Category: Human Resource Management

  • [Solved] Addressing an Ethical Violation

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    Please see attachment – 2 years ago **files (1)** – ## finalassignment.docx **## finalassignment.docx** Addressing an Ethical Violation [WLOs: 1, 2, 3] [CLOs: 1, 2, 3, 4, 5, 6] Prior to beginning work on this final paper, review the following resources: · [Cultivating the Ethical Repertoires of …

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    Please see attachment

    – 2 years ago

    **files (1)**

    – ## finalassignment.docx

    **## finalassignment.docx**

    Addressing an Ethical Violation

    [WLOs: 1, 2, 3] [CLOs: 1, 2, 3, 4, 5, 6]

    Prior to beginning work on this final paper, review the following resources:

    ·
    [Cultivating the Ethical Repertoires of Behavior Analysts: Prevention of Common ViolationsLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=psyh&AN=2021-30628-001&site=eds-live&scope=site&custid=s8856897)

    ·
    [Does ethics education influence the moral action of practicing nurses and social workers?Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=edb&AN=32771128&site=eds-live&scope=site&custid=s8856897)

    ·
    [For the record: Strategies for promoting high-quality ethical social work documentationLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=cul&AN=173081966&site=eds-live&scope=site&custid=s8856897)

    ·
    [Ethical Dilemmas in Human Service Management: Identifying and Resolving the ChallengesLinks to an external site.](https://www.researchgate.net/profile/Cheryl-Hyde/publication/271672703_Ethical_Dilemmas_in_Human_Service_Management_Identifying_and_Resolving_the_Challenges/links/628a71e56e41e5002d3b7b46/Ethical-Dilemmas-in-Human-Service-Management-Identifying-and-Resolving-the-Challenges.pdf)

    ·
    [Organizational behavior management in human services settings: Conducting and disseminating research that improves client outcomes, employee performance, and systems developmentLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=asn&AN=158110181&site=eds-live&scope=site&custid=s8856897)

    ·
    [_Chapter 19: Section 5. Ethical Issues in Community Interventions_ Links to an external site.](https://ctb.ku.edu/en/table-of-contents/analyze/choose-and-adapt-community-interventions/ethical-issues/main)

    ·
    [_Ethical Standards for Human Services Professionals_ Links to an external site.](https://www.nationalhumanservices.org/ethical-standards/)

    This final paper is designed to assess your understanding of the NOHS Ethical Standards by applying them in a practical scenario. You will create a detailed scenario involving an ethical violation within a human service organization, analyze the personal and organizational implications, and develop a training program to prevent future ethical issues.

    To focus on in your paper review the tabs,

    ·
    [The Organization](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Analysis of the Ethical Violation](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Training Program](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Conclusion](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    The Organization

    · Describe the human service organization, including its mission, services, and client population.

    · Develop a detailed scenario involving an ethical violation.

    · Be sure to include key characters, the nature of the violation, and how it was discovered.

    · Identify which NOHS Ethical Standards are relevant to the scenario and why.

    The Addressing an Ethical Violation final paper

    · must be 10 to 12 double-spaced pages in length (not including title and references pages) and formatted according to
    [_APA Style_ Links to an external site.](https://writingcenter.uagc.edu/apa-style) as outlined in the Writing Center’s
    [_APA Formatting for Microsoft Word_ Links to an external site.](https://writingcenter.uagc.edu/apa-formatting-microsoft-word) resource.

    · must include a separate title page with the following in title case:

    · title of paper in bold font

    · Space should appear between the title and the rest of the information on the title page.

    · student’s name

    · name of institution (The University of Arizona Global Campus)

    · course name and number

    · instructor’s name

    · due date

    · must utilize academic voice.

    · Review the
    [_Academic Voice_ Links to an external site.](https://writingcenter.uagc.edu/academic-voice) resource for additional guidance.

    · must include an introduction and conclusion paragraph.

    · Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.

    · For assistance in writing
    [_Introductions & Conclusions_ Links to an external site.](https://writingcenter.uagc.edu/introductions-conclusions) and
    [_Writing a Thesis Statement_ Links to an external site.](https://writingcenter.uagc.edu/writing-a-thesis), refer to the Writing Center resources.

    · must use at least 8 scholarly academic sources along with the NOHS Ethical Standards and in addition to the course text.

    · The
    [_Scholarly, Peer-Reviewed, and Other Credible Sources_ Links to an external site.](https://content.bridgepointeducation.com/curriculum/file/e5359309-7d3c-4a21-a410-44d59303ccef/1/Scholarly%20Peer-Reviewed%20and%20Other%20Credible%20Sources.pdf) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.

    · To assist you in completing the research required for this assignment, refer to this
    [_Quick and Easy Library Research_ Links to an external site.](https://ashford.mediaspace.kaltura.com/media/Ashford+University+Library+Quick+%27n%27+Dirty/0_bcsbcjee) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.

    · must document any information used from sources in APA Style as outlined in the Writing Center’s
    [_APA: Citing Within Your Paper_ Links to an external site.](https://writingcenter.uagc.edu/apa-citing-within-your-paper) guide.

    · must include a separate references page that is formatted according to APA Style as outlined in the Writing Center.

    · Refer to the
    [_APA: Formatting Your References List_ Links to an external site.](https://writingcenter.uagc.edu/format-your-reference-list) resource in the Writing Center for specifications.

    · must refer to Writing Center’s
    [_APA Style Elements_ Links to an external site.](https://writingcenter.uagc.edu/apa-style-elements).

    Carefully review the
    [Grading RubricLinks to an external site.](http://au.waypointoutcomes.com/assessment/37982/preview) for the criteria that will be used to evaluate your final paper.

    ![](https://www.sweetstudy.com/questions/addressing-an-ethical-violation-20887517)Waypoint Assignment Submission

    The assignments in this course will be submitted to Waypoint. Please refer to the instructions below to submit your assignment.

    1. Click on the
    **Assignment Submission** button below. The Waypoint "Student Dashboard" will open in a new browser window.

    2.
    **Browse** for your assignment.

    3. Click
    **Upload**.

    4. Confirm that your assignment was successfully submitted by viewing the appropriate week's assignment tab in Waypoint.

    For more detailed instructions, refer to the
    [Waypoint TutorialLinks to an external site.](https://content.bridgepointeducation.com/curriculum/file/dc358708-3d2b-41a6-a000-ff53b3cc3794/1/Waypoint%20Tutorial.pdf).

    ![Click the button below to access Waypoint](https://www.sweetstudy.com/questions/addressing-an-ethical-violation-20887517)

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    **## finalassignment.docx**

    Addressing an Ethical Violation

    [WLOs: 1, 2, 3] [CLOs: 1, 2, 3, 4, 5, 6]

    Prior to beginning work on this final paper, review the following resources:

    ·
    [Cultivating the Ethical Repertoires of Behavior Analysts: Prevention of Common ViolationsLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=psyh&AN=2021-30628-001&site=eds-live&scope=site&custid=s8856897)

    ·
    [Does ethics education influence the moral action of practicing nurses and social workers?Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=edb&AN=32771128&site=eds-live&scope=site&custid=s8856897)

    ·
    [For the record: Strategies for promoting high-quality ethical social work documentationLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=cul&AN=173081966&site=eds-live&scope=site&custid=s8856897)

    ·
    [Ethical Dilemmas in Human Service Management: Identifying and Resolving the ChallengesLinks to an external site.](https://www.researchgate.net/profile/Cheryl-Hyde/publication/271672703_Ethical_Dilemmas_in_Human_Service_Management_Identifying_and_Resolving_the_Challenges/links/628a71e56e41e5002d3b7b46/Ethical-Dilemmas-in-Human-Service-Management-Identifying-and-Resolving-the-Challenges.pdf)

    ·
    [Organizational behavior management in human services settings: Conducting and disseminating research that improves client outcomes, employee performance, and systems developmentLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=asn&AN=158110181&site=eds-live&scope=site&custid=s8856897)

    ·
    [_Chapter 19: Section 5. Ethical Issues in Community Interventions_ Links to an external site.](https://ctb.ku.edu/en/table-of-contents/analyze/choose-and-adapt-community-interventions/ethical-issues/main)

    ·
    [_Ethical Standards for Human Services Professionals_ Links to an external site.](https://www.nationalhumanservices.org/ethical-standards/)

    This final paper is designed to assess your understanding of the NOHS Ethical Standards by applying them in a practical scenario. You will create a detailed scenario involving an ethical violation within a human service organization, analyze the personal and organizational implications, and develop a training program to prevent future ethical issues.

    To focus on in your paper review the tabs,

    ·
    [The Organization](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Analysis of the Ethical Violation](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Training Program](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    ·
    [Conclusion](https://uagc.instructure.com/courses/141752/assignments/2738761?module_item_id=7224463)

    The Organization

    · Describe the human service organization, including its mission, services, and client population.

    · Develop a detailed scenario involving an ethical violation.

    · Be sure to include key characters, the nature of the violation, and how it was discovered.

    · Identify which NOHS Ethical Standards are relevant to the scenario and why.

    The Addressing an Ethical Violation final paper

    · must be 10 to 12 double-spaced pages in length (not including title and references pages) and formatted according to
    [_APA Style_ Links to an external site.](https://writingcenter.uagc.edu/apa-style) as outlined in the Writing Center’s
    [_APA Formatting for Microsoft Word_ Links to an external site.](https://writingcenter.uagc.edu/apa-formatting-microsoft-word) resource.

    · must include a separate title page with the following in title case:

    · title of paper in bold font

    · Space should appear between the title and the rest of the information on the title page.

    · student’s name

    · name of institution (The University of Arizona Global Campus)

    · course name and number

    · instructor’s name

    · due date

    · must utilize academic voice.

    · Review the
    [_Academic Voice_ Links to an external site.](https://writingcenter.uagc.edu/academic-voice) resource for additional guidance.

    · must include an introduction and conclusion paragraph.

    · Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.

    · For assistance in writing
    [_Introductions & Conclusions_ Links to an external site.](https://writingcenter.uagc.edu/introductions-conclusions) and
    [_Writing a Thesis Statement_ Links to an external site.](https://writingcenter.uagc.edu/writing-a-thesis), refer to the Writing Center resources.

    · must use at least 8 scholarly academic sources along with the NOHS Ethical Standards and in addition to the course text.

    · The
    [_Scholarly, Peer-Reviewed, and Other Credible Sources_ Links to an external site.](https://content.bridgepointeducation.com/curriculum/file/e5359309-7d3c-4a21-a410-44d59303ccef/1/Scholarly%20Peer-Reviewed%20and%20Other%20Credible%20Sources.pdf) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.

    · To assist you in completing the research required for this assignment, refer to this
    [_Quick and Easy Library Research_ Links to an external site.](https://ashford.mediaspace.kaltura.com/media/Ashford+University+Library+Quick+%27n%27+Dirty/0_bcsbcjee) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.

    · must document any information used from sources in APA Style as outlined in the Writing Center’s
    [_APA: Citing Within Your Paper_ Links to an external site.](https://writingcenter.uagc.edu/apa-citing-within-your-paper) guide.

    · must include a separate references page that is formatted according to APA Style as outlined in the Writing Center.

    · Refer to the
    [_APA: Formatting Your References List_ Links to an external site.](https://writingcenter.uagc.edu/format-your-reference-list) resource in the Writing Center for specifications.

    · must refer to Writing Center’s
    [_APA Style Elements_ Links to an external site.](https://writingcenter.uagc.edu/apa-style-elements).

    Carefully review the
    [Grading RubricLinks to an external site.](http://au.waypointoutcomes.com/assessment/37982/preview) for the criteria that will be used to evaluate your final paper.

    ![](https://www.sweetstudy.com/questions/addressing-an-ethical-violation-20887517)Waypoint Assignment Submission

    The assignments in this course will be submitted to Waypoint. Please refer to the instructions below to submit your assignment.

    1. Click on the
    **Assignment Submission** button below. The Waypoint "Student Dashboard" will open in a new browser window.

    2.
    **Browse** for your assignment.

    3. Click
    **Upload**.

    4. Confirm that your assignment was successfully submitted by viewing the appropriate week's assignment tab in Waypoint.

    For more detailed instructions, refer to the
    [Waypoint TutorialLinks to an external site.](https://content.bridgepointeducation.com/curriculum/file/dc358708-3d2b-41a6-a000-ff53b3cc3794/1/Waypoint%20Tutorial.pdf).

    ![Click the button below to access Waypoint](https://www.sweetstudy.com/questions/addressing-an-ethical-violation-20887517)

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  • [Solved] human resource

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    I need your help – 2 years ago **files (2)** – ## WSJWeek8.docx – Week8WSJ.jpeg **## WSJWeek8.docx** 1. Lifestyle 2. [Careers](https://www.wsj.com/lifestyle/careers?mod=bigtop-breadcrumb) 3. [On the Clock](https://www.wsj.com/news/types/on-the-clock?mod=bigtop-breadcrumb) **The Little Sins We Com…

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    I need your help

    – 2 years ago

    **files (2)**

    – ## WSJWeek8.docx

    – Week8WSJ.jpeg

    **## WSJWeek8.docx**

    1. Lifestyle

    2.
    [Careers](https://www.wsj.com/lifestyle/careers?mod=bigtop-breadcrumb)

    3.
    [On the Clock](https://www.wsj.com/news/types/on-the-clock?mod=bigtop-breadcrumb)

    **The Little Sins We Commit at Work—and the Bosses Who Are Cracking Down**

    **Companies are strictly enforcing rules to show who’s in charge and control expenses**

    **expenses**

    ![A computer with yellow signs and a lamp AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/human-resource-20887509)

    Illustration: Sam Kelly/WSJ, iStock (5)

    ![Callum Borchers hedcut](https://www.sweetstudy.com/questions/human-resource-20887509)By
    [Callum Borchers](https://www.wsj.com/news/author/callum-borchers)

    Follow

    Oct. 30, 2024 9:00 pm ET

    Save

    Share

    Text

    [546](https://www.wsj.com/lifestyle/careers/the-little-sins-we-commit-at-workand-the-bosses-who-are-cracking-down-74929770?mod=careers_more_article_pos57)

    Listen to article

    Length(7 minutes)

    Queue

    [Explore Audio Center](https://www.wsj.com/audio?mod=rtmExplore)

    Ever
    [used the office printer](https://www.wsj.com/articles/no-one-wants-a-printer-but-everyone-wants-to-print-85265bf4?mod=article_inline) for your kid’s homework assignment or
    [scrolled Facebook Marketplace](https://www.wsj.com/tech/personal-tech/facebook-marketplace-deals-scams-buyers-fraud-da951632?mod=article_inline) during an all-hands Zoom meeting? Fair warning: Your employer may be paying close attention.

    Big companies on the hunt for efficiency are deploying perk police to bust employees for seemingly minor infractions that, by the letter of company law, can result in termination.

    “We have had lots of requests for new controls,” says Katie MacKillop, U.S. director of Payhawk, which administers company credit-card accounts and watches for misuse.

    ![Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards.](https://www.sweetstudy.com/questions/human-resource-20887509)Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards. Photo: Katie MacKillop

    Clients are asking Payhawk to restrict when and where company cards work. For example, a company can limit a lunch allowance to be available only on weekdays from 11 a.m. to 2 p.m. and be usable at
    [Chipotle](https://www.wsj.com/market-data/quotes/CMG) but not at
    [Kroger](https://www.wsj.com/market-data/quotes/KR). In partnership with
    [Visa](https://www.wsj.com/market-data/quotes/V) and
    [Mastercard](https://www.wsj.com/market-data/quotes/MA), Payhawk is developing a feature that sends real-time spending alerts to corporate finance teams and allows them to instantly block suspicious transactions by employees.

    MacKillop’s firm doesn’t track what happens to employees who violate company policies, but she says there is little doubt employers are taking codes of conduct more seriously.

    That helps explain reports of crackdowns at
    [Meta](https://www.wsj.com/market-data/quotes/META), where employees were fired for spending $25 meal allowances on other items, Ernst & Young dismissing workers who watched multiple training videos at the same time, and
    [Target](https://www.wsj.com/market-data/quotes/TGT) canning employees who jumped the line to buy
    [coveted Stanley water bottles](https://www.wsj.com/articles/new-office-status-symbol-stanley-quencher-water-bottle-wait-list-11668625127?mod=article_inline) ahead of the general public. The companies declined to comment on the incidents.

    As the employer-employee power struggle
    [tilts in companies’ favor](https://www.wsj.com/articles/layoffs-labor-market-bosses-power-workplace-11675347655), some businesses are using strict rules enforcement to make an example of rule-breakers or reduce payroll without having a real layoff. An employer feeling buyer’s remorse after a postpandemic hiring spree can use the company handbook to push out unwanted employees, says human-resources consultant Suzanne Lucas.

    “When you are desperately hiring, you’re definitely overlooking things,” says Lucas, who cheekily brands herself the Evil HR Lady. “When you need to cut head count, you tighten up the rules.”

    ![Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public.](https://www.sweetstudy.com/questions/human-resource-20887509)Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public. Photo: Brian van der Brug/Los Angeles Times/Getty Images

    Workers argue many so-called perks are designed to increase productivity. A free meal is an enticement to stay at your desk. A recorded HR tutorial is less a reprieve from the awkwardness of in-person, sexual-harassment training than an invitation to keep plugging away while paying half attention to a video on your second monitor.

    Why gin up excuses to fire people instead of simply announcing a round of job cuts? A few reasons, Lucas says.

    Layoffs imply a business is struggling, and companies may want to avoid shaking the confidence of customers or investors. Employers often feel obligated—or are contractually bound—to offer severance packages to laid-off workers. Firing people for cause can save money, she says.

    Advertisement

    Then there’s the effect on a company’s remaining employees. Few things put workers on notice like seeing colleagues pink-slipped for minor offenses. And, as a matter of principle, stealing is stealing even if it is a small amount of company money or time.

    **Warning shot**

    If a goal of harsh consequences is to keep people in line, then it’s working on Matt Tedesco.

    When he read a
    [Financial Times report](https://www.ft.com/content/7d1a2738-2518-4ddb-811b-8abf9a745590) that Meta fired employees who spent Grubhub meal allowances on things like acne pads and laundry detergent in a saga dubbed “Grubgate,” he flashed back to a similar episode at a defunct company where he used to work. He says a half dozen colleagues in sales were shown the door because they used meal stipends to buy groceries.

    Tedesco, 47, describes himself as a rule follower in general and says he is doubly sure to do everything by the book in the current climate. He started this fall as a sales account executive at Hearst after being laid off by S&P Global last year.

    “It’s hard to get a job right now—it took me months,” he says. “From an employee standpoint, my takeaway is don’t abuse any privilege because it’s not worth the risk.”

    People in a range of industries admitted to me privately that they’ve broken rules like these in the past but said they’d never cop to it publicly. One likened today’s workplace to a street with a 30 mph speed limit, where you routinely get away with driving 37 mph and feel blindsided when you’re pulled over and ticketed. Enforcement levels fluctuate, this person said, and seem to be high right now.

    Advertisement

    ![Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items.](https://www.sweetstudy.com/questions/human-resource-20887509)Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items. Photo: Joshua Bratt/PA Wire/ZUMA Press

    Cracking down is a time-honored tactic when companies feel financial pressure. In 2009, in the teeth of the Great Recession, a former private-client relationship manager at Fidelity
    [told the Fort Worth Star-Telegram](https://www.mcclatchydc.com/news/nation-world/national/economy/article24567550.html) that he and three colleagues lost their jobs for running fantasy-football leagues at work, in violation of a corporate policy against gambling. The stakes in his league: $20. Fidelity had laid off 1,700 employees earlier that year.

    **SHARE YOUR THOUGHTS**

    _What is the smallest reason you’ve seen someone fired for? Join the conversation below._

    And in 2018, when
    [Wells Fargo](https://www.wsj.com/market-data/quotes/WFC) announced significant head count cuts, the bank
    [fired or suspended](https://www.wsj.com/articles/wells-fargo-fires-bankers-amid-probe-of-dinner-receipts-that-were-allegedly-doctored-1535637745?mod=article_inline) more than a dozen bankers who put dinners on the company tab and doctored the receipts. The bank said at the time that it pays for meals when employees work late, but some ordered takeout before the allowed hour and changed the timestamps on the bills.

    Without knowing all the details, it can be hard to understand why companies police small dollars when they appear to spend freely on pricier items, says Jennifer Dulski, chief executive of Rising Team, a maker of employee-engagement software. She notes Meta offices are
    [known for vending machines](https://www.tiktok.com/@tapthescreeen/video/6961212439014722822?embed_source=121374463%2C121468991%2C121439635%2C121433650%2C121404359%2C121351166%2C121331973%2C120811592%2C120810756%3Bnull%3Bembed_pause_share&refer=embed&referer_url=www.mirror.co.uk%2Fnews%2Fweird-news%2Fman-said-theres-tech-vending-24544368&referer_video_id=6961212439014722822) stocked with headphones, keyboards and other electronics available to employees free of charge, yet the company is getting serious about lunch money.

    “They’re either weeding or just trying to make an example of behavior they think is inappropriate,” Dulski says.

    Employers have good reasons to be sticklers in some cases, says Cedar Boschan, a forensic accountant in Culver City, Calif. Companies can invite tax trouble if money earmarked for perks and business expenses is misspent on other things.

    So, don’t put all of the blame for policy crackdowns on human resources. Save some for the one department that HR might beat in a popularity contest: accounting.

    Write to Callum Borchers at
    [callum.borchers@wsj.com](mailto:callum.borchers@wsj.com)

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    **## WSJWeek8.docx**

    1. Lifestyle

    2.
    [Careers](https://www.wsj.com/lifestyle/careers?mod=bigtop-breadcrumb)

    3.
    [On the Clock](https://www.wsj.com/news/types/on-the-clock?mod=bigtop-breadcrumb)

    **The Little Sins We Commit at Work—and the Bosses Who Are Cracking Down**

    **Companies are strictly enforcing rules to show who’s in charge and control expenses**

    **expenses**

    ![A computer with yellow signs and a lamp AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/human-resource-20887509)

    Illustration: Sam Kelly/WSJ, iStock (5)

    ![Callum Borchers hedcut](https://www.sweetstudy.com/questions/human-resource-20887509)By
    [Callum Borchers](https://www.wsj.com/news/author/callum-borchers)

    Follow

    Oct. 30, 2024 9:00 pm ET

    Save

    Share

    Text

    [546](https://www.wsj.com/lifestyle/careers/the-little-sins-we-commit-at-workand-the-bosses-who-are-cracking-down-74929770?mod=careers_more_article_pos57)

    Listen to article

    Length(7 minutes)

    Queue

    [Explore Audio Center](https://www.wsj.com/audio?mod=rtmExplore)

    Ever
    [used the office printer](https://www.wsj.com/articles/no-one-wants-a-printer-but-everyone-wants-to-print-85265bf4?mod=article_inline) for your kid’s homework assignment or
    [scrolled Facebook Marketplace](https://www.wsj.com/tech/personal-tech/facebook-marketplace-deals-scams-buyers-fraud-da951632?mod=article_inline) during an all-hands Zoom meeting? Fair warning: Your employer may be paying close attention.

    Big companies on the hunt for efficiency are deploying perk police to bust employees for seemingly minor infractions that, by the letter of company law, can result in termination.

    “We have had lots of requests for new controls,” says Katie MacKillop, U.S. director of Payhawk, which administers company credit-card accounts and watches for misuse.

    ![Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards.](https://www.sweetstudy.com/questions/human-resource-20887509)Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards. Photo: Katie MacKillop

    Clients are asking Payhawk to restrict when and where company cards work. For example, a company can limit a lunch allowance to be available only on weekdays from 11 a.m. to 2 p.m. and be usable at
    [Chipotle](https://www.wsj.com/market-data/quotes/CMG) but not at
    [Kroger](https://www.wsj.com/market-data/quotes/KR). In partnership with
    [Visa](https://www.wsj.com/market-data/quotes/V) and
    [Mastercard](https://www.wsj.com/market-data/quotes/MA), Payhawk is developing a feature that sends real-time spending alerts to corporate finance teams and allows them to instantly block suspicious transactions by employees.

    MacKillop’s firm doesn’t track what happens to employees who violate company policies, but she says there is little doubt employers are taking codes of conduct more seriously.

    That helps explain reports of crackdowns at
    [Meta](https://www.wsj.com/market-data/quotes/META), where employees were fired for spending $25 meal allowances on other items, Ernst & Young dismissing workers who watched multiple training videos at the same time, and
    [Target](https://www.wsj.com/market-data/quotes/TGT) canning employees who jumped the line to buy
    [coveted Stanley water bottles](https://www.wsj.com/articles/new-office-status-symbol-stanley-quencher-water-bottle-wait-list-11668625127?mod=article_inline) ahead of the general public. The companies declined to comment on the incidents.

    As the employer-employee power struggle
    [tilts in companies’ favor](https://www.wsj.com/articles/layoffs-labor-market-bosses-power-workplace-11675347655), some businesses are using strict rules enforcement to make an example of rule-breakers or reduce payroll without having a real layoff. An employer feeling buyer’s remorse after a postpandemic hiring spree can use the company handbook to push out unwanted employees, says human-resources consultant Suzanne Lucas.

    “When you are desperately hiring, you’re definitely overlooking things,” says Lucas, who cheekily brands herself the Evil HR Lady. “When you need to cut head count, you tighten up the rules.”

    ![Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public.](https://www.sweetstudy.com/questions/human-resource-20887509)Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public. Photo: Brian van der Brug/Los Angeles Times/Getty Images

    Workers argue many so-called perks are designed to increase productivity. A free meal is an enticement to stay at your desk. A recorded HR tutorial is less a reprieve from the awkwardness of in-person, sexual-harassment training than an invitation to keep plugging away while paying half attention to a video on your second monitor.

    Why gin up excuses to fire people instead of simply announcing a round of job cuts? A few reasons, Lucas says.

    Layoffs imply a business is struggling, and companies may want to avoid shaking the confidence of customers or investors. Employers often feel obligated—or are contractually bound—to offer severance packages to laid-off workers. Firing people for cause can save money, she says.

    Advertisement

    Then there’s the effect on a company’s remaining employees. Few things put workers on notice like seeing colleagues pink-slipped for minor offenses. And, as a matter of principle, stealing is stealing even if it is a small amount of company money or time.

    **Warning shot**

    If a goal of harsh consequences is to keep people in line, then it’s working on Matt Tedesco.

    When he read a
    [Financial Times report](https://www.ft.com/content/7d1a2738-2518-4ddb-811b-8abf9a745590) that Meta fired employees who spent Grubhub meal allowances on things like acne pads and laundry detergent in a saga dubbed “Grubgate,” he flashed back to a similar episode at a defunct company where he used to work. He says a half dozen colleagues in sales were shown the door because they used meal stipends to buy groceries.

    Tedesco, 47, describes himself as a rule follower in general and says he is doubly sure to do everything by the book in the current climate. He started this fall as a sales account executive at Hearst after being laid off by S&P Global last year.

    “It’s hard to get a job right now—it took me months,” he says. “From an employee standpoint, my takeaway is don’t abuse any privilege because it’s not worth the risk.”

    People in a range of industries admitted to me privately that they’ve broken rules like these in the past but said they’d never cop to it publicly. One likened today’s workplace to a street with a 30 mph speed limit, where you routinely get away with driving 37 mph and feel blindsided when you’re pulled over and ticketed. Enforcement levels fluctuate, this person said, and seem to be high right now.

    Advertisement

    ![Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items.](https://www.sweetstudy.com/questions/human-resource-20887509)Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items. Photo: Joshua Bratt/PA Wire/ZUMA Press

    Cracking down is a time-honored tactic when companies feel financial pressure. In 2009, in the teeth of the Great Recession, a former private-client relationship manager at Fidelity
    [told the Fort Worth Star-Telegram](https://www.mcclatchydc.com/news/nation-world/national/economy/article24567550.html) that he and three colleagues lost their jobs for running fantasy-football leagues at work, in violation of a corporate policy against gambling. The stakes in his league: $20. Fidelity had laid off 1,700 employees earlier that year.

    **SHARE YOUR THOUGHTS**

    _What is the smallest reason you’ve seen someone fired for? Join the conversation below._

    And in 2018, when
    [Wells Fargo](https://www.wsj.com/market-data/quotes/WFC) announced significant head count cuts, the bank
    [fired or suspended](https://www.wsj.com/articles/wells-fargo-fires-bankers-amid-probe-of-dinner-receipts-that-were-allegedly-doctored-1535637745?mod=article_inline) more than a dozen bankers who put dinners on the company tab and doctored the receipts. The bank said at the time that it pays for meals when employees work late, but some ordered takeout before the allowed hour and changed the timestamps on the bills.

    Without knowing all the details, it can be hard to understand why companies police small dollars when they appear to spend freely on pricier items, says Jennifer Dulski, chief executive of Rising Team, a maker of employee-engagement software. She notes Meta offices are
    [known for vending machines](https://www.tiktok.com/@tapthescreeen/video/6961212439014722822?embed_source=121374463%2C121468991%2C121439635%2C121433650%2C121404359%2C121351166%2C121331973%2C120811592%2C120810756%3Bnull%3Bembed_pause_share&refer=embed&referer_url=www.mirror.co.uk%2Fnews%2Fweird-news%2Fman-said-theres-tech-vending-24544368&referer_video_id=6961212439014722822) stocked with headphones, keyboards and other electronics available to employees free of charge, yet the company is getting serious about lunch money.

    “They’re either weeding or just trying to make an example of behavior they think is inappropriate,” Dulski says.

    Employers have good reasons to be sticklers in some cases, says Cedar Boschan, a forensic accountant in Culver City, Calif. Companies can invite tax trouble if money earmarked for perks and business expenses is misspent on other things.

    So, don’t put all of the blame for policy crackdowns on human resources. Save some for the one department that HR might beat in a popularity contest: accounting.

    Write to Callum Borchers at
    [callum.borchers@wsj.com](mailto:callum.borchers@wsj.com)

    ## image3.jpeg

    ## image4.jpeg

    ## image5.jpeg

    ## image1.jpeg

    ## image2.jpeg

    **Week8WSJ.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week8wsj-jpeg)

    **## WSJWeek8.docx**

    1. Lifestyle

    2.
    [Careers](https://www.wsj.com/lifestyle/careers?mod=bigtop-breadcrumb)

    3.
    [On the Clock](https://www.wsj.com/news/types/on-the-clock?mod=bigtop-breadcrumb)

    **The Little Sins We Commit at Work—and the Bosses Who Are Cracking Down**

    **Companies are strictly enforcing rules to show who’s in charge and control expenses**

    **expenses**

    ![A computer with yellow signs and a lamp AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/human-resource-20887509)

    Illustration: Sam Kelly/WSJ, iStock (5)

    ![Callum Borchers hedcut](https://www.sweetstudy.com/questions/human-resource-20887509)By
    [Callum Borchers](https://www.wsj.com/news/author/callum-borchers)

    Follow

    Oct. 30, 2024 9:00 pm ET

    Save

    Share

    Text

    [546](https://www.wsj.com/lifestyle/careers/the-little-sins-we-commit-at-workand-the-bosses-who-are-cracking-down-74929770?mod=careers_more_article_pos57)

    Listen to article

    Length(7 minutes)

    Queue

    [Explore Audio Center](https://www.wsj.com/audio?mod=rtmExplore)

    Ever
    [used the office printer](https://www.wsj.com/articles/no-one-wants-a-printer-but-everyone-wants-to-print-85265bf4?mod=article_inline) for your kid’s homework assignment or
    [scrolled Facebook Marketplace](https://www.wsj.com/tech/personal-tech/facebook-marketplace-deals-scams-buyers-fraud-da951632?mod=article_inline) during an all-hands Zoom meeting? Fair warning: Your employer may be paying close attention.

    Big companies on the hunt for efficiency are deploying perk police to bust employees for seemingly minor infractions that, by the letter of company law, can result in termination.

    “We have had lots of requests for new controls,” says Katie MacKillop, U.S. director of Payhawk, which administers company credit-card accounts and watches for misuse.

    ![Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards.](https://www.sweetstudy.com/questions/human-resource-20887509)Katie MacKillop, U.S. director of Payhawk, says corporate clients are asking her firm to add restrictions to company credit cards. Photo: Katie MacKillop

    Clients are asking Payhawk to restrict when and where company cards work. For example, a company can limit a lunch allowance to be available only on weekdays from 11 a.m. to 2 p.m. and be usable at
    [Chipotle](https://www.wsj.com/market-data/quotes/CMG) but not at
    [Kroger](https://www.wsj.com/market-data/quotes/KR). In partnership with
    [Visa](https://www.wsj.com/market-data/quotes/V) and
    [Mastercard](https://www.wsj.com/market-data/quotes/MA), Payhawk is developing a feature that sends real-time spending alerts to corporate finance teams and allows them to instantly block suspicious transactions by employees.

    MacKillop’s firm doesn’t track what happens to employees who violate company policies, but she says there is little doubt employers are taking codes of conduct more seriously.

    That helps explain reports of crackdowns at
    [Meta](https://www.wsj.com/market-data/quotes/META), where employees were fired for spending $25 meal allowances on other items, Ernst & Young dismissing workers who watched multiple training videos at the same time, and
    [Target](https://www.wsj.com/market-data/quotes/TGT) canning employees who jumped the line to buy
    [coveted Stanley water bottles](https://www.wsj.com/articles/new-office-status-symbol-stanley-quencher-water-bottle-wait-list-11668625127?mod=article_inline) ahead of the general public. The companies declined to comment on the incidents.

    As the employer-employee power struggle
    [tilts in companies’ favor](https://www.wsj.com/articles/layoffs-labor-market-bosses-power-workplace-11675347655), some businesses are using strict rules enforcement to make an example of rule-breakers or reduce payroll without having a real layoff. An employer feeling buyer’s remorse after a postpandemic hiring spree can use the company handbook to push out unwanted employees, says human-resources consultant Suzanne Lucas.

    “When you are desperately hiring, you’re definitely overlooking things,” says Lucas, who cheekily brands herself the Evil HR Lady. “When you need to cut head count, you tighten up the rules.”

    ![Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public.](https://www.sweetstudy.com/questions/human-resource-20887509)Shelves for Stanley water bottles were bare at a Target store in Canoga Park, Calif., earlier this year. Some former Target employees have said they were fired for buying the popular tumblers ahead of the general public. Photo: Brian van der Brug/Los Angeles Times/Getty Images

    Workers argue many so-called perks are designed to increase productivity. A free meal is an enticement to stay at your desk. A recorded HR tutorial is less a reprieve from the awkwardness of in-person, sexual-harassment training than an invitation to keep plugging away while paying half attention to a video on your second monitor.

    Why gin up excuses to fire people instead of simply announcing a round of job cuts? A few reasons, Lucas says.

    Layoffs imply a business is struggling, and companies may want to avoid shaking the confidence of customers or investors. Employers often feel obligated—or are contractually bound—to offer severance packages to laid-off workers. Firing people for cause can save money, she says.

    Advertisement

    Then there’s the effect on a company’s remaining employees. Few things put workers on notice like seeing colleagues pink-slipped for minor offenses. And, as a matter of principle, stealing is stealing even if it is a small amount of company money or time.

    **Warning shot**

    If a goal of harsh consequences is to keep people in line, then it’s working on Matt Tedesco.

    When he read a
    [Financial Times report](https://www.ft.com/content/7d1a2738-2518-4ddb-811b-8abf9a745590) that Meta fired employees who spent Grubhub meal allowances on things like acne pads and laundry detergent in a saga dubbed “Grubgate,” he flashed back to a similar episode at a defunct company where he used to work. He says a half dozen colleagues in sales were shown the door because they used meal stipends to buy groceries.

    Tedesco, 47, describes himself as a rule follower in general and says he is doubly sure to do everything by the book in the current climate. He started this fall as a sales account executive at Hearst after being laid off by S&P Global last year.

    “It’s hard to get a job right now—it took me months,” he says. “From an employee standpoint, my takeaway is don’t abuse any privilege because it’s not worth the risk.”

    People in a range of industries admitted to me privately that they’ve broken rules like these in the past but said they’d never cop to it publicly. One likened today’s workplace to a street with a 30 mph speed limit, where you routinely get away with driving 37 mph and feel blindsided when you’re pulled over and ticketed. Enforcement levels fluctuate, this person said, and seem to be high right now.

    Advertisement

    ![Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items.](https://www.sweetstudy.com/questions/human-resource-20887509)Meta reportedly fired roughly two dozen employees who spent $25 meal allowances on other items. Photo: Joshua Bratt/PA Wire/ZUMA Press

    Cracking down is a time-honored tactic when companies feel financial pressure. In 2009, in the teeth of the Great Recession, a former private-client relationship manager at Fidelity
    [told the Fort Worth Star-Telegram](https://www.mcclatchydc.com/news/nation-world/national/economy/article24567550.html) that he and three colleagues lost their jobs for running fantasy-football leagues at work, in violation of a corporate policy against gambling. The stakes in his league: $20. Fidelity had laid off 1,700 employees earlier that year.

    **SHARE YOUR THOUGHTS**

    _What is the smallest reason you’ve seen someone fired for? Join the conversation below._

    And in 2018, when
    [Wells Fargo](https://www.wsj.com/market-data/quotes/WFC) announced significant head count cuts, the bank
    [fired or suspended](https://www.wsj.com/articles/wells-fargo-fires-bankers-amid-probe-of-dinner-receipts-that-were-allegedly-doctored-1535637745?mod=article_inline) more than a dozen bankers who put dinners on the company tab and doctored the receipts. The bank said at the time that it pays for meals when employees work late, but some ordered takeout before the allowed hour and changed the timestamps on the bills.

    Without knowing all the details, it can be hard to understand why companies police small dollars when they appear to spend freely on pricier items, says Jennifer Dulski, chief executive of Rising Team, a maker of employee-engagement software. She notes Meta offices are
    [known for vending machines](https://www.tiktok.com/@tapthescreeen/video/6961212439014722822?embed_source=121374463%2C121468991%2C121439635%2C121433650%2C121404359%2C121351166%2C121331973%2C120811592%2C120810756%3Bnull%3Bembed_pause_share&refer=embed&referer_url=www.mirror.co.uk%2Fnews%2Fweird-news%2Fman-said-theres-tech-vending-24544368&referer_video_id=6961212439014722822) stocked with headphones, keyboards and other electronics available to employees free of charge, yet the company is getting serious about lunch money.

    “They’re either weeding or just trying to make an example of behavior they think is inappropriate,” Dulski says.

    Employers have good reasons to be sticklers in some cases, says Cedar Boschan, a forensic accountant in Culver City, Calif. Companies can invite tax trouble if money earmarked for perks and business expenses is misspent on other things.

    So, don’t put all of the blame for policy crackdowns on human resources. Save some for the one department that HR might beat in a popularity contest: accounting.

    Write to Callum Borchers at
    [callum.borchers@wsj.com](mailto:callum.borchers@wsj.com)

    ## image3.jpeg

    ## image4.jpeg

    ## image5.jpeg

    ## image1.jpeg

    ## image2.jpeg

    **Week8WSJ.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week8wsj-jpeg)

  • [Solved] week 8

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    1. Explain how decision making and controlling are interlinked in e-commerce and for MNCs as global organizations. – Justify your response. – 2 years ago

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    Assignment Prompt & Instructions

    1. Explain how decision making and controlling are interlinked in e-commerce and for MNCs as global organizations.
    – Justify your response.

    – 2 years ago

  • [Solved] human resources

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    The VP of HR reviewed the executive summary and decided that your recommendation was a strong course of action for the change process. In her discussions with Leroy, she mentioned that it would be good to have you participate in a focus group to discuss your experiences with the change process. She …

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    The VP of HR reviewed the executive summary and decided that your recommendation was a strong course of action for the change process. In her discussions with Leroy, she mentioned that it would be good to have you participate in a focus group to discuss your experiences with the change process. She was interested in discovering some best practices for change and felt that your experiences would be very valuable to Red Carpet’s approach to change. To guide the discussion, she recommended addressing a few points that should be covered in the focus group. Leroy will gather the results of the focus group and share it with the VP of HR.

    Review the Red Carpet scenario for this course and with your classmates; discuss the following questions that will provide insight into your own change experiences 400-600 words:

    – Describe a successful change from your own experiences and why it worked well.
    – Describe an unsuccessful change from your own experiences and why it did not achieve its intended objectives.
    – From your own experiences, what do you think Red Carpet should do to make the change successful?

    – [\
    \
    HRMT440_Scenario.docx](https://www.sweetstudy.com/files/hrmt440-scenario-docx-10208067 "HRMT440_Scenario.docx")

    – 2 years ago

  • [Solved] Discussion HRM and Employee relations

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    Need discussion and 2 peer responses by tomorrow 10:55 – 2 years ago

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    Need discussion and 2 peer responses by tomorrow 10:55

    – 2 years ago

  • [Solved] Discussion for HR Recruitment and Employee selection

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Need a discussion completed with 2 peer responses. – 2 years ago

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    Need a discussion completed with 2 peer responses.

    – 2 years ago

  • [Solved] Labor Relations week 3 discussion

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – 2 years ago **files (4)** – ## week3discussionquestions.docx – IPPT_Ch08_Budd6e.pptx – IPPT_Ch09_Budd6e.pptx – IPPT_Ch10_Budd6e.pptx **## week3discussionquestions.docx** I am looking for original input, so please share your own experiences and then add support from our book our outside resou…

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    – 2 years ago

    **files (4)**

    – ## week3discussionquestions.docx

    – IPPT_Ch08_Budd6e.pptx
    – IPPT_Ch09_Budd6e.pptx
    – IPPT_Ch10_Budd6e.pptx

    **## week3discussionquestions.docx**

    I am looking for original input, so please share your own experiences and then add support from our book our outside resources. Your thoughts and experiences are important to our discussions, so we can all learn from them. Please make sure that you back up the posts with factual information from the book, work/life experiences, or elsewhere. A big part of management is convincing people about your point of view so this exercise should help. I am looking forward to some great discussions!

    **Question:**

    **ANSWER ALL QUESTIONS:**

    Not all forms of strikes are protected by the NLRA. Answer the following questions:

    1. What types are protected?

    2. Unprotected?

    3. Does this make sense, or should all types of strikes be treated equally?

    4. How can this information help you in the workplace?

    **IPPT_Ch08_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch08-budd6e-pptx)

    **IPPT_Ch09_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch09-budd6e-pptx)

    **IPPT_Ch10_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch10-budd6e-pptx)

    **IPPT_Ch10_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch10-budd6e-pptx)

    **## week3discussionquestions.docx**

    I am looking for original input, so please share your own experiences and then add support from our book our outside resources. Your thoughts and experiences are important to our discussions, so we can all learn from them. Please make sure that you back up the posts with factual information from the book, work/life experiences, or elsewhere. A big part of management is convincing people about your point of view so this exercise should help. I am looking forward to some great discussions!

    **Question:**

    **ANSWER ALL QUESTIONS:**

    Not all forms of strikes are protected by the NLRA. Answer the following questions:

    1. What types are protected?

    2. Unprotected?

    3. Does this make sense, or should all types of strikes be treated equally?

    4. How can this information help you in the workplace?

    **IPPT_Ch08_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch08-budd6e-pptx)

    **IPPT_Ch09_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch09-budd6e-pptx)

    **IPPT_Ch10_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch10-budd6e-pptx)

    **## week3discussionquestions.docx**

    I am looking for original input, so please share your own experiences and then add support from our book our outside resources. Your thoughts and experiences are important to our discussions, so we can all learn from them. Please make sure that you back up the posts with factual information from the book, work/life experiences, or elsewhere. A big part of management is convincing people about your point of view so this exercise should help. I am looking forward to some great discussions!

    **Question:**

    **ANSWER ALL QUESTIONS:**

    Not all forms of strikes are protected by the NLRA. Answer the following questions:

    1. What types are protected?

    2. Unprotected?

    3. Does this make sense, or should all types of strikes be treated equally?

    4. How can this information help you in the workplace?

    **IPPT_Ch08_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch08-budd6e-pptx)

    **IPPT_Ch09_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch09-budd6e-pptx)

    **IPPT_Ch10_Budd6e.pptx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ippt-ch10-budd6e-pptx)

  • [Solved] J. Moore ESSY for Scholarship

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    No reference Needed!!! No reference Needed!!! No reference Needed!!! – 2 years ago **files (1)** – ## J.MooreESSYforScholarship.docx **## J.MooreESSYforScholarship.docx** A well-written essay with 350 to 500 words. Essay must be typed double-spaced using 12-pt Times New Roman or Arial font. Write a …

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    Assignment Prompt & Instructions

    No reference Needed!!!  No reference Needed!!! No reference Needed!!!

    – 2 years ago

    **files (1)**

    – ## J.MooreESSYforScholarship.docx

    **## J.MooreESSYforScholarship.docx**

    A well-written essay with 350 to 500 words.

    Essay must be typed double-spaced using 12-pt Times New Roman or Arial font. Write a well-developed argument that addresses one of the following prompts:

    1. Do movements like Black Lives Matter and #MeToo promote inclusiveness and awareness or division and inequality?

    2. What are your goals and aspiration for the future? Explain how you will impact your community

    Obtain a degree in business administration and become a License Realtor.

    Obtain the degree and buying house so I can give back to community

    **## J.MooreESSYforScholarship.docx**

    A well-written essay with 350 to 500 words.

    Essay must be typed double-spaced using 12-pt Times New Roman or Arial font. Write a well-developed argument that addresses one of the following prompts:

    1. Do movements like Black Lives Matter and #MeToo promote inclusiveness and awareness or division and inequality?

    2. What are your goals and aspiration for the future? Explain how you will impact your community

    Obtain a degree in business administration and become a License Realtor.

    Obtain the degree and buying house so I can give back to community

  • [Solved] Human Resource Management wk7plalaw assignment

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    see attached – 2 years ago **files (3)** – ## GradDiscussionRubric.pdf – ## HRAplclawwk7homework.docx – ## APA_RequiredCoverPage_and_Template_7thed4.docx **## GradDiscussionRubric.pdf** TCOB Graduate Studies Discussion Rubric Criteria No Submission 0 points Novice (Criterion is missing or not in…

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    Assignment Prompt & Instructions

    see attached

    – 2 years ago

    **files (3)**

    – ## GradDiscussionRubric.pdf

    – ## HRAplclawwk7homework.docx

    – ## APA_RequiredCoverPage_and_Template_7thed4.docx

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## HRAplclawwk7homework.docx**

    **Module 7 assignments are as follows: Used APA Format. *Cite outside Scholarly articles.**

    **\*\* Cite textbook: Moran, J. J. (2014). Employment law: new challenges in the business environment (6th Ed.). Boston: Pearson.**

    **1A.** These are practical assignments where you will practice skills related to employment law that will translate into real-life skills that will be utilized in your career as a human resources specialist.

    As the HR specialist for a large technology company, your next task is as follows:
    1.    Review the following fact pattern:

    Eva, an IT employee, was driving a company car headed to a supplier to pick up computer parts to repair a downed server. On her way to the supplier, her car was struck from behind by another vehicle whose driver was texting. Eva suffered a concussion, back and neck injuries, and broken ribs. She was taken to a local hospital after the accident and has been recovering at home for the past month.

    2.   Prepare a Memorandum:

    a.    outlining the steps to be taken in evaluating the worker’s injury and the company’s responsibility under the applicable workers’ compensation laws; and
    b.    addressing steps that should be taken to avoid or reduce the company’s legal liability in this regard.

    **1B.**
    **_Part One:of 1B_**

    The purpose of the Final Project is to demonstrate an understanding of the concepts contained in this course.  Please read the information contained below carefully. Be sure to provide complete responses to receive maximum credit. Use and include information from the course module content and outside sources to support the information contained in the project. All sources should be cited in proper APA format (in-text citations and a reference list). Be cognizant of spelling, punctuation, and grammar. If you have any questions, please reach out to your instructor for clarification.

    **ASSIGNMENT INSTRUCTION**

    **Prepare a written plan containing the following information:** **1.    INTRODUCTORY PARAGRAPH.**  Write an introductory paragraph with a thesis sentence.

    **2.    BODY – PART 1: HYPOTHETICAL COMPANY**. Create a hypothetical company. Describe the company: name, purpose, location, size, etc.  Also, include any other important information about the company.

    **3.    BODY – PART 2: LEGAL LIABILITY #1.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **4.    BODY – PART 3: LEGAL LIABILITY #2.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **5.** **BODY – PART 4: LEGAL LIABILITY #3.**

    Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    Discuss what can be done to avoid or reduce the company’s risk with
    **_Part Two:_**

    · regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **6**.
    **CONCLUSION**. Write a conclusion paragraph briefly summarizing the points made in the plan.

    **Prepare a presentation with the following information:**

    For the presentation, you will utilize the presentation software of your choice (PowerPoint, Prezi, etc.) to create a digital slide show discussing the information contained in the Final Portfolio.

    **Bullet points are preferred**- only essential language should exist on the slides. Illustrations or other demonstratives may be inserted on the slides as well.

    **Be cognizant of grammar, spelling, and punctuation.  In addition, APA requires you to:**

    1) paraphrase;

    2) include properly formatted APA in-text citations; and

    3) include a properly formatted APA reference list.

    **The following describes how the slides of the presentation are to be organized** – each section corresponds to the stated section from the written plan:

    1.    TITLE SLIDE.  Be sure to include your name and the class designation on the initial slide.  This slide is not numbered to avoid confusion.
    2.    SLIDE 1:  Introduction.
    3.    SLIDE 2:  Description of Company.
    4.    SLIDE 3:   Legal Liability #1 (describe; steps to avoid; steps to mitigate)
    5.    SLIDE 4:   Legal Liability #2 (describe; steps to avoid; steps to mitigate)
    6.    SLIDE 5:   Legal Liability #3 (describe; steps to avoid; steps to mitigate)
    7.    SLIDE 6:   Conclusion
    8.    SLIDE 7:   References

    **## APA_RequiredCoverPage_and_Template_7thed4.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Chapter 2- Interwest HealthCare Corp**

    **Karen Tillery** **Donald R. Tapia College of Business, Saint Leo University**
    MBA-540 Managerial Economics

    Professor Dr. Rita Ray

    May 12, 2024

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: Karen Tillery**

    **Abstract**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## APA_RequiredCoverPage_and_Template_7thed4.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Chapter 2- Interwest HealthCare Corp**

    **Karen Tillery** **Donald R. Tapia College of Business, Saint Leo University**
    MBA-540 Managerial Economics

    Professor Dr. Rita Ray

    May 12, 2024

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: Karen Tillery**

    **Abstract**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## HRAplclawwk7homework.docx**

    **Module 7 assignments are as follows: Used APA Format. *Cite outside Scholarly articles.**

    **\*\* Cite textbook: Moran, J. J. (2014). Employment law: new challenges in the business environment (6th Ed.). Boston: Pearson.**

    **1A.** These are practical assignments where you will practice skills related to employment law that will translate into real-life skills that will be utilized in your career as a human resources specialist.

    As the HR specialist for a large technology company, your next task is as follows:
    1.    Review the following fact pattern:

    Eva, an IT employee, was driving a company car headed to a supplier to pick up computer parts to repair a downed server. On her way to the supplier, her car was struck from behind by another vehicle whose driver was texting. Eva suffered a concussion, back and neck injuries, and broken ribs. She was taken to a local hospital after the accident and has been recovering at home for the past month.

    2.   Prepare a Memorandum:

    a.    outlining the steps to be taken in evaluating the worker’s injury and the company’s responsibility under the applicable workers’ compensation laws; and
    b.    addressing steps that should be taken to avoid or reduce the company’s legal liability in this regard.

    **1B.**
    **_Part One:of 1B_**

    The purpose of the Final Project is to demonstrate an understanding of the concepts contained in this course.  Please read the information contained below carefully. Be sure to provide complete responses to receive maximum credit. Use and include information from the course module content and outside sources to support the information contained in the project. All sources should be cited in proper APA format (in-text citations and a reference list). Be cognizant of spelling, punctuation, and grammar. If you have any questions, please reach out to your instructor for clarification.

    **ASSIGNMENT INSTRUCTION**

    **Prepare a written plan containing the following information:** **1.    INTRODUCTORY PARAGRAPH.**  Write an introductory paragraph with a thesis sentence.

    **2.    BODY – PART 1: HYPOTHETICAL COMPANY**. Create a hypothetical company. Describe the company: name, purpose, location, size, etc.  Also, include any other important information about the company.

    **3.    BODY – PART 2: LEGAL LIABILITY #1.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **4.    BODY – PART 3: LEGAL LIABILITY #2.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **5.** **BODY – PART 4: LEGAL LIABILITY #3.**

    Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    Discuss what can be done to avoid or reduce the company’s risk with
    **_Part Two:_**

    · regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **6**.
    **CONCLUSION**. Write a conclusion paragraph briefly summarizing the points made in the plan.

    **Prepare a presentation with the following information:**

    For the presentation, you will utilize the presentation software of your choice (PowerPoint, Prezi, etc.) to create a digital slide show discussing the information contained in the Final Portfolio.

    **Bullet points are preferred**- only essential language should exist on the slides. Illustrations or other demonstratives may be inserted on the slides as well.

    **Be cognizant of grammar, spelling, and punctuation.  In addition, APA requires you to:**

    1) paraphrase;

    2) include properly formatted APA in-text citations; and

    3) include a properly formatted APA reference list.

    **The following describes how the slides of the presentation are to be organized** – each section corresponds to the stated section from the written plan:

    1.    TITLE SLIDE.  Be sure to include your name and the class designation on the initial slide.  This slide is not numbered to avoid confusion.
    2.    SLIDE 1:  Introduction.
    3.    SLIDE 2:  Description of Company.
    4.    SLIDE 3:   Legal Liability #1 (describe; steps to avoid; steps to mitigate)
    5.    SLIDE 4:   Legal Liability #2 (describe; steps to avoid; steps to mitigate)
    6.    SLIDE 5:   Legal Liability #3 (describe; steps to avoid; steps to mitigate)
    7.    SLIDE 6:   Conclusion
    8.    SLIDE 7:   References

    **## APA_RequiredCoverPage_and_Template_7thed4.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Chapter 2- Interwest HealthCare Corp**

    **Karen Tillery** **Donald R. Tapia College of Business, Saint Leo University**
    MBA-540 Managerial Economics

    Professor Dr. Rita Ray

    May 12, 2024

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: Karen Tillery**

    **Abstract**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## HRAplclawwk7homework.docx**

    **Module 7 assignments are as follows: Used APA Format. *Cite outside Scholarly articles.**

    **\*\* Cite textbook: Moran, J. J. (2014). Employment law: new challenges in the business environment (6th Ed.). Boston: Pearson.**

    **1A.** These are practical assignments where you will practice skills related to employment law that will translate into real-life skills that will be utilized in your career as a human resources specialist.

    As the HR specialist for a large technology company, your next task is as follows:
    1.    Review the following fact pattern:

    Eva, an IT employee, was driving a company car headed to a supplier to pick up computer parts to repair a downed server. On her way to the supplier, her car was struck from behind by another vehicle whose driver was texting. Eva suffered a concussion, back and neck injuries, and broken ribs. She was taken to a local hospital after the accident and has been recovering at home for the past month.

    2.   Prepare a Memorandum:

    a.    outlining the steps to be taken in evaluating the worker’s injury and the company’s responsibility under the applicable workers’ compensation laws; and
    b.    addressing steps that should be taken to avoid or reduce the company’s legal liability in this regard.

    **1B.**
    **_Part One:of 1B_**

    The purpose of the Final Project is to demonstrate an understanding of the concepts contained in this course.  Please read the information contained below carefully. Be sure to provide complete responses to receive maximum credit. Use and include information from the course module content and outside sources to support the information contained in the project. All sources should be cited in proper APA format (in-text citations and a reference list). Be cognizant of spelling, punctuation, and grammar. If you have any questions, please reach out to your instructor for clarification.

    **ASSIGNMENT INSTRUCTION**

    **Prepare a written plan containing the following information:** **1.    INTRODUCTORY PARAGRAPH.**  Write an introductory paragraph with a thesis sentence.

    **2.    BODY – PART 1: HYPOTHETICAL COMPANY**. Create a hypothetical company. Describe the company: name, purpose, location, size, etc.  Also, include any other important information about the company.

    **3.    BODY – PART 2: LEGAL LIABILITY #1.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **4.    BODY – PART 3: LEGAL LIABILITY #2.**

    · Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    · Discuss what can be done to avoid or reduce the company’s risk with regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **5.** **BODY – PART 4: LEGAL LIABILITY #3.**

    Choose one employment-related legal liability (ie: discrimination, harassment, etc.) pertaining to this company that we have discussed this term and describe how and why it is a concern for your hypothetical company;

    Discuss what can be done to avoid or reduce the company’s risk with
    **_Part Two:_**

    · regard to this legal liability; and

    · Describe what can be done after an incident involving this legal liability arises to mitigate (reduce) the damage (cost) to the company.

    **6**.
    **CONCLUSION**. Write a conclusion paragraph briefly summarizing the points made in the plan.

    **Prepare a presentation with the following information:**

    For the presentation, you will utilize the presentation software of your choice (PowerPoint, Prezi, etc.) to create a digital slide show discussing the information contained in the Final Portfolio.

    **Bullet points are preferred**- only essential language should exist on the slides. Illustrations or other demonstratives may be inserted on the slides as well.

    **Be cognizant of grammar, spelling, and punctuation.  In addition, APA requires you to:**

    1) paraphrase;

    2) include properly formatted APA in-text citations; and

    3) include a properly formatted APA reference list.

    **The following describes how the slides of the presentation are to be organized** – each section corresponds to the stated section from the written plan:

    1.    TITLE SLIDE.  Be sure to include your name and the class designation on the initial slide.  This slide is not numbered to avoid confusion.
    2.    SLIDE 1:  Introduction.
    3.    SLIDE 2:  Description of Company.
    4.    SLIDE 3:   Legal Liability #1 (describe; steps to avoid; steps to mitigate)
    5.    SLIDE 4:   Legal Liability #2 (describe; steps to avoid; steps to mitigate)
    6.    SLIDE 5:   Legal Liability #3 (describe; steps to avoid; steps to mitigate)
    7.    SLIDE 6:   Conclusion
    8.    SLIDE 7:   References

    **## APA_RequiredCoverPage_and_Template_7thed4.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Chapter 2- Interwest HealthCare Corp**

    **Karen Tillery** **Donald R. Tapia College of Business, Saint Leo University**
    MBA-540 Managerial Economics

    Professor Dr. Rita Ray

    May 12, 2024

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: Karen Tillery**

    **Abstract**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

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  • [Solved] Sanders HRM 4301 Unit 5 DB and reply

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    – 2 years ago **files (1)** – ## SandersHRM4301Unit5DBandreply.docx **## SandersHRM4301Unit5DBandreply.docx** Please note that there are two posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic is due by end of day Saturday. A r…

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    – 2 years ago

    **files (1)**

    – ## SandersHRM4301Unit5DBandreply.docx

    **## SandersHRM4301Unit5DBandreply.docx**

    Please note that there are two posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic is due by end of day Saturday. A response post to at least one other student is due by end of day Tuesday.

    The method of training used can have an impact on the behavior and cognitive learning of the trainees; therefore, in meeting the needs of those being trained, you should consider the various methods of how training is delivered (i.e., traditional vs. web-based).

    What are the differences between behavioral and cognitive learning? Describe two traditional training methods and two technology-based training methods. Of the traditional types or web-based types of methods available to you, which would you select when developing training sessions for your organization? Why?

    Part 2

    Please respond to this DB:

    **Amela Tadic**

    Top of Form

    When designing a training program, it is important to understand the differences between behavioral and cognitive learning. Behavioral learning focuses on actions and is based on reinforcement which means people learn through practice, repetition, and feedback. This approach works well for hands-on training, like role-playing or on-the-job training, where employees develop new skills through direct experience. Cognitive learning is all about understanding and mental processes. It involves critical thinking, problem-solving, and knowledge retention, making it a good fit for training methods that require discussion, reflection, and deeper comprehension (Noe, 2020).

    Traditional training methods still play a big role in many workplaces. Instructor-led training is one of the most common, where a trainer delivers content in a classroom setting. This method allows for real-time interaction, immediate feedback, and hands-on activities, making it especially effective for complex topics that need discussion and explanation. Another traditional approach is on-the-job training, where employees learn by doing. This type of training is practical and helps employees gain direct experience under the supervision of a mentor or trainer, which is great for roles that require technical or physical skills (Indeed Editorial Team, 2021).

    Technology has opened up new possibilities for training as well. E-learning, or self-paced online training, is a popular option because it offers flexibility. Employees can complete courses at their own pace, using digital resources, videos, and quizzes to reinforce learning. This method is cost-effective and scalable, making it a great fit for large organizations. Virtual instructor-led training is another tech-based option, providing live training sessions through video conferencing. It keeps the interactive benefits of traditional Instructor-led training while allowing employees to join from anywhere, making it a good solution for remote teams (Indeed Editorial Team, 2021).

    If I were developing a training program for my organization, I would take a blended approach, combining both traditional and web-based methods. Instructor-led training is valuable for complex topics that need in-depth discussions, while e-learning offers flexibility for employees to learn on their own schedule. Virtual instructor-led training is another great option, especially for remote employees, since it keeps training interactive without requiring everyone to be in the same location. A mix of these methods ensures that different learning styles are supported, employees get both hands-on and conceptual learning, and training remains engaging and effective (Indeed Editorial Team, 2021).

    Bottom of Form

    **## SandersHRM4301Unit5DBandreply.docx**

    Please note that there are two posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic is due by end of day Saturday. A response post to at least one other student is due by end of day Tuesday.

    The method of training used can have an impact on the behavior and cognitive learning of the trainees; therefore, in meeting the needs of those being trained, you should consider the various methods of how training is delivered (i.e., traditional vs. web-based).

    What are the differences between behavioral and cognitive learning? Describe two traditional training methods and two technology-based training methods. Of the traditional types or web-based types of methods available to you, which would you select when developing training sessions for your organization? Why?

    Part 2

    Please respond to this DB:

    **Amela Tadic**

    Top of Form

    When designing a training program, it is important to understand the differences between behavioral and cognitive learning. Behavioral learning focuses on actions and is based on reinforcement which means people learn through practice, repetition, and feedback. This approach works well for hands-on training, like role-playing or on-the-job training, where employees develop new skills through direct experience. Cognitive learning is all about understanding and mental processes. It involves critical thinking, problem-solving, and knowledge retention, making it a good fit for training methods that require discussion, reflection, and deeper comprehension (Noe, 2020).

    Traditional training methods still play a big role in many workplaces. Instructor-led training is one of the most common, where a trainer delivers content in a classroom setting. This method allows for real-time interaction, immediate feedback, and hands-on activities, making it especially effective for complex topics that need discussion and explanation. Another traditional approach is on-the-job training, where employees learn by doing. This type of training is practical and helps employees gain direct experience under the supervision of a mentor or trainer, which is great for roles that require technical or physical skills (Indeed Editorial Team, 2021).

    Technology has opened up new possibilities for training as well. E-learning, or self-paced online training, is a popular option because it offers flexibility. Employees can complete courses at their own pace, using digital resources, videos, and quizzes to reinforce learning. This method is cost-effective and scalable, making it a great fit for large organizations. Virtual instructor-led training is another tech-based option, providing live training sessions through video conferencing. It keeps the interactive benefits of traditional Instructor-led training while allowing employees to join from anywhere, making it a good solution for remote teams (Indeed Editorial Team, 2021).

    If I were developing a training program for my organization, I would take a blended approach, combining both traditional and web-based methods. Instructor-led training is valuable for complex topics that need in-depth discussions, while e-learning offers flexibility for employees to learn on their own schedule. Virtual instructor-led training is another great option, especially for remote employees, since it keeps training interactive without requiring everyone to be in the same location. A mix of these methods ensures that different learning styles are supported, employees get both hands-on and conceptual learning, and training remains engaging and effective (Indeed Editorial Team, 2021).

    Bottom of Form