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ORDER A PLAGIARISM FREE PAPER NOWThis discussion assignment has three parts. You should use brief headings to separate your post into the three sections.Discussion

In the first section, do some research to identify an organization that has recently experienced acquisition, merger, or restructuring as discussed in the course materials. Briefly describe the action (e.g., acquisition, merger, restructuring) including an evaluation of why it occurred and the outcome (e.g., is it working? Is it accomplishing what was expected?). This first section only needs to be one or two paragraphs.Discussion

For the second section, select one of the following bullet point topics. If someone has already posted on one of the bullet points, select another one until all the bullet points are used so that we can discuss several different relevant topics. Once all the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue. The second section of your post only needs to be one or two paragraphs.

Home Work  Discussion Question

Evaluate when restructuring can be seen as a positive business strategic move. In your response, be sure to analyze how shareholder value is created through restructuring. Defend your reasons with research and provide appropriate examples.

The final section or paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.

DiscussionYour posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.

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1. Review the two articles about bank failures and bank diversification that are found below this. Economic history assures us that the health of the banking industry is directly related to the health of the economy. Moreover, recessions, when combined with banking crisis, will result in longer and deeper recessions versus recessions that do occur with a healthy banking industry.  Discussion

2. Locate two JOURNAL articles which discuss this topic further. You need to focus on the Abstract, Introduction, Results, and Conclusion. For our purposes, you are not expected to fully understand the Data and Methodology.

3. Summarize these journal articles. Please use your own words. No copy-and-paste. Cite your sources. Discussion

Bank Diversification, Economic Diversification?

https://www.richmondfed.org/~/media/richmondfedorg/publications/research/economic_quarterly/2005/winter/pdf/walter.pdf

350 words minimum APA Format Discussion

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Week 2 Discussion: Nightingale Information New to You (Graded)

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Discussion

Purpose:

The purpose of this discussion is for learners to describe Nightingale information new to them related to leadership and/or provision of care.

Course Outcomes: Discussion

This discussion enables the student to meet the following course outcome:

  • CO1: Describe persons and events in nursing history from the early years through the 19thcentury related to leadership and provision of care. (PO2) Discussion

 

Discussion

The basic story of Florence Nightingale is familiar to most nurses. This week we learned more about Nightingale’s life and work. Select one area of Nightingale’s leadership that was new to you and tell us how this changed your understanding of this important woman and her contributions to nursing. Discussion

 

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OL 325 Final Project Case Study:
Designing a Pay Structure

Table of Contents
OL 325 Final Project Case Study: Designing a Pay Structure 3
Internal Consistency 4
Job Descriptions 4
Job Evaluation 4
Job Families 5
External Competitiveness 6
Weighted Means 6
Predicted Market Pay Rate 7
Market Pay Line 8
Adjusted Pay Rates 9Discussion
Pay Grades 10
Pay Ranges 10
References 11
Appendix A—Job Descriptions for Benchmark Jobs 12
Front Desk Receptionist 12
Administrative Assistant 13
Operations Analyst 14
Appendix B—Results from Salary Survey 15
Front Desk Receptionist 15
Administrative Assistant 16Discussion
Operations Analyst 17
Production Worker 18
Benefits Manager 19

OL 325 Final Project Case Study: Designing a Pay Structure

The importance of compensation varies depending on the viewpoint (Gerhart & Newman, 2020). Society views compensation as a measure of justice; managers may view compensation as a major expense or a motivator; employees view compensation as an entitlement or as an incentive. Regardless of the viewpoint, fairness and equity are essential. Compensation must also be up-to-date, competitive in the market, and easy to understand.
Discussion
Aligned pay structures support the way the work gets done, fit the organization’s business strategy, and are fair to employees. Organizations typically task an in-house human resource (HR) professional or hire an HR consultant to create and maintain the company’s pay structure. In this final project, you will design a pay structure using this specially designed final project case scenario.

You are the human resource director for a premier supplier of rubber floor mats and matting that is expanding its production operations to Rockville, MD. The organization is headquartered in San Antonio, TX. Based on the organization’s mission statement, the company’s goal is to provide top-quality products with customer service that well exceeds expectations and with a strong commitment to continuous improvement. The following personnel are required to start the Rockville operation (the numbers in parentheses indicate the number of positions):
• Director of regional operations
• Assistant to the director of operations
• Operations analyst (2)
• HR director (this is you)
• HR administrative assistant
• Benefits manager
• Lead production worker (3) Discussion
• Production worker (10)
• Production manager
• HR generalist
• Front desk receptionist

Internal Consistency

Review this section for support with Milestone One. Also, refer to Appendix A for the section on job descriptions.

Job Descriptions
Job analysis is central to many HR functions, especially compensation. It is the systematic process of collecting information for a specific job and provides information needed to define that job (Gerhart & Newman, 2020). A job description is a summary of the most important features of a job. We need to understand what tasks, duties, and responsibilities various jobs entail before we can assign fair and competitive pay rates.

Writing a job description starts with job analysis. At times, it is appropriate to gather information from other job descriptions such as previous company descriptions or O*NET (an online job analysis resource developed by the Department of Labor). A link to O*NET can be found in Module Three’s Reading and Resources area. A company’s job description should be personalized, specific to the job, and tailored to the company. Job descriptions vary by organization but often include the job title, a job summary, essential job tasks, job-relevant knowledge, and skills that an incumbent must possess. A well-written, detailed job description provides a foundation to any internally consistent compensation system. Discussion

A benchmark job is a job used as a reference point for making pay comparisons. They typically have well-known stable roles with pay rates that are generally acceptable (Gerhart & Newman, 2020). Appendix A contains job descriptions of four benchmark jobs for this case study.

Job Evaluation
A job evaluation is the systematic procedure designed to aid in establishing pay differentials among jobs within an organization (Gerhart & Newman, 2020). The first step is to identify compensable factors.

A compensable factor is a characteristic within the work which the company values (Gerhart & Newman, 2020). It is used for evaluating the relative worth of jobs inside an organization. We also need to assign a relative weight to each compensable factor based on their importance to the organization. Keep in mind that all compensable factors added together must total 100%. An example of a compensable factor might be education. The company might weigh this at 25%.

Each compensable factor will have varying levels of difficulty. This is referred to as degrees.

For example, the degrees for education level might be identified as:

1 = High School/GED
2 = Associate’s
3 = Bachelor’s
4 = Master’s/Graduate

Next, points are calculated by multiplying the degrees by the weights.

Below is an example of how this point structure is applied to the front desk receptionist.

The weight of the skill compensable factor (divided into education level and technical skills) is at 50% since the organization is very knowledge-intensive and depends heavily on its human capital; responsibility (distributed into scope of control and impact of job) is weighted 30% as each job has the potential to affect other jobs; and effort is assigned 20% since problem-solving and task complexity are essential across jobs in the organization.

Using the job description as a reference, the degrees for the front desk receptionist position need to be assigned. Education degree 1 is appropriate for this position since a high school diploma or GED is sufficient; technical skills degree 1 is suitable as this position handles basic telephone and email only; responsibility scope of control degree 1 is also sufficient as this position has little control; impact of job degree 2 is fitting since this position greets every person entering the establishment; etc.

Lastly, multiply the weights by the degree for each compensable fact. Add the total points of each compensable factor to get your total job evaluation points for the front desk receptionist position.

Job Evaluation for Front Desk Receptionist

Compensable Factor Weight Degree (1, 2, 3, 4) Points
Skill (50%)
-Education Level 25% 1 25
-Technical Skills 25% 1 25
Responsibility (30%)
-Scope of Control 10% 1 10
-Impact of Job 20% 2 40
Effort (20%)
-Problem Solving 10% 1 10
-Task Complexity 10% 1 10
100% 120 points
Table 1

Job Families
A job family is a group of jobs involving work of the same nature but requiring different skill and responsibility levels (Gerhart & Newman, 2020). Grouping similar jobs provides a basis for relevant comparisons. Such groupings lead to reasonable pay differences between positions, logical career pathing, and internally consistent job structures. Organizations may use different evaluation methods, pay strategies, or pay structures for different job families within the same organization.

Below is an example of two job families for a financial company. Note: This example is not from this case study.

Example of job families:
 Accounting family
 Staff accountant
 Senior accountant
 Investment family
 Investment analyst
 Investment accounts manager
Table 2

The positions needed for the new Rockville location fall into several different job families such as production, office support, and human resources.

External Competitiveness

Review this section for support with Milestone Two. Also, refer to Appendix B for your work on weighted means.

Weighted Means
The first step in analyzing the pay data is to generate the weighted means for each benchmark job.
Weighted means, as compared to simple means, are calculated to better represent the market data (Burke, 2008, as cited in Milkovich & Newman). A simple mean would be calculated by adding up the average base pay rates and dividing by the number of organizations, but small and large companies would both be given the same weight if using a simple mean. A weighted mean gives equal weight to each job incumbent’s wage and, therefore, is more representative of the data. Below is an example of how to calculate a weighted mean. This example uses sample data from surveys of two companies. Note: The numbers used are not from the data in this case study. See Appendix B to complete this section for your milestone.

Simple mean = average base and divide by number of companies
Predicted Market Pay Rate
The next task is to conduct a simple regression using Microsoft Excel. This will allow us to calculate the predicted base pay and create a market pay line, which allows an organization to interpret the market data as usable information. Create a table in Excel for each benchmark job with a column for the job evaluation points from Milestone One—Internal Consistency: Job Evaluation and a column for the weighted average base pay rates from Milestone Two—External Competitiveness: Weighted Means. Next, generate the regression results. Below are the steps of a simple regression in Excel using a sample dataset. Note: The numbers used are not from the data in this case study.

The output will provide you with an R Square. This statistic signifies the variance explained in the data. The R Square tells us how well the regression line fits the data. This should be 0.95 or higher. If your number is low, review your data (that is, job evaluation points) for any discrepancies or inconsistencies. Correct any errors and rerun your regression, as needed.

Using the regression output, identify the slope and y-intercept. Calculate the predicted market pay rate using the formula y = a + b (x) for each benchmark job. Below is an example of a simple regression output in Excel using a sample dataset. Note: The numbers used are not from the data in this case study.

With that information, you will now be able to calculate the predicted base pay for each of the following benchmark jobs: administrative assistant, payroll assistant, operations analyst, production worker, and benefits manager.

Market Pay Line
Now that we have our predicted market pay rate, we need to create a market pay line. A market pay line links a company’s benchmark job evaluation points with market rates paid by competitors (Gerhart & Newman, 2020). We can do this by creating a trend line with our predicted salaries.

First, place the positions in order smallest to largest based on job evaluation points. Then create a chart in Excel, placing your job evaluation points along the horizontal axis and the salary along the vertical axis. This should form a gradual inclining line. Below is an example of a market line in Excel using a sample dataset. Note: The numbers used are not from the data in this case study.

Adjusted Pay Rates
Now that we have our predicted market pay rate and pay line, we need to adjust it based on the organization’s lead pay level strategy. This will be our pay policy line. Since the organization wants to lead the market by 3% across the operations, office support, and HR job families, we need to adjust the market pay line accordingly. In other words, each predicted pay rate can be multiplied by 1.03 to get a new base pay rate that is 3% above the market. Below is an example of a 3% adjusted pay rate based on the previous market line example. Note: The numbers used are not from the data in this case study.

Example of adjusted pay rates:

Job Title Market Pay Adjust Pay Rates
Front desk receptionist $19,421 $20,003
Administrative assistant $29,134 $30,008
Payroll assistant $40,134 $41,338
Operations analyst $54,801 $56,445
Benefits manager $65,802 $67,776

Table 6

Pay Grades
Once the pay rates are created, we can construct pay grades for our pay structure. Pay grades characterize groupings of jobs that are comparable for pay purposes (Gerhart & Newman, 2020). They are of similar value to the organization. All the jobs in a pay grade share the same pay range (minimum and maximum pay rates).

Examine the following benchmark jobs: administrative assistant, operations analyst, production worker, and benefits manager. Determine which ones are sufficiently similar for compensation purposes. Below is an example of two pay grades. Note: the positions are for illustration purposes only.

Example of pay grades:
 Pay Grade A
 Front desk receptionist
 Pay Grade B
 Administrative assistant
 Payroll assistant
Table 7

Pay Ranges
Pay ranges create upper and lower pay rates for each job in the pay grade (Gerhart & Newman, 2020). These are the limits the employer will pay for a particular job. Each pay grade will have a minimum and maximum pay rate. Percent guidelines are used to determine how far above and below the midpoint the pay range will reach. For example, the maximum might be 10% above the midpoint and the minimum might be 10% below the midpoint. Note: All jobs in a pay grade will have the same minimum and maximum pay rates. Below is an example of pay ranges for two pay grades. Note: The numbers used are not from the data in this case study.

Example of pay ranges:

Pay Grade

Minimum

Average

Maximum

$18,002 (-10%) $20,003
$22,003 (+10%)

$32,105 (-10%) $35,673
$39,240 (+10%)

Table 8

References

Burke, L. (2008). Designing a pay structure. SHRM. https://www.shrm.org/certification/fororganizations/academic-alignment/faculty-
resources/Documents/Designing%20a%20Pay%20Structure_IM_9.08.pdf

Gerhart, B., & Newman, J. (2020). Compensation (13th ed.). McGraw-Hill

Martocchio, J. (2020). Strategic compensation: A human resource management approach (10th ed.). Pearson.

Milkovich, G., & Newman, J. (2008). Compensation. McGraw-Hill Irwin.

U.S. Department of Labor. (2020). O*NET Online. https://www.onetonline.org/

Appendix A—Job Descriptions for Benchmark Jobs
(U.S. Department of Labor, 2020)

Front Desk Receptionist

Job Summary
Answer inquiries and obtain information for the general public, customers, visitors, and other interested parties. Provide information regarding activities conducted at the establishment, location of departments, offices, and employees within the organization.

Essential Job Tasks
• Operate telephone to answer, screen, and forward calls, providing information, taking messages, and scheduling appointments.
• Greet persons entering the establishment, determine nature and purpose of visit, and direct or escort them to specific destinations.
• Hear and resolve complaints from customers and the public.
• Transmit information or documents to customers, using email, mail, or fax machine.
• Analyze data to determine answers to questions from customers or members of the public.
• Provide information about the establishment, such as the location of departments or offices, employees within the organization, or services provided.

Job Context
Indoor, environmentally controlled; telephone; contact with others.

Knowledge, Skills, and Abilities
• Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, taking and organizing messages, and other office procedures and terminology.
• Awareness of others’ reactions and understanding why they react as they do.
• Gives full attention to what other people are saying, taking the time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Actively looks for ways to help people.
• Manages own time and the time of others.
• Talks to others to convey information effectively.
• Knowledge of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Understands written sentences and paragraphs in work-related documents.
• Communicates effectively in writing as appropriate for the needs of the audience.
Administrative Assistant

Job Summary
Provide administrative support by conducting research, preparing reports, handling information requests, and performing clerical functions such as preparing correspondence, receiving visitors, arranging conference calls, and scheduling meetings.

Essential Job Tasks
• Manage and maintain executives’ schedules.
• Prepare invoices, reports, memos, letters, financial statements, and other documents, using word processing, spreadsheet, database, or presentation software.
• Read and analyze incoming memos, submissions, and reports to determine their significance and plan their distribution.
• Open, sort, and distribute incoming correspondence, including faxes and email.
• File and retrieve corporate documents, records, and reports.
• Greet visitors and determine whether they should be given access to specific individuals.
• Prepare responses to correspondence containing routine inquiries.
• Perform general office duties such as ordering supplies, maintaining records, management systems, and performing basic bookkeeping work.
• Make travel arrangements for executives.

Job Context
Indoor, environmentally controlled; telephone; contact with others.

Knowledge, Skills, and Abilities
• Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, designing and completing forms, and other office procedures and terminology.
• Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Knowledge of computer hardware and software.
• Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Gives full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Monitors/assess performance of self, other individuals, or organizations to make improvements or take corrective action.
• Manages own time and the time of others.
• Talks to others to convey information effectively.
• Understands written sentences and paragraphs in work-related documents.
• Communicates effectively in writing as appropriate for the needs of the audience.
• Adjusts actions concerning others’ actions.

Operations Analyst

Job Summary
Formulate and apply mathematical modeling and other optimizing methods using a computer to develop and interpret information that assists management with decision making or other managerial functions. Frequently concentrates on collecting and analyzing data using decision support software.

Essential Job Tasks
• Analyze information obtained from management to conceptualize and define operational problems.
• Collaborate with senior managers and decision-makers to identify and solve a variety of problems and to clarify management objectives.
• Define data requirements and then gather and validate information, applying judgment.
• Study and analyze information about alternative courses of action to determine which plan will offer the best outcome.
• Prepare management reports defining and evaluating problems and identifying solutions.
• Formulate mathematical or simulation models of problems, relating constants and variables, restrictions, alternatives, conflicting objectives, and their parameters.

Job Context
Indoor, environmentally controlled; telephone; contact with others.

Knowledge, Skills, and Abilities
• Knowledge and application of arithmetic, algebra, geometry, calculus, and statistics.
• Knowledge of the practical application of engineering science and technology. This includes applying principles, techniques, procedures, and equipment.
• Knowledge of computer hardware and software including applications and programming.
• Identifies complex problems and reviews related information to develop and evaluate options and implement solutions.
• Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Analyzes needs and product requirements to create a design.
• Determines how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
• Considers the relative costs and benefits of potential actions to determine the course of action.
• Understands the implications of new information for both current and future problem solving and decision making.
• Knowledge of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Understands written sentences and paragraphs in work-related documents.
• Communicates effectively in writing as appropriate for the needs of the audience.

Appendix B—Results from Salary Survey
(adapted from Burke, 2008)

Front Desk Receptionist

Company # of Job Incumbents Average Base Pay
A 1 $27,000
B 2 $25,500
C 1 $29,500
D 2 $31,000
E 2 $26,500
F 1 $26,000

Administrative Assistant
Company # of Job Incumbents Average Base Pay
A 4 $37,500
B 4 $32,000
C 3 $33,000
D 5 $39,000
E 4 $36,500
F 4 $35,000

Operations Analyst
Company # of Job Incumbents Base Pay
A 2 $63,500
B 4 $59,000
C 3 $61,000
D 5 $67,000
E 3 $63,500
F 3 $65,000

Production Worker
Company # of Job Incumbents Base Pay
A 9 $27,500
B 12 $25,000
C 11 $31,000
D 13 $33,000
E 8 $29,000
F 10 $28,500

Benefits Manager
Company # of Job Incumbents Base Pay
A 1 $62,000
B 2 $57,500
C 1 $63,000
D 1 $67,000
E 2 $62,000
F 1 $65,000

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OL 325 Milestone One Guidelines and Rubric

 

Overview: The importance of compensation varies depending on the viewpoint, as stated by Barry Gerhart and Jerry Newman in Compensation. Society views compensation as a measure of justice; managers may view compensation as a major expense or a motivator; employees view compensation as an entitlement or as an incentive. Regardless of the viewpoint, fairness and equity are essential. Compensation must also be up-to-date, competitive in the market, and easy to understand. Discussion 

 

Aligned pay structures support the way the work gets done, fit the organization’s business strategy, and are fair to employees. Organizations typically task an inhouse human resource (HR) professional or hire an HR consultant to create and maintain the company’s pay structure. Discussion

 

Prompt: In Milestone One, you will address the internal consistency component of a pay structure using the specially designed case scenario. Read the Final Project Case Study (linked to in your course) for detailed information on the requirements for this project.

 

Specifically, you must address the critical elements listed below.  Internal Consistency:

  1. Create complete job descriptions for the benefits manager and production worker position using O*NET. Note: There may be several versions of these positions on O*NET. You should create personalized job descriptions that are tailored to the company.
  2. Calculate the job evaluation points for the administrative assistant, operations analyst, production worker, and benefits manager jobs. Provide a rationale for assigning specific weights and degrees to the various jobs. Use the job descriptions you created in section one, as well as the job descriptions in Appendix A of the final project case study, as a reference. Note: The weights, broken down by the compensable factors, must total 100%.
  3. Create job families for all the roles at the Rockville location. The families may be illustrated in a table or bullet format. List positions within each family based on the difficulty level. Provide a rationale for why jobs were assigned to the various families. Discussion

 

Rubric

Guidelines for Submission: Your final project will be a Word document, approximately 5–9 pages in length (plus a cover page and references) and must be written in APA format. Your Word document may include Word tables, Word lists, Excel screenshots, and rationale in written paragraphs. Use double spacing, 12point Times New Roman font, and one-inch margins.

 

Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Internal Consistency: Job Descriptions Provides complete job

descriptions tailored to the company

 Provides job descriptions that are incomplete or are not tailored to the company Does not provide job descriptions required 25

1

Discussion

Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Internal Consistency: Job Evaluation Provides complete job evaluations for all identified job descriptions and explains rationale for assigning specific weights and degrees to the jobs Provides incomplete job evaluations for all or some of the identified job descriptions or does not explain rationale for assigning specific weights and degrees to the jobs Does not provide complete job evaluations for identified job descriptions and does not provide rationale for specific weights and degrees to jobs 35
Internal Consistency: Job Families Provides logical job families for all job roles and explains rationale for why jobs were assigned to the job families Provides illogical job families for some of the job roles or does not explain rationale for why jobs were assigned to the job families Does not provide job families and does not provide rationale 20
Articulation of Response Submission has no major errors related to grammar, spelling, syntax, organization, or citations Submission has major errors related to grammar, spelling, syntax, organization, or citations that negatively impact readability and articulation of main ideas Submission has critical errors related to grammar, spelling, syntax, organization, or citations that prevent understanding of ideas 20
      Total 100%

 

2

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Week 1 Discussion: Social Factors (Graded)

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Purpose

The purpose of this discussion is for learners to identify community data that impacts social factors of health.

Course Outcome

This assignment enables the student to meet the following course outcome:

  • CO1 Apply principles of nursing to the public health system (PO1) Discussion

 

Discussion Question 

There are many factors that make people healthy or ill.  This week we will focus on the social factors and determinants that impact health.

It is time to get out into your community! Discussion

  • Go online to the U.S. Census Bureau at https://www.census.gov/quickfacts/(Links to an external site.) (*note, you will be using this website in the Week 2 assignment, so you can get started on collecting all the required data if desired)
    • Input your local zip code, city, or county. Try to get as specific data as possible (city, township, county).
    • Next, identify the:
      • Total population
      • Median income
      • Percentage or number of persons living in poverty
    • Go to your local grocery store, use a flyer, or app. Include the stores name, city, and state. Identify cost for the following items (please note whether items are organic):
      • 1 gallon of milk
      • 1 loaf of bread
      • 1 bag of apples (include price per pound) Discussion
      • 1 bag of carrots
      • 1 large container of yogurt
      • 1 2-liter of soda
      • 1 bag of chips
      • 1 package of cookies
    • Utilizing the data collected, discuss social factors that might impact what groceries are purchased. Try to be as specific to your community as possible (location, availability, poverty levels, etc.).
    • Discuss how a community health nurse (CHN) could use one of the 17 intervention categories from the Public Health Intervention Wheel to address areas of food security (Nies & McEwen, 2019).
    • In your responses to classmates, include comparisons and contrasting information.

Your discussion post should look like: Discussion

  • Paragraph one: Utilizing the data collected, discuss a social factor that might impact what groceries are purchased. Try to be as specific to your community as possible (location, availability, poverty levels, etc.)
  • Paragraph two: Utilizing the data collected, discuss anothersocial factor that might impact what groceries are purchased. Try to be as specific to your community as possible (location, availability, poverty levels, etc.)
  • Paragraph three: Discuss how a community health nurse (CHN) could use one of the 17 intervention categories from the Public Health Intervention Wheel to address areas of food security
  • Resources: Where did you find your data? Discussion

 

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Discussion: Cognitive Behavioral Therapy: Comparing Group, Family, and Individual Settings

There are significant differences in the applications of cognitive behavior therapy (CBT) for families and individuals. The same is true for CBT in group settings and CBT in family settings. In your role, it is essential to understand these differences to appropriately apply this therapeutic approach across multiple settings. For this Discussion, as you compare the use of CBT in individual, group, and family settings, consider challenges of using this approach with groups you may lead, as well as strategies for overcoming those challenges.Discussion

To prepare:

  • Review the videos in this week’s Learning Resources and consider the insights provided on CBT in various settings.

Post an explanation of how the use of CBT in groups compares to its use in family or individual settings. Explain at least two challenges PMHNPs might encounter when using CBT in one of these settings. Support your response with specific examples from this week’s media and at least three peer-reviewed, evidence-based sources. Explain why each of your supporting sources is considered scholarly and attach the PDFs of your sources.

Discussion

VIDEO: https://www.youtube.com/watch?v=JZH196rOGsc

https://www.youtube.com/watch?v=8-2WQF3SWwo

RUBRIC

Thoroughly responds to the discussion question(s).
Is reflective with critical analysis and synthesis representative of knowledge gained from the course readings for the module and current credible sources.Discussion

No less than 75% of post has exceptional depth and breadth.
Supported by at least 3 current credible sources. Written clearly and concisely.Discussion

Contains no grammatical or spelling errors.
Further adheres to current APA manual writing rules and style.

The use of scholarly sources to support ideas demonstrates synthesis and understanding of learning objectives.

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Discussion: Cognitive Behavioral Therapy: Comparing Group, Family, and Individual Settings

There are significant differences in the applications of cognitive behavior therapy (CBT) for families and individuals. The same is true for CBT in group settings and CBT in family settings. In your role, it is essential to understand these differences to appropriately apply this therapeutic approach across multiple settings. For this Discussion, as you compare the use of CBT in individual, group, and family settings, consider challenges of using this approach with groups you may lead, as well as strategies for overcoming those challenges. Discussion

To prepare:

  • Review the videos in this week’s Learning Resources and consider the insights provided on CBT in various settings.

Post an explanation of how the use of CBT in groups compares to its use in family or individual settings. Explain at least two challenges PMHNPs might encounter when using CBT in one of these settings. Support your response with specific examples from this week’s media and at least three peer-reviewed, evidence-based sources. Explain why each of your supporting sources is considered scholarly and attach the PDFs of your sources.

 

VIDEO: https://www.youtube.com/watch?v=JZH196rOGsc

https://www.youtube.com/watch?v=8-2WQF3SWwo

RUBRIC

Thoroughly responds to the discussion question(s).
Is reflective with critical analysis and synthesis representative of knowledge gained from the course readings for the module and current credible sources. Discussion

No less than 75% of post has exceptional depth and breadth.
Supported by at least 3 current credible sources. Written clearly and concisely.

Contains no grammatical or spelling errors.
Further adheres to current APA manual writing rules and style.

The use of scholarly sources to support ideas demonstrates synthesis and understanding of learning objectives. Discussion

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Describe the process that you plan to use to conduct research, identify findings, and develop the Comprehensive Project that is due in Unit 5.

    • Present a brief outline indicating how you intend to organize the project deliverable.
  • Review the processes and outlines of other students, providing objective feedback that will help strengthen the effectiveness of their efforts and the quality of the finished product.

Discussion essay paper

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Discussion

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400 Assignments

Using MS Excel in Logistics Activities

The text (Murphy & Knemeyer, 2018) indicates that a spreadsheet is the most relevant software package for logisticians, and the assigned article (Bartolacci, LeBlanc, Kayikci, & Grossman, 2012) provides some real-life, practical examples of how Excel is applied in logistics. It is customary to use MS Excel in calculation of shipment volumes, weights, and costs. Our assignment this week provides a valuable introduction to the capabilities and applications of MS Excel in logistics.. Discussion

Scenario:

Oracle Corporation is building a large new campus for cloud computing support in Austin, Texas. They have selected Dell Computer Corporation, located in neighboring Round Rock, Texas, to supply various devices for the campus. The distance from the Dell facility to the Oracle campus is 35 miles. The specified shipping mode is by truck, which costs three cents per pound, per mile. Oracle has requested that all shipments be made in 40-foot containers with interior dimensions of 40 ft. long, 8 ft. wide, and 8 ft. 6 in. high. A container weighs 8,000 pounds and has a maximum payload (cargo weight) of 55,126 pounds. Oracle intends to leave the containers at their location as secure storage during the startup stage of their operations. Because the containers will serve as mini-warehouses, adequate room to move around inside the container is needed. Dell will construct lightweight, inexpensive wooden shelving for storage instead of using pallets. This requirement will limit the useable volume of the container to 80% of its normal maximum.

The order is summarized in the following table:

Product Quantity Single Package Dimensions LxWxH (inches) Single Package Weight (pounds)
Desktop Computer 100 24x24x18 20
Laptop Computer 200 18x18x12 10
Tablet Computer 300 12x12x9 5
Printer 100 14x14x 12 7
Monitor 100 30x35x9 12

In your Using MS Excel in Logistics Activities assignment, enter the data provided in the scenario into a simple Microsoft Excel spreadsheet. In your spreadsheet,

  • Calculate the total volume of the products.
  • Calculate the total weight of the products.
  • Calculate the total weight of the shipment (ignore the shelving).
  • Determine the number of 40-ft containers required to ship the order.
  • Calculate the total shipping cost from the Dell plant to the Oracle campus. Discussion

For this Assignment,

  • You must use MS Excel to perform all calculations. All work and equations must be visible within the cells. (For tutorials and assistance on how to use this software, see Microsoft’s Excel Training(Links to an external site.).)
  • Round all answers to one decimal place.
  • APA format does not apply.
  • Neither a title page nor reference page is required.

400 Discussion

#1. Prior to working on this discussion, watch the assigned Forbes video The Evolution of Uber (Links to an external site.). According to the video, Uber’s transportation services offered in the United States and abroad have changed the traditional perspective of logistics. In your post, describe the logistics activities and related services that Uber provides worldwide. Additionally, identify one of the three competitive strategies coined by Michel Porter and pursued by Uber (see Week 2 lecture notes and the assigned article, “Changing Patterns of International Competition,” 1986). Analyze the competitive strategy you chose by explaining why it is the right strategy for Uber. Comment specifically on how the strategy strengthens Uber’s competitive advantage in the global marketplace. Your post must be a minimum of 200 words.

#2. For this discussion, you will play the role of a logistics analyst who is creating a report on the contributions of logistics activities to a company’s overall business performance.

Select any publicly traded company. Research this company’s website and relevant business documentation to evaluate the company’s performance and profit models, such as inventory turnover, return on assets, or other models that the company uses to measure its performance. Possible sources of information include the company’s annual report, income statement, or other financial documents that report the company’s revenues, expenses, and profits. These are usually published on the company’s Investor Relations page on their website. Additionally, the University of Arizona Global Campus Library’s MergentDatabase is an excellent source for business information. To access the Mergent database:

  • Click on the “Find Articles & More” link in the purple banner at the top of the library home page.
  • Select “Databases by Subject.”
  • Choose “Business & Economics,” then click on “Mergent” on the following page.
  • Once in Mergent,enter the name of your company into the search box to get to the company overview page. Note that the search might show you multiple options, so click on the specific company you are searching for if a list is offered.
  • Select the “Company Financials” tab.

Identify two logistics-related activities the company utilizes to achieve its business goals. You may select, for example, the company’s inventory management system, warehousing operations, order management, transportation management, international logistics, or any other activities.

Your 200-250 word post must include the following:

  • Name the company that you chose and identify and describe the two logistics activities you selected that support the company’s supply chain and business strategies. Discussion
  • Explain how the company uses the total cost approach to coordinate the selected logistics activities in a cost-efficient manner.
  • Identify the tools and/or methods (as described in Chapter 4 of your textbook) that the company uses to measure the quality of its logistics performance. Describe one tool/method, and briefly explain what it measures and how it works.

Support your report with credible sources, citing from the company’s websites, business publications or articles, and assigned readings from this week. Reference them in your discussion post in proper APA style according to the Writing Center’s APA Essay Checklist for Students (Links to an external site.).

 

443 Assignment Discussion

Recommendations for Improvement

[WLOs: 1, 2, 3, 4] [CLOs: 3, 4, 5]

Prior to beginning work on this assignment, read Chapters 3, 4, and 5 from the course textbook, specifically focusing on Chapter 5, and pay close attention to Table 5.1.

Process management activities include the following:

Design:

  • Ensuring that the inputs to the process, such as materials, technology, work methods, and a trained workforce, are adequate, and that the process can achieve its requirements.

Control:

  • Maintaining consistency in output by assessing performance and taking corrective action when necessary.

Improvement:

  • Continually seeking to achieve higher levels of performance in the process, such as reduced variation, higher yields, fewer defects and errors, smaller cycle times, and so on.

For this assignment, you will select a service or product in your organization or an organization of your choice, and write a paper discussing the process management activities that are involved.

In your paper,

  • Evaluate the effectiveness of process management in your organization.
  • Suggest potential improvements to improve process management within your organization.
  • Describe the specific steps in the process and their sequence.
  • Provide a map of the process and the sequenced steps, along with standard operating procedures and work instructions.

The Recommendations for Improvement paper

Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.

 

Discussions

 

#1 Prior to beginning work on this discussion forum, read Chapters 4 and 5 in the course textbook and the weekly Discussion lecture.

One of the most effective ways to achieve improvement within an organization is through its most important resource, its people. Clifton Leaf recognizes their importance and the role of motivation in the below quote:

“For those smart enough to recognize it—and mine it—the human capital embedded in a company’s workforce is simply the best asset it has: more mobile than factories or equipment, more rewarding in the long term than investment capital, easier to leverage than brand or market share. It is human minds, after all, that spark discoveries and breakthroughs; human impatience and ingenuity that give rise to brilliant hacks and workarounds; human touch, humor, instinct, and empathy that bond with customers and sell products.” – (2017, para. 2).

In your discussion post, address the following questions:

  • What are the principles of workforce engagement and motivation?
  • How can positive workforce engagement lead to favorable outcomes and results?
  • What impact did the engagement have on the organization and its workforce?
  • What short and long-term outcomes emerged?
  • How does your organization measure the impact?

#2 Prior to beginning work on this discussion forum, read the article Improving Home Improvement: Home Depot & Lowe’s Lead in Volume But Trail in Customer Satisfaction (Links to an external site.), the How We Play Ball!  PowerPoint, and the weekly lecture.

In your discussion post, reflect on the following:

  • Part 1:
    • What factors influence customer value, satisfaction, and loyalty? Discussion
    • What are some methods for measuring customer satisfaction and engagement?
    • What is the importance of commitments to building customer relationships?
  • Part 2:
    • What current trends are impacting Home Depot, Lowe’s, Menards, and other retailers listed in the article? Are they impacting their industry and sales favorably?
    • What strategies and actions are currently being done by one of the retailers in the article to capitalize on the current trends?
    • How do they segment their customers?
    • What are they doing to influence customer value, satisfaction, and loyalty? Will these strategies and actions be effective and improve customer service, satisfaction, and loyalty in the short and long run?
    • How are they building customer relationships?
    • Who are their customer contact employees? Why are they critical to building customer satisfaction, engagement, and loyalty?

 

Website for discussion

https://www.forbes.com/sites/sanfordstein/2020/06/26/improving-home-improvement-home-depot–lowes-lead-in-volume-but-trail-in-customer-satisfaction/?sh=7c0e4be07039

2nd one will be a power point that I have attached