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Galen College of Nursing Cause And Effect of Divorce Thesis Paper

Galen College of Nursing Cause And Effect of Divorce Thesis Paper.

OUTLINE REQUIREMENTS(1) First, download one of these two files and rename it YourLastName_YourFirstName_outline_cause-effect. Outline Template — One effect with many causesOutline Template — One cause that leads to many effectsThis is an MS Word file, so you’ll need to use that program. If you don’t have that program installed, you can visit the Office 365 link on the course menu to the left to either download the program to your computer or use the online version. Both options are free to Galen students. (2) Once you’ve downloaded the file, take a few minutes to orient yourself to each section. An APA paper has a title page, and that’s been included in the file. You’ll also see sections for the thesis statement, topic sentences, and paragraph details.(3) When you feel comfortable with how the outline is organized, update the following fields. Yellow — Heading information Blue — Thesis statement (copy this from last week’s assignment if your instructor approved it, or write your revised thesis statement here if your instructor suggested changes) (USLO 3.1)Save your changes frequently to avoid losing information. (4) Now that you’ve filled in the title, heading, and thesis statement part of the project, you’re going to start hashing out all the details you want to include in your paper. Let’s start with topic sentences. The lines where you need to write your topic sentences are highlighted in light green. The topic sentences for each of your body paragraphs should do two things: (a) remind the reader of the thesis and (b) tell the reader what point that specific paragraph will be making. These should be complete sentences, even in your outline. After you’ve filled in the light green highlighted sections with your topic sentences, it’s time to decide what details you’re going to include in each paragraph. These sections are highlighted in orange. Remember — you want to be sure you avoid repetition and stay on topic. All details in your body paragraphs should support the point that specific paragraph is making. Remember, too, that you’ll need to include information from your outside sources. This requires correctly incorporating the information you want to use (by either quoting directly or paraphrasing — read the Parapraphsing vs. Direct Quotations (Links to an external site.) chapter in the etext to review) and including proper in-text citation and a Reference page.Something to consider: The outline provided for this assignment allows for four body paragraphs, with five details per paragraph. You may need more or less, depending on where you plan on taking your writing. A video showing you how to add sections is included in the lecture material in this unit.ESSAY REQUIREMENTS!!!!Essay Grading Rubric 2020Essay Grading Rubric 2020CriteriaRatingsPts This criterion is linked to a Learning OutcomeIntroductory Paragraph Required elements: 1. Attention grabber 2. Minimum of 4 sentences 3. Original, clear, and comprehensive thesis statementview longer descriptionthreshold: 15.0 pts15.0 ptsIntroductory paragraph contains all required elements and provides excellent context for the rest of the paper.12.0 ptsIntroductory paragraph provides effective context for the rest of paper and/or contains a problematic thesis statement.7.0 ptsIntroductory paragraph provides minimal context for the paper and is missing one or more of the required elements.0.0 ptsIntroductory paragraph does not contain thesis statement OR any of the required elements OR no assignment submitted.15.0 pts This criterion is linked to a Learning OutcomeBody Paragraphs 1Unified paragraphs-logical transitions 2Coherent paragraphs-support thesis 3Topic sentences evident 4Paragraphs-at least 4 sentences 5Supporting sentences relate to topic sentence 6Paragraphs are logical, relevant to thesis statementview longer descriptionthreshold: 25.0 pts25.0 ptsThe paper meets and adequately addresses all the criteria20.0 ptsThe paper meets and adequately addresses three or four of the criteria10.0 ptsThe paper meets and adequately addresses one or two of the criteria0.0 ptsThe paper does not adequately address criteria OR no assignment submitted.25.0 pts This criterion is linked to a Learning OutcomeStyle 1Paragraphs compelling, creative 2Sentence structure varied (simple/compound /complex sentences)3Exceptional use of transitional phrases4Academic/elevated/creative word choice5Appropriate tone (no slang/informal language)6Written in 3rd personview longer descriptionthreshold: 10.0 pts10.0 ptsThe paper meets and adequately addresses all the criteria7.0 ptsThe paper meets and adequately addresses three or four of the criteria3.0 ptsThe paper meets and adequately addresses one or two of the criteria (see criteria column). Or use of first and second person.0.0 ptsThe paper does not adequately address criteria OR no assignment submitted.10.0 pts This criterion is linked to a Learning OutcomeConclusion 1. Thoroughly summarizes the findings associated with the key concepts as outlined by the assignment guidelines 2. Key concepts are summarized 3. No new material is introduced in the conclusion 4. No direct quotes in the conclusionview longer descriptionthreshold: 10.0 pts10.0 ptsThe paper meets and adequately addresses all the criteria7.0 ptsThe paper meets and adequately addresses three of the criteria3.0 ptsThe paper meets and adequately addresses two of the criteria0.0 ptsThe paper does not provide a conclusion OR no assignment submitted.10.0 pts This criterion is linked to a Learning OutcomeLength and Originalityview longer descriptionthreshold: 10.0 pts10.0 ptsPaper meets required word count. And/or Less than 10% direct quotes.0.0 ptsPaper is either 20% above or below the required word count. And/or More than 10% direct quotes.10.0 pts This criterion is linked to a Learning OutcomeGrammar and Mechanicsview longer descriptionthreshold: 10.0 pts10.0 ptsThe paper is clearly written with no errors in spelling, grammar, word order, word usage, and punctuation.7.0 ptsFewer than two errors in spelling, grammar, word order, word usage, and punctuation.3.0 ptsThree to six errors in spelling, grammar, word order, word usage, punctuation.0.0 ptsMore than six errors in spelling, grammar, word order, word usage, punctuation. OR No assignment submitted.10.0 pts This criterion is linked to a Learning OutcomeAPA Manuscript Format Required elements: 1. Title page 2. Font, page numbers, double spacing 3. Use of leveled headings (when appropriate) 4. Reference pageview longer descriptionthreshold: 10.0 pts10.0 ptsThe paper meets all four of the criteria.7.0 ptsThe paper meets three of the four criteria.3.0 ptsThe paper meets fewer than three of the four criteria.0.0 ptsThe paper does not address any of the APA formatting criteria OR no assignment submitted.10.0 pts This criterion is linked to a Learning OutcomeAPA References and In-Text Citation Format 1Correctly formatted APA citations within body of paper 2Correctly formatted references on reference page 3Citations & references on reference page match 4APA formatting met without error on reference pageview longer descriptionthreshold: 10.0 pts10.0 ptsThe paper meets all four of the criteria.7.0 ptsThe paper meets three of the four criteria.3.0 ptsThe paper meets fewer than three of the four criteria.0.0 ptsThe paper does not address any of the APA formatting criteria OR no assignment submitted.10.0 ptsTotal Points: 100.0PreviousNext
Galen College of Nursing Cause And Effect of Divorce Thesis Paper

Zara is one of the most well known brands in the world and is also one of the largest international fashion companies. They are the third largest brand in the garment industry and are a unit of Inditex. It their flagship range of chain stores and are headquartered in Spain. Zara opened its first outlet in Spain in 1975. The headquarters of the company is based in Galicia. There are more than 2600 stores across 73 countries in the world. The Zara clothing line accounts for a huge bulk of its parent group’s revenues. There are other clothing brands owned by Inditex such as Kiddy´s Class (children’s fashion), Pull and Bear (youth casual clothes), Massimo Dutti (quality and conventional fashion), Bershka (avant-garde clothing), Stradivarius (trendy garments for young woman), Oysho (undergarment chain) and Zara Home (household textiles). Inditex owns all Zara outlets except for places where they are not allowed ownership of stores (that’s where Franchises step in). Zara is renowned for coming up with products on a short timescale instead of taking forever. They are known for taking around 2 weeks to develop products and have been known to come up with around 10,000 new designs every year (which is an industry record). They have bucked the trend by making productions in Europe instead of shifting their entire production to Third World or Developing countries. However some of their clothes are manufactured in parts of Asia due to the fact that they have a longer shelf life. They make most of their own products inside Spain or other European Countries as they own a large number of factories in both Spain and Portugal. They also don’t have to depend on anyone else as they can get everything done by themselves. Zara is unique in the way that it does not spend money on marketing and instead concentrates on opening new stores instead. Their brave experiments have led them to be labeled as one of the most innovative retailers in the world. Zara started out with low priced products which were pale imitations of high end fashion products. This move led to Zara being a smashing success and allowed them to expand by opening more stores in Spain. The company management also managed to reduce the time it took to create new designs and came up with the term “instant fashions” which allowed them to capitalize on new trends really fast. Zara is known to use teams of designers instead of individuals. Zara has to face a lot of competition from H

Audit and Analysis of Goldman Sachs

‘The marketing audit is a systematic examination of a business’s marketing environment, objectives, strategies and activities with a view to identifying key strategic issues, problem areas and opportunities.’ The Aims of Marketing Audit: It will provide us with an in-depth view of existing marketing practices used by Goldman Sachs. It can be used as a baseline for performance measurements to maximise positive external perception. As the customers’ preferences and requirement keep on changing and so are the marketing trends, it will provide us with an interim report card on the company’s performance level. It will highlight the key problem areas like Weaknesses and Threats for Goldman Sachs and can help invent strategies to overcome them by using their strengths and possible opportunities. It will help to assess the importance of macroeconomic factors by analysing the extent of their impact on Goldman Sachs’s operating scenario. Understanding Marketing Environment for Goldman Sachs at Micro and Macro Levels It is very important that an organisation considers its environment before beginning the marketing process. In fact, environmental analysis should be continuous and feed all aspects of planning. The organisation’s marketing environment is made up of: Microenvironment – ‘It is the immediate environment that affects its capability to operate efficiently in its chosen markets’. (Jobbers 2001) The following are the main components of Goldman Sachs Microenvironment: The Companies Internal Environment: Goldman Sachs is extremely selective when it comes to the resources. It is a well-known fact they employ the Best Brains in the Industry and their resources are claimed to be one of the main assets that the Company has, the other 2 being capital and reputation. Suppliers/Vendors: Goldman Sachs believes that by broadening its supplier base it will gain access to new ideas, increase competition and receive better value for money. To qualify as a vendor to Goldman Sachs, prospective suppliers are evaluated on several criteria, including: Quality products and services; Excellent customer service; Competitive pricing; Ability to assist us in meeting our business goals; and Environmental and social impact. Customers: Goldman Sachs customers include high-net-worth individuals, Corporations, Financial Institutions, Institutional Investment Consultants, Insurance Companies Multi-Employer/Union Benefit Plans, Not-for-Profit Institutions, Public Pension Funds. Competitors: The major direct market competitors for Goldman Sachs include JPMorgan Chase

Personal statement for a college transfer student

essay writer free Personal statement for a college transfer student. I’m trying to study for my English course and I need some help to understand this question.

SHOULD BE betwen 500 TO 1500 words

Spend a lot of time on ancient history (childhood or high school). Show who you are as an adult.
Write a chronological account of your life or a laundry list of your accomplishments. Your resume will do this.
Use clichés.
Reveal overly personal details about yourself or your family.
Bring up issues in your essay that you would not want to discuss in an interview.
Tell a “sob story” with the goal of eliciting pity.
Make a plea for money. Show instead that you’d be a worthy investment.


Write from a place of genuine curiosity, using your own voice. Don’t try to write or be who you think “they” want to see.
Pay attention to any prompt or any explicit instructions about font size, word limits, formatting, and the like.
Talk about your accomplishments. Be confident, honest, and straightforward about your strengths.
Use a conversational, rather than overly formal or flowery tone.
Be selective; go for depth rather than breadth.
Think about the application as a whole. How does the whole tell a cohesive story about you? Where is the best place to highlight different experiences?
Show rather than tell; be specific.
Demonstrate that you are a person who will give something back to your communities, your field, the world.
Plan to revise.
Polish, polish, polish. The final draft must be error free.

Personal statement for a college transfer student

ENGL 109 California State Progress and Growth as A Writer Cover Letter

ENGL 109 California State Progress and Growth as A Writer Cover Letter.

Write a letter to your instructor in which you discuss your progress and growth as a writer.FormatThis is not an essay assignment; write a letter, and as such, it should follow letter format.The length needs to be 2-3 full pages, typed.The format needs to be standard business block. If you are not familiar with this format, see the Basic Business Letter Guidelines at Purdue OWL. Getting StartedThe following questions should help guide you as you write your letter. You are, however, not limited to these questions, nor should you feel compelled to write your letter in the order the questions are presented. They are meant to help you identify the kinds of information you should be including in your letter.What was your writing and process like at the beginning of the term? Be specific.What is your writing process like now? Explain thoroughly.In what specific ways has your writing improved? Give examples.What do you know about writing and the university level that you didn’t before?How do you plan to approach the writing process as you move forward as a member of the broader university community and the discourse community within your major?What advice would you give friends or classmates to help them understand and develop their writing processes?What examples from my Projects 1, 2, and 3 can I include to illustrate the points I make about my writing and writing process?
ENGL 109 California State Progress and Growth as A Writer Cover Letter

Written and Psychological Contracts of Employment Essay

The basic nature of employee-employer interaction is dictated by the nature of exchange in the employment relationship. An employment relationship is a contract based on a mutually agreed on, voluntary made exchange of promises. In this exchange, each party stands to gain if the exchange agreement is fulfilled and again, each party loses if it is not (Spielberger, 2008, p. 494) A contract is always born from between the employer and employee when the employee agrees the terms of employment in which case the acceptance may entail paperwork or just a word of mouth. There are three elements to the contract: offer, an “acceptance,” and consideration, which typically takes the form of a “promise by the employee to perform services in exchange for the promise by the employer to pay for such services” (Reid and Standryk, 2004) The employment relationship is usually documented in a contract of employment which can be a written statement contains certain terms and conditions regarding a given job. However, it necessarily does not have to be in writing, in which case it is called a psychological contract. The basic indication of the existence of an employment contract is the consent of both the employee and the employer to fulfill their obligations, with the former willing to work with expectation of compensation from the latter. It is from this contract that the basis for the relationship between the two parties is drawn, with the contract giving both parties certain rights and obligations called contractual terms, which should complement the rights enjoyed under the statutory labor laws, for example, the right to paid annual leave. Here, an introduction into the content and nature of the employment relationship is given, followed by a definition of the written contract of employment, expounding on the statutory rights, formation, and termination. In addition, the psychological contract of employment is discussed which includes its formation and breach. Key Differences between Written and Psychological Contracts of Employment The main difference between a written and psychological contract lies on how they are made such that, a written contract is always documented and provides duties and responsibilities in a generalized form, while psychological contract involves perceive obligation on the part of both employer and employee. In this case, a written contract will require have specific wording regarding the responsibilities of either party as well as terms of the contract while a psychological contract will only entail reasonable judgement about responsibilities one should undertake. Get your 100% original paper on any topic done in as little as 3 hours Learn More According to Robinson (1996), Psychological contracts tend to be primarily subjective as they depend on what either party to the contract believes is contained in the promise, in which case both parties may have contradicting interpretation. On the other hand, written contracts are objective and clearly stated in the contract form such that both parties expect the same results from the contract. Due to the uncertainty nature of the psychological contracts, it is always difficult to resolve disputes, more so because evidence of agreement may not be categorically substantiated unlike in written contracts where signed and formalized documentation cannot be ignored. Psychological contracts are normally established informally through dialogue between the employer and employee on the role each of them can perform in the contract, without specifically outlining the details of the duties each party will perform. In the case of written contracts, the contract document will contain explicit outline of duties and expectations of the contract, which must be signed by the both parties, thus acting as compete piece of evidence in the event a dispute arises. Although it is important to provide all employees with written contracts, some assignments such as freelancer may not need written contracts. Breach of the psychological contract basically arises when either party to the contract feels that the other party has not fulfilled his obligation as promised. Since the magnitude of the breach may not be explicitly defined, the person who feels aggrieved will be affected psychologically and emotionally, with the response being loss of loyalty or loss of motivation, thus leading to general underperformance in the long run. Worse still, unresolved breach of psychological contracts may prove costly especially if there interference with the firm’s reputation as perceived by outsiders (Robinson, 1996). On the other hand, breach of written contracts is easily quantified, especially where either party fails to meet expectations, while resolution for the same is always included in the contract form. Formation of a written employment contract normally takes place upon the commencement of the contractual obligation, and according to the statutory requirement, the employer has the mandate to ensure the written contract form is provided to the employee not more than two months after the first day of employment. Therefore, any instance of holding the contract document, as is the case with some employers, is a violation of law, while the employee has the right to demand for the same without any form of intimidation. We will write a custom Essay on Written and Psychological Contracts of Employment specifically for you! Get your first paper with 15% OFF Learn More Under the written contracts, terms and conditions of termination are explicitly stated, which in most cases may include lapse of time, mutual agreement, one party giving notice of termination or summary dismissal especially due to breach of terms. However, there are instances where legal redress may be sought especially when there is no ‘just cause’ for termination. Using Appropriate Theoretical Discussion, Identify How Psychological Contracts Can Be Broken By Employers Employees’ perceptions of employer psychological contract fulfillment/breach provide the basis upon which employees reciprocate. The assumption made here is that employees have delivered on the terms of their exchange so that the basis for employer reciprocation (i.e. employer fulfillment of obligations) exists (Conway and Coyle-Shapiro, 2006). One challenge arises on how to measure that the psychological contract has been breached, given that what one perceives as a breach may not necessarily appear as breach of contract to the other. For instance, some changes in the behavior of the boss concerning the relationship with employees such as refraining from routine morning greetings or reverting to phone conversations instead of routine face to face discussions may appear as a breaking the psychological contract to the employee, but not to the employer. However, certain breaches of contract have far-reaching effect, thus should be addressed before they become detrimental to the firm. Poor human resource policies are likely to cause breach of psychological contracts from the employee’s perspective. In some cases, employees will perceive a broken psychological contract when promises made by the employer about human resource practices do not add up to what is actually delivered (Conway and Briner, 2005, p. 65). Employees require mentorship, guidance, and support from their boss while in the organization. Where such support is unavailable, employees feel that their social well-being is ignored and that the employer has failed to perform his part of psychological contract (Conway and Briner, 2005, p. 65). The ever-changing business environment including competition in the labour market has forced organization to rethink their strategies, more so in human resources, with the primary aim being to improve employment relationship. As a result of the dynamic climate, employment contractual relationships are becoming more and more threatened, while the hitherto security of tenure and reward for employee loyalty and performance is changing shape. Indeed, psychological contracts are becoming even more risky as most employers and employees alike are more likely to breach their part of bargain (Robinson, 1996). Not sure if you can write a paper on Written and Psychological Contracts of Employment by yourself? We can help you for only $16.05 $11/page Learn More Oftentimes, employees will perceive that employers have broken their contractual obligation and will always react through reducing their level of performance, changing the way they behave in the organization, and always seeking an opportunity to leave the firm for another. Conclusion The world of business is rapidly changing, especially with globalization bringing about integration of both commodity and labour markets on a global level. In this case, competition has gone a notch higher, calling for organizations to restructure their internal resource policies, more importantly on human resources in order to attain a competitive advantage; indeed, organizations are “pressured to make rapid changes and accommodations to their workforce and employment policies” (Cappelli, 1999, Coffey, Cook, and Hunsaker, 1994). Moreover, it is becoming important for employers to appreciate the role played by employees in organizations’ performance and must find a balancing act on how they must “manage, renegotiate, and in some cases, violate the psychological contract that they have established with their employees” (Rousseau 1995). Nevertheless, it is paramount that organizations rethink on the effective way to fulfill their roles in psychological contracts in addition to formal written contract given that such contracts are almost inevitable, otherwise they will be always under financial and reputation risk. Reference List Cappelli, P., 1999. The new deal at work: managing the market-driven workforce. MA, Harvard Business Press. Coffey, R. E., Cook C. W., and Hunsaker, P. L., 1994. Management and Organizational Behavior. 3rd Edition. NY, McGraw-Hill/Irwin. Conway, N. and Briner, R. B., 2005. Understanding psychological contracts at work: a critical evaluation of theory and research. NY, Oxford University Press. Conway, N. and Coyle-Shapiro, J. A. M., 2006. Reciprocity and Psychological Contracts: Employee Performance and Contract Fulfillment. London, WC1E 7HX, UK. Web. Reid, R. B. and Standryk, L. E., 2004. The Written Employment Contract. Lancaster. Brooks

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