Monday, 9 January 2017

AD Nursing: Mental Health Nursing Homework Assignment

AD Nursing: Mental Health Nursing


Debate Directions and Rubric


105 points


For this project you will be assigned to a group and each group will be given a topic of debate. Faculty will assign whether your group will be the “pro” or “con”


side in the debate. In addition to working with your group on the project, you will also write a one to two page paper. You will be graded on your paper, and


the presentation of your group and individual work in a debate that will be held on campus. Guests may be invited to attend the debate.


Directions:


1. Faculty will assign groups, the topic to each group and the stance of the group- pro or con.


a. Family members should not be involved in a mental patient’s diagnosis (i am speaking for the motion that family members should not know the diagnosis of the patient considering the law of patient’s confidentiality; hint use HIPAA- HEALTH INFORMATION PORTABLE ACT)


2. Students will work in their groups to prepare for the debate.


a. During the debate your group will be expected to professionally and respectfully defend your side.


b. Each group should be prepared to defend the assigned stance by having a thorough understanding of both sides in the debate and by


referencing evidence based or peer reviewed resources in support of the arguments made during the debate.


c. See the rubric below for grading criteria for both the group and individual.


3. Each student will prepare and submit an individual paper on the topic and stance assigned to their group.


a. The paper is due one week prior to the group’s scheduled debate.


b. The paper must be a minimum of two pages, excluding the title and reference page.


c. You must include at least one evidence-based or peer reviewed resource to support your work.


d. The resource must be within the past five (5) years, you must have approval from faculty to use references older than five (5) years.


e. You must follow APA guidelines.


f. See the grading rubric below for criteria that must be included in your paper.


ebate Grading Rubric


105 Points


Part A: Individual Grade- 45 Points


a. Paper


b. Individual participation


Points Possible Points


0 5 10 15 Earned


Content


Components:


1. Group topic and stance (pro or con) are


thoroughly described:


a. Presents both sides of the argument


in a professional, non-judgmental


manner.


b. Discusses key elements of the topic,


including patient rights.


c. Includes the nursing role of patient


advocate.


2. Analysis of the topic and opposed sides


demonstrates insight, sound judgment


and critical thinking.


3. Appropriate use of a resource to defend


arguments.


No assignment


submitted;


assignment


submitted after late


assignment grading


policy period; one


component is not


addressed, and/or


more than one


component lacks


clarity, detail or


depth.


Discussion lacked


clarity, detail or


depth for one


component, and/or


the tone is nonprofessional


or


judgmental.


Discussion included


all components: one


area lacks minor


details and clarity.


Discussion clearly


articulates all the


components:


demonstrates


insight, judgment


and critical thinking


by presenting both


sides of the topic,


including key


elements, and role of


the nurse, and uses


an appropriate


supporting resource


while maintaining a


professional and


nonjudgmental tone.


Format


Components:


1. Includes at least one evidence-based or


peer reviewed resource.


2. Resource dated within the past five (5)


years or approval from faculty obtained.


3. Length of paper is a minimum of two (2)


pages excluding title and reference


pages.


4. APA guidelines followed.


No assignment


submitted;


assignment


submitted after late


assignment grading


policy period; more


than six APA errors,


and/or one


remaining


component is not


met.


Six or fewer APA


errors, remaining


components met.


Three or fewer APA


errors, remaining


components met.


No APA errors,


remaining


components met.


Individual Participation in the Debate


Components:


1. Active and substantive involvement in


team presentation.


a. Ideas and opinions are


communicated clearly and without


ambiguity.


b. Supports the group to meet goals


through assigned role.


Scant or no


participation in the


assigned role; does


not maintain


professional and


respectful


mannerisms,


appropriate tone,


mannerisms and eye


Minimal participation


in the assigned role


with several missed


opportunities for


involvement;


communicates


respectfully and


professionally while


employing


Participates in the


assigned role with


few missed


opportunities for


involvement,


communicates


respectfully and


professionally while


employing


All components are


met: actively and


substantively


participates in


assigned role by


communicating


clearly in a respectful


and professional


manner using tone,


5/14


2. Interactions are respectful and


professional in manner.


3. Tone of voice, mannerisms and eye


contact support effective


communication of the information.


4. Supports the team timeline and


responsibilities by arriving prepared to


participate in the debate.


contact are do not


support effective


communication, is


not prepared for the


debate.


appropriate tone,


mannerisms and eye


contact some of the


time, arrives


prepared for the


debate.


appropriate tone,


mannerisms and eye


contact most of the


time, arrives


prepared for the


debate.


mannerisms and eye


contact to support


effective


communication;


arrives prepared for


the debate.


Section A Score


Part B: Debate- 60 Points


Group Score- everyone in the group receives


this score.


Points Possible Points


0 9 14 20 Earned


Organization


Components:


1. Arrives at debate on time and prepared


to defend the topic and stance.


2. Individual member roles assigned and


evident during the debate.


3. Demonstrates teamwork through the


ability to support each other, work


within assigned roles and formulate


rebuttals and statements together.


Does not attend


debate, lacks


preparation, no


defined roles,


unable to show


support for


members, or does


not function as a


team.


Arrives late, ill


prepared, or minimal


evidence of roles and


teamwork is evident.


Arrives on time,


mostly prepared,


evidence of


teamwork and


assigned roles


through most of the


debate.


All components met:


arrives on time,


prepared with roles


for members and


teamwork is clearly


demonstrated


consistently


throughout the


debate.


Use of Argument/ Rebuttal


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Components:


1. Clear and articulate reasons are


provided to support the resolution.


2. Defends through factual information.


3. Identifies weakness in opposing group’s


arguments.


4. Presents rebuttals using clear


statements and supporting resources.


5. Citation of reference(s) during the


debate is presented in a logical manner.


6. Resource is appropriate, peer reviewed


or evidence based and within the five


(5) year limit or faculty permission


obtained.


Does not attend


debate; Group


presents disjointed


or unidentifiable


arguments and


rebuttals; lacks


supporting facts and


resources; resource


does not meet


requirements.


Group presents


arguments and


rebuttals that lack


detail, are unclear or


have minimal


adequate supporting


facts and resources;


resource meets


requirements.


Group identifies


arguments and


presents rebuttals,


few details lacking,


uses facts that are


supported with


appropriate


resources, resource


meets requirements.


All components are


met: Group clearly


articulates


arguments and


rebuttals using facts


that are supported


with appropriate


resources, resource


meets requirements.


Presentation Style


Components


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1. Group consistently displays professional,


Does not attend


debate; group does


not consistently


Group consistently


displays professional,


respectful behavior;


Group consistently


displays professional,


respectful behavior;


All components met:


Group displays


professional,


5/14


respectful behavior.


2. Differentiates salient points and move


coherently from one point to another.


3. Group kept audience attention by


responding quickly and to the opposing


side, speaking understandably and


clearly and avoiding repeated phrases or


irrelevant information.


display professional


or respectful


behavior; salient


points are not


identified and there


no flow of ideas;


audience’s attention


was greatly affected


by ineffective


dialogue, long


pauses, and overall


delivery.


several salient points


missed, there is some


flow of ideas;


audience’s attention


was affected by


pauses in dialogue,


unclear speech and


some repeated


phrases or irrelevant


information.


identifies most


salient points and


there is flow of ideas;


mostly kept


audience’s attention


with few pauses in


dialogue, speaking


clearly and avoided


repeated phrases


and irrelevant


information.


respectful behavior,


and clearly identifies


salient points that


support the flow of


ideas consistently


throughout the


debate; kept


audience’s attention


through quick


responses, avoidance


of repeated phrases


and irrelevant


information and


speaking clearly.


Section B Score


Total Section A and B


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AD Nursing: Mental Health Nursing Homework Assignment

Fuqua v. Horizon/CMS Healthcare Corporation Essay

1.What specific lessons can a nursing home administrator learn from Fuqua v. Horizon/CMS Healthcare Corporation?


1.What specific lessons can a nursing home administrator learn from Fuqua v. Horizon/CMS Healthcare Corporation? What do you think may have been the basis for awarding huge punitive damages in this case?

2.On what basis did both the trial court and the appellate court rule in favor of Richard Smith? Who should be held liable? Discuss the liability in this case from the perspective of both personal liability and corporate liability. Please refer to chapter 5 in your textbook.

3.What is HIPAA? How does HIPAA apply to long-term care facilities?

4.What are the main types of ownership of long-term care facilities (LTC)?

5.Identify and discuss four rights that a patient in a LTC facility has. Why are these important to a patient?

6.Discuss the concept of liability. What are the different types that can be found in the long-term care setting?

7.What is contract law? How does it apply in the long-term care industry? How can a contract be breached?


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Fuqua v. Horizon/CMS Healthcare Corporation Essay

Sunday, 8 January 2017

HRM 445 Entire course (Legal Environment of Human Resource)

HRM 445 Entire course (Legal Environment of Human Resource)


Week 1


Individual


Employer–Employee Relationship Paper


Write a 750- to 1,050-word paper in which you identify and discuss the employer–employee relationship. Make sure you include the following points:


· The point at which a prospective applicant becomes an employee


· The difference between a contractor and an employee


· The legal implications and obligations of the employer–employee relationship


· The laws that address the employer–employee relationship


Format your paper consistent with APA guidelines.


Week 2


Individual


Hiring Situation Paper


Select three situations from the list below.


· Situation one: The application process requires an employee to complete an online application, submit some additional documents, and take a written exam. The applicant does not indicate on the application any need for accommodations during the hiring process. The applicant comes into the office to submit paperwork and take the test. Based on the applicant’s physical situation, the applicant may need assistance. At no time does the applicant request assistance.


· Situation two: You receive a request to fill a department head position. In looking at the current demographics, the department heads are 95% male and 5% female. You have three well-qualified applicants: a white male who is a disabled veteran, a Hispanic male, and a white female.


· Situation three: You are recruiting for a medical facility that provides both inpatient and outpatient care in Niagara Falls, NY. You have difficulty locating nurses in the United States, but you have received several applications for qualified individuals who reside in Canada.


· Situation four: You are hiring for a call center that is located across the street from a day care, five blocks from a private school, and is next to a church. The position requires the individual to receive inbound calls only. The individual will have access to personal information that could expose the caller to identity theft if the information is misused.


· Situation five: You work for a company that has a service contract with the U.S. Department of Defense to provide nursing staff for a military hospital. As part of that contract, you are to provide 50 nurses and 100 nursing assistants. Of these nurses, four are nurse practitioners who will be responsible for the controlled substances on the unit. You are permitted to have three administrative staff onsite to support and manage the contract. The contract requires each employee who has patient contact to receive a physical exam and to complete a drug test. Your company requires any employee handling financial matters to have a drug test and a polygraph test. You are requested to review the legality of the tests administered to employees and to make recommendations to ensure compliance.


Write a 700- to 900-word paper that discusses the three selected scenarios. In your discussion, include the laws that address the particular hiring situation and what an employer must do to comply.


Format your paper consistent with APA guidelines.


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Week 3


Individual


Employee Privacy Memos


Select three scenarios from the following list:


· Situation 1: A recent report from the store’s loss prevention director identifies that losses have increased by 10%, but actual customer traffic has remained steady, and, on a few days, decreased slightly. Store management is concerned with employee theft. A number of the women in the store carry large handbags that can easily conceal merchandise. The store also employs both male and female students who bring their backpacks, which is another way employees can remove merchandise without detection. The store director has decided that all female employees are required to carry their personal items in a company-issued clear vinyl bag.


· Situation 2: The CEO read in recent business news that the average time employees spend working is 6.5 hours. The report identified personal e-mail use, online browsing, and phone calls as primary sources for detractors from work time. The CEO now wants e-mails and phones calls to be monitored, not for quality control, but to discover work-related violations and abuse.


· Situation 3: Your organization has just merged with another company. The state in which the main office is located does not have a concealed gun law. One of the new locations has a concealed gun law. The company banned firearms and weapons of any kind from the property, which includes the parking lot. You are concerned that employees may leave firearms and weapons locked in their cars now that guns are prohibited from the physical premises. The CEO wants random searches of cars.


· Situation 4: With health care costs rising, some organizations are using genetic testing in the preemployment, postoffer medical exams. The organizations claim the tests are for employee safety (employees with a specific illness may be affected by the chemicals produced during product production); in reality, some of the organizations are attempting to reduce their risk of incurring higher health care premiums by avoiding individuals with potential health issues. The executive team at your organization is considering a similar action.


· Situation 5: An organization provides lockers for employees to store personal items securely. The employees are required to provide their own personal lock. The company, as part of their risk management program, wants to begin random and regular searches of the lockers.


· Situation 6: The board of directors and CEO are filling some vacancies on the executive team. As part of the executive perks, the organization provides comprehensive insurance, which requires a medical history.


· Situation 7: The organization has done drug testing for some time; however, they want to switch to a method that detects past use. Some say that a hair follicle test can detect drug use up to three months prior. Some employees became aware of this through the company grapevine and threatened to shave their heads. Your CEO suggested requiring blood tests from those who did not provide a hair follicle.


· Situation 8: Through a postoffer, preemployment physical exam, the employee is noted to have a health issue that is not inhibiting the person from performing the essential functions of the job, but could raise the organization’s insurance premium.


· Situation 9: An employee is injured while on the job. The employee is up for a promotion in another area of the company. The supervisor wants all the information related to the injury.


· Situation 10: The supervisor comes to your office and wants to see the employee’s file. You provide the supervisor the file. The supervisor asks for the results from the drug test, the medical follow-up for the work-related injury a year ago, and the employee’s legal right to work in the United States.


Write a 350-word memorandum for each selected scenario in which you clearly state the challenge and risk to the organization, the laws that govern the situation, and a course of action to ensure compliance. For each situation, select a different audience for your memo from the following list:


· Employee


· Executive leadership


· Management


Be sure to include in-text citations in your memo, as appropriate, using APA format and include a list of references.


Learning Team


Supervisory Training Presentation


Develop an organization’s supervisory training that includes a 10- to 15-slide Microsoft® PowerPoint® presentation. Your team must identify and discuss the laws that affect the retention of employees, management of employee performance, and the termination of employees. In the presentation, identify at least one or two laws other than Title VII of the Civil Rights Act and its subsequent amendments for each area. Your presentation must also include a discussion of the legal challenges presented in each stage of employment (retention, performance management, and termination).


Please remember not to crowd your slides. If graphics are included, they must be appropriate to the presentation and slide topic.


Include detailed speaker notes. Be sure to include in-text citations in your speaker notes. Include a references slide at the end of your presentation.


Cite sources consistent with APA guidelines.


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Week 4


Individual


Work–Life and Diversity Challenges Executive Summaries


Management has approached you on a number of work–life and diversity challenges. You have been asked to evaluate the situation and provide a recommendation that is legally compliant.


Select two of the following work–life and diversity issues.


· The employee began working on January 1. It is July 15, and the employee requires time off for a family emergency.


· The employee has worked 10 years for the company. Six months ago, the employee returned from a family medical leave of 10 weeks and is now requesting another 3 weeks. The company does not have an extended leave policy.


· The company provides a variety of work situations to include flexible schedules and telecommuting. The company has customer service positions available in all work situations: in-house 8 a.m. to 5 p.m., flexible schedule, and telecommuting. An employee who has a customer service position is required to be in-house from 8 a.m. to 5 p.m. is now asking to be switched to a telecommuting position because the employee lacks sufficient childcare.


· You are hiring for a position that requires a person to work irregular hours, be on call, and travel, but you have not had much success with employees that do not have familial commitments. The supervisor has narrowed it to four candidates and asks for your guidance. Applicant one is a male candidate who meets the minimum qualifications and has received positive references. Applicant two is a male candidate who exceeds the qualifications and has exemplary references. In checking one of the references for the second candidate, the reference stated, “Despite being a single father with three school-aged children, he was an outstanding performer.” Applicant three is female who exceeds the qualifications (but not to the degree applicant two does) and has received positive references. Applicant four is a female, self-identified single parent of young teenagers who matches the qualifications of applicant two and has positive references.


· An employee has worked a steady schedule of 7 a.m. to 3 p.m. for over 2 years. The employee decided to go to school in the evening, checking with his supervisor who said it would be no problem because the employee worked during the day. The plant manager is changing the production plan, which will result in changing shifts. The supervisor who told this employee to attend school now has to place this employee on the evening shift.


· The company is approaching the holiday season. The company has employees of Jewish, Islamic, and Christian faiths and the owners of the company are of the Christian faith. Because of the diverse faiths within the organization, and out of respect for each belief, the company refers to the days in December as the holiday season. During the scheduled holiday break, which begins on December 24th and ends on January 1st, the company must maintain a skeleton crew. The supervisor must decide which two of the six employees to schedule:


o Employee 1: Programmer—a single female of the Jewish faith


o Employee 2: Programmer—a single female of the Islamic faith


o Employee 3: Programmer—a married woman, no children, of the Christian faith


o Employee 4: Senior Programmer—married man, three children, of the Jewish faith


o Employee 5: Programmer Intern—a single man, two children, of the Christian faith


o Employee 6: Lead Programmer—a married man, two children, of the Islamic faith


· An employee is injured. The employee contacts his supervisor stating that he is unsure how long he will be out, but would let you know his status after his doctor’s appointment in a week. Three weeks pass and the employee has not contacted the supervisor nor returned the supervisor’s two calls. You contact the employee via a certified letter. After 10 days, the employee is terminated. The employee challenges his termination under FMLA.


· Dan began working for your organization part-time over a year and a half ago, averaging 30 hours a week. Emma, his wife who also works for the organization, shares with you that they are in the process of adopting a child and will need to take some time off, at first sporadically, then, when the adoption is final, at least 2 weeks. Dan and Emma would like to take their leave at the same time.


· Diane has worked full time for your organization for 1 year. She shares with you that she was recently diagnosed with an illness, and to stabilize her health medically, she needs to take off 1 1/2 days a week for 12 weeks for treatment. She does not anticipate needing more time, but there may be a chance. In the third week, she was absent the entire week.


· The Desert Sun is a company that serves communities on the Mexican-American border. To serve their clientele effectively, they require their frontline personnel to be bilingual. The primary language of some of the individuals that Desert Sun hired is Spanish; English is their second language. The company realizes that not all employees are bilingual and are considering an English-only policy in all areas except the frontline service.


Write a 350-word executive summary for each issue you choose, in which you do the following:


· Analyze the issue presented in the scenario, citing any relevant laws or regulations.


· Provide a recommendation and solution that is legally compliant.


· Explain how you would advise the employee of management’s decisions.


· Discuss the employee’s legal rights and responsibilities.


· Include any other information you deem appropriate in communicating to the employee.


Be sure to include in-text citations in your summary, as


appropriate, using APA format and include a list of references


at the end of each summary.


Learning Team


Court Case Application Paper


Select a case from your reading as a team.

Write a 1,400- to 1,750-word paper based on the case your team chose that includes the following information:


· Provide the facts of the case, citing references appropriately.


· Summarize the court ruling and accompanying opinions.


· Each team member must provide an application of the case to his or her own organization or to an organization with which he or she is familiar.


· Summarize the similarities and differences found in each team member’s application to the organizations. Make sure you include the implications for businesses not complying with the case law.


Format your paper consistent with APA guidelines.


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Week 5


Individual


Roles of the HR Professional Paper


Write a 700- to 1,050-word paper in which you compare the operational and strategic roles of the HR professional in sustaining a legally compliant work environment. Address the following areas:


· Operational Role


o Employee advocate


o Reducing costs and risks


o Role in legal proceedings


o Providing functional services


· Strategic Role


o Developing a competitive advantage through talent and knowledge management


o Aligning HR and HR related programs to support the organization’s mission and goals


Format your paper consistent with APA guidelines.


Learning Team


Legally Compliant Policy Paper


Address one of the two noncompliant policies as a Learning Team:


· Policy 1: Access to Personnel Files


Information for employees relating to their employment will be kept in one file.


Personnel files are the property of Company XYZ. Supervisors and management officials who have verifiable reasons to review the files may do so. Employees may review their files at any time during business hours. Information in the personnel file will be retained and maintained by the HR department and will not be disclosed without a release of information or judicial order.


Employees who question the accuracy of information in their personnel file can request the removal through HR.


· Policy 2: Employee Conduct and Rules


The purpose of this policy is to provide both management and employees some basic guidelines in governing employee behavior, to ensure consistency in the quality of production, and to ensure fair treatment of all employees.


Employees found in violation of the following can be subject to immediate discharge:


o Actions infringing on the rights of other employees


o Consuming alcohol or illicit drugs on the premises


o Working under the influence of alcohol or illicit drugs


o Falsifying information and official documents


o Behaving in a gross, obscene, or immoral manner


o Sabotaging the organization’s revenue efforts


o Stealing or misappropriating funds or property


o Defacing property


o Fighting


o Possessing a weapon


o Being arrested or convicted of an offense outside of work that could negatively affect the image of the organization


The employee will first receive a written warning for other disciplinary actions that do not warrant immediate dismissal, such as sleeping on the job, disregarding department rules, insubordination, and so forth. If the employee repeatedly commits the same offense, the employee may be subject to discharge.


Finally, employees who commit infractions—such as having poor hygiene, disregarding safety practices, annoying or harassing other employees, or damaging property through improper use—will first receive an oral reprimand, then a formal written reprimand, and finally a written reprimand, at which time the employer must decide whether or not to terminate the employment relationship.


Employees who are on probation (first 90 days of employment) can be discharged immediately without cause.


Write a 1,400- to 1,750-word paper that analyzes the policies addressed in the case. Include the following information:


· Identify the challenges the policy, in its present state, brings to the HR professional and the organization.


· Describe the legal risks that result from these challenges.


· Identify and discuss the verbiage that makes this policy noncompliant, including the laws that address the area in question.


· Develop a new policy that ensures the organization is legally compliant.


· Summarize how the new proposed policy supports either the strategic or operational role in maintaining a compliant work environment.


Format your paper consistent with APA guidelines.


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HRM 445 Entire course (Legal Environment of Human Resource)

HRM 445 Week 3 Employee Privacy Memos

HRM 445 Week 3 Employee Privacy Memos

Individual


Employee Privacy Memos


Select three scenarios from the following list:


· Situation 1: A recent report from the store’s loss prevention director identifies that losses have increased by 10%, but actual customer traffic has remained steady, and, on a few days, decreased slightly. Store management is concerned with employee theft. A number of the women in the store carry large handbags that can easily conceal merchandise. The store also employs both male and female students who bring their backpacks, which is another way employees can remove merchandise without detection. The store director has decided that all female employees are required to carry their personal items in a company-issued clear vinyl bag.


· Situation 2: The CEO read in recent business news that the average time employees spend working is 6.5 hours. The report identified personal e-mail use, online browsing, and phone calls as primary sources for detractors from work time. The CEO now wants e-mails and phones calls to be monitored, not for quality control, but to discover work-related violations and abuse.


· Situation 3: Your organization has just merged with another company. The state in which the main office is located does not have a concealed gun law. One of the new locations has a concealed gun law. The company banned firearms and weapons of any kind from the property, which includes the parking lot. You are concerned that employees may leave firearms and weapons locked in their cars now that guns are prohibited from the physical premises. The CEO wants random searches of cars.


· Situation 4: With health care costs rising, some organizations are using genetic testing in the preemployment, postoffer medical exams. The organizations claim the tests are for employee safety (employees with a specific illness may be affected by the chemicals produced during product production); in reality, some of the organizations are attempting to reduce their risk of incurring higher health care premiums by avoiding individuals with potential health issues. The executive team at your organization is considering a similar action.


· Situation 5: An organization provides lockers for employees to store personal items securely. The employees are required to provide their own personal lock. The company, as part of their risk management program, wants to begin random and regular searches of the lockers.


· Situation 6: The board of directors and CEO are filling some vacancies on the executive team. As part of the executive perks, the organization provides comprehensive insurance, which requires a medical history.


· Situation 7: The organization has done drug testing for some time; however, they want to switch to a method that detects past use. Some say that a hair follicle test can detect drug use up to three months prior. Some employees became aware of this through the company grapevine and threatened to shave their heads. Your CEO suggested requiring blood tests from those who did not provide a hair follicle.


· Situation 8: Through a postoffer, preemployment physical exam, the employee is noted to have a health issue that is not inhibiting the person from performing the essential functions of the job, but could raise the organization’s insurance premium.


· Situation 9: An employee is injured while on the job. The employee is up for a promotion in another area of the company. The supervisor wants all the information related to the injury.


· Situation 10: The supervisor comes to your office and wants to see the employee’s file. You provide the supervisor the file. The supervisor asks for the results from the drug test, the medical follow-up for the work-related injury a year ago, and the employee’s legal right to work in the United States.


Write a 350-word memorandum for each selected scenario in which you clearly state the challenge and risk to the organization, the laws that govern the situation, and a course of action to ensure compliance. For each situation, select a different audience for your memo from the following list:


· Employee


· Executive leadership


· Management


Be sure to include in-text citations in your memo, as appropriate, using APA format and include a list of references.


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HRM 445 Week 3 Employee Privacy Memos

CRJ 305 Week 5 DQ 2 Gun Violence

CRJ 305 Week 5 DQ 2 Gun Violence


Gun Violence. According to Robinson, when we compare America to countries around the world, America does not have a high rate of crime, but has one of the highest rates of lethal violence (2012). Discuss three factors that are contributing to lethal violence. Using the Problem Analysis Triangle (introduced in Week Two), discuss three potential initiatives to counter gun violence. What are examples of initiatives outside the criminal justice system (i.e., law enforcement, courts, and corrections) that can impact crime and criminal issues? Your initial post must be a minimum of 250 words in length. Support your post with examples from your required reading material and /or other scholarly sources, and provide in-text citation in APA style.


Respond to at least two of your classmates’ posts by Day 7. Review the initial posts of your classmates. They discussed three factors that contribute to lethal violence. Select one of these factors and discuss what the implications and consequences of the factor are on social justice in society. Does this factor enhance or detract from criminal justice?


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CRJ 305 Week 5 DQ 2 Gun Violence

Workplace Motivation Homework Assignment

Workplace Motivation Homework Assignment


Assignment Overview


In the background materials you read about some very traditional theories of motivation such as Theory X and Theory Y, and the hierarchy of needs. But one trend that has received a lot of attention in the media is that of weird or offbeat methods to motivate employees. The recent movie The Internship is set in the odd (or “googly”) workplace culture of Google. Zappos Shoes even mentions “weirdness” in the list of corporate values.


CashLinq , a financial services firm, is famous for their Nerf gun battles in the office. Eric Ryan, found of the highly successful soap company Method, was known to go to extremes to motivate employees such as dressing up as a chipmunk or holding impromptu office dance parties. Other examples of unorthodox motivation techniques may include unusual perks such as health insurance for your pets, or allowing employees to ride scooters in the office.


But is this just a passing fad for trendy new companies, or there actually a method to their madness? For this assignment, you will be doing some research on these offbeat new motivation techniques and investigating whether or not these techniques actually fit in with standard textbook theories of motivation. Review the background materials, and then read the following articles and also see if you can find any other examples of bizarre or unusual workplace motivation techniques:


Alsop, R. J. (2010). The last word. Workforce Management, 89(10), 50. [Proquest]


Petrecca, L. (Dec. 30, 2011). Quirky perks for workers: Pet insurance, massages. USA Today [Proquest]


Quirky offices may inspire employees. (Dec. 17, 2010, Dec 27). McClatchy – Tribune Business News [Proquest]


Habib, M. (Oct. 7, 2011). Foosball? bah. employers dangle offbeat incentives. The Globe and Mail [Proquest]


When you are done with your research, write a four to five page paper addressing the following issues:

Are these unusual motivation techniques more closely matched to McGregor’s Theory X, or his Theory Y? Cite at least one of the textbook chapters from the required background readings to support your answer. Which of Maslow’s needs do you think these techniques address or do not address – physiological, safety, belonging, esteem, and self-actualization? Cite at least one of the textbook chapters from the required background readings to support your answer. Overall, what do you think the main advantages and disadvantages are of these new and unusual motivation techniques as compared to more traditional techniques?

Assignment Expectations

Answer the assignment questions directly Stay focused on the precise assignment questions, don’t go off on tangents or devote a lot of space to summarizing general background materials Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you find articles on the internet, make sure it is from a credible source.


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Workplace Motivation Homework Assignment

RMI3500: Practice Questions

RMI3500: Practice Questions


Practice Exam


RMI3500: Practice Questions


Each of the following questions would be worth two (2) points


1) Suppose that you and your friend get into an argument about which is the longest river in the world. Your friend insists that it is the Mississippi-Missouri, and ends up betting you a round of drinks. Sure enough, you look it up, and your friend is wrong1. Which of the three forms of overconfidence did your friend display?


2) Explain how currency exchange rate risk would affect someone working in Australia and earning US dollars.


3) Explain how you would use opportunity cost to reduce congestion on Atlanta’s roads.


4) Suppose I offer you the following gamble: I will toss a fair coin. If it comes up heads, you get $100; if it comes up tails, you get nothing.


a) What is the expected value of this gamble?


b) State how much you would be willing to pay to play this game. Given this answer, what is your risk premium? (Hint: this requires answering (a). If you could not answer (a), define the risk premium).


5) A strong wind knocks down a big tree at the front of the yard, which smashes into a fire hydrant, which bursts open and the water flows downhill into the insured’s home, flooding the basement and first floor. The insurer denies the claim due to flood exclusion. Do you agree with that decision? Explain your reasons.


6) Patrice has a full-time job, but she also has a part-time home business: she sells custom stationary. She does this from her extra room at her home, where she has her samples and meets clients and takes orders. Patrice wonders what the right way is to insure this. Advise her.


7) Denise lives with her parents while she works part-time. She has her own car. Her parents spend half the year in Costa Rica. Denise then uses her parents’ car all the time to keep the mileage off her own car. If Denise is in an accident, will her own auto insurance cover the claim? Why or why not?


8) Airport parking can be unavailable and taxis can be expensive during Thanksgiving and Christmas holidays. Marty decides to help his friends during those holidays who need to get to and from the airport. And Marty wants to make a little extra money. He will charge them $12 to take them to the airport, and $12 to pick them up. He will only do this for his friends or a friend of a friend. If Marty gets into an automobile accident, how should his auto insurance handle the claim?


1. It is generally believed to be either the Nile or the Amazon


RMI3500: Practice Questions


9) The Georgia legislature is in session. A local television host shows video of a capitol hearing and says of a nursing student who is testifying about health care, “she is the best looking witness they’ve called in a long time. She has a lot of experience with beds, that’s for sure. And now she wants to be a nurse. Familiar territory to her. No surprise she was invited to the capital. They are all whores there.”


a) If the student makes a claim against the television host, what would her claim be?


b) If the TV host has insurance, what specific type of insurance might cover this, and would it actually cover this claim – why?


10) Explain whether, and why, an underwriter will likely charge more or less premium to insure a 3,000 square meter business building constructed of cinder blocks with fire sprinklers, against a 3,000 square meter pretty wooden loft building with fireplace.


RMI3500: Practice Questions


Case Question – 10 points


(Note: Names have been changed from the original case.)


On August 1, 1989, James Jones shot and killed Brian Smith. Smith, who at that time was residing with the Jones’ neighbor, was allegedly intoxicated that afternoon and evening. The Joneses saw Smith acting aggressively and erratically. They were also informed by their nephew, who was visiting them that day, that Smith had told him that he could kill the nephew with his bare hands. About eleven o’clock that evening, Smith shot an automatic weapon into Lake St. Clair and threatened “to kill someone.” At that point, James Jones, who had become alarmed at Smith’s behavior during the course of the afternoon and was feeling very frightened at Smith’s threat to harm someone, retrieved his twelve-gauge shotgun from his garage.


Jones did not use the gun until later that evening when Marion Jones saw Smith scaling up the Jones’ garage and approaching the window to the room where she and the children were. Jones did not actually see Smith’s weapon, but erroneously assumed that Smith still had the automatic weapon and was going to use it to harm his wife and children. Jones got his twelve-gauge shotgun, aimed at Smith, and shot him in the stomach. Smith died as a result of the shooting.


Despite the fact that Smith was unarmed when Jones shot and killed him, the St. Clair County prosecutor never brought charges against Jones for the shooting.


On November 20, 1989, Smith’s father filed a wrongful death action against the Joneses. Does the Jones’ insurance company, Auto–Owners Insurance Company, have a legal duty to defend the Joneses? Discuss, citing HO-3.


(Note: While this is based on an actual case, your answer will not be marked in terms of how closely it resembles the decision of the court, but rather on the strength of your argument)


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RMI3500: Practice Questions