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please follow up with the instructions. No AI – ## Week1_Assignment5.pdf **## Week1_Assignment5.pdf** Due Aug 31 by 10:59pm Points 50 Submitting a text entry box or a file upload Attempts 0 Allowed Attempts 2 Start Assignment Back to Week at a Glance (https://waldenu.instructure.com/courses/1822…
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– ## Week1_Assignment5.pdf
**## Week1_Assignment5.pdf**
Due Aug 31 by 10:59pm
Points 50
Submitting a text entry box or a file upload
Attempts 0
Allowed Attempts 2
Start Assignment
Back to Week at a Glance
(https://waldenu.instructure.com/courses/182224/modules/items/7585044)
PUBLISHED PEER-REVIEWED RESEARCH
VERSUS THE POPULAR PRESS
Peer-reviewed research presents findings in ways that other behavioral scientists can understand. But
how are findings communicated more broadly?
It is not uncommon for the popular press (e.g., magazines such as Time and Newsweek) to adapt a
peer-reviewed research article that contains technical jargon and make it more relatable to the public.
However, because journalists are not research scientists, sometimes important concepts get lost in
translation (e.g., inferring cause from a correlational study).
In this Assignment, you will review a popular press article along with the peer-reviewed article on
which it is based. You will consider ways that the popular press article was successful in making the
content more accessible and how the article may have misrepresented information from the peer-
reviewed research.
(https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-
LgRendition/AdobeStockLicense_253975474.jpeg)
RESOURCES
[https://waldenu.instructure.com/courses/182224/modules/items/7585044](https://waldenu.instructure.com/courses/182224/modules/items/7585044)
[https://waldenu.instructure.com/courses/182224/modules/items/7585044](https://waldenu.instructure.com/courses/182224/modules/items/7585044)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
To prepare:
Review Chapter 1 and Chapter 2.
Review the pair of articles posted by your Instructor to the Announcements page of the
course.
Based on your review of the textbook chapters, for the original, peer-reviewed study, assess:
The primary goal of the study: description, prediction, determining cause, or explaining
The research method used: experimental, nonexperimental, or a mix of both methods
If it is an example of basic or applied research
Be sure to review the Learning Resources before completing this activity.
Please access the set of two articles your Instructor has posted to the
Course Announcements
(https://waldenu.instructure.com/courses/182224/announcements) .
Cozby, P. C., & Bates, S. C. (2024). Methods in behavioral
research (15th ed.). McGraw Hill.
Chapter 1, “Scientific Understanding of Behavior”
Chapter 2, “Where to Start”
Meyer, R. C. (Director). (2019). A student’s guide to critical thinking
(https://video.alexanderstreet.com/p/MZKP34MLm) [Video].
Alexander Street. https://video.alexanderstreet.com/watch/a-student-s-
guide-to-critical-thinking
Walden University, LLC. (2024). Becoming a skilled consumer of
research (https://cdn-
media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[Interactive media]. Walden University Canvas.
https://waldenu.instructure.com
Assignment Articles
Readings
Optional Media
[https://waldenu.instructure.com/courses/182224/announcements](https://waldenu.instructure.com/courses/182224/announcements)
[https://waldenu.instructure.com/courses/182224/announcements](https://waldenu.instructure.com/courses/182224/announcements)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
Compare and contrast the popular press and peer-reviewed article, noting what the popular
press article got correct, missed, etc. in the attempt to adapt the peer-reviewed article for a
broader audience.
Submit a 2- to 3-page paper that responds to the following:
For the article set:
In one brief paragraph, identify from the original, peer-reviewed research study:
1) The primary goal of the study (describe, predict, determine cause, or explain)
2) The research method used (experimental, nonexperimental, or a mix of both methods)
3) The outcome of the study.
Explain if the peer-reviewed article is an example of basic or applied research, and how you
determined this.
Describe one example of how the popular press article accurately presented the peer-
reviewed article in a more accessible/relatable way to promote easier understanding of the
topic or a related concept.
Describe one example of how the popular press article inaccurately presented or omitted
important information from the peer-reviewed article in an attempt to make the information
more relatable to a broader audience.
State one takeaway that you learned from the resources this week that will aid in your future
ability to critically approach claims in the media.
Note: Support your responses within your Assignment with evidence from the assigned Learning
Resources. Provide a reference list for resources you used for this Assignment. Use APA style for
in-text citations and references.
Before submitting your final assignment, you can check your draft for authenticity. To check your
draft, access the Turnitin Drafts from the Start Here area.
1. To submit your completed assignment, save your Assignment as
WK1Assgn_LastName_FirstInitial
2. Then, click on Start Assignment near the top of the page.
3. Next, click on Upload File and select Submit Assignment for review.
BY DAY 7
SUBMISSION INFORMATION
PSYC_3003_Week1_Assignment_Rubric
Criteria Ratings Pts
Description of the
following from the
original, peer-
reviewed research
study: 1) The
primary goal of the
study (describe,
predict, determine
cause, or explain);
2) The research
method used
(experimental or
nonexperimental);
3) The outcome
15 pts
Explanation of
whether the peer-
reviewed article is
an example of
basic or applied
research, and how
this was
determined
10 pts
Description of one
example of how the
5 pts
15 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
13 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
11 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation;
includes
some
supporting
information
from the
Learning
Resources.
9 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation;
does not
include
supporting
information
from the
Learning
Resources.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained;
does not
include
supporting
information
from the
Learning
Resources.
10 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
8.5 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
7.5 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation;
includes
some
supporting
information
from the
Learning
Resources.
6.5 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation;
does not
include
supporting
information
from the
Learning
Resources.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained;
does not
include
supporting
information
from the
Learning
Resources.
5 pts
A
4.25 pts
B
3.75 pts
C
3.25 pts
D
0 pts
F
Criteria Ratings Pts
popular press
article accurately
presented the peer-
reviewed article in
a more
accessible/relatable
way to promote
easier
understanding of
the topic or a
related concept
Description of one
example of how the
popular press
article inaccurately
presented, or
omitted important
information, from
the peer-reviewed
article in the
attempt to make
the information
more relatable to a
broader audience
5 pts
One takeaway from
the resources this
week that will aid in
critically
approaching claims
in the media 5 pts
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
5 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
4.25 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
3.75 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
3.25 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
5 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
4.25 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
3.75 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
3.25 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
Criteria Ratings Pts
Quality of Writing
10 pts
Total Points: 50
10 pts
A
Writing is clear
and organized
with few or no
errors in
mechanics,
usage,
grammar, or
spelling
(MUGS).
There is a
preponderance
of original
writing (i.e.,
use of own
words and
proper
paraphrasing).
Information
from the
Learning
Resources is
fully provided
and correctly
documented
with citation(s)
and
reference(s) in
correct APA
style.
8.5 pts
B
Writing is
mostly clear
and organized
with few
MUGS errors.
Writing is
original (i.e.,
use of own
words and
proper
paraphrasing).
Information
from the
Learning
Resources is
mostly
provided and
correctly
documented
with citation(s)
and
reference(s) in
correct APA
style.
7.5 pts
C
Writing is
somewhat
clear and
organized
with some
MUGS errors.
Most writing
is mostly
original (i.e.,
use of own
words and
proper
paraphrasing)
but may rely
on the use of
some direct
quotations.
Information
from the
Learning
Resources is
partially
provided
and/or
incorrectly
documented
with
citation(s)
and/or
reference(s),
and/or
citations(s)
and
reference(s)
do not follow
correct APA
style.
6.5 pts
D
Writing is
mostly
unclear and
disorganized
and/or
contains
many MUGS
errors. There
is an overuse
of direct
quotations
and/or
ineffective
paraphrasing.
Information
from the
Learning
Resources is
significantly
lacking
and/or is
incorrectly
documented
and/or
citation(s)
and
reference(s)
do not follow
correct APA
style.
0 pts
F
Writing is
mostly
unclear
and/or
mostly
disorganized
and/or
contains
many
MUGS
errors.
There is an
underuse of
original
writing and
an overuse
of directly
quoted
content.
Information
from the
Learning
Resources
is absent
and/or is not
cited or
referenced
in any way.
**## Week1_Assignment5.pdf**
Due Aug 31 by 10:59pm
Points 50
Submitting a text entry box or a file upload
Attempts 0
Allowed Attempts 2
Start Assignment
Back to Week at a Glance
(https://waldenu.instructure.com/courses/182224/modules/items/7585044)
PUBLISHED PEER-REVIEWED RESEARCH
VERSUS THE POPULAR PRESS
Peer-reviewed research presents findings in ways that other behavioral scientists can understand. But
how are findings communicated more broadly?
It is not uncommon for the popular press (e.g., magazines such as Time and Newsweek) to adapt a
peer-reviewed research article that contains technical jargon and make it more relatable to the public.
However, because journalists are not research scientists, sometimes important concepts get lost in
translation (e.g., inferring cause from a correlational study).
In this Assignment, you will review a popular press article along with the peer-reviewed article on
which it is based. You will consider ways that the popular press article was successful in making the
content more accessible and how the article may have misrepresented information from the peer-
reviewed research.
(https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-
LgRendition/AdobeStockLicense_253975474.jpeg)
RESOURCES
[https://waldenu.instructure.com/courses/182224/modules/items/7585044](https://waldenu.instructure.com/courses/182224/modules/items/7585044)
[https://waldenu.instructure.com/courses/182224/modules/items/7585044](https://waldenu.instructure.com/courses/182224/modules/items/7585044)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Adobe/OrigImage-LgRendition/AdobeStockLicense_253975474.jpeg)
To prepare:
Review Chapter 1 and Chapter 2.
Review the pair of articles posted by your Instructor to the Announcements page of the
course.
Based on your review of the textbook chapters, for the original, peer-reviewed study, assess:
The primary goal of the study: description, prediction, determining cause, or explaining
The research method used: experimental, nonexperimental, or a mix of both methods
If it is an example of basic or applied research
Be sure to review the Learning Resources before completing this activity.
Please access the set of two articles your Instructor has posted to the
Course Announcements
(https://waldenu.instructure.com/courses/182224/announcements) .
Cozby, P. C., & Bates, S. C. (2024). Methods in behavioral
research (15th ed.). McGraw Hill.
Chapter 1, “Scientific Understanding of Behavior”
Chapter 2, “Where to Start”
Meyer, R. C. (Director). (2019). A student’s guide to critical thinking
(https://video.alexanderstreet.com/p/MZKP34MLm) [Video].
Alexander Street. https://video.alexanderstreet.com/watch/a-student-s-
guide-to-critical-thinking
Walden University, LLC. (2024). Becoming a skilled consumer of
research (https://cdn-
media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[Interactive media]. Walden University Canvas.
https://waldenu.instructure.com
Assignment Articles
Readings
Optional Media
[https://waldenu.instructure.com/courses/182224/announcements](https://waldenu.instructure.com/courses/182224/announcements)
[https://waldenu.instructure.com/courses/182224/announcements](https://waldenu.instructure.com/courses/182224/announcements)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://video.alexanderstreet.com/p/MZKP34MLm](https://video.alexanderstreet.com/p/MZKP34MLm)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
[https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html](https://cdn-media.waldenu.edu/2dett4d/Walden/PSYC/3003/bs/index.html)
Compare and contrast the popular press and peer-reviewed article, noting what the popular
press article got correct, missed, etc. in the attempt to adapt the peer-reviewed article for a
broader audience.
Submit a 2- to 3-page paper that responds to the following:
For the article set:
In one brief paragraph, identify from the original, peer-reviewed research study:
1) The primary goal of the study (describe, predict, determine cause, or explain)
2) The research method used (experimental, nonexperimental, or a mix of both methods)
3) The outcome of the study.
Explain if the peer-reviewed article is an example of basic or applied research, and how you
determined this.
Describe one example of how the popular press article accurately presented the peer-
reviewed article in a more accessible/relatable way to promote easier understanding of the
topic or a related concept.
Describe one example of how the popular press article inaccurately presented or omitted
important information from the peer-reviewed article in an attempt to make the information
more relatable to a broader audience.
State one takeaway that you learned from the resources this week that will aid in your future
ability to critically approach claims in the media.
Note: Support your responses within your Assignment with evidence from the assigned Learning
Resources. Provide a reference list for resources you used for this Assignment. Use APA style for
in-text citations and references.
Before submitting your final assignment, you can check your draft for authenticity. To check your
draft, access the Turnitin Drafts from the Start Here area.
1. To submit your completed assignment, save your Assignment as
WK1Assgn_LastName_FirstInitial
2. Then, click on Start Assignment near the top of the page.
3. Next, click on Upload File and select Submit Assignment for review.
BY DAY 7
SUBMISSION INFORMATION
PSYC_3003_Week1_Assignment_Rubric
Criteria Ratings Pts
Description of the
following from the
original, peer-
reviewed research
study: 1) The
primary goal of the
study (describe,
predict, determine
cause, or explain);
2) The research
method used
(experimental or
nonexperimental);
3) The outcome
15 pts
Explanation of
whether the peer-
reviewed article is
an example of
basic or applied
research, and how
this was
determined
10 pts
Description of one
example of how the
5 pts
15 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
13 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
11 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation;
includes
some
supporting
information
from the
Learning
Resources.
9 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation;
does not
include
supporting
information
from the
Learning
Resources.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained;
does not
include
supporting
information
from the
Learning
Resources.
10 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
8.5 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation;
includes
supporting
information
from the
Learning
Resources.
7.5 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation;
includes
some
supporting
information
from the
Learning
Resources.
6.5 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation;
does not
include
supporting
information
from the
Learning
Resources.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained;
does not
include
supporting
information
from the
Learning
Resources.
5 pts
A
4.25 pts
B
3.75 pts
C
3.25 pts
D
0 pts
F
Criteria Ratings Pts
popular press
article accurately
presented the peer-
reviewed article in
a more
accessible/relatable
way to promote
easier
understanding of
the topic or a
related concept
Description of one
example of how the
popular press
article inaccurately
presented, or
omitted important
information, from
the peer-reviewed
article in the
attempt to make
the information
more relatable to a
broader audience
5 pts
One takeaway from
the resources this
week that will aid in
critically
approaching claims
in the media 5 pts
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
5 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
4.25 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
3.75 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
3.25 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
5 pts
A
Response is
complete and
accurate;
contains
sufficient
details and/or
explanation.
4.25 pts
B
Response is
complete and
mostly
accurate;
contains
some details
and/or
explanation.
3.75 pts
C
Response is
somewhat
complete
and/or is
somewhat
accurate;
and/or does
not contain
sufficient
details and/or
explanation.
3.25 pts
D
Response is
incomplete or
is mostly
inaccurate;
lacks
sufficient
details and/or
explanation.
0 pts
F
Response is
incomplete or
not provided;
answers are
inaccurate
and/or not
explained.
Criteria Ratings Pts
Quality of Writing
10 pts
Total Points: 50
10 pts
A
Writing is clear
and organized
with few or no
errors in
mechanics,
usage,
grammar, or
spelling
(MUGS).
There is a
preponderance
of original
writing (i.e.,
use of own
words and
proper
paraphrasing).
Information
from the
Learning
Resources is
fully provided
and correctly
documented
with citation(s)
and
reference(s) in
correct APA
style.
8.5 pts
B
Writing is
mostly clear
and organized
with few
MUGS errors.
Writing is
original (i.e.,
use of own
words and
proper
paraphrasing).
Information
from the
Learning
Resources is
mostly
provided and
correctly
documented
with citation(s)
and
reference(s) in
correct APA
style.
7.5 pts
C
Writing is
somewhat
clear and
organized
with some
MUGS errors.
Most writing
is mostly
original (i.e.,
use of own
words and
proper
paraphrasing)
but may rely
on the use of
some direct
quotations.
Information
from the
Learning
Resources is
partially
provided
and/or
incorrectly
documented
with
citation(s)
and/or
reference(s),
and/or
citations(s)
and
reference(s)
do not follow
correct APA
style.
6.5 pts
D
Writing is
mostly
unclear and
disorganized
and/or
contains
many MUGS
errors. There
is an overuse
of direct
quotations
and/or
ineffective
paraphrasing.
Information
from the
Learning
Resources is
significantly
lacking
and/or is
incorrectly
documented
and/or
citation(s)
and
reference(s)
do not follow
correct APA
style.
0 pts
F
Writing is
mostly
unclear
and/or
mostly
disorganized
and/or
contains
many
MUGS
errors.
There is an
underuse of
original
writing and
an overuse
of directly
quoted
content.
Information
from the
Learning
Resources
is absent
and/or is not
cited or
referenced
in any way.
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– ## FinalAssignment.WorkplaceDiversityandMulticulturalism.docx – ## FinalDiscussion.WorkplaceDiversity.docx – ## FinalDiscussion.WorkplaceDiversity_Response.docx **## FinalAssignment.WorkplaceDiversityandMulticulturalism.docx** Final assignment.Workplace Diversity and Multiculturalism In this week…
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**## FinalAssignment.WorkplaceDiversityandMulticulturalism.docx**
Final assignment.Workplace Diversity and Multiculturalism
In this week’s Discussion, you explored challenges related to workplace diversity, such as gender inequality, negative stereotypes, and discrimination. In this Application, you will expand on your exploration of this topic by also considering benefits of workplace diversity and best practices for helping organizations embrace diversity and promote multiculturalism.
To Prepare:
· Read this week’s Learning Resources. Pay particular attention to the benefits and challenges related to workforce diversity. Also consider the strategies and best practices that I/O practitioners can implement to help organizations embrace diversity and promote multiculturalism.
· Identify two benefits and two challenges related to workplace diversity.
· Think about specific strategies and best practices you would use to address the challenges you identified and help organizations embrace diversity and promote multiculturalism.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
INSTRUCTIONS: Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.
1. Explain at least two benefits and two challenges related to workforce diversity. Be sure that the challenges are different from the one that you addressed in this week’s Discussion.
2. Describe strategies that an I/O practitioner could use to address the challenges and why each strategy would be effective. Be sure to use evidence from the literature to support your points.
3. If you were hired as a Change Management consultant, explain how you would help an organization embrace diversity and promote multiculturalism. Include at least three best practices that you would suggest.
**## FinalDiscussion.WorkplaceDiversity.docx**
Final Discussion.Workplace Diversity
In 1980, psychologist Geert Hofstede introduced the cultural dimensions theory, which suggests that the behaviors of employees are based on the cultural norms and values of their country of origin. In total, he surveyed thousands of employees in 40 different countries and identified four initial clusters of cultural dimensions.
One of the cultural dimensions is called power distance. Power distance is the degree to which a country subscribes to a formal hierarchical structure and accepts an unequal distribution of power. In countries with high power distance, such as China and Russia, employees are more likely to accept decisions made by supervisors without criticism or resistance and less likely to approach or ask questions of supervisors. The opposite is true for countries with low power distance, like the United States. Imagine if an American employee publicly challenged a Chinese supervisor. If neither was aware of cultural differences, what kind of conflict might ensue? Hofstede’s theory illustrates how and why miscommunication and misunderstandings may occur in the workplace, especially if there is a lack of awareness about cultural differences.
In this Discussion, you will consider diversity-related challenges that occur in the workplace. As you do so, you will explore challenges related to ethnic and cultural differences, and dysfunctions among cross-cultural teams. You also will revisit the topic of discrimination from last week.
**Reference:** Hofstede, G. (1980).
_Culture’s consequences_. Thousand Oaks, CA: Sage Publications, Inc.
To Prepare
· Read this week’s Learning Resources. Pay particular attention to specific challenges related to workforce diversity.
· Select a challenge related to workplace diversity to discuss. Examples include gender inequality, generation gaps, negative stereotypes, ethnic and cultural differences, discrimination, dysfunctions among cross-cultural teams, sexual harassment.
· Find a recent news story about an organization or industry struggling with this challenge.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
**INSTRUCTIONS:** Response to the following:
Briefly describe the workplace diversity challenge that you selected and the news story you found. Then explain how an I/O Psychology practitioner might help the particular organization address this issue. Be specific and use evidence from the literature to support your points.
**## FinalDiscussion.WorkplaceDiversity_Response.docx**
INSTRUCTIONS: Respond to a colleague who selected different workforce diversity issues than you did. Respectfully comment on whether you agree with their approaches to addressing the diversity challenges, why or why not, and provide an additional approach for each that could be useful.
Lanese Horton
Welcome to the final week! It has been a great run this term working alongside you all!
**Workplace Diversity Challenge**
Gender-based pay disparity remains a systemic barrier across industries, including leading organizations like Apple Inc., as it is currently facing scrutiny following a class-action lawsuit around gender pay disparities and a hostile work environment for women (Stahl, 2023). The allegations stem from women across multiple departments alleging that they are consistently paid less than their male counterparts. Claims state that Apple benchmarks pay using prior salary data for disadvantaged women, but gaps also extend to performance reviews and promotion systems. In addition to pay inequities, complaints from previous employees allege inequitable promotional advancements (Cohen Milstein, n.d.). As the lawsuit has been granted to move forward, it could involve thousands of current and former employees.
These difficulties serve as an example of more general systemic problems related to gender inequality in the workplace, which has long been a concern in organizational settings. According to Homan et al. (2008), gender-based differences diminish team unity, damage trust, and suppress creativity, especially in settings where different perspectives are not respected. Deliberate organizational change led by inclusive leadership and evidence-based intervention is necessary to address such issues.
An I/O Psychologist can intervene by applying systematic, evidence-based approaches to help Apple sufficiently mitigate disparities.
**Conduct a Pay Equity Audit**
The practitioner would begin by conducting a comprehensive pay equity audit, examining performance indicators, gender, role, experience, and salary across various contexts. Leaders can use this data to uncover systemic inequities essential for raising awareness and driving change (Roberson, 2019). Such an audit transforms vague concerns into verifiable evidence, providing a concrete foundation for action.
**Diagnose Structural Bias in Talent Processes**
Next, the practitioner would examine hiring, promotion, performance management, and compensation systems. Research shows that biased mechanisms (e.g., reliance on prior pay, subjective promotions) perpetuate pay disparities (Nishii & Mayer, 2009). The I/O psychologist would recommend reforms such as standardized rubrics, calibrations, and blind screening processes to reduce subjectivity.
**Facilitate Inclusive Leadership and Decision-Making**
Overcoming bias requires inclusive leadership. Cultural humility, bias awareness, and fair pay and promotion decisions should be primary topics of training programs. Leaders who provide an example of inclusivity promote psychological safety and lessen structural bias in hiring decisions, claim Nishii & Mayer (2009).
**Build Reinforcement Systems**
To sustain progress, the practitioner can develop systems to monitor and reinforce pay equity:
· Embed gender-based parity targets in performance reviews for managers.
· Conduct periodic compensation equity reviews and tie results to leadership accountability.
· Integrate equity metrics into corporate strategic objectives and executive dashboards, as Roberson (2019) suggested.
**Enable Employee Feedback and Transparency**
Additionally, practitioners can engage employees from diverse identities through feedback tools such as listening sessions and pay-confidence surveys. Internal communication should also cascade transparently throughout the workforce wherever necessary, including greater visibility into pay structures to build trust and confidence (Homan et al., 2008). Enabling information to flow up and down organizational structures further supports this process. Such practices are essential for demonstrating organizational commitment while identifying and addressing disparities (Homan et al., 2008).
**Wrap Up**
Combining rigorous data analysis, structural reform, inclusive leadership development, and sustained feedback mechanisms would support Apple in moving from legal defense to proactive, equitable talent management, reducing pay disparities, and strengthening organizational credibility.
Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2008). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.
_Journal of Applied Psychology, 93_(5), 1131–1141.
[https://doi.org/10.1037/0021-9010.93.5.1131Links to an external site.](https://doi.org/10.1037/0021-9010.93.5.1131)
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity-to-turnover relationship.
_Journal of Applied Psychology, 94_(6), 1412–1426.
[https://doi.org/10.1037/a0017190Links to an external site.](https://doi.org/10.1037/a0017190)
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda.
_Annual Review of Organizational Psychology and Organizational Behavior, 6_, 69–88.
[https://doi.org/10.1146/annurev-orgpsych-012218-015243Links to an external site.](https://doi.org/10.1146/annurev-orgpsych-012218-015243)
Stahl, M. (2023, January 23). Apple faces class actions over gender pay disparities, hostile work environment claims.
_HR Grapevine_.
[https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claimsLinks to an external site.](https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claims)
Cohen Milstein. (n.d.).
_Apple gender pay discrimination litigation_.
[https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/Links to an external site.](https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/)
· Reply to post from Lanese Horton
**Reply**
· Mark as Unread
**Mark as Unread**
**## FinalDiscussion.WorkplaceDiversity_Response.docx**
INSTRUCTIONS: Respond to a colleague who selected different workforce diversity issues than you did. Respectfully comment on whether you agree with their approaches to addressing the diversity challenges, why or why not, and provide an additional approach for each that could be useful.
Lanese Horton
Welcome to the final week! It has been a great run this term working alongside you all!
**Workplace Diversity Challenge**
Gender-based pay disparity remains a systemic barrier across industries, including leading organizations like Apple Inc., as it is currently facing scrutiny following a class-action lawsuit around gender pay disparities and a hostile work environment for women (Stahl, 2023). The allegations stem from women across multiple departments alleging that they are consistently paid less than their male counterparts. Claims state that Apple benchmarks pay using prior salary data for disadvantaged women, but gaps also extend to performance reviews and promotion systems. In addition to pay inequities, complaints from previous employees allege inequitable promotional advancements (Cohen Milstein, n.d.). As the lawsuit has been granted to move forward, it could involve thousands of current and former employees.
These difficulties serve as an example of more general systemic problems related to gender inequality in the workplace, which has long been a concern in organizational settings. According to Homan et al. (2008), gender-based differences diminish team unity, damage trust, and suppress creativity, especially in settings where different perspectives are not respected. Deliberate organizational change led by inclusive leadership and evidence-based intervention is necessary to address such issues.
An I/O Psychologist can intervene by applying systematic, evidence-based approaches to help Apple sufficiently mitigate disparities.
**Conduct a Pay Equity Audit**
The practitioner would begin by conducting a comprehensive pay equity audit, examining performance indicators, gender, role, experience, and salary across various contexts. Leaders can use this data to uncover systemic inequities essential for raising awareness and driving change (Roberson, 2019). Such an audit transforms vague concerns into verifiable evidence, providing a concrete foundation for action.
**Diagnose Structural Bias in Talent Processes**
Next, the practitioner would examine hiring, promotion, performance management, and compensation systems. Research shows that biased mechanisms (e.g., reliance on prior pay, subjective promotions) perpetuate pay disparities (Nishii & Mayer, 2009). The I/O psychologist would recommend reforms such as standardized rubrics, calibrations, and blind screening processes to reduce subjectivity.
**Facilitate Inclusive Leadership and Decision-Making**
Overcoming bias requires inclusive leadership. Cultural humility, bias awareness, and fair pay and promotion decisions should be primary topics of training programs. Leaders who provide an example of inclusivity promote psychological safety and lessen structural bias in hiring decisions, claim Nishii & Mayer (2009).
**Build Reinforcement Systems**
To sustain progress, the practitioner can develop systems to monitor and reinforce pay equity:
· Embed gender-based parity targets in performance reviews for managers.
· Conduct periodic compensation equity reviews and tie results to leadership accountability.
· Integrate equity metrics into corporate strategic objectives and executive dashboards, as Roberson (2019) suggested.
**Enable Employee Feedback and Transparency**
Additionally, practitioners can engage employees from diverse identities through feedback tools such as listening sessions and pay-confidence surveys. Internal communication should also cascade transparently throughout the workforce wherever necessary, including greater visibility into pay structures to build trust and confidence (Homan et al., 2008). Enabling information to flow up and down organizational structures further supports this process. Such practices are essential for demonstrating organizational commitment while identifying and addressing disparities (Homan et al., 2008).
**Wrap Up**
Combining rigorous data analysis, structural reform, inclusive leadership development, and sustained feedback mechanisms would support Apple in moving from legal defense to proactive, equitable talent management, reducing pay disparities, and strengthening organizational credibility.
Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2008). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.
_Journal of Applied Psychology, 93_(5), 1131–1141.
[https://doi.org/10.1037/0021-9010.93.5.1131Links to an external site.](https://doi.org/10.1037/0021-9010.93.5.1131)
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity-to-turnover relationship.
_Journal of Applied Psychology, 94_(6), 1412–1426.
[https://doi.org/10.1037/a0017190Links to an external site.](https://doi.org/10.1037/a0017190)
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda.
_Annual Review of Organizational Psychology and Organizational Behavior, 6_, 69–88.
[https://doi.org/10.1146/annurev-orgpsych-012218-015243Links to an external site.](https://doi.org/10.1146/annurev-orgpsych-012218-015243)
Stahl, M. (2023, January 23). Apple faces class actions over gender pay disparities, hostile work environment claims.
_HR Grapevine_.
[https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claimsLinks to an external site.](https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claims)
Cohen Milstein. (n.d.).
_Apple gender pay discrimination litigation_.
[https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/Links to an external site.](https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/)
· Reply to post from Lanese Horton
**Reply**
· Mark as Unread
**Mark as Unread**
**## FinalAssignment.WorkplaceDiversityandMulticulturalism.docx**
Final assignment.Workplace Diversity and Multiculturalism
In this week’s Discussion, you explored challenges related to workplace diversity, such as gender inequality, negative stereotypes, and discrimination. In this Application, you will expand on your exploration of this topic by also considering benefits of workplace diversity and best practices for helping organizations embrace diversity and promote multiculturalism.
To Prepare:
· Read this week’s Learning Resources. Pay particular attention to the benefits and challenges related to workforce diversity. Also consider the strategies and best practices that I/O practitioners can implement to help organizations embrace diversity and promote multiculturalism.
· Identify two benefits and two challenges related to workplace diversity.
· Think about specific strategies and best practices you would use to address the challenges you identified and help organizations embrace diversity and promote multiculturalism.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
INSTRUCTIONS: Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.
1. Explain at least two benefits and two challenges related to workforce diversity. Be sure that the challenges are different from the one that you addressed in this week’s Discussion.
2. Describe strategies that an I/O practitioner could use to address the challenges and why each strategy would be effective. Be sure to use evidence from the literature to support your points.
3. If you were hired as a Change Management consultant, explain how you would help an organization embrace diversity and promote multiculturalism. Include at least three best practices that you would suggest.
**## FinalDiscussion.WorkplaceDiversity.docx**
Final Discussion.Workplace Diversity
In 1980, psychologist Geert Hofstede introduced the cultural dimensions theory, which suggests that the behaviors of employees are based on the cultural norms and values of their country of origin. In total, he surveyed thousands of employees in 40 different countries and identified four initial clusters of cultural dimensions.
One of the cultural dimensions is called power distance. Power distance is the degree to which a country subscribes to a formal hierarchical structure and accepts an unequal distribution of power. In countries with high power distance, such as China and Russia, employees are more likely to accept decisions made by supervisors without criticism or resistance and less likely to approach or ask questions of supervisors. The opposite is true for countries with low power distance, like the United States. Imagine if an American employee publicly challenged a Chinese supervisor. If neither was aware of cultural differences, what kind of conflict might ensue? Hofstede’s theory illustrates how and why miscommunication and misunderstandings may occur in the workplace, especially if there is a lack of awareness about cultural differences.
In this Discussion, you will consider diversity-related challenges that occur in the workplace. As you do so, you will explore challenges related to ethnic and cultural differences, and dysfunctions among cross-cultural teams. You also will revisit the topic of discrimination from last week.
**Reference:** Hofstede, G. (1980).
_Culture’s consequences_. Thousand Oaks, CA: Sage Publications, Inc.
To Prepare
· Read this week’s Learning Resources. Pay particular attention to specific challenges related to workforce diversity.
· Select a challenge related to workplace diversity to discuss. Examples include gender inequality, generation gaps, negative stereotypes, ethnic and cultural differences, discrimination, dysfunctions among cross-cultural teams, sexual harassment.
· Find a recent news story about an organization or industry struggling with this challenge.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
**INSTRUCTIONS:** Response to the following:
Briefly describe the workplace diversity challenge that you selected and the news story you found. Then explain how an I/O Psychology practitioner might help the particular organization address this issue. Be specific and use evidence from the literature to support your points.
**## FinalDiscussion.WorkplaceDiversity_Response.docx**
INSTRUCTIONS: Respond to a colleague who selected different workforce diversity issues than you did. Respectfully comment on whether you agree with their approaches to addressing the diversity challenges, why or why not, and provide an additional approach for each that could be useful.
Lanese Horton
Welcome to the final week! It has been a great run this term working alongside you all!
**Workplace Diversity Challenge**
Gender-based pay disparity remains a systemic barrier across industries, including leading organizations like Apple Inc., as it is currently facing scrutiny following a class-action lawsuit around gender pay disparities and a hostile work environment for women (Stahl, 2023). The allegations stem from women across multiple departments alleging that they are consistently paid less than their male counterparts. Claims state that Apple benchmarks pay using prior salary data for disadvantaged women, but gaps also extend to performance reviews and promotion systems. In addition to pay inequities, complaints from previous employees allege inequitable promotional advancements (Cohen Milstein, n.d.). As the lawsuit has been granted to move forward, it could involve thousands of current and former employees.
These difficulties serve as an example of more general systemic problems related to gender inequality in the workplace, which has long been a concern in organizational settings. According to Homan et al. (2008), gender-based differences diminish team unity, damage trust, and suppress creativity, especially in settings where different perspectives are not respected. Deliberate organizational change led by inclusive leadership and evidence-based intervention is necessary to address such issues.
An I/O Psychologist can intervene by applying systematic, evidence-based approaches to help Apple sufficiently mitigate disparities.
**Conduct a Pay Equity Audit**
The practitioner would begin by conducting a comprehensive pay equity audit, examining performance indicators, gender, role, experience, and salary across various contexts. Leaders can use this data to uncover systemic inequities essential for raising awareness and driving change (Roberson, 2019). Such an audit transforms vague concerns into verifiable evidence, providing a concrete foundation for action.
**Diagnose Structural Bias in Talent Processes**
Next, the practitioner would examine hiring, promotion, performance management, and compensation systems. Research shows that biased mechanisms (e.g., reliance on prior pay, subjective promotions) perpetuate pay disparities (Nishii & Mayer, 2009). The I/O psychologist would recommend reforms such as standardized rubrics, calibrations, and blind screening processes to reduce subjectivity.
**Facilitate Inclusive Leadership and Decision-Making**
Overcoming bias requires inclusive leadership. Cultural humility, bias awareness, and fair pay and promotion decisions should be primary topics of training programs. Leaders who provide an example of inclusivity promote psychological safety and lessen structural bias in hiring decisions, claim Nishii & Mayer (2009).
**Build Reinforcement Systems**
To sustain progress, the practitioner can develop systems to monitor and reinforce pay equity:
· Embed gender-based parity targets in performance reviews for managers.
· Conduct periodic compensation equity reviews and tie results to leadership accountability.
· Integrate equity metrics into corporate strategic objectives and executive dashboards, as Roberson (2019) suggested.
**Enable Employee Feedback and Transparency**
Additionally, practitioners can engage employees from diverse identities through feedback tools such as listening sessions and pay-confidence surveys. Internal communication should also cascade transparently throughout the workforce wherever necessary, including greater visibility into pay structures to build trust and confidence (Homan et al., 2008). Enabling information to flow up and down organizational structures further supports this process. Such practices are essential for demonstrating organizational commitment while identifying and addressing disparities (Homan et al., 2008).
**Wrap Up**
Combining rigorous data analysis, structural reform, inclusive leadership development, and sustained feedback mechanisms would support Apple in moving from legal defense to proactive, equitable talent management, reducing pay disparities, and strengthening organizational credibility.
Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2008). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.
_Journal of Applied Psychology, 93_(5), 1131–1141.
[https://doi.org/10.1037/0021-9010.93.5.1131Links to an external site.](https://doi.org/10.1037/0021-9010.93.5.1131)
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity-to-turnover relationship.
_Journal of Applied Psychology, 94_(6), 1412–1426.
[https://doi.org/10.1037/a0017190Links to an external site.](https://doi.org/10.1037/a0017190)
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda.
_Annual Review of Organizational Psychology and Organizational Behavior, 6_, 69–88.
[https://doi.org/10.1146/annurev-orgpsych-012218-015243Links to an external site.](https://doi.org/10.1146/annurev-orgpsych-012218-015243)
Stahl, M. (2023, January 23). Apple faces class actions over gender pay disparities, hostile work environment claims.
_HR Grapevine_.
[https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claimsLinks to an external site.](https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claims)
Cohen Milstein. (n.d.).
_Apple gender pay discrimination litigation_.
[https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/Links to an external site.](https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/)
· Reply to post from Lanese Horton
**Reply**
· Mark as Unread
**Mark as Unread**
**## FinalAssignment.WorkplaceDiversityandMulticulturalism.docx**
Final assignment.Workplace Diversity and Multiculturalism
In this week’s Discussion, you explored challenges related to workplace diversity, such as gender inequality, negative stereotypes, and discrimination. In this Application, you will expand on your exploration of this topic by also considering benefits of workplace diversity and best practices for helping organizations embrace diversity and promote multiculturalism.
To Prepare:
· Read this week’s Learning Resources. Pay particular attention to the benefits and challenges related to workforce diversity. Also consider the strategies and best practices that I/O practitioners can implement to help organizations embrace diversity and promote multiculturalism.
· Identify two benefits and two challenges related to workplace diversity.
· Think about specific strategies and best practices you would use to address the challenges you identified and help organizations embrace diversity and promote multiculturalism.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
INSTRUCTIONS: Submit a 2–3-page paper that addresses the following questions. Your paper should follow APA style, be double-spaced with one-inch margins, and include a title page and reference list.
1. Explain at least two benefits and two challenges related to workforce diversity. Be sure that the challenges are different from the one that you addressed in this week’s Discussion.
2. Describe strategies that an I/O practitioner could use to address the challenges and why each strategy would be effective. Be sure to use evidence from the literature to support your points.
3. If you were hired as a Change Management consultant, explain how you would help an organization embrace diversity and promote multiculturalism. Include at least three best practices that you would suggest.
**## FinalDiscussion.WorkplaceDiversity.docx**
Final Discussion.Workplace Diversity
In 1980, psychologist Geert Hofstede introduced the cultural dimensions theory, which suggests that the behaviors of employees are based on the cultural norms and values of their country of origin. In total, he surveyed thousands of employees in 40 different countries and identified four initial clusters of cultural dimensions.
One of the cultural dimensions is called power distance. Power distance is the degree to which a country subscribes to a formal hierarchical structure and accepts an unequal distribution of power. In countries with high power distance, such as China and Russia, employees are more likely to accept decisions made by supervisors without criticism or resistance and less likely to approach or ask questions of supervisors. The opposite is true for countries with low power distance, like the United States. Imagine if an American employee publicly challenged a Chinese supervisor. If neither was aware of cultural differences, what kind of conflict might ensue? Hofstede’s theory illustrates how and why miscommunication and misunderstandings may occur in the workplace, especially if there is a lack of awareness about cultural differences.
In this Discussion, you will consider diversity-related challenges that occur in the workplace. As you do so, you will explore challenges related to ethnic and cultural differences, and dysfunctions among cross-cultural teams. You also will revisit the topic of discrimination from last week.
**Reference:** Hofstede, G. (1980).
_Culture’s consequences_. Thousand Oaks, CA: Sage Publications, Inc.
To Prepare
· Read this week’s Learning Resources. Pay particular attention to specific challenges related to workforce diversity.
· Select a challenge related to workplace diversity to discuss. Examples include gender inequality, generation gaps, negative stereotypes, ethnic and cultural differences, discrimination, dysfunctions among cross-cultural teams, sexual harassment.
· Find a recent news story about an organization or industry struggling with this challenge.
[Required Readings](https://waldenu.instructure.com/courses/172288/pages/week-11-learning-resources?module_item_id=6929079)
**Workplace Diversity**
· Ahmad, A., Anderson, A., Sabat, I., Membere, A., & King, E. (2018). Women in organizations: understanding barriers to advancements of female employees. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi3905.xml) (2nd ed., Vol. 3, pp. 377-395). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 17
·
**Time Estimate:** 60 minutes
· Hertel, G., & Zacher, H. (2018). Managing the aging workforce. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
[_The SAGE handbook of industrial, work, and organizational psychology_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https%3A%2F%2Fsk.sagepub.com%2Freference%2Fthe-sage-handbook-of-industrial-work-and-org-psychology-vol3%2Fi4107.xml) (2nd ed., Vol. 3, pp. 396-428). London, UK: SAGE Publications, Ltd.
·
**Note:** Chapter 18
·
**Time Estimate:** 60 minutes
· Roberson, Q. M. (2019). Diversity and inclusion in the workplace: A review, synthesis, and future research agenda.
[_Annual Review of Organizational Psychology and Organizational Behavior_ Links to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012218-015243), 6, 1–7.
·
**Time Estimate:** 20 minutes
· Walton, G. M., Murphy, M. C., & Ryan, A. M. (2015). Stereotype threat in organizations: Implications for equity and performance.
[_Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site._](https://go.openathens.net/redirector/waldenu.edu?url=https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111322?) _, 2_(1), 523–550.
·
**Time Estimate:** 60 minutes
· U.S. Equal Employment Opportunity Commission. (n.d.).
[_Age discrimination_ Links to an external site.](https://www.eeoc.gov/laws/types/age.cfm). Retrieved from https://www.eeoc.gov/laws/types/age.cfm
·
**Time Estimate:** 10 minutes
**INSTRUCTIONS:** Response to the following:
Briefly describe the workplace diversity challenge that you selected and the news story you found. Then explain how an I/O Psychology practitioner might help the particular organization address this issue. Be specific and use evidence from the literature to support your points.
**## FinalDiscussion.WorkplaceDiversity_Response.docx**
INSTRUCTIONS: Respond to a colleague who selected different workforce diversity issues than you did. Respectfully comment on whether you agree with their approaches to addressing the diversity challenges, why or why not, and provide an additional approach for each that could be useful.
Lanese Horton
Welcome to the final week! It has been a great run this term working alongside you all!
**Workplace Diversity Challenge**
Gender-based pay disparity remains a systemic barrier across industries, including leading organizations like Apple Inc., as it is currently facing scrutiny following a class-action lawsuit around gender pay disparities and a hostile work environment for women (Stahl, 2023). The allegations stem from women across multiple departments alleging that they are consistently paid less than their male counterparts. Claims state that Apple benchmarks pay using prior salary data for disadvantaged women, but gaps also extend to performance reviews and promotion systems. In addition to pay inequities, complaints from previous employees allege inequitable promotional advancements (Cohen Milstein, n.d.). As the lawsuit has been granted to move forward, it could involve thousands of current and former employees.
These difficulties serve as an example of more general systemic problems related to gender inequality in the workplace, which has long been a concern in organizational settings. According to Homan et al. (2008), gender-based differences diminish team unity, damage trust, and suppress creativity, especially in settings where different perspectives are not respected. Deliberate organizational change led by inclusive leadership and evidence-based intervention is necessary to address such issues.
An I/O Psychologist can intervene by applying systematic, evidence-based approaches to help Apple sufficiently mitigate disparities.
**Conduct a Pay Equity Audit**
The practitioner would begin by conducting a comprehensive pay equity audit, examining performance indicators, gender, role, experience, and salary across various contexts. Leaders can use this data to uncover systemic inequities essential for raising awareness and driving change (Roberson, 2019). Such an audit transforms vague concerns into verifiable evidence, providing a concrete foundation for action.
**Diagnose Structural Bias in Talent Processes**
Next, the practitioner would examine hiring, promotion, performance management, and compensation systems. Research shows that biased mechanisms (e.g., reliance on prior pay, subjective promotions) perpetuate pay disparities (Nishii & Mayer, 2009). The I/O psychologist would recommend reforms such as standardized rubrics, calibrations, and blind screening processes to reduce subjectivity.
**Facilitate Inclusive Leadership and Decision-Making**
Overcoming bias requires inclusive leadership. Cultural humility, bias awareness, and fair pay and promotion decisions should be primary topics of training programs. Leaders who provide an example of inclusivity promote psychological safety and lessen structural bias in hiring decisions, claim Nishii & Mayer (2009).
**Build Reinforcement Systems**
To sustain progress, the practitioner can develop systems to monitor and reinforce pay equity:
· Embed gender-based parity targets in performance reviews for managers.
· Conduct periodic compensation equity reviews and tie results to leadership accountability.
· Integrate equity metrics into corporate strategic objectives and executive dashboards, as Roberson (2019) suggested.
**Enable Employee Feedback and Transparency**
Additionally, practitioners can engage employees from diverse identities through feedback tools such as listening sessions and pay-confidence surveys. Internal communication should also cascade transparently throughout the workforce wherever necessary, including greater visibility into pay structures to build trust and confidence (Homan et al., 2008). Enabling information to flow up and down organizational structures further supports this process. Such practices are essential for demonstrating organizational commitment while identifying and addressing disparities (Homan et al., 2008).
**Wrap Up**
Combining rigorous data analysis, structural reform, inclusive leadership development, and sustained feedback mechanisms would support Apple in moving from legal defense to proactive, equitable talent management, reducing pay disparities, and strengthening organizational credibility.
Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2008). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.
_Journal of Applied Psychology, 93_(5), 1131–1141.
[https://doi.org/10.1037/0021-9010.93.5.1131Links to an external site.](https://doi.org/10.1037/0021-9010.93.5.1131)
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity-to-turnover relationship.
_Journal of Applied Psychology, 94_(6), 1412–1426.
[https://doi.org/10.1037/a0017190Links to an external site.](https://doi.org/10.1037/a0017190)
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda.
_Annual Review of Organizational Psychology and Organizational Behavior, 6_, 69–88.
[https://doi.org/10.1146/annurev-orgpsych-012218-015243Links to an external site.](https://doi.org/10.1146/annurev-orgpsych-012218-015243)
Stahl, M. (2023, January 23). Apple faces class actions over gender pay disparities, hostile work environment claims.
_HR Grapevine_.
[https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claimsLinks to an external site.](https://www.hrgrapevine.com/publications/article/2023-01-23-apple-faces-class-actions-over-gender-pay-disparities-hostile-work-environment-claims)
Cohen Milstein. (n.d.).
_Apple gender pay discrimination litigation_.
[https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/Links to an external site.](https://www.cohenmilstein.com/case-study/apple-gender-pay-discrimination-litigation/)
· Reply to post from Lanese Horton
**Reply**
· Mark as Unread
**Mark as Unread**
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– 3
**Select** **ONE** **of the prompts below to respond to** in this week's discussion. 1. You are a nurse at a pediatrician's office meeting with a family whose child is in middle childhood. During the visit, the parents ask you about their child's nutrition and sleep needs. Provide a synopsis on what…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →**Select** **ONE** **of the prompts below to respond to** in this week's discussion.
1. You are a nurse at a pediatrician's office meeting with a family whose child is in middle childhood. During the visit, the parents ask you about their child's nutrition and sleep needs. Provide a synopsis on what you would tell the family about basic nutrition and sleep needs for this age group. (USLO 5.1)
2. You are a school nurse at an elementary school and are asked to attend this month’s Parent Teacher Association (PTA) meeting to give a presentation on childhood obesity to the parents, teachers, and staff attending the program. Explain what information you would include in your presentation (USLO 5.1).
3. Describe your understanding of Piaget's concrete operational stage and define at least 3 of the concrete operational "sub-skills" discussed in our text (i.e. classification, identity etc.). Also, describe at least one observation you might expect to see from a child that would demonstrate they have mastered one of the sub-skills. (USLO 5.2)
4. Demonstrate your understanding of Kohlberg’s Stages of Moral Development by coming up with an original moral dilemma example. Give examples of how someone in the the pre-conventional, conventional, and post-conventional stages might respond to your moral dilemma. (USLO 5.3).
5. Describe the influence of peers in middle childhood development. Define and give an example of each of the five stages of friendship. (USLO 5.3).
Please ,hopefully you will follow instructions. And please dont use AI. No AI – ## Topic_Week6_Discussion4.pdf **## Topic_Week6_Discussion4.pdf** Due Aug 13 75 points View Split Screen All Search entries or author… Newest First Back to Week at a Glance (https://waldenu.instructure.com/courses…
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Order on TutorsGallery →Please ,hopefully you will follow instructions. And please dont use AI. No AI
– ## Topic_Week6_Discussion4.pdf
**## Topic_Week6_Discussion4.pdf**
Due Aug 13 75 points
View Split Screen
All
Search entries or author…
Newest First
Back to Week at a Glance
(https://waldenu.instructure.com/courses/178209/modules/items/730333
Conformity is the tendency to change one’s behaviors to match those of others. Obedience is
adhering to an order from a perceived legitimate authority. Various group processes can also
influence whether people conform or obey in a given situation. Social psychologists study why
people conform and obey, even when the behavior goes against their personal beliefs, and
conversely, why people refuse to conform and obey at great personal cost.
For this Discussion, you examine contemporary examples of conformity, obedience, and group
processes in society.
CONFORMITY, OBEDIENCE, AND
GROUPS
(https://cdn-
media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://waldenu.instructure.com/courses/178209/modules/items/7303339](https://waldenu.instructure.com/courses/178209/modules/items/7303339)
[https://waldenu.instructure.com/courses/178209/modules/items/7303339](https://waldenu.instructure.com/courses/178209/modules/items/7303339)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
Post a 150- to 200-word response, in which you:
Briefly describe a contemporary example of your choice in which people did or did not
demonstrate conformity or obedience and identify the source of the example. In other
words, state if it is from a news source, social media, the internet, personal experience,
or observation. Provide a link to the example if you found it online.
Your example must be a current example from a news source or social media or that
you have directly observed around you within the last ten years. Do not select any
studies mentioned in the course Learning Resources as your example.
Explain how the behavior in your example illustrates conformity or obedience based on
the CrashCourse (2014) video (https://www.youtube.com/watch?
RESOURCES
Resources
CrashCourse. (2014, November 11). Social influence: Crash course psychology #38
[Video] (https://www.youtube.com/watch?
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40) .
YouTube. https://www.youtube.com/watch?
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40
Time Estimate: 10 min
Forsyth, D. R. (2025). The psychology of groups
(https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-
collection/modules/the-psychology-of-groups) . In R. Biswas-Diener & E. Diener (Eds),
Noba textbook series: Psychology. DEF publishers.
https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-
collection/modules/the-psychology-of-groups
Time Estimate: 24 min
Copyright 2025 © by Donelson R. Forsyth is licensed under a Creative Commons
Attribution-NonCommercial-ShareAlike 4.0 International License, except where
otherwise noted.
BY DAY 3
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40) and provide
an explanation for that behavior.
Explain how being in a group might influence individual behaviors in your example based
on Forsyth (2025) (https://nobaproject.com/textbooks/introduction-to-psychology-the-full-
noba-collection/modules/the-psychology-of-groups) .
To demonstrate what you learned this week, be sure to support your work with information
from the Learning Resources.
Be sure to review the Week 6 Discussion Rubric to understand the specific grading criteria
your Instructor will use to evaluate your work.
Respond to at least one colleague’s initial post about an example of behavior different than
the one you chose, in one of the following ways:
Explain another factor not previously discussed that might contribute to why those in
your colleague’s example behaved as they did.
Explain the potential benefits and drawbacks to the example of conformity or obedience
described in your colleague’s post.
To demonstrate what you learned this week, be sure to support your work with information
from the Learning Resources.
BY DAY 5
Reply
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
**## Topic_Week6_Discussion4.pdf**
Due Aug 13 75 points
View Split Screen
All
Search entries or author…
Newest First
Back to Week at a Glance
(https://waldenu.instructure.com/courses/178209/modules/items/730333
Conformity is the tendency to change one’s behaviors to match those of others. Obedience is
adhering to an order from a perceived legitimate authority. Various group processes can also
influence whether people conform or obey in a given situation. Social psychologists study why
people conform and obey, even when the behavior goes against their personal beliefs, and
conversely, why people refuse to conform and obey at great personal cost.
For this Discussion, you examine contemporary examples of conformity, obedience, and group
processes in society.
CONFORMITY, OBEDIENCE, AND
GROUPS
(https://cdn-
media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://waldenu.instructure.com/courses/178209/modules/items/7303339](https://waldenu.instructure.com/courses/178209/modules/items/7303339)
[https://waldenu.instructure.com/courses/178209/modules/items/7303339](https://waldenu.instructure.com/courses/178209/modules/items/7303339)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
[https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/graphics/Discussion.png)
Post a 150- to 200-word response, in which you:
Briefly describe a contemporary example of your choice in which people did or did not
demonstrate conformity or obedience and identify the source of the example. In other
words, state if it is from a news source, social media, the internet, personal experience,
or observation. Provide a link to the example if you found it online.
Your example must be a current example from a news source or social media or that
you have directly observed around you within the last ten years. Do not select any
studies mentioned in the course Learning Resources as your example.
Explain how the behavior in your example illustrates conformity or obedience based on
the CrashCourse (2014) video (https://www.youtube.com/watch?
RESOURCES
Resources
CrashCourse. (2014, November 11). Social influence: Crash course psychology #38
[Video] (https://www.youtube.com/watch?
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40) .
YouTube. https://www.youtube.com/watch?
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40
Time Estimate: 10 min
Forsyth, D. R. (2025). The psychology of groups
(https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-
collection/modules/the-psychology-of-groups) . In R. Biswas-Diener & E. Diener (Eds),
Noba textbook series: Psychology. DEF publishers.
https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-
collection/modules/the-psychology-of-groups
Time Estimate: 24 min
Copyright 2025 © by Donelson R. Forsyth is licensed under a Creative Commons
Attribution-NonCommercial-ShareAlike 4.0 International License, except where
otherwise noted.
BY DAY 3
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40](https://www.youtube.com/watch?v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
v=UGxGDdQnC1Y&list=PL8dPuuaLjXtOPRKzVLY0jJY-uHOH9KVU6&index=40) and provide
an explanation for that behavior.
Explain how being in a group might influence individual behaviors in your example based
on Forsyth (2025) (https://nobaproject.com/textbooks/introduction-to-psychology-the-full-
noba-collection/modules/the-psychology-of-groups) .
To demonstrate what you learned this week, be sure to support your work with information
from the Learning Resources.
Be sure to review the Week 6 Discussion Rubric to understand the specific grading criteria
your Instructor will use to evaluate your work.
Respond to at least one colleague’s initial post about an example of behavior different than
the one you chose, in one of the following ways:
Explain another factor not previously discussed that might contribute to why those in
your colleague’s example behaved as they did.
Explain the potential benefits and drawbacks to the example of conformity or obedience
described in your colleague’s post.
To demonstrate what you learned this week, be sure to support your work with information
from the Learning Resources.
BY DAY 5
Reply
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
[https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups](https://nobaproject.com/textbooks/introduction-to-psychology-the-full-noba-collection/modules/the-psychology-of-groups)
– ## PSY-495-RS-T8-PosterTemplate.pptx – ## PSY-495Rubric-PosterPresentation.pdf – FinalPoster.PNG **## PSY-495-RS-T8-PosterTemplate.pptx** Title of Research Proposal Presenter Name Grand Canyon University, Phoenix Arizona Purpose and Problem Methodology Theoretical Framework Ethical Considerations …
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →– ## PSY-495-RS-T8-PosterTemplate.pptx
– ## PSY-495Rubric-PosterPresentation.pdf
– FinalPoster.PNG
**## PSY-495-RS-T8-PosterTemplate.pptx**
Title of Research Proposal
Presenter Name
Grand Canyon University, Phoenix Arizona
Purpose and Problem
Methodology
Theoretical Framework
Ethical Considerations
Literature Review
References
.
.
To start using this template, you first need to delete this content and any other unwanted contents of this page. Keep the poster title and the purple section headers.
The purple headers are used to identify and separate the main topics of your presentation. The most commonly used headers in poster presentations are provided, but you can change these headers to fit your proposal
Move the header copies approximately to where you think they need to be on the poster, so you can get a better sense of the overall poster layout. It will help you organize your content.
You can now start adding your text. To add text use the text tool to draw a text box starting from the left edge of a column to the right edge and start typing in your text. You can also paste the text you may have already copied from another source
Repeat the process throughout the poster as needed.
Conclusion and Implications
Research Question and Hypotheses
TEMPLATE DESIGN © 2008
www.PosterPresentations.com
## image1.tif
**## PSY-495Rubric-PosterPresentation.pdf**
Poster Presentation – Rubric
Poster Presentation 90 points
Criteria Description
Create a poster that you could present professionally. Use attached document “Poster
Template.” Upload your revised and updated poster for presentation.
5. Target 90 points
The submission is presented effectively, and all of the required elements creatively
contribute to the presentation of the concepts.
4. Acceptable 76.5 points
The submission is presented effectively and contains all of the required elements.
3. Approaching 67.5 points
The submission contains minor inconsistencies that are not overly distracting.
Presentation contains a majority of the required elements.
2. Insufficient 58.5 points
The submission is ineffective, contains multiple inconsistencies, or is missing a few
of the required elements.
1. Unsatisfactory 0 points
The submission is incoherent, contains major inconsistencies, is not presented
effectively, or is missing a substantial amount of the required elements.
Collapse All
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Mechanics of Writing 5 points
Criteria Description
Includes spelling, capitalization, punctuation, grammar, language use, sentence
structure, etc.
5. Target 5 points
No mechanical errors are present. Appropriate language choice and sentence
structure are used throughout.
4. Acceptable 4.25 points
Few mechanical errors are present. Suitable language choice and sentence
structure are used.
3. Approaching 3.75 points
Occasional mechanical errors are present. Language choice is generally
appropriate. Varied sentence structure is attempted.
2. Insufficient 3.25 points
Frequent and repetitive mechanical errors are present. Inconsistencies in language
choice or sentence structure are recurrent.
1. Unsatisfactory 0 points
Errors in grammar or syntax are pervasive and impede meaning. Incorrect language
choice or sentence structure errors are found throughout.
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Format/Documentation 5 points
Criteria Description
Uses appropriate style, such as APA, MLA, etc., for college, subject, and level;
documents sources using citations, footnotes, references, bibliography, etc.,
appropriate to assignment and discipline.
5. Target 5 points
No errors in formatting or documentation are present.
4. Acceptable 4.25 points
Appropriate format and documentation are used with only minor errors.
3. Approaching 3.75 points
Appropriate format and documentation are used, although there are some obvious
errors.
2. Insufficient 3.25 points
Appropriate format is attempted, but some elements are missing. Frequent errors
in documentation of sources are evident.
1. Unsatisfactory 0 points
Appropriate format is not used. No documentation of sources is provided.
Total 100 points
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
**FinalPoster.PNG**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/finalposter-png)
**FinalPoster.PNG**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/finalposter-png)
**## PSY-495-RS-T8-PosterTemplate.pptx**
Title of Research Proposal
Presenter Name
Grand Canyon University, Phoenix Arizona
Purpose and Problem
Methodology
Theoretical Framework
Ethical Considerations
Literature Review
References
.
.
To start using this template, you first need to delete this content and any other unwanted contents of this page. Keep the poster title and the purple section headers.
The purple headers are used to identify and separate the main topics of your presentation. The most commonly used headers in poster presentations are provided, but you can change these headers to fit your proposal
Move the header copies approximately to where you think they need to be on the poster, so you can get a better sense of the overall poster layout. It will help you organize your content.
You can now start adding your text. To add text use the text tool to draw a text box starting from the left edge of a column to the right edge and start typing in your text. You can also paste the text you may have already copied from another source
Repeat the process throughout the poster as needed.
Conclusion and Implications
Research Question and Hypotheses
TEMPLATE DESIGN © 2008
www.PosterPresentations.com
## image1.tif
**## PSY-495Rubric-PosterPresentation.pdf**
Poster Presentation – Rubric
Poster Presentation 90 points
Criteria Description
Create a poster that you could present professionally. Use attached document “Poster
Template.” Upload your revised and updated poster for presentation.
5. Target 90 points
The submission is presented effectively, and all of the required elements creatively
contribute to the presentation of the concepts.
4. Acceptable 76.5 points
The submission is presented effectively and contains all of the required elements.
3. Approaching 67.5 points
The submission contains minor inconsistencies that are not overly distracting.
Presentation contains a majority of the required elements.
2. Insufficient 58.5 points
The submission is ineffective, contains multiple inconsistencies, or is missing a few
of the required elements.
1. Unsatisfactory 0 points
The submission is incoherent, contains major inconsistencies, is not presented
effectively, or is missing a substantial amount of the required elements.
Collapse All
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Mechanics of Writing 5 points
Criteria Description
Includes spelling, capitalization, punctuation, grammar, language use, sentence
structure, etc.
5. Target 5 points
No mechanical errors are present. Appropriate language choice and sentence
structure are used throughout.
4. Acceptable 4.25 points
Few mechanical errors are present. Suitable language choice and sentence
structure are used.
3. Approaching 3.75 points
Occasional mechanical errors are present. Language choice is generally
appropriate. Varied sentence structure is attempted.
2. Insufficient 3.25 points
Frequent and repetitive mechanical errors are present. Inconsistencies in language
choice or sentence structure are recurrent.
1. Unsatisfactory 0 points
Errors in grammar or syntax are pervasive and impede meaning. Incorrect language
choice or sentence structure errors are found throughout.
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Format/Documentation 5 points
Criteria Description
Uses appropriate style, such as APA, MLA, etc., for college, subject, and level;
documents sources using citations, footnotes, references, bibliography, etc.,
appropriate to assignment and discipline.
5. Target 5 points
No errors in formatting or documentation are present.
4. Acceptable 4.25 points
Appropriate format and documentation are used with only minor errors.
3. Approaching 3.75 points
Appropriate format and documentation are used, although there are some obvious
errors.
2. Insufficient 3.25 points
Appropriate format is attempted, but some elements are missing. Frequent errors
in documentation of sources are evident.
1. Unsatisfactory 0 points
Appropriate format is not used. No documentation of sources is provided.
Total 100 points
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
**FinalPoster.PNG**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/finalposter-png)
**## PSY-495-RS-T8-PosterTemplate.pptx**
Title of Research Proposal
Presenter Name
Grand Canyon University, Phoenix Arizona
Purpose and Problem
Methodology
Theoretical Framework
Ethical Considerations
Literature Review
References
.
.
To start using this template, you first need to delete this content and any other unwanted contents of this page. Keep the poster title and the purple section headers.
The purple headers are used to identify and separate the main topics of your presentation. The most commonly used headers in poster presentations are provided, but you can change these headers to fit your proposal
Move the header copies approximately to where you think they need to be on the poster, so you can get a better sense of the overall poster layout. It will help you organize your content.
You can now start adding your text. To add text use the text tool to draw a text box starting from the left edge of a column to the right edge and start typing in your text. You can also paste the text you may have already copied from another source
Repeat the process throughout the poster as needed.
Conclusion and Implications
Research Question and Hypotheses
TEMPLATE DESIGN © 2008
www.PosterPresentations.com
## image1.tif
**## PSY-495Rubric-PosterPresentation.pdf**
Poster Presentation – Rubric
Poster Presentation 90 points
Criteria Description
Create a poster that you could present professionally. Use attached document “Poster
Template.” Upload your revised and updated poster for presentation.
5. Target 90 points
The submission is presented effectively, and all of the required elements creatively
contribute to the presentation of the concepts.
4. Acceptable 76.5 points
The submission is presented effectively and contains all of the required elements.
3. Approaching 67.5 points
The submission contains minor inconsistencies that are not overly distracting.
Presentation contains a majority of the required elements.
2. Insufficient 58.5 points
The submission is ineffective, contains multiple inconsistencies, or is missing a few
of the required elements.
1. Unsatisfactory 0 points
The submission is incoherent, contains major inconsistencies, is not presented
effectively, or is missing a substantial amount of the required elements.
Collapse All
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Mechanics of Writing 5 points
Criteria Description
Includes spelling, capitalization, punctuation, grammar, language use, sentence
structure, etc.
5. Target 5 points
No mechanical errors are present. Appropriate language choice and sentence
structure are used throughout.
4. Acceptable 4.25 points
Few mechanical errors are present. Suitable language choice and sentence
structure are used.
3. Approaching 3.75 points
Occasional mechanical errors are present. Language choice is generally
appropriate. Varied sentence structure is attempted.
2. Insufficient 3.25 points
Frequent and repetitive mechanical errors are present. Inconsistencies in language
choice or sentence structure are recurrent.
1. Unsatisfactory 0 points
Errors in grammar or syntax are pervasive and impede meaning. Incorrect language
choice or sentence structure errors are found throughout.
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
Format/Documentation 5 points
Criteria Description
Uses appropriate style, such as APA, MLA, etc., for college, subject, and level;
documents sources using citations, footnotes, references, bibliography, etc.,
appropriate to assignment and discipline.
5. Target 5 points
No errors in formatting or documentation are present.
4. Acceptable 4.25 points
Appropriate format and documentation are used with only minor errors.
3. Approaching 3.75 points
Appropriate format and documentation are used, although there are some obvious
errors.
2. Insufficient 3.25 points
Appropriate format is attempted, but some elements are missing. Frequent errors
in documentation of sources are evident.
1. Unsatisfactory 0 points
Appropriate format is not used. No documentation of sources is provided.
Total 100 points
© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.© 2025. Grand Canyon University. All Rights Reserved.
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
[https://www.gce.com/](https://www.gce.com/)
**FinalPoster.PNG**
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– 1
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In-depth study guidance and analytical solution covering olm.
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →Full assignment prompt and step-by-step guidance are included in the downloadable solution file.
TOY CHOICE 1: City Heroes Activity Wall Toy TOY CHOICE 2: Scrabble for kids – ## PSY2305ToyAnalysisAssignmentTemplate.docx – Instructions.jpg **## PSY2305ToyAnalysisAssignmentTemplate.docx** ## Analysis of Children’s Toy/Game and Influence on Development “Instructions: Complete each section of this …
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →TOY CHOICE 1: City Heroes Activity Wall Toy
TOY CHOICE 2: Scrabble for kids
– ## PSY2305ToyAnalysisAssignmentTemplate.docx
– Instructions.jpg
**## PSY2305ToyAnalysisAssignmentTemplate.docx**
## Analysis of Children’s Toy/Game and Influence on Development
“Instructions: Complete each section of this document. You must use the textbook to support your responses in addition to the website where information was sourced on the toy/game (e.g., toy’s manufacturer website or retail website). Use correct APA formatting for in-text citations within each section and references provided at the end.”
**Name:**
### Description of Toy/Game
1. “Provide a description of the toy/game including the target age range.
_(minimum 1 sentence recommended)”_
2. “Identify and explain if the toy/game is gender specific and to which gender it is targeted. Provide support and rationale for how you arrived at this conclusion.
_(minimum 1-3 sentences recommended)”_
3. “Copy and paste an appropriate image(s) of toy/game.
_”_
### Functionality & Claims
4. “In your own words, describe the functionality and rules/requirements if applicable.
_(minimum 1-3 sentences recommended)_”
5. “In your own words, state any claims the manufacturer makes about the toy/game.
_(minimum 1-3 sentences recommended)_”
### Physical **OR** Psychosocial Needs
6.
“Thoroughly describe variables that influence physical development or psychosocial factors related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describe specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to physical or psychosocial development.
_(minimum 5-10 sentences recommended)_”
**Cognitive Needs**
7. “Thoroughly describe variables that influence cognitive development related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describes specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to cognitive development.
_(minimum 5-10 sentences recommended)_”
**Modifications**
8. “Recommend and describe details of at least one modification that would improve the toy/game. This modification must be intended to enhance the child’s development in at least one of the developmental domains (physical, cognitive, psychosocial).
_(minimum 1-3 sentences recommended)_”
9. “Thoroughly explain how the modification would enhance the child’s development supported by at least one concept, theory, or developmental milestone from the textbook.
_(minimum 3-5 sentences recommended)_”
**References**
“
_(Place APA references of the textbook and the website where information was sourced for the selected toy/game.)_”
**Instructions.jpg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/instructions-jpg-10368185)
**Instructions.jpg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/instructions-jpg-10368185)
**## PSY2305ToyAnalysisAssignmentTemplate.docx**
## Analysis of Children’s Toy/Game and Influence on Development
“Instructions: Complete each section of this document. You must use the textbook to support your responses in addition to the website where information was sourced on the toy/game (e.g., toy’s manufacturer website or retail website). Use correct APA formatting for in-text citations within each section and references provided at the end.”
**Name:**
### Description of Toy/Game
1. “Provide a description of the toy/game including the target age range.
_(minimum 1 sentence recommended)”_
2. “Identify and explain if the toy/game is gender specific and to which gender it is targeted. Provide support and rationale for how you arrived at this conclusion.
_(minimum 1-3 sentences recommended)”_
3. “Copy and paste an appropriate image(s) of toy/game.
_”_
### Functionality & Claims
4. “In your own words, describe the functionality and rules/requirements if applicable.
_(minimum 1-3 sentences recommended)_”
5. “In your own words, state any claims the manufacturer makes about the toy/game.
_(minimum 1-3 sentences recommended)_”
### Physical **OR** Psychosocial Needs
6.
“Thoroughly describe variables that influence physical development or psychosocial factors related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describe specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to physical or psychosocial development.
_(minimum 5-10 sentences recommended)_”
**Cognitive Needs**
7. “Thoroughly describe variables that influence cognitive development related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describes specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to cognitive development.
_(minimum 5-10 sentences recommended)_”
**Modifications**
8. “Recommend and describe details of at least one modification that would improve the toy/game. This modification must be intended to enhance the child’s development in at least one of the developmental domains (physical, cognitive, psychosocial).
_(minimum 1-3 sentences recommended)_”
9. “Thoroughly explain how the modification would enhance the child’s development supported by at least one concept, theory, or developmental milestone from the textbook.
_(minimum 3-5 sentences recommended)_”
**References**
“
_(Place APA references of the textbook and the website where information was sourced for the selected toy/game.)_”
**Instructions.jpg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/instructions-jpg-10368185)
**## PSY2305ToyAnalysisAssignmentTemplate.docx**
## Analysis of Children’s Toy/Game and Influence on Development
“Instructions: Complete each section of this document. You must use the textbook to support your responses in addition to the website where information was sourced on the toy/game (e.g., toy’s manufacturer website or retail website). Use correct APA formatting for in-text citations within each section and references provided at the end.”
**Name:**
### Description of Toy/Game
1. “Provide a description of the toy/game including the target age range.
_(minimum 1 sentence recommended)”_
2. “Identify and explain if the toy/game is gender specific and to which gender it is targeted. Provide support and rationale for how you arrived at this conclusion.
_(minimum 1-3 sentences recommended)”_
3. “Copy and paste an appropriate image(s) of toy/game.
_”_
### Functionality & Claims
4. “In your own words, describe the functionality and rules/requirements if applicable.
_(minimum 1-3 sentences recommended)_”
5. “In your own words, state any claims the manufacturer makes about the toy/game.
_(minimum 1-3 sentences recommended)_”
### Physical **OR** Psychosocial Needs
6.
“Thoroughly describe variables that influence physical development or psychosocial factors related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describe specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to physical or psychosocial development.
_(minimum 5-10 sentences recommended)_”
**Cognitive Needs**
7. “Thoroughly describe variables that influence cognitive development related to selected toy/game, including at least two supporting concepts, theories, or developmental milestones from the textbook for the identified target age range. Describes specifically how the functionality of the toy meets, engages, or encourages the concepts, theories, or developmental milestones related to cognitive development.
_(minimum 5-10 sentences recommended)_”
**Modifications**
8. “Recommend and describe details of at least one modification that would improve the toy/game. This modification must be intended to enhance the child’s development in at least one of the developmental domains (physical, cognitive, psychosocial).
_(minimum 1-3 sentences recommended)_”
9. “Thoroughly explain how the modification would enhance the child’s development supported by at least one concept, theory, or developmental milestone from the textbook.
_(minimum 3-5 sentences recommended)_”
**References**
“
_(Place APA references of the textbook and the website where information was sourced for the selected toy/game.)_”
**Instructions.jpg**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/instructions-jpg-10368185)
– 1
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