Part 1: Reflect on Ethical, Legal, and Political Factors Instructions For this assignment, you will reflect on the ethical, legal, and political factors that ID leaders believe influence the field of

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Part 1: Reflect on Ethical, Legal, and Political Factors


For this assignment, you will reflect on the ethical, legal, and political factors that ID leaders believe influence the field of ID now and in the future.

To prepare for your assignment, complete the following tasks as early in the week as you are able:

  1. Create a Twitter account if you do not already have one. (
  2. After you have created your Twitter account, introduce yourself in the Instructional Design Community of Practice (ID CoP). Your introduction should include your name, your degree program (MSID), your Twitter name (“handle”), and other personal or professional information you are comfortable sharing.
  3. Identify on Twitter at least one known author, researcher, or professional in the field of ID. You are looking for someone who references or utilizes a specific ID model or general best practices in ID. Use this week’s resources as a guide to search for at least one these ID leaders; if you are still having trouble, contact your professor as early in the week as possible. To search for individuals on Twitter, type their name into the Twitter search bar near the upper right corner of your screen. You may want to identify more than one individual in case one individual is unable to respond to your question in time for you to complete your assignment. While you are welcome to follow other students on Twitter, another student at NCU cannot serve as your “leader” for this assignment.
  4. Ask your selected leader(s) what the most important ethical, legal, or political factor affecting the ID field is now or in the future. You can ask this question by Tweeting your question to the leader(s) using the ampersand (@) symbol before the leader’s Twitter name (also known as a “handle”).
  5. Take a screen capture of your question to this leader.

With your assignment, be sure to:

  1. Explain why you chose this particular leader.
  2. Describe the leader’s responses to your question about the most important ethical, legal, or political factors affecting the ID field now or in the future.
  3. Compare your selected leader’s responses about the field with those from this week’s resources or other professional sources (remember to cite those sources).
  4. Reflect on your identified leader’s responses and the relevant literature to which you compared the leader’s responses.
  5. Suggest what you think is the most important ethical, legal, or political factor(s) affecting the ID field now or in the future, based on your reflection.
  6. Include a link to your introduction in the ID CoP as well as screenshots of your Twitter interactions with your selected expert(s) within an appendix or as individual pictures at relevant points within your document.

It may take a week or more to receive a response, if at all, to any questions that you pose. At least once a week, you should use Twitter for interaction. If your chosen professional doesn’t Tweet back to you, choose another professional. You will circle back with a summary and analysis of your interactions in Week 7.

Length: 3-4 pages plus screenshots.

References: Include a minimum of 2 scholarly resources

Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect graduate-level writing and APA standards. Be sure to adhere to Northcentral University’s Academic Integrity Policy.

Part 2:Analyze Needs Analysis Case Study


Needs assessment is typically the initial starting point for many ID projects. For this assignment, you will conduct a needs assessment based on a case study. Create a presentation to share your findings from analyzing the needs assessment presented in the Needs Analysis Case Study (located in Books and Resources). In your presentation, be sure to:

  • Identify the problems and issues within the case study using the guiding questions provided throughout the case.
  • Categorize each problem or issue as instructional or non-instructional. Remember that you are searching for instructional problems. However, not all problems are instructional in nature. Sometimes, the problem cannot be solved by the systematic design of instruction.
  • Suggest a potential solution to each instructional problem and issue you identified; note that case studies often do not have easy solutions and often there are no right or wrong answers. Your explanation of the answers to the questions and the potential solution is what constitutes the best answer.
  • Support your suggestions with information from this week’s resources or other credible sources.

Length: 8-10 slides, with 100- to 150-word explanation in the speaker notes section of each slide

References: minimum of 4 credible resources.

Incorporate appropriate narration, animations, transitions, and graphics as well as speaker notes for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists. Review the “Creating a Successful PowerPoint Presentation” document in the resources for additional assistance in completing this assignment.

Be sure to include citations for quotations and paraphrases with references in APA format and style where appropriate. Save the file as PPT with the correct course code information.

Upload your document and click the Submit to Dropbox button. Do not share your assignment in the ID CoP or elsewhere.

Attached is the Needs Assessment Presentation

Part 1: Reflect on Ethical, Legal, and Political Factors Instructions For this assignment, you will reflect on the ethical, legal, and political factors that ID leaders believe influence the field of
Needs Assessment: Justification for Joe Joe was stuck. He had been hired because the turnover rate for employees was outrageous. Normally, they would see employees resign and others hired at an 8-10% rate per year. However, they were seeing this turnover rate per month. This was very costly for the company, so they did something unprecedented—they hired a consultant. Joe had a great reputation for repairing training programs that weren’t working. He had 20+ years of experience in higher education and training. He was ideally suited for this project. It had been a month, and he was no closer to finding out what was going wrong with training than he was when he started. It was very frustrating to him, and he was concerned that he would be dismissed from the project. This company didn’t need to throw more money at yet another training solution that didn’t work. A bit of background about the company and the employees. The Aliant Company employed 5,000 customer service representatives in a small town in Kansas. They were a major employer for the town, third to the regional hospital and a new distribution center for storage goods that had been in business for less than a year. The town had been economically depressed for quite some time. However, thanks to a change in county leadership, employers and employees had been attracted to this part of Kansas due to the low cost of living, low crime, and a slower pace of life. Before Joe gave up, he decided to give you a call. Although you are new to instructional design, he believed that you could help him. Your knowledge of needs assessment would surely be helpful. He called you on Monday and as soon as you could, you hopped a plane and took a car to smalltown Kansas. To begin, you asked Joe if human resources had completed exit interviews. If so, would you have access to them? Next, could you interview employees who had completed training less than 30 days ago? Finally, could you interview trainers and managers who trained and managed these customer service representatives on a daily basis? You are in luck! This has already been done for you. You simply need to analyze the data. #1. Before you begin your analysis: do you see anything about the company or the background that might impact the turnover rate? You begin to review the comments from the representatives who left the company. These are not employees who were fired or demoted. The exit interviews were only those who had been with the company for more than 30 days and left of their own free will. You reviewed a representative 100 sample of exit interviews, and you noticed that demographic information was very diverse—much like the town demographics. You saw different races, ethnicities, ages, and genders. In fact, you didn’t see many commonalities except that they had left the company. There were few complaints about the training provided for employees to do their jobs. Employees seemed to like their supervisors and the hours were flexible and on par with other part-time and full-time positions in the area. You saw few complaints (mostly about hourly salary rate), with most employees leaving for other similar positions in town. #2. Begin to formulate questions that pertain to needs assessment. Keep in mind that an instructional need is only part of what an employee might need for continued employment. Next, you speak with three of the managers, representing the day, night and weekend shifts. These managers had all been with the company for more than two years and were a part of designing the training materials for new employees. They were at a loss to explain the turnover. This all seemed to start about six months ago when the town began to grow economically. What should have been a win for everyone seemed to be a problem for the Aliant Company. In fact, there had been a small increase in the hourly rate for employees but that did not seem to help. You think that you see a pattern coming to light and a major factor that might impact the turnover rate. You make an appointment with Joe to discuss your findings. #3. What information would you offer Joe? In a presentation, explain some of the key factors of needs assessment (from the Brown and Green text and other resources). #4. Within your presentation, explain what you discovered in your needs assessment and make two or three recommendations to help either alleviate the problem of rapid employee turnover or explain the possible cause.

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