Case Of William Final Paper Due

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I’m studying and need help with a Psychology question to help me learn.

As you explored in Week 8, multiple multicultural identities can exist within an individual as separate identities, or they can comprise that individual’s one identity. You also examined how multiple multicultural identities influence professional practice. It is difficult to grasp the complexity of honoring and taking into account an individual’s multiple multicultural identities when examining them in a theoretical context. With this Assignment, you analyze various factors of a specific client’s life in the context of that client’s multiple multicultural identities. Your client is William Thompson, a member of the AYR Threaded Family Case Study. How might your analysis of William’s multiple multicultural identities and their effect on his life influence your work with William?

For your Final Paper, review the Learning Resources, including the William Thompson Case Study document and the media segment on William as depicted in the AYR Threaded Family Case Study media piece. You may also find it helpful to revisit resources from earlier in the course or from the week in-residence. Then consider what factors a psychologist might encounter while working with William and how a psychologist might respond to them. Also think about what specific aspects of William’s multiple multicultural identities might affect your assessment, diagnosis, and treatment of William. Finally, taking into account the complexities and various layers of his multicultural identities, reflect on questions or considerations you might need to consider while working with him.

Submit a 10- to 12-page APA-formatted paper analyzing the influence of multiple multicultural identities on your work with William Thompson. Your Final Paper must include the following elements:
A description of at least three multicultural identities as described by the characteristics, life circumstances, family relationships, or social influences of William Thompson, integrating information from research, course materials and Assignments, and your experience during the in-residence component of this course An explanation of the social context for William’s multiple layers of identity An explanation of the identity factors you, as a psychologist, need to consider when working with William, and how you might respond to those factors An explanation of how the complexities and various layers of William’s multiple multicultural identities might affect the primary areas of assessment, diagnosis, and treatment An explanation of the theoretical approach you would use when assessing William, establishing a clinical diagnosis (if any), and engaging in therapy An explanation of additional questions you would ask William to further support your assessment and diagnosis of his presenting concerns An assessment of how William’s PTSD diagnosis (including DSM IV-TR diagnosis information) might influence his identities and the potential strategies for processing his military background and subsequent experiences related to his career and family, as well as in treatment An explanation of the role of spirituality and/or religion as they relate to William’s identities, and what impact this may have on his diagnosis, comprehensive and competent assessment, and treatment (the therapy process) An explanation of the multicultural theories that support the therapeutic approach you would use when working with William An explanation of the APA ethical codes as they relate to multicultural competency and professional interactions with William An explanation of how any potential biases and/or worldview conflicts might influence your work with William and any plans for future professional development related to multicultural psychological practice
The paper must include a minimum of 10 primary references from the psychological literature that support your theoretical approach in terms of assessment and diagnosis related to William’s multiple multicultural identities and presenting concerns, as well as your therapeutic approach related to treatment for William. Be sure to cite in APA format all references used in the development of this Final Paper, both within the paper and in a bibliography.

For more information on the requirements for the Case of William Final Paper, please review the Case of William Final Paper Overview document located in this Week’s Learning Resources.Performance Management
I’m working on a Business exercise and need support.

Task1: Prepare a 5-6 page APA paper and include 6-8 references:

Compare and contrast the leadership styles of 2 current leaders in the business industry. Consider Elon Musk & Jeff Bezos for this case.

Points of discussion can include but are not limited to some of the following:

1. What makes them effective leaders?

2. How do they increase motivation within their organization?

3. How will they be remembered in business history?

4. How did they use their communication skills to gain support for their ideas?

5. What are some of the techniques they use for problem-solving, generating alternative solutions, and effective bias-free decision making?

Task 2: Research one (1) peer-reviewed article that can be used to answer the above paper. Summarise the overall work and support your arguments with your findings and conclusions. 1 Page Paper with 2-3 references

Task 3: Topic: Information Systems. 1 Page paper with 4-5 references.

Using various sources and research using Internet, what ethical and information security issues can arise when conducting E-business?Response to Discussion Questions: nursing essay help
I’m trying to learn for my Management class and I’m stuck. Can you help?

I need you to respond to the two discussions questions below make sure you put post 1 or post 2 so I can know which questions to attached it too. Make it at least 200 word each for both post below.

Post 1
What is a mandatory subject of bargaining?
Employers should know that the employee handbook, or other work rules or policies, may not alter certain terms that an employer must bargain over with the union. These terms are called “mandatory subjects of bargaining”, and generally include provisions relating to “wages, hours, and other conditions of employment”.

Mandatory subjects are those that directly impact –wages, hours or working conditions (or terms and conditions of employment). Such subjects as hourly rates of pay, overtime pay, shift differentials, holiday pay, pensions, profit sharing plans, rental of company houses, grievance procedures, sick leave, work-rules, seniority and promotion, compulsory retirement age, and management rights clauses are examples of mandatory subjects of bargaining.

These are subjects over which the parties must bargain if a proposal is made by either party. This does not mean that the parties have to reach agreement on such proposals, but rather that they have to engage in the process of bargaining in good faith over the subject. Mandatory subjects may be bargained to impasse. It is also legal to strike (or to lock-out) to obtain a mandatory subject of bargaining.

If management does not bargain over these subjects in good faith, then the employer has committed an “unfair labor practice. Issues that are indirectly related to the terms and conditions of employment are called permissive subjects of bargaining. On these subjects, the parties only negotiate if both agree.
Can a union waive its right to bargain over a mandatory subject of bargaining?
A union can waive its right to bargain over a mandatory subject of bargaining. A zipper clause is a clause in an employment agreement in which both parties waive the right to demand bargaining on any matter not dealt with in the contract, regardless of whether that matter was contemplated when the contract was negotiated or signed. Past cases, including Provena Hospitals, 350 NLRB No. 64 (August 16, 2007) and California Newspapers, 350 NLRB No. 89 (September 10, 2007) the NLRB found that the “zipper clause” language did not constitute a clear and unmistakable waiver of an employer’s right to propose policies that were not listed in the bargaining agreement. Normally, absent contradictory or limiting provision in the contract, this can be accomplished by affording the union a reasonable period to consider a new rule. Notice should always be in writing, and the union should be given a copy of the proposed new rule and notice of its proposed effective date. If the union fails to demand bargaining about the rule prior to its scheduled implementation date, the union will be deemed to have waived its right to bargain.
Was management’s refusal to bargain over the subject of surveillance cameras usage in the workplace a violation for the duty to bargain in good faith under the LMRA, as amended? If so, what should be the appropriate remedy? Discuss the merits of the parties’ respective positions in this case.
Further extending the concept of mandatory subjects of collective bargaining, the National Labor Relations Board held that an employer must bargain with a union over the installation and use of hidden surveillance cameras placed in an employer’s place of business. In Colgate-Palmolive Company, 323 NLRB 515 (1997), the Board held that the installation and use of such hidden cameras is sufficiently relevant to the work environment and outside the scope of managerial decisions lying at the core of entrepreneurial control as to require an employer to bargain over them.

Colgate-Palmolive and the union had negotiated various contracts over a twenty year collective bargaining relationship. Colgate had used surveillance cameras since 1981; some were in plain view, while others were hidden. According to the employer, the union had never requested to bargain over the placement or continued use of the cameras. Between 1990 and mid-1994, the company installed 11 new surveillance cameras, most in response to suspected employee theft and other misconduct.

In July 1994, an employee discovered a hidden camera in an air vent located in the men’s restroom. Although the company promptly removed the camera, the union filed a grievance regarding the placement of surveillance cameras in the facility. The company responded that while some cameras had been placed in plain view, others had been “strategically placed in other areas in response to reasonably suspected misconduct.” The union thereafter demanded to bargain over the placement and continued use of the hidden surveillance cameras. The company refused and the union filed an unfair labor practice charge with the NLRB.

The Board was seemingly unconcerned about the company’s legitimate interest in monitoring and preventing employee misconduct. The company had suggested to the Board that requiring it to bargain with the union regarding the placement of the hidden cameras would defeat the camera’s purpose. The Board, however, stated that the very existence of secret cameras is a term or condition of employment, and is thus a legitimate concern of the union. The Board took the position that any concerns regarding the extent to which the location or placement of the cameras was maintained as a secret was yet another proper subject of bargaining.

References

Corporate.findlaw.com › human-resources › NLRB Rules Employers Must Bargain Over Placement and Use of Hidden Surveillance Cameras

Harper, M. (1981, June). Union Waiver of Employee Rights under the NLRA: Part I. Retrieved June 12, 1981

Implementing Work Rules During the Term of a Collective Bargaining Agreement – The Law Firm of Faegre Baker Daniels. (2007, September 27). Retrieved August 12, 2016

Use of Video Surveillance Evidence to Support Employee Discipline – Maiello Brungo & Maiello. (2005). Retrieved August 12, 2016, from – articles/use-of-video-surveillance-evidence-to-support-employee-discipline/1196

Post 2

1.) A mandatory subject of bargaining is one of the three subjects of the collective bargaining agreement. It consists of those topics required by law and the NLRB and includes items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline (“Collective Bargaining,” n.d.). The law requires an employer to not make any changes in mandatory bargaining without providing the union prior notice and an opportunity to bargain over the desired change (“NLRB, n.d.).”

2.) A union can waive its right to bargain over a mandatory subject of bargaining. Under the NLRA, a union can waive its right during the term of a contract, but only if the waiver is “clear and unmistakable (Martin, 2012).” It must also satisfy the conditions of good faith. Employees have a legal duty to bargain in good faith with their employee’s representative to sign any collective bargaining agreement that has been reached (“NLRB, n.d.).

3.) Management’s refusal to bargain over the subject of surveillance camera usage in the workplace was a violation of the duty to bargain in good faith under the LMRA. Under this Act, both union and management organizations negotiate in good faith in an effort to voluntarily settle bargaining disputes (Holley, Ross, & Wolters, 2017).” There were two arguments in this case. First, the company believed it had the right to engage using cameras to protect the legitimate business-related interests of the ownership. Second, management argued that even if the Board found that a duty to bargain existed based on the circumstances, the union waived its right to bargain over the subject of surveillance cameras (Holley, Ross, & Wolters, 2017).” In contrast, the union believed that the use of surveillance cameras in the workplace was an invasion of employees’ privacy. The remedy to this problem is for the union to bargain hard, providing good faith has been sought to reach an agreement.

References

Bargaining in Good Faith with Employees’ Union Representative (Section 8(d) & 8(a)(5)). (n.d.). Retrieved from https://www.nlrb.gov/rights-we-protect/whats-law/e…

Martin, S. (2012). Understanding Mandatory and Permissive Subjects of Bargaining. Retrieved from https://www.icsom.org/senzasordino/2012/05/understanding-mandatory-permissive-subjects-bargaining/ (Links to an external site.)

What is a Collective Bargaining Agreement? (n.d.). Retrievied from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/collectivebargainingagreement.aspxFind article on Ford motors with MIS read and answer questions: nursing coursework help
I don’t know how to handle this Business question and need guidance.

Prior to reading this DQ, read the CLA1 assignment to understand what the assignment is asking you to complete. Once you understand the CLA1 assignment, continue to the paragraph below to complete DQ1.

Using the Library Information Resource Network (LIRN), JSTOR, or any other electronic journal database, research one (1) peer-reviewed article that can be used to answer your upcoming CLA1 assignment. Your discussion should summarize the article in such a way that it can justify any arguments you may present in your CLA1 assignment and should be different than the abstract. In addition to your researched peer-reviewed article, you must include an example of the article researched as it is applied by industry (company, business entity, etc.).

Read CLA1 document First and write the questions below:
Clearly state what the article is about and its purpose How the article and/or author(s) support your argument(s) Most important aspects of the article Any findings and conclusions Approximately 250 to 350 words in length Include the article “Abstract” in your posting (your summary should be original) Include the industry example demonstrating the application of your researched article “IMPORTANT” – Include the citation for the articleDiscussion Board 3
I’m trying to learn for my Law class and I’m stuck. Can you help?

Compare and contrast the 4 main sentencing goals (retribution, deterrence, incapacitation, rehabilitation). Discuss the advantages and weaknesses of each goal. Would different sentencing models (indeterminate sentence, determinate sentence, consecutive & concurrent sentences) be appropriate for different crimes? Why or why not? Considering the goals of sentencing, what sentencing model would you attach for violent crimes? Property crimes? Drug crimes? Review the presentation titled “Courts (Part 2)” found in the Reading & Study folder of Module/Week 5. From a Christian viewpoint, present at least 2 arguments for the preservation of the death penalty and at least 2 arguments for the abolishment of the death penalty.

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