Bright Academic Experts

Category: uncategorised

  • literature review

    Find 5 peer reviewed articles about your capstone project. Write a literature review.

    Please follow the assignment rubric

    • A literature review is not an annotated bibliography in which you summarize briefly each article that you have reviewed.
    • While a summary of what you have read is contained within the literature review, it goes well beyond merely summarizing professional literature.
    • It focuses on a specific topic of interest and includes your critical analysis of the relationship among different works, and relating this research to your work.
    • In this case, your work will be your capstone project.
    • It may be written as a stand-alone paper or to provide a theoretical framework and rationale for a research study (such as a thesis or dissertation).
    • Your literature review will be written as a standalone paper.

  • literature review

    Find 5 peer reviewed articles about your capstone project. Write a literature review.

    Please follow the assignment rubric

    • A literature review is not an annotated bibliography in which you summarize briefly each article that you have reviewed.
    • While a summary of what you have read is contained within the literature review, it goes well beyond merely summarizing professional literature.
    • It focuses on a specific topic of interest and includes your critical analysis of the relationship among different works, and relating this research to your work.
    • In this case, your work will be your capstone project.
    • It may be written as a stand-alone paper or to provide a theoretical framework and rationale for a research study (such as a thesis or dissertation).
    • Your literature review will be written as a standalone paper.

  • Available orders

  • Available orders

  • CONFLICT STYLES ASSESSMENT AND REFLECTION ASSIGNMENT

    Instructions have been attached

  • Interpersonal Communication and Perception

    Discussion post on interpersonal communication and perception. Links will be on the attached document.

    Attached Files (PDF/DOCX): Introduction to Communication Week 2.docx

    Note: Content extraction from these files is restricted, please review them manually.

  • Global Leadership: Recommendations for Olive

    • Read the Case: “Leading across cultures at Michelin (B) by Erin Meyer, Sapna Gupta. INSEAD. Publishing Date: Jan 2009

    • Discussion Overview

      In this discussion, we analyze a short Michelin (B) case. Please read the case before engaging in the discussion.In Case (A)–which we discussed in Week 3–Chalon is approached by the head of HR and told that his American staff does not appreciate his management style. Chalon, who has always been very successful at motivating European employees, is shocked by the feedback and forced to re-examine his leadership style. The Case (A) class discussion focused on analyzing the cultural differences at the root of Chalons difficulties. In Case (B)–which we discuss this week–Chalon meets with a consultant specializing in helping European executives manage American teams. He begins to understand some of the key differences between French and American management styles and why his style caused such a negative reaction from his staff while managing in Greenville, SC. The discussion focuses on what strategies Chalon should employ now that he is aware of the cultural differences at the root of his challenges.

      Questions & Instructions

      1. What specific strategies should Mr. Chalon employ when he returns to his office in Greenville?
      2. Would it be best for him to adapt his style to be more American in how he manages

      Examples:

    • Hi Everyone! Olivier Chalon demonstrates resilience, and with resilience comes the ability to adjust and conform to culturally appropriate approaches. One of the most important strategies he should employ upon returning to Greenville is continuing to assess his leadership from an outside-looking-in perspective, which he already began by seeking guidance from a consultant. By doing so, he is able to compare his familiar French management style with American expectations and find a balance between the two. Rather than relying on his personal belief about whether French or American methods are better, Chalon begins to think and act as a global leader whose priority is effectiveness, motivation, and team performance.A key strategy Chalon should implement is adjusting how he delivers feedback. Instead of assuming his approach is understood or effective, he should actively learn from his team what methods work best for them. This could be done by requesting open feedback in a group setting, allowing employees to share their perspectives in a transparent and inclusive environment. Doing so not only helps him avoid misinterpreting silence or agreement, but also creates psychological safety and demonstrates his willingness to grow alongside his team. As a result, his team is likely to respect him more, as they see him making a genuine effort to listen and adapt, and they will also appreciate the intentional steps he takes to improve his leadership.Chalon should not completely abandon his French management style, nor should he attempt to become fully American in his approach. His high standards, directness, and focus on excellence remain strengths. However, he must adapt how those values are communicated in an American context, particularly by offering more explicit positive feedback and recognition of effort. By combining his core leadership values with culturally appropriate behaviors, Chalon can build stronger relationships with his team and turn this challenge into an opportunity for both professional and personal growth.
    • Being realistic, I think the specific strategies Mr. Chalon should employ when he returns to his office in Greenville are to be more complimentary to his employees and to avoid saying negative things. I know that he is driving for a standard of perfection in the European style of working with management and employees, which differs from the American style. I know some people may say this is changing his character and who he truly is, but it is important to recognize that if he is working at a global leadership level, he should be adaptable and have cultural agility to adjust to the people he works with and their backgrounds. In this case, he is working with American employees most of the time, so he would need to adapt, be more open, and learn how they communicate and which leadership styles they are receptive to. Given that they are receptive to positive affirmations and praise, he should start focusing on three wins and on what we can do to help you improve your mindset. It will also help him if he is more open with his employees, talks about his personal life, gets to know them, and establishes a genuine connection with his coworkers and colleagues. Because it was stated in the previous case that he doesn’t have that much interaction with his employees and they only talk to management when it is urgent, so I think establishing a down-to-earth connection with these employees could do wonders for his morale and change the perspective of his leadership style so that they could be more receptive to him and start to men their relationship. I think it would be best if he adopted a more American style and approach to management, so he can connect with his coworkers more and build genuine, authentic relationships with his employees. Because as of now, he has a negative reputation for his leadership style, so being able to meet his employees halfway and where he’s at and where they are at could be an olive branch and showing that he is trying to change his actions and how he works and conduct himself. I think that if he changes his style and is more adaptable and flexible, his employees would be more receptive to him, showing that he is approachable, wants to work with them, and has the best expectations for them. That way it could be more clear and he can have more clear lines of communications and relationships with his employees on a professional level and wanting to establish the level of perfection that he wants but also showing that he cares about how they feel how resilient they are and wanting to overcome the adversity and knowing that there were some hiccups in the beginning but he is trying to fix and change them so that they can have a better working environment in the future and push beyond the limits and expectations that he has for them in order to become truly great.
    • 1. What specific strategies should Mr. Chalon employ when he returns to his office in Greenville?Mr. Chalon has reflected on key differences in French and American culture and now has a better understanding of how his American team in Greenville may prefer to be managed. Upon his return, he should focus on re-establishing relationships by holding informal team meetings and direct 1-on-1 discussions to demonstrate approachability. During these conversations, he could openly share his own cultural leadership style and invite feedback on what is working well and where adjustments could be made.In addition, Mr. Chalon could provide guidance on how to receive and interpret his criticisms based on cultural differences. Engaging his team about working styles and personal matters, rather than solely work and strategic discussions, will strengthen relationships and improve communications. As shown in Modules from Week 3, curiosity and active listening are essential. These actions would help Mr. Chalon build trust.Lastly, Mr. Chalon could adjust his feedback approach. After learning that Americans need more praise, he could offer more frequent and consistent constructive feedback paired with praise for strong results. 2. Would it be best for him to adapt his style to be more American in how he manages?Overall, yes, I think it would be best to adapt his style to be more American, but it should be done intentionally and selectively. Each individual has their own unique managerial style, based on combinations of their personality and cultural environment. I do not want Mr. Chalon to fully adapt his style and “pretend” to be someone he is not or abandon his core values. However, taking steps to adjust his communication style and engaging more closely, whether by relationship building or encouraging creativity, would be an effective balance that improves team dynamics, performance, and Mr. Chalon’s growth as a leader. ReferenceMeyer, E., & Gupta, S. (2009). Leading across cultures at Michelin (B) [Case study]. Harvard Business School Publishing.

    Requirements: two paragraphs

  • case study week 6

    Please review the case study that is attached and answer all questions with a scholarly response using APA 7 edition format and include 2 scholarly references within 5 years. Answer both case studies on the same document and upload 1 document to Moodle.

    The answers must be in your own words with reference to the journal or book where you found the evidence to your answer.

    Turn it in Score must be less than 25 % or will not be accepted for credit, must be your own work and in your own words/ Copy-paste from websites or textbooks will not be accepted or tolerated. Please see College Handbook with reference to Academic Misconduct Statement.Pleasd use

    All answers to case studies must-have reference cited in the text for each answer and a minimum of 2 Scholarly References (Journals, books) (No websites) per case Study

    Requirements: 2-3 -pages

  • Accounting and the Financial Statements

    Module 5: Discussion Assignment (DA) 5 – Accounting and the Financial Statements

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    icon Discussion – Accounting and the Financial Statements

    DUE Dates: Initial post due by 23:59 CT Friday February 13, 2026. Post additional comments by 23:59 CT Monday February 16, 2026.

    Instructions (please read carefully):

    1. See the questions under the Section Questions below. Do not address the same issue as another student. The initial post is due as noted above. You should comment on at least two other posts. These follow-up posts should be posted as noted above. You may also pick any other issue related to the material this week and make a post on the topic.
    2. To make the initial post, go to the discussion forum under this weeks module and create a reply. Please copy, or summarize, the question or issue at the top of the reply. It is preferable that students create their own question or topic to address, though addressing one of the prompt questions listed below is acceptable. Only one student should address the same question in the initial post unless otherwise instructed below.
    3. You should make at least three posts. One initial post on a question of your choosing from the Questions below and at least two follow up posts on other students initial posts.
    4. General instructions with examples are found in the DA FAQ file.

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    Grading Rubric

    Grading Matrix for Discussion Assignments*

    Characteristic

    Full Credit

    80% Credit

    60% Credit

    40% Credit

    20% Credit

    Postings

    Information clearly relates to the topic. It includes several specific supporting details or examples.

    Information clearly relates to the topic. It includes some specific supporting details or examples

    Information clearly relates to the topic. Posting attempts to provide supporting details or examples

    Information clearly relates to the topic. It includes almost no specific supporting details or examples

    Information has little or nothing to do with the topic and includes no specific supporting details or examples.

    Quality*

    Applications of economic principles are very accurate and clear.

    Applications of economic principles are accurate and clear

    Applications of economic principles are generally accurate and clear

    Applications of economic principles are mostly inaccurate or unclear.

    Applications of economic principles are rarely or never accurate and not clear.

    Interaction

    Posts at least two thoughtful responses to others ideas

    Posts at least one thoughtful response to others ideas.

    Posts responses (with little thought) to others ideas.

    Does not participate by posting thoughtful responses.

    Does not participate by posting poorly thought out responses.

    Time Management

    Participates fully and often in thoughtful discussion throughout the

    Participates often in thoughtful discussion throughout the module.

    Procrastination with at least two posting in thoughtful discussion throughout the module

    Procrastination with at least one posting in thoughtful discussion throughout the module

    Never or rarely gets entries posted by deadline and rarely participates in thoughtful discussion throughout the module.

    * This rubric is general. For total points see DA instructions. For more on what is expected from the DAs See DA FAQ.

    Requirements: according to the questions

  • Social media post

    In this applied assignment, students will create a research-informed social media post or short campaign that applies positive psychology concepts at the institutional level. Students may choose one of two options: (1) a Social Media Advocacy Post or (2) an Institutional Spotlight Post.

    Regardless of option selected, students are expected to demonstrate graduate-level critical thinking, integration of empirical research, and culturally responsive application. Posts should move beyond awareness-raising alone to clearly communicate how institutional structures, practices, or policies can promote well-being and equity for diverse populations.

    Specific Procedures

    Please use the following prompts and headings (or appropriate variations) to guide your work. Your submission should clearly address all required components for the option you select.

    Option 1: Social Media Advocacy Post

    Create a social media post or short campaign (e.g., Instagram carousel, LinkedIn post) that highlights how a positive institution (e.g., workplace, school, community organization, or policy) can promote well-being for a specific group of people. Narrowly defining the group is encouraged, as this allows for more in-depth analysis and application.

    Required Components (your post should include the following elements):

    1. Identification of a specific group of people
      • Clearly define the group (e.g., primary care providers, first responders, graduate students, immigrant communities).
      • Use evidence- or research-informed sources to identify specific risks to well-being that this group faces that may not be experienced by others.
    2. Identification of positive institution concepts
      • Ground your post in one or more positive institution concepts introduced in Module 4.
    3. Application of positive institution concepts
      • Provide an evidence- or research-informed rationale for how specific elements of a positive institution can promote well-being for the identified group.
    4. Call to action
      • Include an evidence- or research-informed call to action, such as increasing awareness, promoting policy or organizational change, or encouraging community or institutional engagement.
    5. Communication considerations
      • Use inclusive and respectful language.
      • Clearly communicate a well-being and/or equity-focused message appropriate for a public audience.
      • Your work will look like a social media poster or social media slide show with some academic modifications (e.g., including in-text citations, references, and a bit more text); think of this assignment more like a policy brief or systems-oriented proposal presented in a social media format; one that uses appealing visuals to communicate how institutions can be designed to promote well-being.

    Option 2: Institutional Spotlight Post

    Create a social media post that highlights an existing organization, policy, or institutional practice that exemplifies positive psychology concepts and supports flourishing among people from diverse backgrounds. The post should explain why this institution is effective and how it promotes well-being at a systemic level.

    Required Components (your post should include the following elements):

    1. Identification of an existing institution
      • Clearly identify the organization, policy, or institutional practice being highlighted.
    2. Theoretical and empirical grounding
      • Use research or evidence to demonstrate how the institution exemplifies positive institution concepts, particularly those related to positive institutions.
    3. Promotion of well-being across diversity
      • Use research or evidence to explain how elements of the positive institution promote well-being for people from multiple and diverse backgrounds.
    4. Recommendations for growth or improvement
      • Provide evidence- or research-informed recommendations for how the institution could further enhance equity, inclusion, or well-being.
    5. Communication considerations
      • Use inclusive and respectful language.
      • Clearly communicate a well-being and/or equity-focused message suitable for a broad audience.
      • Your work will look like a social media poster or social media slide show with some academic modifications (e.g., including in-text citations, references, and a bit more text); think of this assignment more like a policy brief or systems-oriented proposal presented in a social media format; one that uses appealing visuals to communicate how institutions can be designed to promote well-being.

        Additional Requirements

        • Include at least 5 academic references, integrating course readings (likely from Module 3 and 4) and additional peer-reviewed sources.
        • While APA 7th formatting within the social media post is not required given the nature of a social media post, APA 7th formatted in-text citations and references are required
        • Maintain a professional, clear, and accessible tone appropriate for social media while reflecting graduate-level scholarship.
        • All submissions should demonstrate thoughtful organization, clarity of message, and appropriate writing mechanics.
        • MOD 3 References:: Abuhamdeh, S. (2020). . Frontiers in Psychology, 11, Article 158. Alexander, R., Aragn, O. R., Bookwala, J., Cherbuin, N., Gatt, J. M., Kahrilas, I. J., Kstner, N., Lawrence, A., Lowe, L., Morrison, R. G., Mueller, S. C., Nusslock, R., Papadelis, C., Polnaszek, K. L., Richter, S. H., Silton, R. L., & Styliadis, C. (2021). . Neuroscience and Biobehavioral Reviews, 121, 220249. Pressman, S. D., Jenkins, B. N., & Moskowitz, J. T. (2019). Annual Review of Psychology, 70, 627650. Van Cappellen, P., Rice, E. L., Catalino, L. I., & Fredrickson, B. L. (2018). . Psychology & Health, 33(1), 7797.
        • MOD 4 References::Akhtar, S., & Barlow, J. (2018). . Trauma, Violence, & Abuse, 19(1), 107122. Cunha, L. F., Pellanda, L. C., & Reppold, C. T. (2019). . Frontiers in Psychology, 10, Article 584. de Gouveia, J., & Ebershn, L. (2019). . In I. Eloff (Ed.), Handbook of quality of life in African societies (pp. 7195). Springer. Forster, K., & Kanske, P. (2022). . International Journal of Psychophysiology, 176, 100107. Fu, M., & Vong, S. (2016). . In E. C. Chang, C. A. Downey, J. K. Hirsch, & N. J. Lin (Eds.), Positive psychology in racial and ethnic groups: Theory, research, and practice (pp. xxxx). American Psychological Association. Kim, G. Y., Wang, D. C., & Hill, P. C. (2017). Journal of Positive Psychology and Wellbeing, 122.Song, J., Corcoran, J., & Zahnow, R. (2025). . Journal of Racial and Ethnic Health Disparities, 12, 21282144. Wickramaratne, P. J., Yangchen, T., Lepow, L., Patra, B. G., Glicksburg, B., Talati, A., Charney, A., Mann, J. J., Pathak, J., Olfson, M., & Weissman, M. M. (2022). . PLOS ONE, 17(10), e0275004. Worthington, E. L., Jr. (2024). . International Journal of Applied Positive Psychology, 9, 12931312.

    Requirements: Appropriate.