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Descriiption: An annotated bibliography is a list of citations to books, articles, and documents. Each citation is followed by

Descriiption: An annotated bibliography is a list of citations to books, articles, and documents. Each citation is followed by a brief descriiptive, critical, and evaluative paragraph (the annotation) which provides your view of the relevance and importance of the source to the policy. Students will write a concise annotation that summarizes the central theme and scope of the book, article or documentary. You will need a minimum of 10 sources, with a minimum of 4 scholarly articles from recognized research journals, and no more than 2 documentaries or films. Sources should be no older than 7 years. It would be wise to have at least the relevant state or federal laws; state or national statistics; or government documents, as this bibliography will be used for your final assignment. Sources such as Wikipedia, about.com, or similar sites are not appropriate for this assignment.

Include one or more sentences that discusses or presents:
The authority or background of the author.
Intended audience and level of reading difficulty.
Purpose.
Bias or standpoint of the author.
Theoretical Framework/political stance/ School of thought.
Findings, results, arguments and conclusions.
Compare or contrast this work with another you have cited.
Explain how this work illuminates or is relevant to your policy.

Development assignment in toddler

Development assignment in toddler.

 Description Start by asking the 6 questions for the developmental interview: 1. Do you have any concerns about your child’s vision or hearing? 2. What changes have you seen in your child’s development recently? 3. What kind of child is he or she? 4. What do you and your child enjoy doing together? 5. What are his or her favorite play activities? 6. Have there been any stressful events in the family recently? The next section will be a comparison of the child to expected development and actual development. Text book is acceptable. Please give concrete examples of how you evaluated the infant / child Nutrition Expected (source of info) Actual / Assessment Nutrition: (graph out weight / height and head circumference on growth chart) BMI for the school age: print out tool and include in appendix Nutritional assessment to include sample diet and approximate calorie consumption. www.calorieking.com Nutritional analysis: iron, calcium intake, protein, veggies etc. Additional information: • How often does the family eat out / fast food? • Who cooks? • How many nights per week do they sit down together as a family? • What kind of an eater is he / she? • How often does the child snack? Milestones Expected according to text book Physical (general appearance: hair, skin, teeth, body type, vision) Immunizations- are they up to date Temperament / personality • Temper tantrums / defiant behaviors • How does the family discipline the child? Social (friends / family interaction / day care / school) • Cell phone use • Text messaging • Video games • TV viewing • Language

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Information Technology Management

Descriiption: An annotated bibliography is a list of citations to books, articles, and documents. Each citation is followed by Answer these questions:
As your company is still in a startup phase, you have been asked by the CIO to define the necessary IT operations requirements in terms of which management programs are necessary to be in place PRIOR to signing any vendor contracts or beginning the deployment. Which programs are essential to securing the application and data and what are their requirements? Describe why each program is necessary given how the system will be hosted in the cloud. There is no need to define individual specific technical recommendations (i.e. no need to define cryptographic algorithms or specific compliance controls). Are there any programs that are not specifically required? Why or why not?
Are there any immediate recommendations you would make?
Format
Your assignment should be written in paragraphs, 1500-2000 words in total length.
Your assignment should be in the format of a report to the CIO.
Bullet points may be used for lists introduced by the paragraphs.
Your report should reflect learnings from the course materials.

Development of a shared theory in palliative care to enhance nursing competence.

Development of a shared theory in palliative care to enhance nursing competence..

 Instructions For the Week 7 Group Assignment 1: Application to Pragmatic Adequacy, you will work in a small group to complete the assignment. Use whatever method your group agrees upon to collaborate on this assignment. As a group, select a practice theory or model using the Week 3: Application to Pragmatic Adequacy Group Discussion—Select a Practice Theory or Model:(Development of a shared theory in palliative care to enhance nursing competence) . Then using Fawcett’s framework for theory evaluation (as discussed in Peterson & Bredow, 2016, p. 43), discuss to what extent your selected practice theory or model meets the criterion of pragmatic adequacy (that is, how well the theory or model can be utilized in real-life situations, particularly clinical practice) by addressing the following: 3- Evaluate the practice theory or model. a. Describe the special education and/or skill training recommended for nurses so that the theory or model can be used in their clinical practice. b. Is it possible to derive clinical protocols from the theory or model? If yes, briefly explain. If no, explain why not? c. How often has the theory or model been used for nursing research? If it has been used for research, provide a full APA citation for one study example that used this theory or model. If it hasn’t been used, please explain why it hasn’t been used. d. Discuss at least two favorable outcomes that result from using this theory or model as a basis for nursing practice. Your paper should be two (2) pages long (not including the references list) and use APA formatting for all components. Please refer to the Grading Rubric for details on how this activity will be graded. The Theory or Model is :(Development of a shared theory in palliative care to enhance nursing competence)

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Maersk: Performance Management

Maersk: Performance Management.

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Performance Management: Which performance rating scale is best, and what should an employer consider in adopting a performance rating scale?

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Rating scales are used in performance management systems to indicate an employee’s level of performance or achievement. These scales are commonly used because they provide quantitative assessments, are relatively easy to administer and assist in differentiating between employees.

Although there is no consensus on which specific scale works best, most performance rating scales used by employers share common elements.

Rating scales may be numeric (e.g., 3, 4, 5) or alphabetic (e.g., a, b, c), with numbers or letters corresponding to an adjective, such as “5 = excellent” or “c = satisfactory.” Rating scales also may be narrative. For example, one element on a scale may be “unacceptable performance,” described as “fails to meet basic requirements and objectives.” Scales that provide a positive message have become more popular. For example, a scale may include ratings such as “basic,” “effective” and “very effective.”

Five- or seven-level performance management scales are most commonly used, but employers may choose alternatives. Each approach has advantages and disadvantages. For example, a simple three-level rating scale may be enough to capture a job’s critical objectives while reducing the burden of the performance review process. A five-level scale may provide an opportunity to better differentiate between employees by offering two superior performance levels, a satisfactory level and two less-than-satisfactory levels. However, there is evidence that managers are not effective in making such fine distinctions and that they often focus on the middle ratings or tend to drift upward in ratings. Four- and six-level scales are also used and may reduce the tendency to drift upward or focus on the center.

Regardless of the number of points on a rating scale, each level must be clearly defined, used consistently by managers and fit with the organization’s culture. As noted in SHRM’s standard on performance management, “Raters should be provided with examples of behaviors, skills, measurements, and other data that will assist them in making a decision regarding the performance level. This level of detail is particularly important in numerical scales, where one person’s ‘5’ is another person’s ‘4’.”

Another type of performance management scale is the Behaviorally Anchored Rating Scale (BARS). This appraisal tool generally contains a set of specific behaviors that represent gradations of performance and are used as common reference points called “anchors” for rating employees on various behavioral dimensions. For example, teamwork may be a dimension on a BARS tool, with anchors such as “participates in team meetings from time to time,” “frequently participates and contributes new ideas in team meetings,” and so forth. BARS scales are not commonly used, and developing a BARS assessment tool can be a time-consuming process. BARS may provide a greater degree of accuracy relative to performance appraisal, but improved accuracy under BARS is dependent on developing language that is precise, concise and readily understood when defining each competency and behavioral attribute.

For more information about performance management, see the SHRM Foundation’s publicationPerformance Management: A Roadmap for Developing, Implementing and Evaluating Performance Management Systemsand SHRM’s Managing Employee Performance toolkit.

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The HR Knowledge Center has gathered resources on current topics in HR management. Click here to view and request information.

This material is for informational purposes only and not for the purpose of providing legal advice. You should always contact your attorney to determine if this information, and your interpretation of it, is appropriate to your particular situation.

Link for reference

https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/whattodowhendevelopingperfratescales.aspx

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From Disease Prevention To Health Promotion.

From Disease Prevention To Health Promotion..

The SLP assignment for this course will entail becoming familiar with Healthy People initiative. To the end, you will be asked to view a series of videos presenting the key components of Healthy People 2020, illustrating how these are being implemented, noting data sources available to monitor progress toward achievement of Healthy People goals objectives, and recommending strategies for incorporating Healthy People into the work we do as health educators. View the first of these videos. After watching the video, address the following questions: What is Healthy People 2020? Where can one go to obtain information on this initiative? [Hint: The video mentions the relevant web site.] What are the “Leading Health Indicators?” Where can information on these be found? Identify three of these that are of greatest interest to you. Choose the one that concerns you most. What are the goals and objectives associated with this indicator? Here is the video link: https://vimeopro.com/aptrmodules/phlm/video/75420729

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Accounting Question

The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
All answers must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism.
Submissions without this cover page will NOT be accepted.

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