Please no plagiarism and make sure you are able to access all resource on your own before you bid. One of the references must come from Broderick and Blewitt (2015). I need this completed by 01/26/18 at 3pm. Respond to at least two of my colleagues using one or more of the following approaches:· Offer and support an alternative theory (not discussed in this week’s Learning Resources) that validates or opposes a colleague’s identified meaning of work and career.· Validate an idea with your own experience and additional research.· Expand on your colleague’s posting by providing additional insights or contrasting perspectives based on readings and evidence.(B. Smi)Broderick and Blewitt (2015) imply that work and the ability to obtain and maintain a career are seen as momentous developmental tasks. In order to complete this task, one must have adequate knowledge of self. Knowledge of self will assist an individual in finding suitable employment that best meets their skills and capabilities.Significance and MeaningResearch has indicated that an individual is most likely to achieve job satisfaction, successful performance, and stability when pursuing a career that matches their personal style. The individual must also be able to meet the demands of the position. Holland’s Theory of Personality –Environment Types declares that adults possess a desired way of completing social and environmental tasks. Holland insists that an individual’s approach is likely to be similar to the type of career they seek. An example of this would be an individual who’s personal orientation is social working in a customer service, social service, or any kind of helping field.  Another example could include someone who is artistic pursuing freelance work or teaching art or dance classes. Another theory that exhibits the importance of work and career within the development of young adults is Erikson’s Theory of Identity Development. Erikson argues that the significance of work begins during the elementary school years where they are required to grasp educational studies and sometimes household chores. Broderick and Blewitt (2015) declare that the formation of identity continues into young adulthood and is often founded on one’s attitude/view of themselves created in childhood. Erikson’s Theory concludes that a child or young adult with a sense of industry (belief in their abilities) and a sense of self will be more likely to succeed in finding a career that provides satisfaction (Broderick and Blewitt, 2015). Feelings of industry are important as they encourage hard work and perseverance. Research has indicated that an individual who receives satisfaction from their work life could then feel more compelled to assist in their other roles (Kuchinke, 2010). Dissatisfaction with employment could cause a husband and father to be less attentive once he arrives home.Personal ReflectionPrior to obtaining my bachelor’s degree (Child and Family Studies), majority of my work experience involved children. I’ve always been drawn to helping professions. I’ve worked in day cares, summer camps, and vacation bible schools. Later, it was resident assistants, college assistance offices, and child protective services. While working in cps, I got to help families but I mostly enjoyed talking to them. A lot of people just wanted to be heard and I enjoyed that. I’ve participated in counseling myself and appreciated how helpful and dare I say therapeutic it was. Talking, listening, and goal setting is a big part of my current position. I also think it fits my personality. I believe the counseling profession could add meaning to my life as it would be a constant learning experience. No one session will be the same. I believe that there will be similarities, but nothing exactly alike. As a person who spends a lot of time in their hand was raised unable to express their emotions, I want to be apart of others learning express themselves in a healthy way and acknowledging tis okay to seek assistance.SummaryWork and career can impact development both positively and negatively. Children and young adults who maintain a sense of industry and strong sense of self are able to work hard, remain positive, and achieve career satisfaction. In the future, it would be imperative to learn about the client’s view of self and their skill sets to work more effectively with them. Work and career have large influence on satisfaction of life and can affect other areas of an individual’s life in a positive or negative way. ReferencesBroderick, P. C., & Blewitt, P. (2015). The life span: Human development for helping professionals (4th ed.). Upper Saddle River, NJ: Pearson Education.Kuchinke, K. P., Cornachione, E. B., Oh, S. Y., & Kang, H.-S. (2010). All work and no play? The meaning of work and work stress of mid-level managers in the United States, Brazil, and Korea. Human Resource Development International, 13(4), 393–408.(S. Mor)The distinctive difference between work and career is easily summarized by deciding I am working a job to survive in this world, or I am in my career of choice which I prepared for and it is my passion that fuels the fire inside of me in my career. Work tends to become a tedious assignment that we despise, but it pays the bills. Mondays are painful and Fridays are rejoiced because of a two day break that goes entirely too fast. Careers produce acceptable long hours, off days are forced at times by family and friends, and there is a large amount of fulfillment, drive, and pride that comes about when you are in your career of choice. In this discussion I chose Supers Developmental Approach and Erikson’s Theory of Identity Development. Super’s Theory explains that the way we see or think about ourselves, may change as we obtain different experiences in life (Broderick & Blewitt, 2015). Erikson’s Theory on the way we view ourselves, is based on children working and having the ability to figure out who they are based on the job they are working (Broderick & Blewitt, 2015).  However, keep in mind this concept works well during the Industrial Revolution when children began working at age 5 or 6 (Broderick & Blewitt, 2015).Theoretical Foundations    Super’s Theory is a process that takes time and is developed continuously over an individual’s lifespan (Broderick & Blewitt, 2015). The way we look at ourselves and figure out who we are, may be done when we have the ability to have a career that we have chosen. Vocational self-concept is defined as a person’s identity that coincides with the details that a career of their choice demands ((Broderick & Blewitt, 2015). For example, in our class we all have shown an interest and determination to become counselors. Regardless of the reasons why we have chose this field, we all are dedicated to empower ourselves by paying for higher education, striving for excellent grades, and excelling as students which will also prompt us to excel as counselors. Basically this is a choice that we have made because there is a passion inside of us that wants this more than life itself. The obstacles we may encounter will not be a deterrent, but fuel added to the fire that allows us to keep pushing class after class, and assignment after assignment. Everyday no matter how tired we are from work, spouses, children, bills, and many other demands the time that is devoted to completing school work is found. The path we are on is not easy because if it was everyone would do it, but there is something special about us that screams to others I need your help and we are learning to do that. Personal characteristics that do not align with my career would cause my life to be filled with regret daily. The idea of sleeping sounds better than facing the people at my job, and my attitude would appear as if other employees or clients are bothering me. Super’s developmental stages repeat themselves through the course of a person’s lifespan (Broderick & Blewitt, 2015). The time period between birth to age 15 is developing the interests that define who a child wants to become (Broderick & Blewitt, 2015). My daughter from the times she was 7 has always been fascinated with animals, and has said she will be a veterinarian. I have encouraged her and at age 19 she is a freshman in college studying veterinarian courses. The next stage is exploratory which occurs from 15 to 24 and a little more focus on what you want to become may be evident, but the decision may still appear indecisive (Broderick & Blewitt, 2015). Establishment which is prevalent from 25 to 44 is the stage where we should know what we want to do, and through working we establish this (Broderick & Blewitt, 2015). The next stage occurs from 45 to 64 and is called maintenance, basically allows us to continually get better in work performance with a climb up the corporate ladder (Broderick & Blewitt, 2015). The final stage is called Decline which occurs after 65, and people are faced with retirement opportunities, less responsibilities in work, and eventually retirement (Broderick & Blewitt, 2015). My mother who is in her 70’s retired from corporate America but began working part time at Macy’s because she was bored. Upon asking her why she not able to just relax is, her response to me was “When older people stop working, they will die because they have nothing to do.”    Erikson’s Theory of Identity Development describes the way we view who we are when small children begin to work serious jobs in different societies (Broderick & Blewitt, 2015). I am aware that many cultures employ their children at very young ages, and some will work alongside their parents until they are able to work alone. However, it is hard to fathom because this is not a part of the culture in the United States, especially after Child Slave Labor Laws were established in the early 1900’s. “Little theoretical attention has been paid to why such cross-time influences should characterize human development” (Belsky, 2010). I do believe that children should learn responsibilities and be assigned chores that require them to assist in the house. My children knew when they were two years old if I played Barney the purple dinosaurs Clean Up song, it prompted them to put their toys in the toy chest. Elementary children according to Erikson should gain an insight of what they are capable of doing, while teens mirror that of adults in the work industry (Broderick & Blewitt, 2015). Children mimic their parents and when they are able to see them living positive productive lives the habits of hard work will be present in their lives.Personal Reflection    As a child I was a daddy’s girl, mainly because he was the only male in the house that consisted of my mom and three daughters. The rollercoaster of emotions and female bickering was constant, but my dad knew how to put every drama filled emotion out without us feeling like we didn’t matter. My mother was the disciplinarian and my father was our savior because he knew how to keep everyone calm. My father was a social worker that specialized in severe child abuse cases, and I remember the feelings he would express to my mom when he was able to save a child. I have seen my dad cry many times, but I never saw him get upset to the point where he was cussing or fighting in his personal or professional life. The cases he had made me want to put some of the adults that made their children suffer devastating circumstances stand in front of a firing squad as their punishment. Watching how blessed my dad lived and how passionate he was in his career, gave me the strength to figure out what I want to do with my life. I know who I am and one thing I inherited from my dad is the fact that I am always evolving. Every time I master something I want to learn how to become better than I was the year before or even the day before. When I was a child my dad was the calm mild manner personality in our house, he was the voice of reason. My mother was the fire and pretty much ran the entire house. Please understand both of my parents are awesome and I am blessed beyond measure. I used to get upset with my dad if my mom said something mean or direct to him, because he would never ever say anything back to her. I would tell him dad you need to stand up to her, or dad why do you allow her to talk to you like that? My parents were married 48 years when my dad passed, and that is when I realized the strength he had in him was greater than any man I know. Do you know how hard it is to keep quiet when someone is saying something mean to you? I know it is something that I struggle with daily because I have a low tolerance for disrespect or rudeness. I learned it is so easy for people to go back and forth with words, and some will even physically fight. The strength it takes to walk away is one of the keys to happiness because in that strength you realize the aggressor has no power over you. No matter what they say to you the power is in not responding which is incredibly difficult. I wish when my dad was alive I would have understood this because he tried to teach me. I finally got it and because of this lesson it made me want to live my life helping people figure out their lives. I do feel my calling to be a counselor is divine intervention, but no matter what it takes to become the best counselor ever I will do it over and over again.Summary    The choice we make in deciding if we want to work or have a career is a vital decision that will impact and set the tone for the life you are living. Differences occur when we get up in the morning, get dressed for a job or a passion. The formula for some may be easy, and then for others it may be difficult, because survival of life at times may come in the form of a job. The purpose in each of us has to supersede the survival because only then will you feel fulfillment in living the life that you were destined to live. Applying Super’s Developmental Approach which I am more in favor of will help my clients understand that they have the ability to develop any career they want the entire time they are living. Erikson’s Theory of Identity Development I do not foresee me using often with a practice in the United States. However if I am ever counseling in a culture that has children that begin working at 5 or 6 his theory will be quite useful.ReferencesBroderick, P. C., & Blewitt, P. (2015). The life span: Human development for helping professionals (4th ed.). Upper Saddle River, NJ: Pearson Education.Belsky, J. (2010). Childhood experience and the development of reproductive strategies. Psicothema, 22(1), 28–34.Readings· Broderick, P. C., & Blewitt, P. (2015). The life span: Human development for helping professionals (4th ed.). Upper Saddle River, NJ: Pearson Education.o Chapter 12, “Socioemotional and Vocational Development in Young Adulthood” (review pp. 438-476)o Chapter 13, “Middle Adulthood: Cognitive, Personality, and Social Development” (pp. 478-525)Belsky, J. (2010). Childhood experience and the development of reproductive strategies. Psicothema, 22(1), 28–34. Retrieved from the Walden Library databases.Brandell, J. R. (2010). Contemporary psychoanalytic perspectives on attachment. Psychoanalytic Social Work, 17(2), 132–157. Retrieved from the Walden Library databases.Halrynjo, S. (2009). Men’s work-life conflict: Career, care and self-realization: Patterns of privileges and dilemmas. Gender, Work & Organization, 16(1), 98–125. Retrieved from the Walden Library databases.Kuchinke, K. P., Cornachione, E. B., Oh, S. Y., & Kang, H.-S. (2010). All work and no play? The meaning of work and work stress of mid-level managers in the United States, Brazil, and Korea. Human Resource Development International, 13(4), 393–408. Retrieved from the Walden Library databases.Newton, N., & Stewart, A. J. (2010). The middle ages: Changes in women’s personalities and social roles. Psychology of Women Quarterly, 34(1),75–84. Retrieved from the Walden Library databases.Rodriguez, P. D., & Ritchie, K. L. (2009). Relationship between coping styles and adult attachment styles. Journal of the Indiana Academy of the Social Sciences, 13, 131–141. Retrieved from the Walden Library databases.

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Project 1 Organizational Theory Due Week 3This project was designed to have you demonstrate an understanding of how the role organizational theory applies to management.  Furthermore, the student will demonstrate this understanding by explaining the evolution of management theory and how it relates to the business environment through the use of a case scenario.You will use the course material learned in weeks 1 and 2 to answer the questions that are based on the case scenario below.  You are also required to research the various schools of thoughts and theorists identified in the Timeline under week 1.  Once you have thoroughly researched the schools of thought and the theorist under each category, you will answer the questions below making connections between the case scenario facts, the course material and your research if applicable. In answering the questions, it is necessary to explain why and how rather than making statements.   Go beyond merely making statement without the support that explains the why and how to earn higher points for the assignment.NOTE: All submitted work is to be your original work. You may not use any work from another student, the Internet or an online clearinghouse.  You are expected to understand the Academic Dishonesty and Plagiarism Policy, and know that it is your responsibility to learn about instructor and general academic expectations with regard to proper citation of sources as specified in the APA Publication Manual, 6th Ed. (Students are held accountable for in-text citations and an associated reference list only). Read critically and analyze the following scenario:Geraldine Barney Garrett, the granddaughter of Wilford Barney took over the reins of the R&D department of Biotech Health and Life Products (Biotech) in 1965.  She had trained at the hands of her grandmother Wilford’s mother, Maria.  Geraldine was a strong manager and developed the Research and Development (R&D) lab from the advanced kitchen of her grandmother to the scientific lab of her peers.  Geraldine’s management philosophy evolved over the years but she had several basic ideas that kept her grounded.  Geraldine knew she had to answer to the family in every decision she made. Her grandmother stressed this point and she eventually came to agree. Therefore, decisions were made by her.  She also realized that her employees had good ideas and talent but they did not bear the responsibility she did.  So, although she consulted with the employees often, she never gave them the power to make important decisions.  Geraldine was charismatic in a motherly way and employees saw her as someone to learn from but career growth was unlikely so in five or six years employees moved on to another company.  The unambitious stayed on and eventually Geraldine collected a small group of people she trusted and who became her team.  Now, several of the team members are retiring like Geraldine leaving few left to the company.When it comes to leading the entire R&D Division, Geraldine is very controlled in defining goals, setting tasks, and is outstanding at dividing the work among the employees, organizing the product materials and coordinating and communicating activities between the different departments.  Decisions that Geraldine makes are always dependent on the circumstances and context of the decision.  You often hear her instructing the young employees stating, “Always ask yourself, which method will work best here?  Remember, you are always looking to find the simplest and most cost-effective solution.”  When it comes to developing new products and innovating, Geraldine is much more open to other people’s input and ideas relying heavily on her team of experienced but older people.  Still, the final decision remains in her hands.   Geraldine could see the need for changes in the lab, the most important of which was retaining younger employees.  Since she was retiring at the end of the year, Geraldine knew the new department head would have to deal with the problem.  Her immediate concern was who the new department head should be.  Her own granddaughter, Melanie Malone, was now working in the company and she knew Melanie was expecting the job. Melanie was qualified for the job. She was a Phi Beta Kappa graduate of the University of Maryland College Park with a double major in Botany and Food Science.  She minored in Business Management.  She had worked in the plant in Chicago every summer since High School and had reproduced and revised all her grandmother’s and great-great grandmother’s recipes.  Starting full-time at 22 years of age Melanie got along with everyone in the department but at 27 Geraldine thought she may be too young to assume the position.  Geraldine had hoped that she might mentor Melanie for a few more years and turn the reins over when she was 30, but health concerns made Geraldine shorten the plan.  Melanie was confident and competent in her work. She was passionate about keeping the business focused on its all-natural product line and developing ecofriendly packaging. She was detail oriented and the people on her team seemed to work well together.  Geraldine noted that Melanie appeared to create functional teams well suited for the various types of tasks or projects.  The teams invariably were always on time and productive.  Although the group may change in terms of members depending on the task, the group was comprised of the longest standing members of R&D and also included Geraldine’s team from time to time.   Geraldine knew that Melanie feels strongly that the lab has to be updated to include the use of more sophisticated machinery and computers that would enhance the efficiency of the products being developed.  Melanie also believes the update to technology will make the company more competitive.  Melanie often tried to get Geraldine to agree to the revisions bringing in literature from various business journals to prove her point.  “The business world is dynamic and requires people to adjust to the competition in a vigorous and active way. The lab needed the tools to make that happen.” Melanie argued.  Melanie also told her grandmother that she had a lot of new ideas for oils and essences that only the new equipment would be able to test.  Melanie was adamant that Biotech would lag behind the competitors especially in the new beauty line products if the company did not modernize.Melanie liked to collaborate with the others but did not always take the lead.  She often sat back and listened and at times deferred decisions to others whose opinion differed from her own. When Geraldine told Melanie, she would lose control of the group and maybe the project if she didn’t actively lead, Melanie only smiled and said “Nana you have to let the team unleash its potential, be creative or else they will leave and go somewhere that listens to them.”  Melanie also was insistent on the idea of bringing in the labs and R&D people from the other branches on projects rather than having them pass along the ideas.  In a conversation one day about a new project for Germany, Melanie pointed out to Geraldine, “That new products have to be customer driven, and our customers are from all over the world.  We need to appreciate their needs and taste preferences.  While we can come up with our own ideas of what the market should like that also means that the markets are biased by our own pallets and health needs.  We now have to think globally. The changing marketplace means we have to listen to our customer and what they want.” Geraldine was unsure of some of Melanie’s ideas on engaging others.  She felt sure that Melanie may begin to empower people rather than maintain control over the decision making.  When, Geraldine questioned Melanie about her concerns, Melanie replied “Nana, this company is like one big family and in order for it to keep running functionally, we have to be aware of all its parts, all the people who are important to keep it vital, and change with the times to keep the livelihood of the family intact.  To do this and keep people wanting to be a part of the family, we have to create an environment that makes employees feel stable and safe in the family yet dynamic enough to stay relevant in the industry.  We have to keep employees looking and moving forward.”  Geraldine shrugged and said nothing but thought, “They are more likely to get off task.”  Geraldine knew the company had a collaborative culture, and she often worked together with her family in a similar fashion, but managing a department this way…she was not too sure. That business school education may have put some ideas into Melanie’s head that might come back and haunt her.  The other logical candidate was Valerie Harper.  Department Head of the new products team, Valerie at 35 was competent, and ran her team like Geraldine would.  In an effort to get some idea of Valerie’s management philosophy Geraldine asked her one day, after witnessing a not terribly successful exchange with one of her team, “What do you believe is important in managing a team?”  Valerie’s reply was, “I think it is important to retain the final responsibility for decision making.  Everyone should have their own specialty, while answering to the common good.  My order and discipline are important.  It was like what Joe just did. I asked him to process the essential oils for this new candy bar we are working on for Italy.  He is the best at doing so and he does this well but he just kept going on with the project adjusting the ingredient list to make what amounts to a completely new candy bar. He claimed the adjustment was needed to get the best flavor from the oils.  However, it threw everything off for everyone else in the project.  His efforts wasted time.  I tried to be fair and listened to his reasoning, but he is making the others feel like they are wasting their time.  There is one direction, which I set, and he should follow.”  Geraldine was disturbed by this a little.  One thing that seemed inconsistent with the episode with Joe was the fact that Valerie usually wants employees to take initiative even if they make mistakes.  “Are you sure he just wasn’t taking the initiative to get things right with the flavor?” Geraldine asked.  “I supposed you have a point,” Valerie replied, “but he should know that we must have unity of direction and what Joe needs to understand is that he is not to take over an interfere with the work of the others in the team.”  Geraldine agreed with some of Valerie’s approach but had to wonder if Valerie overdid the idea of order.  Her staff seemed to have a greater turnover than Melanie’s, which wastes a great deal of time and money in the long run than the time Joe spent trying to make the candy bar work.One other thing that bothered Geraldine about Valerie was the lack of new ideas and creativity.  Although Valerie could take ideas from others and execute them in a creative way, she did not have a lot of new ideas of her own.  She never seemed to seek new ideas or even revamp old ones.  Geraldine saw Valerie as talented and would keep the lab in its current state making only minor changes.  Valerie often said to Geraldine, “If it isn’t broken why fix it?”  Geraldine liked the idea of the lab being run the same way, but she wondered if the lack of ideas was reflective of a good department head.  After all the head was always expected to have new ideas. InstructionsStep 1:  Write the IntroductionCreate the Introductory Paragraph The introductory paragraph is the first paragraph of the paper but is typically written after writing the body of the paper (Questions students responded to above).  View this website to learn how to write an introductory paragraph:  http://www.writing.ucsb.edu/faculty/donelan/intro.htmlStep 2:  Answer the Following Identify and describe the School of Thought that best fits each of the three women.  Explain why and how you arrived at these selections using the course material, your research, and the facts provided from the scenario.  Identify and describe the theorists that best fits each of the three women.  Explain why and how you arrived at these selections using the course material, your research, and the facts provided from the scenario.  Using the course materials from weeks 1 and 2, decide which candidate (Melanie or Valerie), Geraldine should choose to head the R&D lab.  Explain why and how you arrived at this decision using the facts from the case scenario and the course material to support your reasoning and conclusions.Step 3:  Review the Paper Read the paper to ensure all required elements are present.  Use the grading rubric to ensure that you gain the most points possible for this assignment. Proofread the paper for spelling and grammatical issues, and third person writing.  Read the paper aloud as a first measure; Use the spell and grammar check in Word as a second measure; Have someone who has excellent English skills to proof the paper; Consider submitting the paper to the Effective Writing Center (EWC).  The EWC will provide 4-6 areas that may need improvement.Step 4:  Submit the paper in the Assignment Folder (The assignment submitted to the Assignment Folder will be considered the student’s final product and therefore ready for grading by the instructor.  It is incumbent upon the student to verify the assignment is the correct submission.  No exceptions will be considered by the instructor).How to Set Up the PaperCreate a Word or Rich Text Format (RTF) document that is single-spaced, with double spaces between paragraphs.  Use 12-point font.  The final product will be between 3 and 4 pages in length excluding the title page and reference page.  Write clearly and concisely. Use headingsCompleting the Paper In order to complete this project, you will want to first read the module, Learn How to Support What You Write, as this assignment requires you to use the course readings and research to support what you write.  Also, Read the grading rubric for the project.  Use the grading rubric while completing the project to ensure all requirements are met that will lead to the highest possible grade.   Third person writing is required.  Third person means that there are no words such as “I, me, my, we, or us” (first person writing), nor is there use of “you or your” (second person writing).  If uncertain how to write in the third person, view this link:  http://www.quickanddirtytips.com/education/grammar/first-second-and-third-person.    Contractions are not used in business writing, so do not use them.   Paraphrase and do not use direct quotation marks.  Paraphrase means you do not use more than four consecutive words from a source document, but puts a passage from a source document into your own words and attribute the passage to the source document.  Not using direct quotation marks means that there should be no passages with quotation marks and instead the source material is paraphrased as stated above.  Provide the page or paragraph number (required) when using in-text citations.  Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.    You may not use books as source material.   You are expected to use the facts from the case scenario paired with the weekly courses readings to develop the analysis and support the reasoning.   The expectation is that you provide a robust use of the course readings.  If any material is used from a source document, it must be cited and referenced.  A reference within a reference list cannot exist without an associated in-text citation and vice versa.   Use a wide array of the course reading as well as sources from your research.  The research should focus on those areas of the Schools of Thought and theorist that are not in the course readings.

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