PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest

Sample Answer for PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest Included After Question

Design a research study utilizing experimental research methods for the issue that you selected for your Research Project Literature Review. Prepare a paper between 1200 to 1800 words that address the following items:

• Review briefly the literature that justifies the study, starting with the topic and why it is important, followed a brief review of past research (drawn from your first team project), and finishing with a list of what you will be studying in your proposed research. [Introduction]

• Describe your sample and how you will select it.

• Describe the experimental method(s) that you selected to utilize in your research study and explain why you selected these methods.

• Describe the independent variable and how you intend to manipulate it in your experiment.

• Describe the dependent measures and other variables that you intend to measure in this study and the theoretical reasons for selecting each of these variables.

Speculate on your expected outcome(s) of the study.

A Sample Answer For the Assignment: PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest

Title: PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest

The promotion of safety in healthcare is imperative for the realization of optimum outcomes in care. Healthcare providers require safe work environments there their needs are prioritized. The work environment conditions should not predispose them to any form of social, emotional, or physical harm. Healthcare institutions often strive to ensure safe work environments for their staffs through the creation of culture of safety. Organizational issues such as bullying however affect the realization of the desired safety outcomes in healthcare organizations. Bullying predisposes providers to low job satisfaction and morale, which increases their risk of leaving the organization. Therefore, the purpose of this paper is to explore the leadership improvement plan that will be used to prevent future encounters that Tina experienced in her workplace. Tina committed a medication error, and documented it in the electronic health records of the patient. George discovered the error and reported it to the nurse on night shift. The events afterwards led to isolation and bullying of Tina, which made her quit and work in another hospital.

Need for Team Member Respect, Value and Security

Tina experienced workplace bullying after she committed and reported a medication error in the patient’s electronic health records. The bullying was severe that it made her to quit the hospital and work in another hospital. Tina’s experiences show the lack of respect, organizational values and security for the healthcare providers. The hospital where Tina worked should adopt values that recognize the protection of individual rights. Accordingly, the organization and its stakeholders should ensure that the work environmental conditions support diversity and prioritization of the employee needs. The organization should also support the values of transparency and non-discrimination in the reporting of safety and adverse events. Discrimination and punitive actions towards reported safety events threaten the care quality, as the employees will not embrace transparent reporting mechanisms.

Respect is also important to prevent similar events related to that of Tina in the future in the organization. The organization needs to promote workplace civility where employees respect the needs, values, and diversity of others. The organization also needs to implement policies where privacy and confidentiality of data is promoted to minimize workplace bullying. It also needs to adopt policies that prohibit bullying and violence in the workplace. The employees should be assured of their social, emotional, and physical safety in the organization. The organization should be non-tolerant on any acts of behaviors that threaten the safety needs of the healthcare providers and patients. Through it, experiences such as that of Tina will be avoided in the organization.

Safe and Care Culture

A safe and caring culture is needed to reduce the harm of self and others and zero tolerance for bullying or lateral violence in the organization. A safe and caring culture minimizes the harm to patients and healthcare providers. Interventions such as teamwork, active involvement of patients in the care process, prioritizing safety, accountability, and openness are critical for the creation of a caring and safety culture. The organization needs to demonstrate its dedication to prioritizing safety by implementing zero tolerance policies against bullying and violence. The safety culture should form part of the behaviors, decisions, norms and values of the organizational stakeholders to limit possible safety events in the organization. The organization also needs to develop shared core values as well as goals, adopt non-punitive responses and enhancing safety through safety training and education (Fink-Samnick, 2018). The leadership and management should also demonstrate their commitment towards empowering the employees to support the strengthening of culture of patient safety in the organization. Through it, the organization will achieve a balance in not blaming the providers of care for errors and not tolerating any egregious behaviors in the organization (Rutherford et al., 2019). Therefore, the consideration of the above strategies will promote the creation of organizational culture that does not tolerate bullying, violence, and behaviors that contribute to safety events in patient care.

Leadership Role

Leadership in the organization where Tina worked has critical roles to play in improving member support within a diverse workforce. One of the roles is ensuring that the staffs acknowledge the existence of difference among them and respecting them. Acknowledging differences among the staffs contributes to tolerance among the healthcare providers. It also increases the awareness of the healthcare providers about the need to embrace non-discriminatory behaviors and explore culturally appropriate interventions in care and their interactions (West et al., 2018).

The leadership also has the role of ensuring the promotion of cultural competence among their staffs. Accordingly, the leadership provides opportunities such as cultural training to ensure that the staffs have the needed culturally competent knowledge and skills to promote ethical and moral behaviors among them. Leadership also strengthens the creation of culture that promotes safety of staffs from diverse backgrounds (Bambi et al., 2017). The policies strengthen the need for inclusivity in the workforce and non-tolerance of any vices of discrimination based on inherent differences such as ethnicity, age, and gender in the workplace.

Leaders of the organization also have the responsibility of upholding and enforcing strong values to prevent similar events related to that of Tina in the future. Leaders have the role of influencing and encouraging the other leaders and managers to initiate dialogue and support values such as discipline, respect and humility. They not only role model best values but also uphold and enforce them through the culture of their organization, communication and sustainable change strategies (Cutler et al., 2019). The outcomes of such dedication from the leadership will include enhanced productivity, innovation, and cross-functional learning in the organization.

Importance of Team Member Engagement

It is important for all the team members to actively engage and support a healthy work environment for a number of reasons. Firstly, active involvement of the team members in creating and supporting a healthy work environment promotes their empowerment. The team members are empowered to take ownership of the strategies used to foster safe work environment and explore additional innovative strategies to achieve optimum outcomes. Active engagement of the team members also ensures sustainability of the interventions adopted to create a healthy work environment. Accordingly, the team members incorporate the interventions into their daily routines, forming part of their culture (Morley & Cashell, 2017). As a result, sustainable outcomes will be achieved in the process.

Active engagement and supporting a healthy work environment for employees also contributes to their motivation. The employees are motivated to go an extra mile in ensuring safety; efficiency and quality are achieved in patient care. For example, active engagement of the employees and supporting a healthy work environment encourages them to explore evidence-based interventions that can be used to optimize care outcomes. The retention rates among the staffs also increases significantly when are actively engaged and supported in creating a healthy work environment (Cutler et al., 2019). Accordingly, their perceive sense of job security and organizational recognition of their diverse needs increases, leading to reduced intent to leave the organization among them.

Leadership Interventions

One of the leadership interventions that should have occurred in Tina’s case study is not adopting a punitive approach to the reported error. Non-punitive approaches to errors in healthcare promote culture of openness and transparency. The leadership should have investigated the error, factors that led to it, and use the experience to develop strategies to prevent its future occurrence (Hargett et al., 2017). Through it, the organization could have learned from its errors.

The second leadership intervention that should have occurred in Tina’s case study is the leadership adopting a stand that does not tolerate discrimination and bullying of staffs that commit errors. The leadership should have worked with the employees and management in exploring the ways in which safety outcomes can be achieved based on Tina’s experience (Fink-Samnick, 2018). It should have also implemented strict measures to bar any staff from engaging in behaviors that amounted to Tina’s discrimination and bullying in the organization.

The last leadership intervention that should have occurred is strengthening teamwork in patient care. The organizational leadership should have used the error as an opportunity to increase the need for teamwork and inter-professional collaboration in patient care. Teamwork eliminates the risk of safety events in case, as the healthcare providers work together in developing best plans for achieving the optimum care outcomes of their patients (Ward et al., 2018). Therefore, teamwork would have increased the competence of the staffs, hence, elimination of safety and quality events in the future.

PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest Conclusion

In summary, Tina’s experience demonstrates lack of respect, security, values, and effective leadership in the organization. It also demonstrates increased predisposition of staffs to harm due to bullying and violence. Therefore, it is important that effective leadership styles be embraced in the organization to prevent and minimize the safety events. Culture of care and safety should also be created to promote the health and wellbeing of both patients and healthcare providers.

PSYCH 540 Week 4 Team Assignment Research Project Experimental Method Design Latest References

Bambi, S., Guazzini, A., De Felippis, C., Lucchini, A., & Rasero, L. (2017). Preventing workplace incivility, lateral violence and bullying between nurses. A narrative literature review. Acta Bio Medica : Atenei Parmensis, 88(Suppl 5), 39–47. https://doi.org/10.23750/abm.v88i5-S.6838

Cutler, S., Morecroft, C., Carey, P., & Kennedy, T. (2019). Are interprofessional healthcare teams meeting patient expectations? An exploration of the perceptions of patients and informal caregivers. Journal of Interprofessional Care, 33(1), 66–75. https://doi.org/10.1080/13561820.2018.1514373

Fink-Samnick, E. (2018). The New Age of Bullying and Violence in Health Care: Part 4: Managing Organizational Cultures and Beyond. Professional Case Management, 23(6), 294–306. https://doi.org/10.1097/NCM.0000000000000324

Hargett, C. W., Doty, J. P., Hauck, J. N., Webb, A. M., Cook, S. H., Tsipis, N. E., Neumann, J. A., Andolsek, K. M., & Taylor, D. C. (2017). Developing a model for effective leadership in healthcare: A concept mapping approach. Journal of Healthcare Leadership, 9, 69–78. https://doi.org/10.2147/JHL.S141664

Morley, L., & Cashell, A. (2017). Collaboration in Health Care. Journal of Medical Imaging and Radiation Sciences, 48(2), 207–216. https://doi.org/10.1016/j.jmir.2017.02.071

Rutherford, D. E., Gillespie, G. L., & Smith, C. R. (2019). Interventions against bullying of prelicensure students and nursing professionals: An integrative review. Nursing Forum, 54(1), 84–90. https://doi.org/10.1111/nuf.12301

Ward, M. E., De Brún, A., Beirne, D., Conway, C., Cunningham, U., English, A., Fitzsimons, J., Furlong, E., Kane, Y., Kelly, A., McDonnell, S., McGinley, S., Monaghan, B., Myler, A., Nolan, E., O’Donovan, R., O’Shea, M., Shuhaiber, A., & McAuliffe, E. (2018). Using Co-Design to Develop a Collective Leadership Intervention for Healthcare Teams to Improve Safety Culture. International Journal of Environmental Research and Public Health, 15(6), 1182. https://doi.org/10.3390/ijerph15061182

West, M. A., Hwang, S., Maier, R. V., Ahuja, N., Angelos, P., Bass, B. L., Brasel, K. J., Chen, H., Davis, K. A., Eberlein, T. J., Fong, Y., Greenberg, C. C., Lillemoe, K. D., McCarthy, M. C., Michelassi, F., Numann, P. J., Parangi, S., Reyes, J. D., Sanfey, H. A., … Wren, S. M. (2018). Ensuring Equity, Diversity, and Inclusion in Academic Surgery: An American Surgical Association White Paper. Annals of Surgery, 268(3), 403–407. https://doi.org/10.1097/SLA.0000000000002937

Lopes Write Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

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Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource

As we begin this session, I would like to take this opportunity to clarify my expectations for this course:

Please note that GCU Online weeks run from Thursday (Day 1) through Wednesday (Day 7).

Course Room Etiquette:

It is my expectation that all learners will respect the thoughts and ideas presented in the discussions.
All postings should be presented in a respectful, professional manner. Remember – different points of view add richness and depth to the course!

Office Hours:

My office hours vary so feel free to shoot me an email at Kelly.[email protected] or my office phone is 602.639.6517 and I will get back to you within one business day or as soon as possible.
Phone appointments can be scheduled as well. Send me an email and the best time to call you, along with your phone number to make an appointment.
I welcome all inquiries and questions as we spend this term together. My preference is that everyone utilizes the Questions to Instructor forum. In the event your question is of a personal nature, please feel free to post in the Individual Questions for Instructor forum I will respond to all posts or emails within 24 or sooner.

Late Policy and Grading Policy

Discussion questions:

I do not mark off for late DQ’s.
I would rather you take the time to read the materials and respond to the DQ’s in a scholarly way, demonstrating your understanding of the materials.
I will not accept any DQ submissions after day 7, 11:59 PM (AZ Time) of the week.
Individual written assignments – due by 11:59 PM AZ Time Zone on the due dates indicated for each class deliverable.

Assignments:

Assignments turned in after their specified due dates are subject to a late penalty of -10%, each day late, of the available credit. Please refer to the student academic handbook and GCU policy.
Any activity or assignment submitted after the due date will be subject to GCU’s late policy
Extenuating circumstances may justify exceptions, which are at my sole discretion. If an extenuating circumstance should arise, please contact me privately as soon as possible.
No assignments can be accepted for grading after midnight on the final day of class.
All assignments will be graded in accordance with the Assignment Grading Rubrics

Participation

Participation in each week’s Discussion Board forum accounts for a large percentage of your final grade in this course.
Please review the Course Syllabus for a comprehensive overview of course deliverables and the value associated with each.
It is my expectation that each of you will substantially contribute to the course discussion forums and respond to the posts of at least three other learners.
A substantive post should be at least 200 words. Responses such as “great posts” or “I agree” do not meet the active engagement expectation.
Please feel free to draw on personal examples as you develop your responses to the Discussion Questions but you do need to demonstrate your understanding of the materials.
I do expect outside sources as well as class materials to formulate your post.
APA format is not necessary for DQ responses, but I do expect a proper citation for references.
Please use peer-related journals found through the GCU library and/or class materials to formulate your answers. Do not try to “Google” DQ’s as I am looking for class materials and examples from the weekly materials.
I will not accept responses that are from Wikipedia, Business dictionary.com, or other popular business websites. You will not receive credit for generic web searches – this does not demonstrate graduate-level research.
Stay away from the use of personal pronouns when writing. As a graduate student, you are expected to write based on research and gathering of facts. Demonstrating your understanding of the materials is what you will be graded on. You will be marked down for lack of evidence to support your ideas.

Plagiarism

Plagiarism is the act of claiming credit for another’s work, accomplishments, or ideas without appropriate acknowledgment of the source of the information by including in-text citations and references.
This course requires the utilization of APA format for all course deliverables as noted in the course syllabus.
Whether this happens deliberately or inadvertently, whenever plagiarism has occurred, you have committed a Code of Conduct violation.
Please review your LopesWrite report prior to final submission.
Every act of plagiarism, no matter the severity, must be reported to the GCU administration (this includes your DQ’s, posts to your peers, and your papers).

Plagiarism includes:

Representing the ideas, expressions, or materials of another without due credit.
Paraphrasing or condensing ideas from another person’s work without proper citation and referencing.
Failing to document direct quotations without proper citation and referencing.
Depending upon the amount, severity, and frequency of the plagiarism that is committed, students may receive in-class penalties that range from coaching (for a minor omission), -20% grade penalties for resubmission, or zero credit for a specific assignment. University-level penalties may also occur, including suspension or even expulsion from the University.
If you are at all uncertain about what constitutes plagiarism, you should review the resources available in the Student Success Center. Also, please review the University’s policies about plagiarism which are covered in more detail in the GCU Catalog and the Student Handbook.
We will be utilizing the GCU APA Style Guide 7th edition located in the Student Success Center > The Writing Center for all course deliverables.

LopesWrite

All course assignments must be uploaded to the specific Module Assignment Drop Box, and also submitted to LopesWrite every week.
Please ensure that your assignment is uploaded to both locations under the Assignments DropBox. Detailed instructions for using LopesWrite are located in the Student Success Center.

Assignment Submissions

Please note that Microsoft Office is the software requirement at GCU.
I can open Word files or any file that is saved with a .rtf (Rich Text Format) extension. I am unable to open .wps files.
If you are using a “.wps” word processor, please save your files using the .rtf extension that is available from the drop-down box before uploading your files to the Assignment Drop Box.

Grade of Incomplete

The final grade of Incomplete is granted at the discretion of the instructor; however, students must meet certain specific criteria before this grade accommodation is even possible to consider.
The grade of Incomplete is reserved for times when students experience a serious extenuating circumstance or a crisis during the last week of class which prevents the completion of course requirements before the close of the grading period. Students also must pass the course at the time the request is made.
Please contact me personally if you are having difficulties in meeting course requirements or class deadlines during our time together. In addition, if you are experiencing personal challenges or difficulties, it is best to contact the Academic Counselor so that you can discuss the options that might be available to you, as well as each option’s academic and financial repercussions.

Grade Disputes

If you have any questions about a grade you have earned on an individual assignment or activity, please get in touch with me personally for further clarification.
While I have made every attempt to grade you fairly, on occasion a misunderstanding may occur, so please allow me the opportunity to learn your perspective if you believe this has occurred. Together, we should be able to resolve grading issues on individual assignments.
However, after we have discussed individual assignments’ point scores, if you still believe that the final grade you have earned at the end of the course is not commensurate with the quality of work you produced for this class, there is a formal Grade Grievance procedure which is outlined in the GCU Catalog and Student Handbook.