Paper Guidelines (8 -10 pages) 

Develop a paper on the effectiveness of psychotherapy models for a specific disorder. 

The disorder can be depression ( in general or one type of depression); anxiety (or a specific anxiety disorder such as phobias), eating disorders (anorexia or bulimia); substance use disorders, etc.  NOTE : Use Cognitive-behavioral therapy (CBT) to treat GENERAL ANXIETY DISORDER

The paper should specify in the introduction, the disorder and its definition, and usual symptoms, and the types and names of psychotherapy models found to be effective in its treatment (literature search, may be 3 or 4 models). Cite the most convincing research: describe the sample, data collection, findings and conclusion of at least-four published studies. The studies may be (but do not have to be) on the same model; however, the research should be on one specific disorder. Critique each study—are these strong studies on effectiveness? What are the studies’ limitations?

Explain why the studies chosen support a specific model’s use. For example, has cognitive therapy for eating disorders been shown to be more effective than psychodynamic models because of the symptom of dichotomous thinking? Are there cultural implications that affect the model’s effectiveness?

Finally, describe the implications for your practice.

Format /Organization of Paper

1. Introduction: 

a. Disorder Defined 

b. Models commonly used, (This could be theory, expert opinion, as well as research publications) for the disorder

c. Models cited on effectiveness for the disorder in your literature search (might be several)

2. Body of Paper:

d. Introduce this section 

e. Cited Research and description on the Effectiveness of specific models (4 studies) for the disorder you have chosen with critique of the study

f. Do the findings conclude the model plus pharmacology is the most effective? Psychotherapy alone? Cultural Implications of the model’s use? 

3. Implications for Your Practice (how psychiatrist or nurse practitioners can use this effectively in their practice).

4. Summary of Paper 

5.  Conclusions

This mean the paper will have these headings:

1. Introduction

2. Body

3. Implication for the practice ( how psychiatrist or nurse practitioners can use this effectively in their practice).

4. Summary of the paper

5. Conclusion. 

Case study must be a minimum of 3-4 pages of original discussion and analysis, not counting the title page, reference page, figures, tables, and appendixes. The statements in each Case Study must be supported by at least 1 scholarly reference, cited throughout the narrative and placed on the reference list in the APA format. Organize content under Level 1 headings. Case Study assigned questions are listed in the chart below. 

DECIDING WHETHER TO USE FLEXIBLE STAFFING

The Kaiser Manufacturing Company (KMC) has been in existence for over 50 years. Its main products are specialty implements for use in both the crop and dairy herd sides of the agricultural business. Products include special attachments to tractors, combines, discers, and add-on devices for milking and feeding equipment that enhance the performance and safety of the equipment.

KMC has a small corporate office plus four manufacturing plants (two in the Midwest and two in the south). It has a core workforce of 725 production workers, 30 clericals, 32 engineers and professional workers, and 41 managers. All employees are full-time, and KMC has never used either part-time or temporary workers. Those in charge of staffing feel very strongly that the strategy of using only a core workforce has paid big dividends over the years in attracting and retaining a committed and highly productive workforce. 

Sales have been virtually flat at $175 million annually since 2012. At the same time, KMC began to experience more erratic placement of orders for its products, making sales less predictable. This appears to be a reflection of more turbulent weather patterns, large swings in interest rates, new entrants into the specialty markets, and general uncertainty about the future direction and growth in the agricultural industry. Increased unpredictability in sales has been accompanied by steadily rising labor costs. This has been due to KMC’s increasingly older workforce, as well as shortages of all types of workers (particularly production workers) in the immediate labor markets surrounding the plants.

Assume you are the HR manager responsible for staffing and training at KMC. You have just been contacted by a representative of the Flexible Staffing Services (FSS) Company, Mr. Tom Jacoby. Mr. Jacoby has proposed meeting with you and the president of KMC, Mr. Herman Kaiser, to talk about FSS and how it might be of service to KMC. You and Mr. Kaiser agree to meet with Mr. Jacoby. At that meeting, Mr. Jacoby makes a formal presentation to you in which he describes the services, operation, and fees of FSS, as well as highlights the advantages of using a more flexible workforce. During that meeting, you learn the following from Mr. Jacoby.

FSS is a recent entrant into what is called the staffing industry. Its general purpose is to furnish qualified employees to companies (customers) on an as-needed basis, thus helping the customer implement a flexible staffing strategy. It furnishes employees in four major groups: production, clerical, technical, and professional/managerial. Both full-time and part-time employees are available in each of these groups. Employees may be furnished to the customer on a strictly temporary basis (“temps”), or on a “temp-to-perm” basis in which the employees convert from being temporary employees of FSS to being a regular employee of the customer after a 90- day probationary period.

For both the temp and temp-to-perm arrangements, FSS offers the following services. In each of the four employee groups it will recruit, select, and hire people to work for FSS, which will in turn lease them to the customer. FSS performs all recruitment, selection, and employment activities. It uses a standard selection system used for all applicants, composed of an application blank, reference checks, drug testing, and a medical exam (given after making a job offer). It also offers customized selection plans in which the customer chooses from among a set of special skills tests, a personality test, an honesty test, and background investigations. Based on the standard and/or customer assessments, FSS refers to the customer what it views as the top candidates. FSS tries to furnish two people for every vacancy, and the customer chooses from between the two. 

New hires at FSS receive a base wage that is like the market wage, as well as close to the wage of the customer’s employees with whom they will be directly working. In addition, new hires receive a paid vacation (one week for every six months of employment, up to four weeks), health insurance (with a 25% employee co-pay), and optional participation in a 401(k) plan. FSS performs and pays for all payroll functions and deductions. It also pays the premiums for workers’ compensation and unemployment compensation.

FSS charges the customers as follows. There is a standard fee per employee furnished of 1.55 x base wage x hours worked per week. The 1.55 is labeled “mark-up”; it covers all FSS’s costs (staffing, insurance, benefits, administration) plus a profit margin. On top of the standard fee is an additional fee for customized selection services. This fee ranges from .50 to .90 x base wage x hours worked per week. Finally, there is a special one-time fee for temp-to-perm employees (a finder’s fee of one month’s pay) payable after the employee successfully completes the 90-day probationary period and becomes an employee of the customer.

Mr. Jacoby concludes his presentation by stressing three advantages of flexible staffing as provided by FSS. First, use of FSS employees on an as-needed basis will give KMC greater flexibility in its staffing to match fluctuating product demand, as well as movement from completely fixed labor costs to more variable labor costs. Second, FSS provides considerable administrative convenience, relieving KMC of most of the burden of recruitment, selection, and payrolling.  Finally, KMC will experience considerable freedom from litigation (workers’ compensation, EEO, torts) since FSS and not KMC will be the employer.

After Mr. Jacoby’s presentation, Mr. Kaiser tells you he is favorably impressed but that the organization clearly needs to do some more thinking before they embarks on the path of flexible staffing and use of FSS as its provider. He asks you to prepare a brief preliminary report, including the following:

1. A summary of the possible advantages and disadvantages of flexible staffing.

2. A summary of the advantages and disadvantages of using FSS as a service provider.

3. A summary of the additional information you recommend gathering and using as part of the decision-making process.

DO NOT SUBMIT INCOMPLETE OR INCORRECT WORK. ALL ASSIGNMENTS WILL BE CHECKED, WILL NOT PAY FOR BAD WORK

DIRRECTIONS AS FOLLOWED:

Plan for Remote Practicum in Physical ADULT RehabilitationHours to be completed through remote projects: 50

APA FORMAT, PROPER CITATIONS, REFERENCE PAGES, ZERO PLAGARISM I WILL CHECK. MUST KEEP DETAILED TIME LOGS OF ALL WORK AND FOLLOW GUIDELINES PEREFECTLY FOR FULL CREDIT

Guidelines:

1. All remote work must relate directly to the APIED process in Recreational Therapy.
2. All remote work must relate directly to the NCTRC Job Analysis and Knowledge areas (https://www.nctrc.org/wp-content/uploads/2019/05/JobAnalysisReport.pdf).
3. PEER REVIEWED JOURNALS STUDIES AND ARTICLES

ASSIGNMENTs:

1. Student will keep a detailed time log of how time is spent; ie, 3 hours researching… and must complete 50 hours worth of projects as listed below !!!!

2. Rsearch and write Intervention Protocols for the interventions listed below. 

The expectation is that you research the intervention design for the physical rehabilitation population. Your protocol may have to identify/limit the program to specific populations based on your research. The research should be done using the NTL Learning Commons. Please make sure all research is from peer reviewed journals. List all references in APA format. You will then write the protocol based on the research. See attached outline and sample for the Intervention Protocol. Each completed protocol to the level expected will be worth 20 hours.

1. Leisure Education (required)
2. Community Reintegration (required)
3. Social Skills

ADDITONAL REQUIREMENTS:

1. For protocols, as appropriate, create 4 week activity plans/program plans/session plans/scripts, etc. Create these in such a way that a therapist can pick them up and run your program exactly as described. Each 4 week activity plan will be worth 5 hours if completed as expected.

1. Or Create a Resource Guide for online leisure activities, e.g. museum tours, zoo live cams, relaxation sessions, yoga workouts, etc. that are relevant to the population. Describe how they can be used therapeutically with goals/outcomes. Include a description of services and how to access them. Worth 5 hours.

MUST COMPLETE PROPERLY FOR FULL CREDIT. SEE PDF FOR EXAMPLES OF HOW BOTH SHOULD BE WRITTEN. 

• Create your poster on Portrait view using Ledger Paper Size (11 inches wide by 17 inches tall).
• Save your poster as an image (either: jpg, tiff, or png) 
• Minimum image resolution should be 150 ppi/dpi.

Your Policy poster should have the following sections: 

• Title: Should draw interest and should give a general idea of what your policy is about. The title should describe the policy your are proposing, not the problem. 
• Policy description and target audience: i) describe what your policy is, ii) indicate to whom you are addressing this policy (specific federal/state government entity, specific government agency, etc.) and, iii) indicate who would benefit from this policy.
• Rationale: 2-3 sentences explaining why this policy is important. Give statistics and factual information to help your audience understand the scope of the problem that your policy is trying to address. This is similar to the introduction paragraph of your scientific background but with a lot less text and ideally some graphics.
• Scientific background: one (1) paragraph (150-200 words) summarizing the key supporting facts, based of your policy background. This should be physiological effects such as what we have been studying in this course. 
• Expected outcomes: 2-3 sentences explaining the benefits you expect for your target population. This is similar to the conclusion paragraph of your scientific background but with a lot less text.
• Assessment: one (1) paragraph (150-200 words) summarizing a plan for how you would assess and evaluate the effectiveness of your policy. How would you know if your policy is working? What evidence should be collected?
• References: List the references that you cited in your poster.

 

Your review of the literature and professional ethics codes addresses the importance of resolving ethical dilemmas systematically and following established decision-making steps to resolve dilemmas effectively. As ethical codes do not provide specific solutions for ethical dilemmas, applying established ethical decision-making steps along with an understanding of established ethical codes is essential. Taking a systematic approach to ethical decision-making contributes to effective professional practice and ethical resolutions consistent with clients’ best interests.

In a 1,050- to 1,400-word (or 3- to 4-page) paper (excluding references and title page), based on the scenario below, discuss how you would apply systematic steps toward a resolution of the dilemma as a consultant hired by Wells Fargo. Discuss the specific steps of the decision-making model you would take in making an ethical decision. How might you include the client in making your decisions? In what way or ways is accounting for the ethics code important for decision-making? To support your responses, in addition to the required readings, cite at least two scholarly references.

Scenario
Wells Fargo was the darling of the banking industry, with some of the highest returns on equity in the sector and a soaring stock price. Top management touted the company’s lead in “cross-selling”: the sale of additional products to existing customers. “Eight is great,” as in eight Wells Fargo products for every customer, was CEO John Stumpf’s mantra.

In September 2016, Wells Fargo announced that it was paying $185 million in fines for the creation of over 2 million unauthorized customer accounts. It soon came to light that the pressure on employees to hit sales quotas was immense: hourly tracking, pressure from supervisors to engage in unethical behavior, and a compensation system based heavily on bonuses.

Wells Fargo also confirmed that it had fired over 5,300 employees over the past few years related to shady sales practices. CEO John Stumpf claimed that the scandal was the result of a few bad apples who did not honor the company’s values and that there were no incentives to commit unethical behavior. The board initially stood behind the CEO, but soon after received his resignation and “clawed back” millions of dollars in his compensation.

Further reporting found more troubling information. Many employees had quit under the immense pressure to engage in unethical sales practices, and some were even fired for reporting misconduct through the company’s ethics hotline. Senior leadership was aware of these aggressive sales practices as far back as 2004, with incidents as far back as 2002 identified.

The Board of Directors commissioned an independent investigation that identified cultural, structural, and leadership issues as root causes of the improper sales practices. The report cites the wayward sales culture and performance management system; the decentralized corporate structure that gave too much autonomy to the division’s leaders; and the unwillingness of leadership to evaluate the sales model, given its longtime success for the company.