You will prepare and submit a term paper on Behaviors in Adolescents after Playing Violent Video Games. Your paper should be a minimum of 1750 words in length. Among those video games being played, Wei (2007) cites a statistics that 64% of games rated “E” for “everyone” contain some kind of intentional violence, either an act causing injury or death to another character, and games rated in more violent categories obviously contain even more graphic or problematic images. &nbsp.In light of these developments, Wei (2007) set out to systematically study the attitudinal and behavioral effects of playing violent video games among China’s 200 million adolescents, and whether gender plays a moderating role in these effects. Ultimately, the author detects negative effects of exposure to violence in video games, including greater tolerance of violence, lower empathetic attitudes, and higher levels of aggression.

Wei (2007) puts forward four hypotheses, the first (H1) being that Chinese adolescents who have a higher exposure to violence in video games will be more attitudinally supportive of violence and, in the second hypothesis (H2), those same adolescents who have a higher exposure will be less attitudinally concerned with others. Behaviorally, according to the third hypothesis (H3), those adolescents with higher exposure to violent video games will exhibit higher levels of aggressive behavior. Fourth (H4), with respect to measuring gender differences, male adolescents will spend more time playing video games, and fifth (H5), generally have a higher level of exposure to video game violence than female adolescents. The author of the study sought to evaluate the validity of these hypotheses using a purposive sample and a scaled measure of attitudes and behaviors.

Wei (2007) studies the effects of video games in China because systematic studies of this kind had not been conducted in Asian cultures and because it adds to the growing global literature on the subject by generalizing the effects of video games to other cultures, rather than looking exclusively within the United States.

I need help creating a thesis and an outline on Understanding Behaviors for Effective Leadership. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required. Much of history is recorded through the lives of famous leaders. Names such as George Washington, Abraham Lincoln, Clara Barton, Mahatma Gandhi, Golda Meir, John F. Kennedy, Martin Luther King Jr., and Nelson Mandela symbolize major eras of social upheaval that have had immense repercussions. Most young people today aspire to become leaders in school, athletics, entertainment, politics, industry, the military, medicine, or some other area of endeavor (Howell, 2005). The stakes for the leaders of our future are rising rapidly and daily. The demands on the role in both public and private sector, the attention from the media to the problems we face, and the increased complexity of the world with globalization and galloping technology make leadership infinitely more difficult. The game has changed — dramatically. Strange new rules have appeared. The deck has been shuffled and jokers added. Never before have American business, education, medicine, social welfare, and the government faced so many challenges. There is a mood out there that must be termed dyspeptic -perhaps even murderous — toward institutional leaders. It’s part of the American paranoid style. But it has been exacerbated by scandals, media attention, and questions about character. Uncertainties and complexities abound. There are too many ironies, polarities, confusions, contradictions, and ambivalences for any organization to understand fully. The only truly predictable thing right now is unpredictability. Most of us grew up in organizations that were dominated by the thoughts and actions of the Fords, Taylors, and Webers, the fathers of the classic bureaucratic system. Bureaucracy was a splendid social invention in the nineteenth century, as the ideal mechanism for harnessing the manpower and resources of the Industrial Revolution. Today many organizations are reconsidering the macho, control-and-command mentality that is intrinsic to that increasingly threadbare model. They are looking to leadership that is empowering, that invites participation, that is flexible and responsive to the realities of life (McShane, & Glinow, 1999).&nbsp. As we begin, we must raise several cautions about leadership. First of all, leadership can be a heady experience. Learning about it, pursuing it, and encouraging it can take one on a dangerous power trip. If the purpose of leadership is, as we posit in this book, to take a stand for what one believes and to bring it forth into reality, then leaders must have a check on their ambition. In the leaders we admire, ambition is always balanced with competence and integrity. This three-legged stool upon which true leadership sits — ambition, competence, and integrity — must remain in balance if the leader is to be a constructive force in the organization rather than a destructive achiever of her or his own ends. Effective leaders continually ask questions, probing all levels of the organization for information, testing their own perceptions, and rechecking the facts. They talk to their constituents. They want to know what is working and what is not. They keep an open mind for serendipity to bring them the knowledge they&nbsp.need to know what is true. An important source of information for this sort of leader is knowledge of the failures and mistakes that are being made in their organization.

Write 6 pages with APA style on Freud and Skinner’s Approaches to Understanding Behavior. Human behavior and its evolutionary process have been explained by numerous psychoanalysts, but such explanations have always been under the scanner because of their abstract nature. This does not conclude that such explanations are false but they are always akin to speculations since it is never possible to know the accuracy of human behavior. B.F. Skinner was a twentieth-century American psychologist, behaviorist, and social philosopher. He talked about Radical behaviorism which is a philosophy of behavioral pattern. He believed that behavior is in general casual and is affected by circumstantial events. His perception of behavior has influenced other scientists to study social behavior and contingencies. Freud was an Austrian neurologist and is an important name in the world of psychology. He believed that human behavior is influenced mostly by the unconscious mind. His theory is in direct contrast to Skinner as the latter has taken a more scientific approach. Skinner did not consider a person’s consciousness as valid data while Freud has mainly focused on the unconscious mind. This paper will attempt to compare and contrast Freud and Skinner’s approaches to understanding behavior.

Skinner believed that human behavior is completely influenced by external factors and genetic influences. He did not believe in free will and regarded it as a myth. His behavioral theory was based on response to circumstances and their consequences. He gave a more formal shape to this type of learning and he called it operant conditioning. Skinner was both a popular and controversial psychologist among his peers. His most controversial theory was radical behaviorism, which explains that “behavior, whether animal or human, is completely determined by environmental and genetic influences” (Nevid, 2012, p.191). Skinner firmly believed that behavior must be measured and identified based on observational processes.&nbsp.

Need help with my writing homework on Psychology: Mary Calkins. Write a 2250 word paper answering; Mary Calkins was born at Connecticut in Hartford on the 30 March 1863. Her father was a Presbyterian church minister in Buffalo, but he joined Congregational church in Newton in 1880 where the family settled permanently. Mary was the first born in her family, and she had four siblings whom she had a strong relationship with (Difebo, 2003).

Mary completed her high school in Massachusetts and enrolled for undergraduate work at Smith College. She took off a year break from Smith College following the death of her sister, Maud. She tutored her two brothers and learned Greek. She went back to Smith College, and she graduated one year later with a major in philosophy (Difebo, 2003).

She taught Greek at Wellesley College, a women’s college for liberal arts until a professor in the department of Philosophy approached her and advised her to consider teaching Psychology in the field of Philosophy. Mary took up the challenge, and she agreed to meet the requirement of studying for one year in a psychology program. During this time, society was male-dominated, and women suffered unequal treatment. Despite the numerous supports she received from her family, male professors and her friend, she still had a hard time getting the education she yearned (Difebo, 2003).

She considered studying abroad, but she changed her decision following a discouragement from a letter from a friend who was studying abroad. She was dissatisfied with the German system, which discriminated against women, and she saw no hope for changes in the system. She began looking for institutions in the United States and found Harvard since it was the only university that had a psychology laboratory. Some professors allowed her to attend their lectures but on an informal basis. She felt that Harvard had the capacity to enable her get the information she needed about psychology. She, therefore, wrote to the president of the university to ask to be sitting on lectures on a formal basis (Difebo, 2003).

The principal turned her offer down but with the aid of her father’s petition letter & Wellesley College president emphasizes on the importance her gaining more knowledge in the field of psychology. she was allowed to sit on lectures but still on an informal basis. At Harvard, she had the opportunity to gain knowledge in an individualized setting since the students at Harvard boycotted some classes because a female was present and most of the times she found that she was the only students attending psychology lectures (Difebo, 2003).

Write 3 pages thesis on the topic learning and development of new employees. An effective indicator of how much training has helped the learning process is to analyze the performance of each group within the company before and after the training period.

The assessment of learning need refers to two related and sequential activities. The first need is the identification of the learning need, and secondly, it is the analysis of the learning need. The identification and analysis of the learning need to enhance the ability and performance of an individual in the team. The crux of the matter is the correct identification and analysis. In the absence of these, it is not possible to see the desired results in the employees.

The needs assessment phase of a learning and development project serves a diagnostic purpose and the needs assessment phase must be done properly as it is the basis for much subsequent learning and development. If this is not done, the training cannot be properly directed and inadequately focused and the consequences may be that learners may not acquire appropriate knowledge or skill, scarce and valuable resources may be wasted, the credibility of the learning and development function may suffer, and the learning and development program will not contribute to meeting the organization’s strategic objectives.

Although concerned with conceptual issues, there are practical issues also since it is the assessment of needs using valid and reliable tools which is of direct concern to the learning and development practitioner on a day-to-day basis. This model must pursue a clear, balanced approach to concepts and practice. One without the other will only render the model ineffective and hypocritical.

The overarching purposes of needs assessment and learning and development planning are to ensure that learning and development interventions address priority learning needs that can enable individuals, departments or organizations to meet their goals and commitments, and are aligned between the individual’s goals and commitments (Training 4 Business).

On the Job Needs Assessment

On the job needs assessment is to identify the knowledge, skills, and attitudes that are likely to be required by a job holder. These are hierarchical task analysis, cognitive task analysis, and critical incident technique.

These analysis and technique provide the trainee with a better understanding of the organization, better knowledge of the product, and ensures that the trainee is imparted necessary skills to raise performance levels.