This year, the American Positive Psychology Association’s (APPA) annual
conference is being conducted in your area, and you are interested in
making a presentation. Review the flier below.

APPA World Conference Call for Proposals

APPA is seeking presentations for the annual APPA World
Conference.

The American Positive Psychology Association is seeking
presentations for the First World Conference on Empirical Evidence of Positive
Psychology. This international conference will highlight research and gather
experts in positive psychology to present the latest research and best
practices.

Those interests in presenting must submit a
15-20 slide Power point presentation in which the topic of interest is
presented. Research evidence that supports this practice and makes this concept
an interesting and engaging presentation for the conference is mandatory

Using the module readings, Argosy University online
library resources, and the Internet, research the positive psychology
model. Then, based on your research, do the following:

• Select one of the featured elements of the positive
  psychology model on which you will prepare an application for the APPA
  Conference call for proposals as stated in the flier.
• Develop a PowerPoint presentation as part of your application. Cover the following points in your presentation:
  • Discuss the foundational information for
    positive psychology and the featured element or concept of positive
    psychology on which you have chosen to focus.
  • Analyze and apply current research to support
    the efficacy of this element or concept of positive psychology. Provide a
    minimum of three scholarly references of research conducted within the
    past five years.
  • Argue the benefits of this element or concept in
    contrast to two different techniques in general psychotherapy such as
    cognitive restructuring (from cognitive/behavioral theory) or dream
    analysis (from psychodynamic theory).
  • Summarize several significant factors that contribute to a positive outlook based on current research.
  • Analyze the potential advantages of this
    positive outlook and what changes would need to be implemented to impact
    the mental health field.
• Be sure to include a title slide and a slide with a list of scholarly references.
• Remember to include detailed speaker notes for each slide in your presentation.

Develop a 15–20-slide presentation in
PowerPoint format. Each slide should contain 75–100 words of
description and research. Apply APA standards to citation of sources.
Use the following file naming convention:
LastnameFirstInitial_M5_A1.ppt.

By Saturday, June 21, 2014, deliver your assignment to the M5: Assignment 1 Dropbox.

Effects of Child Sexual Abuse

Many clients have a hard time disclosing child sexual abuse to their therapists, especially if this is not the original reason bringing them to therapy (such as they came looking for help because they were going through a divorce). Undoubtedly, child sexual abuse has an impact on its victims.

This assignment is aimed at promoting discussion about psychiatric symptoms and conditions associated with child sexual abuse.

Task:

Select a particular symptom or diagnosis and explore its relationship with child sexual abuse. Research this topic on the Internet and post your findings.

Post your responses in a minimum of 300 words.

Submission Details:

• By Saturday, January 21, 2017, post your responses to this Discussion Area.
• Through Wednesday, January 25, 2017, respond to at least two of your classmates’ posts. While responding, compare the similarities and differences between what you have constructed and what your classmates have.

Overview: This assignment is a “creative leader” paper, four to six pages in length. Your paper
should center around one person or group (historical or contemporary) who has made a difference
through their creative work. Rather than being a biography, your response should focus primarily
on one or two major problems/questions this person worked on in their lifetimes, and the specific
and unique creative approaches they brought to solving that problem.

Topic: There are two major components to the topic of this project. The first is a “creative leader,”
a person or clearly-defined group which has made important contributions through their creative
work. This work may be in a range of areas (arts, literature, music, politics, business, etc.) and the
leader may be either a historical or contemporary figure. You should choose someone who made
distinct, new contributions in their field which you can easily and succinctly explain (i.e. Steve
Jobs revolutionized the world of computing through his unique design style and the simplicity of
his computers and software.). You should provide some basic information about this person, but
only that which is necessary to understand their creative contributions. A good guideline might be
to have no more than one to one and a half page of background information total. The most
effective papers will integrate this information into discussions of this person’s creative work,
rather than offering a “biography section” (although this is OK too).

The second component of your topic is one or two major problems or questions that your leader
sought to address through their creative work. In selecting these problems or questions, try to think
broadly about your leader’s impact. For example, you might say that Steve Jobs not only
revolutionized computer technology, but the ways we communicate. Once you’ve selected these
problems or questions, consider the unique contributions this person made, and how their specific
creative process made these possible. In this example, you might consider what distinguished Jobs
from Bill Gates in terms of his contributions, his perspective, and approach to technology.

Research: Your paper should utilize quality sources which help you to understand your creative
leader’s background and work. Ideally, at least one of these will be an (auto)biography or other
full-length book focusing on the work of your creative leader. You should supplement this research
with academic and/or news articles, interviews, items from the creative leader’s web page, etc.
This supplemental research may focus either on your creative leader, the major creative
contributions they made, or on the field in which they worked. In total, you should have at least
four sources to support your paper, which should be cited wherever they are either quoted or
utilized for specific facts or figures according to the conventions of a recognized style guide (MLA,
APA, Chicago, etc.).

All of your research should be from credible sources– either the creative leader themselves, a
generally-accepted news source, an academic or industry writer, etc. Sources such as Wikipedia,
blogs (unless written by the creative leader themselves), etc. should not be included. Your sources
will be submitted to me as part of your initial proposal, and I will review them to ensure that they
are credible.

Format: The paper should be four to six full pages of text (not including title page/headings,
pictures, bibliography, etc.), in 12 point Times New Roman, double-spaced, one inch margins all
around. All sources utilized should be cited in a works cited/bibliography page, which is formatted
according to the standards of a recognized style guide (MLA, APA, Chicago, etc.) of your choice.

please help me list all the question below:

(1) your creative leader/leader group name,

(2) the problem/question they
worked on which you will focus on in your paper,

(3) citation information for your sources.
This need not be a lengthy narrative submission- simply listing these items will do.

(4) where you stand with your research, reading, and writing,

(5) at least one thing you’ve
learned about your creative leader in your research.

Conduct a literature search of recent journal articles (peer reviewed) within the last three years that pertain to Turner syndrome. You must select three articles for this assignment.

Draw and summarize your own unique conclusions based on a comprehensive understanding of the topic and your research.

• Turner syndrome

Your paper should be 900 words in length (excluding cover page and reference page).

Inlcude at least three scholarly sources in your paper in addition to citing the course etext. ALL SOURCES NEED TO HAVE IN TEXT CITATIONS AND AT LEAST 3 SOURCES.

Use
APA format to style your paper and to cite your sources. Your source(s)
should be integrated into the paragraphs. Use internal citations
pointing to evidence in the literature and supporting your ideas. You
will need to include a reference page listing those sources.

Task:

Drawing on the work of influential contributors on climate for creativity and innovation and creative leadership critically evaluate how creativity and innovation are promoted and sustained across multiple levels of the organisation in the Infinitif Innovation case study (see below). You will present your analysis in report format of approximately 1500 words excluding references and appendices.

Case Study: Infinitif Innovation:

Creativity and innovation are key assets for any organization. Let us assume you agree with this statement and decide to bring innovation into your organization. If yours is a typical company it may fit the following profile:

hundreds, maybe even thousands of employees;

company work processes formalized over the years that seem to be doing their job pretty satisfactorily

shareholders who are more or less satisfied with the company’s financials.

Yet, there is a niggling sense that your company can be performing at a higher gear, and that innovation can make the difference. So what do you do?

Do you change your workplace to include only the most creative people?

Do you prioritize investment in new technologies?

While these are steps in the right direction, their impact on the company may not be sustainable. Employees come and go and technologies are constantly changing. In this case study we describe a different approach that can make innovation a more sustainable asset for an organization. It involves changing the way people think, act, and work and an integrated effort at all levels of the organization: individual, team and organizational.

Let us begin by looking at these three levels.

On the individual level, everyone in the organization is required to acquire a skill-set that will allow them to think and act innovatively. This can be a crucial difference to many common (and uncommon) work tasks: from juggling projects within a time pressured and resource-scarce environment to dealing with the accidental deletion of an important file or a missing suitcase on an important week-long business trip.

On the team level, providing the right tools and setting up the right work processes can enable real changes to be implemented. This can make a whole range of activities more effective: new product development, project management, inter-group communication and meetings (that great stealer of work time) that lead to better results.

On the organizational level, the key move is to put in place a culture that encourages creative thinking and supports implementation of innovative results. Many times organizations have lots of good will and motivate their employees to come up with new ideas (idea boxes and the like), but they are never followed up and gradually the hype falls. Effective structures and supportive cultures, as uncreative as they sound, are essential in sustaining the motivation to keep on innovating.

Infinitif Innovation is a multinational group with an asset value in excess of £10bn. Its holding companies include banking, insurance, construction, mutual funds, and leisure resorts. For two years Infinitif Innovation had been searching for a way to achieve the company’s vision of long-term, sustainable innovation. They were looking to find a structured methodology that would allow everyone in their organization to be more innovative and so challenge the general consensus that innovation and creative thinking is an inherent trait among gifted individuals. Infinitif Innovation was interested to teach its organization how to create sustainable innovation.

Infinitif Innovation launched a comprehensive innovation programme that has created a culture and an attitude of innovation across the company’s sub-businesses and 14,000 employees.

On the individual level Infinitif Innovation trained creativity champions in creative thinking skills and group facilitation using structured techniques. Champions were then responsible for regular group facilitation of idea generation with their teams.

In this way employees gradually develop a repertoire of skills that they could apply at any time or in any situation. From senior managers to salespeople to bank clerks, employees now have a method for coming up with fresh approaches to their daily tasks or solving problems.

On the team level trained innovation managers and coaches were given responsibility to actively disseminate innovation throughout the companies thousands of employees, and helping specific teams achieve innovation successes and establishing processes that ensure that ideas generated in the innovation process are evaluated and implemented. These skills give the teams the means of working and thinking together, and ways to make sure that their decisions are carried out.

On the organizational level, Infinitif Innovation designed and implemented an culture to support creativity and innovation to ensure all processes are self-sustaining in the long run. This involved establishing dedicated innovation positions, new work processes, and success metrics. Existing company structures were utilized as far as possible, making it easier and more natural to implement the new innovation process within the organization.

Between 2008 and 2009, over 400 new products, services, business models and work processes have been successfully implemented yielding new revenue on one hand, and cost saving and efficiency on the other. Two examples include: a) a new service in Infinitif Innovation’s industrial machinery leasing company that created a new market, and b) new banking services that led to hundreds of thousands of dollars in cost saving.

Over 600 innovation champions were trained throughout the entire company to lead systematic innovation inside the organization. To date, close to 2000 employees have developed creativity and innovation skills from the coaches who run regular training.

Infinitif Innovation’s structure includes two directors responsible for overseeing all innovation processes and 20 innovation managers who support the cross-organization innovation coach activity. An innovation portal was established to support the innovation managers and innovation coaches by giving them access to innovation tools, workshop scripts, and examples that they can use in their work.

Infinitif Innovation established internal communication mechanisms that would update the entire organization on innovation activities and achievements. This continues to create a buzz in the company, getting everyone on board, and at the same time shows management support and commitment to the process. Infinitif Innovation regularly puts out quarterly booklets on new products and services in the company born out of the innovation process, corporate DVDs showing different divisions’ accomplishments, and ‘Innovation of the Day’ emails giving both real Infinitif Innovation cases as well as information on innovation tools.

After less than three years Infinitif Innovation has much to show in terms of its ROI – return on innovation. The model they applied made innovation a concrete tool across all levels of the organization:

1. Individuals are more creative and give better performance.

2. Teams have enhanced work processes for rolling out their decisions.

3. The organization has a supportive culture and structure to implement real changes across the entire company.

*** Word counts = 1500 Words

*** In-Text citations and references using Harvard style.