Homework answers / question archive / REFLECTION ON PERSONAL AND PROFESSIONAL DIRECTION DIRECTIONS Based on your work in this week's reflection study, write a paper in which you: Assess the value of your doctoral degree in psychology to others, as well as to yourself

REFLECTION ON PERSONAL AND PROFESSIONAL DIRECTION DIRECTIONS Based on your work in this week's reflection study, write a paper in which you: Assess the value of your doctoral degree in psychology to others, as well as to yourself

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REFLECTION ON PERSONAL AND PROFESSIONAL DIRECTION

DIRECTIONS

Based on your work in this week's reflection study, write a paper in which you:

• Assess the value of your doctoral degree in psychology to others, as well as to yourself.
• Describe specific examples of personal change required to pursue a doctoral degree in psychology.
• Analyze requirements for performing ethically in accordance with professional standards.
• Include your findings from the research you did in the literature review portion of the course project.
• Explain how learning the skills involved in doctoral research will impact your self-image.
• Describe a plan for your career direction in the field of psychology.
  • Consider the questions: Why am I in this program? What am I trying to become? How will I achieve my goal?
  • Use the insights you gathered from your analysis of changes in your thinking, behavior, relationships, and plans as evidence to support your answer to each question.

ADDITIONAL REQUIREMENTS

Your assignment should meet the following requirements:

• Written communication: Written communication is free of errors that detract from the overall message.
• APA formatting: Resources and citations should be formatted according to current APA style and format guidelines. Include a title page, an abstract, and references.
• Number of resources: A minimum of 10 scholarly resources.
• Length of paper: A minimum of seven typed, double-spaced pages, not counting the title page, abstract, or references.

Three Key Questions In the assignment this week, you will reflect on becoming a doctoral-level psychologist and develop your own story, answering the following three key questions: Why are you here? What are the primary interests, characteristics, and motivations that have moved you to pursue a doctoral program in psychology? What value do you expect your doctoral degree to have—to others, as well as to you? • What are you trying to become? How will you develop your own professional identity as a scholar-practitioner and a doctoral-level psychologist? • How will you do this? How will you analyze your interactions with other professionals, assess the expectations for and level of responsibility of a doctoral-level psychologist, and meet the licensure expectations of roles at that level? For this study, complete the following: • 1. Reflect on this course. As preparation for writing the paper for this week's assignment, review each of the following aspects of the first three assignments you completed during this course. (You may wish to make notes as you complete this reflection.) • The research skills needed to complete those assignments. • • The course readings, especially from your Critical Thinking in Psychology text. The ethical aspects of conducting a research project like the one outlined in those assignments. • The summary of your findings from the research you did for the course project. What insights into your specialization topic did you gain from the experience? • The insights you have gained about yourself in the discussions and exchanges with your peers in this course. • The changes you have experienced in your self-image. • Any additional approaches you will need to consider to ensure that you meet the high ethical standards of a professional psychologist. 2. Consider the following as well: • • • Changes in your thinking and behavior. Analyze the connection between changes in your thinking and the work you have done in this course. Describe specific examples that illustrate the changes in your thinking, and explain the relationship between your new thinking or behavior and this doctoral program. Identify at least two specific resources you have encountered in this course that have triggered these changes in your thinking, and explain the connections. Changes in your approach. Choose a major event earlier in your life. Think about the roles of other people who were involved in this event and their relationships with you. Analyze ways you might approach that event differently now, considering the new direction you are taking in your life. Include specific examples of how you worked with others, and how you might handle those relationships differently, knowing what you know now. Identify at least two specific resources you have encountered in this course that have triggered your new ideas about approaches. Changes in your role. How do you expect to assess the value of your doctoral degree? Look ahead 8–10 years into the future and describe the ways you expect your life to be different. Explain the connections for any differences that you see as directly related to this course or to the doctoral program. Identify at least one credible career resource that supports your image of the future. 5/11/2021 Reflection on Personal and Professional Direction Scoring Guide Reflection on Personal and Professional Direction Scoring Guide Due Date: End of Week 10 Percentage of Course Grade: 20%. CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Assess the value of a doctoral degree in psychology. 16% Does not address the value of a doctoral degree in psychology. Describes but does not assess possible value that may be gained from a doctoral degree in psychology. Assesses the value of a doctoral degree in psychology. Assesses the value of a doctoral degree in psychology, providing examples of how that value will impact life. Describe specific examples of personal change required to pursue a doctoral degree in psychology. 16% Does not provide specific examples of personal change required to pursue a doctoral degree in psychology. Mentions but does not describe specific examples of personal change required to pursue a doctoral degree in psychology. Describes specific examples of personal change required to pursue a doctoral degree in psychology. Describes specific examples of personal change required to pursue a doctoral degree in psychology and identifies resources that trigger or support those changes. Analyze requirements for performing ethically in accordance with professional standards. 16% Does not address requirements for performing ethically in accordance with professional standards. Describes but does not analyze requirements for performing ethically in accordance with professional standards. Analyzes requirements for performing ethically in accordance with professional standards. Analyzes requirements for performing ethically in accordance with professional standards, providing examples related to work situations. Explain how learning the skills involved in doctoral research impact self-image. 16% Does not address how learning the skills involved in doctoral research impact selfimage. Describes the experience of learning the skills involved in doctoral research, but does not explain how that learning impacts self-image. Explains how learning the skills involved in doctoral research impact self-image. Explains how learning the skills involved in doctoral research impact self-image, providing specific examples to illustrate particular changes, and citing the resources that trigger or support them. Describe a planned career direction in the field of psychology. 16% Does not address a planned career direction in the field of psychology. Mentions but does not describe a planned career direction in the field of psychology. Describes a planned career direction in the field of psychology. Describes a planned career direction in the field of psychology, pointing out connections between the plan and the doctoral program and citing a career resource that supports that direction. Address assignment purpose in a wellorganized text, incorporating appropriate evidence and tone in grammatically sound sentences. 10% Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences. Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure. Addresses assignment purpose in a wellorganized text, incorporating appropriate evidence and tone in grammatically sound sentences. Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing or summarizing and appropriate tone and sentence structure. https://courseroomc.capella.edu/bbcswebdav/institution/PSY/PSY8002/201000/Scoring_Guides/u10a1_scoring_guide.html 1/2 5/11/2021 CRITERIA Reflection on Personal and Professional Direction Scoring Guide NON-PERFORMANCE Incorporate properly Does note incorporate formatted APA in-text citations or citation style in inreferences. text citations and references page. 10% BASIC PROFICIENT DISTINGUISHED Attempts to incorporate APA citation style in intext citations and references page, but formatting is often incorrect. Incorporates properly formatted APA citation style in in-text citations and references page. Incorporates properly formatted APA citation style of the in-text citations and on the references page, with no errors. https://courseroomc.capella.edu/bbcswebdav/institution/PSY/PSY8002/201000/Scoring_Guides/u10a1_scoring_guide.html 2/2 A Few Major Changes in the 7th Edition of American Psychological Association (APA) Format and Style Capella's transition to the 7th edition will end on April 12, 2021, at which point we will no longer use the 6th edition of APA. You will now be graded on the information in the 7th edition. References and In-text Citations in APA Style 1. The in-text citation for sources with three or more authors is shortened to the first author’s name and “et al.” Previous edition (Martinson, Anderson, & DeVries, 2005) 7th edition (Martinson et al., 2005) Note: for two authors, still add both author names, which is the same as before. (Paul & Elder, 2012). 2. The publisher location is no longer added to the reference. Please continue to add the publisher name unless the author is the publisher (as is the case below). Previous edition American Psychological Association. (2020). Publication manual of the American Psychological Association. Washington D.C., Author 7th edition American Psychological Association. (2020). Publication manual of the American Psychological Association. 3. Surnames and initials for up to 20 authors (previously 7) should be provided in the reference. Previous edition Goya, M., Singh, S., Sibinga, E. M., Gould, N. F., Rowland-Seymour, A., Sharma, R.,… Haythornthwaite, J. A. (2020). 7th edition Goya, M., Singh, S., Sibinga, E. M., Gould, N. F., Rowland, G., Seymour, A., Sharma, R., Berger, Z., Sleicher, D., Maron, D. D., Shihab, H. M., Ranasinghe, P. D., Linn, S., Saha, S., Bass, E. B., Nelson, T., Lee., G., Gray, P. E., James, H., … Haythornthwaite, J. A. (2020). 4. DOIs are formatted like URLs and the label “DOI:” is no longer necessary. For citation generators, if “library.capella.edu” is part of the address, delete the part that is “library.capella.edu” Previous edition doi: 10.1002/j.1556-6978.2001.tb01261.x 7th edition https:doi.org/10.1002/j.1556-6978.2001.tb01261.x 5. The URL addresses are no longer preceded by “Retrieved from” unless a retrieval date is needed (rare situations). Add the website name unless it is the same as the author (as it is below). Previous edition Capella University. (n.d.). Evidence and APA. Retrieved from https://campus.capella.edu/writing-center/evidence-and-apa 7th edition (by the way, you can leave in the link now) Capella University. (n.d.). Evidence and APA. https://campus.capella.edu/writing-center/evidence-and-apa Inclusive and Bias-free Language Writing with inclusiveness and without bias is the writing standard. The APA guidelines help writers reduce bias and become sensitive to labels, such as those relating to gender, age, disability, sexual orientation, and racial and ethnic identity. 1. Use the singular “they” or “their” as a gender-neutral pronoun. Previous edition The child developed an anxious-avoidant attachment to his or her mother. 7th edition The child developed an anxious-avoidant attachment to their mother. 2. Instead of using adjectives to label groups of people, use descriptive phrases. Previous edition The disabled 7th edition People who have disabilities 3. Similarly, use specific age ranges instead of categories or labels Previous edition The elderly 7th edition People who are over 65 years old APA Paper Format In the 7th edition, APA outlined different paper format guidelines for professional and student papers. Here are some notable changes. 1. You now have the choice to use multiple fonts. Previously, we only used Times New Roman 12. Now you have the option to use Calibri 11, Arial 11, Lucida Sans Unicode 10, Georgia 11, and Times New Roman 12. 2. For student papers, you no longer need to add a running head to your paper. APA Style There are two notable changes in APA style. 1. Add only one space after a period at the end of each sentence (instead of the previous two spaces). If you are accustomed to two spaces (as most are), I recommend changing your Microsoft Word program editor to reflect one space (to catch unintentional double spaces). 3. The gender neutral pronoun “they” is now used for one person as well as for more than one person. Additional Recommendations For more specific APA assistance, I recommend the Capella Writing Center and the link to Academic Writer (Capella University, n.d.). Capella University. (n.d.). Evidence and APA. https://campus.capella.edu/writing-center/evidence-and-apa Mary Ann Fricko, April 12, 2021. Problem Statement For the past decade, researchers have focused on linking spirituality and leadership, mainly in workplace spirituality. Burrell and Rahim (2018) argue that the challenge of concealing aspects of one's background, culture, and even religion to fit in is often expected. People live a divided life, forcing them, mainly at the workplace, to defy or ignore individual spirituality, beliefs, and values, which give them purpose and meaning of life at their workplaces (Burrell & Rahim, 2018). It is worth indicating that despite various studies about spiritual leadership and its influence through relationships, values, and visions (Samul, 2020), a gap exists on the inclusion of spiritual leadership to promote the issue of conflict management and organizational sustainability. Noteworthy, workplace spirituality has a positive effect on workplace ethics. From a corporate perspective, spiritual leaders inspire staff to exercise solid moral beliefs and values, leading to work satisfaction and alleviated workplace deviant behaviors (Van der Walt, & Steyn, 2019). Spiritual leaders are inclined to demonstrate ethical behaviors, thereby inspiring positive behaviors, including enhancing fairness, kindness, trust, honesty, and increased awareness of others' wants and needs. In this perspective, therefore, the study points out the imperativeness of spiritual leadership inclusion in the workplace and the impact of spiritual leadership in solving organizational issues by promoting spiritual values. Spiritual leaders solve workplace conflicts of ethics, religion, and values, including paying attention to staff's mental and physical well-being. Thus, the paper extends previous study findings from scholars like Garg (2017) and Altaf and Awan (2011) within the context of spiritual leadership inclusion. The study will develop a hypothesis to examine the positive impact of spiritual leadership inclusion in solving organizational issues and promoting corporate sustainability. Thus, there is a significant need for leaders to embrace spiritual leadership inclusion, thereby managing organizational conflict by promoting communication in an inter-religion workplace. Literature Review Workplace Spirituality in Promoting Ethical Behavior and Finding Meaning, and Wellbeing The article Workplace spirituality and the ethical behavior of project managers by Van der Walt and Steyn (2019) examine the role of workplace spirituality in promoting ethical behaviors among employees, such a salesperson. The author acknowledges that today's corporate world faces significant ethical dilemmas requiring ethical values to solve them. According to Van der Walt and Steyn, (2019), there is an increased need for staff and leaders to find holistic well-being, learning, and mental health in their professions. Thus, it is plausible that if spiritual organizations are established, their staff's well-being and emotional health can be enhanced, and unethical conduct reduced. Nonetheless, Van der Walt and Steyn (2019) assert that creating spiritual workplaces needs sound management, which embraces and adopts spiritual values, promoting their commitment to ethical behavior. Spiritual leadership refers to the attitudes, values, and conduct needed to intrinsically inspire individuals and others to have a sense of spiritual survival via membership and calling. Hence, spiritual leadership in workplaces is created, leading to the establishment of ethical values. Enterprises with higher workplace spirituality, such as spiritual corporate culture and climate, enables staff to practice stronger ethical beliefs and values in the workplace. Notably, an organization that promotes spirituality encourages employees to demonstrate improved teamwork, fairness, greater kindness, and enhanced awareness about other's honesty, needs, and trust. Workplace spirituality supports employees' personal spirituality. Therefore, a person's spirituality is reared as finding purpose and meaning in self-transcendence, living, emotions, thoughts, and behavioral expression. As a result, such an organization transforms the enterprise by encouraging employees to have value-driven attitudes towards others. Thus, Van der Walt and Steyn (2019) concluded that workplace spirituality affects leaders' ethical behavior, influences ethical conduct, promotes fairness, and promotes responsibility among employees. Garg (2017) noted that workplace spirituality is a contemporary debate among practitioners and management scholars to understand the effects of spirituality on employees' well-being. Therefore, with the increasingly dramatic changes in the workplace characterized by structural changes, technological advancements, and augmented calls for excessive optimization to layoffs and downsizing, Garg (2017) postulates that workplace spirituality is perceived as an effective remedy to this issue. Both Garg (2017) and Van der Walt and Steyn (2019) agree that workplace spirituality benefits organizations and individuals. Specifically, spiritual enterprise sled by spiritual leadership establishes a spiritual culture (Van der Walt & Steyn, 2019), promoting employee productivity (Garg, 2017). workplace spirituality promotes employees' attitudes by enabling them to manage stress and find meaning in their work. As noted by van der Walt and Steyn (2019) and Garg (2017), workplace spirituality finds meaning, enabling staff to create values vital to society's contribution. Spirituality provides staff with feelings concerning their life as it emphasizes enhancing mental and physical health. Employees Commitment and Job Satisfaction Garg (2017) also posits that there is a significant correlation between workplace spirituality and staff commitment. The author indicates previous researchers connect workplace spirituality with increased optimism, which is vital in promoting staff engagement and commitment. Workplace spirituality allows staff to find meaning in their work, which is a primary construct of spirituality in organizations, and in turn, perform more ethically, responsibly, creatively, and collaboratively (Garg, 2017; Van der Walt & Steyn, 2019). workplace spirituality encourages employees and leaders to be creative, innovative, empowered, and enhance teamwork and community building. Garg (2017) articulates that spirituality enables employees to search for their purpose and meaning for life, creates a sense of collaboration, and relationship with other people. Simply put, the author states that spirituality promotes trust, honesty, organizational commitment, and individual fulfillment. The strong feelings of joy, wholeness, peaceful inner life, and transcendence encompass workplace spirituality. Harmony, holism, and transcendence are core factors of workplace spirituality. Dimensions of Workplace Spirituality Garg (2017) outlines the dimensions of workplace spirituality, such as synchronization with enterprise values, meaningful work, and community. Workplace spirituality promotes purposeful and meaningful works, including a sense of transcendence and community. Spirituality in the workplace could be interpreted in constructs like authenticity and meditative work. According to Garg (2017), the staff becomes frustrated, leaving no separation between them and work. Put, staff carry out their assigned activities in a mediative state. Thus, meaningful work gratifies employees' aspirations and deeper aspects of spirituality. As a result, the staff becomes engaged in meaningful tasks to survive and for life. The sense of community in workplace spirituality is the interdependence and interconnectedness among staff. It is the quality and aspect of being comfortable with the community, thereby engaging in mutual and collaborative decision-making, problem-solving, and sharing of duties. Self-Interest Transcendence and Workplace Spirituality Chawla and Guda (2017) take a different approach to workplace spirituality by focusing on the need for spirituality among salespersons. The author indicated that as the sales work is becoming increasingly hard, mainly due to reduction in traditional types of businesses, salespersons are searching for spirituality to expand their awareness yonder the corporate culture. Chawla and Guda (2017) postulated that salespersons turn to spirituality to treat other people with respect and build trust, which is crucial in managing and retaining relationships. It is worth indicating that salespeople argue how they should conduct the business, thereby aligning their work with a higher purpose at their job. The author discusses spirituality through the self-interest transcendence theory, which has two types of ego: quiet and noisy. Therefore, when the noisy ego rules, such persons become concerned by status, defensive, and seek approval from others. However, the quiet ego is characterized by the process of work undertaken and the purpose of their work. In this case, the report focuses on the quiet ego, which assists people to open to others' viewpoints and enhance their vision. The quiet ego aims at creating a sense of purpose and unity in life. Thus, salespeople seeking spirituality tend to establish themselves with a quiet ego. Spiritual salespersons have compassionate and focus on promoting others' well-being. Spirituality among salespersons aims at finding purpose and meaning in life. Moreover, spirituality triggers self-interest transcendence (Benefiel, Fry, & Geigle, 2014), shifting people to a quieter ego, which depicts a high level of compassion and caring towards others. Thus, a salesperson's primary purpose is serving clients with respect. Chawla and Guda (2017) noted that the feeling of joy emanates from finding meaning in one's life. Thus, this connects the sales professionals to a broader good and areas crucial in their work. As a result, such individuals unleashed the human spirit and depicted high value towards others. Spirituality allows employees to find meaning in their work, thereby motivating them, and creating adaptive behaviors. Finding meaning among spiritual salespersons focuses on enhancing clients' lives by comprehending the needs, distinct purviews, and situations. Role of Spirituality in Enhancing Morale and Work Engagement Research by Loo (2017) reports that nearly 95% of Americans believe in God, while about 91% of Americans indicate affiliation with specific religious enterprises. Notably, the author asserts that meeting workers' spiritual needs culminates in enhanced brand image, client loyalty, and retention. Thus, the author addresses four traits that separate enterprises, which accommodate spirituality, from firms that do not encourage workplace spirituality. Such characteristics include a strong feeling of purpose, respect, and trust, humanistic work, toleration of staff expression. Loo (2017) indicated that workplace spirituality inspires staff to have a purpose, thereby believing that their work is worthwhile and essential. Spirituality encourages employees to show respect to customers and employers and fosters trust between the management and workers. Therefore, Loo (2017) states that meeting spiritual needs enables staff to meet their emotional and mental health needs for inner fulfillment and peace. IT is worth mentioning that acknowledging spirituality requires organizations to identify that workers seek purposeful and meaningful work and aspire to integrate individual values with the work values. Besides, staff that aims to improve their work retention need requirements that nourish their life since rewards and financial rewards can leave them unhappy and unfulfilled. It is worth mentioning that belief in God is among the primary expression of spirituality; Loo (2017) indicated that workplace spirituality does not concern religious practices. Instead, it involves having directing principles, values, wisdom, emotions, and intuitions; individual inner experience predicated in interconnectedness, and an association between individual inner experience and the out conducts practices and principles. Hence, the author indicated that when an employee is spiritually nourished, they are motivated to achieve the enterprise goals leading to increased work productivity. Accordingly, Bickerton and Miner (2019) support Loo (2017) by indicating that workplace spirituality encourages employees' work engagement. Employees' job engagement refers to a positive-proficient, persistent motivational state of staff fulfillment characterized by absorption, dedication, and vigor. Therefore, spiritual employees often relate aspects of their individual lives with spiritual significance and character. Thus, when employees view their work as an expansion of an individual's faith, it is plausible to be considered to be in a calling leading to meaningfulness (Bickerton & Miner, 2019; Loo, 2017). Burrell and Rahim (2018) and Saks (2011) stated that having employees conceal their background, culture, and religion results in work disengagement. However, an environment where staff feels free to express their spirituality promotes work engagement and improves their morale to achieve organizational objectives. Burrell and Rahim (2018) articulated that the significance of creating positive associations, proper communication skills, and trust in inter-religious and interfaith communication is essential in managing corporate conflict. Therefore, leaders should focus on understanding the employee's religious beliefs and encourage spirituality to motivate staff to engage and participate in achieving the shared objective and goals. According to Altaf and Awan (2011), workplace spirituality allows employees to cope with the workload. Altaf and Awan (2011) argued that work spirituality and work overload have varying effects on employees' job satisfaction. Noteworthy, work overload results in anxiety, stress, and depression leading to job dissatisfaction, which culminates in poor employees' health, reduced profits, and poor job performance. On the contrary, workplace spirituality encourages staff to identify meaning in their work, thereby promoting work engagement and satisfaction. Therefore, different authors addressed different themes of workplace spirituality in organizations. The emerging common themes included workplace spirituality and employees’ engagement, work productivity, employees' work satisfaction, dimensions of workplace spirituality, and finding meaning and purpose. The authors agreed that workplace spirituality is vital in promoting work engagement because employees tend to find meaning in their work, associating with others effectively and collaboratively. Accordingly, finding meaning allows employees, like salespersons, to have meaning in their work, thereby treating customers with respect and integrity. References Altaf, A., & Awan, M. A. (2011). Moderating Affect of Workplace Spirituality on the Relationship of Job Overload and Job Satisfaction: JBE. Journal of Business Ethics, 104(1), 93-99. DOI 10.1007/s10551-011-0891-0 Benefiel, M., Fry, L. W., & Geigle, D. (2014). Spirituality and religion in the workplace: History, theory, and research. Psychology of Religion and Spirituality, 6(3), 175. DOI: 10.1037/a0036597 Bickerton, G. R., & Miner, M. H. (2019, February 25). The Interrelationships Between Spiritual Resources and Work Engagement. Psychology of Religion and Spirituality. Advance online publication. http://dx.doi.org/10.1037/rel0000253 Burrell, D. N., & Rahim, E. (2018). Developing inclusive leaders with religious literacy in the workplace. Leadership (London, England), 14(5), 567584. https://doi.org/10.1177/1742715018793745 Chawla, V., & Guda, S. (2017). Salesperson's spirituality: impact on customer orientation and adaptability. Marketing Intelligence & Planning. www.emeraldinsight.com/02634503.htm Garg, N. (2017). Workplace spirituality and employee well-being: An empirical exploration. Journal of Human Values, 23(2), 129-147. Loo, M. K. L. (2017). Spirituality in the workplace: Practices, challenges, and recommendations. Journal of Psychology and Theology, 45(3), 182-204. Saks, A. M. (2011). Workplace spirituality and employee engagement. Journal of management, spirituality & religion, 8(4), 317-340. DOI:10.1080/14766086.2011.630170 Samul, J. (2020). Spiritual leadership: Meaning in the sustainable workplace. Sustainability, 12(1), 267. Van der Walt, F., & Steyn, P. (2019). Workplace spirituality and the ethical behaviour of project managers. SA Journal of Industrial Psychology, 45, e1e9. https://doi.org/10.4102/sajip.v45i0.1687 Comments 1 The title and Abstract were missing. You used synthesis to discuss some of the research. For synthesis, the focus is on the themes instead of the articles. The paper needed more focus on the themes instead of individual articles. Although the themes were listed, they usually only included one or two articles. More articles should be compared within each theme. 2. You might further develop your paragraphs by including more appropriate evidence, analysis, and/or linking information. 3. This text includes evidence, but the credibility of and/or citation of some of those sources falls short of academic standards. Citation guidelines are required regarding quoting, paraphrasing, or summarizing material from outside sources. More emphasis needed to interpret evidence and summarize effectively. 1. The conclusion is only a statement of what is not yet known—sometimes referred to as a "gap in our knowledge on the topic." Synthesize a summary of the state of knowledge on your topic by using critical thinking approaches you have learned in this course. In addition, this conclusion must include an explanation of why it is important to study this topic. • Because your literature review comes before research is conducted, you do not yet have any conclusion from your own research, only a statement of what is, and is not known, based on past research. 4. To increase readability and flow, consider the revision step in the writing process. Resources Develop Sentence Variety Incorporate Revision Practices Abstract Over the past 15 years of my life, I served as the national leader of my homeland and president of the local chapter of an international organization whose principals are based on moral and spiritual development transcending religious, political, cultural, and racial barriers. The core purpose was to build strong family values as the cornerstone of the nation, to affect responsible leadership and good governance in all fields of endeavor. I engaged in the development of power-point such as character education and family values and travelled extensively to present them to leaders. This provided the opportunity to meet professionals and youth leaders. My background as a business owner and spiritual leader married the two aspects of spirituality and workplace performance. Therefore, attaining the highest academic level in I/O psychology will offered me the academic foundation through scientific research to enhance my work, while I gain monetary accomplishment and to guide others along those principles. This course is preparing me towards that end to explore my passion through scientific research and critical thinking skills as I review what is already known, and where I could fill the gap. My Observation and purpose in pursuing the topic: Various authors (noted above) have identified the need for inclusion of spirituality in the workplace, however what they do not address is the root cause of the problem. Garg (2017) identified a correlation between spirituality and work commitment but failed to mention the foundation or cause. In pursuing this topic, my research will advance to include the family breakdown or unity as a contributing factor to fill the gaps not addressed. The relationship between universal family values such as caring for each other’s well-being at home, and selflessness or altruism, transcends into good work ethics. It is the foundation of a healthy working environment. Research will be conducted to validate this statement of purpose to unite the internal spiritual values cultivated at home with the external performance on the job. Examples of personal changes 1.Time management and discipline 2. Staying motivated 3.Developing strong writing skills and critical thinking 4.Learing research methods and application Impact on self-image Having a PhD. In I/O psychology will Increase confidence in researching and presenting scientific date related to strong family values. Validating the importance of spirituality in relation to good governance and responsible leadership. Most of my audiences are scholars, professionals and political leaders. I would also develop programs for employers and employees in management and leadership and team building as if it is your family. Career Plans 1.improve and update my resume, 2. Offer services as a business consultant 3. I hope to make an impact in leadership by writing journals, books, and articles that give a higher perspective on leadership inclusive of a spiritual foundation. 4. Explore SIOP and utilize the platform for networking in my field. 5. Improve staff engagement, work-life balance and development, coaching skills necessary in promoting the realization of the corporate goals and objectives