For this assignment you will complete Construction Quiz it is multiple choice 31 questions . the questions and the book is attached . You get 1 hours . You must get atleast 28 questions correct.Questions 1 thru 31 .https://www.dropbox.com/s/hkunz5aienzlfd2/Fundamen..1Item 1 is unpinned. Click to pin. LEED is:A private organization that establishes specifications for materials and methods of construction in the U.S.The predominant building code in the U.S.The entity that assumes responsibility for designing and constructing the buildingAn organization that encourages and recognizes sustainable design and construction of buildingsItem at position 2Item 2 is unpinned. Click to pin.ASTM International is:Sets the fire-resistance code around the world.The predominant building code in the U.S.A private organization that establishes specifications for materials and methods of construction in the U.S.An organization that encourages and recognizes sustainable design and construction of buildingsItem at position 3Item 3 is unpinned. Click to pin.International Building CodeAn organization that encourages and recognizes sustainable design and construction of buildingsA private organization that establishes specifications for materials and methods of construction in the U.S.Sets the fire-resistance specifications of building materials.The predominant building code in the U.S.Item at position 4Item 4 is unpinned. Click to pin.The role of the Engineers is toResponsible for completing specific building tasksAssumes responsibility over day-to-day construction and communicates between the construction team and the owner and designerOverall responsible for constructing the buildingEnsure that the design of the foundations and all systems of the building will function properly and meet building code requirements.Item at position 5Item 5 is unpinned. Click to pin.The role of the General Contractor is to:Responsible for completing specific building tasksAssumes responsibility over day-to-day construction and communicates between the construction team and the owner and designerEnsure that the design of the foundations and all systems of the building will function properly and meet building code requirements.Overall responsible for constructing the buildingItem at position 6Item 6 is unpinned. Click to pin.The role of sub-contractors is to:Responsible for completing specific building tasksOverall responsible for constructing the buildingEnsure that the design of the foundations and all systems of the building will function properly and meet building code requirements.Assumes responsibility over day-to-day construction and communicates between the construction team and the owner and designerItem at position 7Item 7 is unpinned. Click to pin.The role of a Project Manager is:Ensure that the design of the foundations and all systems of the building will function properly and meet building code requirements.Overall responsible for constructing the buildingResponsible for completing specific building tasks.Assumes responsibility over day-to-day construction and communicates between the construction team and the owner and designerItem at position 8Item 8 is unpinned. Click to pin.Meeting present needs without compromising the ability of future generations to meet their needs is:ProfitabilityResponsibilityRegulatorySustainabilityItem at position 991 pointItem 9 is unpinned. Click to pin.In what units is fire resistance measuredMinutesHoursDaysSecondsItem at position 10101 pointItem 10 is unpinned. Click to pin.What is the purpose of regulating the maximum square footage and height of buildings by occupancy groups?Require sprinklers for certain occupancy groupsReinforce local zoning ordnancesDistinguish various degrees of the need for fire safety in buildingsEnsure the building quality and livability of a structureItem at position 11Item 11 is unpinned. Click to pin.What is the nature of the most common type of foundation failure? Shear resistanceLiquefactionHorizontal thrustDifferential settlementItem at position 12Item 12 is unpinned. Click to pin.Which of the following IS NOT a measures can be taken to prevent foundation failure?Account for differences in seismic loads, especially when building in an area prone to earthquakesDesigning the foundation with all loads accounted forNever build on soil that has clay or silt content above 10%Account for differences in soil type when designing the foundationItem at position 13Item 13 is unpinned. Click to pin.Which of the following matches this description:flat-shaped, extremely small particles, very cohesive (high shear strength), plastic when wet, drains poorly.Challenging to use for a foundationSiltClaySandGravelItem at position 14Item 14 is unpinned. Click to pin.Which of the following matches this description:spherical, extremely small particles, water can change it to a liquid, less stable than sand, drains poorly.Not very good for a foundation.SandSiltClayGravelItem at position 15Item 15 is unpinned. Click to pin.Which of the following matches this description:rough angular faces, stable, “cohesive”, water flows rapidly through the particle spaces, not susceptible to liquefaction during earthquakes.Great for a foundation.SiltSandClayGravelItem at position 16Item 16 is unpinned. Click to pin.Which of the following is NOT a reason why we use DEEP FOUNDATIONS?Unsuitable soil at the bottom of the substructureLoads require depthLess expensive than shallow footingsItem at position 17Item 17 is unpinned. Click to pin.Which of the following is NOT a condition that would cause you to use a watertight barrier instead of well points when digging below the water table?Insufficient capacity to remove the water via pumpsPower outagesNo restrictions on the disposal of waterLowering table impacts surrounding neighborhood or wood pilesItem at position 18Item 18 is unpinned. Click to pin.Which soil conditions favor belled caissons?Cohesive soilNon-cohesive soilSoil that drains quicklySandy soilItem at position 19191 pointItem 19 is unpinned. Click to pin.What soil conditions favor piles over caissons?Soil with a lot of clayCohesive soilSoil that doesn’t drain wellNon-cohesive soilItem at position 20Item 20 is unpinned. Click to pin.A system that prevents water passage even under hydrostatic pressure that is used when moisture protection is critical or groundwater conditions are severe is called.DamproofingWeatherproofingWaterproofingRainproofingItem at position 21Item 21 is unpinned. Click to pin.A component of a typical foundation drainage system and that consists of well-sorted crushed stone or gravel that let’s water pass through their functions is called the:Drainage backfillPerforated drainage pipingDrainage pipeDrainage matItem at position 22Item 22 is unpinned. Click to pin.Which of the following best describes “plainsawing”?Sawing technique that reduces wood defects, less efficient in converting a log to lumber.Sawing technique that is most efficient, most defects in woodSawing technique most often used with hardwoodsSawing technique used when the quality of the wood products is the most important objectiveItem at position 23Item 23 is unpinned. Click to pin.Which of the following best describes “quartersawing”?Sawing technique that reduces wood defects, less efficient in converting a log to lumber.Sawing technique that is most efficient, most defects in woodSawing technique used when the lumber is to be used for structural purposes.Sawing technique most often used with softwoodsItem at position 24Item 24 is unpinned. Click to pin.Strongest type of nailing:straight across is called:End-nailingCross-nailingFace-nailingToe-nailingItem at position 25Item 25 is unpinned. Click to pin.Which of the following is NOT an advantage of Glulams compared to solid wood?StrongerMade of a single piece of lumberCan be designed and assembled in various shapesAvailable is virtually any sizeItem at position 26Item 26 is unpinned. Click to pin.What is NOT an advantage of using of structural composite lumberDimensional stabilityResistant to moistureUse of materials that would have otherwise been wasteStrongerItem at position 27Item 27 is unpinned. Click to pin.Which plywood veneer grade would you most likely choose if you wanted it to receive a paint finish in an application demanding the highest possible finish quality.Veneer Grade B Veneer Grade DVeneer Grade A Veneer Grade C PluggedItem at position 28Item 28 is unpinned. Click to pin.Which of the following is NOT an advantage of nails in comparison to screws as a fastener:FasterStrongerCheaperEasier to installItem at position 29Item 29 is unpinned. Click to pin.Which species of wood has decay-resistant heartwood?RedwoodPineElmOakItem at position 30Item 30 is unpinned. Click to pin.Give the actual cross-sectional dimensions of a kiln-dried 2×4:1¾ x 3¾1¼ x 3¼2×41½ x 3½Item at position 31311 pointItem 31 is unpinned. Click to pin.What type of wood products use a “span rating”?GlulamsWood panelsStudsWood-Plastic Composites
Acaydia School Which Species of Wood Has Decay Resistant Heartwood Science Quiz
Assignment Content Research inpatient and ambulatory or ancillary health care organizations. Inpatient health care organizations:Nursing Home Ambulatory or ancillary health care organizations:Dialysis clinic As a team, select one inpatient health care organization and one ambulatory or ancillary health care organization.Create a 4 slide Microsoft® PowerPoint® presentation (the title and reference slides do not count toward the total slide count), with detailed speaker notes, in which you compare each organization and their quality management performance as an organization. Include the following in your presentation:Explain transformational improvement in relation to organizational performance.What transformational model(s) can be used to help with transformational improvement in relation to organizational performance? Note: Speaker notes are to be provided for each slide. Cite at least 3 peer-reviewed, scholarly, or similar references and your textbook to support your assignment. Format your citations according to APA guidelines. Submit your assignment. Resources Assignment Grading CriteriaCenter for Writing Excellence Reference and Citation Generator Grammar and Writing GuidesLearning Team ToolkitCopyright 2019 by University of Phoenix. All rights reserved.
HCS 451 UOPX Wk 4 Transformational Improvement and Model Presentation
It is important to integrate multimedia into ELA instruction and assessments when applicable in order to enhance the instruction in order to foster active engagement in literacy and create a supportive learning environment.For this assignment, create a 250-500 word digital brochure to give to families to highlight two multimedia tools that can be used to enhance literacy instruction. Your digital brochure should show how these tools would engage students in literacy and accommodate students with diverse needs.For each multimedia tool, include:Title and descriptionHow the tool will foster students’ learning and active engagement with the subject matter.How the tool creates a literate environment to engage students in high quality texts.How the tool can be adapted to meet the diverse needs of students in order to create a supportive learning environment.The role of family in supporting the learning activity and the use of this tool.Support your brochure with a minimum of three scholarly resources.
EDU 580 Grand Canyon University Multimedia in Education Brochure
Hi!My assignment is a report, and the report is about “HPV vaccine for male”. And the requirement of this assignment is “You will produce a 1500-1700 word research document or white paper related to actuarial science or statistics that is written for a semi-specialist or non-specialist audience. The project should make use of legitimate and authoritative sources and incorporate data from at least three empirical studies. The final grade will consider the application of the research and depth of analysis, the appropriateness of the style for the audience, the understanding of the formal requirements of either the report or the white paper, and the overall clarity and concision of the writing.”This course is an English course, so I need you to minimize grammatical errors.I do not know how to attached my proposal for this report, the feedback of my proposal, and the ppt of report’s format in this box. Therefore, if you take this order, please email me. I will send these information to you by email.
ENGL 378 University of Waterloo HPV Vaccine for Male Essay
Homedco And Abbey Healthcare Group Merger Management Essay
The Apria merger ended up as a complete disaster mainly because the two merging entities: Homedco and Abbey Healthcare Group focused on gaining financial benefits and outcomes rather than considering the main human resource issues that could emerge from the merger. In most cases many large merging firms neglect the analysis of key human resource issues as general belief that combining resource is more important than understanding the differences in employee, organization cultures, management structures etc. It is the responsibility of the Human Resource department to carry out a detailed evaluation of the potential human resource issues that can emerge and this in turn will aid the top management in determining the financial costs in terms of handling likely human resource issues. In nutshell the impact of poorly managed human resource issues in the case if the Apria Healthcare group merger has lead to effects of downsizing, employee stress, poor performance, difficulties in employee retention, process issues, information system issues etc which ultimately lead to merger failure. The following are reasons as to why the analysis of human resource issues would be beneficial at the pre merger phase, Reduce conflict in job roles and responsibilities A human resource audit should have been out carried to determine and predict the effect the merger would have on the employees of both Homedco and Abbey Healthcare Group. It is a generally accepted fact that a merger activity is likely to cause performance issues of employees during the period of transition which lead the conflicts between the executive and managers of the Apria group. A detailed analysis would have lead to clearly defined job roles, responsibilities and duties of employee of both companies. The performance of the employees is mainly affected during the presence of role conflict and ambiguity, uncertainty of environment, cultural differences and differences in the management style. Creation and implementation of cultural fit The cultural fit is potentially acknowledged as the most important element of mergers and acquisitions. An organizational culture is determined and created by employees and every culture is unique and different from the other. As mentioned in the case Abbey Healthcare Group and Homedco have vastly different cultures in which one follows organic structure and the other follows a mechanistic structure. Prior to a merger is important that both companies assess their organizational cultures as organization practices, managerial and leadership styles, structure of management, work break down in order to find a balance between the cultures. The merger would result in a creation of an entire new culture. The newly emerged culture would include new values, beliefs, objectives, goals, vision etc. However and thereby the merging company should ensure that the culture is compatible and adoptable to employees in both companies. However, conducting an assessment of human resource issues would have enabled Apria to minimize the cultural clash. Research has proved that non maintenances of a cultural fit can produce hostility, conflict, misunderstanding, lower commitment, motivation and cooperation that are negative to the outcome of a smooth transition. The Apria groups’ cultural clash resulted in the more dominant culture: that is Homedco having more power in the merger, resulting in job cuts and looses for Abbey employees. Develop retention strategies to keep key employees One of the vital areas of the HR department of each firm is to retain key employees as much as possible. The case illustrates that very minimum attention has been given in retaining employees and limiting the probability of turnover. After the merger, the best performing Abbey Sales representatives quit the Apria group due to issues of cultural differences, role confusion and failing employee relations. Key employees is an asset to any organization as they are responsible in running firm operations smoothly and is a key source of competitive advantage due to the skill, knowledge and expertise of individuals. Retaining key employees would also lead to the firm needing to identify and resolve employee concerns, which would have been somewhat determined if Apria undertook a human resource analysis before the merger took place. The key employees roles and responsibilities could have been clearly defined, highlighter and communicated which would have indirectly illustrated Apria’s top management commitment to retain best performing workers. Retaining such employees would assure that the company operations would be carried out smoothly after the merger. Carrying out an analysis of HR would have enabled Apria to retain key employees by, Identifying the key employees who hold key positions and responsibilities in both companies Evaluating current market rates pertaining to compensation and benefits if the employee is to leave Communicating the value of the employee during the pre-merger and post-merger Communicating the new employees roles, responsibilities and duties within the merged company (Apria group) Consistent communication and employee relationship building by top management Proper management of overcapacity Implementing a merger option would lead to an overcapacity of employees. And thus, Apria has contended in eliminating excess staff with a view of creating a more efficient corporation. This strategy is adopted in order to maintain economies of scale by reducing internal operational costs. The Apria Healthcare group should have ideally implemented a proper downsizing strategy along with propose compensation, benefits and outplacement programmes implemented during and after the merger. A effective analysis of human resource issues might have bought in to light the proper process and method of dealing with excess staff. As in the case mentions that more of Homedco managers were not affected by the job cuts, there by showing a certain level of discrepancy in managing downsizing which lead to even the best of employees resorting to quit the company. Saving unnecessary costs The objectives of merging is to combine resources in order to achieve economies of scales by minimizing costs of processors, systems, human resources etc in order to earn higher margins. The non compliance to an effective analysis of human resources has lead to Apria Healthcare Group spending an excess amount of hiring new employees, excess costs on training and development, loosing of customer base and market share due to increasing complaints and drop in service levels, loss of revenues and profits due to reduction of performance in the marketplace. Carrying out a detailed analysis of human resource issues would lead to the Human resource department being able to estimate financial costs pertaining to laying off employees and leave allowance to potential leavers. Estimated costs include costs of benefit and severance packages of terminated and other employees; cost pertaining to outplacement programs for terminated employees etc. Identifying proper training and development programs for employees Prior to the merger Apria should have conducted a detailed skilled analysis of employees of both companies. This analysis would have revealed the gaps in skill by comparing existing skill versus expected skills and thus would comply with the merging companies’ objectives. This was further justified in the case where it was mentioned that Apria Health group used the Abbey Healthcare system billing processor which was unfamiliar to the employees of Homedco. Ideally, before the merger if the management decided to use a particular system, the employees of Homedco should have initially be trained in using Abbey Healthcare system before the merger took place. The overlooking of implementing a structured and timely training and development programme caused drop in service quality and customer dissatisfaction due to errors in the billing system. Employee morale and commitment It is clear identifies that there was a lack employee moral and commitment during the Apria Healthcare Merger. This is better explained through the stages that the employee goes through when adopting to change. Shock – Employees would be confused on their new job roles, need for jon security, changing lifestyle and the general fear of unknown in moving to a new culture. Denial and confusion – Most employees would be unsure on how the merging would affect their employment status. Anger and resistance – Anger and resistance would be portrayed by internal conflicts, sticks, turnover, ineffective job performance etc. Reluctant acceptance – The time taken by the employees to get use to the new culture, value/belief system, management and processors. Understanding – At this stage the employees are willing to accept the new changes resulted by the merger It is evident that Apria group has not understood this stages and issues properly before going through with the merger. The employee motivation, morale and commitment is the key source that makes a merger successful. As motivated employees would be willing to accept change and be effective and efficient when carrying out their tasks. The conflicting relationship between the Apria group employees effected team work, interdepartmental coordination, customer orientation, distorted communication, non compliance to code of practices etc. This situation could have been completely avoided or managed if Apria gave ear to the challenges and difficulties faced by employees during the transition process and it would have been a better approach for company to encourage employee participation in designing HR strategies for the merging company on order to bypass avoidable conflicts. 4) Strategic importance of developing organizational culture Organizational culture is a subject which has been studied and defined by numerous authors. The importance of assessing a firms organizational culture emerged due to globalization, increase in number of mergers and acquisitions, companies adopting market orientation etc. Brown (1954), was the first to take the initiative in defining “organization culture”. The author stated that “The culture of an industrial group derived from many sources, origins, occupations and technical sources; the atmosphere of the factory that forms their background; and finally, from the specific experiences of the small informal group itself. Some of the important indications of culture would be a collection of myths, beliefs, values and rituals” However, the most accurate definition was proposed by Torrington and Hall (1995), where they defined organizational culture as “the characteristic, spirit and belief of an organization demonstrated in terms of norms and values that are generally upheld about how people should behave and treat each other, the nature of working relationships that should be developed and attitudes to change”. The authors also critically argued that these norms are deep, taken for granted and are often known by employees without being properly understood. Development of a sound organizational culture requires the company to align its culture with its strategies, goals and objectives. Following are some factors that illustrate the strategic importance of developing organizational culture, Having an aligned and integrated culture is vital in achieving a high level of productivity. An effective organization culture would include employees who have shared vision, purpose, values goals and commitment that is essential in maintaining strong culture. Dennison (1984), reveled if an organization possesses “strong culture “by exhibiting a well-integrated and effective set of specific values, beliefs, and behavior patterns, then it will perform at a higher level of productivity. The performance of an employee would depend on the encouragement, support and direction and the working relationship he/she develops with colleague and peers. This in turn results in the employee being motivated and committed to contribute to the organization by being performance oriented ,which leads to effectiveness and efficiency in fulfilling tasks, responsibilities and duties. Productivity would be an outcome of employee performance and could be achieved through the organizational employees working as a team to enhance productivity. An effective method of keeping employees aligned with the values and the goals of the organization is by developing a culture which encourages employees to focus on higher purpose for their work. For an example: Toyota has developed its organizational culture in which employees are treated as a part of one big family. Their shared values, vision, goals and objectives are reflected through their organization and have been fundamental in the success and business performance Toyota has regained during the past decade. Improved business performance Worker attitudes and goals Organizational performance Organizational climate Task organization Organizational values Organization structure and purposeThe development of a well structured organizational culture is of primary importance in improving overall business performance. As mentioned earlier enhanced productivity through development of organizational culture is merely one of the factors that affect business performance. Marcoulides and Heck (1993), proposed a framework which could be by organizations when determining elements of a firms culture that lead to overall business performance. Organizational structure – Developing a strong administrative hierarchy and sound processors would reflect how a company is able to maximize effective resource utilization which impact the performance of product and service output. The Apria merger failed as the management didn’t pay emphasis of having an integrated structure which in turn effected the overall performance of the company. Mergers such as Hewlett-Packard emerged as successful as the company was able to develop a common structure which clearly defined the organizational purpose. Organizational Values – The values of a firm will determine the way in which the firm designs strategies to serve its customers and maximize customer satisfaction. The performance of the organization through understanding firms value will reflect the way in which the emphasis is placed on risk taking, productivity and efficiency and ability to improve new outputs and improving excising products and services which in turn enables them to achieve competitive positioning and market positioning. As highlighted in the framework organizational values has direct effect on climate, task organization and employee attitudes which lead to the attainment of overall performance. The values of the organization is variable that effects managerial decisions as the structure, strategies to improve organization tasks and processors, strategies to improve work environment would be analyzed and implemented by consideration of organizational values. Task organization – Task organization involves analyzing the types of methods used to recruit and select new employees, the quality and methods used to evaluate employee performance and the criteria to determine salaries and benefits are strongly related to organizational performance. This also illustrates the management commitment towards enhancing organizational performance by developing effective strategies to recruit, evaluate and compensate employees. Organization climate – The organizational climate is defined by the perceptions of its employees in terms if the working conditions. The perception of quality of interactions and effectiveness of communications across organizational levels and the level of authority given to employee would be indicators that determine a firm’s culture. The organization climate also acts as a source of motivation for employee performance which results in improved performance. Worker attitudes and goals – Research carried out by Marcoulides and Heck (1993), indicated that attitudes, perceptions and individual goals would depend the values and climate of the organization. This variable will perceive the way in which employees perform at an individual level which contributes to overall organizational performance. The Merger between the Time-Warner companies can be taken as a real life scenario in which employees took up on a large protesting campaign with objective of stopping the merger. This was reflected by the revenues and performance. Ability to maintain sustainable competitive advantage The culture of a firm is considered the most critical component of a companies transition from good to great. Mergers are formed between similar industrial players with an objective of being more competitive in a global scale to reduce the impact of threat created by competitors. Various strategies and tactics are taken to develop competitive advantage and positioning of the market place. However, research has indicated that cultural development and nurturing is the primary strategy that could ensure sustainable results in the long run. Barney (1986), cited that a firms culture can be a source of sustainable competitive advantage if that culture is valuable, rare and imperfectly imitable”. The author proposed the following factors that need be considered when developing culture under these three criteria’s, Culture must be valuable and it should assist the firm in developing strategies and forming behaviors that improve employee productivity, resulting in superior financial performance. Organization culture must enable companies to develop strategies that add economic and monetary firm Culture must be created as rare and distinctive by having attributes and characteristics that are not common to the cultures of large number of other firms. A firms culture is one of the several attributes that differentiate firms form one another. Culture must be imperfectly imitable and without this the firm cannot gain competitive advantage as positioning them as unique. Firms are able to maintain a high degree of adoptability In order to survive firms need to be flexible in adopting and responsive to the environmental changes which could create opportunities and threats for the company. Dennison and Mishra (1995) argue that a successful firm must be able to detect and predict environmental changes in order to maximize benefits occurring as a result of an highly volatile environment. However, the degree of adoptability would depend on how the employees of a particular firm are able to change their behavior in order to respond and take proactive action when going head on with these changes. By developing a culture which includes knowledge and information sharing, participative management . These companies are therefore more willing to try innovative approaches in better meeting their employees’ needs. HR practices that emphasize company information sharing, participative management and formal grievance procedures will help to facilitate the needed internal change initiatives (French and Bell, 1990; Robbins, 1998). Furthermore, to be really adaptive, skill development becomes critical to adjust to changing business demand. While appraisal systems have to be applied consistently to attain effective business performance, the context of appraisal needs to be adaptive. Appraisal systems that impose rigid performance expectations can turn into a barrier to aligned expectation and delivery of performance. Perceived flexibility and fairness in performance management systems will result in better-motivated employees and improved business outcomes.
Complete 2 PAGE ARGUMENTATIVE ESSAY (ASU-DUKES)
python assignment help Complete 2 PAGE ARGUMENTATIVE ESSAY (ASU-DUKES). I’m trying to study for my Economics course and I need some help to understand this question.
Appendix A: Argumentative Paper
The argumentative paper makes a claim about a topic and justifies this claim with specific evidence from research. In this instance, you must choose to reject or affirm one of these five motions
The Environmental Protection Agency (EPA) should strengthen its enforcement of environmental laws. (Chapter 12)
The US government should be less involved in encouraging innovation in the economy. (Chapter 13)
Earnings gap by race and gender is mostly due to discrimination. (Chapter 14)
We should discourage immigration into the US because it damages the economy. (Chapter 14)
The government should do more to reduce poverty. (Chapter 15)
For each of the above motions, you can decide to accept or reject the above motions Based on research, develop a case supporting your position on the motion There will be a group discussion component The first discussion will involve reaching a consensus on which of the six issues that you as a group want to research The second discussion will involve researching opposing viewpoints of each issue where you will critique which side was most compelling Together, it will be worth 15 points
The written report must be written individual where you must use a minimum of three sources where at least one of your sources must be one of the following think tanks:
The Brookings Institution (wwwbrookedu)
Hoover Institute (wwwhooverorg)
Center for American Progress (wwwamericanprogressorg)
Heritage Foundation (wwwheritageorg)
Economic Policy Institute (wwwepiorg)
Cato Institute (wwwcatoorg)
The length of the paper must be 2-3 pages and in the APA format Please note that the cover page, abstract and references page should be excluded from the minimum page count This means having a cover page, abstract, introduction, body, conclusion, and references page It will be worth 200 points.
The paper should include a cover page, abstract, introduction, body, and conclusion
It is important to have the proper heading and header on this first page Make sure the heading is centered properly along the middle of the page There should be a header with the page number in the right-hand corner
The abstract should be written after utilizing a page break after the cover page and it should include two parts The first part describes the scope of your paper, which should detail your issue The last part should summarize your position Make sure it complies with the APA format
The introduction is essential as it draws in the interest of the reader Be creative in introducing the topic Explain why this issue is important Then close it with an effective thesis statement that demonstrates the purpose of the paper
The body of the paper should be multiple paragraphs When crafting your argument, you should make three or four compelling points that are persuasive Recommend understanding the fundamental concepts that revolve around issue as discussed in textbook
However, it is discouraged to cite textbook as you should conduct outside research to build your argument. Each point should have its own paragraph.
Think of the conclusion like the closing argument of a lawyer. Find your one or your two best arguments and summarize here. Be persuasive in why the reader should accept your view.
It is very important that you use both internal and external citations. Whenever you are citing a fact or opinion that is not your own, then you should use an internal citation that is formatted in APA format Primarily, you will want to paraphrase rather than use quotes when citing sources However if you do use a quote, make sure that you can attribute it to a specific individual and it should not be longer than two lines Otherwise, you should paraphrase Any sources that you use within the paper should also have an external citation, which is the References page Make sure to use the APA format properly. Use the APA format in listing all sources referencing in paper. Make sure indentation and format is accurate.
Complete 2 PAGE ARGUMENTATIVE ESSAY (ASU-DUKES)
NUR 3165 Walden Regulation for Nursing Practice Staff Development Meeting HW
NUR 3165 Walden Regulation for Nursing Practice Staff Development Meeting HW.
Describe at least one federal regulation for healthcare.How does this regulation influence delivery, cost, and access to healthcare (e.g., CMS, OSHA, and EPA)?Has there been any change to the regulation within the past 5 years? Explain.Describe at least one state regulation related to general nurse scope of practice.How does this regulation influence the nurse’s role?How does this regulation influence delivery, cost, and access to healthcare?Describe at least one state regulation related to Advanced Practice Registered Nurses (APRNs).How does this regulation influence the nurse’s role?How does this regulation influence delivery, cost, and access to healthcare?Include Speaker Notes on Each Slide (except on the title page and reference page)
NUR 3165 Walden Regulation for Nursing Practice Staff Development Meeting HW
Discuss the welfare effects of the Value-Added Tax VAT reform and its implications for businesses and taxpayers.
Discuss the welfare effects of the Value-Added Tax VAT reform and its implications for businesses and taxpayers.. I’m stuck on a Economics question and need an explanation.
In 2018 Saudi Arabia imposed a Value-Added Tax (VAT) on the supply of goods and services at a standard rate of 5%. Discuss the welfare effects of the VAT reform and its implications for businesses and taxpayers.
Within 500 words
Ensure that you follow the APA style
Discuss the welfare effects of the Value-Added Tax VAT reform and its implications for businesses and taxpayers.
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