What kind of a health care system do you want for your parents or grandparents/yourself when you hit age, say, 65? What should we be doing now to prepare for this, and How should we pay for it – can we afford it?
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[order_calculator]Dear Writer, My following request is only 12 pages and after judging on the level and quality of these pages I will request the remaining part of my dissertation (around 70 pages). In the following paragraphs, before each request I wrote a small introduction (2 parts), you are kindly asked to consider the following: – ONLY PUBMED published journals are accepted (I can’t use other references). – Please start directly with the topics (I have already made an introduction on cancer, mechanism, treatment, breast cancer…) First Introduction: – Abnormal miRNA expression has been associated with the development of breast cancer and other tumors and miRNAs are considered important molecular biomarkers and therapeutic targets in many diseases especially cancer. The target is to assessed the difference in miRNA signature in Cis + 4-treated versus non-treated MDA-MB 231 cells. Required referring to the above introduction: (7 pages) 1- miRNA expression association with the development of breast cancer as an important molecular biomarkers and therapeutic targets. How the difference in miRNA expression can be adopted for testing effective treatment for cancer. Second Introduction: – Triple negative breast cancer (TNBC), lacking the expression of oestrogen, progesterone and HER2 receptors, has an aggressive clinical phenotype and is susceptible to chemotherapy but not to hormonal or targeted immunotherapies. In attempt to identify potent and selective anti-TNBC agents, a set of thiosemicarbazone derivatives were screened for their cytotoxic activity against MDA-MB 231 breast cancer cell line. Thiosemicarbazones, belonging to a wide group of thiourea derivatives, exhibit various valuable biological properties and have therefore gained special pharmaceutical and medicinal interest. Required referring to the above introduction: (5 pages) 2- List and describe different types and families of thiosemicarbazone derivatives and the commonly used ones for the treatment Triple negative breast cancer. Please focus on the combination of Cisplatin + thiosemicarbazone. Please in case you can’t perfectly write them within the required details, let me know and cancel the order. Thanks in advance. Regards
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[order_calculator]For the final paper, you will examine key concepts of leadership in your place of work, or in a social organization to which you may belong that has leadership concepts (Rotary club, athletic team, scout leader, etc). Include the following in your paper: Apply one of the leadership theories from the course text to the organization. Explain your reasoning. If not, why not? Evaluate the role and effectiveness of transformational and transactional leadership in the organization. Support your (claims, points?) with examples (from?). Assess the traits and characteristics of an effective team leader within the organization. Explain how the leadership supports vision, mission, and strategy in the organization. If you were the leader in the organization, what would you change and why? Writing the Final Paper The Final Paper: Must be eight to ten double-spaced pages in length (excluding the title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center. Must include a title page with the following: Title of paper Students name Course name and number Instructors name Date submitted Must begin with an introductory paragraph that has a succinct thesis statement. Must address the topic of the paper with critical thought. Must end with a conclusion that reaffirms your thesis. Must use at least three scholarly sources (other than the text), including a minimum of one from the Ashford Online Library. Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
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[order_calculator]Must Be APA and written in 3rd person Introduction – a brief synopsis of the topic that the paper will address (1 2 paragraphs). Topic Selection – Why the topic has been selected a brief overview of why the topic was selected (omitting any reference to first or second person) (3 4 paragraphs) Historical Overview – Discuss the background of the topic (historical review) as you will be researching and writing on a supervisory/managerial concept, topic, or theory, you are required to provide a historical overview of the topic including theorist, how long in existence, the significance of the topic to the study of management, etc. (3 6 paragraphs) Impact / Issues You will discuss how the issue/topic impacts supervision/management today. You will want to discuss how prevalent the issue is in business today. How does the issue impact supervision/management today (whats the significance / relevance to the practice of Supervision/management today). In this section you also want to include the impact to employees and the business environment i.e., internal and/or external stakeholders (4 6 paragraphs). Situational Analysis (Current View) You will spend a good amount of time researching ad writing this section. You will compare and contrast how this issue has impacted at least two different businesses/organizations. You may use your current employer as one, but you will need to go outside of your organization or company to identify how this issue is handled by another (or other) companies (4 6 paragraphs). Future Implications Discuss the future implications for supervisors, managers, employees and the business environment i.e., internal and/or external stakeholders (2 – 3 paragraphs). Recommendation – Discuss the changes needed to change/improve the current issue. You will write this section from personal observation, but it will take on the 3rd person (no Is, mes, they, ours), i.e., after 3 months of careful research and review it has been determined that the following areas can be improved; …as a manger, the following would be recommended as it applies. It is expected that there may be one or two sentences that include I, but not the entire section. As you identify the areas, provide at least 2-3 sentences on the why these areas need improvement (2 – 3 paragraphs). Implementation – As a supervisor/manager, you will need to develop a plan for business improvement, following the concepts of planning, strategic management and SMARTness (3 4 paragraphs). Summary / Conclusion you will present a summary of the issues presented ensuring that you bring a conclusion to the paper. You will also include what you have learned — Personal Reflection — (using the business concepts in the text) about business, management, business organization, etc. for the topic or company selected (3 4 paragraphs). References (in-text and end of paper) you will use at least 5 references to complete the paper; remember your textbook is your first reference.
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[order_calculator]This essay is PT2. PT1 was a group presentation. The essay is my response to the question. What l have learned through readings of theories and research in all 3 modalities and if the question posed” is a major curative factor” in any of the modalities true or not in each of the modalities? Written in the 1st person with personal reflective examples, experiences l have had, i.e. in the group process/dynamic and in relationships with group members, what l have learned about myself, self-awareness and in my personal relationships and how this would translate in the therapeutic relationship with clients. Using the BACP Ethical Framework. 2018 .It is imperative that all sections of the Marking Criteria are adhered too. This essay is already “capped” at 40% by the university so needs to pass the first time. I am a 2nd yr undergrad studying Person-Centred Counselling and Psychotherapy Degree. My major is Person-Centred approach. I am a trainee counsellor. I will send Marking Criteria, Group presentation slides, notes, and references. I will also send a student’s submitted essay and how they approached the essay and tried to answer the question, who was in my SDLG group as an example. My notes and thoughts, with examples of how l have demonstrated UPR. Also, l will send my 1st yr SDLG PT2 group work essay, so you have an example of how l write so you can ‘mimic’ to the best of your ability. In addition, it is imperative that Diversity, Difference and communication is included in the essay, related to everyday life and within the therapeutic relationship with clients. Strict adherence to Marking criteria backed up with relevant quotes is vital.
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[order_calculator]As an entrepreneur, you want to start a business. You know that the first step is to consider drafting a business plan to organize all of your ideas. For this assignment, you will be submitting a business plan for your imaginary business. For research purposes, you can choose any state for the location of your business. Your business plan should include the following: Introduction of the proposed business/executive summary The executive summary is often considered the most important section of a business plan. This section briefly tells your reader where your company is, where you want to take it, and why your business idea will be successful. If you are seeking financing, the executive summary is also your first opportunity to attract a potential investor’s interest. The executive summary should highlight the strengths of your overall plan and therefore be the last section you write. However, it appears first in your business plan. Identify and describe the type of business entity that is best for your business. Examples may include: partnership, limited liability company, corporation, etc. (For purposes of this assignment, you should NOT choose a sole proprietorship for your business entity.) Defend your choice of business entity (this may include advantages/disadvantages of the selected type of business entity based on your business concept). Note: Steps will vary, depending on the type of business you choose and state you are located in. Good sources of research for this area include the following: Textbooks Information on the business formation process can be found at: https://smallbusiness.findlaw.com/incorporation-and-legal-structures/business-formation-quickstart.html. The Small Business Administration website will be helpful; it includes information on how to start a small business. Recommend and describe an appropriate written agreement for the particular type of entity chosen. Examples: Articles of incorporation, articles of organization, partnership agreement, etc. A draft of a valid contract with a vendor, supplier, customer, etc. that illustrates all elements of a contract and takes into consideration some of the topics discussed in Modules 6 and 7 Explain potential ethical considerations for your business, including any social responsibility plans or attitudes that your business will embrace. Describe a possible disagreement that could be encountered among the partners or investors and shareholders. Recommend potential resolutions (referring back to the formal documents, such as the articles of incorporation or the partnership agreement). Examples could include the introduction of a new product line, borrowing money for expansion, an advertising campaign, etc. Determine how the business would be terminated if the disagreement between the board of directors, shareholders, or partners could not be resolved. Your well-written plan should be 8-10 pages in length, not including the title or references pages. Headings and subheadings may help you organize your work. Include at least four academic or other legitimate sources to support your findings, not including your textbook. Outline will be uploaded.
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[order_calculator]What do you think about these discipline guidelines? What do you agree with or disagree with? Why? Please provide comments and provide a reference with references article to support your viewpoints.
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[order_calculator]OER HRMD 610 Week 3 Assignment Note: Submissions will not be accepted after grades for this assignment have been posted. Alternate assignments are not available. Instructions This assignment is worth 100 points and 20% of your total grade. It requires you to draw upon what you have learned in the first 3 weeks of class to analyze a fictitious case study involving possible employee discrimination. Please read the following case study. Then, answer the following questions: 1. Explain what is legally needed in order for religious discrimination to exist. 2. Is the company guilty of religious discrimination? Match the facts of the case to the legal criteria. 3. Explain what is legally needed in order for racial harassment to exist. 4. Is the company guilty of racial harassment? Match the facts of the case to the legal criteria. 5. Evaluate the actions of the HR director, Marta Ford, in response to Maalicks situation. What did she do well? What did she need to do better? Be sure to incorporate appropriate scholarly and practitioner references to support your key ideas. The total length of your assignment should be no more than 5-6 pages, not including the cover page and reference list. ****************************************************************************************** (Note: The people and facts in this case are fictitious and do not represent any known party, organization, religion or situation.) Treton Communications, Inc. EEO/Anti-Discrimination/Diversity/Harassment Policy Revised 2007 EEO/Anti-Discrimination Treton Communications, Inc. is an Equal Employment Opportunity employer. Policies of the company prohibit discrimination against an applicant or employee on the basis of race, color, religion, sex/gender (including pregnancy), national origin, age, disability, marital status or veteran status. The company will conform to the spirit as well as the letter of all applicable laws and regulations. The policy of equal employment opportunity and anti-discrimination applies to all company facilities, employees and conditions of employment, including but not limited to hiring; promotion; transfer; evaluation; termination; layoff; training and accessibility to training; working conditions; wages and salary; employee benefits; and application of policies. Managers and supervisors at all levels have the responsibility to ensure equal employment opportunity. Managers and supervisors will be held accountable for achieving the adherence to this policy, and their annual performance will be evaluated in terms of this as well as other major organizational goals. Diversity Employees at Treton Communications, Inc. are critical to creating and sustaining the organizations competitive advantage. Diversity and inclusion are top priorities, and the company strives to maximize the benefits derived from the incorporation of diverse perspectives. It is Tretons position that a diverse workforce contributes to our strengths as a world-class provider of telecommunication services and enhances our ability to anticipate and satisfy the needs of our customers and clients. We leverage the benefits of diversity through our employee policies and practices, community investment and outreach. Harassment Harassment is a form of employment discrimination that violates one or more of the following: Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA) and the Americans with Disabilities Act of 1990 (ADA). Harassment is defined as unwelcome verbal or physical conduct based on race, color, religion, sex (including same-gender harassment and gender identity harassment), national origin, age, disability or retaliation. Harassment becomes unlawful when: 1) Enduring the offensive conduct becomes a condition of continued employment, or; 2) The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile or abusive. Harassing behavior might be exhibited by anyone in the workplace, including management and supervisory staff, co-workers and peers, vendors/suppliers, contractors and subcontractors, or customer and clients. Victims of harassment can be anyone affected by the conduct, not just the individual at whom the offensive conduct is directed. Internal Compliance Employees at all levels, persons engaged in activities on the premises of Treton or persons who represent the company in any capacity are required to comply with the letter and spirit of this policy and all applicable and associated laws and regulations. Any employee or representative of Treton who believes that he or she: 1) Has been discriminated against; 2) Is the target of harassment; 3) Is being required to participate in unlawful discrimination and/or harassment and/or; 4) Has witnessed unlawful discrimination and/or harassment; Should seek guidance from his or her supervisor, other management/supervisory personnel or the facility/location compliance officer. To the extent possible, all information will be maintained on a confidential basis. When a supervisor/manager is notified or is aware of discrimination or harassment, he or she must notify the facility compliance officer. The compliance offer for the Midwest facility is Marta Ford, Director of Human Resources, Office 356, Phone 884-765-1234, e-mail martaford@treton.com. Violation of Policy Violations of these policies, regardless of whether an actual law has been violated, will not be tolerated. The company will investigate every issue that is brought to its attention as relating to these policies and will take appropriate disciplinary action, up to and including termination of employment. Treton Midwest Facility Organizational Chart (Abbreviated) Organizational Profile Treton Communications, Inc. is a public giant in the telecommunications industry. Headquartered in Eastern Michigan, Treton offers a range of wireless and wireline communications services to consumers, businesses and government users. In addition to its headquarters campus, Treton has call centers and regional operations throughout the United States. The companys gross revenue was $20 billion in 2007, with 30,000 employees worldwide. Two years ago, Treton expanded its operations with the opening of its Midwest facility and plans to add two more facilities in Southern and Northwestern locations in the United States. These new facilities offer many Treton employees exciting opportunities for advancement. The Midwest facility is located in Chenworth, Kansas. It currently employs 360 workers, with plans to reach a full workforce complement of 800 employees within three years. Chenworths demographics indicate a population that is predominantly white, with 7 percent racial/ethnic minorities. The demographics of the 360 employees of the Midwest facility similarly reflect a 5 percent racial/ethnic minority representation. Employee Relations Treton takes pride in its non-union status and strives to develop policy and implement programs that demonstrate its strong company culture of employee development and empowerment, procedural and operational integrity, and ethical decision-making. To sustain its culture and values, Treton has policies, procedures and guidelines that articulate its expectations of employee and employer behaviors. Promoting and facilitating workforce diversity is a guiding principle for Treton. The organization has written policies and directives regarding workforce diversity, equal employment opportunity/nondiscrimination and workplace harassment. Principal Individuals MarShawn DeMur (a.k.a. Maalick) Employee filing the complaint Clive Jenkins Midwest facilities director and MarShawns supervisor Marta Ford Midwest facility human resources director, EEO and diversity compliance officer Judith Dixon Corporate vice president for EEO and diversity The Situation MarShawn DeMur has worked for Treton for six years. He started as a management intern working summers while attending college. After graduation, he was hired as a customer service supervisor overseeing three technicians in one of the large customer service centers in Detroit, Michigan. DeMur was encouraged by a manager at the Michigan center to apply for a promotion and transfer to the newly opened Midwest facility. DeMur, who is African American, had questions about the demographics of the location and the facility but decided to apply for an operations manager position at the Kansas facility. The operations manager position reported to the facility director, Clive Jenkins. DeMur was selected for an interview with Jenkins. During the interview, Jenkins discussed company philosophy and his vision that the facility would operate as one big happy family. Employees would be evaluated on their strengths and productivity, and the benefits of diversity in all areas would be maximized. Jenkins assured DeMur that if hired, the management team would help him with his transition. The day after the interview, Jenkins invited DeMur to attend his church to meet new people and get acquainted with others in the city. He was told that several facility employees were church members. Jenkins invited DeMur to his home for a casual dinner after church services. Most of the dinner guests were church members, with a few other community people in the mix. It was a pleasant affair where DeMur exchanged contact information with several people and received pledges from others to look out for him if he relocated. DeMur thought the new job would be a good career change, especially with such a supportive group of people. He was offered the position, accepted the job and moved to Kansas. DeMur started his new position with enthusiasm. He interacted well with co- workers and subordinates and demonstrated high technical competence in his work. Jenkins often complimented Demur on his ideas and work ethic. His first annual performance appraisal was superior in all areas. DeMur liked his job and saw great potential for advancement in the company. Before he had accepted his new job and moved to Kansas, DeMur decided to become a member of the Church of International Spirituality. The existence of a small African-American congregation of Internationalists in Chenworth, Kansas, influenced DeMurs decision to take the promotion and relocate. Although the Internationalist congregation in Chenworth was comprised of only 80 people, they held regular worship services and offered spiritual education classes. The Internationalists were regarded as a new-age religious group. They required members to commit to strict restrictions on diet, appearance, methods of worship and other areas of conduct. DeMur was quite committed to Internationalist beliefs. He was often found reading Internationalist materials on his work breaks and during lunch period. The final step to become an Internationalist was a five-day intensive spiritual preparation and confirmation process. Participation in this religious practice required DeMur to be away from work for a week. He approached Jenkins about this need and requested a week of vacation to attend the final process for church membership. Jenkins inquired about the reason for the time off. He asked many questions about the Internationalist religion and admitted that he was not familiar with the religious group. He raised several questions about the authenticity of the religion. During the conversation, Jenkins told DeMur, You know I am a religious person, but what you describe sounds quite strange. I need some information on this so-called religion before I can make a decision to give you a week off. We are quite busy, you know! I have been wondering about what I have seen you reading, and, frankly, some of your workers have asked me about the pamphlets you leave around your office. Although DeMur was disturbed by the conversation, he complied with the request for information. Jenkins reluctantly granted the time off. A few days before DeMur was to leave for his vacation, several employees approached him and asked about his so-called religion. They told DeMur that the members of his new congregation were considered strange by others in the city. Many called them voodooists and partakers of witchcraft and sorcery. DeMur countered these remarks by providing more correct information about the Internationalist religion. He wondered about the source of his co-workers perceptions. Despite this, DeMur left to attend his week-long confirmation ceremony excited about meeting other Internationalists. Internationalists were required to change their names after confirmation to reflect their changed position based on spiritual doctrine. DeMur was given the spiritual name of Maalick and was required to use it at all times. When Maalick returned to work, he stopped by the HR department to complete the paperwork to formally change his name. He spoke with HR director, Marta Ford, about the questions his co-workers asked him about his religious beliefs. Ford assured him that his name change would be recognized and reflected in company records and told him not to worry about his co-workers. Maalick proceeded with his normal duties and began to sign correspondence with the name Maalick. When he entered his department the next day, he noticed strange looks from his co-workers. As he greeted them, they simply nodded their heads, laughed and immediately walked away. When he entered his office, Maalick found it decorated with dolls with pins sticking out of various body parts, witch hats and containers of incense. On the wall behind his desk was a picture of Africa decorated with strange letterings and symbols. Maalick was astonished and immediately called Jenkins and asked that he come to his office. When Jenkins saw the office, he laughed and said, Well DeMuror shall I say MaalickI must say you have some admirers. As an American with African roots, you should have expected some lighthearted ribbing about your conversion to that strange religion of yours. Even you must admit that they do some weird things. Maalick replied, No, I must say that I did not expect this! Jenkins recognized that Maalick was angry and upset over the incident and promised to handle the situation. Over the next several months, Maalick received a series of notes left on his desk and car referencing black cats, black magic, requests for palm readings and notices about the disappearance of MarShawn DeMur. Not wanting to cause any problems or be labeled as a troublemaker, Maalick ignored these incidents, thinking that people would tire of the pranks and things would die down. However, on one occasion, he found on his desk several sheets of what appeared to be chants with a title at the top that read Prayers for Black Folk. Next to the pages was a book titled Mystical Practices from the Negro Experience. Maalick immediately took the materials to the HR department and met with Ford. Ford told Maalick, I have been out of the office a lot helping with the staffing of the new Northwestern facility and had no idea you were having these kinds of problems. Do you have any idea who is responsible for these actions? No I dont, said Maalick. This is not the type of behavior that is condoned at Treton. Dont worry, I will handle this immediately. I am so sorry about all of this, said Ford. After Maalick left her office, Ford called a meeting of all department heads and informed them of the situation. Ford immediately sent an e-mail to all facility employees, reminding them of Tretons policies regarding discrimination and harassment and the penalties associated with such actions. By the end of the day, all department heads met with their employees with specific warnings and orders for the behaviors to cease and desist. The days following were a bit tense in the office but calm. Maalick was relieved to not find any more notes or messages. Ford visited with Maalick on several occasions to ensure that he was not continuing to experience any problems. Maalick was happy to report that, in his opinion, all was well. On Fords last visit, Maalick took the opportunity to ask about two new systems manager openings. Promotion to a systems manager position would assist Maalicks career goals for advancement with Treton. Ford sent Maalick the position description and encouraged him to apply. After reviewing the systems manager job requirements, Maalick believed that he had more than a good chance at a promotion. He spoke with Jenkins about the job duties and requirements and expressed his interest in the position. Maalick was informed that at that time, only one of the vacancies would be filled. The second vacancy would be filled within the next six months. These positions also reported to Jenkins. Maalick applied for the position and was interviewed by Jenkins. The job was given to an outside candidate, Charles Bartlett. Maalick later discovered that Bartlett was a member of Jenkins church. Given Maalicks perception of his qualifications and excellent performance record, he wondered if there were factors other than qualification that influenced the decision not to promote him. He also recalled Jenkins conduct at the company holiday party where he joked about Maalicks conversion to the Internationalist faith. Maalick filed a formal complaint with Ford, alleging religious discrimination and racial harassment. As required by Treton policy, Ford reported the particulars of the complaint to Judith Dixon, vice president for EEO and diversity, at the corporate office. The next afternoon, Dixon was at the Chenworth facility meeting with Ford and Jenkins.
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[order_calculator]Please review attached article and support how results and employee engagement are tied together also how leadership effectiveness is key to making both cohesive in an organization.
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[order_calculator]Format/Criteria: The essay must demonstrate writing abilities and familiarity/critical assessment of the topic. The paper will be evaluated in terms of clarity, completeness, depth of discussion, use of evidence, and format including such elements as style, neatness, grammar, and spelling). a. 500 words maximum, double-spaced typed, 1″ margins and 11-12 point font (Arial or Times New Roman). b. Use a consistent style. The department standard is APA format. c. The title and the reference page are not included in the 500-word limit. d. Papers exceeding the 500-word limit will not be reviewed. Rush University The general purpose of your statement is for you to provide information about yourself as well as to demonstrate your ability to express ideas clearly and logically in a grammatically correct format. Please note the 2000 character limit – this is approximately one double-spaced, typed page. What was your reason for choosing nursing as a career? Elmhurst Personal Statement: The 1,000-word personal statement should answer the following questions: Why do you want to pursue a master’s degree in nursing at Elmhurst College? How will this program further your academic and professional goals?
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