Week7: Developing a Logic Model Outline Handout Complete ✓ Solved

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Complete the tables below to develop both a practice-level logic model and a program-level logic model to address the needs of Helen in the Petrakis case history.

Practice-Level Logic Model Outline

• Problem
• Needs
• Underlying Causes
• Intervention Activities
• Outcomes

Program-Level Logic Model Outline

• Problem
• Needs
• Underlying Causes
• Intervention Activities
• Outcomes

A minimum of 200 words each question and References (questions #1 - 6) KEEP QUESTION WITH ANSWER EACH QUESTIONS NEED TO HAVE A SCHOLARY SOURCE

Questions

1. Motivational theory applications argue for recognizing individual differences. They also suggest paying attention to members of diverse groups. Is this a contradiction? Why or why not? Compare and contrast two motivational theories (one content and one process theory) regarding how they can support diversity within teams.
2. Take the "Emotional Intelligence" assessment. Name one significant lesson that you discovered about your learning style, emotional intelligence, and personality by taking these assessments. Using this information, what step(s) do you plan to take to become a more effective manager?
3. Why are ethical behavior, social responsibility, and sustainability an important focus of corporate governance? Identify an organization that has successfully embodied this platform.
4. What are team norms, and what role do they play in behavior and cohesiveness of the group? How does the diversity of a group affect its performance?
5. As a team goes through Tuckman's five stages of team development, what impact does this have on the three characteristics of effective teams? Provide examples to support your response.
6. What are examples of effective techniques for team decision making? What are examples of strategies for avoiding potential liabilities in team decision making (e.g., groupthink)?

Petrakis Case Study

Helen Petrakis is a 52-year-old heterosexual married female of Greek descent who says that she feels overwhelmed and “blue.” She came to our agency at the suggestion of a close friend who thought Helen would benefit from having a person who could listen.

Paper For Above Instructions

The Petrakis case study presents a complex scenario involving family dynamics, social responsibilities, and the emotional burdens that can arise from caregiving. To effectively develop both a practice-level logic model and a program-level logic model that addresses the needs of Helen, one must take into consideration various facets of her situation.

Firstly, when outlining the practice-level logic model, the problem that Helen faces can be identified as her overwhelming sense of burden from caregiving, particularly for her elderly mother-in-law, Magda, who has recently suffered health issues. This need is compounded by underlying causes such as the cultural expectations of Helen’s role in her family and community, where caregiving is historically seen as a duty of women, thereby leading to feelings of inadequacy and stress when expectations are unmet.

Intervention activities could include counseling sessions that focus on stress management and role realignment, ensuring that Helen feels supported while navigating her responsibilities. Outcomes of such interventions may include improved mental health, better coping strategies, and a reconsideration of family roles that allow for shared responsibilities in caregiving.

In parallel, the program-level logic model will address similar broad aspects but from a systemic perspective. The problem here remains the same – the stress and strain of providing care. This signifies a need for more comprehensive solutions, including community support structures that mitigate the burdens on caregivers. The underlying causes at the program level include social isolation, economic strain related to caregiving, and a lack of resources to assist families in managing care. Therefore, intervention programs could involve the establishment of support groups, educational campaigns about available resources, and even policy changes that provide better support for caregivers.

The outcome of such program-level interventions might be a more robust network of support for caregivers that leads to reduced burnout and better family well-being.

To further enrich this analysis, we can turn to motivational theories, which underscore individual differences and emphasize the importance of diversity. Theories such as Maslow’s Hierarchy of Needs, a content theory, stress that individuals have different levels of needs that must be met before they can focus on growth. In the context of Helen and her family, these needs range from physiological requirements to emotional support. This theory can help understand how diversity within Helen’s family affects their collective ability to support one another.

On the other hand, Vroom’s Expectancy Theory, a process theory, illustrates how individuals are motivated based on expected outcomes. By understanding what motivates each family member, interventions can be better tailored to address individual and group needs, ultimately fostering a more collaborative family environment.

Another significant discovery through self-assessment tools, such as Emotional Intelligence tests, reveals the importance of recognizing one’s own emotional state in leadership roles. For instance, Helen’s realizations regarding her stress can lead to actionable steps for personal development such as seeking training in emotional intelligence to become a more effective manager, which subsequently benefits her family dynamics.

Additionally, ethical behavior and social responsibility play pivotal roles in governance. Organizations that prioritize these principles often navigate complex family and social situations with greater ease. An example of successful embodiment in this area could be TOMS Shoes, which integrates community support and social ethics into their business model, thereby demonstrating a virtuous circle that contributes to both corporate reputation and social value.

Team norms also warrant examination in this context. They establish the framework for behavior within groups, shaping cohesiveness. The diversity reflected in Helen's family can enhance group performance through varied perspectives, especially if norms are established that celebrate individual contributions rather than focusing solely on traditional roles.

Transitioning through Tuckman's stages of team development highlights the evolving nature of teams. As Helen’s family navigates the stages from forming to performing, the stresses of caregiving and family dynamics change, impacting their effectiveness as a unit.

Lastly, effective team decision-making techniques, alongside strategies to avoid groupthink —such as approaches that encourage dissenting opinions— are critical for a family unit. This assists in avoiding pitfalls seen in Helen's situation, thereby fostering a culture of open communication and shared responsibility.

References

• Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50(4), 370-396.
• Vroom, V. H. (1964). Work and Motivation. Wiley.
• Goleman, D. (1995). Emotional Intelligence. Bantam Books.
• McGregor, D. (1960). The Human Side of Enterprise. McGraw-Hill.
• Robinson, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
• Schein, E. H. (2010). Organizational Culture and Leadership. Wiley.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Harrison, R. (1972). Understanding Your Organization's Character. How to Make it Work for You. The New York Times.
• TOMS Shoes: About Us. (n.d.). Retrieved from https://www.toms.com/about
• Harrison, E. (2014). The Role of Ethical Behavior in Corporate Governance. Journal of Business Ethics.

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