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Integrated Marketing Communications Electronics Ads Discussion

Integrated Marketing Communications Electronics Ads Discussion.

For this week’s module, please review Chapter 10 and 11 from your textbook. After reviewing the chapters, and the course learning resources, please Briefly Explain or Simply respond to the following integrated Exercises below:From Chapter 10Alternative MarketingConsider a recent purchase you made at the recommendation of someone else. Why did you trust that person’s recommendation? How important is the recommendation of others in your purchase decisions?Discuss the difference between buzz marketing and stealth marketing. If you were hired as a marketing manager for a local business, would you support a stealth marketing campaign? Why or why not?From Chapter 10Database and Direct Response Marketing and Personal Selling Explain how response lists and compiled lists are used in direct mail programsFor this week’s module, please review Chapter 8 and 9 from your textbook. After reviewing the chapters, and the course learning resources, please Briefly Explain the terms/concepts, or Simply respond to the following Integrated Exercises below:From Chapter 8: Digital MarketingMobile marketing has become an important component of digital marketing campaigns. Assume you are a marketing manager for the small business venture you discussed in the first two weeks of class (i.e. a local book, pizza joint, salon parla, shoe store, etc.). Describe how you could use mobile marketing to drive website visits, as well as in-person store visits. Be specific in your ideas, and provide research evidence that supports your idea or concept.From Chapter 9: Digital MarketingSuppose a local pizza chain with nine restaurants has asked you to help them with their social media strategy. Discuss the pros and cons of each of the primary social media platforms (Facebook, Instagram, Twitter, Pinterest, and YouTube) for the pizza restaurants. Which one do you consider to be the best? Why?APA IN-TEXT CITATION
Integrated Marketing Communications Electronics Ads Discussion

wk4 6121 Assignment: For this Assignment, review the “Cortez Multimedia” case study, and identify a target behavior or issue that needs to be ameliorated, decreased, or increased. In a 2- to 4-page report, complete the following: Choose either a trea. I need an explanation for this Social Science question to help me study.

Neurodevelopmental Spectrum
Institution Affiliation
As a clinical social worker it is important to understand group typology in order to choose the appropriate group method for a specific population or problem. Each type of group has its own approach and purpose. Two of the more frequently used types of groups are task groups and intervention groups.
For this Assignment, review the “Cortez Multimedia” case study, and identify a target behavior or issue that needs to be ameliorated, decreased, or increased. In a 2- to 4-page report, complete the following:

Choose either a treatment group or task group as your intervention for Paula Cortez.
Identify the model of treatment group (i.e., support, education, teams, or treatment conferences).
Using the typologies described in the Toseland & Rivas (2017) piece, describe the characteristics of your group. For instance, if you choose a treatment group that is a support group, what would be the purpose, leadership, focus, bond, composition, and communication?
Include the advantages and disadvantages of using this type of group as an intervention.

Cortez Family
The Cortez Family Paula is a 43-year-old HIV-positive Latina woman originally from Colombia. She is bilingual, fluent in both Spanish and English. Paula lives alone in an apartment in Queens, NY. She is divorced and has one son, Miguel, who is 20 years old. Paula maintains a relationship with her son and her ex-husband, David (46). Paula raised Miguel until he was 8 years old, at which time she was forced to relinquish custody due to her medical condition. Paula is severely socially isolated as she has limited contact with her family in Colombia and lacks a peer network of any kind in her neighborhood. Paula identifies as Catholic, but she does not consider religion to be a big part of her life. Paula came from a moderately well-to-do family. She reports suffering physical and emotional abuse at the hands of both her parents, who are alive and reside in Colombia with Paula’s two siblings. Paula completed high school in Colombia, but ran away when she was 17 years old because she could no longer tolerate the abuse at home. Paula became an intravenous drug user (IVDU), particularly of cocaine and heroin. David, who was originally from New York City, was one of Paula’s “drug buddies.” The two eloped, and Paula followed David to the United States. Paula continued to use drugs in the United States for several years; however, she stopped when she got pregnant with Miguel. David continued to use drugs, which led to the failure of their marriage. Once she stopped using drugs, Paula attended the Fashion Institute of Technology (FIT) in New York City. Upon completing her BA, Paula worked for a clothing designer, but realized her true passion was painting. She has a collection of more than 100 drawings and paintings, many of which track the course of her personal and emotional journey. Paula held a full-time job for a number of years before her health prevented her from working. She is now unemployed and receives Supplemental Security Insurance (SSI) and Medicaid. Paula was diagnosed with bipolar disorder. She experiences rapid cycles of mania and depression when not prop­erly medicated, and she also has a tendency toward paranoia. Paula has a history of not complying with her psychi­atric medication treatment because she does not like the way it makes her feel. She often discontinues it without telling her psychiatrist. Paula has had multiple psychiatric hospitalizations but has remained out of the hospital for at least five years. Paula accepts her bipolar diagnosis, but demonstrates limited insight into the relationship between her symptoms and her medication. Paula was diagnosed HIV positive in 1987. Paula acquired AIDS several years later when she was diagnosed with a severe brain infection and a T-cell count less than 200. Paula’s brain infection left her completely paralyzed on the right side. She lost function of her right arm and hand, as well as the ability to walk. After a long stay in an acute care hospital in New York City, Paula was transferred to a skilled nursing facility (SNF) where she thought she would die. It is at this time that Paula gave up custody of her son. However, Paula’s condition improved gradually. After being in the SNF for more than a year, Paula regained the ability to walk, although she does so with a severe limp. She also regained some function in her right arm. Her right hand (her dominant hand) remains semiparalyzed and limp. Over the course of several years, Paula taught herself to paint with her left hand and was able to return to her beloved art. In 1996, when highly active antiretroviral therapy (HAART) became available, Paula began treatment. She responded well to HAART and her HIV/AIDS was well controlled. In addition to her HIV/AIDS disease, Paula is diagnosed with hepatitis C (Hep C). While this condition was controlled, it has reached a point where Paula’s doctor is recommending she begin treatment. Paula also has signifi­cant circulatory problems, which cause her severe pain in her lower extremities. She uses prescribed narcotic pain medication to control her symptoms. Paula’s circulatory problems have also led to chronic ulcers on her feet that will not heal. Treatment for her foot ulcers demands frequent visits to a wound care clinic. Paula’s pain paired with the foot ulcers make it difficult for her to ambulate and leave her home. As with her psychiatric medication, Paula has a tendency not to comply with her medical treatment. She often disregards instructions from her doctors and resorts to holistic treatments like treating her ulcers with chamomile tea. Working with Paula can be very frustrating because she is often doing very well medically and psychiatrically. Then, out of the blue, she stops her treatment and deteriorates quickly. I met Paula as a social worker employed at an outpatient comprehensive care clinic located in an acute care hospital in New York City. The clinic functions as an interdisciplinary operation and follows a continuity of care model. As a result, clinic patients are followed by their physician and social worker on an outpatient basis and on an inpatient basis when admitted to the hospital. Thus, social workers interact not only with doctors from the clinic, but also with doctors from all services throughout the hospital. 23
SESSIONS: CASE HISTORIES • THE CORTEZ FAMILY After working with Paula for almost six months, she called to inform me that she was pregnant. Her news was shocking because she did not have a boyfriend and never spoke of dating. Paula explained that she met a man at a flower shop, they spoke several times, he visited her at her apartment, and they had sex. Paula thought he was a “stand up guy,” but recently everything had changed. Paula began to suspect that he was using drugs because he had started to become controlling and demanding. He showed up at her apartment at all times of the night demanding to be let in. He c alled her relentlessly, and when she did not pick up the phone, he left her mean and threatening messages. Paula was fearful for her safety. Given Paula’s complex medical profile and her psychiatric diagnosis, her doctor, psychiatrist, and I were concerned about Paula maintaining the pregnancy. We not only feared for Paula’s and the baby’s health, but also for how Paula would manage caring for a baby. Paula also struggled with what she should do about her pregnancy. She seriously considered having an abortion. However, her Catholic roots paired with seeing an ultrasound of the baby reinforced her desire to go through with the pregnancy. The primary focus of treatment quickly became dealing with Paula’s relationship with the baby’s father. During sessions with her psychiatrist and me, Paula reported feeling fearful for her safety. The father’s relentless phone calls and voicemails rattled Paula. She became scared, slept poorly, and her paranoia increased significantly. During a particular session, Paula reported that she had started smoking to cope with the stress she was feeling. She also stated that she had stopped her psychiatric medication and was not always taking her HAART. When we explored the dangers of Paula’s actions, both to herself and the baby, she indicated that she knew what she was doing was harmful but she did not care. After completing a suicide assessment, I was convinced that Paula was decompen­sating quickly and at risk of harming herself and/or her baby. I consulted with her psychiatrist, and Paula was invol­untarily admitted to the psychiatric unit of the hospital. Paula was extremely angry at me for the admission. She blamed me for “locking her up” and not helping her. Paula remained on the unit for 2 weeks. During this stay she restarted her medications and was stabilized. I tried to visit Paula on the unit, but the first two times I showed up she refused to see me. Eventually, Paula did agree to see me. She was still angry, but she was able to see that I had acted with her best interest in mind, and we were able to repair our relationship. As Paula prepared for discharge, she spoke more about the father and the stress that had driven her to the admission in the first place. Paula agreed that despite her fears she had to do something about the situation. I helped Paula develop a safety plan, educated her about filing for a restraining order, and referred her to the AIDS Law Project, a not-for-profit organization that helps individuals with HIV handle legal issues. With my support and that of her lawyer, Paula filed a police report and successfully got the restraining order. Once the order was served, the phone calls and visits stopped, and Paula regained a sense of control over her life. From a medical perspective, Paula’s pregnancy was considered “high risk” due to her complicated medical situ­ation. Throughout her pregnancy, Paula remained on HAART, pain, and psychiatric medication, and treatment for her Hep C was postponed. During the pregnancy the ulcers on Paula’s feet worsened and she developed a severe bone infection, ostemeylitis, in two of her toes. Without treatment the infection was extremely dangerous to both Paula and her baby. Paula was admitted to a medical unit in the hospital where she started a 2-week course of intra­venous (IV) antibiotics. Unfortunately, the antibiotics did not work, and Paula had to have portions of two of her toes amputated with limited anesthesia due to the pregnancy, extending her hospital stay to nearly a month. The condition of Paula’s feet heightened my concern and the treatment team’s concerns about Paula’s ability to care for her baby. There were multiple factors to consider. In the immediate term, Paula was barely able to walk and was therefore unable to do anything to prepare for the baby’s arrival (e.g., gather supplies, take parenting class, etc.). In the medium term, we needed to address how Paula was going to care for the baby day-to-day, and we needed to think about how she would care for the baby at home given her physical limitations (i.e., limited ability to ambulate and limited use of her right hand) and her current medical status. In addition, we had to consider what she would do with the baby if she required another hospitalization. In the long term, we needed to think about permanency planning for the baby or for what would happen to the baby if Paula died. While Paula recognized the importance of all of these issues, her anxiety level was much lower than mine and that of her treatment team. Perhaps she did not see the whole picture as we did, or perhaps she was in denial. She repeatedly told me, “I know, I know. I’m just going to do it. I raised my son and I am going to take care of this baby too.” We really did not have an answer for her limited emotional response, we just needed to meet her where she was and move on. One of the things that amazed me most about Paula was that she had a great ability to rally people around her. Nurses, doctors, social workers: we all wanted to help her even when she tried to push us away. The Cortez Family David Cortez: father, 46 Paula Cortez: mother, 43 Miguel Cortez: son, 20 24
SESSIONS: CASE HISTORIES • THE CORTEZ FAMILY While Paula was in the hospital unit, we were able to talk about the baby’s care and permanency planning. Through these discus­sions, Paula’s social isolation became more and more evident. Paula had not told her parents in Colombia that she was having a baby. She feared their disapproval and she stated, “I can’t stand to hear my mother’s negativity.” Miguel and David were aware of the preg­nancy, but they each had their own lives. David was remarried with children, and Miguel was working and in school full-time. The idea of burdening him with her needs was something Paula would not consider. There was no one else in Paula’s life. Therefore, we were forced to look at options outside of Paula’s limited social network. After a month in the hospital, Paula went home with a surgical boot, instructions to limit bearing weight on her foot, and a list of referrals from me. Paula and I agreed to check in every other day by telephone. My intention was to monitor how she was feeling, as well as her progress with the referrals I had given her. I also wanted to provide her with support and encouragement that she was not getting from anywhere else. On many occasions, I hung up the phone frustrated with Paula because of her procrastination and lack of follow-through. But ultimately she completed what she needed to for the baby’s arrival. Paula successfully applied for WIC, the federal Supplemental Nutrition Program for Women, Infants, and Children, and was also able to secure a crib and other baby essentials. Paula delivered a healthy baby girl. The baby was born HIV negative and received the appropriate HAART treat­ment after birth. The baby spent a week in the neonatal intensive care unit, as she had to detox from the effects of the pain medication Paula took throughout her pregnancy. Given Paula’s low income, health, and Medicaid status, Paula was able to apply for and receive 24/7 in-home child care assistance through New York’s public assistance program. Depending on Paula’s health and her need for help, this arrangement can be modified as deemed appro­priate. Miguel did take a part in caring for his half sister, but his assistance was limited. Ultimately, Paula completed the appropriate permanency planning paperwork with the assistance of the organization The Family Center. She named Miguel the baby’s guardian should something happen to her.
wk4 6121 Assignment: For this Assignment, review the “Cortez Multimedia” case study, and identify a target behavior or issue that needs to be ameliorated, decreased, or increased. In a 2- to 4-page report, complete the following: Choose either a trea

Recruiting Top Talent Analytical Essay. Executive Summary Many businesses that have boasted of success know what it means to recruit and preserve top-talent human resources. Failure in almost all organizations is associated with poor workers and leadership. Getting talented employees involves recruitment and selection processes that must be conducted properly if the company intends to boast of a talented workforce. Thus, the human resource deparent must learn the methods of hiring, recruiting, and retaining employees to maximize productivity. This paper offers a review of various techniques that an organization can adopt to recruit and keep expertise. It comprises an annotated bibliography of authors from different industries such as the food-manufacturing sector and community banks among others. The industries provide a broad scope from which organizations can borrow ideas. However, irrespective of the industry, it is a common agreement that organizations should enhance job satisfaction by offering lucrative compensation and training programs. Introduction Employees form the most crucial asset in an organization. They help the organization to realize its key agenda of being the best in its industry. Hence, the issue of recruiting the best human resources is imperative for companies that wish to record a long-term success in their lines of operation. This paper presents literature on the strategies that various industries have adopted to tap and maintain the best-talented employees. It also presents an annotated bibliography on the same subject. Recruiting Top Talent Anita (2014) uses the machine data analytics industry to address the issue of recruitment in this sector. She regards getting and keeping top-notch talent as one of the main challenges that affect the industry. New opportunities will push entrepreneurs to adopt new business models to fit in the industry. The increased demand from customers and high competition will pressure entrepreneurs to seek skilled employees and/or initiate skills to retain them. According to Anita (2014), recruiting and retaining staff can reduce the cost of operation while at the same time enhancing productivity. Retention of experience employees enables entrepreneurs to survive in the competitive field. Hence, they must learn techniques to keep their staff members. Coulter (2013) paints the picture of recruitment as it appears in the law sector. To offer quality services, law firms need to have partners that not only have a wide scope of the industry but also keep with the changes. To ensure that they hire and retain staff members, law firms should strive to understand the goals and ambitions of their employees. They should keep them connected with the firms’ proceedings. Moreover, Coulter (2013) asserts that law firms find it arduous to recruit employees who can give a sound legal advice to international clients who need foreign jurisdiction. Despite the high rate of joblessness, organizations still fail to get competent employees. Moreover, even for those who are employed, According to Credit Union National Association (2012) shows how most of them remain dissatisfied because of the low remuneration and poor working conditions. However, through cooperation, executives can successfully get proficient staff members. Some of the techniques for getting and keeping talented employees include treating human resources differently since not all of them have similar interests and personalities. Nonetheless, any company should strive to align the interests of employees with those of the company. According to Credit Union National Association’s vice president, Randy Kohout, executives should aim to understand what their staff members require in an effort to harmonize talent management processes with the workers’ needs. It is important to offer orientation programs for new recruits to know the mission and objectives of the organization. While recruiting employees, D’Uva (2014) says that it is important to ensure that the chosen candidate will fill the available position in the organization. It is also important for a company to have a succession plan. D’Uva (2014) reveals how most companies often have the most qualified employees. However, the absence of a succession plan does not encourage employees to work hard. Moreover, competent staff members are also retained by lucrative compensation plans. Any company should restrict itself to offering not only the basic salary but also attractive allowances. It should also cater for the welfare of its employees. One of the keys strategies for retaining employees is creating policies that will make employees feel that their effort is being recognized and rewarded by the firm. During an interview session, it is necessary for an organization to have a panel to limit the chances of favoritism. Moreover, once a candidate is hired, he or she should be trained to perfect his or her skills while at the same time understanding and acclimatizing to the organization’s culture. After the orientation is over, it good for the management to remain vigilant of the new recruits, evaluate their productivity, and/or assist them whenever they go wrong. Dennis (2014) asserts that employers should conduct performance evaluation and reward employees who are performing impressively as a means of motivating them to continue working hard and/or encouraging other workers to perform better. Dennis (2014) says that compensations should not always interlace with performance evaluation since this link may have a general demoralizing impact on employees. Through comprehensive studies and interviews from leaders of some of the most successful organizations in the world such as Cisco, Ford, and General Electric, Devine and Syrett (2014) explain some of the techniques that companies can employ to retain their staff. It provides practical steps through which companies can improve employee talent. Having performance appraisal programs that recognize and reward employee efforts is one of the techniques that Devine and Syrett (2014) claim can help in retaining workers. The rapid political, social, and economic changes have created an environment where employees have to be quick in learning new skills. Although a company may recruit talented employees, their skills may soon be rendered irrelevant if the organization does not invest in training and motivating employees. Fernández (2014) emphasizes the need to provide professional training programs to preserve the current workforce while encouraging creativity, innovation employee engagement in the activities of the firm. Galpin, Whittington, and Maellaro (2012) use several examples of companies that succeed in selecting and retaining talented staff members. A good example is the Borland Software that retained 200 employees who could manage various programs after Lexington was acquired. When identifying top talent, a company should consider individuals who demonstrate not only maturity but also the ability to maintain a healthy relationship with other workers. Such individuals can meet the general business strategy. Moreover, Galpin et al. (2012) say that the key to retaining employees lies in the ability to engage staff in business activities, satisfying their needs, and motivating them towards accomplishing the goals of the organization. Companies should also create policies that attract the labor force through measures such as issuing attracting benefits, allowing workers to balance their individual lives, and career. Moreover, the book emphasizes the need for managers to harmonize the interest of employees from different generations and align them with the culture and practices of the company. Retention policies should also reduce employee burnout by investigating the gaps that cause burnout and develop working conditions that limit exhaustion. Rewarding employees through promotions also encourages them to work harder. Motivated employees are able to devote most of their energy, skills, and time to serving in an organization. They anticipate that their hard work will be reimbursed through career development. From another angle, food-manufacturing companies require constant skill development. Hence, the management can consider it important to introduce online courses that can keep employees with updated skills in the most efficient areas. Conclusion Through the expositions that have been made in this paper, there is a need for employers to diversify their search for employees through other means such as internships and/or training programs. Organizations should invest in their employees since they (employees) determine whether they (organizations) can succeed or not in their diverse fields of operation. Annotated Bibliography Anita, S. (2014). Finding and Retaining Top-notch Talent Is the Biggest Challenge for Entrepreneurs. Siliconindia, 17(7), 12-12. In this article, Anita identifies some of the developments and issues that affect the machine data analytics industry. The market has become more competitive because of the rapid technology advancement. Anita estimates some of the future developments in the industry in areas such as sensors and connectivity. Anita helps readers to understand the general significance of proper recruiting and retention skills in an organization. Coulter, S. (2013). Finding and retaining the best talent. Inside Counsel, 24(263), 16-16. Coulter focuses on the need and benefits of getting and keeping competent employees in a law firm. He observes that law firms often face the challenge of leading their staff to cope with the changing legal world, maximizing profits, and minimizing expenses. To eliminate these challenges, Coulter avers that law firms need to create a strong bond with employees where they (workers) are updated on new developments. Credit Union National Association. (2012). Strategies for Retaining Top Talent. E-Scan Newsletter, 38(8), 1-2. The article claims that the task of hiring and retaining should not solely lie with the human resource manager. Instead, it should be done through cooperation among executives. Moreover, executives should assess the performance of the recruits after some intervals to help employees to know any shortfalls and strengths so that they can improve where necessary. D’Uva, F. (2014). Attracting, Rewarding and Retaining Top Talent. Banking New York, 31(1), 10-11. D’Uva reveals how community banks have rapidly developed within four decades. Time is ripe for the industry to begin recruiting and retaining talented staff members. D’Uva offers exhaustive steps that ensure that a company keeps its staff members. The article emphasizes the need to create reward programs to attract potential employees whilst motivating the existing staff officials. Dennis, D. (2014). Top Talent: How to HireRecruiting Top Talent Analytical Essay

Application of Blooms Taxonomy and Information Governance Questions

Application of Blooms Taxonomy and Information Governance Questions.

Use standard APA writing and the application of the Blooms taxonomy to answer the following questions. 2-4 pages without the cover page and references.1.Define and discuss the meaning Information Governance in context of Enterprise2. Identify 5 or more questions organizations are asking themselves about Information Governance (IG), and provide possible answers to those questions.3.What is Continuous Improvement and why is it critical to the success of IG program? Name 5 or more success factors for Information Governance. 4.In line with the differences in terminologies and definitions between Information Governance (IG), Data Governance (DG) and Information Technology Governance (ITG), how do you see these whole areas of IT evolving in the next 5- 10 years? What framework will you suggest to implement and IG program. Feel free to use adopt a best practice or depict yours with a diagram. 5. How do you see yourself evolving with the developments in IG and what difference(s) do you see this discipline making in your career? Do you think practitioners of IG should be restricted to a specific group or spread across an organization?
Application of Blooms Taxonomy and Information Governance Questions

University College London Demand Forecasting & Inventory Management Questions

i need help writing an essay University College London Demand Forecasting & Inventory Management Questions.

I’m working on a business discussion question and need an explanation to help me study.

All questions within are related to theories/models and case studies that you were advised to research in advance of the examination. The combined maximum word count for these questions should be 1600 wordsThe combined maximum word count for this paper is 1600 words. The suggested word count of 400 words for each question serves as guidelines.Question 1 Define Capacity Management and identify various approaches to better deal with demand. Use examples to support your answer (15 marks)Discuss how technology can improve demand forecasting and inventory management. Use examples from industry (10 marks)(Total 25 Marks)Question 2 Discuss how Smart Supply Chain Management can be aligned with corporate strategy and reinforce the supply network Identify advantages and limitations from such alignment using examples from any sector/industry(Total 25 Marks)Question 3 Using relevant examples from the manufacturing or service sectors discuss how Sustainability, Lean strategy and Industry 4.0 when interconnected, can enhance a business’s overall performance (20 marks)Make Recommendations for future trends (5 Marks)(Total 25 Marks)Question 4 ‘In the old times the three most important things were location, location, location. Nowadays it is all about technology, technology, technology’. Based on the above statement by S. Bezos, discuss how digital technology can be used to process information and customers to ensure performance objectives within the process are met to a high standard while minimizing trade-offs. (12 marks)What are the challenges for an organization in implementing IT systems and what are your recommendations? Use examples of how these apply within Amazon or a company of your choice (13 marks)(Total 25 marks)
University College London Demand Forecasting & Inventory Management Questions

Inductivist Method of Science Essay

Science provides a robust means through which human beings study the nature of their universe. It is every scientist’s goal to find a solution to a particular problem. There are many conventional methods of doing this. One of these methods is induction. In the inductivist method of science, generalizations are formed after examining certain particulars. For instance, using inductivist science, one can conclude that lions are cannibals after examining enough lions. Inductivist science has two main aspects. The first is the mode of reasoning employed when attaining theories. The other one is the mode of reasoning used in order to obtain predictions. When attaining theories, an experiment is performed and the results are observed. These results are then used to formulate a theory that will revolve around determining what will happen in most or all examined cases. On the other hand, predictions are obtained after analyzing several possible outcomes. In induction science, predictions are mostly based on a specific theory and hypothetical results. A theory refers to a general law that can help in obtaining predictions. Therefore, one can use a theory to come up with new possible situations. These “situations” are in this case the predictions. The inductivist method of science has several inherent problems. Most of these problems revolve around the method’s concepts of prediction and theory. For instance, according to the inductivist method of science, observed statements precede theories and they are independent. This means that observations are based on senses. This premise may not be true because not everything can be seen, felt, or experienced. For instance, when two people see the same object they do not necessarily interpret this observation the same way. This is because the brain generates a perception statement and not the eyes. This implies that there are inherent differences in perception that pose a challenge to inductivism. Get your 100% original paper on any topic done in as little as 3 hours Learn More There are many critics of inductivism as a scientific method. Most of these critics tend to lean on the method’s shortcomings. One of those people who have voiced their criticism of induction is Hume. His main argument is that induction depends on the assumption that nature has a stable and regular character that remains the same. According to Hume, this reasoning is flawed because the observed “character” can change. The events surrounding global warming are a good example of Hume’s argument. His general concern is that just because something is regular now, there is no guarantee it will remain so in the future. Apart from critics, there are those who are fully behind induction as a viable scientific method. This group would reply to Hume’s criticism by claiming that induction is a rational scientific method. The proponents of induction consider induction as the only good and available method. This is because induction is regularly used in everyday life by individuals across the world. Opponents of Hume’s criticism argue that inductive reasoning is rational. Therefore, this coincides with Hume’s argument that it is “rational to be rational”. A good way to describe rationality is that it is “the best obvious choice”. This makes induction the rational way of doing things. Other than philosophical criticisms of the inductivist account, there are also some descriptive ones. The most common descriptive criticism of inductivism is that inductions are supposed to be made based on facts. However, when using only induction, it is impossible to get these facts. The other criticism is that the results of an induction are subject to variations that are in tandem with changes in the process of knowledge attainment. Therefore, one cannot attach finite results to an ever-changing society or knowledge-system. Although the inductivist methods are often faced by a lot of criticism, there are instances where they have been effectively applied. Several popular scientists have used this method when conducting their research. In addition, the method is still used today whenever research projects are being undertaken. An example of a scientist who incorporated induction into his work is Kepler. We will write a custom Essay on Inductivist Method of Science specifically for you! Get your first paper with 15% OFF Learn More None of Kepler’s laws depended on the usual observations and calculations. Instead, Kepler used inductive methods to formulate scientific laws. This process involved attainment of theory by gathering evidence and making calculations. The great Isaac Newton also used induction to test his theories. All Newton did was to observe the actions of nature and then theorize. Inductivism as a scientific method is faced by many challenges. However, there are very few instances where theories can be proven beyond a shadow of doubt. All theories are formulated on the premise that they are “probably true”. This means that the shortcomings of induction do not provide a basis for dismissing this theory. The critics of induction are of the view that concerns like the Raven paradox are enough prove that induction is not a viable scientific method. They also argue that science has to be conducted in a conclusive and privileged manner. Just like other philosophies, inductivism attracts both proponents and opponents. Nevertheless, this method continues to be used in several scenarios of day-to-day life. The debate concerning its suitability is also set to continue to elicit varied views from scholars.

Public Stewardship Paper

Public Stewardship Paper. I need help with a Website Design question. All explanations and answers will be used to help me learn.

Write a 700- to 1,050-word paper outlining the critical need for public stewardship in budgeting.
Detail the needs and methods for training public officials and staff members for ethical public budget preparation and maintenance strategies.
Include the following:

Detail the need and importance of public stewardship in budgeting
Ethical requirements for leaders to consider for proper public stewardship
Consequences of unethical or poor public stewardship

Consider utilizing a recent current events article for reference to a recent incident of unethical public stewardship of budgetary monies.
Include at least two academic sources in your paper, including one from the University Library.
Format your paper consistent with APA guidelines.
Public Stewardship Paper

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