    ## image1.png