Tag: Homework Solution

  • [Solved] Forum: Reflection and Discussion Forum Week 7

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) **Assigned Readings:** Chapter 13. Setting the Stage for Followership Chapter 14. Shaping Culture and Values Chapter 15. Leading Change **Initial Postings:** Read and reflect on the assigned readings for the w…

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    Assignment Prompt & Instructions

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    **Assigned Readings:**

    Chapter 13. Setting the Stage for Followership

    Chapter 14. Shaping Culture and Values

    Chapter 15. Leading Change

    **Initial Postings:** Read and reflect on the assigned readings for the week. Then post what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding in each assigned textbook chapter. Your initial post should be based upon the assigned reading for the week, so the textbook should be a source listed in your reference section and cited within the body of the text. Other sources are not required, but feel free to use them if they aid your discussion.

    Also, provide a graduate-level response to each of the following questions:

    1. Do you think you would respond better to feedback that is presented using a traditional scheduled performance review format or feedback that is presented as a routine part of everyday work activities? How do you think leaders should frame negative feedback to achieve the best results?
    2. Name one or two companies in the news that seem to have strong corporate cultures, and describe whether the results have been positive or negative. Discuss how a strong culture could have either positive or negative consequences for an organization.
    3. Which do you think leaders are most likely to overlook of the seven elements that help people change (positive emotional attractor, top management support, supportive relationships, communication and education, repetition of new behaviors, participation and involvement, and after-action reviews)? Why?

    [Your post must be substantive and demonstrate insight gained from the course material. Postings must be in the student's own words – do not provide quotes!]

    [Your initial post should be at least **450+ words** and in APA format (including Times New Roman with font size 12 and double spaced). Post the actual body of your paper in the discussion thread then attach a Word version of the paper for APA review]

    **Submitting the Initial Posting:**Your initial posting should be completed by **Thursday, 11:59 p.m. EST.**

    **Response to Other Student Postings**:  Respond substantively to the post of at least two peers, by **Friday,** **11:59 p.m. EST.** A peer response such as “I agree with her,” or “I liked what he said about that” or similar comments are not considered substantive and will not be counted for course credit.

    **[** Continue the discussion through **Sunday,11:59 p.m. EST** by highlighting differences between your postings and your colleagues' postings. Provide additional insights or alternative perspectives.

    **Evaluation of posts and responses:** Your initial posts and peer responses will be evaluated on the basis of the kind of critical thinking and engagement displayed. The grading rubric evaluates the content based on seven areas:

    Content Knowledge & Structure, Critical Thinking, Clarity & Effective Communication, Integration of Knowledge & Articles, Presentation, Writing Mechanics, and Response to Other Students.

    – [\
    \
    chapter13-14.docx](https://www.sweetstudy.com/files/chapter13-14-docx-10271751 "chapter13-14.docx")

    – 2 years ago
    – 23.04.2025
    – 8

  • [Solved] Financial Forecasting Research Paper

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    Executive Solution Overview

    Prior to beginning work on this assignment, complete the Week 2 Financial Application Assignment in McGraw-Hill Connect. After completing the scenario assignment, write a two- to three-page analysis about the importance of the reliability of financial forecasting. Include at least one credible or sc…

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    Assignment Prompt & Instructions

    Prior to beginning work on this assignment, complete the Week 2 Financial Application Assignment in McGraw-Hill Connect.

    After completing the scenario assignment, write a two- to three-page analysis about the importance of the reliability of financial forecasting. Include at least one credible or scholarly reference to support your ideas in addition to the course textbook.

    The Financial Forecasting Research Assignment

    – must be two to three 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
    – course name and number
    – instructor’s name
    – due date
    – must utilize academic voice. See 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 on 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 one credible source 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 for a particular assignment.

    – 2 years ago

  • [Solved] final submission psych 350

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – a year ago **files (3)** – ## directionsforfinalpaper.docx – ## FEEDBACK.docx – ## TheDepartmentofEducation.docx **## directionsforfinalpaper.docx** Final Term Paper – Literature Review Paper – By the end of this course, all enrolled students will have to present a literature review paper relevant…

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    Assignment Prompt & Instructions

    – a year ago

    **files (3)**

    – ## directionsforfinalpaper.docx

    – ## FEEDBACK.docx

    – ## TheDepartmentofEducation.docx

    **## directionsforfinalpaper.docx**

    Final Term Paper –
    Literature Review Paper –
    By the end of this course, all enrolled students will have to present a literature review paper relevant to industrial organizational psychology. Students will submit items indicating the progress on their paper throughout the term including a paper draft prior to final paper submission. Please consult the assignments schedule for the required submissions and their deadlines. Choose a topic relevant to industrial/organizational psychology and write a minimum of 5 – 10 double-spaced pages (not including cover and reference pages), using APA format with at least 10 references from peer reviewed journals. A list of available topics may be provided for consideration – but the list of key topics and selected bibliography articles listed in the syllabus should provide some ideas. Several APA guides, and samples are provided on Canvas along with a rubric for grading the assignment.

    The paper must also use and cite 10 peer-reviewed articles appropriate for the topic. The reference section of the paper must cite all the articles used for its preparation. The 10 peer- reviewed articles are the minimum; that means students may use more than 10 articles for their paper. All papers must be written in accordance with APA guidelines, and should be careful not to plagiarize.

    Papers will be assessed for plagiarism with Turnitin during the writing process. Thus, students must submit a copy of their proposal to the software in Canvas by the deadline stated below. (Section removed regarding
    **Similarity Report** requirement for final submission.  They key is that you have been made aware of possible similarities indicated by the Turnitin system and have made an effort to ensure proper credit has been provided to the originators of work, ideas, concepts, etc.). The paper must be submitted to the instructor no later than 11:59 PM on April 22nd . The paper will be graded primarily based upon the content of what is written, although issues of form, grammar and spelling will influence grading. YOU MAY NOT USE A PAPER FROM ANOTHER CLASS (PREVIOUS NOR CURRENT COURSE).

    **## FEEDBACK.docx**

    FEEDBACK:

    **1. Clarity & Organization**

    **Strengths:**

    · The structure is logical and follows a clear progression: it introduces the topic, outlines the department’s functions, discusses the feasibility of dismantling it, explores the consequences, and addresses counterarguments.

    · Each major function of the Department of Education is broken into digestible subsections with headings, aiding reader comprehension.

    **Areas for Improvement:**

    ·
    **Introduction and thesis clarity:** The first paragraph could more clearly preview the structure of the paper and main argument. For example, the thesis could better state that the essay argues for
    _maintaining_ the Department of Education based on its multiple critical functions.

    ·
    **Redundant phrases:** Phrases like “This piece delves into…” and “This discourse points out…” could be more concise. Consider simply stating “This paper examines…” or directly launching into the argument.

    ·
    **Transitions:** Some sections (e.g., from "Education Research and Policy Development" to "The Feasibility of Dismantling…") feel abrupt. Use transition sentences to guide the reader through shifts in focus.

    **2. Content Development**

    **Strengths:**

    · The paper presents a strong, evidence-based case for the Department of Education's continued relevance, backed by current news and academic sources.

    · Key programs (e.g., Pell Grants, Title I, IDEA) are well-explained with contemporary data and policy context.

    **Areas for Improvement:**

    ·
    **Theoretical integration:** While the paper is rich in policy content, it could benefit from incorporating relevant
    **I/O Psychology theories**—for example, educational equity as related to
    _workforce development_,
    _social mobility_, or
    _organizational policy frameworks_. Linking the content back to I/O psych concepts would make it more suitable for the course.

    ·
    **Depth of analysis:** The paper presents strong descriptions but could engage more critically with the material. For example, when discussing Pell Grants or IDEA, consider exploring
    _why_ these federal efforts outperform state-level approaches.

    ·
    **Balanced argumentation:** While it acknowledges counterarguments, the rebuttals could be more nuanced. It may help to cite a source that supports local control or critiques federal bureaucracy, then offer a more developed counter-response.

    **3. Writing & APA Formatting**

    **Strengths:**

    · Generally strong grammar and vocabulary.

    · APA formatting of references is on the right track and includes current sources.

    **Areas for Improvement:**

    ·
    **Grammar/wording:** Some awkward or unclear phrasing:

    · “The department was established with the aim of consolidating…” → “It was created to consolidate…”

    · “Premium” in “those which are premium” is vague. Consider “higher-income students” or “those from affluent backgrounds.”

    · Avoid hyperbole like “apocalyptic negative consequences.”

    ·
    **APA formatting:**

    · The title page should include a running head (if following APA 6) or centered title and page number only (APA 7).

    · In-text citations need refinement. For example:

    · “(Brasch et al., 2025)” is used several times, but page numbers are not included when quoting or referring to specific claims. If paraphrased, that’s okay, but make it clear.

    · References should be double-spaced and have a hanging indent. URLs should not be followed by a period.

    **4. Research Gaps & Critical Thinking**

    **Strengths:**

    · The paper raises an urgent and relevant policy debate with real-world implications.

    · It shows thoughtful consideration of funding equity and legal complexity.

    **Areas for Improvement:**

    ·
    **Missing perspectives:** Could benefit from integrating perspectives of teachers, administrators, or students (qualitative voices). Are there recent surveys or studies reflecting these stakeholders’ views?

    ·
    **Future implications:** What does the debate suggest about the
    _future of work_ or educational pathways into professional life—key I/O concerns? For instance, dismantling the ED could affect the talent pipeline, workforce readiness, or diversity in hiring pools.

    ·
    **Critical lens:** The argument could be strengthened by critiquing
    _how effectively_ the Department fulfills its mandates. Are there inefficiencies or areas of improvement worth noting, even if the conclusion remains pro-ED?

    Anthony Hubert , Apr 6 at 2:58pm

    **Add a Comment:**

    [Media Comment](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778) [Attach File](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778)

    **## TheDepartmentofEducation.docx**

    2

    **The Role of the Department of Education and Its Importance to American Students**

    Cedric Harris

    Fayetteville State University

    Psychology 350

    Dr. Anthony Hubert

    March 28, 2025

    **The Role of the Department of Education and Its Importance to American Students**

    The United States Department of Education (ED) is the mainstay of America's educational establishment, with immense control of policy, appropriations, and civil rights enforcement. Established in 1980 under President Jimmy Carter, the department was established with the aim of consolidating all federal education programs into a single agency, to ensure equitable access to quality education for all Americans. In the last few years, political discourse on the ED has been more contentious, particularly during Donald Trump's presidency and his 2024 campaign, when he repeatedly pledged to eliminate the department. This pledge has caused extensive debate on whether the department is needed, whether it can be eliminated, and the potential impact on students, teachers, and the education system at large.

    This piece delves into the Department of Education's different roles, examining its critical functions, legal and political challenges to dismantling it, and the extensive effects that this action would have. Blending thought from academic articles, news reports, and policy briefing, this discourse points out the department's unalienable role in advancing educational equity, expanding civil rights, and supporting disadvantaged student populations. The argument also gives counterarguments to eliminating or minimizing the department, providing an unbiased argument for and against on this hot topic. This essay concludes last that the Department of Education is a backbone to the integrity and affordability of the American education system and that its demise would have apocalyptic negative consequences for students, schools, and society as a whole.

    **The Essential Functions of the Department of Education**

    The U.S. Department of Education executes a wide array of functions that are fundamental to the administration of the U.S. education system. These functions are largely categorized under four categories: administration of federal student aid, civil rights enforcement, support to disadvantaged schools, and research and policy analysis in education.

    1.
    **_Federal Student Aid Programs_**

    The best-known and most impactful of the ED's functions is overseeing federal student aid programs. Federal student loans, work-study jobs, and Pell Grants are such programs, providing billions of dollars in assistance to millions of students annually, enabling them to study at colleges and universities (Faguy, 2025). Pell Grants, for instance, are a safety net for low-income students, offering as much as $7,395 per year (as of 2025) to help pay for tuition and living costs. Without Pell Grants, many students would have to abandon their aspiration for education or incur debts that are not sustainable.

    Federal student loans, an integral component of the ED portfolio, have students pay lesser rates and more moderate repayment terms than private loans (Brasch et al., 2025). Income-driven repayment plans and loan forgiveness schemes, also tracked by the department, illuminate the economic load of students from low-starting-wage professions such as education or social work (Brasch et al., 2025). Shutting down such programs would fall much harder on students from the lower-income group than on those which are premium, worsening inequality of opportunity in higher education access.

    2.
    **_Civil Rights Enforcement_**

    The ED has a significant role in enforcing civil rights legislation that safeguards students from discrimination on the basis of race, gender, disability, and other characteristics. Title IX, for example, prohibits sex discrimination in schools, ensuring equal access to education and athletics for girls and women (Habash, 2025). The department's Office for Civil Rights (OCR) receives and investigates allegations of discrimination and makes the schools liable for any non-compliance, making educational settings safer and more inclusive (Habash, 2025).

    Also, the Individuals with Disabilities Education Act (IDEA) plays the role of ensuring that students with disabilities have the right to free and appropriate public education. ED provides funding and oversight to compel the schools to comply with IDEA, offering accommodation by way of individualized education programs (IEPs) and special instruction (Inskeep & Haney, 2024). These protections would be compromised were there no federal enforcement, and struggling students would not have the support necessary for them to be successful.

    3.
    **_Funding for Disadvantaged Schools_**

    Title I of the Elementary and Secondary Education Act (ESEA) sends federal money to high-poverty schools to hire additional teachers, reduce class size, provide tutoring, and enhance facilities—measures with a track record of raising student achievement (Burga, 2025). In the 2024-2025 school year, Title I distributed over $16 billion to schools in the United States, reaching nearly 25 million students.

    The ED also provides grants for Native American, English language learner, and rural school students that focus on distinctive needs of those student populations. As a result, for instance, the Rural Education Achievement Program (REAP) supports small, distant school districts in remedying funding gaps and teacher shortages (Faguy, 2025). Phasing out such programs will increase disparities between wealthy and impoverished school districts even more, thereby enriching inequities in education.

    4.
    **_Education Research and Policy Development_**

    The ED supports research on how to teach and learn best and informs educators and policymakers with findings. The Institute of Education Sciences (IES), a departmental organization, conducts large-scale studies of concerns such as early childhood learning, reading, and science, technology, engineering, and mathematics (STEM) attainment (Habash, 2025). This research-informed decision-making informs decision-making at the local, state, and national levels to ensure continuous improvement in education.

    Further, the ED creates policies for confronting emerging problems, including mental health emergencies within schools and the digital divide. When the pandemic caused by the COVID-19 virus, for instance, erupted, the department provided billions of dollars to aid schools in becoming distance learning models and overcoming lost learning (Brasch et al., 2025). States would lack coordination and adequate resources to fight such systemic concerns in the absence of federal guidance.

    **The Feasibility of Dismantling the Department of Education**

    In spite of demands for its abolition, the Department of Education cannot be readily abolished because of legal, political, and practical constraints.

    1.
    **_Congressional Approval Required_**

    Congress established the ED in the Department of Education Organization Act (1980), and therefore dissolution would need legislatively to be approved. With most of its programs, such as Pell Grants and IDEA, having bipartisan backing, Congress will not likely pass such a bill (Faguy, 2025). Even some right-leaning members of Congress from rural states, which are heavily reliant on federal funding for their schools, have fought efforts to eliminate the department.

    2.
    **_Executive Authority is Limited_**

    While a president can use executive orders to cut the ED's budget or reallocate its functions, the actions would be open to court challenges. Trump's 2025 executive order transferring the administration of student loans to the Treasury Department was stopped by the courts, who held that the switch could be done only by Congress (Burga, 2025).

    3.
    **_Public and State Dependence on Federal Funding_**

    Most states do not have the budget capacity to make up for lost federal education funds. In Mississippi, for instance, 15% of the state's educational budget comes from federal money (Inskeep & Haney, 2024). Governors and legislatures across parties will not fund policies that risk their schools' solvency.

    **Potential Consequences of Eliminating the Department of Education**

    There are some negative effects that would come to be once the department of education is abolished:

    1.
    **_Economic Collapse of Higher Education_** _:_ Sudden elimination of federal student aid would affect millions of students who are not able to afford college, leading to crumbling enrollment numbers and the shutdown of colleges (Habash, 2025). Private lenders will fill the gap, but with higher rates of interest and lower borrower protections, deepening the crisis of student debt.

    2.
    **_Erosion of Civil Rights Protections_** _:_ Without federal authority, schools would be free to rescind accessibility provisions for students with disabilities or ignore Title IX complaints (Brasch et al., 2025). These changes would disproportionately impact minority groups, whose members would experience more discrimination and exclusion.

    3.
    **_Broadening Educational Inequalities:_** Low-income schools, which are reliant on Title I funding, would be disproportionately affected. Absent federal aid, those schools might cut after-school activities, cut teacher staffing, or even close their doors.

    4.
    **_Loss of National Standards and Accountability:_** The ED guarantees that every state has basic education standards. Without it, there would be a patchwork of uneven policy that harms student mobility as well as readiness in the workforce.

    **Counterarguments and Rebuttals**

    Those against abolishing the ED argue that states must regulate education and cutting bureaucracy is cost-effective. While local control has advantages, federal government regulation is needed to prevent inconsistency. For example, without IDEA, special education would be underfunded by states, which would deny disabled students access to services (Habash, 2025). Administrative costs in the ED are minimal (less than 2% of its spending). Most money helps students and schools directly, which makes cost-saving in abolition minimal.

    **Conclusion**

    The Department of Education is an essential component of America's educational landscape. Its programs and protections ensure a quality education for all students, regardless of their background. Political debates over its role will certainly continue, but the facts unequivocally attest to the need for a strong federal education agency. Strengthening, not dismantling, the department is what policymakers must keep in mind when seeking to enhance education for future generations.

    References

    Brasch, B., Meckler, L., & Timsit, A. (2025).
    _Key functions of the Education Department, which Trump is moving to dismantle._ The Washington Post.
    [https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/](https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/)

    Burga, S. (2025).
    _Can Trump Dismantle the Department of Education?_ Here’s What to Know. Time Magazine.
    [https://time.com/7213488/trump-dismantle-department-of-education/](https://time.com/7213488/trump-dismantle-department-of-education/)

    Faguy, A. (2025).
    _What does the Department of Education do – and can Trump dismantle it?_ BBC News.
    [https://www.bbc.com/news/articles/c79zxzj90nno](https://www.bbc.com/news/articles/c79zxzj90nno)

    Habash, T. (2025). Donald Trump Can’t Actually Dismantle the Department of Education, but His Policies Still Threaten Us All.
    _Action Report #3. Center for the Defense of Academic Freedom._ [https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf](https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf)

    Inskeep, S., & Haney, T. (2024).
    _What Trump's pledge to close Dept. of Education means for students, GOP-led states._ NPR.
    [https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education](https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education)

    **## TheDepartmentofEducation.docx**

    2

    **The Role of the Department of Education and Its Importance to American Students**

    Cedric Harris

    Fayetteville State University

    Psychology 350

    Dr. Anthony Hubert

    March 28, 2025

    **The Role of the Department of Education and Its Importance to American Students**

    The United States Department of Education (ED) is the mainstay of America's educational establishment, with immense control of policy, appropriations, and civil rights enforcement. Established in 1980 under President Jimmy Carter, the department was established with the aim of consolidating all federal education programs into a single agency, to ensure equitable access to quality education for all Americans. In the last few years, political discourse on the ED has been more contentious, particularly during Donald Trump's presidency and his 2024 campaign, when he repeatedly pledged to eliminate the department. This pledge has caused extensive debate on whether the department is needed, whether it can be eliminated, and the potential impact on students, teachers, and the education system at large.

    This piece delves into the Department of Education's different roles, examining its critical functions, legal and political challenges to dismantling it, and the extensive effects that this action would have. Blending thought from academic articles, news reports, and policy briefing, this discourse points out the department's unalienable role in advancing educational equity, expanding civil rights, and supporting disadvantaged student populations. The argument also gives counterarguments to eliminating or minimizing the department, providing an unbiased argument for and against on this hot topic. This essay concludes last that the Department of Education is a backbone to the integrity and affordability of the American education system and that its demise would have apocalyptic negative consequences for students, schools, and society as a whole.

    **The Essential Functions of the Department of Education**

    The U.S. Department of Education executes a wide array of functions that are fundamental to the administration of the U.S. education system. These functions are largely categorized under four categories: administration of federal student aid, civil rights enforcement, support to disadvantaged schools, and research and policy analysis in education.

    1.
    **_Federal Student Aid Programs_**

    The best-known and most impactful of the ED's functions is overseeing federal student aid programs. Federal student loans, work-study jobs, and Pell Grants are such programs, providing billions of dollars in assistance to millions of students annually, enabling them to study at colleges and universities (Faguy, 2025). Pell Grants, for instance, are a safety net for low-income students, offering as much as $7,395 per year (as of 2025) to help pay for tuition and living costs. Without Pell Grants, many students would have to abandon their aspiration for education or incur debts that are not sustainable.

    Federal student loans, an integral component of the ED portfolio, have students pay lesser rates and more moderate repayment terms than private loans (Brasch et al., 2025). Income-driven repayment plans and loan forgiveness schemes, also tracked by the department, illuminate the economic load of students from low-starting-wage professions such as education or social work (Brasch et al., 2025). Shutting down such programs would fall much harder on students from the lower-income group than on those which are premium, worsening inequality of opportunity in higher education access.

    2.
    **_Civil Rights Enforcement_**

    The ED has a significant role in enforcing civil rights legislation that safeguards students from discrimination on the basis of race, gender, disability, and other characteristics. Title IX, for example, prohibits sex discrimination in schools, ensuring equal access to education and athletics for girls and women (Habash, 2025). The department's Office for Civil Rights (OCR) receives and investigates allegations of discrimination and makes the schools liable for any non-compliance, making educational settings safer and more inclusive (Habash, 2025).

    Also, the Individuals with Disabilities Education Act (IDEA) plays the role of ensuring that students with disabilities have the right to free and appropriate public education. ED provides funding and oversight to compel the schools to comply with IDEA, offering accommodation by way of individualized education programs (IEPs) and special instruction (Inskeep & Haney, 2024). These protections would be compromised were there no federal enforcement, and struggling students would not have the support necessary for them to be successful.

    3.
    **_Funding for Disadvantaged Schools_**

    Title I of the Elementary and Secondary Education Act (ESEA) sends federal money to high-poverty schools to hire additional teachers, reduce class size, provide tutoring, and enhance facilities—measures with a track record of raising student achievement (Burga, 2025). In the 2024-2025 school year, Title I distributed over $16 billion to schools in the United States, reaching nearly 25 million students.

    The ED also provides grants for Native American, English language learner, and rural school students that focus on distinctive needs of those student populations. As a result, for instance, the Rural Education Achievement Program (REAP) supports small, distant school districts in remedying funding gaps and teacher shortages (Faguy, 2025). Phasing out such programs will increase disparities between wealthy and impoverished school districts even more, thereby enriching inequities in education.

    4.
    **_Education Research and Policy Development_**

    The ED supports research on how to teach and learn best and informs educators and policymakers with findings. The Institute of Education Sciences (IES), a departmental organization, conducts large-scale studies of concerns such as early childhood learning, reading, and science, technology, engineering, and mathematics (STEM) attainment (Habash, 2025). This research-informed decision-making informs decision-making at the local, state, and national levels to ensure continuous improvement in education.

    Further, the ED creates policies for confronting emerging problems, including mental health emergencies within schools and the digital divide. When the pandemic caused by the COVID-19 virus, for instance, erupted, the department provided billions of dollars to aid schools in becoming distance learning models and overcoming lost learning (Brasch et al., 2025). States would lack coordination and adequate resources to fight such systemic concerns in the absence of federal guidance.

    **The Feasibility of Dismantling the Department of Education**

    In spite of demands for its abolition, the Department of Education cannot be readily abolished because of legal, political, and practical constraints.

    1.
    **_Congressional Approval Required_**

    Congress established the ED in the Department of Education Organization Act (1980), and therefore dissolution would need legislatively to be approved. With most of its programs, such as Pell Grants and IDEA, having bipartisan backing, Congress will not likely pass such a bill (Faguy, 2025). Even some right-leaning members of Congress from rural states, which are heavily reliant on federal funding for their schools, have fought efforts to eliminate the department.

    2.
    **_Executive Authority is Limited_**

    While a president can use executive orders to cut the ED's budget or reallocate its functions, the actions would be open to court challenges. Trump's 2025 executive order transferring the administration of student loans to the Treasury Department was stopped by the courts, who held that the switch could be done only by Congress (Burga, 2025).

    3.
    **_Public and State Dependence on Federal Funding_**

    Most states do not have the budget capacity to make up for lost federal education funds. In Mississippi, for instance, 15% of the state's educational budget comes from federal money (Inskeep & Haney, 2024). Governors and legislatures across parties will not fund policies that risk their schools' solvency.

    **Potential Consequences of Eliminating the Department of Education**

    There are some negative effects that would come to be once the department of education is abolished:

    1.
    **_Economic Collapse of Higher Education_** _:_ Sudden elimination of federal student aid would affect millions of students who are not able to afford college, leading to crumbling enrollment numbers and the shutdown of colleges (Habash, 2025). Private lenders will fill the gap, but with higher rates of interest and lower borrower protections, deepening the crisis of student debt.

    2.
    **_Erosion of Civil Rights Protections_** _:_ Without federal authority, schools would be free to rescind accessibility provisions for students with disabilities or ignore Title IX complaints (Brasch et al., 2025). These changes would disproportionately impact minority groups, whose members would experience more discrimination and exclusion.

    3.
    **_Broadening Educational Inequalities:_** Low-income schools, which are reliant on Title I funding, would be disproportionately affected. Absent federal aid, those schools might cut after-school activities, cut teacher staffing, or even close their doors.

    4.
    **_Loss of National Standards and Accountability:_** The ED guarantees that every state has basic education standards. Without it, there would be a patchwork of uneven policy that harms student mobility as well as readiness in the workforce.

    **Counterarguments and Rebuttals**

    Those against abolishing the ED argue that states must regulate education and cutting bureaucracy is cost-effective. While local control has advantages, federal government regulation is needed to prevent inconsistency. For example, without IDEA, special education would be underfunded by states, which would deny disabled students access to services (Habash, 2025). Administrative costs in the ED are minimal (less than 2% of its spending). Most money helps students and schools directly, which makes cost-saving in abolition minimal.

    **Conclusion**

    The Department of Education is an essential component of America's educational landscape. Its programs and protections ensure a quality education for all students, regardless of their background. Political debates over its role will certainly continue, but the facts unequivocally attest to the need for a strong federal education agency. Strengthening, not dismantling, the department is what policymakers must keep in mind when seeking to enhance education for future generations.

    References

    Brasch, B., Meckler, L., & Timsit, A. (2025).
    _Key functions of the Education Department, which Trump is moving to dismantle._ The Washington Post.
    [https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/](https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/)

    Burga, S. (2025).
    _Can Trump Dismantle the Department of Education?_ Here’s What to Know. Time Magazine.
    [https://time.com/7213488/trump-dismantle-department-of-education/](https://time.com/7213488/trump-dismantle-department-of-education/)

    Faguy, A. (2025).
    _What does the Department of Education do – and can Trump dismantle it?_ BBC News.
    [https://www.bbc.com/news/articles/c79zxzj90nno](https://www.bbc.com/news/articles/c79zxzj90nno)

    Habash, T. (2025). Donald Trump Can’t Actually Dismantle the Department of Education, but His Policies Still Threaten Us All.
    _Action Report #3. Center for the Defense of Academic Freedom._ [https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf](https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf)

    Inskeep, S., & Haney, T. (2024).
    _What Trump's pledge to close Dept. of Education means for students, GOP-led states._ NPR.
    [https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education](https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education)

    **## directionsforfinalpaper.docx**

    Final Term Paper –
    Literature Review Paper –
    By the end of this course, all enrolled students will have to present a literature review paper relevant to industrial organizational psychology. Students will submit items indicating the progress on their paper throughout the term including a paper draft prior to final paper submission. Please consult the assignments schedule for the required submissions and their deadlines. Choose a topic relevant to industrial/organizational psychology and write a minimum of 5 – 10 double-spaced pages (not including cover and reference pages), using APA format with at least 10 references from peer reviewed journals. A list of available topics may be provided for consideration – but the list of key topics and selected bibliography articles listed in the syllabus should provide some ideas. Several APA guides, and samples are provided on Canvas along with a rubric for grading the assignment.

    The paper must also use and cite 10 peer-reviewed articles appropriate for the topic. The reference section of the paper must cite all the articles used for its preparation. The 10 peer- reviewed articles are the minimum; that means students may use more than 10 articles for their paper. All papers must be written in accordance with APA guidelines, and should be careful not to plagiarize.

    Papers will be assessed for plagiarism with Turnitin during the writing process. Thus, students must submit a copy of their proposal to the software in Canvas by the deadline stated below. (Section removed regarding
    **Similarity Report** requirement for final submission.  They key is that you have been made aware of possible similarities indicated by the Turnitin system and have made an effort to ensure proper credit has been provided to the originators of work, ideas, concepts, etc.). The paper must be submitted to the instructor no later than 11:59 PM on April 22nd . The paper will be graded primarily based upon the content of what is written, although issues of form, grammar and spelling will influence grading. YOU MAY NOT USE A PAPER FROM ANOTHER CLASS (PREVIOUS NOR CURRENT COURSE).

    **## FEEDBACK.docx**

    FEEDBACK:

    **1. Clarity & Organization**

    **Strengths:**

    · The structure is logical and follows a clear progression: it introduces the topic, outlines the department’s functions, discusses the feasibility of dismantling it, explores the consequences, and addresses counterarguments.

    · Each major function of the Department of Education is broken into digestible subsections with headings, aiding reader comprehension.

    **Areas for Improvement:**

    ·
    **Introduction and thesis clarity:** The first paragraph could more clearly preview the structure of the paper and main argument. For example, the thesis could better state that the essay argues for
    _maintaining_ the Department of Education based on its multiple critical functions.

    ·
    **Redundant phrases:** Phrases like “This piece delves into…” and “This discourse points out…” could be more concise. Consider simply stating “This paper examines…” or directly launching into the argument.

    ·
    **Transitions:** Some sections (e.g., from "Education Research and Policy Development" to "The Feasibility of Dismantling…") feel abrupt. Use transition sentences to guide the reader through shifts in focus.

    **2. Content Development**

    **Strengths:**

    · The paper presents a strong, evidence-based case for the Department of Education's continued relevance, backed by current news and academic sources.

    · Key programs (e.g., Pell Grants, Title I, IDEA) are well-explained with contemporary data and policy context.

    **Areas for Improvement:**

    ·
    **Theoretical integration:** While the paper is rich in policy content, it could benefit from incorporating relevant
    **I/O Psychology theories**—for example, educational equity as related to
    _workforce development_,
    _social mobility_, or
    _organizational policy frameworks_. Linking the content back to I/O psych concepts would make it more suitable for the course.

    ·
    **Depth of analysis:** The paper presents strong descriptions but could engage more critically with the material. For example, when discussing Pell Grants or IDEA, consider exploring
    _why_ these federal efforts outperform state-level approaches.

    ·
    **Balanced argumentation:** While it acknowledges counterarguments, the rebuttals could be more nuanced. It may help to cite a source that supports local control or critiques federal bureaucracy, then offer a more developed counter-response.

    **3. Writing & APA Formatting**

    **Strengths:**

    · Generally strong grammar and vocabulary.

    · APA formatting of references is on the right track and includes current sources.

    **Areas for Improvement:**

    ·
    **Grammar/wording:** Some awkward or unclear phrasing:

    · “The department was established with the aim of consolidating…” → “It was created to consolidate…”

    · “Premium” in “those which are premium” is vague. Consider “higher-income students” or “those from affluent backgrounds.”

    · Avoid hyperbole like “apocalyptic negative consequences.”

    ·
    **APA formatting:**

    · The title page should include a running head (if following APA 6) or centered title and page number only (APA 7).

    · In-text citations need refinement. For example:

    · “(Brasch et al., 2025)” is used several times, but page numbers are not included when quoting or referring to specific claims. If paraphrased, that’s okay, but make it clear.

    · References should be double-spaced and have a hanging indent. URLs should not be followed by a period.

    **4. Research Gaps & Critical Thinking**

    **Strengths:**

    · The paper raises an urgent and relevant policy debate with real-world implications.

    · It shows thoughtful consideration of funding equity and legal complexity.

    **Areas for Improvement:**

    ·
    **Missing perspectives:** Could benefit from integrating perspectives of teachers, administrators, or students (qualitative voices). Are there recent surveys or studies reflecting these stakeholders’ views?

    ·
    **Future implications:** What does the debate suggest about the
    _future of work_ or educational pathways into professional life—key I/O concerns? For instance, dismantling the ED could affect the talent pipeline, workforce readiness, or diversity in hiring pools.

    ·
    **Critical lens:** The argument could be strengthened by critiquing
    _how effectively_ the Department fulfills its mandates. Are there inefficiencies or areas of improvement worth noting, even if the conclusion remains pro-ED?

    Anthony Hubert , Apr 6 at 2:58pm

    **Add a Comment:**

    [Media Comment](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778) [Attach File](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778)

    **## TheDepartmentofEducation.docx**

    2

    **The Role of the Department of Education and Its Importance to American Students**

    Cedric Harris

    Fayetteville State University

    Psychology 350

    Dr. Anthony Hubert

    March 28, 2025

    **The Role of the Department of Education and Its Importance to American Students**

    The United States Department of Education (ED) is the mainstay of America's educational establishment, with immense control of policy, appropriations, and civil rights enforcement. Established in 1980 under President Jimmy Carter, the department was established with the aim of consolidating all federal education programs into a single agency, to ensure equitable access to quality education for all Americans. In the last few years, political discourse on the ED has been more contentious, particularly during Donald Trump's presidency and his 2024 campaign, when he repeatedly pledged to eliminate the department. This pledge has caused extensive debate on whether the department is needed, whether it can be eliminated, and the potential impact on students, teachers, and the education system at large.

    This piece delves into the Department of Education's different roles, examining its critical functions, legal and political challenges to dismantling it, and the extensive effects that this action would have. Blending thought from academic articles, news reports, and policy briefing, this discourse points out the department's unalienable role in advancing educational equity, expanding civil rights, and supporting disadvantaged student populations. The argument also gives counterarguments to eliminating or minimizing the department, providing an unbiased argument for and against on this hot topic. This essay concludes last that the Department of Education is a backbone to the integrity and affordability of the American education system and that its demise would have apocalyptic negative consequences for students, schools, and society as a whole.

    **The Essential Functions of the Department of Education**

    The U.S. Department of Education executes a wide array of functions that are fundamental to the administration of the U.S. education system. These functions are largely categorized under four categories: administration of federal student aid, civil rights enforcement, support to disadvantaged schools, and research and policy analysis in education.

    1.
    **_Federal Student Aid Programs_**

    The best-known and most impactful of the ED's functions is overseeing federal student aid programs. Federal student loans, work-study jobs, and Pell Grants are such programs, providing billions of dollars in assistance to millions of students annually, enabling them to study at colleges and universities (Faguy, 2025). Pell Grants, for instance, are a safety net for low-income students, offering as much as $7,395 per year (as of 2025) to help pay for tuition and living costs. Without Pell Grants, many students would have to abandon their aspiration for education or incur debts that are not sustainable.

    Federal student loans, an integral component of the ED portfolio, have students pay lesser rates and more moderate repayment terms than private loans (Brasch et al., 2025). Income-driven repayment plans and loan forgiveness schemes, also tracked by the department, illuminate the economic load of students from low-starting-wage professions such as education or social work (Brasch et al., 2025). Shutting down such programs would fall much harder on students from the lower-income group than on those which are premium, worsening inequality of opportunity in higher education access.

    2.
    **_Civil Rights Enforcement_**

    The ED has a significant role in enforcing civil rights legislation that safeguards students from discrimination on the basis of race, gender, disability, and other characteristics. Title IX, for example, prohibits sex discrimination in schools, ensuring equal access to education and athletics for girls and women (Habash, 2025). The department's Office for Civil Rights (OCR) receives and investigates allegations of discrimination and makes the schools liable for any non-compliance, making educational settings safer and more inclusive (Habash, 2025).

    Also, the Individuals with Disabilities Education Act (IDEA) plays the role of ensuring that students with disabilities have the right to free and appropriate public education. ED provides funding and oversight to compel the schools to comply with IDEA, offering accommodation by way of individualized education programs (IEPs) and special instruction (Inskeep & Haney, 2024). These protections would be compromised were there no federal enforcement, and struggling students would not have the support necessary for them to be successful.

    3.
    **_Funding for Disadvantaged Schools_**

    Title I of the Elementary and Secondary Education Act (ESEA) sends federal money to high-poverty schools to hire additional teachers, reduce class size, provide tutoring, and enhance facilities—measures with a track record of raising student achievement (Burga, 2025). In the 2024-2025 school year, Title I distributed over $16 billion to schools in the United States, reaching nearly 25 million students.

    The ED also provides grants for Native American, English language learner, and rural school students that focus on distinctive needs of those student populations. As a result, for instance, the Rural Education Achievement Program (REAP) supports small, distant school districts in remedying funding gaps and teacher shortages (Faguy, 2025). Phasing out such programs will increase disparities between wealthy and impoverished school districts even more, thereby enriching inequities in education.

    4.
    **_Education Research and Policy Development_**

    The ED supports research on how to teach and learn best and informs educators and policymakers with findings. The Institute of Education Sciences (IES), a departmental organization, conducts large-scale studies of concerns such as early childhood learning, reading, and science, technology, engineering, and mathematics (STEM) attainment (Habash, 2025). This research-informed decision-making informs decision-making at the local, state, and national levels to ensure continuous improvement in education.

    Further, the ED creates policies for confronting emerging problems, including mental health emergencies within schools and the digital divide. When the pandemic caused by the COVID-19 virus, for instance, erupted, the department provided billions of dollars to aid schools in becoming distance learning models and overcoming lost learning (Brasch et al., 2025). States would lack coordination and adequate resources to fight such systemic concerns in the absence of federal guidance.

    **The Feasibility of Dismantling the Department of Education**

    In spite of demands for its abolition, the Department of Education cannot be readily abolished because of legal, political, and practical constraints.

    1.
    **_Congressional Approval Required_**

    Congress established the ED in the Department of Education Organization Act (1980), and therefore dissolution would need legislatively to be approved. With most of its programs, such as Pell Grants and IDEA, having bipartisan backing, Congress will not likely pass such a bill (Faguy, 2025). Even some right-leaning members of Congress from rural states, which are heavily reliant on federal funding for their schools, have fought efforts to eliminate the department.

    2.
    **_Executive Authority is Limited_**

    While a president can use executive orders to cut the ED's budget or reallocate its functions, the actions would be open to court challenges. Trump's 2025 executive order transferring the administration of student loans to the Treasury Department was stopped by the courts, who held that the switch could be done only by Congress (Burga, 2025).

    3.
    **_Public and State Dependence on Federal Funding_**

    Most states do not have the budget capacity to make up for lost federal education funds. In Mississippi, for instance, 15% of the state's educational budget comes from federal money (Inskeep & Haney, 2024). Governors and legislatures across parties will not fund policies that risk their schools' solvency.

    **Potential Consequences of Eliminating the Department of Education**

    There are some negative effects that would come to be once the department of education is abolished:

    1.
    **_Economic Collapse of Higher Education_** _:_ Sudden elimination of federal student aid would affect millions of students who are not able to afford college, leading to crumbling enrollment numbers and the shutdown of colleges (Habash, 2025). Private lenders will fill the gap, but with higher rates of interest and lower borrower protections, deepening the crisis of student debt.

    2.
    **_Erosion of Civil Rights Protections_** _:_ Without federal authority, schools would be free to rescind accessibility provisions for students with disabilities or ignore Title IX complaints (Brasch et al., 2025). These changes would disproportionately impact minority groups, whose members would experience more discrimination and exclusion.

    3.
    **_Broadening Educational Inequalities:_** Low-income schools, which are reliant on Title I funding, would be disproportionately affected. Absent federal aid, those schools might cut after-school activities, cut teacher staffing, or even close their doors.

    4.
    **_Loss of National Standards and Accountability:_** The ED guarantees that every state has basic education standards. Without it, there would be a patchwork of uneven policy that harms student mobility as well as readiness in the workforce.

    **Counterarguments and Rebuttals**

    Those against abolishing the ED argue that states must regulate education and cutting bureaucracy is cost-effective. While local control has advantages, federal government regulation is needed to prevent inconsistency. For example, without IDEA, special education would be underfunded by states, which would deny disabled students access to services (Habash, 2025). Administrative costs in the ED are minimal (less than 2% of its spending). Most money helps students and schools directly, which makes cost-saving in abolition minimal.

    **Conclusion**

    The Department of Education is an essential component of America's educational landscape. Its programs and protections ensure a quality education for all students, regardless of their background. Political debates over its role will certainly continue, but the facts unequivocally attest to the need for a strong federal education agency. Strengthening, not dismantling, the department is what policymakers must keep in mind when seeking to enhance education for future generations.

    References

    Brasch, B., Meckler, L., & Timsit, A. (2025).
    _Key functions of the Education Department, which Trump is moving to dismantle._ The Washington Post.
    [https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/](https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/)

    Burga, S. (2025).
    _Can Trump Dismantle the Department of Education?_ Here’s What to Know. Time Magazine.
    [https://time.com/7213488/trump-dismantle-department-of-education/](https://time.com/7213488/trump-dismantle-department-of-education/)

    Faguy, A. (2025).
    _What does the Department of Education do – and can Trump dismantle it?_ BBC News.
    [https://www.bbc.com/news/articles/c79zxzj90nno](https://www.bbc.com/news/articles/c79zxzj90nno)

    Habash, T. (2025). Donald Trump Can’t Actually Dismantle the Department of Education, but His Policies Still Threaten Us All.
    _Action Report #3. Center for the Defense of Academic Freedom._ [https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf](https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf)

    Inskeep, S., & Haney, T. (2024).
    _What Trump's pledge to close Dept. of Education means for students, GOP-led states._ NPR.
    [https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education](https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education)

    **## directionsforfinalpaper.docx**

    Final Term Paper –
    Literature Review Paper –
    By the end of this course, all enrolled students will have to present a literature review paper relevant to industrial organizational psychology. Students will submit items indicating the progress on their paper throughout the term including a paper draft prior to final paper submission. Please consult the assignments schedule for the required submissions and their deadlines. Choose a topic relevant to industrial/organizational psychology and write a minimum of 5 – 10 double-spaced pages (not including cover and reference pages), using APA format with at least 10 references from peer reviewed journals. A list of available topics may be provided for consideration – but the list of key topics and selected bibliography articles listed in the syllabus should provide some ideas. Several APA guides, and samples are provided on Canvas along with a rubric for grading the assignment.

    The paper must also use and cite 10 peer-reviewed articles appropriate for the topic. The reference section of the paper must cite all the articles used for its preparation. The 10 peer- reviewed articles are the minimum; that means students may use more than 10 articles for their paper. All papers must be written in accordance with APA guidelines, and should be careful not to plagiarize.

    Papers will be assessed for plagiarism with Turnitin during the writing process. Thus, students must submit a copy of their proposal to the software in Canvas by the deadline stated below. (Section removed regarding
    **Similarity Report** requirement for final submission.  They key is that you have been made aware of possible similarities indicated by the Turnitin system and have made an effort to ensure proper credit has been provided to the originators of work, ideas, concepts, etc.). The paper must be submitted to the instructor no later than 11:59 PM on April 22nd . The paper will be graded primarily based upon the content of what is written, although issues of form, grammar and spelling will influence grading. YOU MAY NOT USE A PAPER FROM ANOTHER CLASS (PREVIOUS NOR CURRENT COURSE).

    **## FEEDBACK.docx**

    FEEDBACK:

    **1. Clarity & Organization**

    **Strengths:**

    · The structure is logical and follows a clear progression: it introduces the topic, outlines the department’s functions, discusses the feasibility of dismantling it, explores the consequences, and addresses counterarguments.

    · Each major function of the Department of Education is broken into digestible subsections with headings, aiding reader comprehension.

    **Areas for Improvement:**

    ·
    **Introduction and thesis clarity:** The first paragraph could more clearly preview the structure of the paper and main argument. For example, the thesis could better state that the essay argues for
    _maintaining_ the Department of Education based on its multiple critical functions.

    ·
    **Redundant phrases:** Phrases like “This piece delves into…” and “This discourse points out…” could be more concise. Consider simply stating “This paper examines…” or directly launching into the argument.

    ·
    **Transitions:** Some sections (e.g., from "Education Research and Policy Development" to "The Feasibility of Dismantling…") feel abrupt. Use transition sentences to guide the reader through shifts in focus.

    **2. Content Development**

    **Strengths:**

    · The paper presents a strong, evidence-based case for the Department of Education's continued relevance, backed by current news and academic sources.

    · Key programs (e.g., Pell Grants, Title I, IDEA) are well-explained with contemporary data and policy context.

    **Areas for Improvement:**

    ·
    **Theoretical integration:** While the paper is rich in policy content, it could benefit from incorporating relevant
    **I/O Psychology theories**—for example, educational equity as related to
    _workforce development_,
    _social mobility_, or
    _organizational policy frameworks_. Linking the content back to I/O psych concepts would make it more suitable for the course.

    ·
    **Depth of analysis:** The paper presents strong descriptions but could engage more critically with the material. For example, when discussing Pell Grants or IDEA, consider exploring
    _why_ these federal efforts outperform state-level approaches.

    ·
    **Balanced argumentation:** While it acknowledges counterarguments, the rebuttals could be more nuanced. It may help to cite a source that supports local control or critiques federal bureaucracy, then offer a more developed counter-response.

    **3. Writing & APA Formatting**

    **Strengths:**

    · Generally strong grammar and vocabulary.

    · APA formatting of references is on the right track and includes current sources.

    **Areas for Improvement:**

    ·
    **Grammar/wording:** Some awkward or unclear phrasing:

    · “The department was established with the aim of consolidating…” → “It was created to consolidate…”

    · “Premium” in “those which are premium” is vague. Consider “higher-income students” or “those from affluent backgrounds.”

    · Avoid hyperbole like “apocalyptic negative consequences.”

    ·
    **APA formatting:**

    · The title page should include a running head (if following APA 6) or centered title and page number only (APA 7).

    · In-text citations need refinement. For example:

    · “(Brasch et al., 2025)” is used several times, but page numbers are not included when quoting or referring to specific claims. If paraphrased, that’s okay, but make it clear.

    · References should be double-spaced and have a hanging indent. URLs should not be followed by a period.

    **4. Research Gaps & Critical Thinking**

    **Strengths:**

    · The paper raises an urgent and relevant policy debate with real-world implications.

    · It shows thoughtful consideration of funding equity and legal complexity.

    **Areas for Improvement:**

    ·
    **Missing perspectives:** Could benefit from integrating perspectives of teachers, administrators, or students (qualitative voices). Are there recent surveys or studies reflecting these stakeholders’ views?

    ·
    **Future implications:** What does the debate suggest about the
    _future of work_ or educational pathways into professional life—key I/O concerns? For instance, dismantling the ED could affect the talent pipeline, workforce readiness, or diversity in hiring pools.

    ·
    **Critical lens:** The argument could be strengthened by critiquing
    _how effectively_ the Department fulfills its mandates. Are there inefficiencies or areas of improvement worth noting, even if the conclusion remains pro-ED?

    Anthony Hubert , Apr 6 at 2:58pm

    **Add a Comment:**

    [Media Comment](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778) [Attach File](https://uncfsu.instructure.com/courses/43267/assignments/970499/submissions/65778)

    **## TheDepartmentofEducation.docx**

    2

    **The Role of the Department of Education and Its Importance to American Students**

    Cedric Harris

    Fayetteville State University

    Psychology 350

    Dr. Anthony Hubert

    March 28, 2025

    **The Role of the Department of Education and Its Importance to American Students**

    The United States Department of Education (ED) is the mainstay of America's educational establishment, with immense control of policy, appropriations, and civil rights enforcement. Established in 1980 under President Jimmy Carter, the department was established with the aim of consolidating all federal education programs into a single agency, to ensure equitable access to quality education for all Americans. In the last few years, political discourse on the ED has been more contentious, particularly during Donald Trump's presidency and his 2024 campaign, when he repeatedly pledged to eliminate the department. This pledge has caused extensive debate on whether the department is needed, whether it can be eliminated, and the potential impact on students, teachers, and the education system at large.

    This piece delves into the Department of Education's different roles, examining its critical functions, legal and political challenges to dismantling it, and the extensive effects that this action would have. Blending thought from academic articles, news reports, and policy briefing, this discourse points out the department's unalienable role in advancing educational equity, expanding civil rights, and supporting disadvantaged student populations. The argument also gives counterarguments to eliminating or minimizing the department, providing an unbiased argument for and against on this hot topic. This essay concludes last that the Department of Education is a backbone to the integrity and affordability of the American education system and that its demise would have apocalyptic negative consequences for students, schools, and society as a whole.

    **The Essential Functions of the Department of Education**

    The U.S. Department of Education executes a wide array of functions that are fundamental to the administration of the U.S. education system. These functions are largely categorized under four categories: administration of federal student aid, civil rights enforcement, support to disadvantaged schools, and research and policy analysis in education.

    1.
    **_Federal Student Aid Programs_**

    The best-known and most impactful of the ED's functions is overseeing federal student aid programs. Federal student loans, work-study jobs, and Pell Grants are such programs, providing billions of dollars in assistance to millions of students annually, enabling them to study at colleges and universities (Faguy, 2025). Pell Grants, for instance, are a safety net for low-income students, offering as much as $7,395 per year (as of 2025) to help pay for tuition and living costs. Without Pell Grants, many students would have to abandon their aspiration for education or incur debts that are not sustainable.

    Federal student loans, an integral component of the ED portfolio, have students pay lesser rates and more moderate repayment terms than private loans (Brasch et al., 2025). Income-driven repayment plans and loan forgiveness schemes, also tracked by the department, illuminate the economic load of students from low-starting-wage professions such as education or social work (Brasch et al., 2025). Shutting down such programs would fall much harder on students from the lower-income group than on those which are premium, worsening inequality of opportunity in higher education access.

    2.
    **_Civil Rights Enforcement_**

    The ED has a significant role in enforcing civil rights legislation that safeguards students from discrimination on the basis of race, gender, disability, and other characteristics. Title IX, for example, prohibits sex discrimination in schools, ensuring equal access to education and athletics for girls and women (Habash, 2025). The department's Office for Civil Rights (OCR) receives and investigates allegations of discrimination and makes the schools liable for any non-compliance, making educational settings safer and more inclusive (Habash, 2025).

    Also, the Individuals with Disabilities Education Act (IDEA) plays the role of ensuring that students with disabilities have the right to free and appropriate public education. ED provides funding and oversight to compel the schools to comply with IDEA, offering accommodation by way of individualized education programs (IEPs) and special instruction (Inskeep & Haney, 2024). These protections would be compromised were there no federal enforcement, and struggling students would not have the support necessary for them to be successful.

    3.
    **_Funding for Disadvantaged Schools_**

    Title I of the Elementary and Secondary Education Act (ESEA) sends federal money to high-poverty schools to hire additional teachers, reduce class size, provide tutoring, and enhance facilities—measures with a track record of raising student achievement (Burga, 2025). In the 2024-2025 school year, Title I distributed over $16 billion to schools in the United States, reaching nearly 25 million students.

    The ED also provides grants for Native American, English language learner, and rural school students that focus on distinctive needs of those student populations. As a result, for instance, the Rural Education Achievement Program (REAP) supports small, distant school districts in remedying funding gaps and teacher shortages (Faguy, 2025). Phasing out such programs will increase disparities between wealthy and impoverished school districts even more, thereby enriching inequities in education.

    4.
    **_Education Research and Policy Development_**

    The ED supports research on how to teach and learn best and informs educators and policymakers with findings. The Institute of Education Sciences (IES), a departmental organization, conducts large-scale studies of concerns such as early childhood learning, reading, and science, technology, engineering, and mathematics (STEM) attainment (Habash, 2025). This research-informed decision-making informs decision-making at the local, state, and national levels to ensure continuous improvement in education.

    Further, the ED creates policies for confronting emerging problems, including mental health emergencies within schools and the digital divide. When the pandemic caused by the COVID-19 virus, for instance, erupted, the department provided billions of dollars to aid schools in becoming distance learning models and overcoming lost learning (Brasch et al., 2025). States would lack coordination and adequate resources to fight such systemic concerns in the absence of federal guidance.

    **The Feasibility of Dismantling the Department of Education**

    In spite of demands for its abolition, the Department of Education cannot be readily abolished because of legal, political, and practical constraints.

    1.
    **_Congressional Approval Required_**

    Congress established the ED in the Department of Education Organization Act (1980), and therefore dissolution would need legislatively to be approved. With most of its programs, such as Pell Grants and IDEA, having bipartisan backing, Congress will not likely pass such a bill (Faguy, 2025). Even some right-leaning members of Congress from rural states, which are heavily reliant on federal funding for their schools, have fought efforts to eliminate the department.

    2.
    **_Executive Authority is Limited_**

    While a president can use executive orders to cut the ED's budget or reallocate its functions, the actions would be open to court challenges. Trump's 2025 executive order transferring the administration of student loans to the Treasury Department was stopped by the courts, who held that the switch could be done only by Congress (Burga, 2025).

    3.
    **_Public and State Dependence on Federal Funding_**

    Most states do not have the budget capacity to make up for lost federal education funds. In Mississippi, for instance, 15% of the state's educational budget comes from federal money (Inskeep & Haney, 2024). Governors and legislatures across parties will not fund policies that risk their schools' solvency.

    **Potential Consequences of Eliminating the Department of Education**

    There are some negative effects that would come to be once the department of education is abolished:

    1.
    **_Economic Collapse of Higher Education_** _:_ Sudden elimination of federal student aid would affect millions of students who are not able to afford college, leading to crumbling enrollment numbers and the shutdown of colleges (Habash, 2025). Private lenders will fill the gap, but with higher rates of interest and lower borrower protections, deepening the crisis of student debt.

    2.
    **_Erosion of Civil Rights Protections_** _:_ Without federal authority, schools would be free to rescind accessibility provisions for students with disabilities or ignore Title IX complaints (Brasch et al., 2025). These changes would disproportionately impact minority groups, whose members would experience more discrimination and exclusion.

    3.
    **_Broadening Educational Inequalities:_** Low-income schools, which are reliant on Title I funding, would be disproportionately affected. Absent federal aid, those schools might cut after-school activities, cut teacher staffing, or even close their doors.

    4.
    **_Loss of National Standards and Accountability:_** The ED guarantees that every state has basic education standards. Without it, there would be a patchwork of uneven policy that harms student mobility as well as readiness in the workforce.

    **Counterarguments and Rebuttals**

    Those against abolishing the ED argue that states must regulate education and cutting bureaucracy is cost-effective. While local control has advantages, federal government regulation is needed to prevent inconsistency. For example, without IDEA, special education would be underfunded by states, which would deny disabled students access to services (Habash, 2025). Administrative costs in the ED are minimal (less than 2% of its spending). Most money helps students and schools directly, which makes cost-saving in abolition minimal.

    **Conclusion**

    The Department of Education is an essential component of America's educational landscape. Its programs and protections ensure a quality education for all students, regardless of their background. Political debates over its role will certainly continue, but the facts unequivocally attest to the need for a strong federal education agency. Strengthening, not dismantling, the department is what policymakers must keep in mind when seeking to enhance education for future generations.

    References

    Brasch, B., Meckler, L., & Timsit, A. (2025).
    _Key functions of the Education Department, which Trump is moving to dismantle._ The Washington Post.
    [https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/](https://www.washingtonpost.com/education/2025/02/04/department-of-education-explained-trump/)

    Burga, S. (2025).
    _Can Trump Dismantle the Department of Education?_ Here’s What to Know. Time Magazine.
    [https://time.com/7213488/trump-dismantle-department-of-education/](https://time.com/7213488/trump-dismantle-department-of-education/)

    Faguy, A. (2025).
    _What does the Department of Education do – and can Trump dismantle it?_ BBC News.
    [https://www.bbc.com/news/articles/c79zxzj90nno](https://www.bbc.com/news/articles/c79zxzj90nno)

    Habash, T. (2025). Donald Trump Can’t Actually Dismantle the Department of Education, but His Policies Still Threaten Us All.
    _Action Report #3. Center for the Defense of Academic Freedom._ [https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf](https://www.aaup.org/sites/default/files/ActionReport3_%20Will_Trump_Dismantle_Dept_of_ED.docx.pdf)

    Inskeep, S., & Haney, T. (2024).
    _What Trump's pledge to close Dept. of Education means for students, GOP-led states._ NPR.
    [https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education](https://www.npr.org/2024/11/14/nx-s1-5181966/a-look-at-the-potential-impact-of-shutting-down-the-department-of-education)

  • [Solved] Final Advocacy Porfolio

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    In-depth study guidance and analytical solution covering Final Advocacy Porfolio.

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    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] feedback Cat

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    In psychology, factor analysis is a statistical method used to identify underlying relationships between variables by reducing a large set of variables to a smaller, more manageable set of factors. Essentially, factor analysis enables researchers to understand the data structure and identify variabl…

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    In psychology, factor analysis is a statistical method used to identify underlying relationships between variables by reducing a large set of variables to a smaller, more manageable set of factors. Essentially, factor analysis enables researchers to understand the data structure and identify variables that tend to cluster together, suggesting they are influenced by the same underlying factors (Gary R. VandenBos, 2015).

    An example of an assessment instrument that has delineated factors is the MMPI-2 (Minnesota Multiphasic Personality Inventory-2). The MMPI-2 contains 567 true-false questions addressing mental health symptoms, beliefs, and attitudes that are grouped into scales (clusters of items) that address specific clinical problems such as depression or anxiety. An MMPI scale allows the clinician to compare the client's responses with those of thousands of others. To gain a perspective on the patient's test results, the MMPI-2 scores are compared to the normative sample, a large representative sample of people from across the United States. This comparison allows the interpreter to determine if the person's responses are different from those of people who do not have mental health problems. Suppose the patient obtains scores in the extreme ranges, for example, on the Depression scale (compared with the normative sample). In that case, they are likely to be experiencing problems comparable to the clinical samples of depressed clients that have been studied. The MMPI-2 results provide the practitioner with a clearer understanding of the patient's symptoms and personality features, helping to identify potential areas for exploration in therapy.

    Factor analysis is a statistical technique used to identify underlying dimensions or factors that explain the relationships between variables in a dataset. The MMPI-2 (Minnesota Multiphasic Personality Inventory-2) comprises a range of scales and subscales designed to evaluate various aspects of personality and psychopathology. These scales can be broadly categorized into clinical, content, and validity scales.

    The original 10 clinical scales are designed to measure various psychological and psychiatric traits **.** They include Hypochondriasis (Hs), Depression (D), Hysteria (Hy), Psychopathic Deviate (Pd), Masculinity-Femininity (Mf), Paranoia (Pa), Psychasthenia (Pt), Schizophrenia (Sc), Hypomania (Ma), and Social Introversion (Si). The MMPI-2 content scales provide specific insights into various psychological issues by focusing on distinct themes and problems, offering a more detailed picture of an individual's personality and difficulties. Some examples include anxiety, depression, fears, obsession, bizarre mentation, anger, cynicism, low self-esteem, social discomfort, and antisocial practices. The MMPI-2 validity scales help determine the reliability of a test taker's responses and identify potential issues, such as faking good or bad, or random responding. These scales help ensure the accuracy of the personality profile by flagging potentially invalid profiles as Over-Reporting/Exaggerating Symptoms (Faking Bad) or  Under-Reporting/Minimizing Symptoms (Faking Good).

    Both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) have been used in research with the MMPI-2 and MMPI-2-RF, each serving different purposes. The difference between them is that EFA is used to identify underlying factors within a dataset, while CFA tests a pre-existing theoretical model of those factors. Studies have used EFA to explore the structure of the MMPI-2-RF items about specific diagnoses like schizophrenia and ASD, and to compare the MMPI-2 and MMPI-2-RF in assessing personality characteristics. CFA has been used to examine how existing MMPI-2-RF scales map onto a latent structure and to test the psychometric properties of subscales within the MMPI-2 PSY-5 modes.

    References

    Butcher, J. N. (1999). _A beginner's guide to the MMPI-2_. American Psychological Association

    Gary R VandenBos, E. (2015). _APA concise dictionary of psychology_.

    Floyd AE, Gupta V. Minnesota Multiphasic Personality Inventory. [Updated 2023 Apr 24]. In: StatPearls [Internet]. Treasure Island (FL): StatPearls Publishing; 2025 Jan-. Available from: https://www.ncbi.nlm.nih.gov/books/NBK557525/

    Quilty LC, Bagby RM. Psychometric and structural analysis of the MMPI-2 Personality Psychopathology Five (PSY-5) facet subscale

    – a year ago

  • [Solved] Explore Azure

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    – 2 years ago **files (1)** – ## Step5-ExploreAzureFinalReportTemplate.docx **## Step5-ExploreAzureFinalReportTemplate.docx** **Project 1 – Explore Microsoft Azure Final Report Template** Executive Summary (<1 page) Explore services and offerings of Microsoft Azure cloud (2 pages) ## Provision Provi…

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    – 2 years ago

    **files (1)**

    – ## Step5-ExploreAzureFinalReportTemplate.docx

    **## Step5-ExploreAzureFinalReportTemplate.docx**

    **Project 1 – Explore Microsoft Azure Final Report Template**

    Executive Summary (<1 page)

    Explore services and offerings of Microsoft Azure cloud (2 pages)

    ## Provision Provision and Prepare Web Server Virtual Machine (2–3 pages)

    ## Create Azure VM Scale Set with Load Balancer lab (2-3 pages **)**

    Deploy Azure PaaS Web Application (2-3 pages)

    Comparison of AWS IaaS/PaaS services vs. Azure ones and recommendations for BallotOnline management regarding using Azure (1-2 page)

    Conclusion (<1 page)

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 1: Explore services and offerings of Microsoft Azure cloud

    You will start your exploration of Microsoft Azure cloud offering by looking at general overviews of its services and offerings.

    **Resources**

    Check out and study the content of following links on Microsoft website:

    ·
    [Get to know Azure](https://azure.microsoft.com/en-us/explore/) – for general introduction of Azure

    ·
    [What is the Azure portal?](https://learn.microsoft.com/en-us/azure/azure-portal/azure-portal-overview) – for overview of Azure web portal

    ·
    [Global Infrastructure](https://azure.microsoft.com/en-us/explore/global-infrastructure/) – for overview of Azure infrastructure

    ·
    [Browse Azure products](https://learn.microsoft.com/en-us/azure/?product=popular)  for overview of popular Azure products and services

    ·
    [Student Hub](https://learn.microsoft.com/en-us/training/student-hub)  – for learning about Azure student accounts and educational offerings

    ·
    [Technical documentation](https://learn.microsoft.com/en-us/docs/) – starting point for all Azure technical documentation

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 2: BallotOnline PoC in Azure: Provision and Prepare Web Server Virtual Machine

    The BallotOnline management has asked you to build an environment as a proof of concept on Microsoft Azure cloud to migrate the BallotOnline web service. This environment will consist of
    [virtual servers](https://leocontent.umgc.edu/content/scor/uncurated/cca/2218-cca625/learning-topic-list/virtual-servers.html?ou=1275396) or virtual machines made up of a group of instances that will be used to serve out the BallotOnline website.

    In Step 2 of our Azure exploration project you will deploy a
    [virtual machine in Azure](https://learn.microsoft.com/en-us/azure/virtual-machines/) and equip it with all installs needed to serve the BallotOnline web page.

    You will configure VM with NGIX, a widely used open-source web server, and install the BallotOnline website data.

    The webmaster of the BallotOnline website has provided you with the files to migrate to Azure. The files are compressed in a zip file and can be accessed
    [here](https://leocontent.umgc.edu/content/dam/course-content/tgs/cca/cca-625/document/website.zip?ou=1275396).

    Finally, you will perform a test to ensure that the new web services are available.

    After the basic infrastructure is provisioned, in the next project step you will configure your deployment to provide its web services in an auto-scaled and load-balanced environment.

    **Take Action**

    Complete the Provision and Prepare Web Server VM lab following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-2—-ballotonline-poc-in-azure.html?ou=1275396).

    As you build out this environment, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · URL to your test migration website

    · Brief summary of your progress in completing the lab

    Submit your work using the assignment dropbox below. In the next step, you will test your work.

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 3: BallotOnline PoC in Azure: Create Azure VM Scale Set with Load Balancer

    In the previous step, you provisioned an Azure VM and configured it to support BallotOnline's website.

    Now, you will create a Virtual Machine image based on your server, and use it to create and configure
    [Azure Scale Set](https://learn.microsoft.com/en-us/azure/virtual-machine-scale-sets/overview) – a service allowing for auto-scaling multiple VMs based on a machine image. While provisioning your scale set, you will automatically associate it with a load balancer, to distribute website requests among VMs in the scale set.

    As in the previous step, you will use the Azure web portal to provision and configure your resources. Manual creation of these resources illustrates the PaaS-level services in Microsoft Azure cloud.

    **Take Action**

    Complete the Deploy Scale Set and Load Balancer lab by following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-3—ballotonline-poc-in-azure.html?ou=1275396).

    As you perform your test, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · Demonstration of accessing the BallotOnline web page via the scale set URL.

    · Brief summary of your progress in completing the lab

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 4: BallotOnline PoC in Azure: Deploy Azure PaaS Web Application

    In the previous step, you implemented the BallotOnline PoC deployment using IaaS service set of Azure.

    In this step, you will explore and use the PaaS-level Azure service –
    [Azure Web App Service](https://learn.microsoft.com/en-us/azure/app-service).

    It enables you, among other things, to build and host web apps in the programming language of your choice without managing infrastructure.

    You will also use
    [Azure CLI](https://learn.microsoft.com/en-us/cli/azure/what-is-azure-cli) to provision your Web app and associated resources.

    **Take Action**

    Complete the BallotOnline PoC in Azure: Create Azure PaaS Web Application lab by following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-4—ballotonline-poc-in-azure.html?ou=1275396).

    As you perform your test, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · Demonstration of accessing the BallotOnline web page via the scale set URL

    · Brief summary of your progress in completing the lab

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 5: Write Explore Microsoft Azure Final Technical Report

    In the previous project steps, you explored and used Azure IaaS and PaaS services to migration of BallotOnline's web services to Azure. Now, you will document the lessons learned during the buildout of the Azure environments and your test migration in your final report to BallotOnline management.

    Here are some areas to consider:

    · What challenges did you encounter while building out the Azure environment?

    · Did you encounter any errors while building out the Azure environment? If so, elaborate.

    · Did you encounter any issues while testing the migration? If so, elaborate.

    Compile a final report for management that includes an
    [executive summary](https://leocontent.umgc.edu/content/scor/uncurated/cca/2218-cca625/learning-topic-list/executive-summary.html?ou=1275396), all lab reports, and lessons learned, and a summary of the lessons learned from the project.

    The final document should be between 12 and 15 pages, including the code and screenshots from the workshops you completed.

    Use the
    [Explore Azure Final Report template](https://leocontent.umgc.edu/content/dam/course-content/tgs/ccs/ccs-670-cloud-computing-orchestration/documents/Step%205%20-%20Explore%20Azure%20Final%20Report%20Template.docx?ou=1275396) to submit your work to the assignment dropbox below.

    **Check Your Evaluation Criteria**

    Before you submit your assignment, review the competencies below, which your instructor will use to evaluate your work. A good practice would be to use each competency as a self-check to confirm you have incorporated all of them. To view the complete grading rubric, click My Tools, select Assignments from the drop-down menu, and then click the project title.

    · 2.1: Identify and clearly explain the issue, question, or problem under critical consideration.

    · 2.2: Locate and access sufficient information to investigate the issue or problem.

    · 2.3: Evaluate the information in a logical and organized manner to determine its value and relevance to the problem.

    · 2.4: Consider and analyze information in context to the issue or problem.

    · 9.5: Design virtualized network infrastructure to meet business needs.

    · 9.6: Design cloud storage infrastructure to meet business needs.

    · 10.2: Create and deploy virtual machines.

    · 10.3: Configure cloud management tools and software.

    · 10.4: Configure cloud orchestration and automation software.

    · 10.7: Configure a public cloud infrastructure using industry leading provider(s).

    **## Step5-ExploreAzureFinalReportTemplate.docx**

    **Project 1 – Explore Microsoft Azure Final Report Template**

    Executive Summary (<1 page)

    Explore services and offerings of Microsoft Azure cloud (2 pages)

    ## Provision Provision and Prepare Web Server Virtual Machine (2–3 pages)

    ## Create Azure VM Scale Set with Load Balancer lab (2-3 pages **)**

    Deploy Azure PaaS Web Application (2-3 pages)

    Comparison of AWS IaaS/PaaS services vs. Azure ones and recommendations for BallotOnline management regarding using Azure (1-2 page)

    Conclusion (<1 page)

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 1: Explore services and offerings of Microsoft Azure cloud

    You will start your exploration of Microsoft Azure cloud offering by looking at general overviews of its services and offerings.

    **Resources**

    Check out and study the content of following links on Microsoft website:

    ·
    [Get to know Azure](https://azure.microsoft.com/en-us/explore/) – for general introduction of Azure

    ·
    [What is the Azure portal?](https://learn.microsoft.com/en-us/azure/azure-portal/azure-portal-overview) – for overview of Azure web portal

    ·
    [Global Infrastructure](https://azure.microsoft.com/en-us/explore/global-infrastructure/) – for overview of Azure infrastructure

    ·
    [Browse Azure products](https://learn.microsoft.com/en-us/azure/?product=popular)  for overview of popular Azure products and services

    ·
    [Student Hub](https://learn.microsoft.com/en-us/training/student-hub)  – for learning about Azure student accounts and educational offerings

    ·
    [Technical documentation](https://learn.microsoft.com/en-us/docs/) – starting point for all Azure technical documentation

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 2: BallotOnline PoC in Azure: Provision and Prepare Web Server Virtual Machine

    The BallotOnline management has asked you to build an environment as a proof of concept on Microsoft Azure cloud to migrate the BallotOnline web service. This environment will consist of
    [virtual servers](https://leocontent.umgc.edu/content/scor/uncurated/cca/2218-cca625/learning-topic-list/virtual-servers.html?ou=1275396) or virtual machines made up of a group of instances that will be used to serve out the BallotOnline website.

    In Step 2 of our Azure exploration project you will deploy a
    [virtual machine in Azure](https://learn.microsoft.com/en-us/azure/virtual-machines/) and equip it with all installs needed to serve the BallotOnline web page.

    You will configure VM with NGIX, a widely used open-source web server, and install the BallotOnline website data.

    The webmaster of the BallotOnline website has provided you with the files to migrate to Azure. The files are compressed in a zip file and can be accessed
    [here](https://leocontent.umgc.edu/content/dam/course-content/tgs/cca/cca-625/document/website.zip?ou=1275396).

    Finally, you will perform a test to ensure that the new web services are available.

    After the basic infrastructure is provisioned, in the next project step you will configure your deployment to provide its web services in an auto-scaled and load-balanced environment.

    **Take Action**

    Complete the Provision and Prepare Web Server VM lab following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-2—-ballotonline-poc-in-azure.html?ou=1275396).

    As you build out this environment, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · URL to your test migration website

    · Brief summary of your progress in completing the lab

    Submit your work using the assignment dropbox below. In the next step, you will test your work.

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 3: BallotOnline PoC in Azure: Create Azure VM Scale Set with Load Balancer

    In the previous step, you provisioned an Azure VM and configured it to support BallotOnline's website.

    Now, you will create a Virtual Machine image based on your server, and use it to create and configure
    [Azure Scale Set](https://learn.microsoft.com/en-us/azure/virtual-machine-scale-sets/overview) – a service allowing for auto-scaling multiple VMs based on a machine image. While provisioning your scale set, you will automatically associate it with a load balancer, to distribute website requests among VMs in the scale set.

    As in the previous step, you will use the Azure web portal to provision and configure your resources. Manual creation of these resources illustrates the PaaS-level services in Microsoft Azure cloud.

    **Take Action**

    Complete the Deploy Scale Set and Load Balancer lab by following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-3—ballotonline-poc-in-azure.html?ou=1275396).

    As you perform your test, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · Demonstration of accessing the BallotOnline web page via the scale set URL.

    · Brief summary of your progress in completing the lab

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 4: BallotOnline PoC in Azure: Deploy Azure PaaS Web Application

    In the previous step, you implemented the BallotOnline PoC deployment using IaaS service set of Azure.

    In this step, you will explore and use the PaaS-level Azure service –
    [Azure Web App Service](https://learn.microsoft.com/en-us/azure/app-service).

    It enables you, among other things, to build and host web apps in the programming language of your choice without managing infrastructure.

    You will also use
    [Azure CLI](https://learn.microsoft.com/en-us/cli/azure/what-is-azure-cli) to provision your Web app and associated resources.

    **Take Action**

    Complete the BallotOnline PoC in Azure: Create Azure PaaS Web Application lab by following the
    [lab guide](https://leocontent.umgc.edu/content/umuc/tgs/ccs/ccs670/2252/course-resource-list/project-lab-guides/project-1/step-4—ballotonline-poc-in-azure.html?ou=1275396).

    As you perform your test, you will capture your progress with screenshots as indicated in the lab instructions.

    Lab results should include the following items:

    · Screenshots of your progress in completing the labs (refer to lab instructions)

    · Demonstration of accessing the BallotOnline web page via the scale set URL

    · Brief summary of your progress in completing the lab

    **Take Action**

    Submit your assignment to your instructor for review and feedback.

    Follow these steps to access the assignment:

    · Click My Tools in the top navigation bar.

    · Click Assignments.

    · Select the relevant assignment.

    Project 1: Explore IaaS and PaaS Services in Microsoft Azure
    Step 5: Write Explore Microsoft Azure Final Technical Report

    In the previous project steps, you explored and used Azure IaaS and PaaS services to migration of BallotOnline's web services to Azure. Now, you will document the lessons learned during the buildout of the Azure environments and your test migration in your final report to BallotOnline management.

    Here are some areas to consider:

    · What challenges did you encounter while building out the Azure environment?

    · Did you encounter any errors while building out the Azure environment? If so, elaborate.

    · Did you encounter any issues while testing the migration? If so, elaborate.

    Compile a final report for management that includes an
    [executive summary](https://leocontent.umgc.edu/content/scor/uncurated/cca/2218-cca625/learning-topic-list/executive-summary.html?ou=1275396), all lab reports, and lessons learned, and a summary of the lessons learned from the project.

    The final document should be between 12 and 15 pages, including the code and screenshots from the workshops you completed.

    Use the
    [Explore Azure Final Report template](https://leocontent.umgc.edu/content/dam/course-content/tgs/ccs/ccs-670-cloud-computing-orchestration/documents/Step%205%20-%20Explore%20Azure%20Final%20Report%20Template.docx?ou=1275396) to submit your work to the assignment dropbox below.

    **Check Your Evaluation Criteria**

    Before you submit your assignment, review the competencies below, which your instructor will use to evaluate your work. A good practice would be to use each competency as a self-check to confirm you have incorporated all of them. To view the complete grading rubric, click My Tools, select Assignments from the drop-down menu, and then click the project title.

    · 2.1: Identify and clearly explain the issue, question, or problem under critical consideration.

    · 2.2: Locate and access sufficient information to investigate the issue or problem.

    · 2.3: Evaluate the information in a logical and organized manner to determine its value and relevance to the problem.

    · 2.4: Consider and analyze information in context to the issue or problem.

    · 9.5: Design virtualized network infrastructure to meet business needs.

    · 9.6: Design cloud storage infrastructure to meet business needs.

    · 10.2: Create and deploy virtual machines.

    · 10.3: Configure cloud management tools and software.

    · 10.4: Configure cloud orchestration and automation software.

    · 10.7: Configure a public cloud infrastructure using industry leading provider(s).

  • [Solved] Education Wellness in Healthcare Assignment

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    – 2 years ago **files (6)** – ## WellnessInHealthCareWorksheet.docx – ## HowtoDesignanEthicalOrganization.pdf – EuthnasiaAssistedSuicideandPalliativeSedation.pdf – SmokingNormsRegulationofECigs.pdf – EthicsWithouttheSermonBook.pdf – AssistedSuicideArticle.pdf **## WellnessInHealthCareWorksheet.docx*…

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    – 2 years ago

    **files (6)**

    – ## WellnessInHealthCareWorksheet.docx

    – ## HowtoDesignanEthicalOrganization.pdf

    – EuthnasiaAssistedSuicideandPalliativeSedation.pdf
    – SmokingNormsRegulationofECigs.pdf
    – EthicsWithouttheSermonBook.pdf
    – AssistedSuicideArticle.pdf

    **## WellnessInHealthCareWorksheet.docx**

    ![](https://www.sweetstudy.com/questions/education-wellness-in-healthcare-assignment)

    **Wellness in Health Care**

    Name:

    Professor:

    Date:

    An important part of health care is the wellness of health care providers. Negligence in these areas can result in a tangible reduction in effective care for patients. It can also affect the work environment and pour over into other areas in the life of a provider. However, there are tools available and ways to aid in the mental, physical, and spiritual wellness of practitioners.

    For this assignment, review the scenario and respond to the provided prompts. Along with the textbook, use a minimum of two scholarly sources from the GCU Library.

    **_Scenario_**

    Dr. Davis frequently works long shifts in the Emergency Department. Recently, he began picking up extra shifts to provide coverage due to understaffing. Within the last 6 months, two providers have left. Until additional staff are hired, those remaining are left to cover the vacated shifts. Additionally, Dr. Davis has a wife, twin girls who are eight, and son who is not yet one year old. The extra hours are beginning to take a toll. Dr. Davis has always had lots of energy and is very positive in the workplace. However, as of late, Dr. Davis seems to be acting differently with patients. Within the last week, his mood has transitioned from being joyful and engaging to being sad, disengaged, and distant. Dr. Davis has also been heard making comments about not feeling appreciated by the organization. It is clear that there should be concern regarding Dr. Davis's mental state and well-being.

    With this scenario in mind, please answer the following questions:

    1.
    **Explain how working together as a team can have a positive impact on a medical professional's health and wellness. What could staff do to help Dr. Davis feel more appreciated and supported? (200-300 words)**

    | |
    | — |
    | <Text> |

    2.
    **Discuss the impact that spiritual wellness can have on a medical professional's stress. How might spiritual wellness be emphasized more in the workplace? (200-300 words)**

    | |
    | — |
    | <Text> |

    3.
    **Identify ways in which burnout and stress can be reduced. What can employers do to help? (200-300 words)**

    | |
    | — |
    | <Text> |

    4.
    **Given the scenario above, how would you make sure that the proper people were made aware to step in and help Dr. Davis? (200-300 words)**

    | |
    | — |
    | <Text> |

    **References:**

    | |
    | — |
    | <Text> |

    © 2019. Grand Canyon University. All Rights Reserved.

    © 2019. Grand Canyon University. All Rights Reserved.

    ## image1.jpeg

    **## HowtoDesignanEthicalOrganization.pdf**

    144 Harvard Business Review
    May–June 2019

    How to Design an
    Ethical Organization

    _HBR_MayJun19

    Harvard Business Review
    May–June 2019 145

    Nicholas Epley
    Professor, Booth School
    of Business

    Amit Kumar
    Assistant professor,
    University of Texas
    at Austin

    PHOTOGRAPHER STEVEN DERKS ETHICS

    AUTHORS

    IDEA IN BRIEF

    THE PROBLEM
    Unethical behavior
    ruins reputations,
    harms employee
    morale, and increases
    regulatory costs—
    not to mention
    damages society’s
    trust in business. Yet
    corporate scandals
    are a recurring reality.

    WHAT DOESN’T WORK
    Compliance
    programs take a
    legalistic approach
    to ethics that
    focuses on individual
    accountability—but
    a large body of
    behavioral science
    research suggests that
    even well-meaning
    and well-informed
    individuals are
    ethically malleable.

    A BETTER WAY
    Leaders must design
    workplace contexts
    that encourage good
    behavior. Keeping
    prosocial values
    top of mind for
    employees as they
    make decisions will
    reduce the likelihood
    of transgressions
    while making workers
    happier and more
    productive.

    From Volkswagen’s emissions fiasco to Wells Fargo’s deceptive
    sales practices to Uber’s privacy intrusions, corporate wrongdoing
    is a continuing reality in global business. Unethical behavior takes a
    significant toll on organizations by damaging reputations, harming
    employee morale, and increasing regulatory costs—not to mention
    the wider damage to society’s overall trust in business. Few executives
    set out to achieve advantage by breaking the rules, and most
    companies have programs in place to prevent malfeasance at all
    levels. Yet recurring scandals show that we could do better.

    START HERE

    146 Harvard Business Review
    May–June 2019

    Interventions to encourage ethical behavior are often
    based on misperceptions of how transgressions occur,
    and thus are not as e!ective as they could be. Compliance
    programs increasingly take a legalistic approach to ethics
    that focuses on individual accountability. They’re designed
    to educate employees and then punish wrongdoing among
    the “bad apples” who misbehave. Yet a large body of behav-
    ioral science research suggests that even well-meaning and
    well-informed people are more ethically malleable than one
    might guess. When watching a potential emergency unfold,
    for example, people are much more likely to intervene if they
    are alone than if other bystanders are around—because they
    think others will deal with the situation, believe that others
    are more quali"ed to help, or fail to recognize an emergency
    because others don’t look alarmed. Small changes to the
    context can have a signi"cant e!ect on a person’s behav-
    ior. Yet people in the midst of these situations tend not to
    recognize the in#uence of context. In Stanley Milgram’s
    famous obedience experiments, participants who were
    told by an authority "gure to deliver increasingly powerful
    electric shocks to another person progressed to a much
    higher voltage than other people predicted they themselves
    would deliver. Context is not just powerful, researchers have
    learned; it is surprisingly powerful.

    Pillars of an Ethical Culture
    CREATI NG AN ET H ICA L culture thus requires thinking about
    ethics not simply as a belief problem but also as a design prob-
    lem. We have identi"ed four critical features that need to be
    addressed when designing an ethical culture: explicit values,
    thoughts during judgment, incentives, and cultural norms.

    EXPLICIT VALUES > Strategies and practices should be
    anchored to clearly stated principles that can be widely
    shared within the organization. A well-crafted mission
    statement can help achieve this, as long as it is used correctly.
    Leaders can refer to it to guide the creation of any new
    strategy or initiative and note its connection to the compa-
    ny’s principles when addressing employees, thus reinforcing
    the broader ethical system. Employees should easily be
    able to see how ethical principles in#uence a company’s
    practices. They’re likely to behave di!erently if they think

    the organization is being guided by the ethos of Mr. Rogers,
    the relentlessly kind PBS show host, versus that of Gordon
    Gekko, the relentlessly greedy banker in the "lm Wall Street.
    Indeed, in one experiment, 70% of participants playing an
    economic game with a partner cooperated for mutual gain
    when it was called the Community Game, but only 30%
    cooperated when it was called the Wall Street Game. This
    dramatic e!ect occurred even though the "nancial incen-
    tives were identical.

    A mission statement should be simple, short, actionable,
    and emotionally resonant. Most corporate mission state-
    ments today are too long to remember, too obvious to need
    stating, too clearly tailored for regulators, or too distant from
    day-to-day practices to meaningfully guide employees. A
    statement can’t be just words on paper; it must undergird not
    only strategy but policies around hiring, "ring, promoting,
    and operations so that core ethical principles are deeply
    embedded throughout the organization. Patagonia’s mission
    statement, for instance, is “Build the best product, cause
    no unnecessary harm, use business to inspire and imple-
    ment solutions to the environmental crisis.” Its Worn Wear
    initiative implements its mission by enabling employees to
    help consumers repair or recycle their products. Patagonia
    also developed a standardized metric, posted on its website,
    to evaluate the environmental impact of its entire supply
    chain. Zappos says its number one core value is to “Deliver
    WOW through service” to customers, according them respect
    and dignity. It implements this value by not measuring the
    average length of customer service calls (the industry stan-
    dard), so employees can spend as much time with customers
    as necessary. Mission statements like these help keep an
    organization’s values crystal clear in employees’ minds.

    THOUGHTS DURING JUDGMENT > Most people have
    less di$culty knowing what’s right or wrong than they do
    keeping ethical considerations top of mind when making
    decisions. Ethical lapses can therefore be reduced in a
    culture where ethics are at the center of attention. You might
    know that it’s wrong to hurt someone else’s chances of being
    hired but fail to think of the harm you cause to unknown
    applicants when trying to help a friend, a family member,
    or a business school classmate land a job. Behavior tends
    to be guided by what comes to mind immediately before

    Even well-meaning and well-informed people are
    more ethically malleable than one might guess.

    ETHICS

    Harvard Business Review
    May–June 2019 147

    engaging in an action, and those thoughts can be meaning-
    fully a!ected by context. Should someone remind you that
    helping a friend necessarily hurts the chances of people you
    don’t happen to know, you might think twice about whether
    your advocacy e!orts are appropriate.

    Several experiments make this point. In one, people were
    more likely to tell the truth when an honor code came at the
    beginning of a form—thereby putting ethics top of mind as
    they completed the form—than when it was posted at the
    end. In a large "eld experiment of approximately 18,000
    U.S. government contractors, simply adding a box for "lers
    to check certifying their honesty while reporting yielded
    $28.6 million more in sales tax revenue than did a condition
    that omitted the box. And in a simulation that asked MBA
    students to play the role of "nancial adviser, having them
    complete an ethics checklist before recommending potential
    investment funds signi"cantly decreased the percentage
    who recommended what turned out to be the Mado! feeder
    fund. When ethics were top of mind, the students were more
    alert to the possibility that the fund was too good to be true.

    As a counterexample, Enron was notorious for its constant
    focus on stock price, even posting it in the elevators. Re#ect-
    ing on his own misdeeds, its former CFO Andy Fastow said,
    “I knew it was wrong.… But I didn’t think it was illegal.… The
    question I should have asked is not what is the rule, but what
    is the principle.” People working in an ethical culture are
    routinely triggered to think, Is it right? rather than Is it legal?

    INCENTIVES > It is a boring truism that people do what
    they’re incentivized to do, meaning that aligning rewards
    with ethical outcomes is an obvious solution to many ethical
    problems. That may sound simple (just pay people for acting
    ethically), but money goes only so far, and incentive pro-
    grams must provide a variety of rewards to be e!ective.

    Along with earning an income, employees care about
    doing meaningful work, making a positive impact, and
    being respected or appreciated for their e!orts. In one
    experiment, hospital sta! members were more likely to
    follow correct handwashing procedures when a sign above
    the sink reminded them of consequences to others (“Hand
    hygiene prevents patients from catching diseases”) than
    when it reminded them of personal consequences. Never-
    theless, managers may easily overlook the importance of

    non"nancial incentives. When asked how important such
    incentives were to employees, customer service managers at
    one Fortune 500 "rm tended to dramatically underestimate
    what they meant to their reports.

    In addition to aligning "nancial incentives with desired
    outcomes, ethical cultures provide explicit opportunities to
    bene"t others and reward people who do so with recogni-
    tion, praise, and validation. If, for instance, your employees
    are making people’s lives meaningfully better in some way,
    pointing that out will encourage future ethical behavior.
    It may even improve performance, because the reward is
    aligned with ethical motivation. In one experiment, sales-
    people for a large pharmaceutical company performed
    dramatically better after participating in a prosocial bonus
    system, which encouraged them to spend a small award on
    their teammates, compared with a typical “proself” bonus
    system, in which they spent the award on themselves.

    This approach to incentives may have ancillary HR
    bene"ts. People tend to underestimate both how positive
    they will feel about connecting with others in a prosocial way
    and the positive impact their behavior will have on others. In
    a "eld experiment with Virgin Atlantic pilots, a bonus system
    for increasing fuel economy was structured so that the bonus
    went to a charity of their choosing. The resulting increase in
    their job satisfaction was similar in magnitude to the e!ect
    of moving from poor health to good health. Companies that
    use prosocial incentives are likely to produce happier, more
    satis"ed, and more loyal employees. An ethical culture not
    only does good; it also feels good.

    CULTURAL NORMS > Most leaders intuitively recog-
    nize the importance of “tone at the top” for setting ethical
    standards in an organization. Easily overlooked is “tone
    in the middle,” which may actually be a more signi"cant
    driver of employees’ behavior. Good leaders produce good
    followers; but if employees in the middle of the organization
    are surrounded by coworkers who are lying, cheating, or
    stealing, they will most likely do the same, regardless of what
    their bosses say. So-called descriptive norms—how peers
    actually behave—tend to exert the most social in#uence. In
    one "eld experiment conducted by a UK government agency,
    13 versions of a letter were sent to delinquent taxpayers,
    including versions that referenced moral principles, the ease

    ETHICS

    Money goes only so far; incentive programs must
    provide a variety of rewards to be effective.

    148 Harvard Business Review
    May–June 2019

    of paying taxes, or !nancial penalties. The most e"ective
    letter compared the recipient’s behavior with that of fellow
    citizens: “Nine out of ten people in the UK pay their taxes on
    time. You are currently in the very small minority of people
    who have not paid us yet.”

    People often fail to appreciate the power of social norms.
    When researchers were interested in determining how best
    to encourage energy e#ciency among a group of Califor-
    nians, for instance, they !rst asked a group of nearly 1,000
    residents to predict the e"ectiveness of various approaches,
    including appeals to environmental protection, personal

    !nancial bene!ts, societal bene!ts, and social norms (what
    percentage of neighbors conserved energy by using fans).
    These residents expected that the environmental appeal
    would be most persuasive and the social norm appeal least
    persuasive. But when the researchers sent about 1,000 other
    residents one of the four appeals, the social norm had by far
    the biggest e"ect on reducing energy use.

    Leaders can encourage an ethical culture by highlighting
    the good things employees are doing. Although the natural
    tendency is to focus on cautionary tales or “ethical black
    holes,” doing so can make undesirable actions seem more

    Harvard Business Review
    May–June 2019 149

    common than they really are, potentially increasing uneth-
    ical behavior. To create more ethical norms, focus instead
    on “ethical beacons” in your organization: people who are
    putting the mission statement into practice or behaving in
    an exemplary fashion.

    Putting Ethical Design into Practice
    A LE AD E R D E S I G NI NG an ethical culture should try to create
    contexts that keep ethical principles top of mind, reward
    ethics through formal and informal incentives and opportu-
    nities, and weave ethics into day-to-day behavior. Precisely
    how this is achieved will vary among organizations, but here
    are a few examples.

    HIRING > First impressions are inordinately powerful. For
    many employees, an organization’s values were revealed
    during the hiring process. Although interviews are typically
    treated as opportunities for identifying the best candidate,
    they also begin the acculturation process. At one Fortune 100
    !rm, for instance, interview questions are designed around a
    core value, such as putting customer needs !rst. In one inter-
    view script, candidates are told of this value and then asked,
    “Tell me about a time when you uncovered an unmet need
    of a customer that you were able to address.” We don’t know
    if this question identi!ed people who are good at treating
    customers respectfully, but that’s not necessarily the point.
    Highlighting values in the interview reveals their importance
    to the organization. It is one piece of a broader system that
    draws attention to ethics.

    EVALUATION > Ethics can also be woven into the design of
    performance evaluations to highlight their importance to an
    organization as well as to reward and encourage good behav-
    ior. At Johnson & Johnson, for instance, each executive’s
    360-degree evaluation is built on the four components of
    the company’s famous credo, which expresses commitment
    to customers, employees, communities, and stakeholders.
    In one version of the evaluation we saw, each executive was
    rated on items such as “nurtures commitment to our Credo,”
    “confronts actions that are, or border on, the unethical,”
    and “establishes an environment in which uncompromising
    integrity is the norm.”

    COMPENSATION > Aligning !nancial incentives with eth-
    ical outcomes may sound easy in principle, but it is tricky in
    practice. This is where a mission statement can help. South-
    west Airlines has used an executive scorecard to tie compen-
    sation to its four core values: every employee matters, every
    "ight matters, every customer matters, and every share-
    holder matters. Each value is demonstrated by an objective
    measurement—“every employee matters” by voluntary
    turnover; “every "ight matters” by ontime performance. This
    scorecard highlights how well core ethical values align with
    business success, helps keep employees’ attention on them,
    and suggests the behaviors needed to realize them.

    Leaders can reward ethical actions by showing employees
    the positive impact of their work on others and recognizing
    their actions in presentations and publications. They can also
    create opportunities within the organization to behave ethi-
    cally toward colleagues. In one recent !eld experiment, man-
    agers were randomly assigned to perform !ve acts of kindness
    for certain fellow employees over a four-week period. Not only
    did this increase the number of kind acts observed within the
    organization, but recipients were more likely than controls
    to subsequently do kind things for other employees, demon-
    strating that ethical behavior can be contagious. These acts
    of kindness improved well-being for those performing them
    as well as for recipients. Perhaps most important, depressive
    symptoms dropped dramatically among both groups com-
    pared with the control condition, a result that continued for at
    least three months beyond the initial one-month intervention.

    Ethics, by Design
    NO COMPAN Y WILL ever be perfect, because no human
    being is perfect. Indeed, some companies we’ve used as
    examples have had serious ethical lapses. Real people are not
    purely good or purely evil but are capable of doing both good
    and evil. Organizations should aim to design a system that
    makes being good as easy as possible. That means attending
    carefully to the contexts people are actually in, making ethi-
    cal principles foundational in strategies and policies, keeping
    ethics top of mind, rewarding ethical behavior through a
    variety of incentives, and encouraging ethical norms in day-
    to-day practices. Doing so will never turn an organization full
    of humans into a host of angels, but it can help them be as
    ethical as they are capable of being. HBR Reprint R1903K

    NICHOLAS EPLEY is the John Templeton Keller Professor of
    Behavioral Science at the University of Chicago Booth School of

    Business and the author of Mindwise: How We Understand What
    Others Think, Believe, Feel, and Want (Knopf, 2014). AMIT KUMAR is
    an assistant professor of marketing and psychology at the University
    of Texas at Austin.

    ETHICS

    150 Harvard Business Review
    May–June 2019

    Copyright © Harvard Business Publishing. All Rights Reserved. This content is intended for
    individual research use only, subject to the following:

    Unless permission is expressly granted in a separate license, this content may NOT be used
    for classroom or teaching use, which includes teaching materials, electronic reserves, course
    packs or persistent linking from syllabi. Please consult your institution's librarian about the
    nature of relevant licenses held by your institution and the restrictions that may or may not
    apply.

    Unless permission is expressly granted in a separate license, this content may NOT be used in
    corporate training and/or as corporate learning materials. For corporate users, please consult
    the specific terms of your company's license(s) for complete information and restrictions.

    For more information and teaching resources from Harvard Business Publishing including
    Harvard Business School Cases, eLearning products, and business simulations please visit
    hbsp.harvard.edu.

    **EuthnasiaAssistedSuicideandPalliativeSedation.pdf**

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

    **SmokingNormsRegulationofECigs.pdf**

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    **EthicsWithouttheSermonBook.pdf**

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    **## WellnessInHealthCareWorksheet.docx**

    ![](https://www.sweetstudy.com/questions/education-wellness-in-healthcare-assignment)

    **Wellness in Health Care**

    Name:

    Professor:

    Date:

    An important part of health care is the wellness of health care providers. Negligence in these areas can result in a tangible reduction in effective care for patients. It can also affect the work environment and pour over into other areas in the life of a provider. However, there are tools available and ways to aid in the mental, physical, and spiritual wellness of practitioners.

    For this assignment, review the scenario and respond to the provided prompts. Along with the textbook, use a minimum of two scholarly sources from the GCU Library.

    **_Scenario_**

    Dr. Davis frequently works long shifts in the Emergency Department. Recently, he began picking up extra shifts to provide coverage due to understaffing. Within the last 6 months, two providers have left. Until additional staff are hired, those remaining are left to cover the vacated shifts. Additionally, Dr. Davis has a wife, twin girls who are eight, and son who is not yet one year old. The extra hours are beginning to take a toll. Dr. Davis has always had lots of energy and is very positive in the workplace. However, as of late, Dr. Davis seems to be acting differently with patients. Within the last week, his mood has transitioned from being joyful and engaging to being sad, disengaged, and distant. Dr. Davis has also been heard making comments about not feeling appreciated by the organization. It is clear that there should be concern regarding Dr. Davis's mental state and well-being.

    With this scenario in mind, please answer the following questions:

    1.
    **Explain how working together as a team can have a positive impact on a medical professional's health and wellness. What could staff do to help Dr. Davis feel more appreciated and supported? (200-300 words)**

    | |
    | — |
    | <Text> |

    2.
    **Discuss the impact that spiritual wellness can have on a medical professional's stress. How might spiritual wellness be emphasized more in the workplace? (200-300 words)**

    | |
    | — |
    | <Text> |

    3.
    **Identify ways in which burnout and stress can be reduced. What can employers do to help? (200-300 words)**

    | |
    | — |
    | <Text> |

    4.
    **Given the scenario above, how would you make sure that the proper people were made aware to step in and help Dr. Davis? (200-300 words)**

    | |
    | — |
    | <Text> |

    **References:**

    | |
    | — |
    | <Text> |

    © 2019. Grand Canyon University. All Rights Reserved.

    © 2019. Grand Canyon University. All Rights Reserved.

    ## image1.jpeg

    **## HowtoDesignanEthicalOrganization.pdf**

    144 Harvard Business Review
    May–June 2019

    How to Design an
    Ethical Organization

    _HBR_MayJun19

    Harvard Business Review
    May–June 2019 145

    Nicholas Epley
    Professor, Booth School
    of Business

    Amit Kumar
    Assistant professor,
    University of Texas
    at Austin

    PHOTOGRAPHER STEVEN DERKS ETHICS

    AUTHORS

    IDEA IN BRIEF

    THE PROBLEM
    Unethical behavior
    ruins reputations,
    harms employee
    morale, and increases
    regulatory costs—
    not to mention
    damages society’s
    trust in business. Yet
    corporate scandals
    are a recurring reality.

    WHAT DOESN’T WORK
    Compliance
    programs take a
    legalistic approach
    to ethics that
    focuses on individual
    accountability—but
    a large body of
    behavioral science
    research suggests that
    even well-meaning
    and well-informed
    individuals are
    ethically malleable.

    A BETTER WAY
    Leaders must design
    workplace contexts
    that encourage good
    behavior. Keeping
    prosocial values
    top of mind for
    employees as they
    make decisions will
    reduce the likelihood
    of transgressions
    while making workers
    happier and more
    productive.

    From Volkswagen’s emissions fiasco to Wells Fargo’s deceptive
    sales practices to Uber’s privacy intrusions, corporate wrongdoing
    is a continuing reality in global business. Unethical behavior takes a
    significant toll on organizations by damaging reputations, harming
    employee morale, and increasing regulatory costs—not to mention
    the wider damage to society’s overall trust in business. Few executives
    set out to achieve advantage by breaking the rules, and most
    companies have programs in place to prevent malfeasance at all
    levels. Yet recurring scandals show that we could do better.

    START HERE

    146 Harvard Business Review
    May–June 2019

    Interventions to encourage ethical behavior are often
    based on misperceptions of how transgressions occur,
    and thus are not as e!ective as they could be. Compliance
    programs increasingly take a legalistic approach to ethics
    that focuses on individual accountability. They’re designed
    to educate employees and then punish wrongdoing among
    the “bad apples” who misbehave. Yet a large body of behav-
    ioral science research suggests that even well-meaning and
    well-informed people are more ethically malleable than one
    might guess. When watching a potential emergency unfold,
    for example, people are much more likely to intervene if they
    are alone than if other bystanders are around—because they
    think others will deal with the situation, believe that others
    are more quali"ed to help, or fail to recognize an emergency
    because others don’t look alarmed. Small changes to the
    context can have a signi"cant e!ect on a person’s behav-
    ior. Yet people in the midst of these situations tend not to
    recognize the in#uence of context. In Stanley Milgram’s
    famous obedience experiments, participants who were
    told by an authority "gure to deliver increasingly powerful
    electric shocks to another person progressed to a much
    higher voltage than other people predicted they themselves
    would deliver. Context is not just powerful, researchers have
    learned; it is surprisingly powerful.

    Pillars of an Ethical Culture
    CREATI NG AN ET H ICA L culture thus requires thinking about
    ethics not simply as a belief problem but also as a design prob-
    lem. We have identi"ed four critical features that need to be
    addressed when designing an ethical culture: explicit values,
    thoughts during judgment, incentives, and cultural norms.

    EXPLICIT VALUES > Strategies and practices should be
    anchored to clearly stated principles that can be widely
    shared within the organization. A well-crafted mission
    statement can help achieve this, as long as it is used correctly.
    Leaders can refer to it to guide the creation of any new
    strategy or initiative and note its connection to the compa-
    ny’s principles when addressing employees, thus reinforcing
    the broader ethical system. Employees should easily be
    able to see how ethical principles in#uence a company’s
    practices. They’re likely to behave di!erently if they think

    the organization is being guided by the ethos of Mr. Rogers,
    the relentlessly kind PBS show host, versus that of Gordon
    Gekko, the relentlessly greedy banker in the "lm Wall Street.
    Indeed, in one experiment, 70% of participants playing an
    economic game with a partner cooperated for mutual gain
    when it was called the Community Game, but only 30%
    cooperated when it was called the Wall Street Game. This
    dramatic e!ect occurred even though the "nancial incen-
    tives were identical.

    A mission statement should be simple, short, actionable,
    and emotionally resonant. Most corporate mission state-
    ments today are too long to remember, too obvious to need
    stating, too clearly tailored for regulators, or too distant from
    day-to-day practices to meaningfully guide employees. A
    statement can’t be just words on paper; it must undergird not
    only strategy but policies around hiring, "ring, promoting,
    and operations so that core ethical principles are deeply
    embedded throughout the organization. Patagonia’s mission
    statement, for instance, is “Build the best product, cause
    no unnecessary harm, use business to inspire and imple-
    ment solutions to the environmental crisis.” Its Worn Wear
    initiative implements its mission by enabling employees to
    help consumers repair or recycle their products. Patagonia
    also developed a standardized metric, posted on its website,
    to evaluate the environmental impact of its entire supply
    chain. Zappos says its number one core value is to “Deliver
    WOW through service” to customers, according them respect
    and dignity. It implements this value by not measuring the
    average length of customer service calls (the industry stan-
    dard), so employees can spend as much time with customers
    as necessary. Mission statements like these help keep an
    organization’s values crystal clear in employees’ minds.

    THOUGHTS DURING JUDGMENT > Most people have
    less di$culty knowing what’s right or wrong than they do
    keeping ethical considerations top of mind when making
    decisions. Ethical lapses can therefore be reduced in a
    culture where ethics are at the center of attention. You might
    know that it’s wrong to hurt someone else’s chances of being
    hired but fail to think of the harm you cause to unknown
    applicants when trying to help a friend, a family member,
    or a business school classmate land a job. Behavior tends
    to be guided by what comes to mind immediately before

    Even well-meaning and well-informed people are
    more ethically malleable than one might guess.

    ETHICS

    Harvard Business Review
    May–June 2019 147

    engaging in an action, and those thoughts can be meaning-
    fully a!ected by context. Should someone remind you that
    helping a friend necessarily hurts the chances of people you
    don’t happen to know, you might think twice about whether
    your advocacy e!orts are appropriate.

    Several experiments make this point. In one, people were
    more likely to tell the truth when an honor code came at the
    beginning of a form—thereby putting ethics top of mind as
    they completed the form—than when it was posted at the
    end. In a large "eld experiment of approximately 18,000
    U.S. government contractors, simply adding a box for "lers
    to check certifying their honesty while reporting yielded
    $28.6 million more in sales tax revenue than did a condition
    that omitted the box. And in a simulation that asked MBA
    students to play the role of "nancial adviser, having them
    complete an ethics checklist before recommending potential
    investment funds signi"cantly decreased the percentage
    who recommended what turned out to be the Mado! feeder
    fund. When ethics were top of mind, the students were more
    alert to the possibility that the fund was too good to be true.

    As a counterexample, Enron was notorious for its constant
    focus on stock price, even posting it in the elevators. Re#ect-
    ing on his own misdeeds, its former CFO Andy Fastow said,
    “I knew it was wrong.… But I didn’t think it was illegal.… The
    question I should have asked is not what is the rule, but what
    is the principle.” People working in an ethical culture are
    routinely triggered to think, Is it right? rather than Is it legal?

    INCENTIVES > It is a boring truism that people do what
    they’re incentivized to do, meaning that aligning rewards
    with ethical outcomes is an obvious solution to many ethical
    problems. That may sound simple (just pay people for acting
    ethically), but money goes only so far, and incentive pro-
    grams must provide a variety of rewards to be e!ective.

    Along with earning an income, employees care about
    doing meaningful work, making a positive impact, and
    being respected or appreciated for their e!orts. In one
    experiment, hospital sta! members were more likely to
    follow correct handwashing procedures when a sign above
    the sink reminded them of consequences to others (“Hand
    hygiene prevents patients from catching diseases”) than
    when it reminded them of personal consequences. Never-
    theless, managers may easily overlook the importance of

    non"nancial incentives. When asked how important such
    incentives were to employees, customer service managers at
    one Fortune 500 "rm tended to dramatically underestimate
    what they meant to their reports.

    In addition to aligning "nancial incentives with desired
    outcomes, ethical cultures provide explicit opportunities to
    bene"t others and reward people who do so with recogni-
    tion, praise, and validation. If, for instance, your employees
    are making people’s lives meaningfully better in some way,
    pointing that out will encourage future ethical behavior.
    It may even improve performance, because the reward is
    aligned with ethical motivation. In one experiment, sales-
    people for a large pharmaceutical company performed
    dramatically better after participating in a prosocial bonus
    system, which encouraged them to spend a small award on
    their teammates, compared with a typical “proself” bonus
    system, in which they spent the award on themselves.

    This approach to incentives may have ancillary HR
    bene"ts. People tend to underestimate both how positive
    they will feel about connecting with others in a prosocial way
    and the positive impact their behavior will have on others. In
    a "eld experiment with Virgin Atlantic pilots, a bonus system
    for increasing fuel economy was structured so that the bonus
    went to a charity of their choosing. The resulting increase in
    their job satisfaction was similar in magnitude to the e!ect
    of moving from poor health to good health. Companies that
    use prosocial incentives are likely to produce happier, more
    satis"ed, and more loyal employees. An ethical culture not
    only does good; it also feels good.

    CULTURAL NORMS > Most leaders intuitively recog-
    nize the importance of “tone at the top” for setting ethical
    standards in an organization. Easily overlooked is “tone
    in the middle,” which may actually be a more signi"cant
    driver of employees’ behavior. Good leaders produce good
    followers; but if employees in the middle of the organization
    are surrounded by coworkers who are lying, cheating, or
    stealing, they will most likely do the same, regardless of what
    their bosses say. So-called descriptive norms—how peers
    actually behave—tend to exert the most social in#uence. In
    one "eld experiment conducted by a UK government agency,
    13 versions of a letter were sent to delinquent taxpayers,
    including versions that referenced moral principles, the ease

    ETHICS

    Money goes only so far; incentive programs must
    provide a variety of rewards to be effective.

    148 Harvard Business Review
    May–June 2019

    of paying taxes, or !nancial penalties. The most e"ective
    letter compared the recipient’s behavior with that of fellow
    citizens: “Nine out of ten people in the UK pay their taxes on
    time. You are currently in the very small minority of people
    who have not paid us yet.”

    People often fail to appreciate the power of social norms.
    When researchers were interested in determining how best
    to encourage energy e#ciency among a group of Califor-
    nians, for instance, they !rst asked a group of nearly 1,000
    residents to predict the e"ectiveness of various approaches,
    including appeals to environmental protection, personal

    !nancial bene!ts, societal bene!ts, and social norms (what
    percentage of neighbors conserved energy by using fans).
    These residents expected that the environmental appeal
    would be most persuasive and the social norm appeal least
    persuasive. But when the researchers sent about 1,000 other
    residents one of the four appeals, the social norm had by far
    the biggest e"ect on reducing energy use.

    Leaders can encourage an ethical culture by highlighting
    the good things employees are doing. Although the natural
    tendency is to focus on cautionary tales or “ethical black
    holes,” doing so can make undesirable actions seem more

    Harvard Business Review
    May–June 2019 149

    common than they really are, potentially increasing uneth-
    ical behavior. To create more ethical norms, focus instead
    on “ethical beacons” in your organization: people who are
    putting the mission statement into practice or behaving in
    an exemplary fashion.

    Putting Ethical Design into Practice
    A LE AD E R D E S I G NI NG an ethical culture should try to create
    contexts that keep ethical principles top of mind, reward
    ethics through formal and informal incentives and opportu-
    nities, and weave ethics into day-to-day behavior. Precisely
    how this is achieved will vary among organizations, but here
    are a few examples.

    HIRING > First impressions are inordinately powerful. For
    many employees, an organization’s values were revealed
    during the hiring process. Although interviews are typically
    treated as opportunities for identifying the best candidate,
    they also begin the acculturation process. At one Fortune 100
    !rm, for instance, interview questions are designed around a
    core value, such as putting customer needs !rst. In one inter-
    view script, candidates are told of this value and then asked,
    “Tell me about a time when you uncovered an unmet need
    of a customer that you were able to address.” We don’t know
    if this question identi!ed people who are good at treating
    customers respectfully, but that’s not necessarily the point.
    Highlighting values in the interview reveals their importance
    to the organization. It is one piece of a broader system that
    draws attention to ethics.

    EVALUATION > Ethics can also be woven into the design of
    performance evaluations to highlight their importance to an
    organization as well as to reward and encourage good behav-
    ior. At Johnson & Johnson, for instance, each executive’s
    360-degree evaluation is built on the four components of
    the company’s famous credo, which expresses commitment
    to customers, employees, communities, and stakeholders.
    In one version of the evaluation we saw, each executive was
    rated on items such as “nurtures commitment to our Credo,”
    “confronts actions that are, or border on, the unethical,”
    and “establishes an environment in which uncompromising
    integrity is the norm.”

    COMPENSATION > Aligning !nancial incentives with eth-
    ical outcomes may sound easy in principle, but it is tricky in
    practice. This is where a mission statement can help. South-
    west Airlines has used an executive scorecard to tie compen-
    sation to its four core values: every employee matters, every
    "ight matters, every customer matters, and every share-
    holder matters. Each value is demonstrated by an objective
    measurement—“every employee matters” by voluntary
    turnover; “every "ight matters” by ontime performance. This
    scorecard highlights how well core ethical values align with
    business success, helps keep employees’ attention on them,
    and suggests the behaviors needed to realize them.

    Leaders can reward ethical actions by showing employees
    the positive impact of their work on others and recognizing
    their actions in presentations and publications. They can also
    create opportunities within the organization to behave ethi-
    cally toward colleagues. In one recent !eld experiment, man-
    agers were randomly assigned to perform !ve acts of kindness
    for certain fellow employees over a four-week period. Not only
    did this increase the number of kind acts observed within the
    organization, but recipients were more likely than controls
    to subsequently do kind things for other employees, demon-
    strating that ethical behavior can be contagious. These acts
    of kindness improved well-being for those performing them
    as well as for recipients. Perhaps most important, depressive
    symptoms dropped dramatically among both groups com-
    pared with the control condition, a result that continued for at
    least three months beyond the initial one-month intervention.

    Ethics, by Design
    NO COMPAN Y WILL ever be perfect, because no human
    being is perfect. Indeed, some companies we’ve used as
    examples have had serious ethical lapses. Real people are not
    purely good or purely evil but are capable of doing both good
    and evil. Organizations should aim to design a system that
    makes being good as easy as possible. That means attending
    carefully to the contexts people are actually in, making ethi-
    cal principles foundational in strategies and policies, keeping
    ethics top of mind, rewarding ethical behavior through a
    variety of incentives, and encouraging ethical norms in day-
    to-day practices. Doing so will never turn an organization full
    of humans into a host of angels, but it can help them be as
    ethical as they are capable of being. HBR Reprint R1903K

    NICHOLAS EPLEY is the John Templeton Keller Professor of
    Behavioral Science at the University of Chicago Booth School of

    Business and the author of Mindwise: How We Understand What
    Others Think, Believe, Feel, and Want (Knopf, 2014). AMIT KUMAR is
    an assistant professor of marketing and psychology at the University
    of Texas at Austin.

    ETHICS

    150 Harvard Business Review
    May–June 2019

    Copyright © Harvard Business Publishing. All Rights Reserved. This content is intended for
    individual research use only, subject to the following:

    Unless permission is expressly granted in a separate license, this content may NOT be used
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    Unless permission is expressly granted in a separate license, this content may NOT be used in
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    For more information and teaching resources from Harvard Business Publishing including
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    **EuthnasiaAssistedSuicideandPalliativeSedation.pdf**

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

    **SmokingNormsRegulationofECigs.pdf**

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

    **EthicsWithouttheSermonBook.pdf**

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

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    **## WellnessInHealthCareWorksheet.docx**

    ![](https://www.sweetstudy.com/questions/education-wellness-in-healthcare-assignment)

    **Wellness in Health Care**

    Name:

    Professor:

    Date:

    An important part of health care is the wellness of health care providers. Negligence in these areas can result in a tangible reduction in effective care for patients. It can also affect the work environment and pour over into other areas in the life of a provider. However, there are tools available and ways to aid in the mental, physical, and spiritual wellness of practitioners.

    For this assignment, review the scenario and respond to the provided prompts. Along with the textbook, use a minimum of two scholarly sources from the GCU Library.

    **_Scenario_**

    Dr. Davis frequently works long shifts in the Emergency Department. Recently, he began picking up extra shifts to provide coverage due to understaffing. Within the last 6 months, two providers have left. Until additional staff are hired, those remaining are left to cover the vacated shifts. Additionally, Dr. Davis has a wife, twin girls who are eight, and son who is not yet one year old. The extra hours are beginning to take a toll. Dr. Davis has always had lots of energy and is very positive in the workplace. However, as of late, Dr. Davis seems to be acting differently with patients. Within the last week, his mood has transitioned from being joyful and engaging to being sad, disengaged, and distant. Dr. Davis has also been heard making comments about not feeling appreciated by the organization. It is clear that there should be concern regarding Dr. Davis's mental state and well-being.

    With this scenario in mind, please answer the following questions:

    1.
    **Explain how working together as a team can have a positive impact on a medical professional's health and wellness. What could staff do to help Dr. Davis feel more appreciated and supported? (200-300 words)**

    | |
    | — |
    | <Text> |

    2.
    **Discuss the impact that spiritual wellness can have on a medical professional's stress. How might spiritual wellness be emphasized more in the workplace? (200-300 words)**

    | |
    | — |
    | <Text> |

    3.
    **Identify ways in which burnout and stress can be reduced. What can employers do to help? (200-300 words)**

    | |
    | — |
    | <Text> |

    4.
    **Given the scenario above, how would you make sure that the proper people were made aware to step in and help Dr. Davis? (200-300 words)**

    | |
    | — |
    | <Text> |

    **References:**

    | |
    | — |
    | <Text> |

    © 2019. Grand Canyon University. All Rights Reserved.

    © 2019. Grand Canyon University. All Rights Reserved.

    ## image1.jpeg

    **## HowtoDesignanEthicalOrganization.pdf**

    144 Harvard Business Review
    May–June 2019

    How to Design an
    Ethical Organization

    _HBR_MayJun19

    Harvard Business Review
    May–June 2019 145

    Nicholas Epley
    Professor, Booth School
    of Business

    Amit Kumar
    Assistant professor,
    University of Texas
    at Austin

    PHOTOGRAPHER STEVEN DERKS ETHICS

    AUTHORS

    IDEA IN BRIEF

    THE PROBLEM
    Unethical behavior
    ruins reputations,
    harms employee
    morale, and increases
    regulatory costs—
    not to mention
    damages society’s
    trust in business. Yet
    corporate scandals
    are a recurring reality.

    WHAT DOESN’T WORK
    Compliance
    programs take a
    legalistic approach
    to ethics that
    focuses on individual
    accountability—but
    a large body of
    behavioral science
    research suggests that
    even well-meaning
    and well-informed
    individuals are
    ethically malleable.

    A BETTER WAY
    Leaders must design
    workplace contexts
    that encourage good
    behavior. Keeping
    prosocial values
    top of mind for
    employees as they
    make decisions will
    reduce the likelihood
    of transgressions
    while making workers
    happier and more
    productive.

    From Volkswagen’s emissions fiasco to Wells Fargo’s deceptive
    sales practices to Uber’s privacy intrusions, corporate wrongdoing
    is a continuing reality in global business. Unethical behavior takes a
    significant toll on organizations by damaging reputations, harming
    employee morale, and increasing regulatory costs—not to mention
    the wider damage to society’s overall trust in business. Few executives
    set out to achieve advantage by breaking the rules, and most
    companies have programs in place to prevent malfeasance at all
    levels. Yet recurring scandals show that we could do better.

    START HERE

    146 Harvard Business Review
    May–June 2019

    Interventions to encourage ethical behavior are often
    based on misperceptions of how transgressions occur,
    and thus are not as e!ective as they could be. Compliance
    programs increasingly take a legalistic approach to ethics
    that focuses on individual accountability. They’re designed
    to educate employees and then punish wrongdoing among
    the “bad apples” who misbehave. Yet a large body of behav-
    ioral science research suggests that even well-meaning and
    well-informed people are more ethically malleable than one
    might guess. When watching a potential emergency unfold,
    for example, people are much more likely to intervene if they
    are alone than if other bystanders are around—because they
    think others will deal with the situation, believe that others
    are more quali"ed to help, or fail to recognize an emergency
    because others don’t look alarmed. Small changes to the
    context can have a signi"cant e!ect on a person’s behav-
    ior. Yet people in the midst of these situations tend not to
    recognize the in#uence of context. In Stanley Milgram’s
    famous obedience experiments, participants who were
    told by an authority "gure to deliver increasingly powerful
    electric shocks to another person progressed to a much
    higher voltage than other people predicted they themselves
    would deliver. Context is not just powerful, researchers have
    learned; it is surprisingly powerful.

    Pillars of an Ethical Culture
    CREATI NG AN ET H ICA L culture thus requires thinking about
    ethics not simply as a belief problem but also as a design prob-
    lem. We have identi"ed four critical features that need to be
    addressed when designing an ethical culture: explicit values,
    thoughts during judgment, incentives, and cultural norms.

    EXPLICIT VALUES > Strategies and practices should be
    anchored to clearly stated principles that can be widely
    shared within the organization. A well-crafted mission
    statement can help achieve this, as long as it is used correctly.
    Leaders can refer to it to guide the creation of any new
    strategy or initiative and note its connection to the compa-
    ny’s principles when addressing employees, thus reinforcing
    the broader ethical system. Employees should easily be
    able to see how ethical principles in#uence a company’s
    practices. They’re likely to behave di!erently if they think

    the organization is being guided by the ethos of Mr. Rogers,
    the relentlessly kind PBS show host, versus that of Gordon
    Gekko, the relentlessly greedy banker in the "lm Wall Street.
    Indeed, in one experiment, 70% of participants playing an
    economic game with a partner cooperated for mutual gain
    when it was called the Community Game, but only 30%
    cooperated when it was called the Wall Street Game. This
    dramatic e!ect occurred even though the "nancial incen-
    tives were identical.

    A mission statement should be simple, short, actionable,
    and emotionally resonant. Most corporate mission state-
    ments today are too long to remember, too obvious to need
    stating, too clearly tailored for regulators, or too distant from
    day-to-day practices to meaningfully guide employees. A
    statement can’t be just words on paper; it must undergird not
    only strategy but policies around hiring, "ring, promoting,
    and operations so that core ethical principles are deeply
    embedded throughout the organization. Patagonia’s mission
    statement, for instance, is “Build the best product, cause
    no unnecessary harm, use business to inspire and imple-
    ment solutions to the environmental crisis.” Its Worn Wear
    initiative implements its mission by enabling employees to
    help consumers repair or recycle their products. Patagonia
    also developed a standardized metric, posted on its website,
    to evaluate the environmental impact of its entire supply
    chain. Zappos says its number one core value is to “Deliver
    WOW through service” to customers, according them respect
    and dignity. It implements this value by not measuring the
    average length of customer service calls (the industry stan-
    dard), so employees can spend as much time with customers
    as necessary. Mission statements like these help keep an
    organization’s values crystal clear in employees’ minds.

    THOUGHTS DURING JUDGMENT > Most people have
    less di$culty knowing what’s right or wrong than they do
    keeping ethical considerations top of mind when making
    decisions. Ethical lapses can therefore be reduced in a
    culture where ethics are at the center of attention. You might
    know that it’s wrong to hurt someone else’s chances of being
    hired but fail to think of the harm you cause to unknown
    applicants when trying to help a friend, a family member,
    or a business school classmate land a job. Behavior tends
    to be guided by what comes to mind immediately before

    Even well-meaning and well-informed people are
    more ethically malleable than one might guess.

    ETHICS

    Harvard Business Review
    May–June 2019 147

    engaging in an action, and those thoughts can be meaning-
    fully a!ected by context. Should someone remind you that
    helping a friend necessarily hurts the chances of people you
    don’t happen to know, you might think twice about whether
    your advocacy e!orts are appropriate.

    Several experiments make this point. In one, people were
    more likely to tell the truth when an honor code came at the
    beginning of a form—thereby putting ethics top of mind as
    they completed the form—than when it was posted at the
    end. In a large "eld experiment of approximately 18,000
    U.S. government contractors, simply adding a box for "lers
    to check certifying their honesty while reporting yielded
    $28.6 million more in sales tax revenue than did a condition
    that omitted the box. And in a simulation that asked MBA
    students to play the role of "nancial adviser, having them
    complete an ethics checklist before recommending potential
    investment funds signi"cantly decreased the percentage
    who recommended what turned out to be the Mado! feeder
    fund. When ethics were top of mind, the students were more
    alert to the possibility that the fund was too good to be true.

    As a counterexample, Enron was notorious for its constant
    focus on stock price, even posting it in the elevators. Re#ect-
    ing on his own misdeeds, its former CFO Andy Fastow said,
    “I knew it was wrong.… But I didn’t think it was illegal.… The
    question I should have asked is not what is the rule, but what
    is the principle.” People working in an ethical culture are
    routinely triggered to think, Is it right? rather than Is it legal?

    INCENTIVES > It is a boring truism that people do what
    they’re incentivized to do, meaning that aligning rewards
    with ethical outcomes is an obvious solution to many ethical
    problems. That may sound simple (just pay people for acting
    ethically), but money goes only so far, and incentive pro-
    grams must provide a variety of rewards to be e!ective.

    Along with earning an income, employees care about
    doing meaningful work, making a positive impact, and
    being respected or appreciated for their e!orts. In one
    experiment, hospital sta! members were more likely to
    follow correct handwashing procedures when a sign above
    the sink reminded them of consequences to others (“Hand
    hygiene prevents patients from catching diseases”) than
    when it reminded them of personal consequences. Never-
    theless, managers may easily overlook the importance of

    non"nancial incentives. When asked how important such
    incentives were to employees, customer service managers at
    one Fortune 500 "rm tended to dramatically underestimate
    what they meant to their reports.

    In addition to aligning "nancial incentives with desired
    outcomes, ethical cultures provide explicit opportunities to
    bene"t others and reward people who do so with recogni-
    tion, praise, and validation. If, for instance, your employees
    are making people’s lives meaningfully better in some way,
    pointing that out will encourage future ethical behavior.
    It may even improve performance, because the reward is
    aligned with ethical motivation. In one experiment, sales-
    people for a large pharmaceutical company performed
    dramatically better after participating in a prosocial bonus
    system, which encouraged them to spend a small award on
    their teammates, compared with a typical “proself” bonus
    system, in which they spent the award on themselves.

    This approach to incentives may have ancillary HR
    bene"ts. People tend to underestimate both how positive
    they will feel about connecting with others in a prosocial way
    and the positive impact their behavior will have on others. In
    a "eld experiment with Virgin Atlantic pilots, a bonus system
    for increasing fuel economy was structured so that the bonus
    went to a charity of their choosing. The resulting increase in
    their job satisfaction was similar in magnitude to the e!ect
    of moving from poor health to good health. Companies that
    use prosocial incentives are likely to produce happier, more
    satis"ed, and more loyal employees. An ethical culture not
    only does good; it also feels good.

    CULTURAL NORMS > Most leaders intuitively recog-
    nize the importance of “tone at the top” for setting ethical
    standards in an organization. Easily overlooked is “tone
    in the middle,” which may actually be a more signi"cant
    driver of employees’ behavior. Good leaders produce good
    followers; but if employees in the middle of the organization
    are surrounded by coworkers who are lying, cheating, or
    stealing, they will most likely do the same, regardless of what
    their bosses say. So-called descriptive norms—how peers
    actually behave—tend to exert the most social in#uence. In
    one "eld experiment conducted by a UK government agency,
    13 versions of a letter were sent to delinquent taxpayers,
    including versions that referenced moral principles, the ease

    ETHICS

    Money goes only so far; incentive programs must
    provide a variety of rewards to be effective.

    148 Harvard Business Review
    May–June 2019

    of paying taxes, or !nancial penalties. The most e"ective
    letter compared the recipient’s behavior with that of fellow
    citizens: “Nine out of ten people in the UK pay their taxes on
    time. You are currently in the very small minority of people
    who have not paid us yet.”

    People often fail to appreciate the power of social norms.
    When researchers were interested in determining how best
    to encourage energy e#ciency among a group of Califor-
    nians, for instance, they !rst asked a group of nearly 1,000
    residents to predict the e"ectiveness of various approaches,
    including appeals to environmental protection, personal

    !nancial bene!ts, societal bene!ts, and social norms (what
    percentage of neighbors conserved energy by using fans).
    These residents expected that the environmental appeal
    would be most persuasive and the social norm appeal least
    persuasive. But when the researchers sent about 1,000 other
    residents one of the four appeals, the social norm had by far
    the biggest e"ect on reducing energy use.

    Leaders can encourage an ethical culture by highlighting
    the good things employees are doing. Although the natural
    tendency is to focus on cautionary tales or “ethical black
    holes,” doing so can make undesirable actions seem more

    Harvard Business Review
    May–June 2019 149

    common than they really are, potentially increasing uneth-
    ical behavior. To create more ethical norms, focus instead
    on “ethical beacons” in your organization: people who are
    putting the mission statement into practice or behaving in
    an exemplary fashion.

    Putting Ethical Design into Practice
    A LE AD E R D E S I G NI NG an ethical culture should try to create
    contexts that keep ethical principles top of mind, reward
    ethics through formal and informal incentives and opportu-
    nities, and weave ethics into day-to-day behavior. Precisely
    how this is achieved will vary among organizations, but here
    are a few examples.

    HIRING > First impressions are inordinately powerful. For
    many employees, an organization’s values were revealed
    during the hiring process. Although interviews are typically
    treated as opportunities for identifying the best candidate,
    they also begin the acculturation process. At one Fortune 100
    !rm, for instance, interview questions are designed around a
    core value, such as putting customer needs !rst. In one inter-
    view script, candidates are told of this value and then asked,
    “Tell me about a time when you uncovered an unmet need
    of a customer that you were able to address.” We don’t know
    if this question identi!ed people who are good at treating
    customers respectfully, but that’s not necessarily the point.
    Highlighting values in the interview reveals their importance
    to the organization. It is one piece of a broader system that
    draws attention to ethics.

    EVALUATION > Ethics can also be woven into the design of
    performance evaluations to highlight their importance to an
    organization as well as to reward and encourage good behav-
    ior. At Johnson & Johnson, for instance, each executive’s
    360-degree evaluation is built on the four components of
    the company’s famous credo, which expresses commitment
    to customers, employees, communities, and stakeholders.
    In one version of the evaluation we saw, each executive was
    rated on items such as “nurtures commitment to our Credo,”
    “confronts actions that are, or border on, the unethical,”
    and “establishes an environment in which uncompromising
    integrity is the norm.”

    COMPENSATION > Aligning !nancial incentives with eth-
    ical outcomes may sound easy in principle, but it is tricky in
    practice. This is where a mission statement can help. South-
    west Airlines has used an executive scorecard to tie compen-
    sation to its four core values: every employee matters, every
    "ight matters, every customer matters, and every share-
    holder matters. Each value is demonstrated by an objective
    measurement—“every employee matters” by voluntary
    turnover; “every "ight matters” by ontime performance. This
    scorecard highlights how well core ethical values align with
    business success, helps keep employees’ attention on them,
    and suggests the behaviors needed to realize them.

    Leaders can reward ethical actions by showing employees
    the positive impact of their work on others and recognizing
    their actions in presentations and publications. They can also
    create opportunities within the organization to behave ethi-
    cally toward colleagues. In one recent !eld experiment, man-
    agers were randomly assigned to perform !ve acts of kindness
    for certain fellow employees over a four-week period. Not only
    did this increase the number of kind acts observed within the
    organization, but recipients were more likely than controls
    to subsequently do kind things for other employees, demon-
    strating that ethical behavior can be contagious. These acts
    of kindness improved well-being for those performing them
    as well as for recipients. Perhaps most important, depressive
    symptoms dropped dramatically among both groups com-
    pared with the control condition, a result that continued for at
    least three months beyond the initial one-month intervention.

    Ethics, by Design
    NO COMPAN Y WILL ever be perfect, because no human
    being is perfect. Indeed, some companies we’ve used as
    examples have had serious ethical lapses. Real people are not
    purely good or purely evil but are capable of doing both good
    and evil. Organizations should aim to design a system that
    makes being good as easy as possible. That means attending
    carefully to the contexts people are actually in, making ethi-
    cal principles foundational in strategies and policies, keeping
    ethics top of mind, rewarding ethical behavior through a
    variety of incentives, and encouraging ethical norms in day-
    to-day practices. Doing so will never turn an organization full
    of humans into a host of angels, but it can help them be as
    ethical as they are capable of being. HBR Reprint R1903K

    NICHOLAS EPLEY is the John Templeton Keller Professor of
    Behavioral Science at the University of Chicago Booth School of

    Business and the author of Mindwise: How We Understand What
    Others Think, Believe, Feel, and Want (Knopf, 2014). AMIT KUMAR is
    an assistant professor of marketing and psychology at the University
    of Texas at Austin.

    ETHICS

    150 Harvard Business Review
    May–June 2019

    Copyright © Harvard Business Publishing. All Rights Reserved. This content is intended for
    individual research use only, subject to the following:

    Unless permission is expressly granted in a separate license, this content may NOT be used
    for classroom or teaching use, which includes teaching materials, electronic reserves, course
    packs or persistent linking from syllabi. Please consult your institution's librarian about the
    nature of relevant licenses held by your institution and the restrictions that may or may not
    apply.

    Unless permission is expressly granted in a separate license, this content may NOT be used in
    corporate training and/or as corporate learning materials. For corporate users, please consult
    the specific terms of your company's license(s) for complete information and restrictions.

    For more information and teaching resources from Harvard Business Publishing including
    Harvard Business School Cases, eLearning products, and business simulations please visit
    hbsp.harvard.edu.

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  • [Solved] Education Future Career assignment

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    I need this assignment completed by Saturday April 26, 2025 by 10:00 Pm – a year ago **files (4)** – ## Assessmentinstructionsweek8.docx – ## WritingResearchPapers.docx – ## Week8EssayExample.docx – ## RubricCriteri1week8.docx **## Assessmentinstructionsweek8.docx** Assessment Traits Requires Lopesw…

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    Assignment Prompt & Instructions

    I need this assignment completed by Saturday April 26, 2025 by 10:00 Pm

    – a year ago

    **files (4)**

    – ## Assessmentinstructionsweek8.docx

    – ## WritingResearchPapers.docx

    – ## Week8EssayExample.docx

    – ## RubricCriteri1week8.docx

    **## Assessmentinstructionsweek8.docx**

    Assessment Traits

    Requires Lopeswrite

    Assessment Description

    Use O*Net Online as well as a minimum of three scholarly, peer-reviewed resources to write a 750-1,000-word, five-paragraph essay that focuses on your intended professional career.

    Research current statistics related to the profession including:

    · Salary

    · Job opportunities in your area

    · Advancement opportunities and retention

    · Benefits and rewards

    · And anything more you find relevant

    In your essay, explain the main tasks being done in this job, what skills are required, and if any social/interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Additionally, be sure to discuss if any licenses, certifications, degrees, or special or unusual training is needed for this job. If so, include detailed information on how to qualify for this.

    Lastly, examine the following questions in your essay: what part does honesty, integrity, or a code of ethics play in the performance of this work?

    Make sure you’re utilizing the feedback from your instructor on your annotated bibliography and outline as you write your final essay.

    **_This essay should be written in third person._**

    Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    **## WritingResearchPapers.docx**

    Writing Research Papers. Make a Quick List.

    ![A yellow emoji holding a penDescription automatically generated](https://www.sweetstudy.com/questions/education-future-career-assignment)

    Hi Class

    How is everyone doing with their essay that is due this week?

    Below is all you will need to write this essay. Please do not make it harder than it is. Do not describe the challenges of the profession (this would be another paper), do not describe what you want to be or how great the profession is. Your job is to provide information in a clear and unbiased way. That is all. Think you are writing a “manual” to someone who knows nothing about the profession.
    Remember not to use I, me, we, ours, us, you. Read your paper out loud. You will be surprised on how many mistakes you catch simply by reading the essay out loud.

    Paragraph 1= Introduction to the profession. Clearly outline the profession.

    Paragraph 2= Skills, education, licenses, exams needed to become this professional. Use a Peer Reviewed article for this paragraph (it must come from the GCU library). The order of paragraphs 2 and 3 can be interchanged. Just make sure the information for each is clear.

    Paragraph 3= Salary, demand, opportunities in this profession. Use O*Net for this paragraph.
    [O*NET OnLine (onetonline.org)](https://www.onetonline.org/) Take the time to explore this website. It provides a lot of information.

    Paragraph 4= The role code of ethics, integrity and honesty play in this profession. Use a Peer Reviewed article for this paragraph (it must come from the GCU library).

    Paragraph 5= Conclusion. Summary of all 3 main paragraphs.

    ## image1.jpeg

    **## Week8EssayExample.docx**

    2

    **Becoming A Great Elementary Education Teacher**

    Donna Smith

    Grand Canyon University

    UNV 303-0500 University Success

    Tania Radda

    July 15th, 2024

    **Becoming A Great Elementary Education Teacher**

    As an elementary school teacher, the career requires more than a degree and state certification. The candidate must also possess inter-based skills and personal qualities to develop into a great teacher. Teachers must provide leadership, excellent communication and critical thinking skills, reasoning and problem-solving skills along with a strong ethical and moral character. Excelling as an elementary teacher requires formal training and education, but also the initiative and determination to master an inter-based set of skills and exhibit the traits of a positive role model and mentor for all others to learn from. As Hirsh pointed out, “Great teachers are the most important school-based ingredient for student success” (Hirsh, 2011, p. 18 Vol. 32). The rewards of becoming a teacher are limitless and for each person to determine the value. Teachers are placed in a role model position and must create a high standard and value within the system and encourage other members to achieve the same. As a teacher, the role is not just educating, but providing students, parents, faculty and the community with an example of what a great teacher provides for the school and community. While formal training, education and certification are the basics of requirements these inter-based skills must also be addressed. Earning a bachelor’s degree and getting state licensing will vary from state to state, be sure to research and investigate colleges of choice and the state requirements.

    Over the years there has been a large push to refine education and promote the importance of these inter-based skills, but currently it is up to the individual. A bachelor’s degree requiring 4 years of education will vary by state and educational fulfillment requirements. According to Chard & Cibulka (2013, p. 52), “the state statutes governed by its preparation programs that are controlled by the institutions of higher education within the state are not preparing teachers for the classrooms. Most states meet a list of requirements for certification that reads like a shopping list”. It’s important to research and investigate the licensing and certification process. Contact the Department of Education in each state, speak with districts, administrators and current teachers in the locations of interest. Most districts have a teacher certification assistant that can be a valuable resource. Using the State of Florida as an example, they require a 4-year bachelor’s degree and passing the Florida Teachers Exam and the certification process. A required passing grade of 200 points on the multiple-choice section and an 8 out of 12 points is needed on the general knowledge portion. The average passing rate on the first attempt is 75%. Application is then made for a Florida Educator Certificate with a 4-step process. Completing the initial application, submitting an official statement of status of eligibility, employment in a Florida elementary or secondary school and submitting fingerprints and a background check. The initial process takes up to 10 weeks with another 10 weeks to process. Fees start at $75 for the application with additional fees for processing. The state also requires educators to complete a pre-service field experience or internship consisting of 60 hours, plus a 12-week student teaching program. During this time a temporary certificate may be applied for. Candidates that have an interest in obtaining a master’s degree may want to consider gaining experience in the classroom before deciding to move into administrative roles or higher education. Along with academic requirements, teachers need to address the inter-based skills and their ethical and moral values. The next consideration for the profession is salary, job statistics, job demands, and benefits.

    As an entry level elementary school teacher in the state of Florida, the following statistical information may help guide new teachers to the right career path. Florida has some of the largest metropolis cities as well as a vast number of large spans of rural areas. This topography provides for a vast difference of educational job opportunities and salaries. Choosing a location could directly influence personal options regarding salary and job availabilities. Data from the National Center for O*Net Development reports, the annual salary state-wide ranges between $48,370 and $79,420 with an average of $56,850 compared to the US average of $63,680. By city the annual median fluctuates from $48,420 to $82,560 with larger and more affluent areas earning the in higher range. In 2022, employment was listed at 1,425,000 with little to no change in projected growth (2022-2023), however, there were 96,000 job openings. When compared to the US trends, Florida showed a projected growth of 10% between 2020-2030 (O*NET OnLine, 2024). While school districts vary, many offer state health insurance plans with expansive coverage and options for short- and long-term disability insurance and life insurance. Florida has a state retirement system after 30 years of service or age 62. Some districts offer incentive bonuses and extracurricular job opportunities such as tutoring, summer school and special program teaching. Along with salary and job market details, another aspect of teaching is personal and professional ethics, integrity and honesty, which is the underlaying foundation of the job.

    Educators must possess and develop their own moral compass of ethics, integrity, honesty, principles, and values to develop into great teachers and ensuring students absorb and develop their own foundations from example. The teaching profession requires educators to adhere to multiple sets of codes of conduct and ethics. The National Association of Educators has a set of principles for a code of ethics for educators to follow. The Florida Department of Education has a rule in place for professional conduct for the education profession and each district has a code of ethics policy. Teachers must possess the insight to process, except and evaluate the differences between professional standards and the actuality of a daily classroom. For good teachers to be great teachers there must be a high level of ethics, integrity and honesty for a teacher to succeed in this task. Castner states, “I refer to teachers’ ethical commitments as their fidelity in teaching young children. It’s the teacher’s commitment that sets the standards for upholding these qualities.” (Castner, 2022, p. 239). Developing these skills and qualities requires consistent attention to self-reflection, honesty and patience and the ability to see oneself and how interactions, reactions and responses with others are perceived. Observe students, parents, staff, and partners and evaluate the relationship. Seek advice and constructive criticism from others that possess high standards of these qualities. Access how to become more proficient and how to sharpen these qualities to use as tools in becoming a great teacher.

    The teaching profession encompasses a vast amount of research into the profession so the candidate can make informative decisions about job benefits and salaries, educational and certification requirements and ethical responsibility all needed to achieve excellence as an educator. Research, commitment to the process, proactive involvement in all aspects of training is imperative to the success of standing in the front of the first classroom of eager students and knowing the standards of transforming into a great teacher. To be a great educator it requires the aptitude to master the art of a responsible individual with the ability to exhibit and teach both educational criteria and interpersonal skills and ethics to create well-rounded and educated students.
    The ultimate success of becoming a great teacher is being a promoter and advocate of the high standards that should be set by all educators in the profession and witnessing the mastery of developing young minds that will set forth into adulthood from this tutelage. It is the great teachers’ job to mold and create the next generation.

    **References**

    Castner, D. J. (2022). Fidelity in teaching young children: Two stories of professional integrity.
    _Journal of Research in Childhood Education_, 36(2), 239–254.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site)

    Chard, D & Cibulka, J (2013). The Quest for Better Educators. (2013).
    _Education Next,_ 13(4), 50–57.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site)

    Hirsh, S. (2011). What Makes a Good Teacher? The Bill & Melinda Gates Foundation Digs for Answers with Its Measures of Effective Teaching Project.
    _Journal of Staff Development_, 32(6), 18–20.
    [https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378](https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378)

    National Center for O*NET Development. 25-2021.00 – Elementary School Teachers, Except Special Education.
    _O*NET OnLine_. Retrieved June 29, 2024, from
    [https://www.onetonline.org/link/summary/25-2021.00](https://www.onetonline.org/link/summary/25-2021.00)

    **## RubricCriteri1week8.docx**

    **Rubric Criteria**

    collapse all Rubric CriteriaCollapse All

    **Current statistics related to intended profession**

    21 points

    **Criteria Description**

    Research current statistics related to intended profession including salary, job opportunities in, advancement opportunities and retention, benefits and rewards, and any other relevant information.

    **5. Target**

    21 points

    Essay includes numerous current and relevant statistics for the future career. Research is detailed and thorough, showing great insight into the chosen future career.

    **4. Acceptable**

    17.85 points

    Essay includes clear and thorough research on current statistics related to intended profession. Research shows a clear understanding of the chosen field.

    **3. Approaching**

    15.75 points

    Essay includes some brief research on current statistics related to intended profession, and demonstrates a basic understanding of the chosen field.

    **2. Insufficient**

    13.65 points

    Essay includes inadequate research on current statistics related to intended profession. Information does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not include research on current statistics related to intended profession.

    **Skills and Qualifications**

    42 points

    **Criteria Description**

    Explain the main tasks being done in this job, what skills are required, and if any social/ interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Discuss any licenses, certifications, degrees, or special training needed with detailed information on how to qualify for this.

    **5. Target**

    42 points

    Essay explains numerous tasks and relevant necessary skills for the future career. Explanation is detailed and thorough, showing great insight into the chosen future career. Essay thoroughly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows a deep understanding of requirements to be employed in the chosen field.

    **4. Acceptable**

    35.7 points

    Essay clearly and thoroughly explains numerous tasks and relevant necessary skills for the future career, and discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows an understanding of the requirements to be employed in the chosen field.

    **3. Approaching**

    31.5 points

    Essay briefly explains basic tasks and necessary skills for the future career, and briefly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field. Discussion shows a basic understanding of the requirements to be employed in the chosen field.

    **2. Insufficient**

    27.3 points

    Essay inadequately explains tasks or necessary skills for the future career, and does not discuss licenses, certifications, or special training needed to qualify for a job in the chosen field. Explanation does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not explain any tasks or skills required for the future career and does not discuss any licenses, certifications, or special training needed to qualify for a job in the chosen field.

    **Role that honesty, integrity, or a code of ethics plays in this profession**

    35 points

    **Criteria Description**

    Discuss the role that honesty, integrity, or a code of ethics plays in this profession.

    **5. Target**

    35 points

    Essay answers the question in great detail. Response is thorough and shows a deep understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **4. Acceptable**

    29.75 points

    Essay clearly answers the question. Response is informed and shows a thorough understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **3. Approaching**

    26.25 points

    Essay answers the question appropriately. Response is brief and shows a basic understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **2. Insufficient**

    22.75 points

    Essay begins to answer the question; however, the response is unclear or does not appropriately address how honesty, integrity or a code of ethics impacts work in the chosen field.

    **1. Unsatisfactory**

    0 points

    Essay does not address or answer the question.

    **Thesis, Position, or Purpose**

    9.8 points

    **Criteria Description**

    Thesis Development and Purpose

    **5. Target**

    9.8 points

    The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.

    **4. Acceptable**

    8.33 points

    The thesis, position, or purpose is adequately presented. An awareness of the appropriate audience is demonstrated.

    **3. Approaching**

    7.35 points

    The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.

    **2. Insufficient**

    6.37 points

    The thesis, position, or purpose is unfocused or confused. There is very little awareness of the intended audience.

    **1. Unsatisfactory**

    0 points

    The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.

    **Development, Structure, and Conclusion**

    11.2 points

    **Criteria Description**

    Advances position or purpose throughout writing; conclusion aligns to and evolves from development.

    **5. Target**

    11.2 points

    The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and logical conclusion aligns to the development of the purpose.

    **4. Acceptable**

    9.52 points

    The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.

    **3. Approaching**

    8.4 points

    Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.

    **2. Insufficient**

    7.28 points

    Writing lacks logical progression of the thesis, position, or purpose. Some organization is attempted, but ideas are disconnected. Conclusion is unclear and not supported by the overall development of the purpose.

    **1. Unsatisfactory**

    0 points

    No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.

    **Evidence**

    7 points

    **Criteria Description**

    Selects and integrates evidence to support and advance position/purpose; considers other perspectives.

    **5. Target**

    7 points

    Specific and appropriate evidence is included. Relevant perspectives of others are clearly considered.

    **4. Acceptable**

    5.95 points

    Relevant evidence that includes other perspectives is used.

    **3. Approaching**

    5.25 points

    Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.

    **2. Insufficient**

    4.55 points

    Evidence is limited or irrelevant. The interpretation of other perspectives is superficial or incorrect.

    **1. Unsatisfactory**

    0 points

    Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.

    **Mechanics of Writing**

    7 points

    **Criteria Description**

    Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.

    **5. Target**

    7 points

    No mechanical errors are present. Appropriate language choice and sentence structure are used throughout.

    **4. Acceptable**

    5.95 points

    Few mechanical errors are present. Suitable language choice and sentence structure are used.

    **3. Approaching**

    5.25 points

    Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.

    **2. Insufficient**

    4.55 points

    Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.

    **1. Unsatisfactory**

    0 points

    Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.

    **Paper Format**

    7 points

    **Criteria Description**

    Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.

    **5. Target**

    7 points

    No errors in formatting or documentation are present.

    **4. Acceptable**

    5.95 points

    Appropriate format and documentation are used with only minor errors.

    **3. Approaching**

    5.25 points

    Appropriate format and documentation are used, although there are some obvious errors.

    **2. Insufficient**

    4.55 points

    Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.

    **1. Unsatisfactory**

    0 points

    Appropriate format is not used. No documentation of sources is provided.

    **Total** 140 points

    **## RubricCriteri1week8.docx**

    **Rubric Criteria**

    collapse all Rubric CriteriaCollapse All

    **Current statistics related to intended profession**

    21 points

    **Criteria Description**

    Research current statistics related to intended profession including salary, job opportunities in, advancement opportunities and retention, benefits and rewards, and any other relevant information.

    **5. Target**

    21 points

    Essay includes numerous current and relevant statistics for the future career. Research is detailed and thorough, showing great insight into the chosen future career.

    **4. Acceptable**

    17.85 points

    Essay includes clear and thorough research on current statistics related to intended profession. Research shows a clear understanding of the chosen field.

    **3. Approaching**

    15.75 points

    Essay includes some brief research on current statistics related to intended profession, and demonstrates a basic understanding of the chosen field.

    **2. Insufficient**

    13.65 points

    Essay includes inadequate research on current statistics related to intended profession. Information does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not include research on current statistics related to intended profession.

    **Skills and Qualifications**

    42 points

    **Criteria Description**

    Explain the main tasks being done in this job, what skills are required, and if any social/ interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Discuss any licenses, certifications, degrees, or special training needed with detailed information on how to qualify for this.

    **5. Target**

    42 points

    Essay explains numerous tasks and relevant necessary skills for the future career. Explanation is detailed and thorough, showing great insight into the chosen future career. Essay thoroughly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows a deep understanding of requirements to be employed in the chosen field.

    **4. Acceptable**

    35.7 points

    Essay clearly and thoroughly explains numerous tasks and relevant necessary skills for the future career, and discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows an understanding of the requirements to be employed in the chosen field.

    **3. Approaching**

    31.5 points

    Essay briefly explains basic tasks and necessary skills for the future career, and briefly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field. Discussion shows a basic understanding of the requirements to be employed in the chosen field.

    **2. Insufficient**

    27.3 points

    Essay inadequately explains tasks or necessary skills for the future career, and does not discuss licenses, certifications, or special training needed to qualify for a job in the chosen field. Explanation does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not explain any tasks or skills required for the future career and does not discuss any licenses, certifications, or special training needed to qualify for a job in the chosen field.

    **Role that honesty, integrity, or a code of ethics plays in this profession**

    35 points

    **Criteria Description**

    Discuss the role that honesty, integrity, or a code of ethics plays in this profession.

    **5. Target**

    35 points

    Essay answers the question in great detail. Response is thorough and shows a deep understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **4. Acceptable**

    29.75 points

    Essay clearly answers the question. Response is informed and shows a thorough understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **3. Approaching**

    26.25 points

    Essay answers the question appropriately. Response is brief and shows a basic understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **2. Insufficient**

    22.75 points

    Essay begins to answer the question; however, the response is unclear or does not appropriately address how honesty, integrity or a code of ethics impacts work in the chosen field.

    **1. Unsatisfactory**

    0 points

    Essay does not address or answer the question.

    **Thesis, Position, or Purpose**

    9.8 points

    **Criteria Description**

    Thesis Development and Purpose

    **5. Target**

    9.8 points

    The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.

    **4. Acceptable**

    8.33 points

    The thesis, position, or purpose is adequately presented. An awareness of the appropriate audience is demonstrated.

    **3. Approaching**

    7.35 points

    The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.

    **2. Insufficient**

    6.37 points

    The thesis, position, or purpose is unfocused or confused. There is very little awareness of the intended audience.

    **1. Unsatisfactory**

    0 points

    The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.

    **Development, Structure, and Conclusion**

    11.2 points

    **Criteria Description**

    Advances position or purpose throughout writing; conclusion aligns to and evolves from development.

    **5. Target**

    11.2 points

    The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and logical conclusion aligns to the development of the purpose.

    **4. Acceptable**

    9.52 points

    The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.

    **3. Approaching**

    8.4 points

    Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.

    **2. Insufficient**

    7.28 points

    Writing lacks logical progression of the thesis, position, or purpose. Some organization is attempted, but ideas are disconnected. Conclusion is unclear and not supported by the overall development of the purpose.

    **1. Unsatisfactory**

    0 points

    No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.

    **Evidence**

    7 points

    **Criteria Description**

    Selects and integrates evidence to support and advance position/purpose; considers other perspectives.

    **5. Target**

    7 points

    Specific and appropriate evidence is included. Relevant perspectives of others are clearly considered.

    **4. Acceptable**

    5.95 points

    Relevant evidence that includes other perspectives is used.

    **3. Approaching**

    5.25 points

    Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.

    **2. Insufficient**

    4.55 points

    Evidence is limited or irrelevant. The interpretation of other perspectives is superficial or incorrect.

    **1. Unsatisfactory**

    0 points

    Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.

    **Mechanics of Writing**

    7 points

    **Criteria Description**

    Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.

    **5. Target**

    7 points

    No mechanical errors are present. Appropriate language choice and sentence structure are used throughout.

    **4. Acceptable**

    5.95 points

    Few mechanical errors are present. Suitable language choice and sentence structure are used.

    **3. Approaching**

    5.25 points

    Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.

    **2. Insufficient**

    4.55 points

    Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.

    **1. Unsatisfactory**

    0 points

    Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.

    **Paper Format**

    7 points

    **Criteria Description**

    Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.

    **5. Target**

    7 points

    No errors in formatting or documentation are present.

    **4. Acceptable**

    5.95 points

    Appropriate format and documentation are used with only minor errors.

    **3. Approaching**

    5.25 points

    Appropriate format and documentation are used, although there are some obvious errors.

    **2. Insufficient**

    4.55 points

    Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.

    **1. Unsatisfactory**

    0 points

    Appropriate format is not used. No documentation of sources is provided.

    **Total** 140 points

    **## Assessmentinstructionsweek8.docx**

    Assessment Traits

    Requires Lopeswrite

    Assessment Description

    Use O*Net Online as well as a minimum of three scholarly, peer-reviewed resources to write a 750-1,000-word, five-paragraph essay that focuses on your intended professional career.

    Research current statistics related to the profession including:

    · Salary

    · Job opportunities in your area

    · Advancement opportunities and retention

    · Benefits and rewards

    · And anything more you find relevant

    In your essay, explain the main tasks being done in this job, what skills are required, and if any social/interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Additionally, be sure to discuss if any licenses, certifications, degrees, or special or unusual training is needed for this job. If so, include detailed information on how to qualify for this.

    Lastly, examine the following questions in your essay: what part does honesty, integrity, or a code of ethics play in the performance of this work?

    Make sure you’re utilizing the feedback from your instructor on your annotated bibliography and outline as you write your final essay.

    **_This essay should be written in third person._**

    Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    **## WritingResearchPapers.docx**

    Writing Research Papers. Make a Quick List.

    ![A yellow emoji holding a penDescription automatically generated](https://www.sweetstudy.com/questions/education-future-career-assignment)

    Hi Class

    How is everyone doing with their essay that is due this week?

    Below is all you will need to write this essay. Please do not make it harder than it is. Do not describe the challenges of the profession (this would be another paper), do not describe what you want to be or how great the profession is. Your job is to provide information in a clear and unbiased way. That is all. Think you are writing a “manual” to someone who knows nothing about the profession.
    Remember not to use I, me, we, ours, us, you. Read your paper out loud. You will be surprised on how many mistakes you catch simply by reading the essay out loud.

    Paragraph 1= Introduction to the profession. Clearly outline the profession.

    Paragraph 2= Skills, education, licenses, exams needed to become this professional. Use a Peer Reviewed article for this paragraph (it must come from the GCU library). The order of paragraphs 2 and 3 can be interchanged. Just make sure the information for each is clear.

    Paragraph 3= Salary, demand, opportunities in this profession. Use O*Net for this paragraph.
    [O*NET OnLine (onetonline.org)](https://www.onetonline.org/) Take the time to explore this website. It provides a lot of information.

    Paragraph 4= The role code of ethics, integrity and honesty play in this profession. Use a Peer Reviewed article for this paragraph (it must come from the GCU library).

    Paragraph 5= Conclusion. Summary of all 3 main paragraphs.

    ## image1.jpeg

    **## Week8EssayExample.docx**

    2

    **Becoming A Great Elementary Education Teacher**

    Donna Smith

    Grand Canyon University

    UNV 303-0500 University Success

    Tania Radda

    July 15th, 2024

    **Becoming A Great Elementary Education Teacher**

    As an elementary school teacher, the career requires more than a degree and state certification. The candidate must also possess inter-based skills and personal qualities to develop into a great teacher. Teachers must provide leadership, excellent communication and critical thinking skills, reasoning and problem-solving skills along with a strong ethical and moral character. Excelling as an elementary teacher requires formal training and education, but also the initiative and determination to master an inter-based set of skills and exhibit the traits of a positive role model and mentor for all others to learn from. As Hirsh pointed out, “Great teachers are the most important school-based ingredient for student success” (Hirsh, 2011, p. 18 Vol. 32). The rewards of becoming a teacher are limitless and for each person to determine the value. Teachers are placed in a role model position and must create a high standard and value within the system and encourage other members to achieve the same. As a teacher, the role is not just educating, but providing students, parents, faculty and the community with an example of what a great teacher provides for the school and community. While formal training, education and certification are the basics of requirements these inter-based skills must also be addressed. Earning a bachelor’s degree and getting state licensing will vary from state to state, be sure to research and investigate colleges of choice and the state requirements.

    Over the years there has been a large push to refine education and promote the importance of these inter-based skills, but currently it is up to the individual. A bachelor’s degree requiring 4 years of education will vary by state and educational fulfillment requirements. According to Chard & Cibulka (2013, p. 52), “the state statutes governed by its preparation programs that are controlled by the institutions of higher education within the state are not preparing teachers for the classrooms. Most states meet a list of requirements for certification that reads like a shopping list”. It’s important to research and investigate the licensing and certification process. Contact the Department of Education in each state, speak with districts, administrators and current teachers in the locations of interest. Most districts have a teacher certification assistant that can be a valuable resource. Using the State of Florida as an example, they require a 4-year bachelor’s degree and passing the Florida Teachers Exam and the certification process. A required passing grade of 200 points on the multiple-choice section and an 8 out of 12 points is needed on the general knowledge portion. The average passing rate on the first attempt is 75%. Application is then made for a Florida Educator Certificate with a 4-step process. Completing the initial application, submitting an official statement of status of eligibility, employment in a Florida elementary or secondary school and submitting fingerprints and a background check. The initial process takes up to 10 weeks with another 10 weeks to process. Fees start at $75 for the application with additional fees for processing. The state also requires educators to complete a pre-service field experience or internship consisting of 60 hours, plus a 12-week student teaching program. During this time a temporary certificate may be applied for. Candidates that have an interest in obtaining a master’s degree may want to consider gaining experience in the classroom before deciding to move into administrative roles or higher education. Along with academic requirements, teachers need to address the inter-based skills and their ethical and moral values. The next consideration for the profession is salary, job statistics, job demands, and benefits.

    As an entry level elementary school teacher in the state of Florida, the following statistical information may help guide new teachers to the right career path. Florida has some of the largest metropolis cities as well as a vast number of large spans of rural areas. This topography provides for a vast difference of educational job opportunities and salaries. Choosing a location could directly influence personal options regarding salary and job availabilities. Data from the National Center for O*Net Development reports, the annual salary state-wide ranges between $48,370 and $79,420 with an average of $56,850 compared to the US average of $63,680. By city the annual median fluctuates from $48,420 to $82,560 with larger and more affluent areas earning the in higher range. In 2022, employment was listed at 1,425,000 with little to no change in projected growth (2022-2023), however, there were 96,000 job openings. When compared to the US trends, Florida showed a projected growth of 10% between 2020-2030 (O*NET OnLine, 2024). While school districts vary, many offer state health insurance plans with expansive coverage and options for short- and long-term disability insurance and life insurance. Florida has a state retirement system after 30 years of service or age 62. Some districts offer incentive bonuses and extracurricular job opportunities such as tutoring, summer school and special program teaching. Along with salary and job market details, another aspect of teaching is personal and professional ethics, integrity and honesty, which is the underlaying foundation of the job.

    Educators must possess and develop their own moral compass of ethics, integrity, honesty, principles, and values to develop into great teachers and ensuring students absorb and develop their own foundations from example. The teaching profession requires educators to adhere to multiple sets of codes of conduct and ethics. The National Association of Educators has a set of principles for a code of ethics for educators to follow. The Florida Department of Education has a rule in place for professional conduct for the education profession and each district has a code of ethics policy. Teachers must possess the insight to process, except and evaluate the differences between professional standards and the actuality of a daily classroom. For good teachers to be great teachers there must be a high level of ethics, integrity and honesty for a teacher to succeed in this task. Castner states, “I refer to teachers’ ethical commitments as their fidelity in teaching young children. It’s the teacher’s commitment that sets the standards for upholding these qualities.” (Castner, 2022, p. 239). Developing these skills and qualities requires consistent attention to self-reflection, honesty and patience and the ability to see oneself and how interactions, reactions and responses with others are perceived. Observe students, parents, staff, and partners and evaluate the relationship. Seek advice and constructive criticism from others that possess high standards of these qualities. Access how to become more proficient and how to sharpen these qualities to use as tools in becoming a great teacher.

    The teaching profession encompasses a vast amount of research into the profession so the candidate can make informative decisions about job benefits and salaries, educational and certification requirements and ethical responsibility all needed to achieve excellence as an educator. Research, commitment to the process, proactive involvement in all aspects of training is imperative to the success of standing in the front of the first classroom of eager students and knowing the standards of transforming into a great teacher. To be a great educator it requires the aptitude to master the art of a responsible individual with the ability to exhibit and teach both educational criteria and interpersonal skills and ethics to create well-rounded and educated students.
    The ultimate success of becoming a great teacher is being a promoter and advocate of the high standards that should be set by all educators in the profession and witnessing the mastery of developing young minds that will set forth into adulthood from this tutelage. It is the great teachers’ job to mold and create the next generation.

    **References**

    Castner, D. J. (2022). Fidelity in teaching young children: Two stories of professional integrity.
    _Journal of Research in Childhood Education_, 36(2), 239–254.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site)

    Chard, D & Cibulka, J (2013). The Quest for Better Educators. (2013).
    _Education Next,_ 13(4), 50–57.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site)

    Hirsh, S. (2011). What Makes a Good Teacher? The Bill & Melinda Gates Foundation Digs for Answers with Its Measures of Effective Teaching Project.
    _Journal of Staff Development_, 32(6), 18–20.
    [https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378](https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378)

    National Center for O*NET Development. 25-2021.00 – Elementary School Teachers, Except Special Education.
    _O*NET OnLine_. Retrieved June 29, 2024, from
    [https://www.onetonline.org/link/summary/25-2021.00](https://www.onetonline.org/link/summary/25-2021.00)

    **## RubricCriteri1week8.docx**

    **Rubric Criteria**

    collapse all Rubric CriteriaCollapse All

    **Current statistics related to intended profession**

    21 points

    **Criteria Description**

    Research current statistics related to intended profession including salary, job opportunities in, advancement opportunities and retention, benefits and rewards, and any other relevant information.

    **5. Target**

    21 points

    Essay includes numerous current and relevant statistics for the future career. Research is detailed and thorough, showing great insight into the chosen future career.

    **4. Acceptable**

    17.85 points

    Essay includes clear and thorough research on current statistics related to intended profession. Research shows a clear understanding of the chosen field.

    **3. Approaching**

    15.75 points

    Essay includes some brief research on current statistics related to intended profession, and demonstrates a basic understanding of the chosen field.

    **2. Insufficient**

    13.65 points

    Essay includes inadequate research on current statistics related to intended profession. Information does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not include research on current statistics related to intended profession.

    **Skills and Qualifications**

    42 points

    **Criteria Description**

    Explain the main tasks being done in this job, what skills are required, and if any social/ interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Discuss any licenses, certifications, degrees, or special training needed with detailed information on how to qualify for this.

    **5. Target**

    42 points

    Essay explains numerous tasks and relevant necessary skills for the future career. Explanation is detailed and thorough, showing great insight into the chosen future career. Essay thoroughly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows a deep understanding of requirements to be employed in the chosen field.

    **4. Acceptable**

    35.7 points

    Essay clearly and thoroughly explains numerous tasks and relevant necessary skills for the future career, and discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows an understanding of the requirements to be employed in the chosen field.

    **3. Approaching**

    31.5 points

    Essay briefly explains basic tasks and necessary skills for the future career, and briefly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field. Discussion shows a basic understanding of the requirements to be employed in the chosen field.

    **2. Insufficient**

    27.3 points

    Essay inadequately explains tasks or necessary skills for the future career, and does not discuss licenses, certifications, or special training needed to qualify for a job in the chosen field. Explanation does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not explain any tasks or skills required for the future career and does not discuss any licenses, certifications, or special training needed to qualify for a job in the chosen field.

    **Role that honesty, integrity, or a code of ethics plays in this profession**

    35 points

    **Criteria Description**

    Discuss the role that honesty, integrity, or a code of ethics plays in this profession.

    **5. Target**

    35 points

    Essay answers the question in great detail. Response is thorough and shows a deep understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **4. Acceptable**

    29.75 points

    Essay clearly answers the question. Response is informed and shows a thorough understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **3. Approaching**

    26.25 points

    Essay answers the question appropriately. Response is brief and shows a basic understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **2. Insufficient**

    22.75 points

    Essay begins to answer the question; however, the response is unclear or does not appropriately address how honesty, integrity or a code of ethics impacts work in the chosen field.

    **1. Unsatisfactory**

    0 points

    Essay does not address or answer the question.

    **Thesis, Position, or Purpose**

    9.8 points

    **Criteria Description**

    Thesis Development and Purpose

    **5. Target**

    9.8 points

    The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.

    **4. Acceptable**

    8.33 points

    The thesis, position, or purpose is adequately presented. An awareness of the appropriate audience is demonstrated.

    **3. Approaching**

    7.35 points

    The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.

    **2. Insufficient**

    6.37 points

    The thesis, position, or purpose is unfocused or confused. There is very little awareness of the intended audience.

    **1. Unsatisfactory**

    0 points

    The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.

    **Development, Structure, and Conclusion**

    11.2 points

    **Criteria Description**

    Advances position or purpose throughout writing; conclusion aligns to and evolves from development.

    **5. Target**

    11.2 points

    The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and logical conclusion aligns to the development of the purpose.

    **4. Acceptable**

    9.52 points

    The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.

    **3. Approaching**

    8.4 points

    Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.

    **2. Insufficient**

    7.28 points

    Writing lacks logical progression of the thesis, position, or purpose. Some organization is attempted, but ideas are disconnected. Conclusion is unclear and not supported by the overall development of the purpose.

    **1. Unsatisfactory**

    0 points

    No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.

    **Evidence**

    7 points

    **Criteria Description**

    Selects and integrates evidence to support and advance position/purpose; considers other perspectives.

    **5. Target**

    7 points

    Specific and appropriate evidence is included. Relevant perspectives of others are clearly considered.

    **4. Acceptable**

    5.95 points

    Relevant evidence that includes other perspectives is used.

    **3. Approaching**

    5.25 points

    Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.

    **2. Insufficient**

    4.55 points

    Evidence is limited or irrelevant. The interpretation of other perspectives is superficial or incorrect.

    **1. Unsatisfactory**

    0 points

    Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.

    **Mechanics of Writing**

    7 points

    **Criteria Description**

    Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.

    **5. Target**

    7 points

    No mechanical errors are present. Appropriate language choice and sentence structure are used throughout.

    **4. Acceptable**

    5.95 points

    Few mechanical errors are present. Suitable language choice and sentence structure are used.

    **3. Approaching**

    5.25 points

    Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.

    **2. Insufficient**

    4.55 points

    Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.

    **1. Unsatisfactory**

    0 points

    Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.

    **Paper Format**

    7 points

    **Criteria Description**

    Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.

    **5. Target**

    7 points

    No errors in formatting or documentation are present.

    **4. Acceptable**

    5.95 points

    Appropriate format and documentation are used with only minor errors.

    **3. Approaching**

    5.25 points

    Appropriate format and documentation are used, although there are some obvious errors.

    **2. Insufficient**

    4.55 points

    Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.

    **1. Unsatisfactory**

    0 points

    Appropriate format is not used. No documentation of sources is provided.

    **Total** 140 points

    **## Assessmentinstructionsweek8.docx**

    Assessment Traits

    Requires Lopeswrite

    Assessment Description

    Use O*Net Online as well as a minimum of three scholarly, peer-reviewed resources to write a 750-1,000-word, five-paragraph essay that focuses on your intended professional career.

    Research current statistics related to the profession including:

    · Salary

    · Job opportunities in your area

    · Advancement opportunities and retention

    · Benefits and rewards

    · And anything more you find relevant

    In your essay, explain the main tasks being done in this job, what skills are required, and if any social/interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Additionally, be sure to discuss if any licenses, certifications, degrees, or special or unusual training is needed for this job. If so, include detailed information on how to qualify for this.

    Lastly, examine the following questions in your essay: what part does honesty, integrity, or a code of ethics play in the performance of this work?

    Make sure you’re utilizing the feedback from your instructor on your annotated bibliography and outline as you write your final essay.

    **_This essay should be written in third person._**

    Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

    This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

    You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

    **## WritingResearchPapers.docx**

    Writing Research Papers. Make a Quick List.

    ![A yellow emoji holding a penDescription automatically generated](https://www.sweetstudy.com/questions/education-future-career-assignment)

    Hi Class

    How is everyone doing with their essay that is due this week?

    Below is all you will need to write this essay. Please do not make it harder than it is. Do not describe the challenges of the profession (this would be another paper), do not describe what you want to be or how great the profession is. Your job is to provide information in a clear and unbiased way. That is all. Think you are writing a “manual” to someone who knows nothing about the profession.
    Remember not to use I, me, we, ours, us, you. Read your paper out loud. You will be surprised on how many mistakes you catch simply by reading the essay out loud.

    Paragraph 1= Introduction to the profession. Clearly outline the profession.

    Paragraph 2= Skills, education, licenses, exams needed to become this professional. Use a Peer Reviewed article for this paragraph (it must come from the GCU library). The order of paragraphs 2 and 3 can be interchanged. Just make sure the information for each is clear.

    Paragraph 3= Salary, demand, opportunities in this profession. Use O*Net for this paragraph.
    [O*NET OnLine (onetonline.org)](https://www.onetonline.org/) Take the time to explore this website. It provides a lot of information.

    Paragraph 4= The role code of ethics, integrity and honesty play in this profession. Use a Peer Reviewed article for this paragraph (it must come from the GCU library).

    Paragraph 5= Conclusion. Summary of all 3 main paragraphs.

    ## image1.jpeg

    **## Week8EssayExample.docx**

    2

    **Becoming A Great Elementary Education Teacher**

    Donna Smith

    Grand Canyon University

    UNV 303-0500 University Success

    Tania Radda

    July 15th, 2024

    **Becoming A Great Elementary Education Teacher**

    As an elementary school teacher, the career requires more than a degree and state certification. The candidate must also possess inter-based skills and personal qualities to develop into a great teacher. Teachers must provide leadership, excellent communication and critical thinking skills, reasoning and problem-solving skills along with a strong ethical and moral character. Excelling as an elementary teacher requires formal training and education, but also the initiative and determination to master an inter-based set of skills and exhibit the traits of a positive role model and mentor for all others to learn from. As Hirsh pointed out, “Great teachers are the most important school-based ingredient for student success” (Hirsh, 2011, p. 18 Vol. 32). The rewards of becoming a teacher are limitless and for each person to determine the value. Teachers are placed in a role model position and must create a high standard and value within the system and encourage other members to achieve the same. As a teacher, the role is not just educating, but providing students, parents, faculty and the community with an example of what a great teacher provides for the school and community. While formal training, education and certification are the basics of requirements these inter-based skills must also be addressed. Earning a bachelor’s degree and getting state licensing will vary from state to state, be sure to research and investigate colleges of choice and the state requirements.

    Over the years there has been a large push to refine education and promote the importance of these inter-based skills, but currently it is up to the individual. A bachelor’s degree requiring 4 years of education will vary by state and educational fulfillment requirements. According to Chard & Cibulka (2013, p. 52), “the state statutes governed by its preparation programs that are controlled by the institutions of higher education within the state are not preparing teachers for the classrooms. Most states meet a list of requirements for certification that reads like a shopping list”. It’s important to research and investigate the licensing and certification process. Contact the Department of Education in each state, speak with districts, administrators and current teachers in the locations of interest. Most districts have a teacher certification assistant that can be a valuable resource. Using the State of Florida as an example, they require a 4-year bachelor’s degree and passing the Florida Teachers Exam and the certification process. A required passing grade of 200 points on the multiple-choice section and an 8 out of 12 points is needed on the general knowledge portion. The average passing rate on the first attempt is 75%. Application is then made for a Florida Educator Certificate with a 4-step process. Completing the initial application, submitting an official statement of status of eligibility, employment in a Florida elementary or secondary school and submitting fingerprints and a background check. The initial process takes up to 10 weeks with another 10 weeks to process. Fees start at $75 for the application with additional fees for processing. The state also requires educators to complete a pre-service field experience or internship consisting of 60 hours, plus a 12-week student teaching program. During this time a temporary certificate may be applied for. Candidates that have an interest in obtaining a master’s degree may want to consider gaining experience in the classroom before deciding to move into administrative roles or higher education. Along with academic requirements, teachers need to address the inter-based skills and their ethical and moral values. The next consideration for the profession is salary, job statistics, job demands, and benefits.

    As an entry level elementary school teacher in the state of Florida, the following statistical information may help guide new teachers to the right career path. Florida has some of the largest metropolis cities as well as a vast number of large spans of rural areas. This topography provides for a vast difference of educational job opportunities and salaries. Choosing a location could directly influence personal options regarding salary and job availabilities. Data from the National Center for O*Net Development reports, the annual salary state-wide ranges between $48,370 and $79,420 with an average of $56,850 compared to the US average of $63,680. By city the annual median fluctuates from $48,420 to $82,560 with larger and more affluent areas earning the in higher range. In 2022, employment was listed at 1,425,000 with little to no change in projected growth (2022-2023), however, there were 96,000 job openings. When compared to the US trends, Florida showed a projected growth of 10% between 2020-2030 (O*NET OnLine, 2024). While school districts vary, many offer state health insurance plans with expansive coverage and options for short- and long-term disability insurance and life insurance. Florida has a state retirement system after 30 years of service or age 62. Some districts offer incentive bonuses and extracurricular job opportunities such as tutoring, summer school and special program teaching. Along with salary and job market details, another aspect of teaching is personal and professional ethics, integrity and honesty, which is the underlaying foundation of the job.

    Educators must possess and develop their own moral compass of ethics, integrity, honesty, principles, and values to develop into great teachers and ensuring students absorb and develop their own foundations from example. The teaching profession requires educators to adhere to multiple sets of codes of conduct and ethics. The National Association of Educators has a set of principles for a code of ethics for educators to follow. The Florida Department of Education has a rule in place for professional conduct for the education profession and each district has a code of ethics policy. Teachers must possess the insight to process, except and evaluate the differences between professional standards and the actuality of a daily classroom. For good teachers to be great teachers there must be a high level of ethics, integrity and honesty for a teacher to succeed in this task. Castner states, “I refer to teachers’ ethical commitments as their fidelity in teaching young children. It’s the teacher’s commitment that sets the standards for upholding these qualities.” (Castner, 2022, p. 239). Developing these skills and qualities requires consistent attention to self-reflection, honesty and patience and the ability to see oneself and how interactions, reactions and responses with others are perceived. Observe students, parents, staff, and partners and evaluate the relationship. Seek advice and constructive criticism from others that possess high standards of these qualities. Access how to become more proficient and how to sharpen these qualities to use as tools in becoming a great teacher.

    The teaching profession encompasses a vast amount of research into the profession so the candidate can make informative decisions about job benefits and salaries, educational and certification requirements and ethical responsibility all needed to achieve excellence as an educator. Research, commitment to the process, proactive involvement in all aspects of training is imperative to the success of standing in the front of the first classroom of eager students and knowing the standards of transforming into a great teacher. To be a great educator it requires the aptitude to master the art of a responsible individual with the ability to exhibit and teach both educational criteria and interpersonal skills and ethics to create well-rounded and educated students.
    The ultimate success of becoming a great teacher is being a promoter and advocate of the high standards that should be set by all educators in the profession and witnessing the mastery of developing young minds that will set forth into adulthood from this tutelage. It is the great teachers’ job to mold and create the next generation.

    **References**

    Castner, D. J. (2022). Fidelity in teaching young children: Two stories of professional integrity.
    _Journal of Research in Childhood Education_, 36(2), 239–254.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2021-66180-001&site=eds-live&scope=site)

    Chard, D & Cibulka, J (2013). The Quest for Better Educators. (2013).
    _Education Next,_ 13(4), 50–57.
    [https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site](https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=90265726&site=eds-live&scope=site)

    Hirsh, S. (2011). What Makes a Good Teacher? The Bill & Melinda Gates Foundation Digs for Answers with Its Measures of Effective Teaching Project.
    _Journal of Staff Development_, 32(6), 18–20.
    [https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378](https://doi-org.lopes.idm.oclc.org/https://www.learningforward.org/news/articleDetails.cfm?articleID=2378)

    National Center for O*NET Development. 25-2021.00 – Elementary School Teachers, Except Special Education.
    _O*NET OnLine_. Retrieved June 29, 2024, from
    [https://www.onetonline.org/link/summary/25-2021.00](https://www.onetonline.org/link/summary/25-2021.00)

    **## RubricCriteri1week8.docx**

    **Rubric Criteria**

    collapse all Rubric CriteriaCollapse All

    **Current statistics related to intended profession**

    21 points

    **Criteria Description**

    Research current statistics related to intended profession including salary, job opportunities in, advancement opportunities and retention, benefits and rewards, and any other relevant information.

    **5. Target**

    21 points

    Essay includes numerous current and relevant statistics for the future career. Research is detailed and thorough, showing great insight into the chosen future career.

    **4. Acceptable**

    17.85 points

    Essay includes clear and thorough research on current statistics related to intended profession. Research shows a clear understanding of the chosen field.

    **3. Approaching**

    15.75 points

    Essay includes some brief research on current statistics related to intended profession, and demonstrates a basic understanding of the chosen field.

    **2. Insufficient**

    13.65 points

    Essay includes inadequate research on current statistics related to intended profession. Information does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not include research on current statistics related to intended profession.

    **Skills and Qualifications**

    42 points

    **Criteria Description**

    Explain the main tasks being done in this job, what skills are required, and if any social/ interpersonal skills, mathematical skills, spatial skills, manual dexterity, or other unique skills are required. Discuss any licenses, certifications, degrees, or special training needed with detailed information on how to qualify for this.

    **5. Target**

    42 points

    Essay explains numerous tasks and relevant necessary skills for the future career. Explanation is detailed and thorough, showing great insight into the chosen future career. Essay thoroughly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows a deep understanding of requirements to be employed in the chosen field.

    **4. Acceptable**

    35.7 points

    Essay clearly and thoroughly explains numerous tasks and relevant necessary skills for the future career, and discusses licenses, certifications, or special training needed to qualify for a job in the chosen field in detail. Discussion shows an understanding of the requirements to be employed in the chosen field.

    **3. Approaching**

    31.5 points

    Essay briefly explains basic tasks and necessary skills for the future career, and briefly discusses licenses, certifications, or special training needed to qualify for a job in the chosen field. Discussion shows a basic understanding of the requirements to be employed in the chosen field.

    **2. Insufficient**

    27.3 points

    Essay inadequately explains tasks or necessary skills for the future career, and does not discuss licenses, certifications, or special training needed to qualify for a job in the chosen field. Explanation does not demonstrate that proper research into chosen field has been completed.

    **1. Unsatisfactory**

    0 points

    Essay does not explain any tasks or skills required for the future career and does not discuss any licenses, certifications, or special training needed to qualify for a job in the chosen field.

    **Role that honesty, integrity, or a code of ethics plays in this profession**

    35 points

    **Criteria Description**

    Discuss the role that honesty, integrity, or a code of ethics plays in this profession.

    **5. Target**

    35 points

    Essay answers the question in great detail. Response is thorough and shows a deep understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **4. Acceptable**

    29.75 points

    Essay clearly answers the question. Response is informed and shows a thorough understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **3. Approaching**

    26.25 points

    Essay answers the question appropriately. Response is brief and shows a basic understanding of how honesty, integrity and/or a code of ethics impacts work in the chosen field.

    **2. Insufficient**

    22.75 points

    Essay begins to answer the question; however, the response is unclear or does not appropriately address how honesty, integrity or a code of ethics impacts work in the chosen field.

    **1. Unsatisfactory**

    0 points

    Essay does not address or answer the question.

    **Thesis, Position, or Purpose**

    9.8 points

    **Criteria Description**

    Thesis Development and Purpose

    **5. Target**

    9.8 points

    The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.

    **4. Acceptable**

    8.33 points

    The thesis, position, or purpose is adequately presented. An awareness of the appropriate audience is demonstrated.

    **3. Approaching**

    7.35 points

    The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.

    **2. Insufficient**

    6.37 points

    The thesis, position, or purpose is unfocused or confused. There is very little awareness of the intended audience.

    **1. Unsatisfactory**

    0 points

    The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.

    **Development, Structure, and Conclusion**

    11.2 points

    **Criteria Description**

    Advances position or purpose throughout writing; conclusion aligns to and evolves from development.

    **5. Target**

    11.2 points

    The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and logical conclusion aligns to the development of the purpose.

    **4. Acceptable**

    9.52 points

    The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.

    **3. Approaching**

    8.4 points

    Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.

    **2. Insufficient**

    7.28 points

    Writing lacks logical progression of the thesis, position, or purpose. Some organization is attempted, but ideas are disconnected. Conclusion is unclear and not supported by the overall development of the purpose.

    **1. Unsatisfactory**

    0 points

    No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.

    **Evidence**

    7 points

    **Criteria Description**

    Selects and integrates evidence to support and advance position/purpose; considers other perspectives.

    **5. Target**

    7 points

    Specific and appropriate evidence is included. Relevant perspectives of others are clearly considered.

    **4. Acceptable**

    5.95 points

    Relevant evidence that includes other perspectives is used.

    **3. Approaching**

    5.25 points

    Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.

    **2. Insufficient**

    4.55 points

    Evidence is limited or irrelevant. The interpretation of other perspectives is superficial or incorrect.

    **1. Unsatisfactory**

    0 points

    Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.

    **Mechanics of Writing**

    7 points

    **Criteria Description**

    Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.

    **5. Target**

    7 points

    No mechanical errors are present. Appropriate language choice and sentence structure are used throughout.

    **4. Acceptable**

    5.95 points

    Few mechanical errors are present. Suitable language choice and sentence structure are used.

    **3. Approaching**

    5.25 points

    Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.

    **2. Insufficient**

    4.55 points

    Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.

    **1. Unsatisfactory**

    0 points

    Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.

    **Paper Format**

    7 points

    **Criteria Description**

    Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.

    **5. Target**

    7 points

    No errors in formatting or documentation are present.

    **4. Acceptable**

    5.95 points

    Appropriate format and documentation are used with only minor errors.

    **3. Approaching**

    5.25 points

    Appropriate format and documentation are used, although there are some obvious errors.

    **2. Insufficient**

    4.55 points

    Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.

    **1. Unsatisfactory**

    0 points

    Appropriate format is not used. No documentation of sources is provided.

    **Total** 140 points

  • [Solved] PAP: Analyze and Differentiate Product Vulnerabilities

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    The assignment instructions are provided in the screenshots. The Project overview and Project Scenario are below use these to complete the assignment. – Project Overview This project includes the following tasks: 1. Gather product information 2. Analyze and differentiate product vulnerabilities 3. R…

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    $6.99

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    Assignment Prompt & Instructions

    The assignment instructions are provided in the screenshots. The Project overview and Project Scenario are below use these to complete the assignment.

    – Project Overview

    This project includes the following tasks:

    1. Gather product information
    2. Analyze and differentiate product vulnerabilities
    3. Recommendation based on empirical data collection
    4. Objective: Product Selection Recommendation

    Organizations depend on cybersecurity professionals to evaluate technologies and products. Organizations may use the analysis to make purchasing recommendations or to establish equipment and deployment standards. Product analysis is a workplace skill that is universal throughout the business community. Evaluating technologies and products helps to ensure that the workplace environment remains secure.

    As stated in the NIST Special Publication 800-36, product selection involves people throughout various departments within the organization. Each person involved in the product selection process must understand the importance of security.

    In evaluating various products and technologies, the organization analyzes identified threats and vulnerabilities as part of the selection process.

    [Common Vulnerabilities and Exposures (CVE)](https://cve.mitre.org/) provides common names (also called CVE Identifiers) for publicly known cybersecurity vulnerabilities. CVE’s provide reference points so that information security products and services have a common baseline for evaluation. CVE makes it easier to share data about tools, repositories, and services.

    The [CVE Details](https://www.cvedetails.com/) website allows individuals to perform a deep analysis in comparing technologies.

    When selecting products and technologies, the organization’s team needs to consider the threat environment and the security functions to lessen the risks to an acceptable level.

    **Website Links**

    [NIST Guide to Selecting Information Technology Security Products](http://nvlpubs.nist.gov/nistpubs/Legacy/SP/nistspecialpublication800-36.pdf)

    [Common Vulnerabilities and Exposures](https://cve.mitre.org/)

    [CVE Details](https://www.cvedetails.com/)
    – ![Not completed: Project Scenario Acme Corporation has recently ex…. Select to mark as complete.](https://moodle.pittcc.edu/theme/image.php/snap/core/1745307619/i/completion-manual-n)Project Scenario

    Acme Corporation has recently experienced cyber-attacks and data breaches that have resulted in a significant financial loss and a loss of consumer confidence. Acme hired a new chief information security officer. The CISO informed the cybersecurity staff that the organization would undergo a comprehensive threat analysis and begin to collect data to establish purchasing and deployment standards. The CISO wants to ensure that the organization uses empirical data in selecting products and establishing of standards in lieu of opinions of staff members or a sales pitch from vendors.

    Over the last decade, the federal government and other organizations collected substantial data regarding product vulnerabilities and flaws. This data is freely available to organizations interested in performing product analysis. The Common Vulnerability Exploit (CVE) database is one example of a national resource available to cybersecurity professionals used to perform product analysis. The [CVE Details](https://www.cvedetails.com/) website allows individuals to perform a deep analysis in comparing technologies.

    After several incident response investigations, it is apparent that many attacks were the result of browser and email vulnerabilities. The CISO has tasked the cybersecurity staff with analyzing the organization’s Internet browsers. The investigations identified that over 95% of all users employ one of four browsers: **Google Chrome**, **Mozilla Firefox**, **Microsoft Internet Explorer**, and **Microsoft Edge**.

    – [\
    \
    Screenshot229.png](https://www.sweetstudy.com/files/screenshot229-png-10272035 "Screenshot229.png")

    – a year ago

  • [Solved] Leadership and Governance 3

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Prepare a strategic leadership report for the new leadership describing the organization's mission, vision, goals, and objectives and its relationship to the external environment. – 2 years ago

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    Immediate access to the full model answer, formatted citations, and rubric breakdown.

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    Assignment Prompt & Instructions

    Prepare a strategic leadership report for the new leadership describing the organization's mission, vision, goals, and objectives and its relationship to the external environment.

    – 2 years ago