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 Research has shown that early attachment experiences can have far reaching effects on development. The work of Bowlby and Ainsworth have illustrated the importance of early bonding with caregivers to the healthy development of the child.
In this paper,

• Describe the four phases of attachment identified by Bowlby.
• Describe the four types of attachment identified by Ainsworth.
• Describe how attachment experiences affect the psychosocial development of children and adolescents.

The Early Attachment and Development paper

• Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the University of Arizona Global Campus Writing Center’s APA Style (Links to an external site.)
• Must include a separate title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted

For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).

• Must utilize academic voice. See the Academic Voice (Links to an external site.) resource for additional guidance.
• Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
  • For assistance on writing Introductions & Conclusions (Links to an external site.) as well as Writing a Thesis Statement (Links to an external site.), refer to the University of Arizona Global Campus Writing Center resources.
• Must use and cite at least two of the required resources provided for this assignment. Refer to University of Arizona Global Campus Writing Center’s In-Text Citation Helper (Links to an external site.) for assistance.
• Must document any information used from sources in APA style as outlined in the University of Arizona Global Campus Writing Center’s Citing Within Your Paper (Links to an external site.)
• Must include a separate references page that is formatted according to APA style as outlined in the University of Arizona Global Campus Writing Center. See the Formatting Your References List (Links to an external site.) resource in the University of Arizona Global Campus Writing Center for specifications.

Developing Gen Y Leaders
How important are excellent leaders to organizations? Well, the answer, in theory of course, would be very important. However, the answer as practiced by countless organizations might indicate otherwise. Only 38 percent of organizations have a formal frontline leadership development program in place. It’s important for organizations to commit to strong leadership development, and it’s particularly important for organizations to begin grooming their Gen Y employees to move into critical leadership positions. Why? Within 10 years (by 2025), these Millennials are set to comprise 75 percent of the global workforce. That’s why organizational leadership development programs are absolutely essential. Let’s look at what some companies are doing to prepare the next generation for leadership.
Excellent leaders have to be developed and cultivated.
3M’s leadership development program is so effective that it has been one of the “Top 20 Companies for Leadership” in six of the last seven years and ranks as one of the top 25 companies for grooming leadership talent according to consultant Hay Group. What is 3M’s leadership program all about? A few years ago, the company’s former CEO and his top team spent 18 months developing a leadership model for the company. After numerous brainstorming sessions and much heated debate, the group finally agreed on six “leadership attributes” that they believed were essential for managers to have in order for the company to become skilled at executing strategy and being accountable.  Those six attributes included the ability to: develop a plan and implement that plan; motivate and rouse others; be ethical and trustworthy and abide by the rules; achieve outcomes; strive for excellence; and be a capable and creative innovator. The company has continued to reinforce its pursuit of leadership excellence with these six attributes.
Other companies, such as Ernst & Young, start early in recruiting and investing in future leaders, often going after talented college freshmen who have leadership potential. They take the best talent and involve them in various leadership development programs both while in school and after graduation. Deloitte, another company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong “Welcome to Deloitte” program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, it’s done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.
At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with “what works.” And it’s the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, they’re going to have to be able to influence and inspire people. That’s why leaders at Facebook don’t have to be convinced of the need for people skills. They won’t survive long without them.
Prepare a 2-page paper answering the following questions.  Remember, use 10-12 pt font and APA format!  Feel free to bring in outside data/sources, but please provide citations and a list of references.

1. Why do you think that there’s a huge gap in theory (what we know we should do) and practice (what we’re actually doing) of leadership development?
2. What are some reasons that companies might not be addressing Gen Y leadership development programs?
3. Three different types of organizations are described here: 3M is primarily a manufacturing organization. Ernst & Young and Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their differing approaches to Gen Y leadership development.

1. Assume you come up with an idea for a new electronic product you think your fellow students would really like. How would you go through the product development process? How would you accomplish each step within that process?
2. Select a product you are familiar with and explain the stages of the product’s life cycle and different ways in which a company can extend its mature stage.
3. What are some brands that you think use selective or exclusive channels? How does channel choice, in those instances, influence consumer perceptions of value? In what situations might selective or exclusive channels add real value?
4. How does disintermediation benefit the consumer? How might it harm the consumer? Can you think of any revolutionary businesses created in the past few years due to disintermediation? Be sure to describe one not mentioned already in the chapter.
5. By week six, you will complete a brief, marketing plan that follows the marketing plan rubric on the the files area (This template is for a much more extensive plan than the one you will write), and describe the channel(s) you will use to deliver the product/service to your targeted market.