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Columbia International Human Beings Illustrating the Analogical Argument Essay

Columbia International Human Beings Illustrating the Analogical Argument Essay.

Please find 2 examples of the types of arguments mentioned below and then analyze one of each of the pair of arguments using the guidelines and evaluative tools (valid, strong, cogent, etc.) found in the text. Thus, you will have six total examples and three evaluations Your evaluations need to be careful and informative. Please notice that I am not asking you to define the argument types. This assignment assumes you know them. What you need to do is apply the definition and then analyze your examples. You will likely use a search engine to find examples and that’s fine to an extent. But you will receive less credit for examples that are too easily found, unoriginal, weak, or ones that seem lazy, etc. It would be best if you found examples from articles where you can reconstruct the argument–identify the conclusion, find the premises, and then evaluate how the premises relate to the conclusion. Must be at least 2 pages, double spaced.Deductive ArgumentsInductive ArgumentsArgument by Analogy (analogical)
Columbia International Human Beings Illustrating the Analogical Argument Essay

ACC 650 Grand Canyon University Performance Measures Worksheet.

Complete Problems 12-41 and 13-42 in the textbook.Problems 12-41 and 13-42 should be prepared in a Word document with embedded Excel spreadsheets for relevant calculations and supporting schedules. You still need to post your Excel worksheet to show support for your calculations. Note, you must show your work in Excel, which includes providing the formulas in the cells, not just the summary value. You may not earn full points if you do not show your work in detail. Suggestion: To complete all parts of the problems correctly you should start each assignment with preparing an Excel workbook. The response for Problem 12-41 should be a minimum of 250 words.At least one external source should be cited, not including a textbook.The excel spreadsheet is necessary!
ACC 650 Grand Canyon University Performance Measures Worksheet

Tracheostomy Care Tracheostomy is an opening that is made through the skin in the front of the neck into the trachea windpipe (Tortora and Grabowski, 2001). A tracheostomy tube is inserted to bypass a trachea that is blocked by welling or blood in order to assist with breathing, therefore the tube is removed once regular breathing is possible again. But in other cases, a person may need a permanent tracheostomy tube to help breathing at night due to permanent damage or loss of function around the larynx or swallowing area (Murrary and Frenk, 2010). According to the National Tarcheostomy Safety Project (2013), over 5,000 procedures performed yearly in England with an estimated around 10 to 15 thousand tracheotomies are performed each year in England’s critical care units. The affected groups include those with chronic respiratory, neurological problems or trauma related (NTSP, 2013). According to Serra (2000), tracheostomy care is aimed to maintain airway and oxygen to patients. To effectively care for a patient with tracheostomy, staffs are require to have the appropriate skills of respiratory assessment, an in-depth understanding of humidification, knowing when and how to suction, stoma care and management of tube blockage (Barnett, 2007). The National Institution of Health and Clinical Excellence (2012), supports that, staffs need to be ensure they are knowledgeable and informed to provide safe and effective care for patients. According to Patel and Matta (2004), Tracheal suctioning and stoma care must be performed using sterile equipment, however, Russel (2009) highlights that, tracheal suctioning should not be done routinely but only after the staffs has identified the need for suctioning through proper patient assessment. The indications for suctioning increases coughing, rise in the airway pressure, suspected aspiration, reduced airflow and deteriorate peripheral oxygen saturation (Regan and Dallachiesa, 2009). The Department of Health (2011) supports Patel and Matta (2004) that, sterile procedures minimized the risk of infections. Educating patients and encouraging oral communication is important to lessen the adverse psychological effect of isolation by helping the patients to understand the necessity for isolation therefore giving them the opportunity to cope better (Morgan et al., 2009). Russell (2009) states that, nurses need to encourage both the patient and family to use other forms of communication to achieve the ultimate goal to restore the patient ability to communicate consistently and effectively. A study conducted by Day (2002) stated that, between seven to eight million people in the United Kingdom are functionally illiterate, therefore, nurses need to ascertain the patients literacy level before go ahead with any method. Day (2000), added on that, latter enable patients to erase previous conversation which enables confidentially to be maintained. This is supported in line with the Nursing and Midwifery Council (NMC) (2008) that, confidentiality needs to be maintained at all time. According to Clotworthy et al (2006), extra attention should be given to non verbal communication such as facial expression, hand or body position and movement including lip reading. Serra (2000) supported it that, patient should be encouraged to exaggerate lip movement and use short but complete sentences in order to make the message clear. Therefore, whichever communication method is utilized by the patient, it is essential that all recipients such as friends, relatives and staffs allow the patient time to express themselves (Woodrow, 2002). Tracheal suction is an essential component of managing secretions, maintaining respiratory function and a patent airway (Higgins, 2009). Ireton (2007) highlighted that, the presence of prominent audible secretions, visble secretion, decreased oxygenation or diminished breath sounds during assessment would indicate a need for suctioning. Most contraindications are relative to the patient’s risk of developing adverse reactions or worsening clinical condition as a result of the procedure. Suctioning can cause distress, is uncomfortable and is associated with airway changes and should therefore only be performed when indicated and not at fixed intervals. Frequency should be determined on an individual patient basis and suctioning should aim to clear airway secretions where the patient is not able to, ensuring airway patency and patient safety at all time. Suctioning may not be as effective if the secretions become too tenacious or dry. Anecdotal evidence through practice suggests that, frequent 0.9% sterile sodium chloride or acetylcysteine nebulizers may assist in loosening dry and thick secretions (Fraise and Bradley, 2009). Hough (2001), states that incorrect choice of catheter size can cause mucosal damage if the diameter of the suction catheter should exceed one half of the internal diameter of the tracheostomy tube. Hence choosing to not suction in order to avoid a potential side effect may sometimes can be more harmful to the patient. However, despite its necessity, suction may be painful and distressing to the patient and can also be complicated by slow heart beat (bradycardia), low blood oxygen (hypoxaemia) and cardiovascular compromise, bleeding and the introduction of infection (ICS, 2008). Universal precautions must be use at all times when suctioning as stated by the DH (2007). According to NHSMA (2005), both staff and patient are at risk of infection when suctioning is being performed and in order to minimize infection, examination gloves should be worn and an aseptic technique should be used. Department of Health (2007) supports that, hands with an alcohol rub before and after suctioning procedure is vital to decontaminate hands. Conclusion The realization of this assignment was very fruitful for academic training. Nursing patients with a trachostomy can be very challenging. Since such patients are becoming more common with such procedures, nurses must ensure that knowledge and skills are maintained both from a theoretical and practical perspectives. Above all, nurses must care for patients with tracheostomies based on the prevention of infection to the extent that its prevention is a primary goal of patient comfort. References Bowers, B.,
Critical Analysis of Greece Report. Introduction Globalization is instrumental to the current economic trends in countries all over the world. These include the intra-industry trade, which brings together or connects the world through the sharing of ideas, technologies, and trade markets among other things. According to Ricardo’s theory of comparative advantage, countries trading with each other benefit a lot from one another (ZhangCritical Analysis of Greece Report

Animals Are Not Our Friends, They Are Our Food Discussion Board Paper

Animals Are Not Our Friends, They Are Our Food Discussion Board Paper.

For this discussion board, evaluate the following argument:Animals are not our friends, they are our food. This is because animals are not as intelligent as humans are, and thus don’t deserve the rights that humans have. My uncle, an electrician, told me that in order to be optimally healthy, I should eat at least 1-2 chickens a day. I think that if a cow had the chance to eat a person, it would, so why feel bad if you eat a hamburger? Human beings are at the top of the food chain, and because of this, we should do what we please to other animals. Lastly, my friend is vegan and she listens to Taylor Swift. Taylor Swift is the worst.Your Post!In 2-3 paragraphs:What are the premises? How do you know?What is the main conclusion? How do you know?Then, use the 5 Criteria for Evaluating Arguments to further assess the argument.Peer Response!In 1-2 paragraphs:Critique a classmate’s assessment (kindly). Do you think they were thorough in their evaluation? In what ways? Are there areas of their evaluation that can use improvement? Are their certain aspects of the argument they considered that you did not?I give u the peer repsonse later
Animals Are Not Our Friends, They Are Our Food Discussion Board Paper

Middle East College ?entrepreneurship and New Venture Creation Paper

essay help online free Middle East College ?entrepreneurship and New Venture Creation Paper.

Learning Outcomes:1. Demonstrate an understanding of the nature, role, scope and contribution that entrepreneurs make in modern society.2. Explain the sources and type of assistance, incentives, and procedures for starting business in the Sultanate of Oman.3. Analyse key issues in setting-up and running a small business.Assignment ObjectiveUnderstanding the structure and process of entrepreneurship is essential to attain a complete grasp of the phenomenon. The assignment is designed to allow the students to explore the structural aspects of entrepreneurship theoretically as well as in practice.Task:Main assignment bodyYou should:a. Define Entrepreneurship (Give three definitions and briefly explain them). (Max. 300 words)b. Describe its roles (Discuss 1 economic and 1 social contributions). (Max. 200 words)c. Identify two SME support systems in the Sultanate of Oman (You should: i. give a brief background information on each; ii. discuss the kind of ventures they support; iii. specify the amount of finance/funding they provide; and iv. describe the qualifying criteria they use). (Max. 300 words)d. Briefly discuss the key issues in setting-up a small business (Briefly discuss five main issues). (Max. 150 words)*** Words count = 950 words.*** In-Text Citations and References using Harvard style.
Middle East College ?entrepreneurship and New Venture Creation Paper

Chivalry Project

Chivalry Project.

For this project, you will be transported to the mythical land of Camelot! All of the stories you can find in google.Well, not really. However, you will be writing a creative
piece that will demonstrate your understanding of chivalry. In this Unit
Project, you will imagine what it would be like to be a knight in King
Arthur’s court in Camelot.You will be the protagonist of your story, so this should be written in a first person
point of view. You have read all about chivalry in this unit, have
studied examples of knights, and you will be taking this knowledge with
you to Camelot. You will also be fully accepted by King Arthur as a
knight and outfitted with shining armor accordingly.You will be spending a week as a knight. During this week, three
events will occur, similar to the ones we read about in the selections
from this unit. Choose three from among the following options:Negotiate a peace agreement with a rogue knight (as in Le Mort d’Arthur)Lead an army into an epic battle (as in Le Mort d’Arthur)Receive an order to complete a task from King Arthur (as in Le Mort d’Arthur)Face temptation (as in Sir Gawain and the Green Knight)Receive a challenge for a duel (as in Sir Gawain and the Green Knight)Fall in courtly love and pursue a romance (as in a Knight’s Tale)Recruit a squire (as in Don Quixote)Project DetailsYour project will tell in detail what happened during your chosen three events. For each event you face, you must acknowledge the chivalrous thing to do:What is the chivalrous thing to do in this situation?Why do you think this the chivalrous thing to do?In the stories you have studied, how did the knights react to this specific situation?You will need to provide support for this. Your support may be a recollection of the text when a character faced this situation; if so, provide a quote from the story. Or, you may choose to support it with research instead. You can use a link provided in the course or find one of your own. (Make sure to include a Works Cited page.)Once you have acknowledged the chivalrous thing to do, you may choose
to either do the chivalrous thing or not. You must behave chivalrously at least once, and you must break the code of chivalry at least once.
Justify your decisions! You must have a reason why you choose to do the
right thing or the wrong thing in each scenario. Remember – Sir
Bedivere had a hard time throwing Excalibur away as he was told to!
However, Sir Bedivere also had a specific reason for disobeying his
king’s orders.Be detailed. Write these scenarios loosely based on the stories we read, but take liberties to create your own adventure.
I should be able to see your understanding of the texts and of the code
of chivalry, but this should be a fun piece that showcases your
creativity and imaginationTie your story or essay together to create a cohesive piece.
Since this is a unique and somewhat absurd situation, spend your first
paragraph introducing your reader to the scenario. This may mean
discussing what you learned in the course, describing the time-travel
experience, or detailing your first meeting with King Arthur. Your
conclusion should wrap up your paper with a discussion of your
experience and perhaps your return home.You may choose to write this narratively (like a novel), as a diary entry, a letter, or just a report to your teacher about your experience. Embrace the project! Write as though you are truly living this!This essay should be between three and seven pages (750-1750 words) in length.
Chivalry Project

HR Practices Of Four Seasons

HR Practices Of Four Seasons. Introduction Nowadays the range of luxury hotels all over the world is very big. There are different types of luxury hotels and all of them have their own policy, procedures and missions. Competition among these kinds of hotels is huge nowadays. The competition is based not on prices or percentage of discounts but it is based on values, exclusivity, atmosphere and quality of service. One of these competitors is world known, luxury brand Four Seasons Hotels and Resorts. However Four Seasons Hotels and Resorts managed to differentiate them from all other competitors in the Hotel Industry. In Four Seasons, management has a huge value of their employees, because they know that the power of service is in human resources. Human Recourse Management in Four Seasons Hotels and Resorts definitely plays very important role for providing success of the company and delivering premises to their employees and customers. The following research provides readers with full picture of Human Resource Management Policy of Four Seasons hotels and Resorts. Also additional recommendations and comments are given in order to clarify the policy and mission of Human Resource Management. The research includes five important questions about HRM. Answers for these questions can be used as tools to improve the human resource policy of Four Seasons Hotels and Resorts. As for readers the research will help them to understand the value and mission of Human Resource Management in Hospitality Industry. Introduce the Company and its positions in the Hospitality Industry. Is it an employer of choice? “Four Seasons Hotels and Resorts” Company was founded in 1960 by Isadore Sharp and positioned as luxury hotel chain. The first hotel was opened in 1961 in the downtown area of Toronto, Canada. Isadore Sharp started a new kind of luxury hotels by making it personalized, taking care of each customer and offering an excellent service for their guests. For funds Sharp involved his brother-in-law, Eddie Creed and his friend, Maurry Koffler. Each of them contributed to the project. From 1970 till 1976 there were opened several Four season Hotels and resorts in London, Ontario and Bahamas. In 1976 Four Seasons hotels and Resorts grew and decided to expand in North America. So in 1976 they entered the US market in San-Francisco. So in 1977, Isadore Sharp along with Creed and Korrler decided to convert Four Seasons Hotels and Resorts into private company. Four Seasons has created a new niche in luxurious segment of Hospitality Industry, thus provided themselves with a great opportunity to grow. In 1986 the company went public, by being presented on stock market, but in 2007 it became private company again. By 1991 the company had around 36 hotels all over the world and around 13 sales and corporate offices. However Four Seasons faced with some financial issues and was rescued by investor from Saudi Arabia, the Saudi Prince Al-Waleed. In 1994 he purchased 25 percent of Four Seasons’ stocks and invested around C$100 million. After investing by Saudi Prince, the Four Seasons continued their expiation and opened new properties in Singapore, Mexico City, Berlin and Prague. In mid-nineties, whole hotel industry faced a downturn. As a result Four Seasons Hotels and Resorts turned to managing style rather owning hotels because it was much more profitable in the long run. (Four Seasons Hotels Inc’s HR Practice., 2009). Nowadays Four Seasons Hotels and Resorts has 84 properties all over the world with exclusive service and very clear company’s culture. Nowadays Four Seasons Hotels and Resorts has several competitors in Hospitality Industry. They are Fairmont Hotels, Ritz-Carlton, St. Regis and Mandarin Oriental Hotel Group. Positions of Four Seasons Hotels and Resorts are very strong now. Despite on financial problems they faced in 1994, Four Seasons managed to stabilize and continue growing in hospitality industry. Four Seasons continues to have more of its hotels designated as AAA Five Diamond properties than any other hotel company and it has the most Mobil Five Star awards in the industry. The company is also consistently highly ranked in readers’ surveys in publications such as Conde Nast Traveler, Travel Leisure, Institutional Investor, Andrew Harper’s Hideaway Report and the Zagat Survey. (Hospitalitynet, 2010). First of all, the writer would like to give the definition of term “Employer of choice”. “Any employer of any size in the public, private, or not-for-profit sector that attracts, optimize and holds top talent for long tenure, because the employees choose to be there”. (Herman and Gioia, 2002, p. xi). Personalized service is a unique feature of Four Seasons Hotels and Resorts. But in order to make the service unique for their guests, the company pays attention to their employees. Four seasons Management teams do value their staff and treat them as guests, also with uniqueness. As one of employees said: “You’re never threated like just and employee. You are a guest.” (Four Seasons Hotels Inc’s HR Practice., 2009). This is the one and the most important reason why Four Seasons Hotels and Resorts became an Employer of choice. The company is recognized by many popular magazines as an Employer of Choice. For example, since 1998 Four Seasons Hotels and Resorts are among 100 “The best Companies to Work for”, by Fortune Magazine. In 2009 Four Seasons Hotels and Resorts Company was awarded “The best Workplace” by Great Place to Work Institute Canada. Later in 2009 the Company was awarded “Lifetime Commitment Award” by National Society of Minorities in Hospitality (NSMH). In addition they were awarded “Inductee to Canada’s 10 Most Admired Corporate Cultures” Hall of Fame 2010. Also Four Seasons Hotels and Resorts pay a lot of attention to trainings and development programs, thus in 2010 the company was listed in “Training top 125” by Training Magazine. (FourSeason, 2010). As Four Seasons Hotels and Resorts in an international company and has many hotels all over the world, some of Four Seasons’ properties were also recognized by leading tourism and hospitality magazines. For example Four Seasons Hotels in the United Kingdom were “The Best place to Work in Hospitality” in 2008; Four Seasons Hotel Dublin received Business Award Status, based on the Hotel’s best practices in “Recruitment and Selection” and “Learning, Development and Progression”; in 2008 Four Seasons Hotel Prague was awarded as “Company of the Year 2008”. This award is given to the companies who supporting the employment of hearing-challenged individuals. (FourSeason, 2010). All these awards and recognitions are the main indicator of Four Seasons Hotels and Resorts culture and a result of well-organized corporate environment. Explain its culture, its unique to the Company, how does this vary from its major competitors. Four Seasons Hotels and resorts has their own and unique service culture. The culture is mainly based on “Golden Rule” by Four Seasons Hotels and Resorts. The philosophy of “Golden Rule” is very simple and clear. As the CEO of Four Seasons Hotels and Resorts, Isadore Shard defined it: “The Golden Rule – do unto others, as you would have them to do unto you” (Four Seasons Hotels Inc’s HR Practice., 2009). According to Mr. Sharp definition it is very important to treat everyone: guests, colleagues and partners as you would want them to treat you. Within Four Seasons Hotels and Resorts the “Golden Rule” applied to every person in the company and it does not matter whether you are manager or front line employee. What Four Seasons calls its unique service culture is based on a series of insights and beliefs about the person who provides the act of service, and the one who receives it. In writer’s opinion, the “Golden Rule” makes the uniqueness and creating a very positive atmosphere within all company and all properties around the world. The scheme below represents the forming of the culture. (Scheme 1) Scheme 1 As readers can see from the Scheme 1 there are several steps leading to the organizational culture. The first step is “Philosophy of company’s founder.” As it was mentioned above Mr. sharp has his own philosophy of service and company’s culture which is based on making the service exclusive and personalized. By implementing his own view of the service into Four Seasons Hotels and Resorts Company’s structure, Isadore Sharp has created absolutely new type of culture not only for his personal need but also for whole the company. The next step is “Selection Criteria”, which is based on recruiting and selection of candidates. As we know from the case-study of Four Seasons Hotels Inc., each potential candidate for any position in four seasons Hotels and Resorts had to pass through five interviews and the final one was with the General Manager of the Hotel. In the example above readers can see that selection process in Four Seasons Hotels and Resorts is very difficult. It means that the company needs the best employees from the best. The selection process is very important for the company, because managers look for really professionalized persons or persons who have potential to learn and to be trained. The thing is that Four Seasons Hotels and Resorts based on personal service, that’s why they have such complicated selection process. The next steps of analyzing Four Seasons’ culture are “Top Management” and “Socialization”. Top Management plays very important role in forming company’s culture. As readers can see, in Four Seasons Hotels and Resorts Company, senior executives help to establish behavioral standards that can be adopted by the company. Socialization is a process which helps new employees to adopt into company’s culture and implement skills and advantages in practice, by making service in Four Seasons Hotels and Resorts personalized. In addition the Socialization step can be separated into several stages like Pre-arrival stage, Encounter stage and Metamorphosis stage. All these stages directly helps in the process of forming the culture of Four Seasons Hotels and Resorts. In writer’s opinion, Four Seasons’ company culture is much differentiated form its main competitors. As an example, the company’s culture of Ritz-Carlton Hotels and Resorts is based on “Gold Standards” of the company. “Gold Standards” consist of six parts which includes the credo, the motto of the company, the three steps of service, service values, the 6th diamonds and the employee promises. (Gold Standards of Ritz-Carlton, 2010). As if follows, Four Seasons and Ritz-Carlton cultures are focused on making the service they provide more personalized, but in addition Four Seasons hotels and Resorts are focused on their employees. As a result, readers can make a conclusion that in Four Seasons Hotels and Resorts, the culture is as guests oriented as employees oriented. To prove this statement, the writer would like to present a phrase maintained in the case-study: “Loyalty to guests is important, but employees come first.” (Four Seasons Hotels Inc’s HR Practice., 2009). One of the most important Four Seasons Hotels and Resorts’ differences from major competitors is that the company is more employees oriented rather other companies in Hospitality industry. As a result it attracts more and more employees to join Four Seasons Hotels and Resorts. How does HRM fit into the company’s vision, missionHR Practices Of Four Seasons