Author: chris

Write a response paper about defense attorney.

Individual Report 2,000 words. An analysis of contemporary resources.
Task:
You will undertake an analysis of contemporary resources including relevant web
sources, the library database and journals to discuss the following:
1. What is the advantage of following current trends in Fixtures, Furniture & Equipment (FF&E) in the Hotel industry ? Your answer should include theory and also relate to a contemporary example.
2. How does the design of a Hotel i.e. built structure design, internal design & FF&E) impact on the customers overall well being and therefore satisfaction?
A Table of Contents (TOC) is required to clearly show each question answered. A minimum four (4) Academic references must be used with other contemporary
credible industry references used to make up the minimum eight references.
Example of a resource example: The effects of atmospheric elements on customer impression: the case of hotel lobbies: available at http://www.emeraldinsight.com/doi/abs/10.1108/09596110610702968

please follow this format:

Title Page
Executive Summary
Table of Contents
Introduction
Body
Conclusion
Recommendations
Reference list

Please explain social stratification from a functional and social conflict point of view.

Essay 4 Instructions
Read the following articles then respond to the two questions…
HR Magazine – LEGAL TRENDS
Social Media Use in Hiring: Assessing the Risks
Vol. 59 No. 9
When it comes to using social media for hiring, its all about balancing risk.
By Jonathan A. Segal

Social media is no longer cutting-edge; it is mainstream. For HR to overlook it today would be like ignoring e-mail 20 years ago.
One of the most important intersections between social media and employment is in the hiring process. It is here where there are great potential risks and rewards.
Employers can use social media in two ways when hiring: to recruit candidates by publicizing job openings and to conduct background checks to confirm a candidates qualifications for a position.
The Society for Human Resource Management (SHRM) surveyed its members in 2008, 2011 and 2013 on the use of social media for employee recruitment and selection. Its 2013 study revealed that 77 percent of respondent companies use social networking sites to recruit candidates for specific jobs, up from 56 percent in 2011 and 34 percent in 2008.
Smart employers want to cast as broad a net as possible to reach as many potential candidates as they can, and they are increasingly harnessing social media as part of their recruitment strategy. But it should be only a part of the strategy.

EEO Concerns
Not every job seeker uses social media. This raises a concern about potential adverse impact on those who are economically less advantaged, which may correlate with certain racial and ethnic groups.
So, diversify your recruiting approaches to reach potential talent and cast a broad net. Use social media as one of many toolsnot the sole one.
Remember that social media postings are advertisements that must include the appropriate equal employment opportunity (EEO) and/or affirmative action tagline. Further, the postings must be retained like all other hiring documents as required by law (or longer if the employers policy has a longer duration period).
When it comes to screening job applicants, it appears that fewer employers are using social media than in the past. In the 2013 SHRM survey, 22 percent of respondents said they use social media websites like Facebook or Instagram to research job candidates, a decline from 34 percent in 2008.

7 Ways to Maximize Benefit and Minimize Risk Employers are well-advised to follow this guidance when using social media in the hiring process:
Never ask for passwords. In several states, employers cannot ask an applicant (or employee) for his or her social media password by law. In all 50 states, asking for an applicants (or employees) password creates a real risk of violating the federal Stored Communications Act. For this reason, employers should look only at content that is public.
Have HR do it. It is best if someone in HR, rather than a line manager, checks candidates social media profiles. The HR professional is more likely to know what he or she can and cannot consider.
Look later in the process. Check social media profiles after an applicant has been interviewed, when his or her membership in protected groups is likely already known.
Be consistent. Dont look at only one applicants social media profiles.
Document decisions. Print out the page containing social media content on which you base any hiring decision and record any reason for rejection, such as bad judgment. This protects you if damaging content has been deleted by the time a decision is challenged.
Consider the source. Focus on the candidates own posts or tweets, not on what others have said about him or her. You may want to give the candidate a chance to respond to findings of worrisome social media content. There are impostor social media accounts out there.
Be aware that other laws may apply. For example, if you use a third party to do social media screening, you are probably subject to the federal Fair Credit Reporting Act (and similar state laws). Also, some state laws prohibit adverse action based on off-duty conduct, except under narrow circumstances.
When surveyed in 2013 about why they decided not to use social networking sites for candidate screening, 74 percent of organizations said they were concerned with legal risks or discovering information about protected characteristics when perusing candidates social media profiles. This is a legitimate concern.
For example, from a candidates picture, an employer may learn his or her likely race, approximate age and more. People also commonly post personal information such as medical or family problems.
However, the fact that the employer may learn information about a candidates protected-group status or other information does not mean that the employer will use it.
This same risk arises during an interview. Candidates often disclose information that an employer cannot consider.
I have heard it said that there are only two times when a person is perfect: at birth and at the job interview. Employers use background checks to get a fuller picture of the candidate than an interview reveals. Social media screening is one way to enhance the background check to determine whether a candidate should be hired.
There can be valuable information on a candidates social media pages that an employer lawfully can consider. Individuals have posted everything from pictures of themselves scantily clad to racist rantsreasons not to hire them! Employers may also learn things that weigh in favor of hiring them, such as their relevant volunteer work.
As with other kinds of background checks, there is no on-off switch when it comes to using social media when hiring. Rather, key questions that should be considered include when it is done, what is looked at, who is doing the looking, and what is and is not considered in the decision-making process.

Here to Stay
Social media engagement is a relatively new territory for both employers and employees. On the employer side, the key questions are how to get business benefits out of these platforms and how to ensure that employee use of social media while at work is neither distracting nor potentially harmful to the organization.
Today, Millennials account for 36 percent of the U.S. workforce, according to the Bureau of Labor Statistics, and they will account for 75 percent of the global workforce by 2025. Given that this group of employees has grown up actively communicating via myriad social media sites and devices, the use of social media is a workplace trend with staying power for the foreseeable future.
Existing laws provide a useful framework for social media use in hiring. Although the communication methods are new, the legal issues they raise are not.
Jonathan A. Segal is a contributing editor of HR Magazine and a partner at Duane Morris LLP in Philadelphia. Follow him on Twitter @Jonathan_HR_law.
ESSAY QUESTIONS:
1. Will using social media as a recruiting tool by organizations increase or decrease in 2016? Be sure to reflect an understanding of the risks and advantages discussed in the article to support your comments.
Read this article and respond to:
2. Select one of the suggestions from the article and write a paragraph to convince top management where you work that the benefits of the remodel will outweigh the costs in terms of attracting potential employees. (No need to actually estimate hard costs just persuasive narrative.)

Introduction, Thesis Statement, and Annotated Bibliography

Prepare: To help with the preparation of your annotated bibliography, review the following tutorials and resources from the Ashford Writing Center:

Introduction Paragraph Guide
Thesis Statement tutorial
Annotated Bibliography tutorial
Sample Annotated Bibliography
Evaluating Sources

Reflect: Reflect back on the Week Two Discussion in which you shared with the class the global societal issue that you would like to further address. Explore critical insights that were shared by your peers and/or your instructor on the topic chosen and begin your search for scholarly sources with those insights in mind.

Write: For this assignment, review the Annotated Bibliography Formatting Guidelines and address the following prompts:

Introductory Paragraph to Topic: Refer to the Final Argumentative Essay guidelines for your topic selection. Write an introductory paragraph with at least 150 words, which clearly explains the topic, the importance of further research, and ethical implications.
Thesis statement: Write a direct and concise thesis statement, which will become the solution to the problem that you will argue or prove in the Week Five Final Argumentative Essay. A thesis statement should be a declarative statement that makes one point in 25 words or less. The thesis statement must appear at the end of the introductory paragraph.
Annotated Bibliography: Develop an annotated bibliography to indicate the quality of the sources you have read. For each annotation, you need to summarize in your own words how the source contributes to the solution of the global societal issue. Your annotation should be one to two paragraphs long (150 words or more) and fully address the purpose, content, evidence, and relation to other sources you found on this topic. The annotated bibliography must include no less than five scholarly sources that will be used to support the major points of the Final Argumentative Essay. Critical thinking skills need to be demonstrated by accurately interpreting evidence used to support various positions of the topic.

The Introduction, Thesis Statement, and Annotated Bibliography Assignment

Must be 1,000 1,250 words in length (excluding the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a separate title page with the following:
Title of paper
Students name
Course name and number
Instructors name
Date submitted
Must use at least five scholarly sources.
Must document all sources in APA style as outlined in the Ashford Writing Center

Research and describe an organized crime group that flourished in the early to mid twentieth century. How might the groups role in providing assistance to the community reinforce its ethnic makeup? Why was this important to immigrants?

By now you have an overview of the field of management. You have been guided by the course curriculum and the textbook. Now it is time to take the initiative yourself.

The discussion this week will center on new trends and management or leadership. You will find these new trends by researching them on the Internet. Go to Google and type management trends in the search box, and explore the websites and resources you find.

A few other suggestions: You can visit prominent business websites/publications, such as Fortune magazine http://fortune.com/, Money magazinehttp://www.cnnmoney.com, Forbes http://www.forbes.com/, Entrepreneur http://www.entrepreneur.com/magazine/index.html, Inc. http://www.inc.com/, and Bloomberg Business Week http://www.businessweek.com/.

Pick out three new trends in management that you would like to discuss on the forum. When you have a clear idea about these new trends go to the discussion board entitled new trends in management and engage in a discussion with your classmates. You are expected to make at least three posts to the discussion board during the course of the discussion period.

The best motivation theories are ones that can be applied to practical problems in work settings. Such a theory is job enrichment/job design. This motivation concept is described on pages 336 337 of your textbook, Principles of Management.

After reviewing this section, read and analyze this case study by Elizabeth Layman (2011), Job Redesign for Expanded HIM Functions. 2011 AHIMA Convention Proceedings.

http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_049430.hcsp?dDocNamebok1_049430

Read and analyze the article. Answer the following questions:

How are the principles of goal setting applied in this case?
How are the principles of job enrichment applied in this case?
What were the outcomes of job enrichment in the HIS Departments?
What was the impact of job enrichment on motivation and communication in the HIS Departments?
Detail the answers to these questions in a three page (double-spaced) paper. You may look at other material on job design/job enrichment that is found on the Internet in formulating your answers to these questions.

The theme this week is motivation. There are many relevant theories of work motivation. Choose a theory of motivation that you can relate to from the textbook. Write a brief summary of the theory, and state why it appeals to you. You can also feel free to state any limitations you feel the theory has. Make an (approximately) 200 word entry to your journal based on your thoughts.

Do black lives matter to black people?Explain