YENROSE DISCUSSION CLASSMATE’S REPLIES: Sharon Lewis May 20, 2024, 11:28 AM Unread Happy Monday,    Empirical Journal Articles

YENROSE DISCUSSION CLASSMATE’S REPLIES:

Sharon Lewis

May 20, 2024, 11:28 AM

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Happy Monday, 

 

Empirical Journal Articles had a purpose to present original findings, include abstracts, introductions, methods, results and discussions. With content we focus on specific hypotheses and new data. Review Journal Articles purpose is to summarize and evaluate existing research. Structure**: Varies, often includes an overview of literature and analysis. Past research to provide a comprehensive understanding of a topic. Chapters in Edited Books provide in-depth coverage of a specific topic within a broader subject area. This structure varies widely based on the book’s overall organization. The Content can be similar to review articles or focused discussions, often contextualized within the theme of the book. Empirical articles contribute new data, review articles summarize and evaluate existing knowledge, and book chapters offer detailed discussions within a broader context.

Matthew White

May 20, 2024, 1:03 PM

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Empirical journal articles showcase original research, providing detailed methodologies, data analysis, and new findings. They aim to advance knowledge in a specific field, typically including sections such as introduction, methodology, results, and discussion.

 In contrast, review journal articles offer comprehensive summaries and analyses of existing research on a given topic, offering readers a comprehensive overview of the current state of knowledge in a particular area. These articles often include critical evaluations of the research and extensive literature reviews. Both types differ from a chapter in an edited book, which is usually a collaborative work featuring contributions from different authors.

Chapters in edited books may not necessarily present original research but can offer in-depth discussions, theoretical frameworks, or case studies related to the book’s overall theme. They also have more diverse formats and structures tailored to fit within the context of the entire book.

Alison Miller

May 20, 2024, 3:19 PM

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According to Morling (2020), empirical journal articles outlines the original outcome of a research study. Empircial journal contains information about the method of study, analytical data and results of the study. In contrast, review journal articles recap and merge all the published studies that have been completed in one testing area. In simpler terms, review journal articles analyze the research that was already conducted in the empirical journals. Moreover, an empiricial and review journal articles are different from a chapter in an edited book, because they are not peer reviewed. 

 

Morling, B. (2020). 
Research methods in psychology: Evaluating a world of information (4th ed.). Norton Publishing. ISBN-13: 9780393893724. 

Research Methods in Psychology (wwnorton.com)
 

Matthew White

May 20, 2024, 1:04 PM

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When examining the potential applications of Harlow’s study of attachment in baby monkeys, the domains of education, parenting, and healthcare immediately come to mind.

In the field of education, a pertinent applied research question could be: “How can the insights from Harlow’s study be effectively integrated into early childhood education to support healthy attachment and emotional development in young children?”

In the realm of parenting, an applied research question might be: “What are the most successful strategies for parents to cultivate secure attachment relationships with their children, drawing from the findings of Harlow’s study on attachment in baby monkeys?”

Within the healthcare domain, a relevant applied research question could be: “How can the understanding of attachment acquired from Harlow’s study be utilized to enhance interventions for children facing attachment-related challenges, such as those in foster care or institutional settings?”

These applied research questions illustrate how the foundational knowledge gained from Harlow’s study can be leveraged to address practical concerns in various real-world contexts.           By bridging the gap between basic research and practical applications, we can enrich our comprehension of human behavior and enhance outcomes in education, parenting, and healthcare

Alison Miller

May 20, 2024, 3:35 PM

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Harlow’s study of attachment was aimed to understand how important physical contact and bonding is prevalent between parent and child. Some applied research questions could be “What are the effects between parent-child relationship if there was no physical touch?” “How does physical touch and bond play a part in child’s development?” Furthermore, education is one domain that I will apply the findings of the effects of relationship if no physical touch was applied. Education will reveal the types of relationships the child develops with other individuals in a setting that they are primarily apart of. For instance, “How can a parents comfort and contact develop into childhood education in order to form bonding with teacher or caregivers?” Next, healthcare will be another domain to apply the findings of a child’s development through physical contact. For example, “Are there any health benefits from skin to skin contact with a mother and newborn after delivery?” 

 

 

Morling, B. (2020). 
Research methods in psychology: Evaluating a world of information (4th ed.). Norton Publishing. ISBN-13: 9780393893724, 

Research Methods in Psychology (wwnorton.com

Sharon Lewis

May 20, 2024, 5:27 PM

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Harlow’s study on attachment in baby monkeys inspires applied research in various domains:

1. Education: Investigate how secure attachment figures at school influence children’s academic performance and social development.
2. Parenting: Develop and assess parenting strategies that promote secure attachments and their effects on early childhood development.
3. Health Care: Explore ways pediatric healthcare providers can support the emotional well-being of young patients using attachment theory.
4. Child Welfare: Examine how different foster care environments affect the attachment security and psychological adjustment of children separated from parents.
5. Clinical Psychology: Design and evaluate therapeutic interventions for children with attachment disorders to improve their social and emotional functioning.

 

ALBERTO’S CLASSMATE’S REPLIES:

Alyssa Rhule

May 20, 2024, 1:12 AM(edited)

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The four generations I took note of are:

Gen Z (1997- Current)

Key traits: smallest portion of today’s workforce, more focused on visual media & more reliant on mobile devices

Millennials (1981-1996)

Key traits: Want flexibility in the workplace, enjoy working in teams, seek instant results & make up 35% of today’s workplace

Gen X (1965-1980)

Key traits: work hard but maintain balance, less loyal to employers, prioritize communication & make up 33% of the workforce today

Boomers (1946-1964)

Key traits: Strong work ethic, loyal to employers, prefer a professional environment & make up 25% of the workforce

I am a millennial and I feel as I identify with a little bit of each. I have a strong work ethic, prioritize communication. However, i  am reliant heavily on my mobile device. I think people are judged harshly these days based on their generation. However, there are people like me that have traits from all.

 

Cardon, P., Floyd, K., and Palmer, I. (2023). Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

Annastasia Ellies

May 20, 2024, 12:27 PM

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Generation Z: Born after 1997(Floyd, et al., 2023, p. 97); Generation Z is very technologically savvy, and have a strong need to receive constant positive feedback about their work. Very interested in remote positions, jobs with great diversity and inclusion statistics, and good benefits(Trinet.com, 2023).

Millennial: Born between 1981-1996(Floyd, et al., 2023, p. 97); Millennial, like Generation Z, have had access to a lot of technology changes and are savvy, they like constant positive communication with work, and are more interested in remote jobs (telecommuting). Known as “job hoppers” but they do not settle for jobs they are unhappy with to stay “loyal.” They also they care for diversity and inclusion, with good benefits(Trinet.com, 2023).

Generation X: Born between 1965-1980(Floyd, et al., 2023, p. 97); Generation X prefers to make their own decisions on how to complete projects, typically have a set way to complete their work tasks, and like to typically work in person. They care about good benefits for themselves and family(Trinet.com, 2023).

Baby Boomers: Born between 1946-1964(Floyd, et al., 2023, p. 97); Baby Boomers are loyal to their job or trade, can be annoyed with the younger generation’s constant need for positive feedback, and they like working independently. They require minimal feedback and check-ins from superiors and assume they are doing well unless told otherwise (Trinet.com, 2023). 

 

I can relate with being technically savvy, and needing assurance a lot more than I have seen older employees get as a Millennial. I do like working by myself typically unlike most Millennials, but I enjoy team-building and sharing successes.

 

Cardon, P., Floyd, K., and Palmer, I. (2023). Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

 

Generational differences in the workplace: Boomers, gen X, gen y, and gen Z explained. HR Solutions, Payroll, and HR Outsourcing. (n.d.).

Dana Grudzinski

May 20, 2024, 6:37 PM

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The four generations that are in the workplace are Gen Z, Gen Y (Millennials), Gen X, and Baby Boomers. Millennials make up the greatest number at 35%. Not far behind is Gen Z which has 33%, then Baby Boomers at 25%, and finally Gen Z at 6% (Cardon et al., 2023).

 

Key Characteristics:

 

Baby Boomers or Boomers (1946-1964) are known to have a strong work ethic, sometimes called “workaholics”. They are extremely loyal and like a professional environment (Cardon et al., 2023).

 

Gen X (1965-1980) are hard workers who strive to include a work/life balance. They rely on feedback from managers. They are known to be less loyal to the job and titles are not important to them (Cardon et al., 2023).

 

Gen Y/ Millennials (1981-1996) must have a work/life balance in their personal life. They like flexible hours and working in teams. They look to make a difference through their work and want instant results. They are less loyal but friendly with co-workers and look for a casual workplace setting. They are also used to multitasking (Cardon et al., 2023).

 

Gen Z (1997- )  is a more intense form of Gen Y who are reliant on mobile devices and connections in the workplace. They need visual media and work collaboratively in teams (Cardon et al., 2023).

 

 

Reference:

 

Cardon, P, Floyd, K., and Palmer, I. (2023). 
Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

Alyssa Rhule

May 20, 2024, 1:13 AM

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A hospital I worked at was bought out and had a name change. That name change came with a change in the ICU staff. Meaning our critical care doctors and nurse practitioners that my department worked with. This was unsettling as most of us spent years building trusting relationships with these providers. This change caused me to have active and passive symptoms. The active symptoms I showed were undermining and being critical. An example of this is that I flat out did not trust these providers as it was evident, they did not know our policies, protocols and lacked respected for us. The passive symptoms I showed were agreeing with the provider but not following through and withholding certain things. This sounds awful, but I was coming from a good place. Certain providers would order things not in our policy, and or that I felt as a healthcare provider could be potentially harmful. As a healthcare worker there are certain things not in our scope of practice. We also take vows when we get licensed to “do no harm”. It is our job to speak for the patients that do not understand what certain things mean. If I do not agree with something, I absolutely will get another doctors opinion before doing anything. So, I used these traits more for patient advocacy.

 

 

Cardon, P., Floyd, K., and Palmer, I. (2023). Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

Honey Garcia

May 20, 2024, 10:58 PM

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Hello Professor Somne and Class, 

 

Active symptom 1: Arguing Against New procedures

 

As a case manager in behavioral health, I actively resisted change by constantly arguing against the implementation of new procedures or protocols. If found myself criticizing the proposed changes, highlighting potential flaws, and expressing my dissatisfaction with the need for adaptions. 

 

Active symptom 2: Manipulating Information

 

Another active symptom I exhibited was manipulating information to undermine the importance of changes being introduced within the behavioral health agency. This behavior involved selectively presenting data or distorting facts to create doubt about the effectiveness or necessity of the proposed changes. 

 

Passive symptom 1: Avoiding training sessions

 

More passively, I demonstrated resistance to change by avoiding training sessions related to implementing new practices or technologies in behavioral health management. By skipping these sessions I hindered my learning and readiness for embracing and incorporating necessary changes. 

 

Passive symptom 2: Feigning Ignorance

 

I displayed passive resistance by feigning ignorance about the reasons behind certain changes within our behavioral health organization. By pretending not to understand or be aware of key aspects of upcoming modifications, I delayed my engagement with these changes and hindered their successful integration into my work as a case manager. 

 

Managers need to pay attention to how people show they don’t like changes because just knowing the signs of resistance isn’t enough; we need to understand why people resist change in the first place (Cardon, et al., 2023). By figuring out both how people act and why they feel that way, organizations can deal with challenges better and make changes successfully. 

 

Reference: 

 

Cardon, P, Floyd, K., and Palmer, I. (2023). 
Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

 

Annastasia Ellies

May 21, 2024, 12:53 PM

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Two symptoms I exhibited active resistance when I was a teenager and working as a waitress were participating in 
rumors. At that time, we had a new waiter who cut in on hours that everyone relied on, and he seemed standoff-ish. One of my other co-workers thought it would be funny to make up a reason why, and it spread to him. I felt bad for participating and decided not to take part in gossiping as I started to understand that if I were on the other end, it would hurt me. I did another time find myself 
arguing with another co-worker when I was a teenager still, and it was embarrassing. We argued over who was supposed to leave early for the shift, and it was upsetting because at the time I did not have children, but I had other obligations, and she kept stating that I could not be doing anything worthwhile to leave early that day since I had no children. It was upsetting and it started our argument to where I typically do not get involved in drama, but I could not help myself from joining in an elevated conversation over something so simple. Two passive times I resisted, was when I 
feigned ignorance with my boss who was known for doing shortcuts. He wanted me to cut down time on a new compliance task and I pretended that I never heard him say it and did my job as usual. He was upset, but I was correct in the situation, and our upper management boss was glad I did not listen to my direct boss. There was another time I was passively resistant, which was when there was a policy that would affect a lot of employees in an upsetting way. Still, it was not my duty to say it as it was supposed to be my manager’s, and he let them find out by our company’s monthly e-mail instead. I did not want that decision’s backlash to fall upon me, so I listened to them and 
withheld information to have my boss deal with the anger it caused.

 

Cardon, P., Floyd, K., and Palmer, I. (2023). Managing business communications and change with Connect. McGraw Hill. ISBN: 1264833199

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