Section 5: Case Study
This part of your examination is worth 160 points and consists of 2 Case Study
Case Study Questions
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This section of your final exam provides you with an opportunity to apply all of the
information you have learned throughout the course to the work that you will be
doing as a certified professional.
You will be presented with two client profiles, and will be asked to design a 12-
week periodized program for each client. In addition to describing the logistics of
the program, you will also be asked to explain why you have designed the program
the way that you have.
Approach these clients as you would approach a real-life situation. Your client
should be able to take your program and put it into practice without having to
contact you for explanation of what to do or why to do it.
Before you finalize your submission, make sure your program passes the following
1. Is the training program that you are designing appropriate, safe, and effective
for the client, given the client’s physical abilities and primary goals?
2. Could you defend your program from a legal standpoint? Who would be held
liable if your client was injured during training because of either lifting too much
weight or exceeding a certain heart rate?
3. Is your program justifiable from a business standpoint? Are you professional
with your current clients? Would they refer their friends, family, or colleagues to
you based on the guidance that you provide in your program design?
4. Imagine that YOU are the paying client. Would you feel that your money was
well spent if you were handed the training program/dietary recommendations?
Case Study 1
Calculations: Calculate the client’s target heart rate using the Karvonen formula.
Training Program: Design a full 12-week periodized training program for the client
described in the Client Profile. Be very specific as you design the training program.
This is an opportunity for you to demonstrate your full comprehension of the
information and concepts discussed throughout the course. List the types of
exercise, duration, sets, reps, rest intervals, and so on.
Include the following in your case study submission:
A description of your professional responsibilities as discussed in the stages
of the drawing-in process (Unit 12)
Discussion of any fitness tests, methods of evaluation, and data collection
used to assess and evaluate the client’s needs
Specific conditions that you have identified in the client profile
A fully detailed 12-week comprehensive and periodized training program
including specific exercises, sets, repetitions, suggested rest times, etc. Use
an integrated approach in your program recommendations.
Specific and detailed nutritional strategies and an explanation as to how the
strategies will assist the client in meeting energy needs
Explanation for your chosen assessment, programming, and nutritional
recommendations. (Be sure to reference course concepts when
discussing rationale for your recommendations.
Keep in mind that a client should be able to take your program and put it into
practice without having to contact you to clarify what you intended by your
recommendations or to explain parts of your program.
Don’t forget your explanation for WHY you listed and recommended what you did.
Reference the concepts and theories covered in the course. Be sure to address
why the program and exercises recommended are appropriate for the specific
client given the client’s history, current abilities, and intended goal(s). For
example: if you are developing a program for a beginner client without any
resistance training experience, explain how your program addresses the lack of
experience, initial need for foundational development, process by which you would
safely progress the client, etc. Tying your program to course concepts is a critical
component of your case study.
Review the Client Profile below.
Client Profile: Diana Prince
Resting Heart Rate: 75 bpm
Weight: 165 lb
Body Fat Percentage: 31%
Background and Goals: Diana is a 37-year-old mother of two children. She used to
exercise fairly consistently (mostly jogging and light aerobic activities) before
having kids. Ever since she had her first child 9 years ago, she has not been very
active. Diana has her 20-year high school reunion coming up in 3 months (12
weeks). She would like to look and feel her best and is eager and willing to spend
the next 12 weeks doing what she can to change her body.
Trust is a champion among the most basic fundamentals on which a business laborer relationship is based. This relationship goes far in conferring conviction and destructing fear by influencing a working environment to free of pressure and uncertainty (Zeffane et.al, 2003). Trust has in like manner been proposed to be a psychological state as showed by which it is assessed in light of seen lack of protection or danger as a result of the powerlessness included (Kramer, 1999). In our examination work we are stressed over the trust inside the affiliation i.e. the level of trust the delegates have in the affiliation they work for, basically among specialists and boss or executives. In this way in a definitive setting trust relies upon the social exchange speculation fundamentally (Whitener et al., 1998), which unveils trust to be a consequence of exchange of favorable circumstances between the two get-togethers included. The fundamental thought required here is "correspondence", which develops the way that enthusiasm for the agents in a relationship to the extent affirmation, fortifying, value, support and distinctive favors will reliably be returned and not go misuse (Gouldner, 1960). Agreeing the investigation done by Prusak and Cohen (2001), it is possible for directors to develop a circumstance of trust in the relationship by engaging shared trust, and support. This in this way assembles the level of evident trust in the relationship by the delegates. It has in like manner been fought this trust in (McAllister, 1995) is the best approach to various leveled trust and control. It prompts extended level of delegate bolster which incorporates fundamental authority control in the hands of the subordinates which would unavoidably incite increase in messes up. Thusly, by appointing this vitality to the subordinates the affiliation grows the danger factor however meanwhile, since this assignment needs a commitment of trust in (Yukl, 1994), gives an unmistakable sign that affiliation has confidence in its specialists and in this way the individual sees this definitive trust and therefore contributes feasibly and vehemently towards the affiliation. It is furthermore evident that each individual sees the level of trust in a surprising way. Thusly, it is useless to hold essential doubts over all work associations and therefore setting based examination is required. The trust levels moreover move in view of who is appreciating the relationship i.e. at what level of the affiliation (Graham et al., 2006). Thusly, this trust existing in an affiliation chooses to a significant degree an affiliation's lifestyle and work components, by influencing components like definitive structure, work satisfaction and obligation (Zaffane et. al, 2003). Subsequently, we have taken this as one of the creates (as a go between) in our examination of the association between observed progressive help and business satisfaction. Occupation Satisfaction Occupation satisfaction was credited to most unmistakable possible salary with insignificant measure of work done (Taylor, 1970). This questionable speculation enabled different diverse examinations to exhibit the significance of various factors in choosing occupation satisfaction. These components were recognized as correspondence fear, impression of incite chiefs and laborer respect (Falcione, 1977). In like manner, work satisfaction was made plans to be affected by the benefits or rewards expected by the individual and how much she could achieve them in the action. (Jorgensen, 1973). Agent observations were seen as more basic in choosing occupation satisfaction than physical affirmations like pay (Brayfield et al., 1951). The short shape type of Brayfield and Rothe's scale was delivered to measure agent perceptions about their action and affiliation (Algho et al., 1992). A huge amount of research has been engaged at work satisfaction and the turnover rates in the affiliations or the delegate's desire to stop. (Spector et al., 1997). In such way, work satisfaction was wound up being related to work ID. Them two were made plans to be definitive stays and were used to foresee the turnover inside affiliations (De Moura et al., 2009). A perspective to work satisfaction was perceived as business delicacy (Reisel et al., 2010) and a forerunner was seen to be part trustworthiness and execution of extra part assignments (Nathan et al.). Occupation satisfaction has as often as possible been insistently associated with planning and progression openings in the affiliation. A basic positive relationship was seen between supervisor gave getting ready satisfaction and general occupation satisfaction of delegates. Satisfaction with getting ready and change inside and out impacts calling decisions and is a regarded factor among laborers, in this way basically influencing occupation satisfaction (Schmidt, 2007). Moreover, work satisfaction was hypothetically settled as a center individual between observed progressive help and business obligation. Precisely, a positive relationship was set up between obvious various leveled help and occupation satisfaction (Chiu et al., 2010). In a present write about work satisfaction, a total of nine segments accumulated under four headings were considered as perspectives of business satisfaction. The four headings included progressive change, legitimate help, work characteristics and authoritative part. It was tentatively shown that decentralization, easygoing correspondence, support from chief, participative various leveled culture, self-govern and reinforcing of laborers and the kind of part in the affiliation in a general sense influenced the movement satisfaction of delegates (Lee et al., 2008). The piece of supervisory or incite chief support was set out to be colossal. As indicated by the examination, boss were viewed as the operators of the relationship by delegates and are accountable for going about as the interface among affiliation and specialists. Thusly, they ordinarily create a relationship with agents. Nature of this relationship was the critical determinant of specialist perceptions and business satisfaction (Ladebo, 2008). The use of information structures in the affiliation has been seen to decidedly influence specialist work satisfaction. In the creating working conditions of present, the ability to work adaptably and capably is seen to significantly influence the creatively moved agents. Along these lines, the foundation of a capable Information System, which gave basic access to information supposedly expanded the action satisfaction scores through and through (Chen et al, 2008). >GET ANSWER