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ISOL 633 University of cumberland Legal Regulation Compliance & Investigation Essay

ISOL 633 University of cumberland Legal Regulation Compliance & Investigation Essay.

This is the Practical Connection Assignment for this course. The purpose of this assignment is to help connect the concepts learned in this course to real-world situations that you may face as an IT professional.For this assignment, you will write an essay addressing the applications and implications of a law or regulation discussed in this course to the conduct of your duties as an Information Technology professional. Your essay should address the following.a definition and overview your selected law or regulationconsideration of the duties of an Information Technology professionalan analysis of the application of that law or regulation in the context of the identified dutiesa reference page(s)To complete this assignment, upload a Microsoft Word document (.doc or .docx) that contains your complete paper. This is not a formal paper, but should maintain scholarly tone and rigor, and you MUST cite your references in the body of the paper using APA in-text citation format. A source is any paper or article that you will reference in your paper. If you need more information on APA format (for references list AND in-text citations), visit this reference:…This assignment must be YOUR OWN WORK! This is an individual assignment. Plagiarism detected in your work will be addressed as discussed in the plagiarism section of the syllabus. Here are a few details about the overall research paper.Your paper does not require a Title page.Your paper must include a Reference page.Your paper should NOT include an abstract.Your paper must include a minimum of 4 peer-reviewed resources (articles or papers)Cited sources must directly support your paper (i.e. not incidental references)Your paper must be at least 500 words in length Reference pages are NOT included in calculating the paper length. (Neither are Title pages or abstracts if present).If you are not sure how to identify peer-reviewed papers or articles, please visit the following resources:……
ISOL 633 University of cumberland Legal Regulation Compliance & Investigation Essay

Unit Learning Outcomes ULO 5.2 Explain transfer of training and identify the major barrier that exists. ULO 5.3 Evaluate relevant scholarly research and synthesize research to complete required assignments. Directions Review the Case Incident – BC Assessment (Chapter 9). Conduct scholarly research to answer the assigned questions. Formulate a 2-3-page response in an APA (7th ed.) formatted report. 

Two page proposal for term paper by use the infomation from Assignment1-3

Two page proposal for term paper by use the infomation from Assignment1-3. I’m studying for my Economics class and need an explanation.

Assignment 4 asks you to write a one- to two-page proposal for your term paper. Submit a hard copy in class and an electronic version through Brightspace.
Begin with the data pattern identified in assignment 2 (with modifications identified during marking of assignment 2). You can include some of your own (edited) material from assignment 2 and should certainly again include your key chart.
Your proposal should now identify the specific question you would like to address. Your question should ask ‘why’ we observe the pattern in the data you have identified in assignment 2.
Next, with reference to your literature review and/or theories we have studied in class, identify 2 or 3 hypotheses that may explain/answer your question. Again, it is fine to re-use some of your own words from assignment 3. You are building in stages toward your term paper.
As ever, remember to appropriately acknowledge the thoughts/ideas/research of other authors. Include a bibliography (Chicago style) which includes your data source.
Two page proposal for term paper by use the infomation from Assignment1-3

The pros and cons of performance appraisal

essay help online Summary Performance appraisal is used abundantly in most of the modern organization today, related to evaluation and appraisal system of employees. It is a critical tool used by managers and supervisors in employee development. We assume that there are several approaches and system of performance appraisal. The most common traits of performance appraisal vary from graphical ratings of employee performance to behavioral methods of appraisal. Secondly, ratings system forms a basis of appraisal system. Considering these assumptions the objective of this report and its discussion covers the following issue. Approach for performance appraisal and its methodology in context of management by objective (MBO). Different types of rating system used for performance appraisal. Discussion 1: Approach for performance appraisal and its methodology in context of Management by objective (MBO) It is assumed that several approaches can be used for performance appraisal. Performance appraisal is a formal management system that provides for evaluation of the quality of individual’s performance in an organization. In most instances, appraisal is carried out and prepared by managers or supervisors. (Grote, 2002 , p. 1) Hence, it is only natural that any forms and practices of appraisal are typically done by supervisors and managers. Approaches towards Performance Appraisal It is to our knowledge that for performance appraisal and its undertaking, there are several approaches. However, the most commonly used is: Management by Objective (MBO) Approaches. Management by Objective (MBO) Approach: MBO approaches or Management by Objective is the most commonly used approach towards performance appraisal in an organization. This approach and method for that matter signify the specific performance goals that an individual and a manager mutually identify and agree with. In the realms of MBO approaches to performance appraisal, the traits or the methodology employed for the process of appraisal that most commonly comes into play are namely: Appraisal by results Target coaching Work planning and review Performance objective setting Mutual goals settings. (John H. Jackson, 2007, p. 347) MBO approached to performance appraisal also can be carried out through a four stage process, namely – (i) job review and agreement, (ii) development of performance standards (iii) setting the objective, and (iv) continuing performance discussion. (John H. Jackson, 2007, pp. 347-48) Moreover, apart from MBO Approach, the following also can be used for certain situation, which the following discussion relates to. Focus on Performer Approach This is a trait based system and considered to be traditional in the realms of new management practices. It is used loosely based on the traits that we assume defines the personal attributes of individuals. This kinds of performance appraisal system stresses more on the kind of individual rather than on what employee did or how productive an employee have been. (MacLean, 2001 , p. 10) Focus on Situation Approach This system of performance appraisal methodology is focused on the situation at hand. In other word; it is a form of situation analysis, which may be important in accessing overall job performance of an individual. The appraisal for that matter is focused only in the realms within which an employee operate or the situation therein. This system and methodology is often termed absurd in logical sense and in the realms of management practices. (MacLean, 2001 , p. 10) Focus on Behavior Approach Speaking of this methodology, and as the phrase suggest, this system of performance appraisal is carried out with attention to individual or what a person does in context of behavior and its conditioning. Simply put in, focus on behavior and its performance appraisal is loosely based on what a person does, or the abilities and action of displayed while a person or employee completes certain task of a given job at hand. (MacLean, 2001 , p. 10) Somewhat, somewhere; this appraisal system and its methodological approach also seems absurd and unreasonable in real understanding of practical management practices. The Pros and Cons: Critical Analysis Based on the above discussion, we are of the opinion that the MBO Approach is the most suitable. We also learn that approaches such as focus on behavior, focus on situation and focus on performer can be effective in term of the methodology, however; at the end of the day these three systems of performance appraisal appears absurd and there is rarely a long-term objective attached to these three approaches, given their trivial and absurd nature. Thus, when comparing and contrasting these three systems with MBO Approach, we figure that MBO Approach is much ahead in the ladder of effectiveness and suitability. The reason behind the suitability of MBO Approach is simple enough, given that it adds depth to any forms of performance appraisal. MBO Approach is by far the best method because it defines the essence of Job review agreement – which allows employee and supervisor to agree on exact makeup of the job. Development of performance standards – which acts as a basis for employee and supervisor to evaluate the satisfactory results of any given organizational task. Setting of objective – which enables employee and supervisor to set realistic objective that are achievable. Continuing performance discussion – where an agreed term is reached for any factor of discussion related to employee performance, where formal review of discussion is scheduled as and when it is required. (John H. Jackson, 2007, pp. 347-48) Discussion 2: Different Types of Rating System used for Performance Appraisal There are numerous appraisal systems in contemporary management practices. It is to our common knowledge that “performance appraisal system involves accessing key goals and deriving a key set of goals that are mutually compatible and important to the major stakeholders in the appraisal.” (Kevin R. Murphy, 1995 , p. 398) In that reasoning, some of the system of appraisal can be in the form of Employee participation system Focus on the future Ongoing feedbacks Respect for the employee. (Delpo, 2007 , pp. 15-16) Considering these systems it should also be understood that performance appraisal is not a human resource issues; rather than that, it is a management issue. Supervisor thus should understand which system can be effective for result oriented appraisal. (Delpo, 2007 , p. 17) Going back to the abovementioned five systems and in a generic sense, we feel that their rating defines the value of an objective based appraisal system. There is every reason to say so because of the following reasons. Employee participation system In this type of system an employee plays a key role. Participation can enhance the value of appraisal. It can be done in the form of employee writing a job description, identifying their own goals and assessing their performance and standards of a job well done. (Delpo, 2007 , p. 15) Employee participation system has huge followers, because This system is liberal in outlook. This system adds value and dept to employee job satisfaction. Empowered employee, where power and responsibility delegation is attached, which enhances the commitment level. This system of appraisal is directly in tune with the information age that we live in. Focus on Future This appraisal system is objective base. It rating among manager for that matter is high. An appraisal means that it defines a roadmap for the future, and employee has every reason to see the past and the future scope through such an appraisal system. (Delpo, 2007 , p. 15) This type of system helps in Identifying goals and set objective for supervisor and employee. Give employee the chance to evaluate their performance for the present, the past and the future scope. Provides a self development platform. Identifying and strategizing the success level. Ongoing feedbacks Ongoing feedback as a form of appraisal system creates the opportunity to identify areas that need improvement on a day-to-day basis. (Delpo, 2007 , p. 16) This system approach can be effective when it comes to Effective performance evaluation through feedbacks. Feedbacks helps employee adjust to circumstances as and when it matters. Ongoing feedback creates a venue to identify what is important and what is not. Creates a sense of accomplishment and appreciations. Respect for the employee Everyone needs respects. Respect creates a sense of belonging. It is a form of social conditioning and matter of individual esteem. The critical aspects of this forms of appraisal system is that Fundamentalism is at the heart of it. Respect of employee creates a sense of esteem. Standardization and sense of belonging to organizational undertaking. Discretion to any factor undertaken regarding the job at hand or any matter thereof. Conclusion: Rating system and Pros and Cons Rating system of appraisal has been speculated to be both effective and ineffective as well. There are many debates surrounding the feature of rating system of appraisal. Above all, there are also many positivity and negativities surrounding rating appraisal system. The Negative aspects of rating system of appraisal Rating system for that matter posed the danger of accuracy. Creates a work environment and culture where climbing the success ladder is all that matter. Human bonding thus is at the backstage. Rating system can be far different from actual rating and expectations, which hamper employee perceptions. Rating system also accumulate a heated politics to root a place for itself within the team, or organizational groups. The Positivity of rating system of appraisal There is always a silver lining to any forms of rating. Individual esteem is all about rating and can further raised the bar of performance. Rating creates a channel of standardization process gone into the appraisal. Rating helps individual to identify the strategic outlook from the current scenario related to performance level. Rating helps in the management aspects to consider the pros and cons as well as comparison for any forms of appraisal.

annotated bibliography of scientific articles relevant to your writing topic.

Cite the source. The citations should be organized in alphabetical order by author just as in an APA References page. After each citation, include an appropriate label describing the type of source (e.g. Primary Article, Review Article, Website, textbook, etc.) Follow with a brief annotation that summarizes the source (approx. 5-10 sentences). All of the annotation should be in your own words. Do NOT use quotations. Do NOT copy the abstract; this is considered plagiarism. For Primary Articles, your annotation should include: -Purpose of the study -Study Design Descriiption – Is it observational or experimental? Who were the study participants? -What data was collected/ what were the major outcome measures? -Major results and conclusions -Relevance – in 1 or 2 sentences, explain the source’s relevance and importance to your issue. –How does this paper relate to or support your overall thesis? For Secondary Articles (review articles, position papers, and government reports), your annotation should include: -Central topic or thesis to the article -A brief summary of the most relevant sections -An explanation of how these sections are relevant to your topic -Sample Annotation Download Sample Annotation Now that you have read and summarized several references, write a preliminary thesis statement for your research memo You will be submitting your Bibliography to the plagiarism prevention program Turnitin through the external tool link. Turnitin will provide a Similarity Report to help you gauge your paraphrasing skills. A high Similarity Report Score may indicate that your phrasing is too similar to the original source and needs to be reworded.

Physics homework help

Physics homework help. This is a paper that is focusing on the Maria 68 year old overweight woman case study assignment. The paper also provides additional information to use in the writing of the assignment paper. Below is the assessment description to follow:,The Maria 68 year old overweight woman case study assignment,Here is the case study:,Maria is a sedentary,68 yr old woman who is overweight. She complains that her hands and feet are always cold, and she tires quickly when cleaning the house. At her most recent visit to her doctor, her blood pressure was 184/98 mm Hg. She has ,EDEMA, around her ankles and legs, and her physician is concerned about an echocardiogram that indicates Maria has an enlarged heart., 1. Identify two reasons why Maria will have tissue ischemia. How might this lead to hypoxia?, 2. What are the two early and reversible changes that occur to tissue cells when they are hypoxic?, 3. What specific type of cellular adaptation has taken place in Maria’s enlarged heart? What made you come to this conclusion?,Instruction from the professor:, At least 3 references  which may include peer-reviewed journal articles, textbooks or evidence-based practice websites and must within 5 years., Minimum 4 full pages, double-spaced (cover & references pages do not count in this page count), and APA 7th edition.,Remember, ensure that the pages are exclusive of the cover and the reference pages. Also, ensure that you include all the references you use in finding research for this assignment paper. References should be at least three for the paper. All references, citation, and writing should follow the APA formatting and styling guidelines. Finally, ensure you focus on the assignment topic in detail.,Ensure that you follow the instructions provided keenly. Marking of the assignment is on how you do the task and how you submit the assignment too. In case of any question feel free to ask your instructor for more guidelines before doing the assignment., ,Attachments,Click Here To Download,Physics homework help