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BCI 130 New York University Conference Board Index Methodology Discussion

BCI 130 New York University Conference Board Index Methodology Discussion.

I’m working on a broadcasting question and need guidance to help me understand better.

The Conference Board index methodology is described online here (Links to an external site.)Links to an external site. and here (Links to an external site.)Links to an external site.).Since The Conference Board doesn’t distribute the ISM data, you can use the contributions for that component that are already calculated and posted in the same database. I attach that file here download.Note this is not the raw data for the component. The month-to-month change has already been calculated and the standardization factor (the volatility adjustment) has already been applied to it. So you include this in the step directly before summing up the component contributions (in step 3 (Links to an external site.)). Let me know if you have any questions.Using the same methodology, calculate the leading index, LEI, starting from May 1991 instead of starting from 1959 (this allows you to sidestep complications arising from two periods used for volatility adjustment and trend adjustment, namely 1959-1983 and 1984-2017. You should use 1991-2017 as the sample period for volatility adjustment factors. How different are the factors you calculate from the ones published in the technical notes by The Conference Board (Links to an external site.)) (50 pts.)Compare by making a graph of the LEI you calculated with the published leading economic index. What are the visible differences? The differences should be minimal (50 pts)Indexes published by The Conference Board are online and in this file from last year: TheConferenceBoard_USLEI_Historical_Data.xlsx download as well as on the website.Describe any differences you see between the version you calculated and the published version online. Briefly discuss the factors that cause the differences.
BCI 130 New York University Conference Board Index Methodology Discussion

GCU Physician Compensation Private Practice & Regulations Response Discussion.

I’m working on a health & medical multi-part question and need an explanation to help me understand better.

respond to the following post as a peer. Hello class,“Fair market value is, the price at which the property or service would change hands between a willing buyer and a willing seller, neither being under a compulsion to buy or sell and both having reasonable knowledge of the relevant facts” (Oelrich, 2012, p.2). The idea of fair market value on physician wages isn’t a new concept; however facilities continue to struggle with what the term fair market value really means and how they can best apply it to physician compensation.Facilities need to assess what type of physician they are looking to hire as this will be a starting point for them to review what is considered fair compensation. Comparing to the national standard isn’t the only way to determine base compensation. Again, it’s a starting point, however, things such as location and cost of living need to be assessed as well. There is no way that my facility in Rural Wisconsin could pay a primary care physician the same wage that a primary care physician in Chicago was making. Taking into consideration how much the physician would have to pay to live in Chicago would have to be a factor of the overall negotiations.Our facility looks at fair market value, but that isn’t necessarily the base rate the physician gets paid. Our CEO, looks at various items when negotiating a physician contract. Typically, our physicians receive a base rate plus an incentive guarantee for the first two years of their contract. After that, they are paid their base rate, but then their incentives are paid based on there work. Most new physicians that we hire, have an incentive based of their wRVU’s. There is usually a set amount of wRVU’s they have to perform each year as part of their base salary and then they receive a specified dollar amount for each wRVU over that threshold. This holds the physicians accountable to being able to received additional money.Reference:Oelrich Jr. W.L. (2012). Demystifying fair market value compensation: what do you need to know?. PYAleadersip briefing. 1-13 Demystifying-fair-market-value-compensation-what-do-you-need-to-know.html
GCU Physician Compensation Private Practice & Regulations Response Discussion

Colorado Technical University Online Organizational Ethics and Ethical Dilemmas Paper.

Organizational Ethics and Ethical DilemmasHuman services professionals may occupy leadership roles (administration, research, management) or service roles, working directly with clients. The leadership responsibilities of a human services professional include the application of ethical standards in the primary role of administration, research, and management. In addition, one must understand and be able to apply ethical standards in the service role to effectively guide and support service personnel. The practice of ethics generally involves understanding standards set by the workplace and recognizing that what ought to be or might be the ethically appropriate decision or action is effectively carried out in either role.Drawing on your readings, write a 1,500-word essay discussing an example of organizational ethics and two examples of ethical dilemmas that require intervention and resolution.InstructionsChoose two ethical dilemmas to complete the following:Discuss two ethical dilemmas (one supervisory dilemma and one service-delivery dilemma) and offer an effective resolution for each dilemma.Analyze the differences and similarities between the ethical obligations of a leader in human services as compared with the obligations of service personnel.Choose one cross-cultural dilemma to complete the following:Describe a cross-cultural dilemma (an ethical conflict arising from a diverse social interaction) that requires understanding of non-Western cultural ethics.Evaluate the most appropriate ethical practice for the cross-cultural dilemma.Communicate information in a concise, balanced, and logically organized written way, using appropriate grammar, punctuation, and syntax, as expected of graduate-level composition, while applying current APA guidelines.Review the Organizational Ethics and Ethical Dilemmas Scoring Guide to verify you have addressed all the assignment requirements.Submission RequirementsStructure: Submit a cover page stating your name, course title and number, and the date.Length: Your essay must be at least 1,500 words long.References: Use a minimum of 4 references and citations.Written communication: Written communication should be free of errors that detract from the overall message.APA formatting: Use proper APA format for headings. In-text citations and references at the end of the paper must be in proper APA (current edition) style and formatting.Font and font size: Times New Roman, 12 point.
Colorado Technical University Online Organizational Ethics and Ethical Dilemmas Paper

Pre History of Homo Sapiens & Anthropological Studies Discussion

Pre History of Homo Sapiens & Anthropological Studies Discussion.

When we think of modern humans we often think of specific physical features along with cultural and linguistic attributes that define us. There are many things that we were not able to cover in this class that relate to our species. For this discussion board I would like you to look for a news article that specifically dealt with the prehistory of Homo sapiens. Your goal is to look for a news article that introduced a new discoveryYou will receive points for the following items:Give a short summary of the news article.Briefly explain what the discovery was about.Cite your news article.
Pre History of Homo Sapiens & Anthropological Studies Discussion

Organizational Justice: Identical Treatment for All Employees Research Paper

best assignment help Abstract Organization justice relates to employees’ perceptions about the manner in which they are treated within their organization. Employees play an important role in the success of any organization and as such, organization justice has become a topic of great importance to organizations and scholars. There are three distinct components of organizational justice that are discussed separately in the following paragraphs. All the three components are interrelated. Employees’ trust on their organization and supervisors and the support that they receive from them are very crucial in terms of organizational management. This study aims at investigating the concept of organizational justice in Saudi Arabian Oil and Gas Company. It will assist in understanding the various components of organizational justice within the organization. The paper will further study the impact of such components on the performance of the organization. The study was conducted in the form of a survey in which a questionnaire was prepared with two sections. The first sections included demographic details while the second one had questions with objective style questions (having five options for each question). Saudi Arabian Oil and Gas Company was chosen because it has a diverse workforce; the obtained data would be of diverse nature. IBM SPSS was used to analyze the data. Correlation and regression of data was carried out in order to understand relationship among various constructs. Six models were used for getting the desired results. The results suggest that distributive justice contributes the most in the employees’ perceived support from and trust in the organization. In addition, the study indicated that employees’ expected support of their supervisors and their trust in organization are strongly related to interactional justice. Organizational Justice: Identical Treatment for All Employees Introduction Organizational Justice is defined as “a personal evaluation about the ethical and moral standards of managerial conduct” (Cropanzano, Bowen

Ohio Christian Defining Roles in Client Helper Professional Relationship Response

Ohio Christian Defining Roles in Client Helper Professional Relationship Response.

Defining RolesExamine the importance of appropriately defining roles in the client-helper professional relationship.Roles are important in any relationship as they help to define what each party will bring to the table. However, defining roles in a helping scenario is not necessarily one that is objective. An error in defining roles by either party can have negative consequences that affect the overall relationship as well as the progress that can be made.If the client is viewed as a victim, for example, the role of the professional can be altered to that of savior, or a relationship may be formed that puts the power in the helper’s hands only. This downplays the role of the client as an active party in the relationships. It is important to appropriately define these roles at the beginning of the interaction as it sets the tone for what follows.
Write a 1-page response to the following points:

Use at least two terms of your choosing that you feel best define your role as a helping professional (example – advocate, expert, etc).
Use at least two terms of your choosing that you feel best define the role of the client (receiver of services, etc.).
Examine the terms that you used to define each party’s role. Do these terms appropriately put power into each party’s hands? Do these terms move away from seeing the client as a “victim” in the relationship?
Provide a concluding paragraph discussing the importance of appropriately defining roles as it relates to your ethical responsibility as a helping professional

All written assignments should be formatted using APA. For the current OCU APA Templa
Ohio Christian Defining Roles in Client Helper Professional Relationship Response

Psychological Measurements and Requirements Research Paper

Introduction Psychological measurements can be described as the development of processes to measure individuals’ characteristics such as their personality or intelligence (Clark, 1999). The development of psychological measurements involves a number of processes. This paper highlights the processes involved in developing a psychological measurement. It also illustrates the processes in a psychological test for measurement of students’ aggression. The paper further goes ahead to discuss psychological practice requirement in New York State, considering who is eligible to interpret and administer psychological tests. The paper finally ends with the relevance of New York State laws and requirement regarding psychological practice. Psychological Test Development Processes Psychological testing deals with the measurement and quantification of some characteristics so as to obtain a mark that will predict a person’s future behavior (Schieltz, 2005). Psychological test development processes can be summarized in three major steps: research and definition of purpose, planning the test, and measuring the reliability of the test (Schieltz, 2005). Research and Definition of Purpose Researching and defining the purpose of the test is the first step in developing a psychological test. Here, one attempts to define the purpose of testing, users of the test, as well as takers of the test. This stage also considers previous researches on the test to be taken. Also, constructs of the test are defined. Planning the Test The test planning stage typically involves planning how the test will be administered and scored. This stage considers the sections and type of questions the intended test will feature. Test Reliability Measurement Here, the psychological test is administered to the sample of population under study. Also, measurements of reliability and measurement of test-retest reliability are obtained. These are obtained by the utilization of basic reliability measures and certain formulas. Psychological Test for Students’ Aggression The test for students’ aggression is an example which illustrates the developmental process of a psychological test. Get your 100% original paper on any topic done in as little as 3 hours Learn More Research and definition of purpose: The purpose of the test is to measure aggressive tendencies of students. The test user is the school counselor. The test will be administered to students of the school, ranging between the ages of 10 and 19. Relevant researches on students’ aggressiveness will also be explored. Planning the test: The school counselor administers the test. It will take students 60 minutes to complete the test. The test will consist of five items and three scales: physical aggression, verbal aggression, and hostility. Items will be answered on a five-point scale, ranging from 1 (not at all) to 5 (very much). This test would be piloted by issuing the scale to about 20 students. It is crucial to conduct a pilot test, so as to improve the intended methodology and ensure that the actual test is appropriate and effective before commencement. Psychological Practice in New York State (NYS) In order to practice as a Psychologist in NYS, one requires licensure to practice, unless otherwise exempted by law (New York State Psychological Board, 2011). While to qualify for licensure, the person must possess good moral character, must not be less than 21 years of age, and must attain a certain educational level, as well as examination and experience (New York State Education Department [NYSED], 2010). Among other education requirements, the person must have obtained a doctoral degree in Psychology (NYSED, 2010). Hence, a Master’s degree holder in Psychology is not eligible to practice as a Psychologist in NYS; however, he/she may qualify for a Psychological Associate in about half of the States in the United States (ASPPB, 2010). Psychological Associate is a class of licensure for the practice of psychology. A Psychological Associate is supervised by a licensed psychologist of doctoral level. These laws and requirement regarding qualification of psychological practice is necessary so as to ensure that competent hands administer and interprets psychological tests, as well as ensure improved treatment and diagnosis of psychologically related illnesses. References ASPPB. (2010). Requirements for Licensure or Registration to Practice Psychology. Retrieved from We will write a custom Research Paper on Psychological Measurements and Requirements specifically for you! Get your first paper with 15% OFF Learn More Clark, R. (1999). The Parent-Child Early Relational Assessment: A Factorial Validity Study. Educational and Psychological measurement, 59(5), 821-846. New York State Education Department. (2010). License Requirements. Retrieved from New York State Psychological Board. (2011). Educational Requirement for Licensure. Retrieved from Schieltz, M. (2005). Guild to Psychology: Testing. International Journal of Educational Research, 13(2), 127-143.