Justify the use of the chosen diagnostic manual (i.e., Why was this manual chosen over others?). Evaluate symptoms within the context of an appropriate theoretical orientation for this diagnosis.

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Review the instructions for the Psychiatric Diagnosis assignment in Week Six. This week’s assignment will build upon the work you have completed on your chosen case study in Weeks One and Two.

For this assignment, you will construct an outline of your Psychiatric Diagnosis paper. This outline is meant to provide structure for your final assignment, jump-start your thought process on your case study, and ensure you are on the correct path toward the successful completion of your diagnosis.

Your outline should be one to two pages of content and include a brief two- to three-sentence description of each of the required areas listed in the Psychiatric Diagnosis prompt, except for the following two areas:

  • Justify the use of the chosen diagnostic manual (i.e., Why was this manual chosen over others?).
  • Evaluate symptoms within the context of an appropriate theoretical orientation for this diagnosis.

For these two areas, provide a complete draft of your justification and evaluation based on the case study. You must include explicit information on the theoretical orientation chosen for the case and justification of the use of the diagnostic manual chosen. Research a minimum of five peer-reviewed sources published within the last 10 years to support your choice of theoretical orientation and diagnostic manual. These sources will also be used for the Psychiatric Diagnosis paper. The outline should specify which sources will apply to the justification and evaluation areas.

The Outline for the Psychiatric Diagnosis:

  • Must be one to two single-spaced pages in length (not including title and references pages) and formatted according to APA style
  • Must include a separate title page with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted
  • Must use at least five peer-reviewed sources published within the last 10 years.
  • Must document all sources in APA style
  • Must include a separate references page that is formatted according to APA style .

Review by BRENT BAXTER, Director, Agencies Research Division, The Prudential Insurance Company of America, Newark, New Jersey:

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Cavico, Muffler and Mujtaba (2013) claim that appearance discrimination in employment, especially based on perceived “attractiveness,” has emerged as a controversial, and complicated, legal, ethical, and management concern. Your task this week is to assume that you have been asked to consult for a major physical fitness club chain to create an objective employee selection protocol. The owner has heard rumblings through the organization grapevine that attractive females and males tend to be promoted more often than less attractive ones. The owner is very concerned about possible lawsuits. He wants you to develop an objective �appearance blind” job evaluation protocol to ensure that claims of bias cannot be made. Your task is to design an employee evaluation protocol that will focus on objective job criteria and not on physical appearance. You will need to locate at least five tests from the Mental Measurements Yearbook in the NCU library to support your proposal. Reference Cavico, F. J., Muffler, S. C., & Mujtaba, B. G. (2013). Appearance discrimination in employment. Equality, Diversity and Inclusion: An International Journal, 32(1), 83-119. doi:http://dx.doi.org/10.1108/02610151311305632

Comments:
here is one of the test to support objectivity.
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EBSCO Publishing    Citation Format: APA (American Psychological
Assoc.):
_____

NOTE: Review the instructions at
http://support.ebsco.com/help/?int=ehost&lang=en&feature_id=APA and make
any necessary corrections before using. Pay special attention to
personal names, capitalization, and dates. Always consult your library
resources for the exact formatting and punctuation guidelines.

References

King, J. E. (n.d.). Employee Evaluation Series. Retrieved from
http://proxy1.ncu.edu/login?url=https://search.ebscohost.com/login.aspx?
direct=true&db=mmt&AN=test.10015&site=ehost-live

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Employee Evaluation Series

Review by BRENT BAXTER, Director, Agencies Research Division, The
Prudential Insurance Company of America, Newark, New Jersey:
This series provides an overall package for evaluating most employees in
many companies. It has many practical aspects and attempts to present a
simple formula for supervisors in both reviewing and interpreting the
performance of their employees.
The structure of the series is a list of statements for each of the six
work areas for which a form is provided. There are 50 items for each
type of work (60 in forms are to be published). The value of the forms,
to any given company is limited by the degree to which these general
items apply to the job of the person being rated. The company might well
prefer to add or subtract certain items or put a different emphasis on
the job components than is included in the printed list. The
instructions and language also will not be appropriate for all
companies. Thus, a company which likes this multiple item approach to
rating may choose between the labors of tailor-making its own form or
the adoption of a carefully made form which may not fit its situation
too well.
The author emphasizes that this rating approach minimizes the halo
effect and lays stress on evaluating performance. But there is still
ample opportunity for halo effect. Many items concern attitude rather
than performance behavior, e.g., “Completely sold that this is the ‘best
place in town’ to work,” Responses to this kind of item are subject to
the halo effect.
At present, there is no manual to go with the series to explain
adequately its reliability and other evaluating data. The author reports
one is currently being prepared. He submitted a manuscript of an APA
(1949) paper indicating a corrected split half reliability for the
clerical series of .92. Results from two raters correlated .81 (1). It
correlated .73 with results from a man-to-standard rating scale. From
the APA paper one may conclude that the clerical series has had
extensive statistical analysis. Efforts have been made to weed out
ambiguous items and items which correlate highly with the total score.
Considerable effort has been made to design a scale which will result in
a normal distribution of scores. While this achieves a desirable spread
of scores, there has been some overconcern with this aspect. Each rater
is “expected” to achieve this normal distribution which may not fit his
group at all.
The evaluation “system” is tied in with both percentiles and stanines.
To have both of these scales may be confusing to many and is
unnecessary. The stanine ranges are not calculated as is usually done
(i.e., in equal class intervals).
The present series provides for the rater to check a statement if it is
true about the employee and to leave it blank otherwise. Omissions thus
may be counted “against” the employee. The author reports that a revised
series will provide for a “not true at present” marking. Neither form
allows the rater to mark the statement “not relevant” or “don’t know.”
This may force unjust ratings to be made.
The author claims that by adding the favorable replies on the statements
one achieves a total score “in which the whole is actually greater than
the sum of its parts.” This statement may mislead many readers into
thinking that something special is added in some mysterious way.
Apparently what is meant is that the items really represent a sample of
the total number of statements that might be made about the employee and
that conclusions may now be drawn about the total. In view of how the
sample was drawn, it might be much better to limit interpretations to
the specific statements.
SUMMARY. The series utilizes the multiple item rating approach to
provide industry with a ready-made rating program. Although it is neatly
arranged and has many practical features, it doesn’t live up to some of
its marketing claims, such as being a basis for “getting away from
favoritism and influence.” It is not a cure-all for personnel problems.
It will not fit all companies; a tailor-made instrument is to be
preferred.

 Identify strategies you might use for your own self care as a social worker dealing with grief counseling. Explain why these strategies might be effective.

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ASSIGNMENT 1: Models of Grieving

 

The death of a loved one is a significant event that everyone experiences. An individual’s social environment, including societal and familial cultural factors, may influence how an individual approaches death or grieves the loss of someone else who dies. You can anticipate addressing grief in your social work practice and, therefore, should develop an understanding of the grieving process.

 

Two models of grieving—the Kubler-Ross and Westburg models—identify stages through which an individual progresses in response to the death of a loved one. Understanding the various ways individuals cope with grief helps you to anticipate their responses and to assist them in managing their grief. Select one model of grieving—the Kubler-Ross or Westburg model—to address in this assignment.

 

Addressing the needs of grieving family members can diminish your personal emotional, mental, and physical resources. In addition to developing strategies to assist grieving individuals in crisis, you must develop strategies that support self-care.

 

In this Assignment, you apply a grieving model to work with families in a hospice environment and suggest strategies for self-care.

 

Submit a 2- to 4-page paper in which you:

 

o   Explain how you, as a social worker, might apply the grieving model you selected to your work with families in a hospice environment.

 

o   Identify components of the grieving model that you think might be difficult to apply to your social work practice. Explain why you anticipate these challenges.

 

o   Identify strategies you might use for your own self care as a social worker dealing with grief counseling. Explain why these strategies might be effective.

 

 

Support your Assignment with specific references to the resources. Be sure to provide full APA citations for your references.

 

References (use 2 or more)

 

Zastrow, C. H., & Kirst-Ashman, K. K. (2016). Understanding human behavior and the social environment (10th ed.). Boston, MA:  Cengage Learning.

 

 

. Explain what a negative correlation between depression and self-esteem means. Provide two additional examples of negative correlations in the field of psychology.

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Complete five short answer essay problems. In addition to solving the problem, write a 400 word paragraph with APA formatted citations and references (APA title page and reference page required. It is not required for the body of the document to be in APA format. Each question should be answered clearly and numbered) explaining the process that lead to the resolution.

Answer the following questions below:

1. Explain what a negative correlation between depression and self-esteem means. Provide two additional examples of negative correlations in the field of psychology.

2. Provide an example of a variable measured on a(n): nominal scale, ordinal scale, interval scale, and ratio scale and discuss the strengths and limitations of each.

3. Imagine that you are writing a survey on student perceptions of the food in the dining hall. Write one open-ended, one closed-ended, and one partially open-ended question concerning quality of the food in the dining hall and discuss the strengths and limitations of each.

4. What are the problems with the following survey questions?

• Do you agree that Americans should be more concerned with conserving fuel and reducing pollution from auto emissions?

• Do you favor reducing the outrageous number of administrators in the federal government?

• Most people believe that politicians are overpaid. Do you agree?

5. Calculate s (standard deviation) and A.D. (average deviation) for the following sample: 2, 2, 6, 9, 10, 10, 15, 18, 18, 20. Provide two examples of when this would be appropriate to use in in research and two examples of when it would not be appropriate to use in research.