Psychological Contract Training assignment

I submitted this paper twice now and received an F both times. I have ONE more attempt so I need this done correctly/accurately. APA format CREDIBLE SOURCES NO plagiarism!! DO NOT START THIS UNTIL WATCHING THE INSTRUCTIONS/EXAMPLE IN ATTACHED LIVE LECTURE. WATCH LAST 20-30 MINUTES! Here is the instructions for the assignment: Evaluate leadership practices that support organizational effectiveness. You are the Manager of the Learning & Development Unit in the Human Resources Department of a package shipping company. You just finished setting your professional goals for the upcoming fiscal year with the VP of Human Resources. He expects a greater focus on management training and you are required to create at least three new training courses. One of these courses must cover the concept of psychological contracts. You are expected as the Manager of the Learning & Development Unit to design a training session outline for line managers explaining the concept of a psychological contract to include the incorporation of an exercise in which line managers would be instructed to rate their needs and expectations as well as those of the organization to gauge the strength of the psychological contract. Prepare a training session outline. Content should be listed in bulleted form. Include the time needed to cover each topic and provide an agenda for the training session. The content should cover the following points: Article Databases: HERE IS THE GRADING RUBRIC FOLLOW IT PLEASE!: Clearly and strongly defined the concept of the psychological contract using clear examples in a well-crafted training session outline. Clearly and strongly contrasted an employment contract with a psychological contract using clear examples in a well- crafted training session outline. Clearly and strongly explained the importance of trust to the psychological contract and how it supports organizational effectiveness using clear examples in a well- crafted training session outline. Clearly and strongly detailed where differences can occur between employer and employee expectations using clear examples in a well- crafted training session outline. Clearly and strongly suggested strategies to minimize psychological contract violation using clear examples in a well- crafted training session outline. Used and relied on all credible sources in a well- crafted training session outline. Defines the concept of the psychological contract. Contrasts an employment contract with a psychological contract. Explains the importance of trust to the psychological contract and how it supports organizational effectiveness. Details where differences can occur between employer and employee expectations. Suggests strategies to minimize psychological contract violation. Provides attribution for credible sources used in the outline. Business Source Complete via EBSCO Business via ProQuest ASP: Human Resource Management Online ‘