Alliant International University Psychology Courses Capstone: Psychology Answers 2022

Alliant International University Psychology Courses Capstone: Psychology Answers 2022

Alliant International University Psychology Courses Capstone: Psychology Answers 2022

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Alliant International University Psychology Courses Capstone

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Assignment 1.
 Review all the courses you have taken so far. Reflect on what you have learned in each
course and determine the knowledge, skills, and abilities you have acquired from each.
This should be submitted. Use a Table format. These course outcomes will be
discussed in class. Please, come to the first meeting having completed this assignment.
Review your courses and complete your assessment of the knowledge, skills, and abilities you have
acquired in each course you have taken in your program and put this information into a table. Be
specific in what you list. (Example: do not say you learned “theories” in Organization Theory class; you
could say you learned Herzberg’s Two-Factor Model that gave you the knowledge of what leads to
employee satisfaction, or from that you gained the ability to design performance improvement
material, or during that class you learned the skill of how to research a theorist using an online
 This assignment is not an evaluation of the courses or program but rather an assessment
of your learning from the content that influenced your thinking, as well as personal
and professional development. You can use the curriculum illustration map below to
help in your review and also include the syllabi, class notes, books, handouts, etc.
Below is a curriculum map of your courses over the two years, if courses were taken
sequentially. Each student’s might be different.
 First, create a vision board for yourself of your professional goals (and/or personal
goals) after you achieve your doctorate. Consider both 5 and 10 years after graduation.
Then determine the additional skills, knowledge, and abilities you will need to acquire
to achieve your vision. Be prepared to share and discuss your vision with others.
Additional instruction on the expectations for this assignment will be provided
separately if needed.
Create a vison board for yourself. What do you want to do or be 5 years and after 10 years after your
graduation? Be creative. Dream.
You can draw, illustrate or cut out things to put on your board. You will need to photograph or scan it
so you can share and then submit it.
Write a short paper 2 or 3 pages on what knowledge, skills, and/or abilities you will still need to
acquire to reach your vision or goal. If you will need more than the courses in our program to meet
your goal, then how will you acquire these skills? (Example: You might need to expand your
professional network. Will you join a professional group like ODN (when?), or attend conferences –
and which one(s), or participate in a series of webinars, or attend specialized training to earn a
certificate – like the MBTI?)
Assignment 2.
 Develop a Professional Biography and a Curriculum Vitae (CV) – taking into
consideration the knowledge, skills, and abilities you have acquired from courses in
relation to the vision or professional goal(s) you have chosen for yourself. Submit them
for feedback. Additional instruction on the expectations for this assignment will be
provided separately if needed.
 Discussion and feedback on CVs and preparing for OD careers. CV and Professional
biography should be submitted.
Write your CV. Submit it.
Also, write a short professional biography.
Consider the knowledge, skills, and abilities you have acquired from courses in relation to the vision or
professional goal(s) you have chosen for yourself as you write your CV and professional biography.
Prepare 2-page paper:
 Selecting individual professional goals and vision for the near future
 Using the knowledge skills, and abilities acquired in courses and connecting them to a
vision and using them to create a Professional Biography and Curriculum Vitae
Course Title
Research Design
Qualitative Research Methods
Group Processes and Team Interventions
Introduction To Organizational Psychology
Cultural Diversity In Organizations
Organization Theory and Systems
Conflict Management
Organizational Change And Development
Coaching And Mentoring Skill Development
Organizational Ethics And Social
Strategic Human Resource Management
Advanced Seminar In Organizational Studies
Advanced Seminar In Organizational
Principles And Practice Of Consultation
Organizational Consulting Skills
Sustainability And Organizational Systems
International Organizational Development
Capstone Homework
Research Design
Study and application of the principles of applied research models and methods. Areas covered
include problem identification and prioritization, experimental design, basic definitions and
theoretical applications of statistical procedures. Data collection techniques include observation,
interviewing, and survey questionnaire development and application. Prepares students to design
research and analyze research literature.
 The purpose of this course is to provide students with (a) an understanding of quantitative
and qualitative research methods commonly use in social sciences b) the ability to
develop their own research question, conduct a literature review, and plan a research
study, (c) the opportunity to design a short survey, d) the ability to evaluate research
articles and studies conducted in organizations.
Book used
Qualitative Inquiry and Research Design: Choosing Among Five Approaches Creswell, J and
Cheryl Poth
Chapter 1. Introduction
Chapter 2. Philosophical Assumptions and Interpretive Frameworks
Chapter 3. Designing a Qualitative Study
Chapter 4. Five Qualitative Approaches to Inquiry
Chapter 5. Five Different Qualitative Studies
Chapter 6. Introducing and Focusing the Study
Chapter 7. Data Collection
Chapter 8. Data Analysis and Representation
Chapter 9. Writing a Qualitative Study
Chapter 10. Standards of Validation and Reliability in Qualitative Research Chapter 11.
“Turning the Story” and Conclusion
Appendix A. An Annotated Glossary of Terms
Appendix B. A Narrative Research Study
Appendix C. A Phenomenological Study
Appendix D. A Grounded Theory Study
Appendix E. An Ethnography
Appendix F. A Case Study
Qualitative Research Methods
Qualitative research is multimethod in focus, involving an interpretive, naturalistic
approach to its subject matter. This means that qualitative researchers study things in their
natural settings, attempting to make sense of, or interpret, phenomena in terms of the meanings
people bring to them.
Qualitative researchers use a variety of methods to develop deep understandings of how
people perceive their social realities and in consequence, how they act within the social world.
For example, diary accounts, open-ended questionnaires, documents, participant observation, and
 Phenomenology
 A search for “the common meaning for several individuals of their lived experiences of a
concept or a phenomenon (Creswell, 2013)
 Emphasis on the phenomenon (a single concept or idea)
 Group of individuals who have experienced the concept (from 3-4 or up to 10-15)
 Philosophical discussion about basic ideas
 Researcher “brackets” his or her experiences to set personal experiences aside
 Data collection through interviews
 Data analysis goes from narrow to broad “meaning units”
 Ends with a discussion of the essence of the experience – both what and how.
Phenomenology Challenges:
◆ Researcher needs grounding in philosophy.
◆ May be too structured for some researchers.
◆ Deals with abstract concepts. Hard to discern.
◆ Not all participants can “go there” with researcher.
◆ Bracketing is difficult. Takes much reflection.
◆ Researcher may find it hard to see how or in what
ways his/her own understanding fits into the study.
Group Processes and Team Interventions
Don’t worry about this course
Introduction To Organizational Psychology
The specialty of industrial-organizational psychology (also called I/O psychology) is
characterized by the scientific study of human behavior in organizations and the workplace. The
specialty focuses on deriving principles of individual, group and organizational behavior and
applying this knowledge to the solution of problems at work.

Describe the scope of study in the field of industrial and organizational psychology

Describe the history of industrial and organizational psychology
In 2012, people who worked in the United States spent an average of 56.4 hours per week
working (Bureau of Labor Statistics—U.S. Department of Labor, 2013). Sleeping was the only
other activity they spent more time on with an average of 61.2 hours per week. The workday is a
significant portion of workers’ time and energy. It impacts their lives and their family’s lives in
positive and negative physical and psychological ways. Industrial and organizational (I-O)
psychology is a branch of psychology that studies how human behavior and psychology affect
work and how they are affected by work.
Industrial and organizational psychologists work in four main contexts: academia, government,
consulting firms, and business. Most I-O psychologists have a master’s or doctorate degree. The
field of I-O psychology can be divided into three broad areas (Figure 1 and Figure 2): industrial,
organizational, and human factors. Industrial psychology is concerned with describing job
requirements and assessing individuals for their ability to meet those requirements. In addition,
once employees are hired, industrial psychology studies and develops ways to train, evaluate,
and respond to those evaluations. As a consequence of its concern for candidate characteristics,
industrial psychology must also consider issues of legality regarding discrimination in
hiring. Organizational psychology is a discipline interested in how the relationships among
employees affect those employees and the performance of a business. This includes studying
worker satisfaction, motivation, and commitment. This field also studies management,
leadership, and organizational culture, as well as how an organization’s structures, management
and leadership styles, social norms, and role expectations affect individual behavior. As a result
of its interest in worker wellbeing and relationships, organizational psychology also considers
the subjects of harassment, including sexual harassment, and workplace violence. Human factors
psychology is the study of how workers interact with the tools of work and how to design those
tools to optimize workers’ productivity, safety, and health. These studies can involve interactions
as straightforward as the fit of a desk, chair, and computer to a human having to sit on the chair
at the desk using the computer for several hours each day. They can also include the examination
of how humans interact with complex displays and their ability to interpret them accurately and
quickly. In Europe, this field is referred to as ergonomics.
Cultural Diversity In Organizations
This course explores the structure of diversity and the behavioral implications in organizations.
The course requires active involvement to explore the deep structure and multiple levels of
culture, to explore theory, research and application regarding the nature, role and treatment of
differences and the creation of inclusion in the workplace. Whether you are a manager,
community leader, or consultant, managing cultural diversity is an important part of organization
development. The following competencies are some of those required for effective OD
consultation as they relate to Managing Diversity, Self-mastery, and Setting conditions for
positive change (ODI Competencies Version 21 (2005).
I was able to identify an area or areas of my life where I have use information learned from this
course. My learning about different perspectives and biases influences my thinking,
relationships, and other areas of your life. I was challenged by this course to think beyond the
box. It encouraged me to use a different forum to come up with ideas. Information I obtained in
this course is already being used daily as I interact with people in my community or society.
Organization Theory and Systems
You will be doing research on the theorist you selected. Below are my suggestions for the basics
of what you will want to find out about your theorist/theories. If you look at the assignment
sheet, you will notice that your first few weeks also answer the basic questions posed below:

Name each theorist and theory.

What is his/her theory? What did s/he write? Does it have a title it is known by?

What does the theory mean?

What did the theory mean to the field?

Anything of interest about the theorist? What made them think the way they did?

Who/what were his/her major influences? Teachers? Students?

What was happening in his world that might have an impact on his/her theories?

What years did s/he work? Live? Produce the theory?

Other interesting facts. Include anything else you care to add. [Example: Is there a
YouTube video that shows the theory in action (the Hawthorne Studies, for example).]
What you need to do: Find and read one or more books or papers written by (not written about)
your theorist. Spend some time “getting to know” your theorist. If there is a choice of material,
choose their earliest or classic work not the latest (especially for living theorists)! You will not
get credit for reading their current work unless you read their initial work first. [If you are
confused about what material to choose, contact me, please.]
Conflict Management
This course addresses conflict from both positive and negative perspectives, exploring the
traditional and contemporary views of conflict. Scholars will reflect on individual stimulus for
and response to conflict, explore individual styles of conflict resolution, and focus on the “winwin” interest-based process of effective conflict resolution. There will be in depth focus on the
transformational aspects of conflict resolution, and emphasis on application in the organizational
The purpose of this course is to familiarize students with the requirements necessary to
understand and effectively management full range of issues and experiences of conflict in the
workplace. As managers and consultants, it is important to consider the culture and climate
conducive to harmonious work environment and assisting the organization to create that
The course is designed to:
1. (1) Familiarize the student with the major theories, models, research, and practices
associated with conflict management;
2. (2) Increase understanding of the processes and dynamics of working with organizations
to create conflict free environments;
3. (3) Link the traditional organization development approaches, emphasizing human
potential with the current emphasis on improving organizational performance;
3. (3) Develop an appreciation for the literature on the topic;
4. (4) Increase student’s awareness of key dynamics of the client-consultant relationship in
working with process of conflict management; and
5. (5) Increase development and awareness of self and other through understanding the
implications of change for one’s own behavior and the behavior of others
The understanding and development of one leadership skills is very important because it help to
achieve both personal and professional success. At the same time, often people faces difficulties
with the development of their leadership skills and abilities, it’s important to realize the area of
leadership skills that one want to develop. In this regard, it is important to focus on the
development of an effective leadership style that can help an individual in their professional and
personal development.
Today, the role of leaders is extremely important for the successful performance of various
organizations. At the same time, the effective application of leadership qualities highly depends
on the approach used by leaders to their associates and subordinates. Among the variety of
approaches existing in the contemporary business environment today is the transformational
leadership it is one of the most popular and widely spread approaches, which is considered by
many specialists (Northouse, 2001) as highly prospective. In this respect, it is important to
underline that the transformational leadership has not only benefits, but it may have certain risks
which can threaten to the normal development and performance of the organization, where this
approach is applied.
Organizational Change And Development
This course is designed to familiarize the student with the process of change in organizations
through planned interventions that are based on behavioral science. It will provide a foundation
of the knowledge, skills, and abilities to facilitate change in various organizational settings,
exploring major theories, research and methods of organizational change and development. This
course aims to develop change agents who can effectively design and implement programs that
will enhance organizational effectiveness.
Organization change and development is important to academics and practitioners in the field of
Organization Psychology. Organizations need professionals who understand the theory and
practice of change management, particularly the process of organization development (OD) and
the different interventions at the individual, group, and organization levels.
The course will look at the processes and dynamics of organizational change, linking traditional
approaches, emphasizing human potential with the current emphasis on structural change and
improving organizational performance. Diagnosing organizational situations and choosing
appropriate change interventions along with the development of the client-consultant relationship
will be explored, utilizing various change approaches and intervention techniques such as
organizational assessment and design, team building, process consultation, coaching, and
workforce diversity. Many of these topics are covered in even more depth in later is specific
courses in the OP program.
Coaching And Mentoring Skill Development
This course reviews the theoretical underpinnings of coaching and mentoring, introduces
students to diverse practices, and provides opportunities for practice. In addition, to reading key
texts, students look through assorted lenses at how oneself impacts one’s work as a coach and is
in turn impacted by it. At this stage of the program this course develops the role of coaching as a
skill in the toolbox of the OD practitioner.
Course Description. Students look through assorted lenses at how their “self” impacts their work
as a coach and mentor. Prerequisite: Org 6320 and ORG 7523 or permission of instructor.
Purpose of the Course. The purpose of the course is to provide students opportunities to examine
the process of moving toward a set of self-imposed and developed goals. And, through that selfreflective process learn to recognize the need for coaching and to become a coach.
Specific Learning Outcomes – the student will:
Develop the skill to:

Recognize various stages of self-development

Give and receive feedback

Formulate strategies for self-development as an executive coach

Articulate the differences of coaching and mentoring, and what settings and expertise is
needed for both
Understand the fundamental principles of executive coaching by:

Appreciating the need for executive coaching in today’s world

Comprehending the essential ingredients of effective coaching

Using various assessment tools to develop a coaching plan
Appreciate the coaching and mentor relationship by developing the skill to:

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