RWH week 2 presentation – 2 years ago
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– 2 years ago
SEE ATTACHED – 2 years ago **files (3)** – ## GradDiscussionRubric.pdf – ## DiscussionWeek154525HRA.docx – APA_RequiredCoverPage_and_Template_7thed4.docx **## GradDiscussionRubric.pdf** TCOB Graduate Studies Discussion Rubric Criteria No Submission 0 points Novice (Criterion is missing or not in…
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– 2 years ago
**files (3)**
– ## GradDiscussionRubric.pdf
– ## DiscussionWeek154525HRA.docx
– APA_RequiredCoverPage_and_Template_7thed4.docx
**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## DiscussionWeek154525HRA.docx**
**Assignments 1A and 1B. Below.**
**1A. Please respond to the discussion question below using and citing scholarly references in APA format AND text author reference:** Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
**Employer-Employee Relationships**
In today's business world, being an employee is not the only way someone can be hired to carry out work. The traditional employee with graded pay scales, benefits packages, and other employment participation may not represent the best format for the company or the worker. The category of "independent contractor" is only one option. Outsourcing, temporary agencies, and consultants represent options that bring many cost-saving elements to the table. For example, there are clear cost benefits, such as no pension, no health benefits, and no long-term employment commitment to the individual hired under these titles. Cite one or more Internet sources in your initial response.
List the benefits and negatives of being an "employee" from the viewpoint of both the employer and the employee. What are the benefits and negatives of being an "independent contractor" from the viewpoints of both the employer and the employee?
If you were an employer, would you prefer to employ workers designated as employees or independent contractors? Why? How would you make such designations?
Would you prefer the "employee" or the "independent contractor" designation as a worker? Why?
\*\*\******************************************************************************
**1B.) **Please respond to the 2 peers' questions** using the above discussion info regarding the Employer-Employer Relationship:
**Cite 2 additional scholarly references in APA format** **JC.** First, as Moran (2014) explains, the employment relationship is a contract between an employer and a worker in which the worker is considered either an employee or an independent contractor for direct benefits like compensation, rights against harassment, balancing the family, requested leaves, compensation after involuntary layoffs, unemployment insurance salary, and rights against discrimination.
Employers may choose to use the services of independent contractors for several reasons, including the contractor not being paid vacation, sick pay, personal days, or any life, health, or unemployment insurance benefits. Furthermore, there is no expectation of pension benefits; workers' compensation claims cannot be brought; Social Security and other taxes are not taken out; there are no prevailing wage concerns, no limitation on work time as well as no overtime; and liability of an independent contractor artfully causing the injury or the damage is low or non-existent (Moran, 2014).
On the other hand, these same factors come into play from the employee's perspective. While I understand why some would choose the role of an independent contractor, one benefit is being your own boss and working as much as you want. As Nisnik (2024) states, employers are willing to pay independent contractors more than their staff because they don't have to deal with such things as long-term commitments at a high price or health benefits and employment compensation, Social Security taxes, and Medicare taxes that expensively drive up costs.
Finally, as an employer, I would hire independent contractors because I do not have to provide benefits that would save the company money. However, as an employee, I prefer not to be an independent contractor. I have been in the workplace for decades and am well-versed in all the unexpected things that can happen to you at work. I have hurt myself at work before, and I appreciated that the company covered the medical bills. While I understand why some will choose the independent contractor role, I would prefer not to be my own boss.
References
Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
Nisnik, J. S. (2024). Pros and Cons of Working as an Independent Contractor. Retrieved January 14, 2025, from thebalancemoney.com
l
**ML:** Benefits and Negatives of Being an "Employee" and "Independent Contractor"
In today’s business landscape, organizations have numerous options when it comes to how they hire and manage talent. The decision between hiring employees versus independent contractors can significantly impact both the employer and the worker. Below, I outline the benefits and negatives from the perspectives of both parties.
Benefits and Negatives of Being an Employee
From the Employer's Perspective
Benefits:
Control and Stability: Employers have more control over employees' work schedules, responsibilities, and methods. Employees are typically a long-term investment, which provides the employer with a stable workforce (Moran, 2014).
Loyalty and Commitment: Employees are generally more loyal and committed to the company's mission, as they are tied to long-term employment (Moran, 2014).
Integration and Culture: Employees are easier to integrate into the company culture, and their long-term presence fosters a cohesive workplace environment.
Negatives:
Costs: Employers must provide benefits such as health insurance, retirement plans, paid leave, and other compensations, which can be expensive (Moran, 2014).
Regulatory Burden: Employers face complex labor laws, including minimum wage, overtime regulations, and workers' compensation, which can lead to additional administrative work and legal exposure.
Limited Flexibility: Firing or laying off employees can be difficult due to employment laws, which provide significant job security to workers.
From the Employee's Perspective
Benefits:
Job Security: Employees often enjoy more job security and consistency in terms of pay, benefits, and working hours.
Benefits Packages: Employees typically receive health benefits, paid time off, retirement plans, and other perks (Moran, 2014).
Training and Development: Employers tend to invest in the professional growth and development of employees through ongoing training and educational programs.
Negatives:
Lack of Flexibility: Employees often have less control over their working hours, and may be required to follow company protocols that limit independence.
Limited Earnings Potential: Unlike independent contractors, employees usually have a set salary or hourly wage and may have limited potential for income growth unless promoted.
Dependence on Employer: Employees are dependent on their employer for continued work, benefits, and compensation. If the company faces financial difficulty, employees may be laid off or have their hours reduced.
Benefits and Negatives of Being an Independent Contractor
From the Employer's Perspective
Benefits:
Cost Savings: Independent contractors are not entitled to benefits such as health insurance, retirement plans, or paid leave. This reduces overall employment costs (Moran, 2014).
Flexibility: Employers can hire contractors for specific tasks, making it easier to scale labor as needed, and eliminate the long-term commitment to a workforce.
Expertise: Contractors bring specialized skills for a short period of time, which can be beneficial for specific projects (Moran, 2014).
Negatives:
Limited Control: Employers have less control over contractors' work schedules and methods, which can make it difficult to ensure alignment with company culture and procedures.
Potential for Misclassification: Misclassifying workers as independent contractors instead of employees can lead to legal issues, including fines and back pay for benefits and taxes.
From the Independent Contractor's Perspective
Benefits:
Flexibility: Contractors can set their own schedules and choose the projects they work on, offering more autonomy in their work life.
Higher Earning Potential: Independent contractors can charge higher rates for their services since they are not provided with benefits and are responsible for their own taxes (Moran, 2014).
Variety and Experience: Contractors often work on a variety of projects, allowing them to gain diverse experience and expand their skillset.
Negatives:
Lack of Benefits: Independent contractors do not receive health insurance, retirement benefits, paid time off, or other employment-related perks (Moran, 2014).
Income Instability: Contractors may experience periods of unemployment between contracts and face difficulty in ensuring a steady income.
Self-Employment Taxes: Contractors are responsible for paying their own self-employment taxes, which can be a financial burden (Moran, 2014).
Employer Preference: Employee vs. Independent Contractor
If I were running a business, I’d rather hire employees than independent contractors, especially for roles that require consistency, long-term commitment, and teamwork. Employees help create stability and loyalty within the company, and they tend to align better with the business's values and goals (Moran, 2014). This is particularly important in a law firm where building strong client relationships and ensuring continuity are key to success. Employees are also easier to train and shape according to the firm’s standards, making them more effective team players who contribute to better collaboration and communication (Carmichael, 2023).
When deciding between hiring employees or contractors, I’d focus on the type of work. For tasks that require ongoing teamwork, deep client connections, and alignment with the firm's culture, I’d choose employees. However, for short-term projects or jobs requiring specialized skills, independent contractors might be the better fit. My decision would depend on factors like how long the work will last, the expertise needed, and how much control the firm needs over the work (Carmichael, 2023).
Worker Preference: Employee vs. Independent Contractor
From a worker’s point of view, I’d prefer being an employee over working as an independent contractor. The biggest reasons are job security, access to healthcare, and retirement benefits; things that are crucial for long-term financial stability (Bureau of Labor Statistics, 2020). Another major plus is the professional development opportunities that come with employer-provided training (Moran, 2014). While being an independent contractor can offer flexibility, I would value the steady paycheck and support that come with being an employee. In a field like law, where trust and lasting client relationships are important, the stability of full-time employment is even more valuable.
References:
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
Bureau of Labor Statistics. (2020). "Employee Benefits in the United States—March 2020." U.S. Department of Labor. https://www.bls.gov/news.release/ebs2.nr0.htm
Carmichael, L. (2023). "The Pros and Cons of Hiring Independent Contractors vs. Employees." Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/06/12/the-pros-and-cons-of-hiring-independent-contractors-vs-employees
**APA_RequiredCoverPage_and_Template_7thed4.docx**
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**APA_RequiredCoverPage_and_Template_7thed4.docx**
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**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## DiscussionWeek154525HRA.docx**
**Assignments 1A and 1B. Below.**
**1A. Please respond to the discussion question below using and citing scholarly references in APA format AND text author reference:** Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
**Employer-Employee Relationships**
In today's business world, being an employee is not the only way someone can be hired to carry out work. The traditional employee with graded pay scales, benefits packages, and other employment participation may not represent the best format for the company or the worker. The category of "independent contractor" is only one option. Outsourcing, temporary agencies, and consultants represent options that bring many cost-saving elements to the table. For example, there are clear cost benefits, such as no pension, no health benefits, and no long-term employment commitment to the individual hired under these titles. Cite one or more Internet sources in your initial response.
List the benefits and negatives of being an "employee" from the viewpoint of both the employer and the employee. What are the benefits and negatives of being an "independent contractor" from the viewpoints of both the employer and the employee?
If you were an employer, would you prefer to employ workers designated as employees or independent contractors? Why? How would you make such designations?
Would you prefer the "employee" or the "independent contractor" designation as a worker? Why?
\*\*\******************************************************************************
**1B.) **Please respond to the 2 peers' questions** using the above discussion info regarding the Employer-Employer Relationship:
**Cite 2 additional scholarly references in APA format** **JC.** First, as Moran (2014) explains, the employment relationship is a contract between an employer and a worker in which the worker is considered either an employee or an independent contractor for direct benefits like compensation, rights against harassment, balancing the family, requested leaves, compensation after involuntary layoffs, unemployment insurance salary, and rights against discrimination.
Employers may choose to use the services of independent contractors for several reasons, including the contractor not being paid vacation, sick pay, personal days, or any life, health, or unemployment insurance benefits. Furthermore, there is no expectation of pension benefits; workers' compensation claims cannot be brought; Social Security and other taxes are not taken out; there are no prevailing wage concerns, no limitation on work time as well as no overtime; and liability of an independent contractor artfully causing the injury or the damage is low or non-existent (Moran, 2014).
On the other hand, these same factors come into play from the employee's perspective. While I understand why some would choose the role of an independent contractor, one benefit is being your own boss and working as much as you want. As Nisnik (2024) states, employers are willing to pay independent contractors more than their staff because they don't have to deal with such things as long-term commitments at a high price or health benefits and employment compensation, Social Security taxes, and Medicare taxes that expensively drive up costs.
Finally, as an employer, I would hire independent contractors because I do not have to provide benefits that would save the company money. However, as an employee, I prefer not to be an independent contractor. I have been in the workplace for decades and am well-versed in all the unexpected things that can happen to you at work. I have hurt myself at work before, and I appreciated that the company covered the medical bills. While I understand why some will choose the independent contractor role, I would prefer not to be my own boss.
References
Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
Nisnik, J. S. (2024). Pros and Cons of Working as an Independent Contractor. Retrieved January 14, 2025, from thebalancemoney.com
l
**ML:** Benefits and Negatives of Being an "Employee" and "Independent Contractor"
In today’s business landscape, organizations have numerous options when it comes to how they hire and manage talent. The decision between hiring employees versus independent contractors can significantly impact both the employer and the worker. Below, I outline the benefits and negatives from the perspectives of both parties.
Benefits and Negatives of Being an Employee
From the Employer's Perspective
Benefits:
Control and Stability: Employers have more control over employees' work schedules, responsibilities, and methods. Employees are typically a long-term investment, which provides the employer with a stable workforce (Moran, 2014).
Loyalty and Commitment: Employees are generally more loyal and committed to the company's mission, as they are tied to long-term employment (Moran, 2014).
Integration and Culture: Employees are easier to integrate into the company culture, and their long-term presence fosters a cohesive workplace environment.
Negatives:
Costs: Employers must provide benefits such as health insurance, retirement plans, paid leave, and other compensations, which can be expensive (Moran, 2014).
Regulatory Burden: Employers face complex labor laws, including minimum wage, overtime regulations, and workers' compensation, which can lead to additional administrative work and legal exposure.
Limited Flexibility: Firing or laying off employees can be difficult due to employment laws, which provide significant job security to workers.
From the Employee's Perspective
Benefits:
Job Security: Employees often enjoy more job security and consistency in terms of pay, benefits, and working hours.
Benefits Packages: Employees typically receive health benefits, paid time off, retirement plans, and other perks (Moran, 2014).
Training and Development: Employers tend to invest in the professional growth and development of employees through ongoing training and educational programs.
Negatives:
Lack of Flexibility: Employees often have less control over their working hours, and may be required to follow company protocols that limit independence.
Limited Earnings Potential: Unlike independent contractors, employees usually have a set salary or hourly wage and may have limited potential for income growth unless promoted.
Dependence on Employer: Employees are dependent on their employer for continued work, benefits, and compensation. If the company faces financial difficulty, employees may be laid off or have their hours reduced.
Benefits and Negatives of Being an Independent Contractor
From the Employer's Perspective
Benefits:
Cost Savings: Independent contractors are not entitled to benefits such as health insurance, retirement plans, or paid leave. This reduces overall employment costs (Moran, 2014).
Flexibility: Employers can hire contractors for specific tasks, making it easier to scale labor as needed, and eliminate the long-term commitment to a workforce.
Expertise: Contractors bring specialized skills for a short period of time, which can be beneficial for specific projects (Moran, 2014).
Negatives:
Limited Control: Employers have less control over contractors' work schedules and methods, which can make it difficult to ensure alignment with company culture and procedures.
Potential for Misclassification: Misclassifying workers as independent contractors instead of employees can lead to legal issues, including fines and back pay for benefits and taxes.
From the Independent Contractor's Perspective
Benefits:
Flexibility: Contractors can set their own schedules and choose the projects they work on, offering more autonomy in their work life.
Higher Earning Potential: Independent contractors can charge higher rates for their services since they are not provided with benefits and are responsible for their own taxes (Moran, 2014).
Variety and Experience: Contractors often work on a variety of projects, allowing them to gain diverse experience and expand their skillset.
Negatives:
Lack of Benefits: Independent contractors do not receive health insurance, retirement benefits, paid time off, or other employment-related perks (Moran, 2014).
Income Instability: Contractors may experience periods of unemployment between contracts and face difficulty in ensuring a steady income.
Self-Employment Taxes: Contractors are responsible for paying their own self-employment taxes, which can be a financial burden (Moran, 2014).
Employer Preference: Employee vs. Independent Contractor
If I were running a business, I’d rather hire employees than independent contractors, especially for roles that require consistency, long-term commitment, and teamwork. Employees help create stability and loyalty within the company, and they tend to align better with the business's values and goals (Moran, 2014). This is particularly important in a law firm where building strong client relationships and ensuring continuity are key to success. Employees are also easier to train and shape according to the firm’s standards, making them more effective team players who contribute to better collaboration and communication (Carmichael, 2023).
When deciding between hiring employees or contractors, I’d focus on the type of work. For tasks that require ongoing teamwork, deep client connections, and alignment with the firm's culture, I’d choose employees. However, for short-term projects or jobs requiring specialized skills, independent contractors might be the better fit. My decision would depend on factors like how long the work will last, the expertise needed, and how much control the firm needs over the work (Carmichael, 2023).
Worker Preference: Employee vs. Independent Contractor
From a worker’s point of view, I’d prefer being an employee over working as an independent contractor. The biggest reasons are job security, access to healthcare, and retirement benefits; things that are crucial for long-term financial stability (Bureau of Labor Statistics, 2020). Another major plus is the professional development opportunities that come with employer-provided training (Moran, 2014). While being an independent contractor can offer flexibility, I would value the steady paycheck and support that come with being an employee. In a field like law, where trust and lasting client relationships are important, the stability of full-time employment is even more valuable.
References:
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
Bureau of Labor Statistics. (2020). "Employee Benefits in the United States—March 2020." U.S. Department of Labor. https://www.bls.gov/news.release/ebs2.nr0.htm
Carmichael, L. (2023). "The Pros and Cons of Hiring Independent Contractors vs. Employees." Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/06/12/the-pros-and-cons-of-hiring-independent-contractors-vs-employees
**APA_RequiredCoverPage_and_Template_7thed4.docx**
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**## GradDiscussionRubric.pdf**
TCOB Graduate Studies Discussion Rubric
Criteria No Submission
0 points
Novice
(Criterion is missing or not
in evidence)
1-13 points
Basic
(works towards meeting
expectations;
performance needs
improvement)
14-16 points
Proficient
(meets expectations;
performance is satisfactory)
17-18 points
Exemplary
(exceeds expectations;
performance is outstanding)
19-20 points
Support of
Week's Reading
No Student
Submission
(0 points)
Does not refer to the
readings to support postings
(1-13 points)
Alludes to the readings
to support postings
(14-16 points)
Refers to examples from the
readings to support postings
(17-18 points)
Provides concrete examples from
the readings to support postings;
integrates prior readings in
postings
(19-20 points)
Observations No Student
Submission
(0 points)
Does not integrate personal
observations or knowledge;
does not present new
observations
(1-13 points)
Integrates personal
observations and
knowledge in a cursory
manner; does not
present new
observations
(14-16 points)
Integrates personal
observations and knowledge
in an accurate way; presents
new observations
(17-18 points)
Integrates personal observations
and knowledge in an accurate and
highly insightful way; presents
new observations
(19-20 points)
Response to
Classmates
No Student
Submission
(0 points)
Responds in a cursory
manner to classmates’
postings
(1-13 points)
Constructively responds
to classmates’ postings
(14-16 points)
Constructively responds to
classmates’ postings; offers
insight that encourages other
students to think critically
about their own work.
(17-18 points)
Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their
responses; encourages classmates
to think critically about their own
work.
(19-20 points)
Organization,
Word Choice,
and Sentence
Structure
No Student
Submission
(0 points)
Posts are disorganized and
information is not presented
in a logical sequence; word
choice and sentence
structure are not suitable
(1-13 points)
Posts are somewhat
disorganized, and
information is not
presented in a logical
sequence; word choice
and sentence structure
are not suitable
(14-16 points)
Posts are organized, and
information is presented in a
logical sequence; word
choice and sentence
structure are suitable; there
are a few errors; however,
errors do not affect
readability.
(17-18 points)
Posts are organized and
information is presented in a
logical sequence; word choice and
sentence structure are suitable;
no errors in the response.
(19-20 points)
References No Student
Submission
(0 points)
Includes no sources to
support conclusions
(1-13 points)
Includes 1 outside
source to support and
enrich the discussion;
Includes 2 or more outside
sources to support and
enrich the discussion;
sources are properly cited in
Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using
APA format; style guidelines are
TCOB Graduate Studies Discussion Rubric
sources are not properly
cited in APA format
(14-16 points)
APA format and are properly
integrated into the discussion
response
(17-18 points)
masterfully integrated into the
discussion response.
(19-20 points)
**## DiscussionWeek154525HRA.docx**
**Assignments 1A and 1B. Below.**
**1A. Please respond to the discussion question below using and citing scholarly references in APA format AND text author reference:** Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
**Employer-Employee Relationships**
In today's business world, being an employee is not the only way someone can be hired to carry out work. The traditional employee with graded pay scales, benefits packages, and other employment participation may not represent the best format for the company or the worker. The category of "independent contractor" is only one option. Outsourcing, temporary agencies, and consultants represent options that bring many cost-saving elements to the table. For example, there are clear cost benefits, such as no pension, no health benefits, and no long-term employment commitment to the individual hired under these titles. Cite one or more Internet sources in your initial response.
List the benefits and negatives of being an "employee" from the viewpoint of both the employer and the employee. What are the benefits and negatives of being an "independent contractor" from the viewpoints of both the employer and the employee?
If you were an employer, would you prefer to employ workers designated as employees or independent contractors? Why? How would you make such designations?
Would you prefer the "employee" or the "independent contractor" designation as a worker? Why?
\*\*\******************************************************************************
**1B.) **Please respond to the 2 peers' questions** using the above discussion info regarding the Employer-Employer Relationship:
**Cite 2 additional scholarly references in APA format** **JC.** First, as Moran (2014) explains, the employment relationship is a contract between an employer and a worker in which the worker is considered either an employee or an independent contractor for direct benefits like compensation, rights against harassment, balancing the family, requested leaves, compensation after involuntary layoffs, unemployment insurance salary, and rights against discrimination.
Employers may choose to use the services of independent contractors for several reasons, including the contractor not being paid vacation, sick pay, personal days, or any life, health, or unemployment insurance benefits. Furthermore, there is no expectation of pension benefits; workers' compensation claims cannot be brought; Social Security and other taxes are not taken out; there are no prevailing wage concerns, no limitation on work time as well as no overtime; and liability of an independent contractor artfully causing the injury or the damage is low or non-existent (Moran, 2014).
On the other hand, these same factors come into play from the employee's perspective. While I understand why some would choose the role of an independent contractor, one benefit is being your own boss and working as much as you want. As Nisnik (2024) states, employers are willing to pay independent contractors more than their staff because they don't have to deal with such things as long-term commitments at a high price or health benefits and employment compensation, Social Security taxes, and Medicare taxes that expensively drive up costs.
Finally, as an employer, I would hire independent contractors because I do not have to provide benefits that would save the company money. However, as an employee, I prefer not to be an independent contractor. I have been in the workplace for decades and am well-versed in all the unexpected things that can happen to you at work. I have hurt myself at work before, and I appreciated that the company covered the medical bills. While I understand why some will choose the independent contractor role, I would prefer not to be my own boss.
References
Moran, J. J. (2014). Employment law: new challenges in the business environment (6th ed.). Boston: Pearson.
Nisnik, J. S. (2024). Pros and Cons of Working as an Independent Contractor. Retrieved January 14, 2025, from thebalancemoney.com
l
**ML:** Benefits and Negatives of Being an "Employee" and "Independent Contractor"
In today’s business landscape, organizations have numerous options when it comes to how they hire and manage talent. The decision between hiring employees versus independent contractors can significantly impact both the employer and the worker. Below, I outline the benefits and negatives from the perspectives of both parties.
Benefits and Negatives of Being an Employee
From the Employer's Perspective
Benefits:
Control and Stability: Employers have more control over employees' work schedules, responsibilities, and methods. Employees are typically a long-term investment, which provides the employer with a stable workforce (Moran, 2014).
Loyalty and Commitment: Employees are generally more loyal and committed to the company's mission, as they are tied to long-term employment (Moran, 2014).
Integration and Culture: Employees are easier to integrate into the company culture, and their long-term presence fosters a cohesive workplace environment.
Negatives:
Costs: Employers must provide benefits such as health insurance, retirement plans, paid leave, and other compensations, which can be expensive (Moran, 2014).
Regulatory Burden: Employers face complex labor laws, including minimum wage, overtime regulations, and workers' compensation, which can lead to additional administrative work and legal exposure.
Limited Flexibility: Firing or laying off employees can be difficult due to employment laws, which provide significant job security to workers.
From the Employee's Perspective
Benefits:
Job Security: Employees often enjoy more job security and consistency in terms of pay, benefits, and working hours.
Benefits Packages: Employees typically receive health benefits, paid time off, retirement plans, and other perks (Moran, 2014).
Training and Development: Employers tend to invest in the professional growth and development of employees through ongoing training and educational programs.
Negatives:
Lack of Flexibility: Employees often have less control over their working hours, and may be required to follow company protocols that limit independence.
Limited Earnings Potential: Unlike independent contractors, employees usually have a set salary or hourly wage and may have limited potential for income growth unless promoted.
Dependence on Employer: Employees are dependent on their employer for continued work, benefits, and compensation. If the company faces financial difficulty, employees may be laid off or have their hours reduced.
Benefits and Negatives of Being an Independent Contractor
From the Employer's Perspective
Benefits:
Cost Savings: Independent contractors are not entitled to benefits such as health insurance, retirement plans, or paid leave. This reduces overall employment costs (Moran, 2014).
Flexibility: Employers can hire contractors for specific tasks, making it easier to scale labor as needed, and eliminate the long-term commitment to a workforce.
Expertise: Contractors bring specialized skills for a short period of time, which can be beneficial for specific projects (Moran, 2014).
Negatives:
Limited Control: Employers have less control over contractors' work schedules and methods, which can make it difficult to ensure alignment with company culture and procedures.
Potential for Misclassification: Misclassifying workers as independent contractors instead of employees can lead to legal issues, including fines and back pay for benefits and taxes.
From the Independent Contractor's Perspective
Benefits:
Flexibility: Contractors can set their own schedules and choose the projects they work on, offering more autonomy in their work life.
Higher Earning Potential: Independent contractors can charge higher rates for their services since they are not provided with benefits and are responsible for their own taxes (Moran, 2014).
Variety and Experience: Contractors often work on a variety of projects, allowing them to gain diverse experience and expand their skillset.
Negatives:
Lack of Benefits: Independent contractors do not receive health insurance, retirement benefits, paid time off, or other employment-related perks (Moran, 2014).
Income Instability: Contractors may experience periods of unemployment between contracts and face difficulty in ensuring a steady income.
Self-Employment Taxes: Contractors are responsible for paying their own self-employment taxes, which can be a financial burden (Moran, 2014).
Employer Preference: Employee vs. Independent Contractor
If I were running a business, I’d rather hire employees than independent contractors, especially for roles that require consistency, long-term commitment, and teamwork. Employees help create stability and loyalty within the company, and they tend to align better with the business's values and goals (Moran, 2014). This is particularly important in a law firm where building strong client relationships and ensuring continuity are key to success. Employees are also easier to train and shape according to the firm’s standards, making them more effective team players who contribute to better collaboration and communication (Carmichael, 2023).
When deciding between hiring employees or contractors, I’d focus on the type of work. For tasks that require ongoing teamwork, deep client connections, and alignment with the firm's culture, I’d choose employees. However, for short-term projects or jobs requiring specialized skills, independent contractors might be the better fit. My decision would depend on factors like how long the work will last, the expertise needed, and how much control the firm needs over the work (Carmichael, 2023).
Worker Preference: Employee vs. Independent Contractor
From a worker’s point of view, I’d prefer being an employee over working as an independent contractor. The biggest reasons are job security, access to healthcare, and retirement benefits; things that are crucial for long-term financial stability (Bureau of Labor Statistics, 2020). Another major plus is the professional development opportunities that come with employer-provided training (Moran, 2014). While being an independent contractor can offer flexibility, I would value the steady paycheck and support that come with being an employee. In a field like law, where trust and lasting client relationships are important, the stability of full-time employment is even more valuable.
References:
Moran, J. J. (2014). Employment law: New challenges in the business environment (6th ed.). Pearson.
Bureau of Labor Statistics. (2020). "Employee Benefits in the United States—March 2020." U.S. Department of Labor. https://www.bls.gov/news.release/ebs2.nr0.htm
Carmichael, L. (2023). "The Pros and Cons of Hiring Independent Contractors vs. Employees." Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/06/12/the-pros-and-cons-of-hiring-independent-contractors-vs-employees
**APA_RequiredCoverPage_and_Template_7thed4.docx**
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– 2 years ago **files (2)** – ## ProfessionalIdentityoftheNurseLeaderD2.docx – NUR4590_org_chartD2.png **## ProfessionalIdentityoftheNurseLeaderD2.docx** NUR4590CBE Section 01CBE Professional Identity of the Nurse Leader (11 Weeks) – CBE Online Course – 2025 Winter Quarter Deliverable 2 – Organiza…
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**files (2)**
– ## ProfessionalIdentityoftheNurseLeaderD2.docx
– NUR4590_org_chartD2.png
**## ProfessionalIdentityoftheNurseLeaderD2.docx**
NUR4590CBE Section 01CBE Professional Identity of the Nurse Leader (11 Weeks) – CBE Online Course – 2025 Winter Quarter
Deliverable 2 – Organizational Chart
Top of Form
Bottom of Form
Assignment Content
1.
Top of Form
Question <bdi></bdi>
**Competency**
Explain the complexity of organizational systems and their impact on healthcare delivery.
**Student Success Criteria**
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the
_Details & Information_ pane.
**Scenario**
You have been hired as a consultant for a large healthcare organization. In your role, you have been tasked with examining the current organizational structure at the micro, meso, and macro levels, including the impact on healthcare delivery.
As you develop your plans, you will reflect how these roles individually and collectively influence the ability of the organization to deliver high quality client services.
The roles and titles of people working in the three levels of systems may vary. A brief definition of each is offered to clarify the contributions of leaders at each level.
· Micro system: This is the point of contact with the client or customer. In the health care setting the micro level may be a specific unit. Roles of those in the micro system include all that come in contact with the client and the manager of the unit or department.
· Meso system: This level reflects a collection of micro systems, such as a Surgical Services Department including multiple units. The meso level aims to group and coordinate similar micro system levels of service.
· Macro system: This level is a larger scale of groups and departments typically more at the administration level.
**Nursing Hierarchy**
·
**Macro Level:** Vice President of Nursing Services
· Potential Titles: Chief Nursing Officer, Vice President of Nursing, Director of Nursing Services.
·
**Meso Level:** Program Manager
· Potential Titles: Department Head, Service Manager, Director.
·
**Micro Level:** Unit Manager
· Potential Titles: Bedside Nurse, Unit Nurse, Unit Manager, Change Nurse.
**Instructions**
· Research a healthcare organization and include their mission statement, vision, or philosophy in your paper.
· Describe how the organization’s mission, vision, and philosophy influence the expectations of leaders at the three system levels: micro, meso, and macro.
· Describe how nursing leaders in each of these levels of the organization’s operations address health care delivery goals.
· Describe nurse leaders at the micro, meso, and macro level of the organization including a discussion of how these three levels may integrate to improve outcomes.
· Provides stated ideas with professional language and attribution for credible sources with correct APA citation, spelling, and grammar.
Bottom of Form
**Submission**
**NUR4590_org_chartD2.png**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/nur4590-org-chartd2-png-10156187)
**NUR4590_org_chartD2.png**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/nur4590-org-chartd2-png-10156187)
**## ProfessionalIdentityoftheNurseLeaderD2.docx**
NUR4590CBE Section 01CBE Professional Identity of the Nurse Leader (11 Weeks) – CBE Online Course – 2025 Winter Quarter
Deliverable 2 – Organizational Chart
Top of Form
Bottom of Form
Assignment Content
1.
Top of Form
Question <bdi></bdi>
**Competency**
Explain the complexity of organizational systems and their impact on healthcare delivery.
**Student Success Criteria**
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the
_Details & Information_ pane.
**Scenario**
You have been hired as a consultant for a large healthcare organization. In your role, you have been tasked with examining the current organizational structure at the micro, meso, and macro levels, including the impact on healthcare delivery.
As you develop your plans, you will reflect how these roles individually and collectively influence the ability of the organization to deliver high quality client services.
The roles and titles of people working in the three levels of systems may vary. A brief definition of each is offered to clarify the contributions of leaders at each level.
· Micro system: This is the point of contact with the client or customer. In the health care setting the micro level may be a specific unit. Roles of those in the micro system include all that come in contact with the client and the manager of the unit or department.
· Meso system: This level reflects a collection of micro systems, such as a Surgical Services Department including multiple units. The meso level aims to group and coordinate similar micro system levels of service.
· Macro system: This level is a larger scale of groups and departments typically more at the administration level.
**Nursing Hierarchy**
·
**Macro Level:** Vice President of Nursing Services
· Potential Titles: Chief Nursing Officer, Vice President of Nursing, Director of Nursing Services.
·
**Meso Level:** Program Manager
· Potential Titles: Department Head, Service Manager, Director.
·
**Micro Level:** Unit Manager
· Potential Titles: Bedside Nurse, Unit Nurse, Unit Manager, Change Nurse.
**Instructions**
· Research a healthcare organization and include their mission statement, vision, or philosophy in your paper.
· Describe how the organization’s mission, vision, and philosophy influence the expectations of leaders at the three system levels: micro, meso, and macro.
· Describe how nursing leaders in each of these levels of the organization’s operations address health care delivery goals.
· Describe nurse leaders at the micro, meso, and macro level of the organization including a discussion of how these three levels may integrate to improve outcomes.
· Provides stated ideas with professional language and attribution for credible sources with correct APA citation, spelling, and grammar.
Bottom of Form
**Submission**
**NUR4590_org_chartD2.png**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/nur4590-org-chartd2-png-10156187)
**## ProfessionalIdentityoftheNurseLeaderD2.docx**
NUR4590CBE Section 01CBE Professional Identity of the Nurse Leader (11 Weeks) – CBE Online Course – 2025 Winter Quarter
Deliverable 2 – Organizational Chart
Top of Form
Bottom of Form
Assignment Content
1.
Top of Form
Question <bdi></bdi>
**Competency**
Explain the complexity of organizational systems and their impact on healthcare delivery.
**Student Success Criteria**
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the
_Details & Information_ pane.
**Scenario**
You have been hired as a consultant for a large healthcare organization. In your role, you have been tasked with examining the current organizational structure at the micro, meso, and macro levels, including the impact on healthcare delivery.
As you develop your plans, you will reflect how these roles individually and collectively influence the ability of the organization to deliver high quality client services.
The roles and titles of people working in the three levels of systems may vary. A brief definition of each is offered to clarify the contributions of leaders at each level.
· Micro system: This is the point of contact with the client or customer. In the health care setting the micro level may be a specific unit. Roles of those in the micro system include all that come in contact with the client and the manager of the unit or department.
· Meso system: This level reflects a collection of micro systems, such as a Surgical Services Department including multiple units. The meso level aims to group and coordinate similar micro system levels of service.
· Macro system: This level is a larger scale of groups and departments typically more at the administration level.
**Nursing Hierarchy**
·
**Macro Level:** Vice President of Nursing Services
· Potential Titles: Chief Nursing Officer, Vice President of Nursing, Director of Nursing Services.
·
**Meso Level:** Program Manager
· Potential Titles: Department Head, Service Manager, Director.
·
**Micro Level:** Unit Manager
· Potential Titles: Bedside Nurse, Unit Nurse, Unit Manager, Change Nurse.
**Instructions**
· Research a healthcare organization and include their mission statement, vision, or philosophy in your paper.
· Describe how the organization’s mission, vision, and philosophy influence the expectations of leaders at the three system levels: micro, meso, and macro.
· Describe how nursing leaders in each of these levels of the organization’s operations address health care delivery goals.
· Describe nurse leaders at the micro, meso, and macro level of the organization including a discussion of how these three levels may integrate to improve outcomes.
· Provides stated ideas with professional language and attribution for credible sources with correct APA citation, spelling, and grammar.
Bottom of Form
**Submission**
**NUR4590_org_chartD2.png**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/nur4590-org-chartd2-png-10156187)
*****NOTE: Write in short paragraphs and use at least one **HEADING** per question.***** – Explain the four different acculturation strategies – Explain how acculturation can lead to negative consequences – Explain how identity denial and stereotype threat have consequences in multicult…
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– Explain the four different acculturation strategies
– Explain how acculturation can lead to negative consequences
– Explain how identity denial and stereotype threat have consequences in multicultural contexts
REPLIES to classmates: Explain, explore, expand, and describe how these concepts are relevant and significant to the study of cultural psychology. How do the applications of these topics help us understand the concepts and ideas in the field of cultural psychology? (minimum 100-200 word count)
*****NOTE: Write in short paragraphs and use at least one **HEADING** per section.*****
Find one research study (or more) to explain the following concepts to provide either evidence for it (prove it) or against it (disprove it), you may provide evidence for either side. Explain, describe, compare and contrast:
– Bicultural identity integration, frame-switching, and blending
– 2 years ago
*****NOTE: Write in short paragraphs and use at least one HEADING per question.***** – Explain the empirical evidence for a sensitive period for language acquisition – Explain the empirical evidence for a sensitive period for cultural acquisition – Explain individualism and collectivism…
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– Explain the empirical evidence for a sensitive period for language acquisition
– Explain the empirical evidence for a sensitive period for cultural acquisition
– Explain individualism and collectivism and give examples
Write in short paragraphs and use at least one **HEADING** per section.*****
Find one research study (or more) to explain the following concepts to provide either evidence for it (prove it) or against it (disprove it), you may provide evidence for either side. Explain, describe, compare and contrast:
– The applications of the Five Factor model of personality to cultural psychology
– 2 years ago
[>Anatomy homework help](https://www.sweetstudy.com/fields/biology-anatomy) ### General Reflection Requirements As part of your learning experience, active participation in the reflection is essential. An important part of the final grade will be based on your participation. You will be evaluated on…
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### General Reflection Requirements
As part of your learning experience, active participation in the reflection is essential. An important part of the final grade will be based on your participation. You will be evaluated on the quality and quantity of your participation in the forum corresponding to the grading rubric. Your post is due by day seven of the week by 11:59 PM Eastern Time.
The post should be in your own words and demonstrate critical thinking, analysis, and expected level of knowledge. _T_ he post should be in complete sentences and paragraph form. You should not have bullet points as they are not in complete sentences or paragraph form. Copy-pasting may result in a zero.
To fully address the chosen prompt, you will refer to the topical outline of the course syllabus that corresponds with the prompt you select. This will help guide you in demonstrating your understanding of the content while providing a thorough and detailed reflection post. Your post should be more than a few sentences to demonstrate critical thinking. It must include a minimum of one APA 7th edition style in-text citation and full matching references of appropriate reading to support your responses.
If you have questions about this participation requirement, post them to the [Course Q&A Discussion forum](https://classroom.galencollege.edu/courses/4195081/discussion_topics/24444201 "Course Q&A Discussion").
Refer to the syllabus for a complete breakdown of the expectations.
Select two of the unit student learning outcome (USLO) prompts below to respond to in this week's reflection.
1. Identify the atom and its components.
2. Differentiate between elements and compounds formed by ionic or covalent bonds.
3. Differentiate the types of chemical reactions and associated terminology.
4. Describe the structure and function of water and its role in living systems.
5. Differentiate the functional roles of acids, bases, and buffers.
6. Differentiate the structures and functions of major organic molecules.
– [\
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WeeklyDiscussionGradingRubric.jpg](https://www.sweetstudy.com/files/weeklydiscussiongradingrubric-jpg-10155735 "WeeklyDiscussionGradingRubric.jpg")
– 2 years ago
Discussion Requirement Reminders: _As part of your learning experience, active participation in discussions is essential. An important part of the final grade will be based on your participation. You will be evaluated on the quality and quantity of your participation in the discussion forum that cor…
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Order on TutorsGallery →Discussion Requirement Reminders:
_As part of your learning experience, active participation in discussions is essential. An important part of the final grade will be based on your participation. You will be evaluated on the quality and quantity of your participation in the discussion forum that corresponds to the grading rubric._
_The initial post and responses should be in your own words and demonstrate critical thinking, analysis, and expected level of knowledge. Initial posts and replies should be in complete sentences and in paragraph form. You should not have bullet points as they are not in complete sentences or paragraph form. Copy-pasting may result in a zero._
_To meet the minimum participation requirements, you will post relevant content 3 different days during the week. The first post is due by day four of the week by 11:59PM, Eastern Time. Once you make the initial post, you will see other people’s posts. You will post replies on at least two additional days by day seven of the week by 11:59PM, Eastern Time._
Instructions for the initial post:
**Share a personal story** about a time in your life when you found fractions difficult. This can be from years past or current to today. What did/do you find so difficult about them? **How did/can you overcome** your issues with fractions?
OR
If you've never found fractions difficult, why do you think that is? **Share some tips or tricks** for classmates who may be struggling with fractions.
Your initial post should be a minimum of 100 words. Be sure to put your information in your own words.
– 2 years ago
[>Algebra homework help](https://www.sweetstudy.com/fields/mathematics-algebra) I need help with my homework assignment – [\ \ IMG_2054.png](https://www.sweetstudy.com/files/img-2054-png "IMG_2054.png") – [\ \ IMG_2049.png](https://www.sweetstudy.com/files/img-2049-png-10156339 "IMG_2049.png")…
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– 2 years ago
please see attachment – 2 years ago **files (1)** – ## lu08_assignment1.pdf **## lu08_assignment1.pdf** MGT 220: Introduction to Sport Management Learning Unit 8: Assignment LU08 Assignment: What’s Happening in Today’s Sports? Assignment Follow the directions below to complete your unit assignment…
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– 2 years ago
**files (1)**
– ## lu08_assignment1.pdf
**## lu08_assignment1.pdf**
MGT 220: Introduction to Sport Management Learning Unit 8: Assignment
LU08 Assignment: What’s Happening in Today’s Sports? Assignment
Follow the directions below to complete your unit assignment:
1. Research online into what is happening in today’s sports. Select a sports-related article and
apply it to one or more of the concepts within the chapters covered in the learning unit. Include
a link to the article at the bottom of the assignment.
2. Remember to include your last name in the file name and attach in the “What’s Happening in
Today’s Sports?” Assignment submission area in the learning unit.
3. The format for the response to the prompt is as follows:
• one page, typed—approximately 250 words
• 11-12-point font
• double-spaced
4. The response is to be relatively free of distracting mechanical and grammatical errors.
5. The response must provide sufficient evidence and/or explanation.
© Peyton Bakalar and Indian Hills Community College
**## lu08_assignment1.pdf**
MGT 220: Introduction to Sport Management Learning Unit 8: Assignment
LU08 Assignment: What’s Happening in Today’s Sports? Assignment
Follow the directions below to complete your unit assignment:
1. Research online into what is happening in today’s sports. Select a sports-related article and
apply it to one or more of the concepts within the chapters covered in the learning unit. Include
a link to the article at the bottom of the assignment.
2. Remember to include your last name in the file name and attach in the “What’s Happening in
Today’s Sports?” Assignment submission area in the learning unit.
3. The format for the response to the prompt is as follows:
• one page, typed—approximately 250 words
• 11-12-point font
• double-spaced
4. The response is to be relatively free of distracting mechanical and grammatical errors.
5. The response must provide sufficient evidence and/or explanation.
© Peyton Bakalar and Indian Hills Community College
please see attachment – 2 years ago **files (2)** – ## typeoflove.pdf – ## typeofloveinstructions.pdf **## typeoflove.pdf** Sternberg Triangular Theory of Love **## typeofloveinstructions.pdf** PSY 121: Developmental Psychology Learning Unit 8: Assignment Seven Types of LOVE SLO: Analyze biological,…
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– 2 years ago
**files (2)**
– ## typeoflove.pdf
– ## typeofloveinstructions.pdf
**## typeoflove.pdf**
Sternberg Triangular Theory of Love
**## typeofloveinstructions.pdf**
PSY 121: Developmental Psychology Learning Unit 8: Assignment
Seven Types of LOVE
SLO: Analyze biological, cognitive, and socioemotional developmental processes for early adulthood,
apply developmental psychological content to real-life situations to include individual differences, beliefs,
values, and interpersonal relationships, and develop critical thinking skills.
Sternberg suggested the existence of seven types of love in his Triangular Theory of Love: liking
(intimacy only), infatuation (passion only), empty love (commitment only), romantic love (intimacy and
passion), companionate love (intimacy and commitment), fatuous love (passion and commitment), and
consummate love (intimacy, passion, and commitment). Refer to the Sternberg Triangular Theory of
Love handout in the course. There again, consult the text, or the article listed below to help you create
survey questions.
Develop a survey with 10-open-ended questions that you believe would help you to identify the type of
love relationship a person or couple is currently in. Once developed, you will use this survey to interview
four (4) individuals separately that are in a current relationship with the goal of determining their “love
relationship type.” More interestingly, interview the significant other or spouse to determine if both
members of the couple view themselves as being in the same type of relationship (be sure to remain
professional, ethical, and all responses should remain confidential). Remember to interview each
person separately and again, do not share responses once you complete your interviews or your
ending analysis. DO NOT ask the interviewee where they think they are in the Triangular Theory of
Love!
Once you have completed the interviews of the four individuals in relationships, using your questions
consider your results. In a document with a title page, list your 10 open-ended questions and then your
conclusions for each person (1 paragraph each) focusing on their relationship and identify where this
couple or person is in the Triangular Theory of Love based on their responses. Make sure to provide
examples from responses to support your conclusions.
Sternberg, R.J. (1986). A triangular theory of love. Psychological Review, 93, 119-135.
Please follow the instructions in this document carefully and submit to the specific location in the Unit.
© Deb Vos and Indian Hills Community College
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
**## typeofloveinstructions.pdf**
PSY 121: Developmental Psychology Learning Unit 8: Assignment
Seven Types of LOVE
SLO: Analyze biological, cognitive, and socioemotional developmental processes for early adulthood,
apply developmental psychological content to real-life situations to include individual differences, beliefs,
values, and interpersonal relationships, and develop critical thinking skills.
Sternberg suggested the existence of seven types of love in his Triangular Theory of Love: liking
(intimacy only), infatuation (passion only), empty love (commitment only), romantic love (intimacy and
passion), companionate love (intimacy and commitment), fatuous love (passion and commitment), and
consummate love (intimacy, passion, and commitment). Refer to the Sternberg Triangular Theory of
Love handout in the course. There again, consult the text, or the article listed below to help you create
survey questions.
Develop a survey with 10-open-ended questions that you believe would help you to identify the type of
love relationship a person or couple is currently in. Once developed, you will use this survey to interview
four (4) individuals separately that are in a current relationship with the goal of determining their “love
relationship type.” More interestingly, interview the significant other or spouse to determine if both
members of the couple view themselves as being in the same type of relationship (be sure to remain
professional, ethical, and all responses should remain confidential). Remember to interview each
person separately and again, do not share responses once you complete your interviews or your
ending analysis. DO NOT ask the interviewee where they think they are in the Triangular Theory of
Love!
Once you have completed the interviews of the four individuals in relationships, using your questions
consider your results. In a document with a title page, list your 10 open-ended questions and then your
conclusions for each person (1 paragraph each) focusing on their relationship and identify where this
couple or person is in the Triangular Theory of Love based on their responses. Make sure to provide
examples from responses to support your conclusions.
Sternberg, R.J. (1986). A triangular theory of love. Psychological Review, 93, 119-135.
Please follow the instructions in this document carefully and submit to the specific location in the Unit.
© Deb Vos and Indian Hills Community College
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
**## typeoflove.pdf**
Sternberg Triangular Theory of Love
**## typeofloveinstructions.pdf**
PSY 121: Developmental Psychology Learning Unit 8: Assignment
Seven Types of LOVE
SLO: Analyze biological, cognitive, and socioemotional developmental processes for early adulthood,
apply developmental psychological content to real-life situations to include individual differences, beliefs,
values, and interpersonal relationships, and develop critical thinking skills.
Sternberg suggested the existence of seven types of love in his Triangular Theory of Love: liking
(intimacy only), infatuation (passion only), empty love (commitment only), romantic love (intimacy and
passion), companionate love (intimacy and commitment), fatuous love (passion and commitment), and
consummate love (intimacy, passion, and commitment). Refer to the Sternberg Triangular Theory of
Love handout in the course. There again, consult the text, or the article listed below to help you create
survey questions.
Develop a survey with 10-open-ended questions that you believe would help you to identify the type of
love relationship a person or couple is currently in. Once developed, you will use this survey to interview
four (4) individuals separately that are in a current relationship with the goal of determining their “love
relationship type.” More interestingly, interview the significant other or spouse to determine if both
members of the couple view themselves as being in the same type of relationship (be sure to remain
professional, ethical, and all responses should remain confidential). Remember to interview each
person separately and again, do not share responses once you complete your interviews or your
ending analysis. DO NOT ask the interviewee where they think they are in the Triangular Theory of
Love!
Once you have completed the interviews of the four individuals in relationships, using your questions
consider your results. In a document with a title page, list your 10 open-ended questions and then your
conclusions for each person (1 paragraph each) focusing on their relationship and identify where this
couple or person is in the Triangular Theory of Love based on their responses. Make sure to provide
examples from responses to support your conclusions.
Sternberg, R.J. (1986). A triangular theory of love. Psychological Review, 93, 119-135.
Please follow the instructions in this document carefully and submit to the specific location in the Unit.
© Deb Vos and Indian Hills Community College
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
**## typeoflove.pdf**
Sternberg Triangular Theory of Love
**## typeofloveinstructions.pdf**
PSY 121: Developmental Psychology Learning Unit 8: Assignment
Seven Types of LOVE
SLO: Analyze biological, cognitive, and socioemotional developmental processes for early adulthood,
apply developmental psychological content to real-life situations to include individual differences, beliefs,
values, and interpersonal relationships, and develop critical thinking skills.
Sternberg suggested the existence of seven types of love in his Triangular Theory of Love: liking
(intimacy only), infatuation (passion only), empty love (commitment only), romantic love (intimacy and
passion), companionate love (intimacy and commitment), fatuous love (passion and commitment), and
consummate love (intimacy, passion, and commitment). Refer to the Sternberg Triangular Theory of
Love handout in the course. There again, consult the text, or the article listed below to help you create
survey questions.
Develop a survey with 10-open-ended questions that you believe would help you to identify the type of
love relationship a person or couple is currently in. Once developed, you will use this survey to interview
four (4) individuals separately that are in a current relationship with the goal of determining their “love
relationship type.” More interestingly, interview the significant other or spouse to determine if both
members of the couple view themselves as being in the same type of relationship (be sure to remain
professional, ethical, and all responses should remain confidential). Remember to interview each
person separately and again, do not share responses once you complete your interviews or your
ending analysis. DO NOT ask the interviewee where they think they are in the Triangular Theory of
Love!
Once you have completed the interviews of the four individuals in relationships, using your questions
consider your results. In a document with a title page, list your 10 open-ended questions and then your
conclusions for each person (1 paragraph each) focusing on their relationship and identify where this
couple or person is in the Triangular Theory of Love based on their responses. Make sure to provide
examples from responses to support your conclusions.
Sternberg, R.J. (1986). A triangular theory of love. Psychological Review, 93, 119-135.
Please follow the instructions in this document carefully and submit to the specific location in the Unit.
© Deb Vos and Indian Hills Community College
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)
[https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf](https://webcontent.indianhills.edu/_myhills/courses/PSY121/documents/lu08_handout_new_3.pdf)