Styles of parenting?

This question comes in two parts. Myers & Dewall identify three styles of parenting and discuss their effects on the social development of children. Permissive parents make few demands and tend to submit to the wishes of their children. Authoritarian parents dictate rules and expect blind obedience. Authoritative parents set and enforce rules after discussion with their children.



Part 1:

- How would you characterize the style of parenting under which you were raised?

- Was the same style used by both of your parents or guardians?

- How about your parents' or caretaker's upbringing? -

- How would they (or you) characterize the style of parenting used by their parents (your grandparents)?


Part 2:

- Research one culture other than yours in terms of family structure and/or parenting style.

- Locate at least two credible sources(textbook, journal articles, peer-reviewed articles), put the information in your own words, and summarize what you learned about child-rearing.

- Cite your sources at the end.

A biological form of therapy is often overlooked. Does exercise benefit some people diagnosed with major depression

Based on the reading of Chronic offending and overall crime patterns, answer the following:

a. What if the justice system was able to identify chronic offenders at a very young age?

b. What kinds of policies could be enacted to reduce crime?  

c. Are there any concerns that could be raised by these policies?

Nature of funding for sex research? Be familiar with Kinsey’s publications. What was the focus of Kinsey’s research? Limitations of his research approach? How does it differ from Kinsey institute’s current approach? Nature of his research bias?

. By ensuring constant exposure, even without awareness, people are more likely to purchase that product. How would Freud explain this phenomena?

Define the word “ethics” as you see it. Give us an example of how that definition would play out in your daily life as a professional in the arena of public health.

What are some consequences that might occur if the organization’s ethics were either ignored or compromised? As a leader/manager in the organization how would you handle it?

What are the advantages of a taser over other use of force options? Does the public have the right to expect “safe” measures when resisting arrest? What are legitimate expectations in this regard?

Define the items below and explain how the strategy functions towards effective

customer relationship management (CRM).

a. Loyalty programs

b. Premium and Gifts

c. Social media.

please make me an essay in your own words 4 pages about cyberbullying. no plagiarism

Pretend that you have been called as an expert witness for the defense to discredit an eyewitness. Based on your knowledge of social psychological research, think of at least five reasons the eyewitness cannot be trusted. Cite psychological research and then use your creativity to explain how it applies to the case you are testifying for. In other words, explain the social psychological concept and then give an example of how something that happened to the eyewitness might suggest he is not the best witness. In addition, comment on which of the findings about eyewitness testimony you personally found the most surprising or interesting and why.

Anita Douglass was the regional sales manager for a national chain of fitness centers. Her job was to direct a sales force that sold fitness center franchises to operators. The salesperson’s job was to recruit responsible, ambitious people who would invest their own time and money in operating a center. Each operator would pay a franchise fee to the company. The company, in turn, would lease the building, supply all the equipment, and help with the financing, if needed. Sales throughout the nation were very strong, as there was a heavy demand for fitness training. Douglass’s sales territory was second best in the nation. All her salespeople were doing very well, except two. Marty Crane and Julie Forester consistently failed to meet their sales goals. Both were running out of excuses and Douglass was running out of patience. Douglass was angry and embarrassed about their poor performance. She figured the only reason her boss hadn’t inquired about Crane and Forester was because she could “bury” their performance in the overall performance of her sales territory. If these two salespeople had been at the top of the pile instead of the bottom, her sales territory would be number one in the nation. Despite their common substandard performance, Douglass viewed the two salespeople somewhat differently. After Crane’s first bad performance evaluation, she undertook additional training. Even though the extra training didn’t seem to help, at least she tried. Crane seemed to be working hard but getting nowhere—described in her last performance review as “an ineffectual diffusion of energy,” otherwise known as “spinning your wheels.” Crane had a pleasing demeanor, which may have been part of her problem. Douglass thought that perhaps Crane was more concerned with having people approve of her than making a sale. Maybe Crane would perform better for the company in a job outside of sales, she thought. Forester, on the other hand, seemed indifferent about failing to meet her sales goals and attributed her poor performance to everyone other than herself. If Forester ever worked up a sweat, it went unnoticed by Douglass. Forester conveyed the impression that the company was lucky to have her, although the reasons for this privilege were indiscernible. None of the other salespeople wanted to have anything to do with Forester. They wouldn’t trade sales territories with her, and they didn’t want Forester covering for them when they went on vacation. Douglass thumbed through the personnel files of Crane and Forester. It was becoming increasingly difficult to justify not firing them. If only one of them got the axe, Douglass decided it would be Forester. Then Douglass caught herself in midthought. The performance of both these salespeople was equally bad. How could she justify keeping one and firing the other? Douglass surmised that the only difference between Crane and Forester was that she liked one more than the other. Douglass had the reputation of being tough but fair. She couldn’t understand why this was becoming a difficult decision for her, and why she was considering being more charitable to Crane than to Forester.

Questions:

1. What is it about Crane that makes Douglass view her differently from Forester?

2. Are these issues relevant in judging job performance? Should they matter?

3. If you were Douglass, what would you do with Crane and Forester?

4. Do you think Douglass’s boss would be critical of Douglass for tolerating poor performance, or admire her for being patient with members of her staff?

5. What other information would you like to have before deciding whether Crane and Forester should be retained or fired?

What are the chief differences between the Common Law and the Civil Law Families?

Robin Mosier had just returned from her psychology class and was eager to tell her roommate about an idea she had. Julie Hansen had taken the same class the previous semester, so Robin was hopeful that Julie could help her out. The psychology professor gave the class an assignment to come up with a research design to test some hypothesis. Robin’s idea came from the job she had held the past summer. Robin began to describe her idea. “Last summer I worked in data entry of the records department of a bank. Sometimes it wasn’t always clear how we should fill out certain reports and forms. I was always pretty reluctant to go to my supervisor, Mr. Kast, and ask for help. So were the other female workers. But I noticed the guys didn’t seem to be reluctant at all to ask him for help. So I got this idea; see, I think women are more reluctant than men to ask a male superior for help.” “Okay,” replied Julie. “So now you have to come up with a way to test that idea?” “Right,” said Robin. “I was thinking maybe I could make up a questionnaire and ask students in my class about it. I think people would know if they felt that way or not.” “Maybe so,” Julie said, “but maybe they wouldn’t want to admit it. You know, it could be one of those things that either you don’t realize about yourself, or if you do, you just don’t want to say so.” “Well, if I can’t just ask people about it, maybe I could do some sort of experiment,” Robin commented. “What if I gave students some tasks to do, but the ­instructions weren’t too clear? If I’m right, more men than women will ask a male experimenter for help.” “Do you think you’d get the opposite effect with a female experimenter?” asked Julie. “You mean, would more women than men ask a female experimenter for help? I don’t know. Maybe,” answered Robin. “If that’s the case,” said Julie, “you might want to test both male and female experimenters with both male and female subjects.” Robin scratched some notes on a pad. Then she said, “Do you think an experimenter in a study is the same thing as a boss on a job? You see your boss every day, but you may be in an experiment for only about an hour. Maybe that would make a difference in whether you sought help.” “I’m sure it could,” replied Julie. “I know I would act differently toward someone I might not see again than toward someone I’d have to work with a long time.” “I know what I’ll do,” Robin responded. “I won’t do the experiment in a lab setting, but I’ll go back to the company where I worked last summer. I’ll ask the male and female office workers how they feel about asking Mr. Kast for help. I saw the way they acted last summer, and I’d bet they tell me the truth.” “Wait a minute,” cautioned Julie. “Just because some women may be intimidated by Mr. Kast doesn’t mean that effect holds for all male supervisors. Mr. Kast is just one man. How do you know it holds for all men? That’s what you want to test, right?” Robin looked disconsolate. “There’s got to be a good way to test this, although I guess it’s more complicated than I thought.”

Questions: 1. What research method should Robin use to test her idea? How would you design the study?

2. If this idea were tested using a laboratory or quasi-experiment method, what variables should be eliminated or controlled in the research design?

3. If this idea were tested with a questionnaire, what questions should be asked?

4. If this idea were tested with the observation method, what behaviors would you look for?

5. What other variables might explain the employees’ attitude toward Mr. Kast?