Get help from the best in academic writing.

POLI 113A UCSD Understanding Confucianism in Terms of Moral Markets Discussion

POLI 113A UCSD Understanding Confucianism in Terms of Moral Markets Discussion.

Choose and answer one of the following (cite lectures and Yao for all answers):1. Explain moral markets2. Explain law as reconciliation, law as restitution3. Explain the Confucian understanding of material and moral incentives.FormattingUse standard formatting (points will be deducted otherwise):• Double spacing,• 12pt Times New Roman,• 1 inch margins,• No more than 1 inch of space dedicated to title and header,• No extraneous space between paragraphs or headers.Cite lecture and class readings where appropriate (points will be deducted otherwise):• Include a bibliography page at the end of your paper,• Include in-text parenthetical citations throughout the paper (including lecture dates),• Please do not use footnotes unless absolutely necessary,• Please do not use outside sources,• Do not copy/paste lecture notes into the text of your response (this is plagiarism),• Please do not simply paraphrase the lecture notes or the book,• Again, plagiarism (including self-plagiarism) will not be tolerated. Turnitiin can detect similarities to papers submitted for previous versions of this course and outside sources. We will report any violations to the Academic Integrity office, and the University will assemble a team to assess the incident and determine consequences.
POLI 113A UCSD Understanding Confucianism in Terms of Moral Markets Discussion

Bariatric Unit Facility Planning.

Congratulations, you have been promoted to lead project manager (PM) to oversee a bariatric facility adjacent to the hospital campus. The executive stakeholder is the hospital’s chief financial officer (CFO), and as the lead PM, you will work closely with the director of facilities. You created a team consisting of a cross-functional group of hospital stakeholders and members of the community. As you and your team start to work, you find that the standards for developing a bariatric unit are not as well-defined as other units. Your team has several opinions for what this unit may look like and work together to create a presentation that will satisfy the investor’s needs.As a team, research bariatric units and how they are designed in a hospital setting.Create a 12- to 15-slide Microsoft® PowerPoint® presentation that showcases your team’s facility to the investors. The presentation should: Analyze essential environmental elements in bariatric facility design that would be important to the community stakeholders.Differentiate between the facility equipment and technology used within a bariatric facility for your clinical stakeholders.Analyze the use of community demographics and accessibility within facility planning for your bariatric facility.Explain to your financial stakeholders the importance of creating a facility based on the needs of your bariatric patients.Include images of ideal bariatric facility components in the presentation.Note: Image credit is required for images copied from the internet.Note: The learning team can also create their ideal facility for use in their presentation.Cite at least 2 peer-reviewed, scholarly, or similar references.Include a title slide, detailed speaker notes, and a slide with APA-formatted references.
Bariatric Unit Facility Planning

The concept of human resource management (HRM) had been first developed in the United States of America (USA) since 1960s and 1970s. Since then, the American model of HRM had been widely spread around the world both in the theoretical and practical aspects. However, the influences of American HRM model in other countries in term of its approaches and practices are still open for investigation by researchers (Brewster, C., 2004). In general, American HRM model is more emphasis on freedom and flexible working practices; high degree of formalisation; strong sense of managerial ‘right to manage’ and contractual; strong in private enterprise culture; low level of state involvement and legislative control; and antagonism to trade unions. Apart from USA, other models of HRM were also being developed in other regions of the world especially in Asia and Europe. Researchers had then come out with the concept of comparative HRM to study the similarities and differences in HRM practices of different countries (Adler, 1983; Boxall, 1995; Brewster, 1995; Reading, 1994, cited by Brewster, 2004). In Europe, there are certain areas in the American concept of HRM had not been accepted by the communities. For example, HRM in Europe is practicing ‘Logic of honour’ instead of contractual, and at the same time resisting to formalisation. Besides that, private enterprises in Europe are constrained by national culture and legislation and the working communities are heavily unionized. In 2004, Communal, C. and Brewster, C. had identified and summarised the main differences of HRM between USA and Europe as shown in Table 1. Table 1: FEATURES OF HRM IN THE USA AND IN EUROPE Dominant Features HRM in the USA HRM in Europe Roots Freedom and autonomy Qualitative impact of cultural diversity Organisational cultures Private enterprise Sense of organisational and managerial responsibility towards employees Role of the state Low interference from the state Greater involvement of the states and European supranational agencies Trade unions and representative Traditional antagonism of management towards trade unions Wider support towards trade union and other forms of employee representation Source: Communal, C., and Brewster, C., (2004), HRM in Europe, International Human Resource Management, 2nd Edition, Sage Publications Ltd, London, p.180 American HRM stresses on high degree of formalisation in the processes. It can be seen in the implementation of total quality management (TQM) by MPS in USA from the case study. MPS’s employees in USA works are basing on a systematic process and procedures that had been benchmarked according to a certain standards in the industry for quality control purpose. Moreover, TQM system in MPS will also facilitating the improvement of production efficiency and reducing operation cost in order to achieve competitive advantage. In Europe, the HRM practices are normally not as formal as compare to the American. There are also fewer organizational charts and lesser formal grading system. Therefore, MPS’s employees in Europe prefer to have a line management system in directing the workforce towards the work tasks instead of the organizational and reporting system that practiced by the US headquarter. Communication plays an important role in HRM to generate workforce commitment. To achieve this objective, MPS in USA had been conducting regular staff feedback sessions and annual staff opinion surveys to ensure employees’ needs are well taken care of. Through the staff surveys, MPS can also benchmarking the compensation and benefits against the competitors this will be useful in creating long-term staff retention effects. On the other hand, its Europe’s subsidiaries in UK, France and Sweden are facing problem with the same feedback mechanism. According to Brewster, et al. (1994), there are two common ways of communication between the employees and their employers in Europe: through line management, and through the trade union or work council. Therefore, the European workforce preferred to have a line manager as the channel of communication between them and their employers instead of direct feedback system. Due the above circumstances, work councils that normally not to the American’s favour had also been formed by MPS in accordance to the European law. Pieper highlighted that the main difference between American HRM and the European is the influences and controls by the state regulations (Pieper, 1990, cited by Brewster, 2004). There is less protection for workers in USA as compare to Europe. Research data had shown that most of the workers in USA work more than 40 hours in a week. While in Europe, working hour in a week are restricted to only 35 hours and further control on the overtime works are limited to 130 hours a year (Brewster, 2004). In Europe, there are stringent controls by the legislative requirements on the employment policies. For example, minimum wages; hours of work, as well as public holidays had been regulated strictly in the form of employment contract by the authorities. Therefore, MPS’s subsidiaries in UK and France are having difficulties to get their workers to work extra hours or carry out weekend works even though MPS is willing to pay for the extra work hours. American is culturally more individualistic and autonomous as compared to the European. They are also very achievement-orientated in their works. For the performance management and rewards system (PMRS) in MPS, stringent criteria and target setting that linked to group and individual performance had been implemented traditionally. The HRM practices in USA will insist performance appraisal being conducted in a fair manner whereby the management will emphasis on the measurable aspects in the target setting and performance reviewing exercise. Therefore, employees in USA are always willing and motivated to walk the extra miles to achieve the targets. This will ensure the results be reflected in their performance appraisal for a better rewards and remuneration later. While for in Europe, they are normally less autonomous and lack of entrepreneurialism. Unlike the American, European communities are having wide support towards trade union and other forms of employee representation in their working places. However, the influence of trade union varies among countries. According to the Trade Union Density statistics in 2008, among all the four countries that MPS is operating, Sweden has the highest union density of 68.3%, while UK has 27.1% and France is only 7.7% as compare to USA which is 11.9% (OECD.StatExtracts, 2008). As the European law requires the trade unions to be recognised for collective bargaining purpose, the unions’ representatives will play a vital role in the management’s decision especially those related to HR practices and policies. This conflict had clearly shown in the occasion where the unions and the employees in the UK and Sweden subsidiaries do not agree with the performance management system introduced by the American. They felt that the targets were too harsh and they had little control over them. In addition to that, work council is also a compulsory under the law of France and Sweden. The work council that consist of members from the union will normally have a certain degree of power in the managerial decision. It was not a common practice in USA whereby the American model of HRM actually emphasis on the theory of “management’s right to manage” (Brewster, 1995). Findings from researches had shown that there are clear differences and characteristics between the American HRM model and the HRM practices in Europe. Therefore, it is important for MPS to understand the national culture as well as the legal systems of the host countries in Europe before and during the expansion exercise. All these will information will facilitate the MPS’s management in their decisions making between adopting the local standards or maintain home country HRM practices in their international ventures. ANSWER FOR QUESTION 1 (b): As HRM concept was founded and developed in the USA, most of the studies done on the HRM practices and the roles of HRM in organizational competitive advantage were also US based. In 1995, Brewster had acknowledged the needs of introducing the European models of HRM as the nature of business environment in Europe is different from the American (Brewster, 1995, cited by Stavrou, E. et al, 2004). Claus, L. in 2003 through his interviews conducted with the experts in Euro-HRM research, he had summarized that most of the HR experts are generally agreed that there is no European model of managing HR but there are various HRM practices within the Europe countries. A single currency (the Euro) and some other common regulations had been successfully implemented through the European Union (EU) within the European Union countries in 2002. These efforts had actually led to the growing of “Europeanization” concept not only from the economical perspective but also politically as well as their institutional and cultural influences. Therefore, the establishment of EU had extensively influenced the HRM practices among the European Union countries. However, HRM experts had been trying to determine the common HRM principles in Europe and to link it with the geographical, cultural, institutional and organizational aspects among the European countries as a force of convergence. In European organizations, although there are some common HRM principles that had been practised, there are also differences in some of the aspects depending on the geographical conditions (Sparrow and Hiltrop, 1997, cited by Stavrou, E., et al, 2004). Ronen and Shenkar (1985, cited by Communal, C. and Brewster, C., 2004) had classified the European countries into four clusters according to their cultural and geographic aspects as shown in Table 2. Sparrow and Hiltrop, 1997 also stated that each European cluster would have its own unique HRM style as national cultures were the main determinant of HRM practices. In Europe, the convergence and divergence of European HRM practices are still under development. For example, divergence will happen due to the different cultural, societal conditions as well as in legal systems. While the common management philosophies and similarity in organizational behaviour will lead to the convergence in the HRM practices in Europe (Mayrhofer and Brewster, 2005). Although there are some clear characteristics of HRM practices had been identified in Europe as compare to the American HRM Model. A lot more studies and coordination works are still needed for the identification and integration of common HRM practices in Europe. Nevertheless, many European organizations had already display some pan-European HRM characteristics although a clear model of European HRM still does not exist yet (Sparrow and Hiltrop, 1997, cited by Stavrou, E. et al, 2004). Therefore, it is still more appropriate to call it as an HRM in Europe rather than European Model of HRM. Furthermore, the European Union (EU) has not actually covered the whole of Europe (Communal, C. and Brewster, C., 2004). ANSWER FOR QUESTION 3 (a): There are three popular models of national cultures in the international cultural studies: the Hofstede’s cultural dimensions; Trompenaars’ cultural dimensions; and value orientation-based cultural dimensions introduced by Lane, Distefano and Maznevski. In general, Hofstede addresses on the values as the core culture and Trompenaars stresses that meanings are the vital part of culture. While Lane, Distefano and Maznevski, argue that the importance of value orientations in understanding cultures (Romani, L., 2004). However, all the three models of national cultures did have link between values, meanings and value orientation with cultures. Hofstede through his worldwide research in cross-cultural had identified the first four main cultural dimensions of work-related values at the national level. The four Hofstede’s cultural dimensions are: ‘power distance’; ‘individualism versus collectivism’; ‘masculinity versus femininity’ and ‘uncertainty avoidance’. The fifth dimension, ‘long-term versus short-term orientation’ was later been developed in his another research conducted with Michael Bond in 1987. Hofstede’s cultural-dimensions are mainly exploring on the cultural differences based on the thinking and social action of the people at the country level. For Trompenaars’ cultural dimensions, there are seven dimensions that had been discussed by Trompenaars. The dimensions are: ‘Neutral versus Affective’; ‘individualism versus communitarianism’; ‘universalism versus particularism’; ‘achievement versus ascription’; ‘specificity versus diffuseness’; ‘sequential versus synchronic’; and ‘inner versus outer directedness’. Trompenaars’ theories had supplements Hofstede’s research in certain areas and further developed the concept of culture by assuming cultures are made of shared meanings which will influence the management practices. Lane, Distefano and Maznevski adapted the value orientation theories that were first introduced by Kluckhohn and Strodtbeck (1961) into their cross-cultural studies. In the cultural analysis by Lane, Distefano and Maznevski, the selection of items used to evaluate five out of the six orientations presents beliefs related with each variation. The six orientations with their variations of measurement are shown in Table 3 below. Hofstede’s and Trompenaars’ cultural dimensions are having a common feature which both are bipolar-based. This feature will force the respondents to choose only between two alternatives which are mutually exclusive. However, Lane, Distefano and Maznevskis’ value orientations offering three options that provide a level of preferences for each orientation and can improve the bipolar-based cultural response for a better accuracy and anticipation. The impact of culture in HRM can first be seen in individualism and collectivism (Uysal, G., 2009). Table 4 shows the position of 50 countries on the powers distance and individualism versus collectivism dimensions by using Hofstede’s cultural-dimensions. Brewster (2004) stated that the high individualistic culture in USA causes the American to be very performance orientated in their works. On the other hand, collective culture will lead to the trade union recognition that is generally happen in the Europe countries. However, by comparing all the four countries where MPS are operating, we noticed that USA, UK (Great Britain) and Sweden are within a same region whereby small power distance and individualism characteristics are significant. France had been identified to have a higher power distance and at the same time shows sign of individualistic culture. From the above observation, the management of MPS should have had a better understanding of how should they manage the HRM policies in their subsidiaries abroad. ANSWER FOR QUESTION 3 (b): The studies in cultural theories rely on the assumption that implicit differences in national cultures are linked to diverging managerial beliefs and actions (Child, 2002, cited by Romani, L., 2004). Besides that, Hofstede through his research in 1980 has verified that national culture should plays a more important role in differentiating work value even within big MSCs which have strong organizational culture. Claus, L., 2003 stated that the national culture which has rooted in the value dimensions will affect the individual and social behaviour and at the same time influence the organization culture of companies. The three different models of cultural dimensions above had provided us the methods of evaluation and identification of the practices, beliefs and values shared by the communities of a country which aid to the understanding and management of people from various cultural backgrounds. For MPS as a MNC, the transfer of the HRM practices and its strong organizational culture should strictly rely on the degree of acceptance and cultural compatibility by the host countries in Europe. Some of the organizational cultures which are traditionally embedded in the company may not be suitable to be implemented in its subsidiary in another country which is culturally different at the national level. For example, MPS in America is culturally strong in formalization of process and performance orientated. These organizational cultures is had not been accepted by the employees from the Europe subsidiaries as these Europe countries are culturally more collectivism as well as low in individualism as compare to the American. Although most people will believe that excellent companies should have strong organizational culture, it is a requirement for MSCs to link their organization cultures with different national cultures of its subsidiaries and anticipate their resistance in implementing HRM practices and determining of HR policies. Therefore, MNCs should be cautious in the transfer of their organization cultures as well as HRM practices in other host countries and should treat national culture as the most important factors in determining the HRM practices and policies.

Passaic County Community College Domestic Violence Essay

Passaic County Community College Domestic Violence Essay.

This final report must be typed in 12 point font, double spaced, stapled, and in APA format. You are to summarize the current research on one specific topic in child psychology. (domestic violence). This paper should be 5-7 pages long. These 5-7 pages DO NOT include the title page or the reference page. I will also need an annotated reference section of the articles that you plan on using in your final paper. An annotated reference section means that you expand your previous reference section by updating it (if you are adding or subtracting any articles) and including a one paragraph summary of each article. This will make it easier to see trends, similarities, and differences between the papers. It will also make writing the final paper easier, because you will be able to use the annotated reference section to organize your thoughts instead of the journal articles themselves. I will post a sample annotated reference section to the class’s webpage on the portal. Note: Do not just copy sections of the paper into this assignment. I will consider that plagiarism and you will receive a zero for the entire term paper. Only the annotated reference page in due on November 24th, Tuesday. The paper itself is due December 7th Monday. I am not sure how to put two due dates in one assignment so I will be making the receive help date in 3 days. I will attach the reference page I have made, but feel free to use all or none of the articles I chose. I will also attach the sample annotated reference page.
Passaic County Community College Domestic Violence Essay

Character Analysis Bourbon For Breakfast English Literature Essay

write my term paper Walking with a swagger in his multicolored arsenal of trench coats and pastel suits are an awesome sight. No color is too bold, no pattern is too tacky, and no outfit is too Hamptons-chic for Chuck Bass. With his collar always turned up while speaking in a tone just above a whisper and acting like it’s painful to engage in a conversation, he never lets people forget who he is, as he always has a hidden agenda. Frequently using the line “Because I am Chuck Bass” as a justification for a particular behavior keeps people interested as well as confused. His pointless and detrimental damage to his friends’ social life, for no reason other than because he can, have created his bad reputation. For years he has tried desperately to win the approval of his soulless and emotionally inept father, but Chuck has neglected the obvious fact that he is turning into his dad. And, instead of telling the woman of his dreams that he loves her, he mentally tortures her. With his tagline “I’m Chuck Bass” and downplaying his multitude of deposits into his offshore accounts, most people would steer clear. Although women love a man who has a sophisticated style, he can’t have the woman he really wants because Chuck Bass fails at his attempt to change. Charles Bartholomew “Chuck” Bass was born and raised in Manhattan’s most elite social circles. He appears to be the ultimate playboy; interested only in women and money. However, at times, he is seen to show some heart and compassion. He doesn’t have any true friends, but is accepted by most of his peers because of his fathers’ status. Families, friendship, and trust are all filtered through the searing stare of Chuck. But, business, revenge, and true love are top on his priority list. Gossip Girl, a television drama, follows the lives of a group of privileged teenagers living in New York City. These teens attend elite high schools, are part of a very influential, high-class society in Manhattan’s Upper East Side, each with the goal of attending Ivy League colleges just as their parents did before them. The parents in Gossip Girl come from old, inherited money, and the families are similar to dynasties, where a name is everything and new comers are not welcome. So, who is the real Chuck? He is the scheming guy people love to hate, who can be found sipping bourbon in a smoking jacket in the middle of the afternoon. But, he’s also the insecure, attention-seeking son whose goal in life is to be anything other than a disappointment to his father. Additionally, he’s the unscrupulous charmer who flaunts his wealth only because his ego won’t let him utter those three important words to his real and genuine love, Blair. Chuck Bass is all of these things, and that’s what makes him so great. He’s definitely got the “bad boy” flair. As Blair’s immoral counterpart, he’s the guy with whom she can live out cruel plots. He never flinches at a challenge, much less a bet, and it seems he’s willing to do whatever it takes as long as the benefits outweigh the risks. One night the bet was to “seduce and destroy” a peer by taking on her latest cause in exchange for a night with Blair. It seemed like a challenging situation since this girl was known to be smart enough to know better than to trust Chuck. However, he somehow convinces her that her latest endeavor would benefit with Chuck’s financial backing. Unfortunately, the people whom Chuck cares for the most have yet to see his capabilities. His father hates the idea of funding his son’s latest endeavor and his disapproval is damaging to Chuck’s credibility. Nothing he does will ever win his father’s respect and love. After that setback, one would think Chuck would let off some steam by accepting Blair’s offer. Instead, he acts unpredictable and maintains his self-respect after she refuses to say the three words she once demanded from him; I love you. The fact that he wouldn’t settle makes his personality even more admirable. Blair Waldorf, the main female character in Gossip Girl, is a socialite who comes from an extremely wealthy family. Her mother, a divorced woman with a prominent career as a fashion designer, never pays much attention to her daughter, which has made Blair rebel several times. Blair once tried to sabotage her mother’s fashion show for her own personal benefit. But, when Blair is not suffering through her own identity crisis, she’s trying to stand by Chuck as he struggles to redefine himself outside of his father’s image. It’s never quite clear what Chuck believes, or how much of what he says can be believed, but his love for Blair seems surprisingly consistent. Conversely, Blair’s unpredictability is what keeps Chuck interested. He’s been known to describe her as not “wasting a breath hurling insults if she didn’t think they’d land.” And instead of taking responsibility for his own behaviors, Chuck is so enamored with Blair, but tries to downplay it with lines like “Foolish and wretched is the man who builds his happiness on the frail and unstable affection of a woman”. No woman can compare to Blair in Chuck’s eyes. In fact, it can be said that Chuck disregards all women. For instance, Chuck is given a chance to change when his dad passes away leaving Chuck’s step-mother in control of all the assets. Instead of taking advantage of a new chapter in his life and taking on the challenge of his step-mother, Lily, Chuck continues with his familiar ways of dealing and relating to women. Chuck’s closed mind and set ways continue to demonstrate his hatred of women when he mocks Lily’s new role. Demeaning women is what Chuck knows best and his reaction to Lily’s inherited duties are no different. As his step-mother attempts to dive into the Bass finances, Chuck’s only capable of mocking and describing her as “A fine lady is a squirrel-headed thing, with small airs and small notions, about as applicable to the business life as a pair of tweezers to the clearing of a forest”. In addition, Chuck often reflects a feeling that he couldn’t care less. His clothes give off an old, worldly English demeanor. And, because Chuck Bass is the richest kid in New York, a bourbon-drinking, womanizing scoundrel that doesn’t really give a crap about anyone, he can pull off whatever he wants. He can saunter around in a pink suit and ascot looking fabulous and not care. Whatever anyone thinks doesn’t matter to him. He’s richer than them, he’s more handsome than them, but the one thing he wants and doesn’t have, is Blair. Everyone is in love with Gossip Girl’s resident billionaire-bad-boy Chuck Bass. Those bow ties and pocket squares, that sneer, those condescending, degrading quips, all have created a mythological anti-hero and to hate him would be a crime, because after all, he is “Chuck Bass”.

Apples Business strategy with the iPhone

Apple’s strategy had been laid out through a series of business decisions which have enabled it to emerge as one of the major players not only in the telecommunications sector, but computer and music sectors as well. Apple’s business strategy cuts across all the three Strategic Business Units i.e. Computer unit, Telecommunications unit and Music

Purdue University Communication Theory State the Issue and Participants Discussion

Purdue University Communication Theory State the Issue and Participants Discussion.

write minimum 1250 words based on the instructionsNO PLAGIARISM! (turnitin check)So far in this course, we have examined models of communication, levels/types of meaning, and the features of theory which make communication theorizing a distinctive type of knowledge and activity.In this paper, you will use the case “Teaming Up for Change” by Maryanne Wanca-Thibault and Adelina Gomez (linked here). In this case, you’ll see several interesting issues; the primary task of this paper is to consider how different models of communication can help you better understand an issue from that case.Please follow these steps:A. STATE THE ISSUE AND PARTICIPANTSThe case is about the creation of the “DVERT” team in the Castle Springs Police Department. The case describes issues the team confronted (and helpfully labels them “The Issues” talked about in a meeting), as well as the results of a consultancy’s audit. There are several tensions and challenges presented, though you may choose to consider an issue not presented in the case (and maybe even not likely that it would have been understood as a concern by the participants). Considering the case, address the following in the first part of your essay:What’s Worth Studying Here? What issue/phenomenon/problem (i.e., what thing that’s happening) do you find mysterious, frustrating, or compelling in the case—in other words, what’s your interest in examining this case (beyond the fact that we’re making it the basis of the assignment)?Who/What is Making This Happen? Present your understanding of how the issue/phenomenon/problem is being/had been created: What meanings are generating the issue at hand? (And keep in mind that the members of the DVERT team, and also the consultants, have participated in producing those meanings—they’re not simply happening to) Another way to think of this is to ask the following: “To understand the meanings creating the issue/phenomenon/problem in this case, we would need to know _______.” You might fill in that blank by saying that those meanings are the product of the people and their personal characteristics (and their fields of experience, including the relationships they have created), by the roles they play, by the messages exchanged, by the context (including history), by the organization’s policies, and the like. Here you should be specific about what is participating in communication, in your view.B. CONSIDER THE EVENT FROM THE PERSPECTIVE OF THE 2 MODELS OF COMMUNICATIONYou will look at the issues from the perspective of the 2 models of communication described in class (linear and transactional). First, describe how you might explain what is happening in the case from the perspective of a linear model of communication (i.e., to what would such a model direct your attention, given the issue and participants you’ve identified?). Then, address how a transactional model might shape your thinking. This is where your enumeration of who/what is making the issue/phenomenon/problem happen (from above) becomes important: The elements you consider to be creating the meanings that comprise the tension (that make the issue/phenomenon/problem happen) should be part of at least one of your models of communication. Draw at least two comparisons between these two perspectives—these comparisons can also involve critiques of the ability of one model to explain the event in comparison to the other.C. ADDRESS THE CRITERIA FOR EVALUATING THEORYFinally, focus on the criteria for evaluating theory that are discussed in Chapter 3 (pp. 56-58). Though it might be a stretch to call the results of your efforts in the second section a theory as we’ve defined it in this class, the aim of that section is to try to explain what happened in the case. If you were forced to choose, which one of those criteria seems like the most important consideration in evaluating an explanation of this event? Why? How would it evaluate your explanation?Paper LogisticsYour paper should be around 6 pages (roughly 1250 words, with 12-point font, one-inch margins, and double-spacing)—we’re not, however, going to grade this on whether you hit the page/word target. It does not count use of a title page or references. This is an academic paper, meaning the tone and writing style should be more formal and professional—and clearer in idea development and evidence for your claims—than the discussion posts.See the course Assignment Guidelines, and use APA style for all references. (Links to an external site.)Your paper will be evaluated on its demonstration of accurate understanding and successful application of course material (see the grading rubric below). Where effective and appropriate, you are encouraged to quote from course materials to support your claims (you must cite course resources in APA). Your paper will also be evaluated based upon its use of good writing style: One that is clear, well-organized, persuasive, and reflects correct use of spelling, grammar, punctuation, and word-choice.ADDITIONAL RESOURCESHere’s a sample paper that can help guide your writing. It’s from a former semester where the assignment was similar to (but not exactly the same as) this assignment, and the case was dramatically different. This isn’t a perfect paper by any means, but it gives you an idea of what the completed assignment can/should look like, so use it in whatever way would be helpful for you.You will use this paper as the foundation for your next one, so I suggest taking the time to do this well the first time and set yourself up for success.CRAFTThis assignment calls on you to practice these elements of your Communication CRAFT:Creativity: Writing is, in itself, a creative processRelationalAnalytical: Analyze and understand a case through multiple perspectivesFlexible: As in life outside the classroom, you are asked to assess issues from multiple viewpointsTransformativeOBJECTIVESTo understand the distinctions between transmissive and constitutive conceptions of human communication and how they characterize communication theoriesTo gain insight into the challenging process of generating, assessing, and using communication theories
Purdue University Communication Theory State the Issue and Participants Discussion