HMSV 9971 Capella University Mississippi Behavioral Health Services Essay

Description

Project Plan
TRANSITION TO NEW TEMPLATE
Name:
Learner ID:
Learner Email Address:
School:
Program/Specialization:
Type of project (e.g., dissertation, capstone, etc.):
Quarter/Year of V8927completion:
Use the Project Plan template provided in the courseroom. This document is for reference only
Directions: This document is a reference tool to help you
transition content from your current Doctoral Project Plan to the
new Project Plan template that is used in this course.
Project topic
Topic proposal is grounded in a problem and aligned with program of study.
Alignment to the Program of Study
Presents an introduction to a clear topic proposal grounded in a problem within the program,
project, and topic. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 1.1.
Project Problem
Clearly stated problem aligns with program, reflects literature gap or practice issue, and
identifies population of interest.
Problem to be Addressed
Describe a general and specific problem that is clearly defined and aligned with the program,
including what the problem is, who is experiencing the problem, where the problem exists, and
the professional/organizational context. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 1.2.
Gap
Present an analysis of a gap in alignment with the problem (i.e., the question that the
organization needs answered) and placed within the program. Addresses the broader questions
of “who cares” and “why now”. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 1.2.
Supporting Evidence
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Project Plan
Literature review addresses previous relevant projects and articulates theoretical (practice)
orientation.
Primary Orientation
Provide an introduction to the review of scholarly literature, an argument for conducting the
review, and a primary theoretical (and practice) orientation. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Sections 2 and 3.
Efforts to Address the Problem
Provide a synthesized review of the scholarly literature to expose, explain, and analyze previous
scholarly efforts to address the problem. Suggested length 7-10 paragraphs.
Complete this section using relevant content from DPP Sections 1.2 and 2.1.
Synthesis of the Evidence
Provide a logically organized and synthesized review and analysis of the literature in close
alignment with the topic, problem, and gap. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Section 2.1.
Project Questions
Questions align with topic, problem, and supporting evidence, including definition of terms.
Statement of Primary Question(s)
Provide 1-3 project questions that align with the topic, problem, and supporting evidence within
the program. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 3.2.
Definition of Terms
Present a list of terms and definitions that relate to the program, topic, problem, gap, program,
and project framework. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 4.2a if conducting a quantitative
study.
Proposed Project Framework
Methodological approach is clearly defined and includes constructs, phenomena, variables, and
population.
Methodological Approach
Provide a description and explanation of the methodological approach. The methodological
approach must align to the topic, problem, supporting evidence, and data sources. Suggested
length 2-3 paragraphs.
Complete this section using relevant content from DPP Section 4.
Population and Sample (including site if necessary)
Describe the general target population (e.g., size, characteristics). Suggested length 1-2
paragraphs.
Complete this section using relevant content from DPP Section 4.5.
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Project Plan
Constructs, Phenomena, Variables
Present evidence and explanation for the final choice of framework. Constructs, phenomena,
and/or variables must align to the topic, problem, gap, and project questions. Suggested length
2-3 paragraphs.
Complete this section using relevant content from DPP Section 4 if conducting a quantitative
study. If conducting qualitative, present evidence to support the phenomena.
Proposed Data Sources
Instrumentation and data collection tools address project concepts; ethical threats and their
mitigation are detailed.
Measures or Artifacts to be Reviewed
Present a description of instrumentation or data collection tools. Measures or artifacts must
closely align with the methodological approach. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Section 4.
Detailed Procedures
Present a description of the processes needed to complete the instruments by the participants
or observers. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Section 4.
Validity/Reliability/Credibility/Dependability
Identify and present the potential threats to reliability and validity (quantitative techniques) or
trustworthiness (qualitative techniques). Include a proposed plan to mitigate the noted threats.
Suggested length 1-2 paragraphs.
Proposed Data Collection
Describe sampling, recruitment, data collection procedures, and potential ethical considerations.
Sampling Strategy, Number participants
Describe, explain, and justify the sampling strategy to be used. Suggested length 2-3
paragraphs.
Complete this section using relevant content from DPP Sections 4 and 5.
Recruitment Procedures
Provide a recruitment process to identify, screen, and recruit participants as it aligns with the
methodological approach. Present the inclusion and exclusion criteria for participating in the
project. Suggested length 2-3 paragraphs.
Complete this section using relevant content from Sections 4 and 5 of DPP.
Data Collection Process
Provide a logical step-by-step data collection process as it aligns with the methodological
approach. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Sections 4 and 5.
Ethical Considerations
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Project Plan
Identify potential ethical issues and provide a proposed plan to adhere to strict ethical
standards. Include details regarding privacy, confidentiality, and data security procedures and
concerns. Suggested length 1-2 paragraphs.
Complete this section using relevant content from DPP Section 6.
Proposed Data Analysis Plan
Articulate data analysis techniques appropriate to project framework.
Present a plan to analyze and present data with techniques that are appropriate to the project,
framework, data sources, and sample size. Suggested length 3-4 paragraphs.
Complete this section using relevant content from DPP Section 4.
References
APA formatted reference section that includes a reference for each citation used in text.
Complete this section using reference listed in DPP Section 7.
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Doctoral Project Plan (DPP)
SCHOOL OF COUNSELING AND HUMAN SERVICES
DOCTORAL PROJECT PLAN
STATEMENT OF ORIGINAL WORK
I understand that Capella University’s Academic Honesty Policy (3.01.01) holds learners
accountable for the integrity of work they submit, which includes, but is not limited to,
discussion postings, assignments, comprehensive exams, and the Capstone. Learners are
expected to understand the policy and know that it is their responsibility to learn about
instructor and general academic expectations with regard to proper citation of sources in
written work as specified in the APA Publication Manual, 6th Ed. Serious sanctions can result
from violations of any type of the Academic Honesty Policy, including dismissal from the
university.
I attest that this document represents my own work. Where I have used the ideas of others, I
have paraphrased and given credit according to the guidelines of the APA Publication Manual,
6th Ed. Where I have used the words of others (i.e., direct quotes), I have followed the
guidelines for using direct quotes prescribed by the APA Publication Manual, 6th Ed.
I have read, understood, and abided by Capella University’s Academic Honesty Policy
(3.01.01). I further understand that Capella University takes plagiarism seriously; regardless
of intention, the result is the same.
Signature for Statement of Original Work (MUST COMPLETE)
Learner
Name
Shannon Harwell Perry
Learner
Email
Sperry58@capellauniversity.edu Mentor Email David.owens@capella.edu
Learner ID 2397393
Version 6.0 effective April 2020
Mentor
Name
Date
Dr. David Owens
10/11/2021
1
Doctoral Project Plan (DPP)
Capstone Project Plan Process
You will use this form to successfully complete your keystone class, obtaining Milestone 1,
and obtaining Milestone 2 approval. The goals of this process are: (1) facilitate the planning
of the details of your doctoral research project, (2) allow for scientific merit review, and (3)
facilitate your progress through the Capstone. You must obtain approval of your Doctoral
Project Plan before seeking IRB approval, collecting data, and writing your Capstone
manuscript. Approval of your Doctoral Project Plan (DPP) will satisfy the Capstone Milestone
2, indicating that the Doctoral Project Plan (DPP) has passed the scientific merit review part of
the IRB process.
The scientific merit process is designed to ensure that a proposed research study contains an
appropriate level of scientific rigor and merit prior to ethical review. Rigor is achieved if the
study is well-designed and has adequate resources so that participants are not exposed to
unnecessary harms. Merit is achieved if the rights and welfare of the human research
participants are protected
**Obtaining Scientific Merit approval for the Doctoral Project Plan (DPP) does not
guarantee you will obtain IRB approval. A detailed ethical review will be conducted
during the process of IRB approval.
How to Use This Form
This Doctoral Project Plan (DPP) form is intended to help you plan the details of your
Capstone Project. It provides a space for you to work out all the details of your design. Once
you have obtained Doctoral Project Plan (DPP) approval, you should be able to easily expand
on the information you have submitted here to complete the deliverable of your proposed
Capstone Project and write the Capstone Final Report because these sections follow the
outline of the Doctoral Capstone Report. It is recommended that you use this form in a stepby-step way to help you design your study. Expect that you will go through several
revisions before obtaining approval of this form. Research planning is an iterative
process; each revision often sparking the need for further revisions until everything
is aligned. These iterations and revisions are a necessary and customary part of the
research process.
Do’s and Don’ts
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Do use the correct form!
Don’t lock the form. That will stop you from editing and revising within the form.
Do complete the “Learner Information” and Section 1 first.
Don’t skip items or sections. If an item does not apply to your study, type “NA” in
its field.
Don’t delete the descriptions and instructions in each section!
Do read the item descriptions carefully. Items request very specific information. Be
sure you understand what is asked.
Do use primary sources to the greatest extent possible as references. Textbooks are
NOT acceptable as the only references supporting methodological and design
choices. Use textbooks to track down the primary sources.
If you change any design elements after your DPP is approved, you must
submit a revised Doctoral Project Plan. A current DPP must be on file
before your IRB application is submitted.
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Doctoral Project Plan (DPP)
GENERAL INSTRUCTIONS
Complete the following steps to prepare and submit your DPP for Scientific Merit
Review (SMR) approval for your doctoral Capstone Project.
• Keystone Learners: Your Keystone Instructor will facilitate the initial process.
• Capstone Learners: Your Mentor will facilitate this process.
CITI Research Training
Mentees must complete the CITI Research training and submit your CITI completion
certificate to your Keystone Instructor.
CITI Training Module
Milestone 1: Topic Approval
Complete Section 1 (1.1 and 1.2) of the DPP form for topic approval.
There are two ways to achieve Milestone 1:
1. If Section 1 of your DPP meets the rigor for a viable topic, your keystone instructor will
submit for school review. Receiving 80% on the DPP does not mean that it is ready for
the topic plan review.
a. You will work on all sections of the DPP during the Keystone Course, even if you do
not achieve topic approval. This will allow the Keystone Instructor to introduce you
to the necessary components of the Doctoral Project Plan.
2. If Section 1 is not submitted for topic approval during the Keystone Course (HMSV8700),
your Mentor will submit the topic plan in the Capstone Course – HMSV9971.
Milestones 2: Doctoral Project Plan
1. Work with your Capstone Mentor to complete and make any necessary refinements to the
DPP form.
a. If you did not receive topic approval in the Keystone Course, you will refine
sections 1 (1.1 and 1.2) and submit to your Capstone Mentor. Your Capstone
Mentor will submit section 1 for topic approval. After topic approval, you will
proceed to step 2.
2. Once you have topic approval (whether in the Keystone or Capstone Course), you will
refine and complete sections 2 – 7 in the DPP form. Make sure all sections are aligned
with the DHS Programs of Professional Practice and the DHS Doctoral Capstone Handbook.
—changes in one section could necessitate changes in another section.
3. After you have a polished version, you should review the DPP criteria with the rubric to
ensure you have provided the required information to demonstrate you have met each of
the scientific merit criteria.
4. Submit the completed form to your Capstone Mentor.
Scientific Merit Review(SMR)
The scientific merit reviewer will review each item against a rubric to determine whether you
have met each of the criteria. You must meet all the criteria at a level of “Proficient” or
greater to obtain reviewer approval. The reviewer will designate your Doctoral Project Plan
(DPP) as one of the following:
• Approved
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Doctoral Project Plan (DPP)
• Deferred
• Not Ready for Review
If the Doctoral Project Plan (DPP) is Deferred or Not Ready for Review:
• The SMR reviewer will provide feedback on any criteria that you have not met.
• You are required to make the necessary revisions and obtain approval for the revisions
from your Mentor.
• Once you have Mentor approval for your revisions, your Mentor will submit your
Doctoral Project Plan (DPP) for a second review.
• You will be notified if your Doctoral Project Plan (DPP) has been approved or deferred
for revisions.
• Up to three attempts to obtain Scientific Merit Review (SMR) approval are allowed.
Researchers, Mentors, and Reviewers should make every possible attempt to resolve
issues before the Doctoral Project Plan (DPP) is deferred for the third time. If a learner
does not pass the scientific merit review on the third attempt, then the case will be
referred to the Research Chair and/or Program Chair in your School for review,
evaluation, and intervention.
• While you await approval of your Doctoral Project Plan (DPP), you should begin
working on your Ethics Paper. Your Mentor has a template for you to follow.
• Once you have gained approval on your DPP (Milestone 2), you are ready to submit
your Ethics Paper and IRB application and supporting documents for review by the IRB
Committee.
Milestone 3: IRB Approval
1. Once you obtain SMR approval, you will begin and complete an eight to 10 page ethics
paper. This paper is a conceptual analysis of ethical principles typically related to all
professional Capstone Projects. Your Mentor has a template for you to follow.
2. Once your Mentor has approved your Ethics Paper, you will complete your IRB
application through IRBManager and submit any accompanying materials.
3. Consult the Research and Scholarship area within iGuide for IRB forms and detailed
process directions.
**You are required to obtain scientific merit approval (SMR) before you may receive IRB
approval. Obtaining SMR approval does not guarantee that IRB approval will follow.
Milestone 4: Pre-Data Collection Call
1. Once you have gained approval by the IRB, you are ready to schedule your Pre-Data
Collection Conference Call. You may not proceed to data collection until you have
completed this call.
2. Work with your Mentor and Doctoral Committee to set a date for the conference call.
3. Upon successful completion of the Pre-Data Collection Conference Call, your Mentor will
mark Milestone 4 complete, and you may proceed with data collection.
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Doctoral Project Plan (DPP)
Learner and Specialization Information
(MUST BE COMPLETED)
Learners, please insert your answers directly into the expandable boxes that have been
provided.
Learner Name
Shannon Harwell Perry
Learner Email
Sperry58@capellauniversity.edu
Learner ID Number
2397393
Mentor Name
Dr. David Owens
Mentor Email
David.owens@capella.edu
Specialization (check one)
Leadership and Organizational Management
Program Evaluation and Data Analytics
Specialization Chair Name
Dr. David Owens
Specialization Chair Email
David.owens@capella.edu
Committee Member #1 Name
Dr. Carolyn Allen
Committee Member #1 Email
Committee Member #2 Name
Dr. Amy Lyndon
Committee Member #2 Email
Capstone Type (check one)
Deliverable (check one)
Research Paper
Professional Product
Research Paper
Action Research Monograph
Program Evaluation
Professional Product
Service Project
Change Management Plan
Section 1. Topic Endorsement
Please, use single-spaced, Times Roman 11 pt. throughout the form – the boxes will
expand as you input text.
1.1
Capstone Topic (2 paragraphs)
Clearly describe the topic of the Capstone Project.
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Doctoral Project Plan (DPP)
This section should include:
 FIRST PARAGRAPH: State the topic of the capstone project. The topic statement
should include the problem or opportunity for improvement in the project. The
concepts of the topic must be clear and focused and well supported in the
literature.
o Begin this paragraph with, “The topic is…”
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SECOND PARAGRAPH: Describe the significance of this topic to Human Services
AND the specialization within your program. Include a statement about the
practical implications of the project by describing the impact of this Capstone
Project on the organization or community of interest.
Example – The topic of this capstone project is the effectiveness of a transitional
summer program, Helping Others, Inc., on middle school students’ chance of
success (graduation) in high school.
The topic should be correctly formed:
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The topic should be appropriate for the specialization.
The topic should use appropriate language for key concepts/phenomena.
The type of action proposed should be clearly specified.
The community of interest/organization/program or community and target population
should be named.
The concepts should be appropriately focused.
The topic should be supported by at least ten (10) citations.
The topic should be in alignment with current literature and the DHS Programs of
Professional Practice.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
The topic is the impact that poor supervision and excessive workload has on human
service professionals’ burnout and turnover at Mississippi Behavioral Health Services. The
capstone project is aimed at creating training manuals for a new program on ways of
cultivating empathy and reducing job burnout. The objective of the project is to review
available literature and determine the best practice for the training on how to minimize
empathy and reduce job burnout. Proper leadership and organizational skills will help reduce
burnout in employees (Fukui et al., 2019). Abusive supervisors in human service organizations
impact the work behavior of subordinates and cause work burnout (Akram et al., 2019).
According to Balwi et al. (2021), workload and job burnout are significantly related; excessive
workload increases burnout among employees in the human service sector. A training program
can reduce excessive workload by showing employees the work limits that they should follow
and stimpulating deadlines for some common tasks.
This topic relates to the field of human services and leadership and organizational
management because effective human services can be boosted through the reduction of
excessive workloads to reduce emotional exhaustion that leads to burnout (Huyghebaert et al.,
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Doctoral Project Plan (DPP)
2018). Human service provisioners will be assigned duties they can handle without getting
exhausted. Reducing the workload will also help protect the mental health of human service
workers (Kowalczuk, 2020). Mentally fit human service workers will provide high quality
services. Leaders will learn and appreciate the need for leadership support in minimizing
burnout (Gillet et al., 2021), because they will understand how they can apply good
supervisory leadership for efficient delivery of human services. According to Moyer et al.
(2017), reducing the work investment on employees can minimize burnout and thus improve
the quality of services offered.
1.2 Research Problem (2 Paragraphs)
Write a brief statement of the problem or need for improvement at the capstone site or program. Clearly
describe the gap in current practice, service, process, policy, and/or the identified outcome. Identify the
performance gap you wish to close and the potential root causes of the problem.
This section should include:
 FIRST PARAGRAPH: Write a brief statement that fully describes the problem being
addressed. This paragraph introduces the problem that is informing the research
and warrants the need for this study.
o Begin this paragraph with the statement, “The problem is…”
Example: The problem is that Helping Others, Inc’s transitional summer program
has not consistently improved high school graduation rates.

SECOND PARAGRAPH: Identify the need for the study. The need should be directly
related to the problem presented in the first paragraph. It must clearly identify a
gap in current practice, service, process, policy, or programs. It must clearly
identify the need for the research and the desired outcome.
Example: This study is needed because high school graduation rates are decreasing in
the service community where Helping Others Inc. provides its transitional summer
program. Decreased graduation rates have negatively affected the unemployment
rate in the area.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
The problem is human services professionals are experiencing high levels of burnout
due to poor supervision and excessive workload leading to high turnover (Akram et al., 2019),
and the Mississippi Behavioral Health Services does not have a training program in place to
cultivate empathy to address these important issues. The organization has not established
training programs to enlighten its members on good supervisory skills and how they can reduce
excessive workloads. Beks and Doucet (2020) found that poor supervision of employees leads
to burnout and suggested that supervisors should create good relationships with their
employees to reduce burnout. Poor supervision techniques such as bullying can lead to
employee exhaustion which is a major cause of burnout (Desrumaux et al., 2018).
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Doctoral Project Plan (DPP)
This study is needed because the rates of job burnout among employees of human
service organizations are increasing (Fukui et al., 2019). Job burnout is reducing the quality of
services offered by the human service professionals (Lizano, 2015). Since burnout is a
response to chronic workplace strains and is marked by feelings of emotional depletion
(Lizano, 2015), the study will be essential in establishing programs that will improve the
leadership styles of the organization. Proper supervision and assignment of duties will help
reduce job burnout (Mudallal et al., 2017).
•
Learners
Specialization Chair Topic Approval
After completing Section 1, Keystone or Capstone Learners should submit the DPP
form to your Keystone Instructor or Capstone Mentor for approval.
•
Collaborate with your Keystone Instructor or Capstone Mentor until you have
approval for Section 1, “Topic Approval.”
•
After you have received your Mentor’s approval for Section 1, your form will be
submitted for SMR review.
DO NOT REMOVE CONTENT FROM THIS SECTION
Approved
Deferred
Not Ready For Review
Reviewer Name: Dr. Dinah Manns
Reviewer signature:
Date: 30 August 21
Comments: Approved
Section 2. Rationale for Study
2.1 Capstone Project Problem Background
This section should further expound on the research problem and will include a brief
SUMMARY of the review and synthesis of the research literature on the topic. This should
include citations from at least 15 articles but should indicate that you have performed a
full review of the literature on the topic.
This section should include:

A statement about the body of existing literature on the topic.
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Doctoral Project Plan (DPP)

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A summary of recent research findings on the topic that highlights the most
relevant findings of the proposed study.
A demonstration of how the proposed research could add to the existing literature
on the topic.
Be sure to provide appropriate in text citations and include references in the reference
section.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
*This will not be your Capstone Project literature review but an initial foundation. You will
continue to add to your literature review throughout your Capstone.
Poor supervision and excessive workload increase the occurrence of work burnout.
Poor supervision techniques such as bullying and lack of supervisory support can cause role
stress among employees. Role stress proportionally develop job burnout among employees.
Abusive supervision in work environments impacts the work behavior of subordinate and
causes work burnout (Akram et al., 2019 ). Workload and job burnout are significantly related.
An increase in the workload increases the possibility of burnout (Balwi et al., 2021). Clinical
supervisors should create healthy relationship with their supervisees to prevent burnout (Beks
& Doucet, 2020). Poor supervision techniques such as bullying increase the rates of burnout
(Desrumaux et al., 2018.). According to Dewi & Diana (2019), workload is significantly
related to role stress. Employees with role stress are most likely to have job burnout.
Supervisory support helps reduce turnover intention (Fukui et al., 2019). Researchers
found that nurses working under poor supervision have high levels of burnout. The lack of
supervisory support to the nurses makes them develop job burnout (Gillet et al., 2021.). In
addition, increased workloads negatively affect job burnout among teachers (Huyghebaert et
al., 2018). Excessive workloads also affect the mental health of nurses. The nurses develop
burnouts and as a result take many sick leaves (Kowalczuk, 2020). According to Moyer et al.
(2017), heavy work investment negatively affects job burnout. Employers should reduce the
burden of work on their employees to minimize burnout.
Mudallal et al., 2017 conducted a study and discovered that leadership supervision is
correlated to burnout. Proper supervision skills improve the working conditions of employees,
therefore minimizing burnout. Moreover, workload is directly proportional to burnout (Tziner
et al., 2019). As the quantity of work increases, so does the prevalence of job burnout. Wang
(2020) did a study on the effects of abusive supervision on employees and found out that it
increases burnout. The author also concluded that surface acting has a negative impact on
work burnout. Surface acting involves faking the required emotions. When people try to
engage in surface acting, they do not actually try to feel the emotions they wish to portray.
Medical practitioners often experience an overload of work in hospitals. The medical
professionals experience job burnout due to the large number of jobs they perform.
According to Wu et al., (2019), abusive supervision is related to work burnout. The
authors did a research on employees working in a transportation company and discovered that
abusive supervision greatly impacts work burnout. Abusive supervision leads to negative
psychological effects and thus increases the rates of burnout. According to the articles, poor
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supervision of employees will increase job burnouts. The leaders should provide effective
leadership to prevent the occurrence of job burnout. Some practices like bullying and lack of
supervisory support should be avoided. Additionally, giving employees a lot of work will
increase their possibility of having work burnout. Workers should be allowed to perform duties
that are not in excess of their capability. It is important that leaders delegate duties to
employees putting into consideration their potential. Employees should not be overworked in
organizations.
According to Akram et al., 2019, poor supervision has determined effects on employees
work behavior. When employees work are poorly supervised, they develop dysfunctional or
negative behaviors and attitudes. An abusive relationship between employees and leader of an
organization leads to counterproductive work behavior. Employees require emotional support
from supervisor to perform well. When supervisors do not offer the support, they motivate
employees to engage in counterproductive work behavior. Leaders of an organization should
offer guidelines to their subordinates to help boost their performance.
Poor supervision makes employees to be exhausted emotionally. Interpersonal conflicts
between a worker and an abusive leader will make them develop emotional exhaustion. The
abusive leader will lose control of the employees. Abusive leaders make their employees to
feel pressure. As a result, they will get exhausted emotionally and will not be able to perform
well. Time pressure on employees also limit their ability to perform well. Giving employees
short deadlines to complete certain tasks will make their performance poor. The employees
will get emotionally exhausted due to the pressure from leaders to keep strict deadlines. When
employees have a feeling that their supervisors, are not supporting them emotionally, they will
feel exhausted according to Day et al., 2017. The lack of emotional support from leaders make
employees develop burnout.
Excessive workload makes employees to develop stress. Chronic work stress will
deplete energy and diminish efficacy in employees. Most employees given excess duties
develop work burnout. An excessive workload makes employees to feel little control over their
work according to Gillet et al., 2020. As a result, they mentally disengage from their
colleagues at work. The work conditions will make them grow a negative attitude about the
workplace. Working for a long time will take the joy of work out of employees and make them
feel exhausted. Given employees more work than they can reasonably handle makes their work
performance to decline. The employees will consistently fail to deliver high-quality work due
to the overload. Poor leadership qualities from the leaders can make discussions about the
work overload backfire. The leaders can perceive the employees as inefficient and lazy. The
fear of being fired or replaced by someone else will make employees feel emotionally
exhausted.
Excessive workload leaves employees with no time for meditation, exercise, or
relaxation. The employees will spend all their time doing the duties assigned to them without
taking a break or resting. As a result, their bodies are affected. The body needs some physical
exercise and rest to remain fit. When none is given, the body will get exhausted. Employees
who lack enough time to get rest and do physical exercises always feel exhausted. The long
and irregular hours spent at work will make employees physically exhausted (Inegbedion et al.,
2020). They are likely to feel pain in the hips and lower back as a result of the long periods
they spend working.
Excessive workload is likely to affect the moods and emotional well-being of employees. The
performance of employees on the job will significantly reduce if they have bad moods.
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Moodiness will also determine ho they relate with family, friends, supervisors, and co-workers.
Assigning excessive duties to employees will make them feel heightened anxiety and increase
overall dissatisfaction with work. The employees will be worried about keeping up with the
excess workload which can make them develop feelings of inadequacy and low self-esteem
especially under poor leadership (Dall’Ora et al., 2020). The workers will develop feelings of
helplessness. As a result, their morale to perform will reduce. Overburdened workers will feel
exhausted with the work and thus develop job burnout.
2.2 Need for the Project and Evidence to Make Change
.
Provide a rationale supported by current information regarding the need for this Capstone
Project.
This section should include:

The results of a needs assessment or an analysis for the project.

A description of issues identified in the workplace, project, or community.

Any relevant population and organizational demographics and statistics related to
the proposed Capstone Project.


A description of why the study is important.
A description of whom the study will benefit.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
The objective of this project is to show the need for training and supervisor manuals.
Gathered information and other support documents states business schools teach using a
standard operational procedure (SOP) manual. Over 8 of 10 companies use formal policies and
procedures manuals, a survey of over 1,000 business owners found. But less than three percent
of workers actually use their company’s SOP manuals after their initial training period. This is
a mistake that fails to take advantage of the important benefits that SOP manuals offer.
Having your standard operating procedures documented makes it easier to train new
employees, saves time, makes your business more scalable, reduces your liability risks and
adds market value to your company. By unitizing the proper empowerment evaluation
approach, organizations are able to develop new insights into how their strategies work and
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what factors support or impede a strategy’s ability to achieve positive outcomes (e.g.,
organizational resources, how staff is trained to implement the strategy) (CDC, 2009).
Eventually, organizations are able to conduct their own evaluations without the assistance of
the evaluator and integrate evaluation into their day-to-day management practices (CDC,
2009). There are other factors that support the need for training manuals. The use of the lean
and agile methodologies, this small scale helps team function more effectively, using on a
larger scale helps business stay ahead of their competition. Since the beginning of the
agency’s several other agencies which proves the same services are thriving due to constant
training. According to (NJBIA, 2018) supervisor training should be done at least once a year:
discrimination and harassment, the employee handbook and responsibility specific to being a
supervisor
d2.3 Theoretical Foundations
Briefly describe the primary theoretical framework or model to be used for the study that
will serve as the lens through which you will view the research problem and research
questions.
NOTE: The theoretical foundation should be a theory from your discipline that supports
the topic and should reflect on how you understand the topic and constructs in the study.
To select the theory of model for the study, review the DHS Programs of Professional
Practice.
This section should include:
• A review or discussion of the theory that will guide the project.
• An explanation of how the theory or model defines the variables or constructs of
the study.
• An explanation of how the theory or model will guide the study.
• A list and explanation of any study assumptions.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
The health belief model (citation) can be used for the study to determine the impact that
poor supervision and excessive workload has on human service professionals’ burnout and
turnover. The model will be used to predict and explain the individual changes in health
behaviors. The model will define excessive workload and poor supervision as the factors that
influence human service professional’s burnout and turnover. The health belief model can be
used to create supervision manuals in human service organizations. The model can be used
alone or in combination with other models and theories. Data that is appropriate and
meaningful to the target population can be identified using the model according to Luquis &
Kensinger, 2019. (
The model will guide the study by first collecting data through a health needs
assessment. The population at risk and employees to be targeted will also be determined. The
health issues associated with excessive workload and poor supervision will be conveyed. The
model will also allow an understanding of the health issues. In addition, the model will allow
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communication to the target population about the steps the research will take (Luquis &
Kensinger, 2019). The model will provide support that will enhance the likelihood of a
successful research.
The health belief mode assumes that the individuals are largely rational in their actions
and thoughts. The best health supporting actions will be taken if the people feel have a feeling
that it is possible to address the negative health issue. The participants should also have a
positive believe that the health issues can be resolved with the right actions. The model also
make the assumption that the participants are ready to put into action the recommendations
made (Luquis & Kensinger, 2019). All the strategies recommended to help minimize the health
problem should be implemented by the hospital employees.
Reference
Luquis, R. R., & Kensinger, W. S. (2019). Applying the health belief model to assess
prevention services among young adults. International Journal of Health Promotion and
Education, 57(1), 37-47.
2.4 Researchers Positionality
In this section, you will define your role, position, and how positionality will impact your
research study.
This section should include:
• The title of your role or position in the organization, program, or community in
your site.
• A description of your job duties at the site.
• A description of how your position will impact the research project.
• A statement that identifies if you are an insider (work or volunteer with the
organization) or outsider, or a collaborator with insiders (no affiliation, but working
with stakeholders within the organization).
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
In the organization, I am a Mental Health Therapist. My duties at the site include
providing strength-based, solution-focused therapeutic services in society. I have to have
knowledge about the diagnosis, strength, and treatment goals of the clients. I also ensure all
clients have recover plans within 30 days to minimize the risk of self-harm as well as harm to
others. The plan also help restore stability, reduce hospitalization, and identify precursors. In
addition, I provide crisis intervention health services to customers in accordance with the
organization’s procedures, policies, and service definitions. Documentation for all bills has
also be done. I used the organization’s computer system to document the patient bills. A
Mental Health Therapist at the organization is also expected to actively take part in evaluations
conducted by the organization (Hayes et al., 2019.

My position as a Mental Health Therapist will facilitate the research. Having frequently
interacted with other health staff at the organization, I will easily convince them to take part in
the research. The employees recognize me from out daily interactions. Therefore, it will be
easy for them to trust an insider with confidential information compared to when the research
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is conducted by an outsider. The employees will be convinced that I understand their situation
because I am part of the system. I also understand the strength and weaknesses of most
employees at the organization. Therefore, I will identify an appropriate way of identifying and
approaching potential participants.
I am an insider at the organization. I work with the organization as a part time
employee. My roles at the organization as a Mental Health Therapist revolve around helping
community members with mental health related services.
Reference
Hayes, S. C., Hofmann, S. G., Stanton, C. E., Carpenter, J. K., Sanford, B. T., Curtiss, J. E., &
Ciarrochi, J. (2019). The role of the individual in the coming era of process-based
therapy. Behaviour Research and Therapy, 117, 40-53.
2.5 Practical Implications
Please describe the specific practical implications of your findings that can be used by the
stakeholders.
This section should include:
 A minimum of two (2) paragraphs. Every statement must be supported by the
literature.
 A description of the specific practical implications (who may benefit) from the
research that can be used by any or all of the following stakeholders:
o the population being studied,
o practitioners, clinicians, or medical practitioners,
o community-based service providers or health organizations,
o educators, colleges/universities or
o the wider community itself.
Use current (within 5-7 years), scholarly, PRIMARY resources to support
statements. Textbooks are not primary resources. Theses and dissertations are
not considered peer-reviewed published articles. Use APA style in citing all
resources.
REMEMBER
NOTE: Be cognizant of the limitations and scope of the proposed research. Do not
promise practical implications that are beyond the scope of the research.
Health organizations should emphasize proper leadership skills. Poor supervision
contribute to job burnout. The leaders of an organization need to practice appropriate
leadership skills. They should apply proper leadership qualities such as good communication,
approachability, positive attitude, tolerance, and flexibility. The leaders should be effective in
the way they supervise employees to prevent job burnout. Employees who are well supervised
will also show low turnover rates. The employees will be satisfied with their jobs and will
purpose to remain at the same workplace. Poor supervision characteristics such as egoism, lack
of accountability, authoritarianism, and biases should be avoided in an organization (Amelung
et al., 2021.
Health organizations should also minimize employee workload. Excessive workload
leads to stress, burnout, and loss among workers. The organization should provide clear job
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descriptions that will allow each employee to understand what is expected of them (Inegbedion
et al., 2021. The employees will know how to
plan themselves for the tasks and responsibilities. Moments of recovery are also important in
an organization. The leaders should give employees time to relax to reduce pressure and stress.
The breaks should be given mainly after strict deadlines, big projects, or seasonal peaks. In
addition, health practitioners should stimulate personal leadership when it comes to excessive
workload. The employees should structure and prioritize their duties as well as defining their
boundaries (Shahin et al., 2018.

s.20180706.21 ).
References
Amelung, V., Chase, D., & Kreutzberg, A. (2021). Leadership in integrated care. In Handbook
integrated care (pp. 217-233). Springer, Cham.
Inegbedion, H., Inegbedion, E., Peter, A., & Harry, L. (2020). Perception of workload balance
and employee job satisfaction in work organisations. Heliyon, 6(1), e03160.
Shahin, M., Abdrbo, A., & Bayoumy, S. A. (2018). Effect of personal and working
characteristics on staff nurses’ leadership behaviors in acute care setting. American
Journal of Nursing, 7(6), 281-286.
Section 3. Research Theory
3.1 Purpose of the Study
State the purpose of the study. The purpose of the study is to answer the research
question or provide practical answers to a problem or weaknesses of the current practice,
service, or process, policy
This section should include:




A summary of the intended outcomes of the study.
An identification of who can benefit from this research and how they might benefit.
A statement of the purpose of the study and the need that it addresses.
A statement about the outcomes or findings of the Capstone Project and how they
will be sustained.
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
The purpose of the project will be to identify the need for a manual(s) to decrease poor
supervision and excessive workload which contributes to burnout within human service
workers. Over the last year according to (Fingerprint for Success, 2021) more than 700,000
employees worldwide found that comments related to burnout doubled from March 2020 (prelockdown) to April 2020 (during lockdown, working remotely increased from 2.7% to 5.4%
and almost 70% of these professionals say their employers didn’t do enough to prevent or
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lessen burnout, further statistics show only 1 in 5 were able to have an “open, productive
conversation with HR” to find ways to relieve their job burnout.
This study is needed due to the increase number of turnovers in the human services
field. This manual will provide a more in-depth outline to follow in the beginning of a hiring
process. Agency who provides services in the human services field is growing rapidly. A
small team can grow from 20 to 200 in a single year if the services offered are in dire need.
When the workload increases rapidly the workplace becomes chaotic and communication
between employer and employee is limited. This is why manual(s) are needed. This manual is
the documentation by which an organization to provide guidance for members as well as new
members to perform their functions correctly and reasonably efficiently (BIT.AI, 2021)
3.2 Research Question(s)
List the primary research question and any sub-questions that the proposed study will
address. The research question(s) should be correctly formed.
This section should include a research question(s) or sub-questions that:




Align with the research problem, the research topic, and the Capstone title.
Identify the intended analysis.
Is phrased in a way that will be answered by the intended methodology and analyses.
Identify the specific variables to be explored, use language consistent with the
research design or approach, and clearly identify the population being studied.
Qualitative Example: How can DHS caseworkers help the homeless population become
self-sufficient?
Quantitative Example: How does employee morale in millennial research analysts affect
creativity?
Use current (within 5-7 years), scholarly, PRIMARY resources to support statements.
Textbooks are not primary resources. Theses and dissertations are not considered peerreviewed published articles. Use APA style in citing all resources.
Primary Research Question: How can constructing an employment training manual decrease
burnout?
Research question 2: What is the relationship between poor training and job burnout?
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3.3 Capstone Project Title
The Capstone Project Title should be correctly formed:




The title should be aligned with the Research Problem (1.2) and Research Question
(2.2), (use the same terminology for all).
The title should reflect the key variables or constructs to be studied.
The title should reflect the method to be employed in the research.
The title should be concise (12 words or less).
The impact poor supervision and excessive workload contributes to burnout and turnover.
Section 4. Research Methodology
4.1 Summary of methodology
Briefly describe the Capstone Project research design.
This section should include:





A description of the methodology (qualitative or quantitative).
A description of the design (case study, generic qualitative, correlation, etc.).
A description of the type of action research (participatory action, critical action
research, action science research, or appreciative inquiry).
A description of what data will be collected (validated instruments, interviews,
archival data, organization policies, and procedures, etc.).
A description of data analysis that will be used (thematic analysis, descriptive
statistics, inferential statistics).
The qualitative research can be conducted through interviews. The researcher will
organize personal interview sessions with the employees. The employees will be asked
questions on one-on-one conversations with the interviewer (Gill & Baillie, 2018
The questions will aim at answering the research
question. Employees will provide feedback that will be used to determine the impact of poor
supervision and excessive workload on job burnout and turnover. The design of the study will
case study. The research will employees at the organization. The case study will be used to
answer the research question. The meaning of the experiences will be considered for the
participants (Harrison et al., 2017. The results will not be used to generalize other
groups of people.
The participatory action research type will be used to understand the health
situation. The participants and researcher will work together to help understand the situation.
Participation and action of members of the organization will be emphasized. The research will
seek to understand how poor supervision and excessive workload affects job burnout and
employee turnover. According to Rosskam (2018), participatory action research type involves
the collection of data based on the self-reflection of employees
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( The members of the
organization will be encouraged to participate in the research. The organization will be studied
to determine how the problematic factors relate.
Data will be collected from interviews. The researcher will direct engage with the
participants through direct conversations. Data will be collected verbally during the process.
Thematic analysis will be used to analyze data collected. The analysis will look at the patterns
of the data collected. The method of analysis involves the categorization of the data according
to their similarities (Castleberry & Nolen, 2018. .
The themes will help determine the meaning of the data collected. The views and opinions of
the employees will be examined using the analysis method. The data will be analyzed and
appropriate findings documented.
References
Gill, P., & Baillie, J. (2018). Interviews and focus groups in qualitative research: an update for
the digital age. British dental journal, 225(7), 668-672.
Harrison, H., Birks, M., Franklin, R., & Mills, J. (2017, January). Case study research:
Foundations and methodological orientations. In Forum Qualitative
Sozialforschung/Forum: Qualitative Social Research (Vol. 18, No. 1).
Rosskam, E. (2018). Using participatory action research methodology to improve worker
health. In Unhealthy Work (pp. 211-228). Routledge.
Castleberry, A., & Nolen, A. (2018). Thematic analysis of qualitative research data: is it as
easy as it sounds?. Currents in pharmacy teaching and learning, 10(6), 807-815.
4.2a Quantitative Measures and Instruments
List and describe each variable and the data collection instrument or measurement tool
you will use to collect these data. These should include standardized questionnaires,
demographic data, and surveys, etc. See Appendix A for an example of a completed
chart. Only standardized instruments can be used in quantitative studies.
Attach a copy of each instrument you plan to use as an appendix to the
Capstone research form.
Variable
Type
Variable
Name
Survey/Questions/
Calculations
Variable Level of
Measurement
Instrument
Name
Reliability
Estimates
*Insert more rows as needed
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4.2b Qualitative Constructs and Interview Guide
List and describe each qualitative construct and the data collection method you will use to
collect these data. Include the alignment of the data collection source with the concept.
See Appendix B for an example of a completed chart.
Attach a copy of the interview guide you plan to use
as an appendix to the Research Plan.
Data Source
Specific Data Source
Constructs of
Interest
Interview
Email interview session.
Poor supervision
and job burnout
Interview
Telephone calls interview session.
Poor supervision
and turnover
rates.
Interview
Telephone calls interview session
Excessive
workload and
job burnout.
Interview
Face-to-face conversations.
Excessive
workload and
turnover rates.
Specific
Interview
Question
What is the
impact of poor
supervision on
job burnout
among
employees in
the health
setting?
What is the
effect of poor
supervision on
the rate of
turnover among
employees in
the health
sector?
What is the
impact of being
overworked on
job burnout
among
employees at
the
organization?
What is the
impact of being
overworked on
high turnover
rates among
employees at
the
organization?
*Insert more rows as needed
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Qualitative constructs are the subjects that will be measured using survey questions
during the research. The first subject to be measured will be poor supervision and job burnout.
The research will aim to establish the relationship between poor supervision and job burnout.
The performance of employees in an organization depend on the leadership styles used. The
relationship between poor supervision and job burnout will be determined through the
interview session. Preferably, an email interview session will be used to collect data. Some
employees might be uncomfortable speaking about how they are not properly supervised in the
presence of their employers.
The relationship between poor supervision and turnover rates will also be determined.
The leadership of an organization determine whether it will retain or lose employees.
Employees who are not well supervised may opt to move out of the organization. The
researcher will inquiry from the participants about how poor supervision can affect the rate of
employee retention in comparison to proper leadership strategies. Answers to the construct can
be provided via telephone calls. The researcher will engage the participants through telephone
calls. Matters concerning the leadership of an organization should be discussed privately to
protect the job of the participants. The telephone conversations cannot be heard by anyone.
Excessive workload and job burnout is also another subject of discussion. When
employees are given more work, they are most likely to get tired. As a result, job burnout may
develop. The relationship between excessive workload and job burnout will be determined
from the interview sessions. The employees will be asked questions about how the quantity of
work affects their performance leading to job burnout. Telephone calls will be used to obtain
data from the participants. Participants will respond to questions about how the duties and
responsibilities allocated to them affects their performance. The conversations should be kept
confidential to protect employees.
Excessive workload and turnover rates are related in some way. The research will aim
to determine the relationship between the two. A qualitative analysis will be done to determine
the impact of excessive workloads on the rates of employee turnover. When employees are
assigned too many tasks, they may opt for other alternatives. Overworking will lead to stress
and tiredness. Employees will not appreciate being stressed with work. Face-to-face
conversations will be used to collect the data. Employees can speak freely about how excess
duties and responsibilities at the workplace can lead to high turnover rates. Information that
will be provided is not too sensitive to warrant a lot of privacy. Participants will confide in the
researcher and provide the necessary information. The researcher will also guarantee
participants that all information provided will be kept private.
*4.3 Field Tests
Only complete if the research study is greater than minimal risk.
Field tests must be completed for qualitative interview questions if the study is greater
than minimal risk.
According to 45 CFR 46.102(i), minimal risk means, “The probability and magnitude of
harm or discomfort anticipated in the research are not greater in and of themselves than
those ordinarily encountered in daily life or during the performance of routine physical or
psychological examinations or tests.”
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If you are unclear about the nature of the study, please consult with the Research Chair or
Capella’s IRB. IRB approval is not required before a field test is conducted. The results of
the field test should be submitted as part of the IRB application once the DPP is approved.
Field test experts should be practitioners in the field that are knowledgeable about the
topic. You may use a Capella faculty who has a relevant background.
This section should include:
 A list of the original interview questions (before the field test).
 A rationale for each original interview question that explains how the question will
provide answers to the specific research question.
 The identification of field test experts (name and credentials).
 A description of the suggestions, comments, or recommendations from the field
test experts.
 A list of the final, updated interview questions.
4.4 Data Analysis
Detail the actual data analyses to be conducted to address each research question.
For each research question and sub-question provide the following:
 A description of the data source.
 A description of how raw data will be analyzed (transcription, calculation of scaled
variables, etc.).
 A description of how data will be managed, processed, and prepared.
 The method of qualitative analysis or statistical analysis.
 A description of how data will be stored and protected.
The data source will be interviews as well as using the existing manual (MBHS yearly
training which consist of the following: HIPPA, job specific training, updating clinical
documentation updates, and new hire orientation) to identify areas that needs replaced or
eliminated. The interviews can be structured or unstructured. The one-on-one conversation
between the researcher and participants can be recorded. The audio tape can later be used to
listen to what the participants were saying. Any reference can be made to the audiotape in case
the researcher misses anything during the analysis of data. All data collected during the
interviews will be available for analysis.
Raw data collected and recorded can be analyzed using the transcription method. The
data will be observed through repeated careful listening. Maximum attention will be paid to
what can be heard in the recording. The volume and audio quality of the recording should be
high. The sound should be heard clearly for a good transcription to be done.
Data collected during the research will be managed through conversion into written
reports. The audio needs to be converted into written form. The researcher will keenly listen to
the audio and transcribe the data to written form. The dates, locations, interviewer
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characteristics, and participant characteristics will also be recorded. The audio data can also be
stored on a data dictionary file under specific names. The data will be processed by looking at
the similarities and differences in the transcribed data. The themes portrayed by the data have
to be determined. Data categories are developed according to the themes identified. Data
collected can be prepared through the printing of the transcripts. The notes, documents, and
any other materials used in the research have to be gathered. The source of the data and any
demographics collected in the research should be marked. The researcher should prepare any
information that can be used in data analysis.
Thematic analysis will be used to analyze the data. The data set will be read through
and patterns in meaning across the data identified. First, the researcher will familiarize with the
data. The data in audio form will be transcribed into written form. The written data will be read
and the meaning identified. Codes will be created and collated with supporting data. The
different codes created will be grouped into themes. The themes created can be reviewed and
revised. Appropriate narratives can be derived from the themes.
Data can be stored as digitally recorded voice files. An MP3 format or any other similar
format can be used to hold the data. The data will be available for use in audio form.
Transcribed data can be stored in word-processed documents. Relevant security procedures
will be implemented to ensure the data is protected. First, the data has to be held in different
forms. Some of the forms include voice files and text files for holding notes and transcripts.
Text files can be used in the data analysis software. Data stored in notes form can be protected
using passwords. A user must input a password before accessing the data.
4.5 Sample Size
For each data source, describe the sample size, and provide references to support sample
size decisions.
For qualitative research, a sample size of 8 to 15 people will be appropriate, which is fit
for the analysis and scale of this study. Fifteen participants are most likely to produce themes
and comments that can be used to make conclusions. Any further information acquired cannot
bring about significant changes (Boddy, 2016). The team selected for participation can include
nurses, teachers, accountants, and other physicians. The participants should be able to relate
with excessive workload and poor supervision leading to job burnout. The participants can be
recruited in schools, hospitals, banks, and other business organizations.
Reference
Boddy
, C. R. (2016). Sample size for qualitative research. Qualitative Market Research: An
International Journal.
4.6 Assumptions
Identify the key (A) theoretical, (B) topical, and (C) methodological assumptions of the
Capstone Project.
This section should include:
A. A description of the theoretical assumptions which will include the fundamental
constructs of the theoretical foundation that you selected in Section 2.3.
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B. A description of the topical assumptions which will include the assumptions
revealed from previous research, the literature on the topic, and
assumptions made by researchers in the field.
C. A description of the methodological assumptions which will include an explanation
of the epistemological, ontological, and axiological philosophical assumptions that
support the research methodology.
The fundamental constructs of Health Belief Model are that the health behavior of
people can be predicted by risk susceptibility, barriers to action, benefits to action, cues to
action, self-efficacy, and risk severity (Hartley et al., 2018.
The research project will follow the fundamental
constructs of the Health Belief Model. The research will also assume that the method applied is
allowable within the paradigm. The important and valuable data will be collected during the
research. Subjectivity and bias in the research could lead to errors. Therefore, the research
assumes that emphasis is given on the objective researcher. Moreover, the research is assumed
to use quantifiable methods only. Experimental research will be used in the project.
Topical assumptions of the research include the idea that all employees will be
influenced by at least one of the basic aspects of the organization. The aspects include
attitudes, perceptions, and management support. The participants will be influenced by their
perceptions about the researcher and the organization. The feedback provided will depend on
how they view the organization and the researcher. The attitudes of the employees towards the
researcher and the organization will also determine how they respond to the interview.
Furthermore, the support given to workers by the management will also determine how they
will respond to the research.
The methodological assumptions of the research include the assumption that all
participants will positively respond to the method used in the study. The method used to collect
data is the most important. Participants should be comfortable with the method in order to
provide accurate and relevant data. A positive response to the study method will aid the
feedback process.
Reference
Hartley, E. M., Hoch, M. C., & Cramer, R. J. (2018). Health belief model and theory of
planned behavior: A theoretical approach for enhancing lower extremity injury
prevention program participation. International Journal of Athletic Therapy and
Training, 23(1), 16-20.
4.7 Limitations
Evaluate the weaknesses of the Capstone Project at this time.
This section should include:



The areas that need to be improved before starting the Capstone Project.
The areas that cannot be improved.
The reasons for not redesigning to address any of the limitations identified.
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Before starting the capstone project, the scope of the project should be improved. All the
deliverables mentioned in the capstone project will be difficult to accomplish. The scope
should be given some tolerance ranges to help minimize the scope risks. The researcher should
be allowed to choose the deliverables that are most likely to be accomplished. Some of the
deliverables on the scope can be cancelled or omitted. Dropping the deliverables will help cut
down the time and cost of the study.
The area that cannot be improved is the quality of the research. The research is of high quality.
Being a doctoral research project, the quality of the research is good. Changing the quality will
mean the cost and time frame of the research have to be adjusted. Changing the quality is also
most likely to affect the scope of the research. However, the project cannot be redesigned to
address the limitation identified. If the scope of the project is changed, the time and resources
allocated for the project will have to change as well. The scope has to be maintained so that the
project can be completed within the stipulated time. All resources allocated for the project also
have to be maximized.
Section 5 Sample and Design (Approach)
5.1 Sampling and Recruitment
For each data source, describe the sampling plan. Describe how you plan to select the
sample. Include the steps you will take to recruit participants.
This section should include:


A brief description of the data source, the sampling plan, and inclusion and
exclusion criteria.
The recruitment strategies (where applicable).
The sampling strategy that can be used is the purposeful sampling technique. The
technique will allow participants to provide detailed and in-depth information about the
research question. The researcher generates the qualifying criteria each participant must meet
to qualify for the research study (Suri, 2011). For example, the research question requires that a
participant be employed in an organization. The research technique will enable the collection
of sufficient data that can be used to make conclusions about the research question. When
obtaining a sample for research, some challenges can be experienced. The challenges include
the inability of potential participants to provide the researcher with the desired information,
refusals by some people to participate in the research, and unsuccessful attempts to contact the
potential participants. The researcher will have to convince potential participants to take part in
the survey.
Reference
Suri, H. (2011). Purposeful sampling in qualitative research synthesis. Qualitative research
journal.
5.2 Expected Site
Describe the organization or site(s) from which you expect to draw the sample.
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This section should include:




The
The
The
The
name of the agency.
type of agency (profit, nonprofit, government).
population served.
agency’s mission and/or human services they provide.
The organization in use for project is listed as Mississippi Behavioral Health Services. This is
a for profit organization which provides services for individuals as young as 6 years and the
oldest being 94. These individuals are housed in foster care, adoptive home as well as nursing
homes. This organization has several services under their realm of care such as those who
suffer from depression, anxiety or ADHD or any other illness listed in the DSM-5. The
mission of Mississippi Behavioral Health Services is “provide consumers with increased
awareness of the internal and external resources necessary to be successful in the community
setting of their choice, to improve their ability to access these resources and thereby decrease
the need for out-of-home placement, including hospitalization”.
5.3 Site Permission
This section should include:



The name of the authorized individual allowing the use of the organization or site.
A statement of whether the site has an IRB.
The process to obtain permission to access the stakeholders, population, or data
source.
The name of the authorized individual allowing the use of the organization or site is Takisha
Harris, the Region Operation Manager (ROM). A statement of whether this site has an IRB
isn’t mentioned. The process to obtain access to the stakeholders, population, or data are
through paper work which has individual private information deleted or marked through to
avoid confidentiality as well as speaking with past and present employees. I attempt to speak
with individual who left on their own will and gain information from their exit interviews.
5.4 Participant Contact
How will potential participants first be contacted? How will participants be contacted
following the study?
The focus on the DDP is constructing a manual to improve supervision, but in order to gain the
needed information a form of communication is developed. There is no way around
technology, whether it be calls, texts, emails or zoom; all of the devices mention will be used
to contact each individual. As for continued communication throughout the project, I will/have
request each individual to call and/or text or set prior appointment to gain continued
information.
5.5 Action Plan and Time Frame
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Describe the steps and time it will take to complete the Capstone Project. Provide a
quarter-by-quarter listing of activities from start to finish. Describe the exact procedures
that will be needed to carry out this study. This should read like a recipe for conducting
the study. Be sure to include all the necessary details so that someone else would be able
to follow this to replicate the study. (See Appendix C for an example of a completed
chart.)
This section should include:
 A step-by-step description of exactly how the research will be conducted.
Activity
Quarter 1 2020
Quarter 1 2020
Quarter 1 2020
Quarter 2 2021
Quarter 3 2021
Quarter 3 2021
Quarter 3 2021
Quarter 3 2021
Quarter 3 2021
Quarter 4 2021
Quarter 4 2021
Quarter 1 2022
Quarter 1 2022
Quarter 1 2022
Quarter 1 2022
Quarter 1 2022
Quarter 1 2022
Quarter 1 2022
Quarter 2 2022
Quarter 2 2022
Quarter 2 2022
Estimated time frame
Mentor Approval of Capstone Topic Draft
Mentor Approval of Capstone Topic
Program/Specialization Approval of Capstone Topic
Mentor Approval of Capstone
Proposal/Research Draft Plan
Mentor Approval of Capstone
Proposal/Research Plan
School Approval of Capstone
Proposal/Research Plan
Mentor Approval of Ethics
Review and IRB Screening Draft
Mentor Approval of Ethics
Review and IRB Screening
IRB Approval
Virtual Interview via Zoom with [MBHS]
Leadership Staff and Board of Directors
Virtual Interview via Zoom with
subject matter experts MBHS[Batesville]
Organize and Transcribe the Data
Data Collection Completed Review
Develop the training manual – Draft
Subject matter experts (MBHS)
review training manual and make changes need to be
made
Finalize training manual with
HR rep (MBMHMC) and
subject matter expert (MBHS) – make necessary changes
based on feedback
Present the finalized training manual to
Takisha at [MBHS]
Work on Drafts of Capstone (Report and Deliverable)
Committee & School Review Approval
Dean Approval
Progress Review
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Week 1-3
Week 3-7
Week 7-9
Week 1-9
Week 1-3
Week 3-5
Week 3-6
Week 3-7
Week 4-9
Week 1-5
Week 1-5
Week 5-7
Week 5-8
Week 5-10
Week 5-10
Week 1-5
Week 6 – 7
Week7-10
Week 1-5
Week 6-9
Week 10
26
Doctoral Project Plan (DPP)
Milestone 2 is the foundation of my CAPSTONE project. The first quarter will be
utilized to develop the final draft of the DPP addressing each element of the template. The
topic of study is the impact that poor supervision and excessive workload have on human
service professionals’ burnout and turnover at Mississippi Behavioral Health Services. The
capstone project is aimed at creating training manuals for a new program on ways of
cultivating empathy and reducing job burnout. The plan of action for the quarter starts from
finalizing the training manual with the HR rep and subject matter expert, presenting the
finalized training manual to Takisha, to working on drafts of the Capstone project.
The training manual developed will be submitted to subject matter experts (MBHS) and
HR rep in weeks 1-5. MBHS will review the training manual and determine any necessary
changes. All changes recommended by the MBHS will be made. The MBHS will state all
necessary changes that should be made on the Capstone project. The feedback provided by the
HR rep and MBHS will be used to make the changes. The training manual has to reflect all
changes as directed by the MBHS and the HR rep. feedback provided will be used to keep the
manual updated. The feedback might require some topics to be expanded and suggest some
that have not been covered at all (Coelho et al., 2019.

The finalized training manual will be presented to Cynthia in weeks 6-7. Takisha will
receive the manual and go through it. Takisha will check if the manual is correct and if
contains all the necessary information. One week is an appropriate time for her to go through
the manual and provide feedback. Takisha will approve the Capstone if it is correct.
In weeks 7-10, I will work on the drafts of the capstone. The drafts are the reports and
the deliverable. The report will provide an overall picture of the proposed research. An account
of the project proposal will be given to ascertain the prospects of the proposed plan. All facts
and data will be gathered and structured into a report. The structure of the report has to be
easily understandable. The report has to be structured in a way that any person can understand.
The outputs of the project will also be determined during the weeks. The deliverables will
depend on the project specifications and the stakeholder requirements (Martinsuo et al., 2019.

sed_business.pdf). Furthermore, the deliverables will have to measure performance against
expectations in the project.
Lastly, the ten weeks of the quarter will be essential for the development of the final
draft. The draft has to address all elements of the DPP. The plan of action involves actions like
making final touches on the training manual with the HR rep and MBHS, presentation of the
finalized training manual to Takisha, and development of the draft.
References
Coelho, M., Amorim, J. P., Fernandes, P., Dias, T., Rodrigues, F., & Menezes, I. (2019).
Facilitator training manual.
Martinsuo, M., Klakegg, O. J., & van Marrewijk, A. (2019). Delivering value in projects and
project-based business. International journal of project management, 37(5), 631-635.
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5.6 Action Research Feedback Loop and Dissemination Plan
Describe the plan for providing feedback to stakeholders and the dissemination of the
Capstone Project findings.
This section should include:





The specific type of meeting (focus group, board meeting, community meeting,
presentation meeting, etc.).
The specific audience (executive administrators, directors, board members,
stakeholders, etc.).
The type of information that will be disseminated (written executive summary,
verbal presentation of results, etc.).
The key messages based on stakeholder feedback.
The timeline for the feedback.
I will provide feedback to the executive administrators though a focus group meeting. The
executive administrators will be engaged in the focus group interactions. They can bring up
points that they think have been forgotten or could have been excluded. Any questions are also
welcomed from them. As the facilitator, I will concentrate on the impact of poor supervision
and excessive workload on burnout and turnover at the hospital. The feedback can best be
provided using pointed, clear questions, according to Boudioni & McLaren (2013). The group
interaction dynamic will be utilized for the meeting. Participants in the focus group can
provide ideas that might aid me in expanding the research. The type of information that will be
disseminated is written. The key message is that poor supervision and excessive workload
increase employee burnout and turnover rates. The timeline for feedback is the soonest
possible. The needed feedback is requested back as soon as possible.
Reference
Boudioni, M., & McLaren, S. (2013). Challenges and facilitators for patient and public
involvement in England; focus groups with senior nurses. Open Journal of Nursing,
3(07), 472.
5.7 Action That Will Result from This Project
Describe the action sought by the project and how the action plan will be implemented.
For example, the development of a task force that will be implemented by the
organization with community members.
The action sought for by the project is the development of an organizational strategy that can
help minimize excessive workload and poor supervision. The strategy should help the
employees and organizational leaders to stay organized. In addition, the strategy should enable
the leaders and workers to easily find information and make decisions. The leaders and
employees should take some time to organize their physical space and digital files to enable
them access what they need quickly. Proper organization will help them perform their duties
well. The action plan can be implemented through a planner system. According to Olivieri et
al., 2019, a planner system can be used to show the workload at a glance. Employees and
leaders will be able to know what should be done and at what time. Excessive workload will be
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Doctoral Project Plan (DPP)
minimized as a result. Employers will also be able to know how to effectively supervise those
under them.
Reference
Olivieri, H., Seppänen, O., Alves, T. D. C., Scala, N. M., Schiavone, V., Liu, M., & Granja, A.
D. (2019). Survey comparing critical path method, last planner system, and locationbased techniques. Journal of construction engineering and management, 145(12),
04019077.
Section 6. Ethics
6.1 Ethical Considerations
Describe any ethical considerations given the sample and/or topic.
This section should include:



An explanation of how you plan to protect participants during recruitment, data
collection, and data analysis.
A description of any ethical concerns related to researcher positionality and how
the concerns will be addressed.
A description of any possible coercion and how it will be avoided.
Participants in research can be protected by assuring them that their personal data will
be protected. The privacy of the participants has to be protected and their personal information
kept confidential. In addition, participants can be protected by ensuring their identification
remains anonymous. To protect the privacy of participants, researchers must consider the
appropriate settings and circumstances under which they might contact participants and the
location of collection of data. For example, public locations should not be used to ask sensitive
information from a participant. Only information necessary for the research should be asked
after informed consent has been obtained (Gleicher, 2019.

Informed consent is one of the ethical issues experienced in research. The researcher
should inform the potential participants what they are being asked to do and make them
understand the possible risks. All the potential negative and positive outcomes of the research
should be made known to the participants. The issue can be solved by providing all potential
participants with an information sheet. The sheet should be provided early enough so that
participants might decide whether to participate (Goodrich & Luke, 2017.
The potential for
harm of participants is another ethical issue. Researchers can harm participants physically,
emotionally, and psychological. Researchers should identify any potential harm and determine
how it can be prevented.
People can possible be forced to participate in research using their scandals and
atrocities. Researchers might be aware of a scandal a potential participant was involved in and
use it against them. For example, imagine a professor who caught a student cheating in an
exam wants to conduct research. The professor might threaten the student to participate in the
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Doctoral Project Plan (DPP)
research or be reported to the university administration for examination malpractice. To
prevent such cases, research should be regulated using stringent criteria. Researchers should
not be allowed to exploit their participants using blackmails (Ballantyne & Schaefer, 2018.

References
Gleicher, L. (2019). Protecting Participants of Social Science Research.
Goodrich, K. M., & Luke, M. (2017). Ethical issues in the research of group work. The Journal
for Specialists in Group Work, 42(1), 108-129.
Ballantyne, A., & Schaefer, G. O. (2018). Consent and the ethical duty to participate in health
data research. Journal of medical ethics, 44(6), 392-396.
6.2 Risk Assessment
Describe any risk to the participants and/or the organization. Reference the CITIT course
for more information about minimal risk studies.
This section should include:



A statement of whether the study is more than minimal risk.
A statement of whether the study collects data from a vulnerable population.
A description of any special steps will be taken to protect participants.
The study is not more than the minimal risk because the magnitude and probability of
psychological or physical harm anticipated in the research are not greater in and of themselves
than those ordinarily encountered in the daily lives of the participants. The participants in the
research will only be exposed to the risks they encounter while working during the normal
days.
The study does not collect data from a vulnerable population. The aim of the research is
to collect data regarding how poor supervision and excessive workload affect job burnout.
Therefore, the participants will be people who are working under an organization. The working
class is not a vulnerable population.
Researchers should take steps to preserve the confidentiality of the participants and data
obtained from them. First, confidentiality has to be maintained during data collection. During
the data collection phase, confidentiality can be maintained by coding data, using electronic
records, collecting data via mobile applications, and using in-person interviews. Next,
confidentiality while storing data can be maintained by ensuring storage facilities are secure,
placing data in repositories, and using electronic records to store data. During data analysis and
presentation, confidentiality can be maintained by avoiding the use of discrete variables that
can identify the participant, mapping and geocoding data, and making participants aware of the
secondary or incidental findings (Turcotte-Tremblay & Sween-Cadieux, 2018.

cting_confidentiality_of_participants_while_disseminating_research_results_locally).
After confidentiality has been maintained in the research, the participants have to be
informed of the protections and limitations. The level of confidentiality has to be made known
to the participants. The individual participants have to be made aware of the extent to which
confidentiality of their data will be maintained during all phases of the study (TurcotteTremblay & Sween-Cadieux, 2018.

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cting_confidentiality_of_participants_while_disseminating_research_results_locally). The
researcher and participants can also sign data use and transfer agreements to guide the sharing
of data with other entities.
Reference
Turcotte-Tremblay, A. M., & Mc Sween-Cadieux, E. (2018). A reflection on the challenge of
protecting confidentiality of participants while disseminating research results locally.
BMC medical ethics, 19(1), 5-11.
Section 7. References
List all references used in proper APA Style. You should include a minimum of 30 for the
research plan but will need at least 50 for the Final Capstone Project.
Akram, Z., Li, Y., & Akram, U. (2019). When employees are emotionally exhausted due to
abusive supervision. A conservation-of-resources perspective. International journal of
environmental research and public health, 16(18), 3300.
Akram, Z., Li, Y., & Akram, U. (2019). When employees are emotionally exhausted due to
abusive supervision. A conservation-of-resources perspective. International journal of
environmental research and public health, 16(18), 3300.
Amelung, V., Chase, D., & Kreutzberg, A. (2021). Leadership in integrated care. In Handbook
integrated care (pp. 217-233). Springer, Cham.
Balwi, M. K. M., Yee, D. W., Thukiman, K., & Haziqah, A. (2021). The Relationship Between
Workload and Burnout Among The Medical Staff In Hospital. Sains Humanika, 13(22).
Beks, T., & Doucet, D. (2020). The Role of Clinical Supervision in Supervisee Burnout: A
Call to Action. Emerging Perspectives: Interdisciplinary Graduate Research in
Education and Psychology, 4(2), 36-50.
Castleberry, A., & Nolen, A. (2018). Thematic analysis of qualitative research data: is it as
easy as it sounds?. Currents in pharmacy teaching and learning, 10(6), 807-815.
Coelho, M., Amorim, J. P., Fernandes, P., Dias, T., Rodrigues, F., & Menezes, I. (2019).
Facilitator training manual.
Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: a theoretical
review. Human resources for health, 18, 1-17.
Day, A., Crown, S. N., & Ivany, M. (2017). Organisational change and employee burnout: The
moderating effects of support and job control. Safety science, 100, 4-12.
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Desrumaux, P., Gillet, N., & Nicolas, C. (2018). Direct and indirect effects of belief in a just
world and supervisor support on burnout via bullying. International journal of
environmental research and public health, 15(11), 2330.
Dewi, R. S., & Riana, I. G. (2019). The effect of workload on role stress and burnout. Journal
of Multidisciplinary Academic, 3(3), 1-5.
Fukui, S., Wu, W., & Salyers, M. P. (2019). Impact of supervisory support on turnover
intention: The mediating role of burnout and job satisfaction in a longitudinal study.
Administration and Policy in Mental Health and Mental Health Services Research,
46(4), 488-497.
Gill, P., & Baillie, J. (2018). Interviews and focus groups in qualitative research: an update for
the digital age. British dental journal, 225(7), 668-672.
Gillet, N., Fernet, C., Colombat, P., Cheyroux, P., & Fouquereau, E. (2021). Bullying,
supervisor support, relaxation, and personal and work outcomes: Testing a moderated
mediation model. Journal of Nursing Management.
Gillet, N., Huyghebaert-Zouaghi, T., Réveillère, C., Colombat, P., & Fouquereau, E. (2020).
The effects of job demands on nurses’ burnout and presenteeism through sleep quality
and relaxation. Journal of clinical nursing, 29(3-4), 583-592.
Harrison, H., Birks, M., Franklin, R., & Mills, J. (2017, January). Case study research:
Foundations and methodological orientations. In Forum Qualitative
Sozialforschung/Forum: Qualitative Social Research (Vol. 18, No. 1).
Hartley, E. M., Hoch, M. C., & Cramer, R. J. (2018). Health belief model and theory of
planned behavior: A theoretical approach for enhancing lower extremity injury
prevention program participation. International Journal of Athletic Therapy and
Training, 23(1), 16-20.
Hayes, S. C., Hofmann, S. G., Stanton, C. E., Carpenter, J. K., Sanford, B. T., Curtiss, J. E., &
Ciarrochi, J. (2019). The role of the individual in the coming era of process-based
therapy. Behaviour Research and Therapy, 117, 40-53
Huyghebaert, T., Gillet, N., Beltou, N., Tellier, F., & Fouquereau, E. (2018). Effects of
workload on teachers’ functioning: A moderated mediation model including sleeping
problems and overcommitment. Stress and Health, 34(5), 601-611.
Inegbedion, H., Inegbedion, E., Peter, A., & Harry, L. (2020). Perception of workload balance
and employee job satisfaction in work organisations. Heliyon, 6(1), e03160.
Inegbedion, H., Inegbedion, E., Peter, A., & Harry, L. (2020). Perception of workload balance
and employee job satisfaction in work organisations. Heliyon, 6(1), e03160.
Kowalczuk, K., Krajewska-Kułak, E., & Sobolewski, M. (2020). Working excessively and
burnout among nurses in the context of sick leaves. Frontiers in psychology, 11, 285.
Lizano, E.L. (2015). Examining the impact of job burnout on the health and well-being of
human service workers: A systematic review and synthesis. Human Service
Organizations: Management, Leadership & Governance, 39(3), 167-181.

Luquis, R. R., & Kensinger, W. S. (2019). Applying the health belief model to assess
prevention services among young adults. International Journal of Health Promotion and
Education, 57(1), 37-47.
Martinsuo, M., Klakegg, O. J., & van Marrewijk, A. (2019). Delivering value in projects and
project-based business. International journal of project management, 37(5), 631-635.
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Moyer, F., Aziz, S., & Wuensch, K. (2017). From workaholism to burnout: psychological
capital as a mediator. International Journal of Workplace Health
Mudallal, R. H., Othman, W. A. M., & Al Hassan, N. F. (2017). Nurses’ burnout: the influence of
leader empowering behaviors, work conditions, and demographic traits. INQUIRY: The
Journal of Health Care Organization, Provision, and Financing, 54,
0046958017724944.
Rosskam, E. (2018). Using participatory action research methodology to improve worker
health. In Unhealthy Work (pp. 211-228). Routledge.
Shahin, M., Abdrbo, A., & Bayoumy, S. A. (2018). Effect of personal and working
characteristics on staff nurses’ leadership behaviors in acute care setting. American
Journal of Nursing, 7(6), 281-286.
First DPP Review
Approved
Deferred
Not Ready For Review
Reviewer Name:
Reviewer signature:
Date:
Second DPP Review
Approved
Deferred
Not Ready For Review
Reviewer Name:
Reviewer signature:
Date:
Third DPP Review
Approved
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Deferred
Reviewer Name:
Reviewer signature:
Date:
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APPENDIX A
SAMPLE QUANTITATIVE MEASURES CHART
Variable
Type
Demographics
Independen
t Variables
Variable
Name
Survey/Questions/
Calculations
(see attached survey)
Gender
Q#1
Variable
Level of
Measurement
Nominal
Age
Ethnicity
Type of
neighborho
od
Cultural
competenc
e
Q#2
Q#3
Q#4
Interval
Nominal
Nominal
Q# 5 through Q# 19
All items on the scale will
be summed together
1= Totally unprepared
2= Somewhat unprepared
3= Prepared but need
practice
4= Ready to practice
5= Competent
Ordinal
Instrument
Name
Reliability
Estimates
N/A
N/A
N/A
N/A
Attitude,
Skills,
Knowledge
(ASK)
Cronbach’s
alpha in
other
studies
ranged
between
.91-.95 for
social work
practitione
rs
*The total number of
questions in the cultural
competency scale is 14.
The range for the scale
equals 14 to 70.
The higher the number,
the higher the level of
cultural competency.
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Doctoral Project Plan (DPP)
APPENDIX B
SAMPLE QUALITATIVE DATA CHART
Data Source
Specific Data Source
Constructs of
Interest
Specific
Interview
Question
Archival Documents
Agency Background Information
Service statistics including
numbers served, types of services
provided, client demographics;
diagnostic profiles (frequency and
distribution); agency budgets,
funding sources, the board of
directors composition; staff data
including licenses represented,
years of service, length of
employment, attrition rates,
gender, racial and ethnic
composition.
Attitude toward
gay men and
women and gay
affirmative
practice.
N/A
Researcher
Observation
For the purposes of this case
study, research observation will
include participant as an observer
(researcher spends an extended
amount of time in the setting but
does not play an actual role) and
observer as a participant
(researcher interacts, interviews,
and questions people within the
setting) as the observational
approaches. Field notes will
document the content of these
observations and experiences
within the setting and will provide
a primary source of reflective data
for the case study. Field notes
must be detailed and descriptive,
containing both the observed data
and the researcher’s responses,
feelings, and impressions of the
setting (Patton, 2002).
Attitude toward
gay men and
women and gay
affirmative
practice.
N/A
Individual
Interviews
Agency personnel
Attitude toward
gay men and
women and gay
affirmative
practice.
Can you
describe the
overall
attitude of
the agency
toward
discussing
gay and
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Doctoral Project Plan (DPP)
Data Source
Specific Data Source
Constructs of
Interest
Specific
Interview
Question
lesbian
issues? (see
attached
interview)
Program
Statements/Website
Review/Media
Review
Agency mission statements,
agency values/vision statements,
diversity statements, client
handbooks, brochures, web sites,
Facebook, and other social media
sites, newspaper clippings, video
representations, electronic
communications.
Attitude toward
gay men and
women and gay
affirmative
practice.
APPENDIX C
SAMPLE TIMELINE CHART
Quarter
Q1 2017
Q1 2017
Activity
Recruit agency supervisors
Conduct face to face interviews with
agency supervisors
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Estimated time frame
Weeks 1-4
Weeks 1-10
37
Project Plan
TRANSITION TO NEW TEMPLATE
Name: Shannon Perry
Learner ID:2397393
Learner Email Address: sperry58@capellauniversity.edu
School: Capella University
Program/Specialization: Leadership and Org Management
Type of project (e.g., dissertation, capstone, etc.): Capstone
Quarter/Year of V8927completion:
Use the Project Plan template provided in the courseroom. This document is for reference only
Directions: This document is a reference tool to help you
transition content from your current Doctoral Project Plan to the
new Project Plan template that is used in this course.
Project topic
The topic is the impact that poor supervision and excessive workload has on human
service professionals’ burnout and turnover at Mississippi Behavioral Health Services. The
capstone project is aimed at creating training manuals for a new program on ways …
Purchase answer to see full
attachment