AIReport (33)
.pdf
School
University of Texas**We aren't endorsed by this school
Course
SCI 123
Subject
Management
Date
Jan 13, 2025
Pages
6
Uploaded by JusticeGerbilMaster1204
International UniversityeconomyAssignmetQuick Submituser userDocument DetailsSubmission IDtrn:oid:::1:2990348668Submission DateAug 25, 2024, 10:39 PM CDTDownload DateAug 25, 2024, 10:40 PM CDTFile NameuserfileFile Size45.0 KB4 Pages459 Words3,111 CharactersPage 1 of 6 - Cover PageSubmission ID trn:oid:::1:2990348668Page 1 of 6 - Cover PageSubmission ID trn:oid:::1:2990348668
0% detected as AIThe percentage indicates the combined amount of likely AI-generated text as well as likely AI-generated text that was also likely AI-paraphrased.Caution: Review required.It is essential to understand the limitations of AI detection before making decisions about a student’s work. We encourage you to learn more about Turnitin’s AI detection capabilities before using the tool.Detection Groups1AI-generated only0%Likely AI-generated text from a large-language model.2AI-generated text that was AI-paraphrased0%Likely AI-generated text that was likely revised using an AI-paraphrase tool or word spinner.DisclaimerOur AI writing assessment is designed to help educators identify text that might be prepared by a generative AI tool. Our AI writing assessment may not always be accurate (it may misidentify writing that is likely AI generated as AI generated and AI paraphrased or likely AI generated and AI paraphrased writing as only AI generated) so it should not be used as the sole basis for adverse actions against a student. It takes further scrutiny and human judgment in conjunction with an organization's application of its specific academic policies to determine whether any academic misconduct has occurred.Frequently Asked QuestionsHow should I interpret Turnitin's AI writing percentage and false positives?The percentage shown in the AI writing report is the amount of qualifying text within the submission that Turnitin’s AI writing detection model determines was either likely AI-generated text from a large-language model or likely AI-generated text that was likely revised using an AI-paraphrase tool or word spinner.False positives (incorrectly flagging human-written text as AI-generated) are a possibility in AI models.AI detection scores under 20%, which we do not surface in new reports, have a higher likelihood of false positives. To reduce the likelihood of misinterpretation, no score or highlights are attributed and are indicated with an asterisk in the report (*%).The AI writing percentage should not be the sole basis to determine whether misconduct has occurred. The reviewer/instructor should use the percentage as a means to start a formative conversation with their student and/or use it to examine the submitted assignment in accordance with their school's policies.What does 'qualifying text' mean?Our model only processes qualifying text in the form of long-form writing. Long-form writing means individual sentences contained in paragraphs that make up a longer piece of written work, such as an essay, a dissertation, or an article, etc. Qualifying text that has been determined to be likely AI-generated will be highlighted in cyan in the submission, and likely AI-generated and then likely AI-paraphrased will be highlighted purple.Non-qualifying text, such as bullet points, annotated bibliographies, etc., will not be processed and can create disparity between the submission highlights and the percentage shown.Page 2 of 6 - AI Writing OverviewSubmission ID trn:oid:::1:2990348668Page 2 of 6 - AI Writing OverviewSubmission ID trn:oid:::1:2990348668
1 Employee Mental Health Student's Name Institutional Affiliations Course Nam and Number Professor's Name Date Page 3 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668Page 3 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668
2 Employee Mental Health To promote a healthy state of mind, there should be healthy wellness programs meant for the employees and the availability of information. Last, a cultural change is intended for workplaces (Pavel Freidlin. n.d.). Policy measures that include providing mental health days, available access to counseling, and encouragement of personal well-being are relevant in minimizing stress, thus diminishing burnout. Also, modern organizations' emphasis on DEI has become crucial to one's mental health at work. A diverse workforce policy means that the workers within the business will be treated with respect through the elimination of discrimination and exclusion, which are the leading causes of mental health concerns in the population (Livi et al., 2018). Measures like mandatory diversity training and supporting inclusive leadership contribute to the improvement of overall employee well-being. Moreover, it is important to foster a psychological safety climate where people are free to share their ideas and concerns without being penalized, and this eliminates conformity and groupthink. Promoting honesty and respecting people's opinions improve problem-solving and positively change people's ASA organizations. At all hierarchy levels of the organizational structure, there should be commitment and involvement in promoting and maintaining workplace well-being. However, leadership has a significant role in developing standards that foster good mental health among employees (Rachel Baumsteiger. n.d.). Empathy, respect for the other employees, collaboration, and integrity, among other core values, should be embraced to foster a prosocial work culture. These principles control behavior and define the overall organizational culture, which is beneficial for the employees. First, the term 'employee's mental health' correlates with programmatic areas of concern like self-care, justice, and affective intelligence. Self-care activities enhance employees' ability to control stress and proportion their working time and social justice. Everyone should be treated fairly and with Page 4 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668Page 4 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668
3 equal opportunity without compromising their psychological well-being (Sunny Tsang, 2020). The management of emotions improves workplace relations and people's interactions since emotional intelligence strengthens social relationships. By including these themes into administrative practices, organizations will be capable to offer employment chances that enhance the mental well-being of their workers while at the same time proposing a platform for positive social change within the workstation. Page 5 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668Page 5 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668
4 References Livi, S., Theodorou, A., Rullo, M., Cinque, L., & Alessandri, G. (2018). The rocky road to prosocial behavior at work: The role of positivity and organizational socialization in preventing interpersonal strain. PloS one, 13(3), e0193508. https://doi.org/10.1371/journal.pone.0193508 Pavel Freidlin. (n.d.). Prosocial behavior at work through the lens of character strengths. Frontiers. https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2019.03046/full Rachel Baumsteiger. (n.d.). New insights into how to promote prosocial behavior. The Society for Personality and Social Psychology | SPSP. https://spsp.org/news-center/character-context-blog/new-insights-how-promote-prosocial-behavior Sunny Tsang. (2020, March 13). How prosocial behavior is trickling into the workplace. Fond. https://www.fond.co/blog/prosocial-behavior/ Page 6 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668Page 6 of 6 - AI Writing SubmissionSubmission ID trn:oid:::1:2990348668